JOANN Fabric and Crafts: Company Profile & Background Check FAQs

JOANN traces its roots to 1943, when two German immigrant families opened the Cleveland Fabric Shop in Cleveland, Ohio. The store was renamed Jo-Ann Fabrics in 1963, combining the names of daughters from the founding families, and the parent company operated as Fabri-Centers of America after going public in 1969 before adopting the Jo-Ann Stores name in 1998. The retailer rebranded simply as JOANN in 2018 to reflect its broader arts and crafts assortment.

At its peak, the company was headquartered in Hudson, Ohio, and operated more than 800 stores across 49 states, selling fabrics, sewing machines and notions, yarn, seasonal decor, and general craft supplies. Ownership changed several times: private equity firm Leonard Green & Partners took the company private in 2011, JOANN returned to the public markets on the Nasdaq in 2021, and the company went private again through a Chapter 11 restructuring in 2024.

JOANN filed for bankruptcy a second time in January 2025 and, after failing to find a buyer, liquidated its remaining stores. The last JOANN locations closed permanently on May 30, 2025. In June 2025, rival arts and crafts retailer Michaels acquired Joann's intellectual property and private-label brands, but none of its physical stores. As a result, JOANN no longer operates stores or employs retail workers, and former store, distribution, and headquarters roles no longer exist under the JOANN name.

Company culture and employee programs: During its operating years, JOANN was known for hiring craft and sewing enthusiasts into part-time and full-time roles, including sales associates, cutting counter team members, framers, cashiers, and store managers, plus distribution center and headquarters staff. Team members received training on customer service and product knowledge, and benefits varied by role and hours. Job seekers who enjoyed this kind of work may find similar roles at other craft and fabric retailers today.

Yes. Employers in the retail industry, including JOANN when it was operating, 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 screening is governed by the Fair Credit Reporting Act (FCRA), which requires written consent, clear disclosures, and adverse action procedures. The same rules apply to the craft and fabric retailers that are hiring today.

Because JOANN closed all of its stores in 2025, the company is no longer hiring retail employees, so there is no current JOANN background check process for store roles. Historically, large specialty retailers like JOANN were generally reported to screen at least some candidates, particularly for management and other positions with cash or keyholder responsibility. Job seekers who see JOANN listings online should verify that any posting is current and legitimate, since the chain's stores have permanently closed.

When JOANN was operating, the hiring process was typical of specialty retail. Candidates applied online, completed a phone or in-store interview with a store manager, and could receive an offer quickly, especially during seasonal hiring. Screening steps, where used, came after a conditional offer. Similar craft retailers follow comparable processes today, so candidates moving to other chains can expect a familiar experience.

Many retail employment background checks are completed within a few business days, though timing depends on the searches ordered and how quickly courts and agencies respond. Reports involving county criminal searches in several jurisdictions can take longer. Candidates who want more detail can review this guide to background check turnaround times.

Employers choose which screenings to include based on the role. For positions at a specialty retailer like JOANN or its present-day competitors, a background check may include some or all of the following:

Candidates should always read the consent and disclosure forms provided by the hiring employer to understand which searches apply.

Lookback periods depend on the type of search and applicable law. Under the FCRA, most negative information other than criminal convictions generally cannot be reported once it is more than seven years old, and some states extend a seven-year limit to convictions as well. Exceptions exist for certain positions above specific salary thresholds. Candidates who have lived in multiple states may see different limits applied to different searches within a single report.

JOANN did not publish a detailed policy on hiring candidates with felony records, and, as at most large retailers, decisions were typically made case by case, weighing the nature and age of the offense against the role. Retail employers hiring today follow the same general approach, and many states and cities have "ban-the-box" laws that restrict when criminal history questions can be asked during hiring. Candidates with records are encouraged to be honest and to focus applications on employers in their area that are actively hiring.

Where a background check is required, candidates are asked to sign a written consent and disclosure form before the check is run. Applicants should be prepared to provide their full legal name, date of birth, Social Security number, and address history, along with prior employment details when verification applies. Accurate information helps searches run in the correct jurisdictions and avoids delays.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect and share background check information for employment purposes. It requires employers to obtain written permission before ordering a report, to provide a copy of the report and a summary of rights before taking adverse action based on the findings, and to give candidates the opportunity to dispute inaccurate information. For a full overview, see this introduction to the Fair Credit Reporting Act (FCRA) and related EEOC guidance.

Running a personal background check with Checkr lets you preview what a retail employer may see and helps 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.