Georgia-Pacific: Company Profile & Background Check FAQs

Georgia-Pacific was founded in 1927 in Augusta, Georgia, as the Georgia Hardwood Lumber Company, a hardwood lumber wholesaler that started in a single building and operated five sawmills in the South. During World War II it was the largest supplier of lumber to the U.S. armed forces. The company changed its name to Georgia-Pacific Corporation in 1956, entered the tissue business in 1963, and moved its headquarters from Portland, Oregon, to Atlanta, Georgia, in 1982, where it remains today at 133 Peachtree Street NE.

A pivotal moment came in 2000, when Georgia-Pacific acquired Fort James Corporation and with it the consumer brands Brawny, Quilted Northern, and Dixie. In 2005, Georgia-Pacific was acquired by Koch (Koch, Inc.), one of the largest private companies in America, and it has operated since then as a privately held, wholly owned subsidiary. The company and its subsidiaries now manufacture and market bath tissue, paper towels, napkins, tableware, paper-based packaging, rigid food containers, cellulose, and building products.

Georgia-Pacific operates more than 150 locations around the world, including paper mills, lumber and gypsum facilities, packaging plants, and distribution operations concentrated across the United States. Its workforce spans production operators and machine technicians, maintenance and electrical specialists, forklift operators and warehouse workers, truck drivers and logistics staff, engineers, environmental and safety professionals, and corporate teams in Atlanta.

Company culture and employee programs: Georgia-Pacific operates under Koch's management philosophy and places heavy emphasis on safety, compliance, and stewardship; the company was recognized as one of Forbes America's Best Large Employers in 2024 and has earned multiple industry safety and sustainability awards. Manufacturing roles typically include structured safety training and skills development, and the company has long-running programs such as an employee children's scholarship foundation established in 1988. Pay and benefits vary by facility and role, so candidates should confirm details during hiring.

Yes. Employers in the manufacturing and forest products industry, including Georgia-Pacific, are legally permitted to conduct pre-employment background checks, provided they comply with federal, state, and local laws. Background checks run through a consumer reporting agency are governed by the Fair Credit Reporting Act (FCRA), which requires written candidate consent and specific adverse action steps. Roles regulated by the Department of Transportation, such as commercial truck driving, carry additional federally mandated screening and testing requirements.

Georgia-Pacific is generally reported to conduct background checks as part of its hiring process, consistent with standard practice among large industrial employers. Mills and plants are safety-sensitive environments with heavy machinery, and many roles involve driving, site access, or responsibility for expensive equipment, all common reasons employers screen. The specific components of a Georgia-Pacific background check may vary by facility, role, and state, and drug screening is commonly part of pre-employment steps in manufacturing settings.

The Georgia-Pacific hiring process typically begins with an online application through the company's careers site. Candidates who advance usually complete a phone screen with a recruiter followed by one or more interviews with hiring managers, which for plant roles may be onsite and include a facility tour. Some production positions involve skills assessments. Candidates who receive a conditional offer are generally asked to consent to a background check and to complete a pre-employment drug screen and any role-specific requirements, such as a physical or DOT steps for driving jobs, before a start date is set.

Many background checks are completed within a few business days, though timing depends on the searches ordered and the responsiveness of courts and past employers. Checks that include county criminal searches across several jurisdictions, employment verification, or DOT-related steps can take longer. Candidates who want more detail on typical timeframes can review background check turnaround times.

Employers choose the searches that make sense for each role. For an industrial manufacturing employer like Georgia-Pacific, a background check may include some or all of the following:

Candidates should review their disclosure and consent forms to see which searches apply to their role.

Lookback periods depend on the search type and governing law. Under the FCRA, most negative information other than convictions generally cannot be reported once it is more than seven years old, with exceptions for certain higher-salary positions, while convictions can often be reported further back under federal law. Some states impose stricter limits on reporting or use of older records. Candidates who have lived or worked in multiple states may see different lookback windows applied to different searches within the same report.

Georgia-Pacific does not publish a detailed public policy on hiring candidates with felony records, and decisions are typically made case by case. Industrial employers generally weigh the nature and age of the offense against the responsibilities of the role, and driving-related offenses carry particular weight for DOT-regulated positions. Many states and cities have enacted "ban-the-box" laws that restrict when employers can ask about criminal history during the application process. Candidates with records are encouraged to apply, answer honestly, and be prepared to discuss their background if asked.

Candidates will typically be asked to sign a written disclosure and authorization form before a background check begins, as required by the FCRA. Applicants should be ready to provide accurate personal information, including full legal name, date of birth, Social Security number, and address history. Driving candidates should expect to provide a valid driver's license (a CDL for commercial routes), and credentialed roles may require documentation of licenses or degrees. Complete, accurate information helps the right jurisdictions get searched and keeps the timeline on track.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires employers to obtain written consent before ordering a report and, before taking adverse action based on the results, to provide the candidate with a copy of the report and a summary of rights, along with an opportunity to dispute inaccurate information. For a fuller overview of the FCRA and related EEOC guidance, see this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Georgia-Pacific may see and helps you identify potential inaccuracies before they affect your job application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To showcase verified credentials proactively, build a free Checkr Profile you can share with recruiters, hiring managers, or potential employers.

Check your report status in the Candidate Portal. Or, visit the Checkr Help Center for FAQs, dispute steps, and to contact support.

The resources and information provided here are for educational and informational purposes only and do not constitute legal advice. Always consult your own counsel for up-to-date legal advice and guidance related to your practices, needs, and compliance with applicable laws.