Gordon Food Service: Company Profile & Background Check FAQs

Gordon Food Service traces its roots to 1897, when Isaac Van Westenbrugge, a 23-year-old Dutch immigrant, started a butter-and-egg delivery business in Michigan with $300 borrowed from his brother and a horse-drawn cart. Ben Gordon joined the company in 1916 and later married Van Westenbrugge's daughter, and in 1942 Ben and his brother Frank renamed the business Gordon Food Service. The company is headquartered in Wyoming, Michigan, near Grand Rapids, and remains privately held and family-managed more than a century after its founding. Forbes has ranked GFS among the largest privately held companies in the United States.

The core of the business is foodservice distribution. GFS delivers products by truck to more than 100,000 customers, including independent restaurants, regional and national chains, long-term care facilities, hospitals, schools, and colleges. The company operates 14 distribution centers across the United States, from Michigan and Wisconsin to Texas, Florida, and Maryland, and nine distribution centers in Canada, serving the Midwest, Northeast, Southeast, and Southwest regions of the US and customers coast to coast in Canada.

GFS also runs a retail arm. The company opened its first cash-and-carry store in 1979, and as of 2025 operates more than 175 Gordon Food Service Store locations across states including Michigan, Ohio, Indiana, Illinois, Kentucky, Tennessee, Texas, and Florida, where restaurant operators and the general public can buy in bulk without a membership. Common roles across the company include CDL delivery drivers, warehouse selectors and forklift operators, retail store associates and managers, sales representatives, and corporate professionals.

Company culture and employee programs: As a family-managed company, GFS emphasizes long-term relationships, service, and internal advancement. Warehouse and driving roles are safety-focused and physically active, with structured training, while store and sales roles center on customer service. Benefits and schedules vary by role, location, and full-time or part-time status, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the foodservice distribution industry, including Gordon Food Service, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires candidate consent, disclosures, and adverse action procedures. Canadian provinces apply their own privacy and employment rules to screening for GFS Canada roles.

Gordon Food Service is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice among large distributors that employ commercial drivers, warehouse workers, and employees who handle payments and customer accounts. The scope of a Gordon Food Service background check may vary by role and location, with driving positions typically subject to the most extensive checks because of Department of Transportation requirements.

While steps vary by role, the Gordon Food Service hiring process typically begins with an online application, followed by a phone screen and one or more interviews with hiring managers. Warehouse and driver candidates may complete physical ability assessments where permitted, and driver candidates are usually asked about their driving history early in the process. Candidates who receive a conditional offer are generally asked to consent to a background check, and safety-sensitive roles commonly include a pre-employment drug screen before a start date is confirmed.

Turnaround times depend on the searches included, the responsiveness of courts and former employers, and the number of jurisdictions in a candidate's history. Many background checks are completed within a few business days, while reports involving multiple county court searches or employment verifications can take longer. Candidates can learn more by reviewing background check turnaround times.

Employers determine which screenings to include for each position. For a distribution company like GFS, a background check may include some or all of the following:

Candidates should review the disclosure and consent forms provided during hiring to understand which searches apply to their role.

Lookback periods depend on the type of search and applicable law. Under the FCRA, consumer reporting agencies generally cannot report most negative information older than seven years, though criminal convictions can often be reported for longer periods depending on state law, and exceptions exist for certain positions. Some states impose stricter limits, and DOT-regulated driver checks follow their own federal rules for reviewing driving and employment history.

Gordon Food Service's policies on hiring candidates with felony records are not publicly detailed, and decisions are typically made case by case. Employers commonly consider the nature and severity of the offense, the time elapsed, and its relevance to the role, for example a driving-related conviction for a delivery position. Many states and localities have adopted "ban-the-box" laws that restrict when employers can ask about criminal history in the application process. Candidates with records are encouraged to respond honestly to lawful questions and to be prepared to discuss their background if asked.

Candidates will typically be asked to provide written consent before a background check begins, along with accurate personal information including full legal name, date of birth, Social Security number, and address history. Driver applicants should be ready to provide a valid driver's license (including CDL class where required) and details of their driving history. Accurate information helps ensure the correct records are searched and prevents avoidable delays.

Yes, driving positions generally involve additional requirements. CDL delivery drivers are subject to US Department of Transportation regulations, which include motor vehicle record reviews, verification of prior employment as a driver, physical qualification exams, and mandatory drug and alcohol testing. State and provincial rules may add further requirements. Candidates should confirm the specific qualifications for a given route or facility with the recruiter.

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 ordering a background check, and before taking adverse action based on the results they must provide the candidate with a copy of the report and a summary of rights, plus an opportunity to dispute inaccurate information. For a detailed overview of the FCRA and Equal Employment Opportunity Commission (EEOC) guidance, visit Fair Credit Reporting Act (FCRA).

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