Martin Brower: Hiring, Background Check & Employment Verification FAQs

Martin Brower began operations in 1956 in Chicago, Illinois, focused on distribution services, and started serving McDonald's Corporation that same year, beginning a partnership that has lasted for nearly seven decades. The company grew alongside McDonald's global expansion, eventually becoming the fast-food chain's largest distributor across the United States, Canada, Ireland, and Latin America. In 1998, Reyes Holdings, a Chicago-area family-owned distribution company, acquired Martin Brower, which continues to operate as one of Reyes Holdings' primary divisions today, headquartered in Rosemont, Illinois.

Under Reyes Holdings' ownership, Martin Brower has expanded significantly, including a major 2012 acquisition of Keystone Foods' distribution and logistics businesses from Brazilian meat company Marfrig, and a 2018 acquisition of Golden State Foods distribution assets serving thousands of additional McDonald's and Chipotle locations. Today, Martin Brower operates in 18 countries with more than 13,000 employees worldwide, delivering over 730 million cases of food and supplies annually to more than 25,000 restaurants from 77 distribution facilities.

Martin Brower's workforce is centered around warehouse and distribution center employees who prepare orders, and professional truck drivers who deliver food and supplies to restaurant locations on tight, time-sensitive schedules. The company has also begun piloting autonomous trucking technology for select long-haul routes as part of its logistics operations. Given the safety-sensitive nature of commercial trucking and the scale of its warehouse operations, driver qualifications and safety records are a central part of Martin Brower's hiring process.

Company culture and employee programs: Martin Brower emphasizes reliability and precision in its supply chain operations, given the consistent, high-volume delivery schedules required by its restaurant clients. As part of Reyes Holdings, one of the largest privately held companies in the United States, Martin Brower employees may have access to broader corporate resources and career paths across the parent company's beverage and food distribution divisions. Benefits, scheduling, and advancement opportunities can vary by role and distribution center location, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the food distribution and logistics industry, including Martin Brower, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with applicable federal, state, and local laws. Driver positions are additionally subject to federal Department of Transportation (DOT) screening requirements. 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.

Martin Brower is generally reported to conduct background checks as part of its hiring process, which is standard for large distribution and logistics companies, particularly for driver and warehouse roles.

The hiring process for warehouse and driver roles at Martin Brower typically includes an application, an interview, a review of driving records for delivery positions, and a background check prior to a final offer.

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 distribution or driving role may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though DOT regulations may require a longer review of employment and safety history for driving positions, and state laws may extend or restrict this timeframe.

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. Driver positions typically also require a valid commercial driver's license.

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 Martin Brower 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 Martin Brower 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.