Geodis: Hiring, Background Check & Employment Verification FAQs

Geodis traces its history to 1904, when Emile Calberson founded a rail freight company in Le Havre, France, initially transporting luggage and parcels by passenger train between Le Havre, Rouen, and Paris. The company shifted its focus to road transport in 1920, becoming Société des Transports Routiers Calberson, and grew into France's top express shipping company over subsequent decades. In 1995, the French national railway company SNCF restructured its non-rail transport holdings, including Calberson, into a new company called Geodis, which was then spun off in a public offering.

Geodis has grown substantially through acquisitions over the following decades, including Tailleur Industrie in 1997, and more recently Keppel Logistics in Singapore, Need It Now Delivers in the United States, and trans-o-flex, a German pharmaceutical logistics specialist, in 2023. The company is headquartered in Levallois-Perret, France, and is wholly owned by the SNCF Group. Today, Geodis employs approximately 53,000 people worldwide and generates more than 11 billion euros in annual revenue, operating across five core business lines: supply chain optimization, freight forwarding, contract logistics, distribution and express, and road transport.

In the United States, Geodis employs more than 15,000 people across roughly 230 locations, with a significant regional presence in Middle Tennessee, where the company holds naming rights to GEODIS Park, home of Nashville SC. Geodis's workforce spans warehouse and distribution center employees, freight forwarding and customs specialists, truck drivers, and corporate logistics and supply chain management staff.

Company culture and employee programs: Geodis emphasizes its more than century-long history in logistics and its global network spanning roughly 170 countries as core parts of its brand identity. The company has built a significant regional employer presence in Middle Tennessee alongside its global operations. Benefits, scheduling, and advancement opportunities can vary by role and location, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the logistics and supply chain industry, including Geodis, 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.

Geodis is generally reported to conduct background checks as part of its hiring process, which is standard for large logistics and warehousing employers, particularly for roles involving warehouse access, inventory handling, and driving.

The hiring process for warehouse and logistics roles at Geodis typically includes an application, an interview with a hiring manager, and a background check prior to a final offer. Driver positions may involve an additional 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 logistics or warehouse 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. 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.

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.

What if I disagree with something in my background check?

Under the FCRA, if you believe your background check report contains inaccurate information, you have the right to dispute it directly with the consumer reporting agency that prepared the report. The agency is generally required to investigate the dispute, typically within 30 days, and to correct or remove any information it cannot verify as accurate. If Checkr conducted the background check, dispute instructions are included in the notification sent to your Checkr candidate account.

Can I see a copy of my own background check report?

Yes. Under the FCRA, if a background check is used to make an adverse hiring decision, you are entitled to receive a copy of the report along with a summary of your rights under the law before the decision becomes final.

Running a personal background check with Checkr lets you preview what Geodis 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 Geodis 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.