Graphic Packaging International: Hiring, Background Check & Employment Verification FAQs

Graphic Packaging Holding Company is a public company listed on the New York Stock Exchange under the ticker GPK and a component of the S&P 400. Its headquarters sits at 1500 Riveredge Parkway in Atlanta, Georgia. The company reported revenue of $8.62 billion for 2025.

The modern corporate structure was assembled through two major combinations. A 2003 merger brought together Graphic Packaging Corporation and Riverwood Holding. Then on March 10, 2008, the businesses of Graphic Packaging Corporation and Altivity Packaging, LLC were combined, a new publicly traded parent named Graphic Packaging Holding Company was formed, and the common stock was listed on the New York Stock Exchange under GPK. Predecessor businesses in the portfolio are considerably older than either transaction, and published founding dates for the company vary depending on which predecessor is counted.

Operationally, Graphic Packaging makes folding cartons, paperboard, and other fiber-based packaging for food, beverage, foodservice, and household and personal care brands, with a product emphasis on renewable, recycled, and recyclable materials. The company reports more than 100 locations worldwide and approximately 23,000 employees. Its paperboard mill network has included facilities in Kalamazoo, Michigan; Macon, Georgia; Middletown, Ohio; Prosperity, South Carolina; Texarkana, Texas; and West Monroe, Louisiana, supported by a broader network of converting plants and design centers. Roles across that footprint include machine operators, press and converting operators, mill process technicians, maintenance and reliability technicians, electrical and instrumentation specialists, quality and food safety staff, industrial and process engineers, supply chain and logistics professionals, designers, sales teams, and corporate functions.

Company culture and employee programs:

Manufacturing employers of this scale typically run structured onboarding with documented safety training, lockout and tagout procedures, and equipment-specific qualification before an employee works independently. Mill and converting operations commonly run continuous or rotating shift schedules, and some sites are represented by unions, which shapes pay scales, scheduling, and progression. Graphic Packaging publicly emphasizes sustainability and employee development as part of its identity. Wages, shift differentials, and benefits vary by facility, role, and any applicable collective bargaining agreement, so candidates should confirm details with a recruiter.

Yes. Employers in the packaging and manufacturing industry, including Graphic Packaging International, 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, the Fair Credit Reporting Act (FCRA) sets the framework for employment screening, requiring a standalone disclosure, written candidate consent, and a pre-adverse and adverse action process when a report factors into a hiring decision. States and cities where the company operates layer additional fair-chance rules on top of that baseline.

Graphic Packaging International is generally reported to conduct background checks as part of its hiring process, consistent with standard practice among large industrial manufacturers. Employers in this sector commonly screen because the work involves heavy machinery, chemical handling, food-contact packaging subject to safety standards, secure facility access, and customer product specifications. The scope of a Graphic Packaging International background check may vary by role, facility, and whether a position is direct-hire, temporary, or placed through a staffing agency, since staffing partners frequently maintain their own screening programs.

Steps differ by site and job family, but the Graphic Packaging International hiring process generally follows a recognizable manufacturing pattern. Candidates apply online, then complete a recruiter phone screen covering experience, shift availability, and location. Production and maintenance applicants commonly interview on site, sometimes with a plant tour and a skills or aptitude assessment, while engineering and corporate candidates typically go through several interview rounds. A conditional offer usually precedes pre-employment steps, which at manufacturers commonly include a background check, a drug screen, and a job-related physical or functional capacity evaluation. Site orientation and safety training follow once those clear.

Turnaround time depends on which searches are ordered, how quickly courts and previous employers respond, and how many jurisdictions a candidate's history covers. Many reports return within a few business days, while those requiring manual county court retrieval or spanning multiple states run longer. Employment and education verifications depend on third parties replying and are a common source of delay. Candidates with international history should expect additional time. For more detail on what influences these timelines, review background check turnaround times.

The employer decides which searches to include. For a manufacturing role at a company like Graphic Packaging International, a background check may include some or all of the following:

Candidates should read the disclosure and consent forms they receive to learn which searches apply to their role.

The lookback period depends on the search type and on the law of the state where the candidate lives or worked. Under the FCRA, consumer reporting agencies are generally limited from reporting most adverse information older than seven years, with exceptions that can apply to higher-salary positions and to certain record types such as criminal convictions. A number of states impose stricter limits, and some restrict the reporting of non-conviction records entirely. Employment and education verifications are treated differently, since they confirm history the candidate has reported rather than surfacing adverse records.

Graphic Packaging International has not published a detailed policy on applicants with felony records, and employers of this size generally evaluate such applications individually. Common considerations include the nature and seriousness of the offense, how much time has passed, evidence of rehabilitation, and whether the record bears on the duties of the position. Many states and municipalities have adopted "ban-the-box" laws that restrict when criminal history may be raised during the application process. Candidates are encouraged to complete applications accurately and be prepared to discuss their background if it comes up.

Candidates are typically asked to sign a standalone disclosure and give written authorization before a background check begins. Applicants should be ready to supply accurate personal information, including full legal name, any former names, date of birth, Social Security number, and a complete address history. Accurate address history matters because it tells the screener which county and state courts to search and helps prevent avoidable delays. Manufacturing employers often pair the background check with a post-offer drug screen and a job-related physical evaluation, and may ask for documentation of trade certifications where a role requires them.

The Fair Credit Reporting Act is a United States federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, an employer must obtain written permission before ordering a report, must provide the candidate with a copy of the report and a summary of rights before taking adverse action based on it, and must allow a reasonable opportunity to dispute inaccurate or incomplete information before a final decision. For a fuller explanation of how the FCRA and Equal Employment Opportunity Commission (EEOC) guidance apply to employment screening, see Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Graphic Packaging International may see and gives you time to correct inaccuracies before they affect your application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To share verified credentials proactively, build a free Checkr Profile you can send to recruiters and hiring managers.

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.