Giant Food: Hiring, Background Check & Employment Verification FAQs

Giant Food's careers site says the company began with one store in Northwest D.C. in 1936 and later became the first U.S. grocer with in-store pharmacies. Wikipedia lists the founders as Nehemiah Meir Cohen and Samuel Lehrman and places the first store at Georgia Avenue NW and Park Road NW in the District of Columbia. Giant Food is separate from The Giant Company, a Pennsylvania-based sister chain.

Giant Food is part of Ahold Delhaize, and Ahold Delhaize's brand page lists 163 Giant stores. Giant's careers site cites 163 locations and more than 19,000 associates, and says pharmacies operate in 154 locations. The company serves customers in store and through Giant Pickup and home delivery, so jobs extend beyond the sales floor.

The careers site groups openings into store, pharmacy, corporate, and supply chain roles. Store roles are customer-facing, pharmacy roles involve patient care and licensed professionals, and corporate and supply chain roles support the business from offices and distribution centers. Because associates handle payments, prescriptions, and customer information, the screening that applies may vary by department and by the duties of the job.

Company culture and employee programs: Giant says its promise to associates is "Grow, Care, Belong," and its careers site presents separate paths for store, pharmacy, corporate, and supply chain teams. The company also describes donating to community causes in the markets it serves. Pay, benefits, and schedules vary by role, store, and whether a job is full-time or part-time, so candidates should confirm specifics during the hiring process.

Yes. Employers in the grocery and retail pharmacy industry, including Giant Food, are legally permitted to run pre-employment background checks, provided they follow the Fair Credit Reporting Act (FCRA) and applicable federal, state, and local laws. The FCRA requires written disclosure and authorization before a consumer report is obtained for employment purposes. Maryland, Virginia, Delaware, and Washington, D.C. may each apply their own rules, so requirements can vary by store location.

Giant Food is generally reported to conduct background checks as part of its hiring process, particularly for roles involving cash, pharmacy, or driving duties. This is consistent with standard practice in grocery retail, where employees handle payments, customer data, and in some cases prescription medications. The scope of the Giant Food background check may vary by department, role, and state.

The Giant Food hiring process typically begins with an online application through Giant's careers site, where candidates can browse store, pharmacy, corporate, and supply chain openings. Applicants may complete a short screening step before interviewing with a store or department manager. Candidates who receive a conditional offer are usually asked to consent to a background check and finish onboarding paperwork before starting. Pharmacy and corporate roles may include additional interview rounds, and steps and timing vary by position.

Most background checks come back within a few business days, though the timeline depends on the searches ordered and on the courts or agencies being queried. Roles that add license verification or driving records can take longer. Candidates who want more detail on typical timelines can review background check turnaround times.

The specific components of a background check are determined by the employer. For a role at a grocery and pharmacy company like Giant Food, a background check may include some or all of the following:

Candidates should review any disclosure and consent forms provided during the hiring process to understand which searches will be run for their role.

Giant Food may require a drug test for certain roles, such as pharmacy, driving, or distribution center positions, but testing may vary by job and location. Giant does not publish a drug testing policy on its careers site. Store roles and warehouse or driving roles may be screened differently, and requirements can depend on the department. Candidates should check their offer paperwork and ask the hiring manager what pre-employment testing, if any, applies.

The lookback period for a background check depends on the type of search and the laws of the state or country where the candidate lives or worked. In the United States, the FCRA generally limits consumer reporting agencies from reporting most negative information older than seven years, with certain exceptions for higher-salary positions and specific record types such as convictions. Some states have stricter limits. Candidates with records in multiple jurisdictions may see different lookback windows applied to different searches within the same report.

Giant Food does not publicly detail how it treats felony records, and decisions are typically made on a case-by-case basis. Factors that may matter include the type of offense, how long ago it happened, and the duties of the role, such as handling cash or working in a pharmacy. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates can review Maryland screening laws, since the company is based in that state, and should be honest on their application.

Candidates applying to Giant Food will typically be asked for written consent before a background check begins, usually through a disclosure form during the hiring process. They should be ready to provide a full legal name, date of birth, Social Security number, and address history. Pharmacy applicants may also need to provide license or registration details. Accurate information helps searches run in the right jurisdictions and can prevent delays.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, employers must obtain written consent before running a background check, provide a copy of the report and a summary of rights if they intend to take adverse action based on the results, and allow the candidate an opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA applies to background checks, visit Fair Credit Reporting Act (FCRA).

Employers hiring pharmacists and pharmacy technicians typically verify licenses or registrations, and Giant Food is generally expected to do the same. Pharmacists generally need a state license, and pharmacy technicians may need state registration or certification depending on the state. A license check confirms that the credential is active and in good standing. Learn more about professional license verification.

Driving roles typically require a valid driver's license, and the employer may review the candidate's motor vehicle record for violations or suspensions. Giant Food runs delivery and distribution operations, so candidates for those jobs may also be asked about driving history and may be screened differently from store employees. Commercial driving positions can carry additional federal requirements. Requirements may vary by role and location, so candidates should confirm details with the hiring team.

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