MasterBrand Cabinets: Hiring, Background Check & Employment Verification FAQs

The company was founded in 1954 under the name United Cabinet Incorporated in Jasper, Indiana, and today describes itself as the largest manufacturer of residential cabinets in North America based on 2024 reported net sales. Its products reach the remodeling and new construction markets in the United States and Canada through three primary channels: dealers, retailers, and builders.

MasterBrand became an independent public company on December 14, 2022, when its former parent, Fortune Brands Innovations (previously Fortune Brands Home & Security), completed a tax-free spin-off of its Cabinets segment. Shares trade on the New York Stock Exchange under the ticker MBC. In July 2024 the company acquired Supreme Cabinetry Brands, a premium-focused manufacturer with plants in Minnesota, Iowa, and North Carolina and the Dura Supreme and Bertch cabinetry brands. On May 28, 2026, MasterBrand completed an all-stock merger with American Woodmark Corporation, with the combined company continuing under the MasterBrand name and the MBC ticker.

Corporate headquarters sit at 3300 Enterprise Parkway in Beachwood, Ohio, a move made in 2024 from the company's longtime Jasper, Indiana address. Operations headquarters remain in Jasper. As of December 28, 2025, the company principally operated 47 manufacturing facilities, distribution centers, and warehouses across North America: 26 manufacturing plants (21 in the United States, 4 in Mexico, and 1 in Canada) and 21 distribution centers and warehouses.

The company reported more than 12,000 full-time and part-time associates as of December 28, 2025, with a role breakdown of 10,182 in production and distribution and 2,451 in office roles. Approximately 81 percent of the workforce is made up of hourly production and distribution associates, and approximately 32 percent of associates worked under collective bargaining agreements. Typical roles include machine operators, assemblers, finishers, quality inspectors, material handlers, forklift operators, maintenance technicians, production supervisors, and engineering, supply chain, sales, and finance professionals.

Company culture and employee programs:

MasterBrand centers its operating culture on a lean-based business system it calls The MasterBrand Way, with weekly continuous improvement events run across manufacturing facilities and offices and front-line leader training used to develop internal talent. The company reports benefit offerings that include medical, dental, and vision coverage, health savings and spending accounts, wellness and associate assistance services, and a comprehensive mental health benefit added in 2024. Safety is tracked through measures including Total Recordable Incidence Rate and Lost Time Rate. Specific pay, shift, and benefit terms vary by facility, role, and any applicable collective bargaining agreement.

Yes. Employers in the residential building products and cabinet manufacturing industry, including MasterBrand Cabinets, are legally permitted to conduct pre-employment background checks on job candidates as long as they follow applicable federal, state, and local law. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which sets rules for written disclosure, candidate consent, and the adverse action process that applies before a hiring decision is finalized. State and local fair-chance rules can add further requirements about when criminal history may be considered.

MasterBrand Cabinets is generally reported to conduct pre-employment background checks, which is typical for large manufacturers. Plant and distribution roles involve powered equipment, forklifts, and industrial environments where safety and reliability matter, and office roles can carry access to customer data, supplier relationships, and financial systems. The scope of a MasterBrand Cabinets background check may vary by role, by facility, and by the state or country where the position is located.

The process usually starts with an online application through the company's careers site. Production candidates often move to a phone screen with a recruiter or plant HR representative, followed by an on-site interview that may include a facility tour and a discussion of shift availability, physical requirements, and safety expectations. Salaried and technical roles typically involve several interview rounds with the hiring manager and cross-functional partners. A conditional offer is commonly followed by pre-employment requirements that can include a background check and, for many manufacturing positions, a drug screen and a job-related physical assessment.

Turnaround depends on which searches are ordered, how quickly courts and past employers respond, and how many jurisdictions a candidate's history touches. Many reports come back within a few business days, while searches that require manual court retrieval, out-of-state records, or verification of older employment can take longer. Candidates who want a fuller picture of typical timelines can review background check turnaround times.

The employer selects which searches are ordered. For a manufacturing employer such as MasterBrand Cabinets, a background check may include some or all of the following:

Candidates should read the disclosure and consent paperwork they receive during the hiring process, since that documentation describes the searches actually being ordered for their specific role.

Lookback periods depend on the type of search and on the law of the state where the candidate lives or worked. Under the FCRA, consumer reporting agencies generally may not report most adverse information older than seven years, with exceptions that can apply to convictions and to positions above certain salary thresholds. Some states apply stricter limits than the federal baseline, and a candidate with records in more than one state may see different windows applied to different parts of the same report.

MasterBrand Cabinets does not publish a detailed policy on applicants with felony records, and decisions of this kind are typically made case by case. Factors that commonly weigh on the outcome include the nature and seriousness of the offense, how much time has passed, evidence of rehabilitation, and how closely the record relates to the duties of the job. Many states and cities have adopted "ban-the-box" laws that limit when an employer may ask about criminal history and require individualized assessment before a record is used to deny a role. Candidates are generally best served by answering application questions honestly and being ready to discuss their history if it comes up.

Candidates are typically asked to sign a written disclosure and authorization before any screening begins. That paperwork usually appears after a conditional offer or late in the interview process. Applicants should be ready to provide accurate personal details, including full legal name, date of birth, Social Security number, and address history. Accurate information helps searches run in the correct jurisdictions and reduces the risk of avoidable delays or mismatched records.

The Fair Credit Reporting Act is the US federal law that governs how consumer reporting agencies gather, use, and share background check information. It requires employers to obtain written consent before ordering a report, to provide a copy of the report along with a summary of rights before taking adverse action, and to give the candidate a reasonable opportunity to dispute anything inaccurate before a final decision is made. For a fuller explanation of how the FCRA and Equal Employment Opportunity Commission (EEOC) guidance apply to employment screening, see the Fair Credit Reporting Act (FCRA).

Drug testing is common in manufacturing, where employees operate machinery and powered industrial trucks, and many plants screen at the conditional offer stage. Requirements are shaped by state law and by job function, and marijuana testing in particular varies widely by state. Candidates should review the pre-employment requirements listed in their offer materials.

Running a personal background check with Checkr lets you preview what MasterBrand Cabinets may see and gives you a chance to spot inaccuracies before they affect your application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To share verified credentials with employers proactively, build a free Checkr Profile you can send to recruiters, hiring managers, or prospective 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.