New York Post: Hiring, Background Check & Employment Verification FAQs

According to News Corp, the New York Post was founded in 1801 by Alexander Hamilton and is America's oldest continuously published newspaper. It began as the New-York Evening Post and is published in New York City today. The paper is owned by NYP Holdings, Inc., a News Corp company, and News Corp describes the Post's move to a digital-first newsroom as a way to increase its reach and influence.

The company's careers page describes the New York Post, Page Six and Decider as brands that provide readers with national news, sports, entertainment and lifestyle coverage, with a tone it calls witty, irreverent and authoritative. Beyond editorial, the Post sells advertising and partnership products, and its site lists teams and offerings such as Post Studios, case studies and ad specifications across digital, print, video and audio formats.

Because of that mix, the roles at the Post are generally reported to span newsroom and editorial positions, digital and video production, sports, entertainment and lifestyle content, and business-side work such as advertising and partnerships. The careers page also highlights a leadership section, a life-at-the-Post section, community impact and an internship program.

Company culture and employee programs: The Post's careers page says it is growing and invites candidates to join a team it describes as diverse, creative and passionate. It lists wellness and benefits grouped under physical, emotional, financial, caregiving and lifestyle headings, along with an internship program and a frequently asked questions section. Specific pay, benefits and schedules typically vary by role, department and employment type, so candidates should confirm details with the employer during the hiring process.

Yes. Employers in the media and publishing industry, including the New York Post, 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, employment background screening is governed by the Fair Credit Reporting Act (FCRA), which sets requirements for candidate consent, disclosure and adverse action. New York City's Fair Chance Act and Article 23-A of New York's Correction Law add their own rules on when and how employers may consider criminal history.

The New York Post is generally reported to conduct background checks as part of hiring, though the company does not publish the details. Large media employers commonly verify identity, employment history and, for some roles, education, and the scope of the NY Post background check may vary by role, department and whether a position is full-time, part-time or an internship.

The NY Post hiring process typically begins with an online application through its careers page, followed by one or more interviews with a hiring manager or team. Editorial roles may include a portfolio or clips review, an editing test or a writing exercise, while business-side roles may involve a case discussion. Candidates who receive a conditional offer are usually asked to consent to a background check before a start date. Steps and timing may vary by role and department.

A NY Post background check can take a few days or longer depending on the searches ordered, how quickly courts and past employers respond and the candidate's history across places. Searches across several counties or states and verifications with former employers can add time. Candidates who want more detail can review background check turnaround times.

The components of a background check are chosen by the employer. For a role at a media company like the New York Post, a check may include some or all of the following:

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

The New York Post may require a drug test for certain roles, but it does not publicly state a policy and is generally reported to vary by position. Most newsroom and office roles are less likely to involve testing than roles with safety-sensitive duties, such as driving or equipment operation. Candidates can ask the hiring manager or recruiter whether testing applies to the job they are pursuing.

The lookback period for a background check depends on the type of search and the laws of the state or country where the candidate lives or worked. In the United States, the FCRA generally limits consumer reporting agencies from reporting most negative information older than seven years, with certain exceptions for higher-salary positions and specific record types such as convictions. Some states have stricter limits. Candidates with records in multiple jurisdictions may see different lookback windows applied to different searches within the same report.

The New York Post's policies on candidates with felony records are not publicly detailed, and hiring decisions are typically made case by case. Factors that may influence a decision include the nature of the offense, how much time has passed and the duties of the role. New York City's Fair Chance Act generally bars most employers from asking about or considering criminal history until after a conditional offer, and Article 23-A of New York's Correction Law governs how employers may consider a record. Many states and cities have enacted "ban-the-box" laws that restrict when employers can ask about it. Candidates are encouraged to be honest on an application.

Candidates for NY Post roles will typically be asked to give written consent before a background check begins, usually on a disclosure form provided during the hiring process. They should be ready to provide a full legal name, date of birth, Social Security number and address history so searches are run in the right places. Accurate information, including work and education history, 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. Under the FCRA, employers must obtain written consent before running a background check, provide a copy of the report and a summary of rights if they intend to take adverse action based on the results, and allow the candidate an opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA applies to background checks, visit Fair Credit Reporting Act (FCRA).

Employment and education verification are common in media hiring, and the NY Post may verify a candidate's stated work history and credentials for editorial and business roles. The company does not publish which verifications apply to which jobs, so candidates should make sure the titles, dates and degrees on a resume match what former employers and schools would confirm. Discrepancies found during verification can lead to follow-up questions, and candidates have the right to dispute inaccurate information under the FCRA.

Running a personal background check with Checkr lets you preview what the New York Post 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.