Marshalls Background Checks: Hiring Guide & FAQs

Marshalls was founded in 1956 when Alfred Marshall gathered a group of entrepreneurs in Beverly, Massachusetts. Marshalls pioneered the off-price retail concept, which allows shoppers to discover name-brand and designer merchandise at prices discounted below traditional department store prices. The company became part of TJX Companies in 1995, joining a family of retailers that also includes T.J.Maxx, HomeGoods, and Sierra.

Today, Marshalls operates over 1,200 stores across the United States, Canada, and Puerto Rico, as well as an online shopping platform. The company's buying strategy involves purchasing excess inventory, closeout merchandise, and end-of-season goods from thousands of vendors, then passing the savings to customers through rapid inventory turnover.

Marshalls employs thousands of associates across store operations, distribution centers, and corporate offices. The company offers hourly and management positions in retail sales, loss prevention, receiving, and merchandising. Associates work in a fast-paced environment where inventory changes frequently. Store hours typically extend from early morning through evening, which may allow for flexible part-time work for students, parents, and individuals.

Marshalls provides training programs, advancement opportunities from hourly roles into management, and employee merchandise discounts. TJX Companies, Marshalls' parent organization, offers benefits packages that may include health coverage, 401(k) retirement plans, paid time off, and associate assistance programs for eligible employees. The specific benefits offered depend on the store’s global location, job, or hours worked.

Yes. After a contingent offer, Marshalls can request a background report from a third-party consumer reporting agency (CRA). Screening can help the company validate the information provided by candidates and may support workplace safety.

Most employment background checks can be completed in three to five business days, but timing varies with the specific screenings ordered and the accessibility of records. Database searches can complete in minutes, while searches that require manual courthouse retrieval or follow-up paperwork may take longer than a week. See Checkr's guide to background check turnaround times for more information about typical report timeframes.

A background check report may include:

Retail positions typically focus on criminal history relevant to workplace safety, cash handling, and customer interaction. Loss prevention roles may involve additional screening components.

Lookback periods vary by state law, position, and company policies. Many employers focus on the past seven years for most convictions, but certain roles may require more in-depth review depending on the position's responsibilities. Candidates should review state fair chance or Ban the Box laws to understand local limits.

The Fair Credit Reporting Act (FCRA) establishes requirements that employers must follow when ordering background checks. These protections include:

When applied, these protections give candidates an opportunity to correct errors and provide context about their background.

Drug testing policies vary by position, location, and applicable laws. Some retailers conduct pre-employment drug screens for certain roles, particularly those involving safety-sensitive responsibilities or equipment operation. Candidates should ask their recruiter or hiring manager about specific testing requirements during the application process. Checkr's drug testing guide covers drug testing laws by state and the legality of no-notice drug testing.

Many employers, including major retailers, evaluate candidates with criminal records on an individual basis rather than implementing blanket exclusions. The factors considered when hiring these candidates may include the nature of the offense, the time elapsed since the offense occurred, and evidence of rehabilitation.

Guidance from the Equal Employment Opportunity Commission encourages employers to conduct individualized assessments, and some state fair chance hiring laws require individualized assessments. Candidates with criminal records may benefit from reviewing Checkr's fair chance hiring resources to understand their rights.

Most entry-level retail positions require applicants to be at least 16 years old, though some states set higher minimum ages for certain roles or work hours. Management positions and roles involving equipment operation typically require candidates to be 18 or older. Age requirements can vary by location based on state and local labor laws. Candidates should verify any age requirements during the application process.

Application status typically can be checked through the TJX Companies career portal where you submitted your application. Candidates may receive email updates about their application progress, interview invitations, or requests for additional information. If you have not heard back within one to two weeks, you can follow up by calling the store where you applied and asking to speak with the hiring manager. Keep your application confirmation number and contact information readily available.

Employment verification confirms an individual's work history, job titles, dates of employment, and sometimes salary information. Employers requesting verification may contact Marshalls directly or use a third-party verification service. Former Marshalls employees may be able to provide verification through TJX Companies' HR department or designated verification vendor. Candidates should keep documentation of their employment dates, positions held, and contact information for future reference. Learn more about employment verification processes through Checkr's resource library.

Running a background check on yourself with Checkr lets you preview what Marshalls may see and helps you identify potential inaccuracies. In one secure report you can review:

Create your report in minutes with Checkr’s personal background checks. To showcase your credentials proactively, build a free Checkr Profile you can share with recruiters, hiring managers, or families.

Check the status of your report in the Candidate Portal or visit the Checkr Help Center for FAQs, dispute steps, and contact information for the customer support team.

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.