K&G Fashion Superstore: Company Profile & Background Check FAQs

K&G was founded in 1989 in Atlanta, Georgia, as an off-price clothing retailer built around a warehouse-style shopping experience. In 1999, the company was acquired by The Men's Wearhouse Inc. and was rebranded as K&G Fashion Superstore. Today it operates as one of the retail brands of Tailored Brands, the specialty apparel group headquartered in Houston, Texas, whose portfolio also includes Men's Wearhouse, Jos. A. Bank, and Moores Clothing for Men in Canada.

K&G's retail concept centers on value: the chain advertises designer and brand-name apparel at discounts of up to 60 percent off department store prices. Unlike its menswear-focused sister brands, K&G serves the whole family, carrying men's suits and sportswear, women's clothing, kids' apparel, shoes, and accessories. Stores are typically large-format locations organized for self-service browsing, supported by associates who help with fit, occasion dressing, and tailoring-related questions.

As of November 2025, K&G operated about 80 store locations across the United States. Store teams include sales associates, cashiers, receiving and stockroom associates, visual merchandisers, and store management, while shared corporate functions such as buying, planning, marketing, and human resources sit within Tailored Brands' corporate offices. Because K&G is part of a larger retail group, hiring for its stores is generally handled through the Tailored Brands careers platform.

Company culture and employee programs: K&G stores emphasize helpful, low-pressure service in a value-driven shopping environment, and many roles involve both customer service and merchandise handling. Associates typically receive on-the-job training, and employee discounts across the brand family are a commonly cited perk at large apparel retailers, though specifics vary. Pay, benefits, and scheduling depend on role, hours, and location, so candidates should confirm details with the hiring manager during the interview process.

Yes. Employers in the retail industry, including K&G Fashion Superstore and its parent company Tailored Brands, 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, background screening through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which requires written consent, clear disclosures, and defined adverse action procedures when results affect a hiring decision.

K&G is generally reported to conduct background checks as part of its hiring process, consistent with common practice among national retail chains. Retail roles involve cash handling, register access, and responsibility for inventory, which are typical reasons employers in this industry screen candidates. The scope of a K&G background check may vary by role, with management positions often screened more thoroughly than entry-level roles. Candidates should review the disclosure forms provided during hiring for specifics.

The K&G hiring process typically starts with an online application through the Tailored Brands careers site or a job board. Qualified applicants are usually contacted for an interview with a store manager, and some candidates for lead or management roles may complete a second interview with a district manager. Offers for hourly roles can come quickly. Candidates who receive a conditional offer are generally asked to consent to a background check before their start date is confirmed.

Turnaround depends on the searches ordered and the jurisdictions involved. Many retail background checks are completed within a few business days, though checks that span multiple counties or rely on slower court systems can take longer. Candidates who want more detail on typical timelines can review background check turnaround times.

The components of a background check are determined by the employer and depend on the role. For a position at an apparel retailer like K&G, a background check may include some or all of the following:

Candidates should read their consent and disclosure forms to understand which searches apply to their specific 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 may not report most negative information older than seven years, though criminal convictions can often be reported further back where state law allows. Several states impose stricter limits, so candidates at K&G stores in different states may see different lookback windows applied to their reports.

K&G's internal policies on candidates with felony records are not publicly detailed, and hiring decisions of this kind are typically made case by case. Retail employers commonly consider the nature and severity of an offense, how much time has passed, and its relevance to the role, such as cash handling or keyholder responsibilities. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history during the application process. Candidates with records are encouraged to apply, answer honestly, and be ready to provide context if asked.

Candidates will typically be asked to provide written consent before a K&G background check is initiated, usually through a disclosure form provided after a conditional offer. Applicants should be prepared to supply accurate personal information, including full legal name, date of birth, Social Security number, and address history. Providing accurate information helps searches run in the correct jurisdictions and reduces the chance of delays or mismatched records.

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, an employer must obtain written consent before ordering a background check, and if it intends to take adverse action based on the results, it must first provide the candidate a copy of the report and a summary of rights, allowing time to dispute inaccurate information. For a fuller 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 K&G 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.