Kohl's: Company Profile & Background Check FAQs

Kohl's was founded in 1962 by Maxwell Kohl, who opened the first store in Brookfield, Wisconsin, as part of a broader retail and grocery operation. The company expanded steadily through the following decades, shifting its focus exclusively to department store retail and going public in 1992. Today, Kohl's Corporation trades on the New York Stock Exchange under the ticker KSS and operates roughly 1,150 stores across 49 states, making it one of the largest off-mall department store chains in the country.

The company's retail model centers on value-oriented merchandise across clothing, footwear, home goods, beauty products, and accessories, with a strong emphasis on national and private-label brands. Kohl's has pursued several notable partnerships in recent years, including a Sephora shop-in-shop rollout that brought dedicated beauty sections to hundreds of locations, and a widely used Amazon Returns program that allows customers to drop off eligible Amazon packages at Kohl's stores. These initiatives reflect the company's broader strategy to drive in-store traffic by pairing its core merchandise with complementary retail services.

Kohl's employs a large hourly workforce in store associate, cashier, merchandising, and stockroom roles, alongside salaried store management positions and corporate employees at its Menomonee Falls, Wisconsin headquarters. The company also operates distribution and fulfillment centers that support both in-store replenishment and direct-to-consumer e-commerce orders.

Company culture and employee programs:

Yes. Kohl's conducts background checks for most positions, including store associate, management, and corporate roles. The specific screenings ordered may vary depending on the nature of the position, the location of the store, and applicable state and local law.

Most employment background checks can be completed in three to five business days, though timing varies based on the specific screenings ordered and the accessibility of underlying records. Factors that can affect turnaround include:

Database searches often return results within hours, while searches that require manual courthouse retrieval or employer follow-up may extend beyond a week. See Checkr's guide to background check turnaround times for additional details.

A background check report may include:

Look-back periods vary by state law, position requirements, and the CRA's data sources. Many employers focus on the past seven years for most convictions, though certain positions or jurisdictions may require or permit longer review periods. Some states impose stricter limits on how far back criminal records can be reported. Candidates should review state fair-chance or "ban-the-box" laws to understand the reporting limitations that apply in their location.

The Fair Credit Reporting Act (FCRA) is a federal law that governs how employers obtain and use consumer background reports. Under the FCRA, employers must obtain written consent before ordering a background report, provide a copy of the report plus a "pre-adverse action" notice if they intend to take negative hiring action based on its contents, and allow candidates a reasonable period to dispute any inaccuracies before a final decision is made. EEOC guidance also recommends that employers conduct an individualized assessment that considers the nature of any offense, how much time has passed, and the relevance of the offense to the specific job duties.

Kohl's does not typically require drug testing for standard retail store associate positions. However, drug testing may be conducted for roles in distribution centers, fulfillment operations, or other positions that involve operating equipment or working in safety-sensitive environments. Policies can also vary by state and local law, and individual store or regional practices may differ. Applicants with questions about drug testing for a specific role should confirm the policy directly with the hiring team during the offer stage.

Kohl's evaluates applicants with criminal records on a case-by-case basis rather than applying an automatic disqualification policy. Factors typically considered include the nature and severity of the offense, how much time has elapsed since the conviction, and the relevance of the offense to the responsibilities of the position. Federal EEOC guidance discourages blanket exclusion policies and recommends individualized assessment. Additionally, a number of states and localities where Kohl's operates have enacted "ban-the-box" laws that restrict when and how employers can inquire about criminal history during the hiring process. Applicants are encouraged to review the fair-chance hiring laws applicable in their state or city.

The Kohl's hiring process for store-level positions generally follows these steps:

The full process from application to start date typically takes one to three weeks, though timing can vary based on the hiring volume at a specific store location and the time of year.

Running a personal background check with Checkr lets you preview what Kohl's may see and helps you identify potential inaccuracies before they affect your application. In one secure report you can review criminal history searches, identity verification results, and other records. Create your report at Checkr Personal Background Checks. To share verified credentials proactively with hiring managers, build a free Checkr Profile.

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.

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.