Murphy USA: Hiring, Background Check & Employment Verification FAQs

Murphy USA Inc. is headquartered in El Dorado, Arkansas and trades on the New York Stock Exchange under the ticker MUSA. The retail marketing business began in 1996 as part of Murphy Oil Corporation, and it became a standalone public company when Murphy Oil completed the spin-off on August 30, 2013. The separation left Murphy USA focused entirely on retail fuel and convenience rather than on exploration and production.

The company markets retail motor fuel and convenience merchandise through a nationwide store network. According to its 2024 annual report, Murphy USA ended 2024 with 1,757 stores, made up of 1,601 Murphy USA locations and 156 QuickChek stores, and the company added 32 new stores during the year while completing 47 raze-and-rebuild projects that replace a small kiosk with a larger store format. Murphy USA has described serving an estimated two million customers each day through its network across 27 states. In addition to the core Murphy USA brand, the company operates stand-alone stores under the Murphy Express and QuickChek banners.

Murphy USA reported a team of nearly 15,000 employees in its 2024 annual report. The workforce is concentrated in store operations, including cashiers and customer service associates, shift leaders, assistant managers, and store managers, supported by district and regional field leadership. QuickChek locations add food service roles, since that format includes a fresh food and beverage program. Corporate functions in El Dorado and elsewhere cover fuel supply and pricing, merchandising, real estate and construction, technology, finance, and human resources.

Company culture and employee programs:

Murphy USA positions store roles as an entry point with a path into field leadership, and store leadership positions typically involve inventory management, cash handling oversight, scheduling, and fuel site compliance. Frontline work is shift-based and includes nights, weekends, and holidays, since most locations keep extended hours. Training generally covers point-of-sale systems, age-restricted product rules for tobacco and alcohol, fuel site safety, and loss prevention. Pay, benefit eligibility, and scheduling practices vary by state, store format, and whether a position is full time or part time, so candidates should confirm specifics with the hiring location.

Yes. Employers in the fuel and convenience retail industry, including Murphy USA, are legally permitted to conduct pre-employment background checks on job candidates as long as they follow applicable federal, state, and local law. In the United States, screening performed through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which requires a clear standalone disclosure, written authorization from the candidate, and a defined pre-adverse and adverse action process if results influence a hiring decision.

Murphy USA is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice in convenience retail. Store associates handle cash, operate point-of-sale systems, and sell age-restricted products, and store leaders carry responsibility for deposits and inventory, so screening is common across the industry. The scope of a Murphy USA background check may vary depending on the role, the state, and whether the position involves supervisory responsibility, cash accountability, or driving.

While steps vary by location and position, the Murphy USA hiring process usually starts with an online application for a specific store. Candidates who match the role are typically contacted for a phone screen or an in-person interview with a store or district manager, and hourly roles often move quickly from interview to decision. A conditional offer generally follows, at which point the candidate may be asked to consent to a background check and, depending on the role and state, a drug screen. Onboarding and store-level training follow once pre-employment requirements are complete. Corporate and field leadership roles typically involve additional interview rounds.

Turnaround varies with the searches ordered, how quickly county courts and past employers respond, and how many jurisdictions a candidate's history touches. Many retail background checks are completed within a few business days, while searches requiring manual court research, records in several states, or verification of older employment can take longer. If a motor vehicle record or a drug screen is part of the process, those add their own timelines. For more detail on what drives timing, review background check turnaround times.

The employer decides which searches to include. For a role at a fuel and convenience retailer, a background check may include some or all of the following:

Candidates should read the disclosure and consent documents provided during hiring to understand what applies to their role.

The lookback period depends on the search type and the law of the state where the candidate lives or worked. Under the FCRA, consumer reporting agencies are generally restricted from reporting most adverse information older than seven years, although convictions may be reportable beyond that in many states and exceptions exist for higher-salary roles. Several states apply stricter limits, and a few restrict the reporting of convictions after a set period. A candidate with records in more than one state may see different windows applied within a single report.

Murphy USA does not publish a detailed policy about applicants with felony records, and hiring decisions of this kind are generally made case by case. Relevant considerations typically include the nature and seriousness of the offense, how long ago it happened, and how it relates to the duties of the role, which for store positions often involve cash handling and unsupervised shifts. Many states and cities have adopted "ban-the-box" laws that limit when an employer may ask about criminal history in the application process. Candidates are encouraged to answer honestly and to be ready to discuss their background if asked.

Candidates are typically asked to give written consent before screening begins, usually through a disclosure form presented after a conditional offer. Expect to provide a full legal name, date of birth, Social Security number, and address history, and, for driving roles, a driver's license number and state. Accurate information helps ensure searches run in the correct jurisdictions and reduces the chance of delay caused by name or address mismatches.

The Fair Credit Reporting Act is a federal law governing how consumer reporting agencies collect, use, and share background check information. Employers must obtain written consent before ordering a report, must provide a copy of the report and a summary of rights before taking adverse action based on it, and must give the candidate an opportunity to dispute inaccurate information before the decision becomes final. For a fuller explanation of how the FCRA works together with Equal Employment Opportunity Commission guidance, see this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Murphy USA may see and gives you time to correct potential inaccuracies before they affect your application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To showcase verified credentials to recruiters and hiring managers, build a free Checkr Profile.

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.