Harris Teeter: Hiring, Background Check & Employment Verification FAQs

Harris Teeter's roots run back to the Great Depression in Charlotte, North Carolina, where William Thomas Harris opened Harris Super Market on Central Avenue in 1936 and Willis L. Teeter opened Teeters Food Mart in Mooresville, North Carolina, in 1939. The two operators agreed to merge in November 1959, and the combination of their 15 stores became official in February 1960, creating what was then the largest independent grocery organization in the Carolinas. The company is headquartered in Matthews, North Carolina.

Harris Teeter Supermarkets announced in July 2013 that it was being acquired by The Kroger Co. for $2.5 billion, and the sale closed on January 28, 2014. Harris Teeter kept its name, its banner, and its Matthews headquarters after the acquisition, and it continues to operate as a distinct brand inside the Kroger family of grocery companies. Tammy DeBoer was named president of the company on February 1, 2022.

As of January 2025 the chain operates 262 stores across seven states, North Carolina, South Carolina, Virginia, Georgia, Florida, Delaware, and Maryland, plus Washington, D.C. Stores combine full-service grocery with bakery, deli, produce, meat and seafood, floral, and in many locations a pharmacy and a fuel center. Supporting the retail network are distribution operations and the company's Hunter Farms dairy, which supplies Harris Teeter-brand and Hunter Farms-brand dairy products. Store-level roles include cashiers and front-end staff, grocery and department clerks, bakery and deli associates, meat cutters, pharmacy technicians and pharmacists, online order pickers, fuel center attendants, assistant managers, and store managers, alongside distribution, transportation, and corporate positions.

Company culture and employee programs:

Harris Teeter positions itself as a service-focused neighborhood grocer, and new associates typically receive department-specific onboarding covering food safety, equipment handling, and customer service standards. Many store roles are part-time and scheduled across evenings, weekends, and holidays, with additional seasonal hiring around peak periods. Pay rates, benefits eligibility, and scheduling practices vary by role, store, and state, and some positions are covered by collective bargaining in certain markets, so candidates should confirm details with the hiring store.

Yes. Employers in the grocery and retail industry, including Harris Teeter, 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, screening ordered through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which requires a clear standalone disclosure, written candidate authorization, and a defined adverse action process. Several of the states Harris Teeter operates in, along with Washington, D.C., add their own fair-chance rules on when criminal history may be considered.

Harris Teeter is generally reported to conduct background checks as part of its hiring process, which matches standard practice across supermarket employers. Grocery associates handle cash and payment cards, work with age-restricted products, operate equipment, and in pharmacy departments come into contact with controlled substances and protected health information. The specific components of a Harris Teeter background check may vary by role, by department, and by the state or district where the store is located.

Steps vary by position, but the Harris Teeter hiring process generally starts with an online application for a specific store and role, followed by a call or message from a hiring manager. Store candidates typically complete an in-person interview at the location, and some departments add a short skills conversation, for example for meat cutting or pharmacy technician work. Candidates who receive a conditional offer are usually asked to consent to a background check, and depending on role and location a drug screen, before orientation and training are scheduled.

Turnaround depends on which searches are ordered, how quickly county courts and former employers respond, and how many jurisdictions a candidate has lived in. Many retail background checks return within a few business days, while reports that require multiple county court searches, license verification, or slow employer responses can take longer. Candidates who want a fuller picture of typical timelines can review background check turnaround times.

The employer decides the scope of the report. For a supermarket role, a background check may include some or all of the following:

Candidates should read the disclosure and authorization forms they receive during hiring to see which searches apply to their role.

The lookback window depends on the search type and the law of the state where the candidate lives or worked. Under the FCRA, consumer reporting agencies are generally limited from reporting most adverse non-conviction information older than seven years, with exceptions for certain record types and for higher-salary roles. Some states in Harris Teeter's footprint apply narrower limits, and Washington, D.C. has its own fair-chance framework. Driving records follow separate state retention schedules, so an MVR may reflect a different period than the criminal portion of the same report.

Harris Teeter does not publish a detailed policy on applicants with felony convictions, and these decisions are typically made case by case. Factors an employer may weigh include the nature and seriousness of the offense, how long ago it happened, evidence of rehabilitation, and how closely the record relates to the duties of the job, such as cash handling or pharmacy access. A number of states and cities have adopted "ban-the-box" laws that limit when criminal history questions can be asked during hiring. Candidates should complete their application honestly and be ready to discuss their history if it comes up.

Candidates are typically asked to sign a written disclosure and authorization form before any screening begins. Be prepared to provide full legal name, date of birth, Social Security number, and address history, plus a valid driver's license for roles that involve driving and license or registration details for pharmacy roles. Providing complete and accurate information helps ensure searches run in the correct jurisdictions and reduces the risk of delay.

The Fair Credit Reporting Act is the United States federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires an employer to obtain written authorization before ordering a report, to provide a copy of the report and a summary of rights before taking adverse action, and to give the candidate an opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA and Equal Employment Opportunity Commission (EEOC) guidance apply to employment screening, see Fair Credit Reporting Act (FCRA).

Pharmacy positions are usually screened more thoroughly than general store roles, because pharmacists and pharmacy technicians work with controlled substances and protected health information. In addition to a standard criminal search, employers in this space commonly verify state license or technician registration status, confirm education where a degree is required, and check federal healthcare exclusion lists. Some states impose their own fingerprint or board-level background check requirements for pharmacy registration, and those are administered by the state board rather than the employer. Candidates should expect pharmacy onboarding to take longer than a front-end retail hire for that reason.

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