Kraft Heinz Company: Company Profile & Background Check FAQs

The Kraft Heinz Company was formed in 2015 through the merger of Kraft Foods Group and H.J. Heinz Company, combining two iconic American food brands into a single global powerhouse. Headquartered in Chicago, Illinois and Pittsburgh, Pennsylvania, the company is publicly traded on the NASDAQ under the ticker KHC. The merger brought together Kraft's strong North American retail presence with Heinz's international footprint, creating one of the largest consumer packaged goods companies in the world.

Berkshire Hathaway, led by Warren Buffett, backed the combination and remains the largest institutional shareholder. Private equity firm 3G Capital, which co-orchestrated the merger, divested its remaining stake in 2023. The company operates across North America, Europe, Latin America, and the Asia Pacific region, with a portfolio spanning dozens of household name brands. Key brands in the Kraft Heinz portfolio include Kraft, Heinz, Oscar Mayer, Philadelphia cream cheese, Velveeta, Jell-O, Kool-Aid, Capri Sun, Lunchables, Ore-Ida, Classico, and many others.

With approximately 36,000 employees globally, Kraft Heinz fills a wide range of roles across its operations. The company employs workers in manufacturing plants and production facilities, corporate headquarters and regional offices, sales and marketing teams, research and development labs, finance and supply chain functions, and distribution and logistics roles. This diversity means the hiring process and associated screening requirements can vary meaningfully depending on whether a candidate is applying for a plant-floor production role or a corporate finance position.

Kraft Heinz employment and company programs:

Yes. Kraft Heinz conducts background checks as part of its hiring process. The specific screenings ordered may vary by role type, location, and job requirements. Corporate roles may involve different screening components than manufacturing or plant positions, where physical safety and regulatory compliance considerations can shape what is reviewed. All background checks must comply with applicable federal, state, and local laws governing employment screening.

Most employment background checks are completed in three to five business days, though timing varies depending on the screenings ordered and the accessibility of relevant records. Automated database searches can return results in minutes, while searches requiring manual courthouse record retrieval or additional verification steps may extend beyond a week in some cases. Candidates can check Checkr's guide to background check turnaround times for a detailed look at what affects processing speed.

A Kraft Heinz background check report may include:

The specific screenings conducted depend on the position, applicable state regulations, and Kraft Heinz's requirements for that role.

Look-back periods vary by state law, position type, and the CRA's data sources. Many employers focus on the past seven years for most convictions, but this can differ based on the role and applicable state fair-chance laws. Some states limit how far back employers may review criminal records, while certain positions may require a deeper review where permitted. Candidates should review state "ban-the-box" laws to understand the local rules that may apply to their situation.

The Fair Credit Reporting Act (FCRA) requires employers to obtain written consent before ordering a background report, provide a copy of the report along with a "pre-adverse action" notice if they intend to take negative action based on its contents, and allow the candidate time to dispute any errors. If Kraft Heinz decides not to move forward with a candidate based in whole or in part on information in a background report, the company must follow the FCRA's adverse action procedures. EEOC guidance also recommends an individualized assessment that considers the nature of any offense, how much time has passed, and the relevance of the record to the specific job.

Drug testing practices at Kraft Heinz can vary by role and location. Manufacturing, production, and plant roles commonly require pre-employment drug screening given the safety-sensitive nature of the work environment and food safety regulatory standards. Corporate and office-based roles may have different requirements. Candidates should be prepared for the possibility of drug testing as part of the pre-employment process, particularly for roles in production or distribution facilities. Applicable state and local laws govern workplace drug testing practices and may affect how and when testing is conducted.

The Kraft Heinz hiring process for most positions follows these general steps:

The Kraft Heinz interview process typically includes several stages that vary by role and level. For corporate positions, candidates generally progress through an initial phone or video screen with a recruiter, followed by one or more interviews with the hiring manager and team members. Senior or specialized roles may include panel interviews, functional assessments, or case-based exercises that evaluate analytical thinking and relevant domain knowledge. Manufacturing and plant roles tend to involve fewer interview rounds, often focusing on role-specific skills, safety orientation, and schedule fit. Candidates interviewing for corporate roles should expect behavioral interview questions aligned with Kraft Heinz's values and leadership principles.

Yes. Employment verification is a standard component of the pre-employment screening process at a company the size of Kraft Heinz. During this check, a third-party CRA contacts previous employers to confirm the job titles, dates of employment, and other details listed on your application or resume. Discrepancies between what a candidate reports and what a former employer confirms can affect a hiring decision. Candidates should ensure that the employment history on their application is accurate and consistent with what prior employers have on record. Employment verification applies across both corporate and plant-based roles, though the depth of verification may vary by position.

Running a personal background check with Checkr lets you preview what Kraft Heinz may see and identify potential inaccuracies before your screening is ordered. 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 and hiring managers.

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.