Kohler Co.: Hiring, Background Check & Employment Verification FAQs

Kohler Co. was founded on December 3 or 6, 1873, when John Michael Kohler and Charles Silberzahn purchased an iron foundry from Kohler's employer and father-in-law, Jacob Vollrath, for $5,000, amid a severe five-year economic depression that saw dozens of American railroads go bankrupt that same year. The company's first bathtub was famously made by adding four decorative feet and an enamel coating to a horse trough. The business relocated from Sheboygan, Wisconsin, to a new company town founded around 1900, which was later renamed Kohler, Wisconsin, in 1912, and remains the company's headquarters today.

Walter Kohler, an early company leader, built a planned community around the factory based on a 50-year master plan, believing that workers deserved not only wages but also quality of life, including a garden community and The American Club, a dormitory that offered European immigrant workers English language and citizenship instruction. Unlike many large American manufacturers that have gone through public ownership and leveraged buyouts, Kohler has remained continuously owned and led by descendants of the founder across multiple generations, including family members who have served as Wisconsin governors.

Today, Kohler Co. employs roughly 40,000 people worldwide and operates across several major business lines: kitchen and bath plumbing fixtures (including Kohler Kitchen & Bath and subsidiaries Sterling, Robern, Kallista, and Ann Sacks), power systems including generators and small engines, furniture and cabinetry manufacturing, and hospitality and real estate businesses centered in Kohler, Wisconsin, including golf resorts and private clubs. In 2023, the company celebrated its 150th anniversary.

Company culture and employee programs: Kohler emphasizes design leadership and a consistent standard of quality as core values dating back to its founding, alongside a long-standing family ownership tradition that shapes its corporate culture. The company has also invested significantly in the town of Kohler, Wisconsin, blending its manufacturing operations with hospitality and community development. 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 manufacturing and consumer products industry, including Kohler, 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.

Kohler is generally reported to conduct background checks as part of its hiring process, which is standard for large manufacturing employers, particularly for production roles involving equipment operation.

The hiring process for manufacturing and production roles at Kohler typically includes an application, an interview with a hiring manager, and a background check prior to a final offer. Roles at the company's hospitality and resort operations may follow a somewhat different process reflecting the customer-facing nature of the work.

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 hospitality 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 Kohler Co. 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 Kohler Co. 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.