Maurices: Hiring, Background Check & Employment Verification FAQs

Maurices was founded in 1931 when E. Maurice Labovitz opened Maurices Dress Shop in Duluth, Minnesota. The company is still headquartered in Duluth, and in 2026 it marked its 95th anniversary. It sells women's clothing, footwear, and jewelry, positioning itself around everyday style for women in hometown communities rather than large metropolitan markets.

Ownership has changed several times. The founding Labovitz family sold the business in 1978 to the Brenninkmeijer family's American Retail Group. Ascena Retail Group acquired Maurices in 2005, and in 2019 the private equity firm OpCapita took a majority stake, ending Ascena's control. The company operates today as a privately held retailer rather than a publicly traded one.

Maurices operates a store fleet concentrated in smaller communities, along with an e-commerce business. Wikipedia records 932 locations as of 2019, and local reporting in April 2026 put the count at 827 stores across the United States. The retailer has also served customers in Canada and Puerto Rico. Its small-market strategy means many stores are in strip centers and regional malls where the store team is small and works closely together.

The workforce is largely store based. Typical roles include sales associates and stylists, keyholders, assistant store managers, store managers, district managers, and seasonal hires during peak periods, supported by distribution center associates and a corporate team in Duluth covering merchandising, design, planning, marketing, e-commerce, and support functions. Store roles involve handling cash and card payments, opening and closing locations, and working unsupervised at times.

Company culture and employee programs:

Maurices emphasizes a hometown, community-connected identity, and its store teams are often recruited locally with an emphasis on styling skill and customer relationships. Retail roles typically include product and selling training, merchandise discounts, and flexible part-time scheduling, with advancement paths from associate to keyholder to management. Pay, hours, and benefit eligibility vary by store, state, and whether a role is full-time, part-time, or seasonal, so candidates should confirm specifics with the hiring store.

Yes. Employers in the retail industry, including Maurices, are legally permitted to conduct pre-employment background checks on job candidates as long as they comply with applicable federal, state, and local law. In the United States, the Fair Credit Reporting Act (FCRA) governs consumer reports used for employment purposes, setting requirements for disclosure, written consent, and adverse action. Canadian provinces apply their own employment and privacy rules to background information.

Maurices is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice in specialty retail, where employees handle payments, merchandise, and store keys. The scope of a Maurices background check may vary by role and location, and management positions with cash office, banking, or scheduling responsibilities are often screened more thoroughly than seasonal sales roles.

The Maurices hiring process typically starts with an online application for a specific store or corporate opening. Store candidates are usually contacted by a store or district manager for a phone conversation and then an in-person interview, which often focuses on customer service experience, styling interest, and availability. Some candidates interview with more than one manager, especially for keyholder and management positions. Those who receive a conditional offer are generally asked to consent to a background check before onboarding paperwork and store training begin. Hiring often moves quickly ahead of seasonal peaks.

Turnaround depends on which searches are ordered and how quickly courts and prior employers respond. Retail packages are often relatively narrow and can return within a few business days, while checks that span several counties or states may take longer. Candidates who want more context on typical timelines can review background check turnaround times.

The employer determines which searches to include. For a specialty retail role at a company like Maurices, a background check may include some or all of the following:

Candidates should read the disclosure and consent forms provided during hiring, since those documents describe the searches that apply to their specific role.

The lookback window depends on the search type and the applicable state law. Under the FCRA, consumer reporting agencies generally may not report most adverse information older than seven years, with exceptions for criminal convictions and for positions paying above a set salary threshold. A number of states cap criminal reporting at seven years regardless of salary, and some restrict or ban employment credit checks entirely. Because Maurices operates in many states, two candidates applying for the same job title can see different rules applied.

Maurices does not publish a detailed policy on applicants with felony records, and retail hiring decisions of this kind are typically made case by case. Employers commonly weigh the nature and seriousness of the offense, how long ago it occurred, and whether it relates to the duties of the role, with theft-related convictions reviewed more closely for cash-handling positions. Many states and cities have enacted "ban-the-box" laws that restrict when criminal history may be asked about during the application process. Candidates are encouraged to be honest on their application and prepared to discuss the circumstances if asked.

Applicants are generally asked to sign a written disclosure and provide authorization before a check is initiated. Expect to supply full legal name, date of birth, Social Security number for United States applicants, and address history, along with accurate prior employer details. Providing correct information ensures the right jurisdictions are searched and helps avoid delays that could push back a start date, which matters when a store is staffing for a seasonal peak.

The Fair Credit Reporting Act is the federal law that governs how consumer reporting agencies collect, use, and share background check information used in employment decisions. It requires an employer to obtain written consent before ordering a report, to provide a copy of the report and a summary of rights before taking adverse action, and to allow the candidate to dispute inaccurate information before a final decision is made. For a fuller explanation of how the FCRA and Equal Employment Opportunity Commission guidance apply to background checks, see Fair Credit Reporting Act (FCRA).

Often, yes. Retail employers commonly apply a broader screening package to positions that carry keys, open and close the store, manage a cash office, make bank deposits, or supervise staff, because those duties involve more financial and physical access. That can mean a wider criminal search, employment verification going back further, and in some states a credit check where the role qualifies under an exception. Seasonal and part-time sales roles are typically screened more narrowly. Requirements vary by state and by store, so candidates should ask the hiring manager what applies to the specific position.

Applying for a store or corporate role in retail? Running a personal background check with Checkr lets you preview what Maurices may see and gives you a chance to spot 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 share verified credentials proactively, build a free Checkr Profile you can send to recruiters, hiring managers, or prospective employers.

Check your report status in the Candidate Portal. You can also visit the Checkr Help Center for FAQs, dispute steps, and support contact options.

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.