James Avery: Hiring, Background Check & Employment Verification FAQs

According to the company's history page, James Avery officially started his business in 1954 out of his mother-in-law's garage in Kerrville, Texas, selling jewelry from a wooden box at local summer camps. In 1967 he purchased 20 acres in Kerrville for his first store and manufacturing facility, and the company's headquarters is still located there. The company describes itself as family-owned.

James Avery Artisan Jewelry calls itself a vertically integrated company, meaning it designs, manufactures, markets and sells its own products, with manufacturing plants in Hondo, Kerrville and Comfort, Texas. The company says its jewelry is designed in the Texas Hill Country and that more than 90 percent of its pieces are crafted in Texas.

The careers page says retail opportunities are available at more than 100 locations, and the history page notes that the 100th store opened in Del Rio, Texas, in 2021. Careers are organized into three tracks: retail, corporate positions based in Kerrville and Austin, and manufacturing roles at craftsman centers in Kerrville, Comfort, Corpus Christi and Hondo.

Company culture and employee programs:

James Avery calls its employees Associates and its customers Guests. Its careers page says full-time Associates are offered benefit options such as medical, dental and vision plans, life insurance, paid time off, fitness program reimbursements and parental leave, and that regular employees can access programs such as retirement plans, scholarship programs, profit sharing bonus programs and an Associate discount. Eligibility varies by role and status, so candidates are encouraged to confirm details during the hiring process.

Yes. Employers in the jewelry retail and manufacturing industry, including James Avery, 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, background screening is governed by the Fair Credit Reporting Act (FCRA), which sets requirements around candidate consent, disclosure, and adverse action procedures. State and local rules in the places where James Avery has stores and facilities may add requirements on top of federal law.

James Avery is generally reported to conduct background checks as part of hiring for at least some positions, though the company does not publicly detail its screening policy. Jewelry retail involves cash and high-value merchandise, and manufacturing involves precious metals and equipment, so screening is consistent with industry practice. The scope of the James Avery background check may vary depending on whether the role is in retail, manufacturing or a corporate office.

The James Avery hiring process typically starts with an online application through the company's job board, where candidates can browse retail, corporate and manufacturing openings and create a profile. Candidates then generally interview with a hiring manager, and those who receive a conditional offer are usually asked to consent to a background check before a start date is confirmed. Steps may vary by role and location.

A James Avery background check can take anywhere from a few business days to longer, depending on the searches ordered and how quickly courts and agencies respond. Retail and manufacturing roles may move at different speeds, depending on the searches ordered and the candidate's history across locations. Candidates who want more detail on typical timelines can review background check turnaround times.

The specific components of a background check are determined by the employer. For a role at a jewelry company like James Avery, a background check may include some or all of the following:

Candidates should review any disclosure and consent forms provided during the hiring process to understand which searches will be conducted for their specific role.

James Avery does not publicly detail a drug-testing policy, and whether a drug test applies may depend on the role and location. Employers with manufacturing operations sometimes require drug screens for positions that involve equipment or safety-sensitive work, while retail and office roles may be handled differently. Candidates should review the offer paperwork and any disclosure forms to see whether a drug test applies to their position.

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.

James Avery does not publicly state how it handles felony records, and decisions are typically made case by case. Factors that may influence a decision include the type of offense, how much time has passed, and the duties of the role, such as handling cash, high-value merchandise or production materials. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history during the hiring process. Candidates are encouraged to be honest on their application and to be prepared to discuss their background if asked.

Candidates applying to James Avery will typically be asked to provide written consent before a background check is initiated, usually through a disclosure form during the hiring process. Be prepared to supply accurate personal information, including your full legal name, date of birth, Social Security number and address history, plus work history so previous employers can be verified. Accurate details help 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).

They can be, because the searches ordered may depend on the duties of the position. A retail associate role may center on criminal history and identity checks, a manufacturing role may add drug screening where safety-sensitive work is involved, and a corporate role may add credit history or education verification where relevant and permitted by law. The disclosure form each candidate receives lists the searches that apply to that position.

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