Joe Hudson's Collision Center: Hiring, Background Check & Employment Verification FAQs

Joe Hudson's Collision Center was founded in 1989 by co-founders Traweek Dickson and Joe Hudson in Montgomery, Alabama, building a business focused on high-quality collision repairs, strong associate engagement, and best-in-class customer service. The company grew steadily over more than three decades from a local operation into a significant regional industry leader, expanding primarily through acquiring established local and regional collision repair shops that shared its values and commitment to quality, including businesses such as Hallmark Collision, Hadaway Collision, and Keith's Paint & Body.

Joe Hudson's Collision Center has continued an aggressive and disciplined acquisition strategy in recent years, reaching more than 200 locations across 15 states by September 2024 with a new greenfield location in Princeton, Texas, and later surpassing 250 locations across 16 states. In October 2025, TSG Consumer Partners, a private equity firm with expertise in branded automotive products and services, announced it would sell its majority stake in Joe Hudson's Collision Center to Boyd Group Services Inc., a major collision repair industry consolidator, with the deal finalizing the company's transition to new ownership.

Joe Hudson's Collision Center is headquartered in Pike Road, Alabama (near Montgomery), and the company's workforce includes auto body technicians and painters, estimators, quality control staff, and rental car coordination personnel across its repair facilities. As Joe Hudson's has expanded through acquisitions, it has generally sought to retain experienced local teams from the shops it acquires, integrating them into its broader operational and quality standards.

Company culture and employee programs: Joe Hudson's Collision Center emphasizes a legacy of high-quality repairs, amazing associate engagement, and best-in-class customer service as central to its brand identity across three decades of leadership. The company describes itself as committed to being a good neighbor, involved in local civic projects and environmental stewardship in the communities it serves. Benefits, scheduling, and advancement opportunities can vary by location, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the auto body and collision repair industry, including Joe Hudson's Collision Center, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with applicable federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires employers to obtain written consent, provide disclosures, and follow adverse action procedures.

Joe Hudson's Collision Center is generally reported to conduct background checks as part of its hiring process, which is standard for auto body repair employers, particularly for technician roles that may involve test-driving customer vehicles.

The hiring process for technician, painter, and estimator positions at Joe Hudson's typically includes an application, an interview with a shop manager, and a background check prior to a final offer. Technician roles may also involve a skills assessment.

Background check timelines can vary based on the type of screening requested and how quickly records can be verified. Learn more about typical background check turnaround times to understand what factors can affect the process.

A typical pre-employment background check for an auto body repair role may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though state laws may extend or restrict this timeframe depending on the type of record and jurisdiction.

Hiring decisions involving candidates with criminal records are generally made on a case-by-case basis, taking into account the nature of the offense, how much time has passed, and its relevance to the role. Some states have adopted "ban-the-box" laws that restrict when employers can ask about criminal history during the hiring process.

Candidates can generally expect to provide personal information such as full legal name, date of birth, and Social Security number, along with signed consent authorizing the background check, in compliance with FCRA requirements. Technician roles typically also require a valid driver's license.

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how employers can use background check information in hiring decisions. It requires employers to notify candidates before running a check, obtain written consent, and follow specific adverse action procedures if a decision is made based on background check results.

Running a personal background check with Checkr lets you preview what Joe Hudson's Collision Center may see during the hiring process, helping you address any concerns before you apply. A personal background check can include:

Learn more about Checkr Personal Background Checks and explore your Checkr Profile to see what information may appear in your own background check.

If you're a candidate with a background check in progress through Checkr as part of your application to Joe Hudson's Collision Center or another employer, you can check your status through the Candidate Portal. For additional support, visit the Checkr Help Center.

The information provided in this article does not, and is not intended to, constitute legal advice. All information is for general informational purposes only. Checkr does not guarantee the accuracy, completeness, or usefulness of this information and is not responsible for any errors or omissions, or for the results obtained from the use of this information. This article may contain links to other third-party websites. Such links are only for the convenience of the reader. Checkr does not endorse the contents of the third-party sites and disclaims any affiliation with the companies mentioned in this article unless otherwise stated.