Gerber Collision & Glass: Company Profile & Background Check FAQs

Gerber Collision & Glass was founded in Chicago, Illinois, in 1937, and spent decades building a reputation for auto body repair and glass work in the Midwest. In 2004, the company was acquired by the Boyd Group, a collision repair operator headquartered in Winnipeg, Manitoba, Canada. Gerber became the Boyd Group's primary brand in the United States, while the parent company, now known as Boyd Group Services Inc., trades publicly on the Toronto Stock Exchange.

Under Boyd Group ownership, Gerber has expanded aggressively through new openings and acquisitions of independent repair centers and regional chains. The brand provides collision auto body repair and auto glass replacement services at more than 1,000 locations across the United States, and the wider Boyd Group network in North America grew to more than 1,300 locations after the company completed its acquisition of Joe Hudson's Collision Center in January 2026.

Gerber's business centers on repairing vehicles after accidents, including body work, painting and refinishing, frame straightening, glass repair and replacement, and the calibration of advanced driver assistance systems. The company works closely with insurance carriers through direct repair programs, which drive steady vehicle volume into its shops. Its workforce includes collision repair and refinish technicians, glass technicians, damage estimators, parts coordinators, customer service representatives, shop managers, and regional and corporate support teams.

Company culture and employee programs: Gerber Collision & Glass emphasizes technical skill development, and collision repair careers there commonly involve industry certifications and ongoing training as vehicle technology evolves. The company regularly recruits apprentice and experienced technicians, and pay structures for repair roles can include hourly, flat-rate, or incentive-based components depending on the position and market. Benefits eligibility varies by role and location, so candidates should confirm compensation and benefit details during the interview process.

Yes. Employers in the automotive repair industry, including Gerber Collision & Glass, are legally permitted to run pre-employment background checks as long as they comply with federal, state, and local laws. Screening performed through a consumer reporting agency is regulated by the Fair Credit Reporting Act (FCRA), which requires a clear disclosure, the candidate's written consent, and a defined adverse action process before a report can be used to deny employment.

Gerber Collision & Glass is generally reported to conduct background checks as part of its hiring process, which aligns with standard practice in the collision repair industry. Employees at repair centers take custody of customers' vehicles, handle keys and personal property left in cars, and often drive vehicles as part of the job, all of which make screening a common step. The scope of a Gerber Collision background check may vary by position, state, and local requirements.

While details differ by role and market, the process typically starts with an online application through the company's careers site. Candidates for technician and estimator roles usually interview with the shop or general manager, and discussions often cover certifications, repair experience, and tools. Management and corporate candidates may complete additional interviews with regional leaders. Applicants who receive a conditional offer are generally asked to consent to a background check, and depending on the role, a drug screen or motor vehicle record review, before their start date is finalized.

Most background checks are completed within a few business days, although the timeline depends on which searches are ordered and how quickly courts and other sources respond. Checks that include motor vehicle records usually return quickly, while county criminal record searches in jurisdictions that require manual courthouse research can take longer. For more detail on what affects timing, review this guide to background check turnaround times.

Employers tailor screening to the role. For a collision repair employer like Gerber, a background check may include some or all of the following:

Candidates should read the disclosure documents they receive to confirm which searches will run for their specific role.

Lookback windows depend on the type of search and the laws of the candidate's state. The FCRA generally bars consumer reporting agencies from reporting most negative information older than seven years, though criminal convictions can often be reported beyond that under federal law and exceptions exist for certain higher-paying roles. Several states cap conviction reporting at seven years. Motor vehicle record history is governed by state DMV rules, which commonly cover roughly three to seven years of driving activity.

Gerber Collision & Glass does not publish a detailed public policy regarding felony records, and hiring decisions are typically made case by case. Employers in this industry commonly consider the nature and age of the offense and how it relates to the role, for example whether the position involves driving customer vehicles or handling payments. Many states and cities enforce "ban-the-box" laws that delay criminal history questions until later in the process and require individualized assessments. Candidates with records are encouraged to apply and to be straightforward if asked about their history.

Candidates are typically asked to sign a background check disclosure and authorization form after receiving a conditional offer. Applicants should be prepared to provide their full legal name, date of birth, Social Security number, address history, and a driver's license number if the role involves driving. Providing complete, accurate information helps the screening cover the right jurisdictions and prevents avoidable delays before a start date.

The Fair Credit Reporting Act is a federal law that sets the rules for how background check companies compile reports and how employers may use them. Employers must obtain written permission before running a check. If the results could lead to a rejected application, the employer must first provide a copy of the report along with a summary of the candidate's rights, then give the candidate a chance to dispute inaccurate or incomplete information before making a final decision. Learn more in this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Gerber Collision & Glass may see and help 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.