Michelin: Company Profile & Background Check FAQs

Michelin was founded in 1889 by brothers Andre and Edouard Michelin in Clermont-Ferrand, France, where the company remains headquartered today. Over more than 130 years, Michelin has grown from a regional rubber business into a global manufacturer known for tires that equip cars, trucks, buses, aircraft, motorcycles, bicycles, and mining and agricultural equipment. The company is also famous for the Michelin Man mascot and the Michelin Guide, its long-running restaurant and travel rating publication.

Michelin employs more than 132,000 people worldwide, with manufacturing plants, research centers, and sales operations spanning many countries. In the United States, Michelin North America is headquartered in Greenville, South Carolina, where the company opened its first US radial tire plant in 1975. Company materials describe dozens of North American facilities producing tires and related products, making Michelin one of the larger manufacturing employers in the Southeast.

Most US job seekers encounter Michelin through its plants and distribution network. Common roles include production and machine operators, maintenance and reliability technicians, quality specialists, industrial and process engineers, warehouse and logistics workers, and drivers, along with corporate positions in sales, marketing, finance, IT, and human resources at the Greenville campus and other offices.

Company culture and employee programs: Michelin emphasizes safety, quality, and long-term career development, themes common to advanced manufacturing employers. New production employees typically complete structured technical training, and the company promotes internal advancement into technician, team leader, and specialist roles. Benefits vary by site, role, and schedule, so candidates should confirm details such as health coverage, retirement plans, and shift differentials during the hiring process.

Yes. Employers in the manufacturing industry, including Michelin, 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, background screening is governed by the Fair Credit Reporting Act (FCRA), which requires written consent, disclosures, and adverse action procedures. State laws in places where Michelin operates, including South Carolina, add their own requirements.

Michelin is generally reported to conduct background checks as part of its US hiring process, consistent with standard practice among large manufacturers. Plant employees work with heavy industrial equipment in safety-sensitive environments, and many roles involve access to proprietary processes and technology, which shapes screening expectations. The specific scope of the Michelin background check may vary by role, site, and country, and safety-sensitive positions may include drug screening.

While steps vary by site and role, the Michelin hiring process typically begins with an online application through the company's careers site. Production candidates may complete assessments measuring mechanical aptitude or work styles, followed by interviews with HR and operations leaders, and sometimes a site visit or plant tour. Professional and engineering candidates usually complete recruiter screens and panel interviews. Candidates who receive a conditional offer are generally asked to consent to a background check, and many manufacturing roles also require a pre-employment drug screen and physical capability evaluation.

Turnaround depends on the searches ordered, court responsiveness, and the number of jurisdictions involved. Many background checks are completed within a few business days, while reports involving multiple county courthouse searches, education verification, or international history can take longer. Candidates can learn more by reviewing background check turnaround times.

Employers select screening components based on the role. For a manufacturing company like Michelin, a background check may include some or all of the following:

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

Lookback periods depend on the type of search and the laws of the states involved. Under the FCRA, consumer reporting agencies generally cannot report most types of negative information older than seven years, though convictions can often be reported further back and exceptions exist for certain positions. Some states impose stricter limits, so candidates with history in multiple states may see different lookback windows applied to different searches within one report.

Michelin's internal policies on candidates with felony records are not publicly detailed, and decisions are typically made on a case-by-case basis. Manufacturers commonly weigh the nature and age of an offense against the role's responsibilities, and warehouse or production roles may be evaluated differently than positions involving driving or financial duties. Many states and localities have adopted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates with records should answer honestly and be prepared to provide context if asked.

Candidates will typically be asked to provide written consent before a background check begins, usually after a conditional offer. Applicants should be prepared to supply accurate personal information, including full legal name, date of birth, Social Security number, and address history, plus education records or license details where relevant. Roles that involve driving will require a driver's license number for a motor vehicle record review. Providing accurate information helps prevent delays.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires written consent before an employer orders a report, and if the employer intends to take adverse action based on the results, the candidate must receive a copy of the report and a summary of rights, along with an opportunity to dispute inaccurate information before a final decision. For more detail, visit this overview of the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Michelin may see and helps 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.