King Soopers: Hiring, Background Check & Employment Verification FAQs

According to Wikipedia, Lloyd J. King and Charles W. Houchens opened the first King Soopers in Arvada, Colorado, in 1947. The company grew to several stores in the Denver area and Colorado Springs before Dillon Companies bought it in 1957, and Dillon Companies was in turn bought by Kroger in the early 1980s. King Soopers has been part of Kroger since then and is headquartered in Denver.

Wikipedia reports that King Soopers operates 120 locations as of June 2025, all in Colorado except one in Cheyenne, Wyoming, with stores concentrated on the eastern slope of the Rocky Mountains along the Front Range. The King Soopers website shows a full-service grocery business that includes a pharmacy and health services, pickup and delivery, a weekly ad, digital coupons, and store brands.

The company's Careers link on kingsoopers.com leads to the Kroger Family of Companies careers site, where openings can be filtered by banner. King Soopers postings listed there include retail clerks, department leaders for areas such as produce and grocery, assistant store leaders, and pharmacy and clinic roles, so hiring for store positions typically runs through that shared Kroger system.

Company culture and employee programs:

King Soopers' website highlights community programs such as Zero Hunger | Zero Waste and Community Rewards, which give store employees and customers ways to support local causes. Kroger's careers site lists grocery retail, manufacturing, supply chain and distribution, health and wellness, corporate, and technology career paths. Pay, schedules, and benefits may vary by role, store, and whether a position is full-time or part-time, so candidates are encouraged to confirm specifics during the hiring process.

Yes. Employers in the grocery and retail industry, including King Soopers, are legally permitted to conduct pre-employment background checks, provided they follow applicable federal, state, and local laws. In the United States, the Fair Credit Reporting Act (FCRA) requires disclosure and written consent when a screening company prepares the report, and it sets out adverse action steps. Colorado and several of its cities also have their own fair-hiring rules that employers must follow.

King Soopers is generally reported to conduct background checks for some roles, though the scope may vary by position and location. That fits the practice of many grocery employers, which commonly confirm identity and review criminal history for jobs that involve cash handling, pharmacy access, or management duties. Candidates for pharmacy and clinic positions may see additional credential reviews.

The King Soopers hiring process typically starts with an online application through the Kroger Family of Companies careers site, followed by an interview with a store or department manager. Candidates who receive a conditional offer are usually asked to consent to a background check. Onboarding and training follow once any pre-employment requirements are complete. Steps may vary by role and store, and management, pharmacy, and distribution positions may include additional interviews.

Most employment background checks are completed within a few business days, but timing depends on which searches are ordered. Searches that involve county court records, several jurisdictions, or employer confirmation can take longer. For typical timelines, see background check turnaround times. Providing complete and accurate personal information and address history up front helps avoid delays.

A King Soopers background check may include some or all of the searches below, depending on the role and location:

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

Some King Soopers positions may require a drug test, but requirements typically vary by role, location, and applicable law. Grocery and retail employers sometimes test for safety-sensitive work, such as operating equipment, driving, or handling controlled substances in a pharmacy. Candidates should check the job posting and any conditional offer paperwork to see what applies to the role they are pursuing.

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.

A criminal record does not automatically rule out a candidate at many employers, and King Soopers's decisions are typically made case by case. Factors that may matter include the type of offense, how much time has passed, and the duties of the specific role. For Colorado jobs, the state's Chance to Compete Act generally bars employers from asking about criminal history on an initial application, while still allowing a background check later in the process. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history during hiring. Candidates should answer application questions honestly and be prepared to discuss their history if it comes up.

Candidates will typically be asked for written consent and basic personal details before a King Soopers background check begins. That usually includes a full legal name, date of birth, Social Security number for US-based applicants, and address history. Pharmacy and clinic candidates should also be ready to share license details and credentials. Accurate information helps ensure searches run in the right jurisdictions and can prevent delays, so candidates should double-check each field before submitting.

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).

King Soopers may run additional checks for pharmacy and clinic roles, which typically need a valid professional license. The King Soopers health pages point candidates to Kroger Health for openings such as pharmacists and nurse practitioners. A license check typically confirms that the credential is active and in good standing in the state where the candidate will work. Requirements may vary by role and state, so candidates should confirm details with the recruiter.

Running a personal background check with Checkr lets you preview what King Soopers 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.