John Deere: Hiring, Background Check & Employment Verification FAQs

John Deere, formally Deere & Company, traces its roots to 1837, when founder John Deere fashioned a steel plow in Grand Detour, Illinois. The company moved to Moline, Illinois, in 1848 and is still headquartered there, according to Wikipedia. Today it makes agricultural machinery, heavy equipment, forestry machinery, diesel engines, drivetrain components, and lawn care equipment, and its careers site says its work supports food, fiber, fuel, and infrastructure.

John Deere sells through a network of independent dealers, a model it began building in 1869, and it continues to build a large share of its tractors in Waterloo, Iowa. Wikipedia reports about 73,100 employees as of 2025. The company's careers site separates opportunities into professional careers, production and skilled trades, students and recent graduates, dealership careers, a military hiring program, and international careers.

That range of jobs matters for screening. A production operator or welder in a plant, a software engineer, a finance program participant, and a dealership service technician work in very different settings, with different levels of access to equipment, systems, and financial information. Student pathways named on the careers site include internships, part-time student roles, a Finance Development Program, and an Engineering Development Program, and the site describes interns as potential full-time employees.

Company culture and employee programs:

John Deere's careers site describes pay that includes base pay and variable pay, with short and long-term incentives for professional roles. It also lists health programs, savings and retirement plans, donation matching, learning and development opportunities, and employee purchase programs, and it runs a military hiring program. Benefits and pay vary by role, location, and employment type, so candidates should confirm specifics during the hiring process.

Yes. Employers in the agricultural and construction equipment manufacturing industry, including John Deere, 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. Because John Deere hires production workers, engineers, and corporate staff in many states, the rules that apply to a given candidate also depend on where the job is located.

John Deere is generally reported to conduct background checks as part of its hiring process. This is consistent with large manufacturers that hire at scale and give employees access to equipment, plants, and company systems. The scope of a John Deere background check may vary by role, location, and whether the position is with the company or with an independent dealership.

The John Deere hiring process typically starts with an online application, followed by an interview for candidates who move forward, though steps vary by role and location. For production and skilled trades roles, the careers site says applicants complete an online application and questionnaire and are contacted for an interview if they advance. Professional and student candidates typically go through additional interviews. Candidates who receive an offer are generally asked to complete pre-employment steps, which may include a drug screen and a background check, before a start date is confirmed.

A John Deere background check can take anywhere from a few business days to longer, depending on the searches ordered and how quickly courts and agencies respond. Records spread across several counties or states, or past employers that are slow to confirm dates, can add time. Candidates who want more detail can review background check turnaround times.

A John Deere background check may cover criminal history, identity, and work history, with other searches added depending on the role. Components may include:

Candidates should review the disclosure and consent forms provided during the hiring process to understand which searches apply to their specific role.

John Deere is generally reported to require a pre-employment drug screen for production and skilled trades applicants, and requirements may vary by role and location. The careers page for those roles notes that applicants receive a pre-employment drug screen. For professional, student, or dealership roles, testing may or may not apply, and independent dealerships can set their own policies. Candidates should check the posting and any conditional offer paperwork for the steps that apply 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.

John Deere's policies on candidates with felony records are not publicly stated in detail, and decisions are typically made case by case. Factors that may be considered include the nature of the offense, how much time has passed, and the duties of the specific role, such as work with equipment or financial data. Because the company hires in many states, local rules differ, and "ban-the-box" laws in some states and cities limit when employers can ask about criminal history. Candidates are encouraged to be honest on their application and to be prepared to discuss their background if asked.

Candidates applying to John Deere will typically be asked for written consent before a background check begins. The production and skilled trades application page asks applicants to have contact information, education information, and work experience, including past employers' names, addresses, and phone numbers, ready. Candidates should also be prepared to supply their full legal name, date of birth, Social Security number, and address history. Accurate information helps make sure searches run in the right jurisdictions and can 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).

Dealership jobs may follow different screening than jobs with John Deere itself. Deere's careers site lists dealership careers as a separate path, and Wikipedia describes the company's retail sales as running through independent dealers. Those dealers are separate businesses that may set their own hiring and screening practices, so candidates should ask the dealership directly about its background check and drug screening steps.

John Deere may screen internship and development program candidates, though the steps are not publicly detailed. The careers site describes internships, part-time student roles, a Finance Development Program, and an Engineering Development Program, and notes that interns are potential full-time employees. Candidates for those roles should expect the same type of consent and disclosure process used for other hires, and may be asked to confirm education or enrollment.

Running a personal background check with Checkr lets you preview what John Deere 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.