Johnson & Johnson: Company Profile & Background Check FAQs

Johnson & Johnson was founded in 1886 in New Brunswick, New Jersey, by brothers Robert Wood Johnson, James Wood Johnson, and Edward Mead Johnson. The company began by producing ready-to-use surgical dressings and grew over more than a century into a global healthcare leader. Johnson & Johnson remains headquartered in New Brunswick and is a publicly traded company listed on the New York Stock Exchange under the ticker symbol JNJ.

Today, Johnson & Johnson focuses on two core business segments. Its Innovative Medicine segment (formerly known as Janssen) develops prescription therapies in areas such as oncology, immunology, neuroscience, and cardiovascular disease. Its MedTech segment, which includes businesses such as DePuy Synthes, produces surgical technologies, orthopedic devices, and other medical products. In 2023, the company separated its consumer health business, home to brands like Band-Aid and Tylenol, into an independent public company called Kenvue, allowing Johnson & Johnson to concentrate on pharmaceuticals and medical technology.

The company operates at significant scale. According to its 2024 annual report, Johnson & Johnson employed approximately 139,800 people worldwide as of the end of 2024. Its workforce spans research scientists, engineers, manufacturing and supply chain workers, quality and regulatory professionals, sales representatives, clinical specialists, and corporate staff across many countries.

Company culture and employee programs: Johnson & Johnson's culture is often associated with Our Credo, a values statement written in 1943 that outlines the company's responsibilities to patients, employees, communities, and shareholders. The company hires across a wide range of functions, including R&D, manufacturing, commercial, and corporate roles, and offers structured development programs for early-career professionals in areas such as engineering, finance, and supply chain. Benefits and compensation vary by role, level, and location, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the healthcare and pharmaceutical industry, including Johnson & Johnson, 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 when background check results influence a hiring decision. Because Johnson & Johnson operates in a highly regulated industry, thorough screening is common across its hiring processes.

Johnson & Johnson is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice among large healthcare and pharmaceutical employers. Companies in this industry routinely screen candidates because employees may work with regulated products, sensitive data, healthcare providers, or controlled substances. The specific scope of a Johnson & Johnson background check may vary by role, business segment, and location, so candidates should review the disclosure documents they receive during hiring.

While steps can vary by role and region, the Johnson & Johnson hiring process typically begins with an online application through the company's careers site. Selected candidates are usually contacted for a recruiter phone screen, followed by one or more interviews with hiring managers and team members, which may be conducted virtually or on site. Some roles include assessments, case exercises, or technical evaluations. Candidates who receive a conditional offer are generally asked to complete pre-employment requirements, which commonly include consenting to a background check and, for some positions, a drug screening, before a start date is finalized.

Turnaround time depends on the searches included in the report, the responsiveness of courts and past employers, and the candidate's address and work history. Many background checks are completed within a few business days, while reports that involve multiple county court searches, international records, or education and employment verifications can take longer. Candidates who want a deeper look at typical timelines can review background check turnaround times.

Employers determine which screenings to include based on the role. For positions at a healthcare and pharmaceutical company like Johnson & Johnson, a background check may include some or all of the following:

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

Lookback periods depend on the type of search and the laws of the state where the candidate lives or works. Under the FCRA, consumer reporting agencies generally cannot report most types of negative information older than seven years, although criminal convictions may be reportable indefinitely under federal law, and exceptions exist for positions above certain salary thresholds. Several states impose stricter limits on what can be reported. As a result, two candidates applying to the same company can see different lookback windows depending on where they live and the searches ordered.

Johnson & Johnson does not publish a detailed public policy on hiring candidates with felony records, and decisions of this kind are typically made on a case-by-case basis. Employers commonly weigh the nature and severity of the offense, how much time has passed, and the responsibilities of the role in question. Many states and cities have enacted "ban-the-box" laws that restrict when employers can ask about criminal history during the application process. Candidates with records are encouraged to answer application questions honestly and be prepared to provide context if asked during hiring.

Candidates will typically be asked to provide written consent before a background check is run, usually through a disclosure and authorization form presented after a conditional offer. Applicants should be ready to supply accurate personal information, including their full legal name, date of birth, Social Security number, and address history, along with details of prior employment and education. Accurate information helps ensure the right jurisdictions and institutions are searched and reduces the chance of delays or mismatched records.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires employers to obtain a candidate's written permission before ordering a report, and to follow a two-step adverse action process, including providing a copy of the report and a summary of rights, before making a final negative decision based on its contents. Candidates also have the right to dispute information they believe is inaccurate. For a deeper overview, see this introduction to the Fair Credit Reporting Act (FCRA) and EEOC guidance.

Running a personal background check with Checkr lets you preview what Johnson & Johnson 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.