Metro One LPSG: Company Profile & Background Check FAQs

Metro One LPSG describes its history as beginning in 1994, when it started as a local, guard-based security firm in the New York area. Since then it has grown into a nationally recognized provider of retail safety and loss prevention services. The company is privately held and lists its headquarters in Morristown, New Jersey, with additional corporate offices in Plano, Texas, and Palm Beach Gardens, Florida.

The company's core business is supplying trained, uniformed security officers to high-traffic retail environments. According to its website, Metro One serves more than 150 enterprise clients, including some of the largest US retailers and pharmacy chains, and is licensed to operate in 48 states. Its services cover in-store loss prevention coverage, multi-site rollouts, mobile patrol, investigative support, and flexible staffing for peak seasons, events, and store openings. The company also operates AURIX, a proprietary technology platform it uses for real-time operations and performance reporting.

Metro One's workforce consists largely of security officers assigned to client sites, along with field supervisors, trainers, recruiters, and corporate staff. The company describes its hiring as selective, noting that only a small percentage of applicants make the cut, and it provides client-specific training tailored to the region, store type, and risk profile of each assignment. Third-party sources indicate the company employs thousands of security professionals nationwide.

Company culture and employee programs: Metro One emphasizes professionalism, reliability, and specialized retail training. New officers typically complete company training as well as any state-mandated guard training before starting at a client site, and the company promotes field leadership paths from officer to site lead to supervisor. Pay, benefits, and scheduling vary by assignment, client, and state, so candidates should confirm details with a recruiter during the hiring process.

Yes. Employers in the security services industry, including Metro One LPSG, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow applicable federal, state, and local laws. In the United States, screening through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA). In the security industry specifically, state licensing boards also require background checks, often including fingerprinting, before a person can be registered or licensed as a security officer.

Metro One is generally reported to conduct background checks on applicants, and screening is effectively built into this industry: most states require licensed security officers to pass a state or FBI criminal history check as a condition of holding a guard license or registration. In addition, retail clients typically expect vendors to vet the officers working in their stores. The exact scope of a Metro One background check may vary by state, client requirements, and role, so candidates should review the disclosures provided during hiring.

In most states, yes. Security officers generally must hold a state-issued guard license or registration, such as those overseen by state licensing agencies in Virginia, Texas, Florida, Illinois, and Nevada, all states where Metro One lists licenses. Licensing requirements commonly include minimum age, completion of state-approved training, fingerprint-based criminal history checks, and ongoing renewal requirements. Metro One is licensed in 48 states, and candidates should ask their recruiter what licensing steps apply where they will work and whether the company assists with the process.

While steps vary by location, the Metro One hiring process typically begins with an online application through the company's careers portal. Qualified applicants are usually contacted for a phone screen or interview with a recruiter or field manager. Candidates who receive a conditional offer are generally asked to consent to a background check and complete any state licensing or registration requirements, which can include fingerprinting and training courses, before being assigned to a client site.

Turnaround depends on the searches ordered, the jurisdictions involved, and any state licensing steps running in parallel. Many employment background checks are completed within a few business days, while fingerprint-based state checks and multi-county court searches can take longer. Candidates who want to understand typical timelines can review background check turnaround times.

The components of a background check depend on the employer, the state, and the client site. For a security services role at a company like Metro One, screening may include some or all of the following:

Candidates should read their consent and disclosure forms to understand which searches apply to their role and state.

Lookback periods depend on the type of search and applicable law. Under the FCRA, consumer reporting agencies generally cannot report most negative information older than seven years, though criminal convictions can often be reported further back where state law allows. State licensing checks may apply their own standards, and some states disqualify applicants with certain convictions from guard licensure regardless of the age of the record. Candidates in different states may therefore see different rules applied.

Metro One's internal policies on candidates with felony records are not publicly detailed, and decisions are typically made case by case within the limits of state law. Security guard licensing rules in many states restrict or disqualify applicants with certain felony convictions, which can limit eligibility for licensed officer roles independent of any employer preference. Many states and cities have "ban-the-box" laws governing when criminal history can be discussed. Candidates with records should research their state's guard licensing requirements, answer application questions honestly, and be prepared to provide context.

Candidates will typically be asked to provide written consent before a Metro One background check is initiated. Applicants should be prepared to supply accurate personal information, including full legal name, date of birth, Social Security number, and address history, and in most states to complete fingerprinting for licensing purposes. A valid driver's license may be required for patrol or driving roles. Accurate, complete information helps prevent delays in both the background check and the state licensing process.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, employers must obtain written consent before ordering a background check, and before taking adverse action based on the results, they must provide the candidate a copy of the report and a summary of rights, with an opportunity to dispute inaccuracies. For a fuller overview, see this introduction to the Fair Credit Reporting Act (FCRA) and EEOC guidance.

Running a personal background check with Checkr lets you preview what Metro One may see and help you identify 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 showcase verified credentials proactively, build a free Checkr Profile you can share with recruiters, hiring managers, or potential 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.