Mardel Christian & Education: Hiring, Background Check & Employment Verification FAQs

Mardel was founded in 1981 by Mart Green, who stepped away from his family's business, Hobby Lobby, to build a retailer serving the Christian and office supply market. The first store opened on June 1, 1981 in northwest Oklahoma City at roughly 7,200 square feet, carrying Bibles, books, gifts, music, and office supplies. The company is still headquartered in Oklahoma City. Mart Green is the son of David Green, the founder of Hobby Lobby, and Mardel is part of the wider family of businesses associated with the Green family, which candidates sometimes confuse with Hobby Lobby itself.

The retail concept has grown well beyond its original size. Stores today average around 30,000 square feet and stock a deep assortment reported at more than 40,000 items, spanning Bibles and study resources, Christian books, gifts and home decor, apparel, faith-based music and video, children's products, church and office supplies, seasonal merchandise, and a substantial education section covering classroom decor, teacher supplies, and homeschool curriculum. That education assortment makes the chain a regular stop for teachers, school staff, and homeschooling parents in the markets it serves.

The chain operates dozens of stores concentrated in the central United States, with locations reported in states including Oklahoma, Texas, Arkansas, Missouri, Kansas, Colorado, Louisiana, Nebraska, and several states farther east. Published store counts vary between sources, so candidates should check the company's store locator for the current list. The business also sells online, which supports distribution, fulfillment, and customer service functions alongside the store network.

Workforce roles are those of a large-format specialty retailer. Store teams include sales floor associates who assist customers and maintain departments, cashiers who handle register transactions, receiving and stocking associates who unload trucks and move freight, and department leads. Assistant managers and store managers handle scheduling, inventory, merchandising, cash control, and staff development. Corporate and support functions in Oklahoma City cover buying, e-commerce, marketing, distribution, accounting, and human resources.

Company culture and employee programs:

Mardel's assortment and store experience reflect the faith-based orientation of its founders, and customer service in stores frequently involves helping shoppers choose Bibles, curriculum, or gifts, which rewards product knowledge. Retail schedules include evenings and Saturdays, and the chain has historically kept stores closed on Sundays, which is a notable scheduling difference from many other retailers. Store work carries a physical component in receiving and stocking roles. Pay, benefits, scheduling, and advancement paths vary by role, hours, and location, so candidates should confirm details with the hiring store.

Yes. Employers in the specialty retail industry, including Mardel, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow applicable federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires clear disclosure, written candidate authorization, and a defined adverse action process before an employer may decline a candidate based on report contents. State and municipal fair-chance rules add further limits on when criminal history may be requested or considered.

Retailers of this size are generally reported to conduct background checks as part of hiring, and Mardel is widely understood to follow standard industry practice. Screening is common in retail settings where employees handle cash and card payments, control inventory, and may open or close a store. The scope of a Mardel background check may vary by role and location, since a seasonal sales floor position, a cashier role with register accountability, and a store management position typically carry different levels of responsibility. The disclosure paperwork you receive during onboarding describes what will actually be checked.

Steps vary by store and role, but the Mardel hiring process typically follows a sequence common to specialty retailers. Candidates apply online or in person at a store, and a hiring manager reviews applications for that location. Qualified applicants generally complete an in-store interview covering availability, customer service experience, product familiarity, and the physical aspects of stocking or receiving work, and management candidates may meet with a district or regional leader. Candidates who receive a conditional offer are usually asked to complete onboarding paperwork, which commonly includes consent to a background check, before a start date and training schedule are set.

Turnaround depends on the searches ordered, how quickly county courts and former employers respond, and how many jurisdictions a candidate's history covers. Many retail pre-employment reports come back within a few business days, while searches across several counties or states can take longer, and verifications that depend on a slow-responding prior employer can add time. Candidates who want to understand typical timelines in more detail can review background check turnaround times.

The components of any background check are determined by the employer and the demands of the role. For a position at a specialty retailer like Mardel, screening may include some or all of the following:

Review the disclosure and authorization forms you receive to see which searches apply to your specific role.

Lookback depends on the search type and the law of the state 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 exceptions for certain record types such as convictions and for higher-salary positions. Several states set stricter limits than the federal baseline, and because the chain operates across multiple states, two candidates with similar records may see different results depending on where they live. Employment verifications are treated differently, since confirming dates and titles is not the same as reporting adverse public records.

Mardel does not publish a detailed public policy on candidates with felony records, and decisions of this kind are typically made case by case. Factors that commonly matter include the nature and seriousness of the offense, how much time has passed, evidence of rehabilitation, and how the conduct relates to the responsibilities of the position. Many states and cities have enacted "ban-the-box" laws that limit when and how employers may ask about criminal history during the application process. Candidates are encouraged to apply honestly and be prepared to discuss their background if the subject arises during an interview.

Candidates should expect to give written consent before a background check is initiated, typically through a disclosure and authorization form provided during onboarding. Be prepared to supply accurate personal information, including full legal name and any former names, date of birth, Social Security number, and address history, along with documentation of work authorization. Roles involving driving or powered equipment may also require a valid driver's license or an equipment certification. Accurate information helps ensure searches run in the correct jurisdictions and prevents avoidable delays.

The Fair Credit Reporting Act is a U.S. federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, an employer must obtain written consent before ordering a report, provide a copy of the report and a summary of rights before taking adverse action, and give the candidate an opportunity to dispute inaccurate information before a final decision. For a detailed overview of how the Fair Credit Reporting Act (FCRA) and Equal Employment Opportunity Commission guidelines apply to background checks, review Checkr's introduction to the two frameworks.

No. The two businesses share a family connection, since Mardel was founded by Mart Green, the son of Hobby Lobby founder David Green, and they are often discussed together as part of the same family of companies. They are nonetheless separate retail brands with their own stores, assortments, and hiring processes. Candidates applying to Mardel should follow Mardel's own application route and read the disclosure documents issued by the entity named on their paperwork, rather than assuming that another company's practices apply.

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