Medtronic: Company Profile & Background Check FAQs

Medtronic was founded in 1949 by Earl Bakken and Palmer Hermundslie in a garage in Minneapolis, Minnesota. The company initially repaired medical equipment before shifting focus to manufacturing implantable cardiac pacemakers, which became a defining product in its early history. Over the following decades, Medtronic expanded into multiple medical device categories and grew through both organic development and strategic acquisitions.

Today, Medtronic is one of the largest medical device companies in the world. The company operates in more than 150 countries and employs approximately 95,000 people globally. Its product portfolio spans cardiovascular devices, diabetes management systems, surgical robotics, neuroscience technologies, and more. Medtronic is headquartered in Dublin, Ireland, following its 2015 acquisition of Covidien, and generates annual revenue exceeding $30 billion.

Medtronic's business model centers on developing, manufacturing, and distributing medical technologies used by hospitals, clinics, and individual patients. The company sells directly to healthcare providers and works closely with clinicians to support device implementation. Because its products are used in clinical and surgical settings, Medtronic places significant importance on the qualifications, credentials, and conduct of its workforce.

Company culture and employee programs:

Yes. Medtronic conducts background checks as a standard part of its hiring process for most roles. Given the company's work in regulated healthcare and medical device markets, background screening helps Medtronic verify that candidates meet the qualifications and compliance requirements for their positions. The scope and depth of the check may vary depending on the specific role, location, and applicable regulations.

Three to five business days is a typical timeframe for a standard pre-employment background check, though the actual duration can vary. For more information on what affects screening timelines, see background check turnaround times.

Several factors can affect how long the process takes:

A Medtronic background check may include multiple components depending on the role. Common elements include:

Seven years is the standard lookback period for criminal background checks under the FCRA, and many states follow this same limit. However, some states impose stricter rules, while others allow longer lookback periods for certain salary thresholds or position types. Additionally, some jurisdictions have enacted "ban-the-box" laws that restrict when and how criminal history can be considered during the hiring process. Medtronic's actual lookback period may vary based on the role, the location of the position, and local regulations.

The Fair Credit Reporting Act (FCRA) is a federal law that governs how consumer reporting agencies collect, use, and share personal information for background checks. Under the FCRA, employers must obtain written consent before ordering a background check, provide a copy of the report if adverse action is being considered, and give the candidate an opportunity to dispute inaccurate information before a final hiring decision is made. These protections apply to all candidates regardless of the role or employer, and Medtronic is required to follow these rules when using a third-party CRA.

Medtronic may require drug screening as part of the pre-employment process, particularly for roles in clinical settings, manufacturing, field operations, or positions subject to regulatory oversight. Drug testing policies can vary by role, business unit, and state, as some states have enacted laws that limit certain types of pre-employment drug testing. Candidates are typically informed of any drug test requirement at or after the conditional offer stage. Medtronic does not publicly disclose a uniform company-wide drug testing policy, so candidates should confirm requirements directly with their recruiter or HR contact during the hiring process.

The Medtronic hiring process generally follows these steps:

Medtronic does not publicly state a blanket policy excluding all applicants with felony convictions. In practice, hiring decisions involving criminal history are typically made on a case-by-case basis, taking into account the nature of the offense, how much time has passed, the role being applied for, and applicable state and local laws. Some positions at Medtronic, particularly those involving access to controlled substances, regulated medical devices, or sensitive healthcare environments, may have specific legal or compliance requirements that affect eligibility. Candidates with criminal records are encouraged to review applicable ban-the-box and fair chance hiring laws in their state and to be transparent with Medtronic's recruitment team about their background.

Running a personal background check with Checkr lets you preview what Medtronic may see and help you identify potential inaccuracies. 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 employers.

If Medtronic is using Checkr to process your background check, you can monitor the status of your report and get support through the Candidate Portal or by visiting the Checkr Help Center.

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.

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.