Keurig Dr Pepper: Hiring, Background Check & Employment Verification FAQs

Keurig Dr Pepper's roots trace back to two distinct beverage companies. Green Mountain Coffee Roasters began in November 1979 as a small coffee business owned by Doug and Jamie Baine in Waitsfield, Vermont. Entrepreneur Bob Stiller acquired a majority stake in 1981 and became sole owner about a year later; the company acquired Keurig, Inc. and its single-serve brewing technology in 2006, and rebranded as Keurig Green Mountain in 2014. Separately, Dr Pepper traces its origins to 1885 in Waco, Texas, when pharmacist Charles Alderton first sold the drink at a drugstore fountain; Dr Pepper and 7 Up merged in 1986, and the combined soft drink portfolio eventually became Dr Pepper Snapple Group in 2008.

Keurig Green Mountain and Dr Pepper Snapple Group combined on July 9, 2018, in an $18.7 billion transaction backed by JAB Holding Company, forming Keurig Dr Pepper and creating a combined hot and cold beverage platform with roughly $11 billion in annual net sales at the time. The company maintains dual headquarters in Burlington, Massachusetts, and Frisco, Texas, reflecting its combined coffee and soft drink heritage. Tim Cofer has served as CEO since April 2024.

Today, Keurig Dr Pepper generates more than $15 billion in annual revenue and employs roughly 30,000 people. The company has continued to grow through acquisitions, including La Colombe Coffee Roasters and, more recently, JDE Peet's. KDP's workforce spans manufacturing and bottling plant employees, warehouse and distribution staff, sales and merchandising personnel who service retail accounts, and corporate functions supporting its broad beverage portfolio.

Company culture and employee programs: Keurig Dr Pepper emphasizes scale, distribution reach, and brand trust as core competitive advantages, with a portfolio spanning carbonated soft drinks, coffee, tea, water, and mixers reaching nearly every point of purchase across North America. The company has continued to innovate within legacy brands, including new flavor variants of Dr Pepper and reformulations such as Snapple Zero Sugar. Benefits, training, and advancement opportunities can vary by role and facility, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the beverage manufacturing and distribution industry, including Keurig Dr Pepper, 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.

Keurig Dr Pepper is generally reported to conduct background checks as part of its hiring process, which is standard for large manufacturing and distribution employers, particularly for production and delivery driver roles.

The hiring process for manufacturing, warehouse, and driver roles at Keurig Dr Pepper typically includes an application, an interview with a hiring manager, and a background check prior to a final offer. Driver roles may involve an additional review of driving records.

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 a manufacturing or distribution 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.

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 Keurig Dr Pepper 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 Keurig Dr Pepper 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.