Homesense: Hiring, Background Check & Employment Verification FAQs

Homesense is a banner of The TJX Companies, Inc., the off-price retail group headquartered in Framingham, Massachusetts and listed on the New York Stock Exchange under the ticker TJX. The concept launched first in Canada in 2001 as HomeSense, expanded into Europe in 2008, and made its United States debut in 2017. Because the brand grew out of Canada and later crossed into markets where its sister chain HomeGoods already operated, the same name appears in several countries with slightly different positioning.

Within the United States, Homesense is positioned as a complement to HomeGoods rather than a duplicate. TJX describes its Homesense stores as offering a differentiated mix with expanded departments, including large furniture, which is a category HomeGoods carries less of. Stores are generally larger than a typical HomeGoods and are sometimes paired with another TJX banner in a superstore format. TJX reported 72 Homesense stores in the United States in its fiscal 2026 reporting.

The parent group gives the brand considerable scale behind the scenes. TJX operates more than 5,100 stores across nine countries, running TJ Maxx, Marshalls, HomeGoods, Homesense, and Sierra in the United States; Winners, HomeSense, and Marshalls in Canada; TK Maxx and Homesense in Europe; and TK Maxx in Australia. Buying, distribution, and corporate functions are shared across banners, which is why hiring paperwork and policies for a Homesense store are administered at the TJX level.

Store roles include merchandise associates who receive, process, and stock inventory, cashiers and customer experience coordinators, backroom and truck unload associates, key carriers who open and close the store, assistant managers, and store managers. Distribution center associates support the supply chain from regional facilities. Off-price retail runs on constantly changing inventory, so store work is fast-paced and heavily focused on receiving and floor replenishment.

Company culture and employee programs:

TJX presents a shared employment brand across its banners, with internal promotion from associate to key carrier to management as a common path and with training delivered largely on the job. Store schedules include evenings, weekends, and heavy seasonal peaks, and many associate roles are part-time. Associate discounts across TJX banners are a standard feature, and benefits eligibility generally depends on position, hours, and location. Because policies are administered by the parent company, candidates should confirm details with the hiring manager or recruiter handling the specific store.

Yes. Employers in the retail industry, including Homesense and its parent company, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with applicable federal, state, and local law. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires clear disclosure, the candidate's written consent, and an adverse action process before a decision is made based on a report. Massachusetts, where the parent company is headquartered, and other states impose additional restrictions on the use of criminal history.

Homesense is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice at large off-price retailers. Store employees handle cash and card transactions, key carriers open and close locations and hold access to the building and safe, and backroom associates work with high volumes of incoming merchandise. The scope of a Homesense background check is not published and may vary by role, by state, and by the level of responsibility attached to the position.

Openings at Homesense stores are generally posted through the TJX careers system. The process usually starts with an online application, sometimes including a short assessment, followed by contact from a store hiring manager. Interviews are typically conducted at the store and cover availability, comfort with physical work such as unloading trucks and stocking, and customer service approach. Peak seasonal hiring is sometimes handled through open hiring events. A conditional offer normally comes before any background check, at which point the candidate signs a disclosure and authorization form. Orientation and on-the-job training follow.

Timelines differ from candidate to candidate. The number of searches ordered, the court systems involved, and the accuracy of the information a candidate supplies all affect the pace. Some reports clear in a day or two, and others take longer when a court is backlogged or a past employer is slow to respond. More detail is available in this overview of background check turnaround times.

The employer decides the scope of the report. For a store role at an off-price retailer like Homesense, a background check may include some or all of the following:

The disclosure paperwork provided during hiring is the reliable guide to which searches apply to a particular role.

It depends on the search and on where the candidate has lived. The FCRA's general rule keeps most adverse information older than seven years out of a consumer report, subject to exceptions including certain convictions and higher-paying positions. State law can shorten that window, and a report covering several jurisdictions may apply different limits to different sections.

Neither Homesense nor its parent company publishes a detailed policy on applicants with felony records, and retail employers generally review criminal history case by case. Considerations typically include the nature and seriousness of the offense, how much time has passed, evidence of rehabilitation, and whether the record relates to the duties of the job, particularly for roles holding keys or handling cash. Massachusetts and many other states where the brand operates have "ban-the-box" laws that limit when criminal history questions may be asked and require an individualized assessment before a record is used against a candidate. Applicants should answer accurately and be prepared to explain context if asked.

Expect a consent step. Before a report is ordered, candidates typically sign a disclosure and authorization form. Applicants should also be prepared to confirm identifying details such as full legal name, date of birth, Social Security number, and previous addresses, and to list past employers or schools when the role calls for verification. Candidates should also be aware that hiring paperwork will likely be issued under the parent company's name rather than the Homesense banner, which is normal and not a sign of an error.

The FCRA is the main federal protection candidates have in the screening process. It requires clear disclosure and written consent, restricts how long most negative information can be reported, and builds in an adverse action sequence so a candidate learns what a report says and can challenge it before a decision is finalized. Candidates can read more about the Fair Credit Reporting Act (FCRA) and related EEOC guidance.

They can. Positions that carry keys, hold alarm codes, handle deposits, or work in asset protection involve a higher level of trust, and retailers frequently widen the scope of the report for them, commonly by adding employment verification or extending the criminal search across more jurisdictions. Some asset protection roles also require state licensing or registration depending on the state and the duties involved. As with every role, the employer must disclose what it intends to run and obtain written consent first, so the authorization form is the place to confirm the actual scope.

Running a personal background check with Checkr lets you preview what Homesense may see and identify potential inaccuracies before they affect your job application. In one secure report you can review:

Start your report at Checkr Personal Background Checks. To present verified credentials proactively, create a free Checkr Profile you can share with recruiters and hiring managers.

You can check your report status any time in the Candidate Portal. The Checkr Help Center has FAQs, dispute steps, and contact options for 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.