Furniture Row: Hiring, Background Check & Employment Verification FAQs

Furniture Row traces its origins to the early 1970s (with company sources citing either 1972 or 1974), when the first store opened under the name Pillow Kingdom in the Denver, Colorado market. The company grew from this modest beginning into one of the fastest-growing furniture retail operations in the country while remaining privately and family-owned, with deep roots in the Denver community. Furniture Row developed a distinctive multi-brand retail model, grouping several specialized home furnishings and bedding retailers together, including Sofa Mart (living room furniture), Oak Express (wood furniture), Bedroom Expressions (bedroom furniture), and Denver Mattress (factory-direct mattresses).

Furniture Row expanded significantly over the following decades, growing to more than 330 stores across 31 states at its peak, and establishing itself as one of the largest cash buyers of furniture and the largest factory-direct mattress retailer in the United States. The company has continued to emphasize its Denver roots and family ownership even as it scaled into a major national furniture retail presence, remaining headquartered at its original Denver location.

Today, Furniture Row employs more than 2,800 people across its retail, warehouse, and manufacturing facilities nationwide, generating several hundred million dollars in annual revenue. The company's workforce includes sales associates across its various specialized store brands, warehouse and delivery staff, mattress manufacturing personnel (given its factory-direct model), and store managers supporting its retail operations.

Company culture and employee programs: Furniture Row emphasizes its family-owned identity and commitment to offering high-quality home furnishings at strong value, along with exceptional customer service and treating customers "like family." The company has maintained its founding principles even as it has grown into a major national retail operation. Benefits, scheduling, and advancement opportunities can vary by location and specific store brand, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the furniture retail industry, including Furniture Row, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with applicable federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires employers to obtain written consent, provide disclosures, and follow adverse action procedures.

Furniture Row is generally reported to conduct background checks as part of its hiring process, which is standard for furniture retail employers, particularly for warehouse and delivery roles involving access to customers' homes.

The hiring process for sales, warehouse, and delivery positions at Furniture Row typically includes an application, an interview with a store or facility manager, and a background check prior to a final offer. Delivery roles may also involve a review of driving records.

Background check timelines can vary based on the type of screening requested and how quickly records can be verified. Learn more about typical background check turnaround times to understand what factors can affect the process.

A typical pre-employment background check for a furniture retail role may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though state laws may extend or restrict this timeframe depending on the type of record and jurisdiction.

Hiring decisions involving candidates with criminal records are generally made on a case-by-case basis, taking into account the nature of the offense, how much time has passed, and its relevance to the role, particularly for delivery positions that involve entering customers' homes. Some states have adopted "ban-the-box" laws that restrict when employers can ask about criminal history during the hiring process.

Candidates can generally expect to provide personal information such as full legal name, date of birth, and Social Security number, along with signed consent authorizing the background check, in compliance with FCRA requirements. Delivery roles typically also require a valid driver's license.

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how employers can use background check information in hiring decisions. It requires employers to notify candidates before running a check, obtain written consent, and follow specific adverse action procedures if a decision is made based on background check results.

Running a personal background check with Checkr lets you preview what Furniture Row may see during the hiring process, helping you address any concerns before you apply. A personal background check can include:

Learn more about Checkr Personal Background Checks and explore your Checkr Profile to see what information may appear in your own background check.

If you're a candidate with a background check in progress through Checkr as part of your application to Furniture Row or another employer, you can check your status through the Candidate Portal. For additional support, visit the Checkr Help Center.

The information provided in this article does not, and is not intended to, constitute legal advice. All information is for general informational purposes only. Checkr does not guarantee the accuracy, completeness, or usefulness of this information and is not responsible for any errors or omissions, or for the results obtained from the use of this information. This article may contain links to other third-party websites. Such links are only for the convenience of the reader. Checkr does not endorse the contents of the third-party sites and disclaims any affiliation with the companies mentioned in this article unless otherwise stated.