Grainger: Company Profile & Background Check FAQs

W.W. Grainger, Inc. was founded in 1927 in Chicago by William W. (Bill) Grainger, who started the business to give customers reliable access to electric motors, selling through postcards and a catalog known as the MotorBook. The company was incorporated in 1928 and became publicly traded in 1967. Today Grainger is headquartered in Lake Forest, Illinois, and ranks among the Fortune 500.

Grainger is a business-to-business distributor of maintenance, repair, and operating (MRO) supplies. Its product offering spans motors, lighting, material handling equipment, fasteners, plumbing, tools, and safety supplies, complemented by inventory management services and technical support. According to company disclosures cited on Wikipedia, Grainger serves more than 4.5 million customers worldwide through a network of approximately 331 branches, 34 distribution facilities, and digital channels including Grainger.com, KeepStock inventory management, and eProcurement systems. The company's motto is "For the ones who get it done."

Beyond its flagship brand, Grainger operates Zoro, an online-only supplier launched in 2011 to serve small businesses in the United States, and MonotaRO, an online business established in 2000 as a joint venture serving Japan and other Asian markets. Grainger's workforce includes distribution center and warehouse team members, branch and customer service staff, field sales representatives, drivers, and corporate professionals in technology, supply chain, merchandising, and other functions.

Company culture and employee programs:

Grainger has been recognized on workplace lists in the past, including Fortune's 100 Best Companies to Work For in 2013. The company emphasizes safety in its distribution operations and offers structured onboarding and training for warehouse and customer-facing roles. Benefits and programs vary by role, location, and employment status, so candidates should confirm current offerings with a recruiter during the hiring process.

Yes. Employers in the industrial distribution industry, including Grainger, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow 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 required disclosures, and follow adverse action procedures when background check results influence hiring decisions.

Grainger is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice among large distribution and logistics employers. Warehouse team members handle valuable inventory, drivers operate company vehicles, and customer service and sales staff access business account information, all common reasons employers screen candidates. The specific components of the Grainger background check may vary by role and location.

The Grainger hiring process typically begins with an online application through the company's careers site. Selected candidates usually complete a phone screen or interview with a recruiter, followed by interviews with hiring managers; distribution center roles may involve a single onsite interview or a virtual process, while corporate roles often include multiple rounds. Candidates who receive a conditional offer are generally asked to consent to a background check, and some roles may include a drug screen, before a start date is confirmed.

Turnaround time depends on which searches are included and how quickly courts and other sources respond. Many background checks are completed within a few business days, while reports involving criminal record searches across several counties or states, or verification of multiple past employers, can take longer. Candidates can find more detail by reviewing background check turnaround times.

Each employer decides which screenings to include. For a role at an industrial distributor like Grainger, a background check may include some or all of the following:

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

Lookback periods depend on the type of search and the laws of the state where the candidate lives or works. Under the FCRA, consumer reporting agencies generally cannot report most negative information older than seven years, though criminal convictions can often be reported further back and exceptions exist for positions above certain salary thresholds. Some states impose stricter limits, so different searches within the same report may cover different time windows.

Grainger does not publicly publish a detailed policy on hiring candidates with felony records, and these decisions are typically made on a case-by-case basis. Employers commonly weigh the nature and severity of the offense, how much time has passed, and the relevance of the record to the role, for example, driving convictions for delivery positions. Many states and cities have adopted "ban-the-box" laws that limit when employers can ask about criminal history during the application process. Candidates with records should answer application questions honestly and be prepared to provide context if asked.

Candidates will typically be asked to provide written consent before a background check begins, usually through a disclosure form provided at the offer stage. To complete screening, candidates should be prepared to share accurate personal information, including full legal name, date of birth, Social Security number, and address history, plus a valid driver's license for driving roles. Accurate information helps ensure the correct jurisdictions are searched and keeps the Grainger employment screening process on schedule.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, employers must obtain a candidate's written permission before ordering a background check, and if they intend to take adverse action based on the results, they must provide a copy of the report and a summary of the candidate's rights, then allow time to dispute inaccurate information before making a final decision. For a deeper look at how the FCRA and Equal Employment Opportunity Commission (EEOC) guidance apply to hiring, visit this introduction to the Fair Credit Reporting Act (FCRA).

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