International Paper: Hiring, Background Check & Employment Verification FAQs

International Paper describes itself as a world-leading producer of fiber-based products that transforms renewable resources into packaging that protects and promotes goods, enables worldwide commerce and helps keep consumers safe. The company says it builds on 125 years of manufacturing expertise and also offers circular solutions that enable recycling and reduce waste. Its stated mission is to create sustainable packaging solutions that enable customers, teammates and shareowners to thrive, and its values are safety, trust and excellence.

In a January 2026 press release filed with the U.S. Securities and Exchange Commission, the company said it has headquarters in Memphis, Tennessee, and EMEA (Europe, Middle East and Africa) headquarters in London. It said it employs more than 65,000 team members and operates in more than 30 countries. In 2025, International Paper acquired London-based DS Smith, and it has announced a plan to separate into two independent, publicly traded companies, one focused on North America and one on EMEA. The company says the North America business will continue to operate as International Paper.

The company's careers site groups openings by category, including production and facility roles, manufacturing, sales and marketing, and general management. Sample listings include maintenance technician, journeyman millwright and region sales manager positions. Because many roles are in mills, plants and distribution operations, safety is a recurring theme in how the company describes its work and its values.

Company culture and employee programs: International Paper says it cares above all about people and works to ensure everyone is physically and emotionally safe, and it describes building trust through competence and character and delivering results through team effort. Its careers site invites candidates to search roles by location and category and lists notices for U.S. applicants. Pay, benefits and schedules typically vary by role, location and whether a position is hourly or salaried, so candidates should confirm specifics during the hiring process.

Yes. Employers in the packaging and paper manufacturing industry, including International Paper, 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 background screening is governed by the Fair Credit Reporting Act (FCRA), which sets requirements for candidate consent, disclosure and adverse action procedures. Rules in other countries where the company operates differ from those in the United States.

International Paper is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice among large industrial employers. The scope of the International Paper background check may vary by role, location and country, and positions with safety, driving, financial or sales responsibilities may involve a more extensive review.

The International Paper hiring process typically begins with an online application through the company's careers site, where candidates can search by location and job category. Qualified applicants may then complete a screening conversation and one or more interviews with hiring managers, and production and maintenance candidates may be asked about safety experience or skills. Candidates who receive a conditional offer are usually asked to consent to a background check before a start date. Steps and timing may vary by role, mill or facility, and country.

The time an International Paper background check takes depends on the searches ordered, how quickly courts and agencies respond and the candidate's history across places. Many checks return within a few business days, while searches across several counties or states, or verification of international work history, can take longer. Candidates can review background check turnaround times for more detail.

The components of a background check are chosen by the employer. For a role at a manufacturing and packaging company like International Paper, a check may include some or all of the following:

Candidates should review any disclosure and consent forms they receive to understand which searches apply to their role.

International Paper may require a drug test for certain roles, but its policy is not publicly stated and is generally reported to vary by position and location. Production, maintenance and other safety-sensitive roles in mills and plants may be more likely to involve testing than office or sales roles. Candidates can ask the recruiter whether testing applies to the job they are pursuing.

The lookback period for a background check depends on the type of search and the laws of the state or country where the candidate lives or worked. In the United States, the FCRA generally limits consumer reporting agencies from reporting most negative information older than seven years, with certain exceptions for higher-salary positions and specific record types such as convictions. Some states have stricter limits. Candidates with records in multiple jurisdictions may see different lookback windows applied to different searches within the same report.

International Paper's policies on candidates with felony records are not publicly detailed, and hiring decisions are typically made case by case. Factors that may influence a decision include the nature of the offense, how much time has passed and the duties of the role, such as operating equipment or working in safety-sensitive areas. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates are encouraged to be honest on an application and prepared to discuss their background.

Candidates for International Paper roles will typically be asked to give written consent before a background check begins, usually on a disclosure form provided during hiring. They should be ready to provide a full legal name, date of birth, Social Security number (for U.S. applicants) and address history so searches are run in the right places. Accurate information helps prevent delays.

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 running a background check, provide a copy of the report and a summary of rights if they intend to take adverse action based on the results, and allow the candidate an opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA applies to background checks, visit Fair Credit Reporting Act (FCRA).

Mill, plant and production applicants typically see screening focused on criminal history and employment verification. Drug screening and, for roles involving vehicles or equipment, driving record review are sometimes added. Skilled-trade roles such as millwright or maintenance technician may also involve confirmation of certifications or experience. International Paper does not publish which checks apply to which jobs, so candidates should ask the recruiter and read every consent form carefully.

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