MTD Products: Hiring, Background Check & Employment Verification FAQs

MTD traces its beginnings to 1932, when Theo Moll, Emil Jochum, and Erwin Gerhard bought the assets of the Modern Tool and Die Company on Power Avenue in Cleveland, Ohio, with an initial investment of $4,500. The business started out making perforating dies and a rolling machine for window channels, employing 12 people in 1933 and 60 by 1934. Over the following decades it shifted decisively into outdoor power equipment and grew into one of the largest makers of lawn and garden machinery for the mass market.

The company's brand portfolio was assembled largely through acquisition. MTD picked up the Cub Cadet line from International Harvester and White Outdoor Products from the former White Motor Company in 1981, and acquired Garden Way, which brought the Troy-Bilt and Bolens brands, in 2001. Today the family of brands spans Cub Cadet, Troy-Bilt, Remington, Rover, WOLF-Garten, Robomow, Columbia, Yard Machines, and Bolens, covering walk-behind and riding mowers, zero-turn machines, snow throwers, trimmers, chippers, tillers, and robotic mowers for both homeowners and commercial operators.

Ownership changed hands in stages. Stanley Black & Decker announced an agreement to acquire a 20 percent stake in MTD for $234 million in September 2018, then exercised its option to buy the remaining 80 percent of MTD Holdings in 2021, with the transaction completed on December 1, 2021 alongside the acquisition of Excel Industries. Stanley Black & Decker reported the combined purchase price for the two deals at approximately $1.9 billion and said the acquisitions brought roughly 7,500 MTD employees into the company. MTD had been a majority family-owned private business before that point, and it now operates as a wholly owned subsidiary within Stanley Black & Decker's outdoor products business, with headquarters still in Valley City, Ohio.

Company culture and employee programs:

MTD's workforce reflects its manufacturing roots. Roles include assembly and machine operation, welding and fabrication, quality inspection, maintenance and tooling, warehouse and distribution, product engineering and design, supply chain, sales, and customer support. Manufacturers of this size typically provide structured onboarding, documented safety training, and equipment-specific qualification before an employee works independently on a line. Benefits, shift premiums, and advancement paths vary by facility, role, and whether a position is full-time, seasonal, or placed through a staffing partner, so candidates should confirm specifics with a recruiter.

Yes. Employers in the manufacturing industry, including MTD Products, 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, the Fair Credit Reporting Act (FCRA) governs how employers request, receive, and act on background check reports, including requirements for a standalone disclosure, written candidate consent, and a pre-adverse and adverse action sequence if a report factors into a decision. Ohio and other states where MTD operates layer their own rules on top of the federal baseline.

MTD Products is generally reported to conduct background checks as part of its hiring process, which matches standard practice among large durable-goods manufacturers. Employers in this category commonly screen because roles involve powered equipment, warehouse and inventory access, company property, and in some cases customer sites. The scope of an MTD Products background check may vary with the role, the facility, and whether the position is salaried, hourly, seasonal, or filled through a staffing agency, since agencies frequently run their own screening programs.

Steps differ by location and job family, but the MTD Products hiring process generally follows a familiar manufacturing pattern. Candidates submit an application online or through a staffing partner, then complete a recruiter phone screen. Production applicants may attend an on-site interview, a plant tour, or a hiring event, while engineering, supply chain, and corporate candidates typically go through one or more rounds with hiring managers and peers. Successful candidates usually receive a conditional offer, after which pre-employment steps such as a background check and, in many manufacturing settings, a drug screen and a job-related physical evaluation are completed. Orientation and safety training follow once those requirements clear.

Turnaround time depends on the searches ordered, the responsiveness of courts and previous employers, and how many jurisdictions the candidate's history touches. Many reports are returned within a few business days. Reports that require manual court retrieval, cover several counties or states, or include international records can take longer, and verification steps depend on third parties replying. Seasonal hiring peaks can also add a few days on the employer's side. Candidates who want more detail on what drives timing can review background check turnaround times.

The employer determines which searches are included. For a role at a manufacturer like MTD Products, a background check may include some or all of the following:

Candidates should review the disclosure and consent paperwork they receive to see which searches apply to their position.

The lookback period depends on the type of search and on state law where the candidate lives or worked. The FCRA generally limits consumer reporting agencies from reporting most adverse information older than seven years, with exceptions that can apply to higher-salary positions and to specific record types such as criminal convictions. A number of states impose stricter limits than the federal rule. Employment and education verifications work differently, since they confirm history the candidate has provided rather than surfacing negative records, and are not bound by the same seven-year framing.

MTD Products does not publish a detailed policy on applicants with felony convictions, and employers of this size generally evaluate such applications individually. Common considerations include the nature and severity of the offense, how long ago it occurred, evidence of rehabilitation, and whether the record has any bearing on the duties of the job. Many states and municipalities have passed "ban-the-box" laws that limit when an employer may ask about criminal history during the application process. Candidates are encouraged to be accurate on their application and prepared to discuss their background if the topic comes up.

Candidates will typically be asked to provide written consent before any background check is initiated, using a standalone disclosure form provided during the hiring process. Applicants should be ready to supply accurate personal information, including full legal name, any prior names, date of birth, Social Security number, and a complete address history. Providing an accurate address history matters, since it determines which county and state courts are searched and helps avoid delays. Many manufacturing employers also schedule a drug screen and a post-offer physical after the conditional offer.

The Fair Credit Reporting Act is the federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, an employer must obtain written authorization before ordering a report, must provide the candidate with a copy of the report and a summary of rights before taking adverse action based on it, and must allow a reasonable opportunity to dispute inaccurate or incomplete information before making a final decision. For a fuller explanation of how the FCRA and Equal Employment Opportunity Commission (EEOC) guidance apply to employment screening, see Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what MTD Products 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 present verified credentials proactively, build a free Checkr Profile you can share with recruiters and hiring managers.

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.