NFI Industries: Hiring, Background Check & Employment Verification FAQs

NFI's Our Story page says the company has been family owned and operated since 1932, when Israel Brown established National Hauling out of Vineland, New Jersey, starting with a gravel-hauling truck business. The page says what began as a single-truck company has expanded into a multi-faceted third-party logistics provider serving all of North America, and it describes four generations of the Brown family.

NFI's website lists solutions that include distribution, e-commerce fulfillment, dedicated transportation, port services, transportation management, freight brokerage, and intermodal services. It says NFI has provided transportation since 1932 and describes the company as consistently ranking as a top third-party logistics provider, a claim that comes from the company itself. NFI's careers site lists a Camden, New Jersey, address.

The careers site organizes jobs into paths. Distribution roles are for front-line employees, driver opportunities are for experienced, new, and contract drivers, and early career programs are for students, recent graduates, and former drivers. Field operations roles sit in transportation, port services, and fleet maintenance, and office and support services roles span areas such as finance, human resources, freight brokerage, and real estate. The site also lists a technician track and sections for military resources and the SheDrives program.

Company culture and employee programs:

NFI says its dedication to serving employees and communities is part of why it ranks as a top place to work, a claim that comes from the company itself. The careers site stresses opportunities for experienced, new, and contract drivers and for people who want to return to trucking. Pay, benefits, and schedules vary by role, location, and whether a job is hourly or salaried, so candidates should confirm details during the hiring process.

Yes. Employers in the logistics and transportation industry, including NFI Industries, are legally permitted to conduct pre-employment background checks, provided they follow the Fair Credit Reporting Act (FCRA) and applicable state and local laws. Because NFI hires drivers, warehouse workers, and office staff in many locations, the rules that apply may differ by job and state.

NFI Industries is generally reported to conduct background checks as part of its hiring process, though the exact checks may vary by role and location. This fits logistics industry practice, where employees may drive commercial vehicles, handle freight, or work in secure port and warehouse facilities. NFI does not publish a detailed screening policy on its public pages, so candidates should review the consent forms they receive.

The NFI Industries hiring process typically begins with an online application through the NFI careers site. Candidates can search jobs by path or location and sign up for job alerts, and current employees use a separate internal portal. Selected applicants generally complete one or more interviews, and candidates who receive a conditional offer are usually asked to consent to a background check and other requirements, such as a driving record review for drivers, before starting.

An NFI background check often comes back within a few business days, though the time varies by the searches ordered. Turnaround depends on the searches ordered, how quickly courts and agencies respond, and how many places a candidate has lived or worked. Searches that cover several counties or states, or that require contacting past employers, can take longer than a single-county search. Candidates who want more detail on typical timelines can review background check turnaround times.

The employer decides which searches to run. For a logistics role at NFI Industries, a background check may include some or all of the following:

Candidates should review any disclosure and consent forms provided during the hiring process to understand which searches will be conducted for their specific role.

NFI Industries may require a drug test for certain roles, but it does not publish a company-wide policy on its public pages, so the answer can vary by position. Commercial driving jobs are typically covered by federal Department of Transportation drug and alcohol testing rules, which can include pre-employment testing, and warehouse and field roles may have requirements of their own. Candidates should read the disclosure forms and ask their recruiter what applies to the job.

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.

NFI Industries does not publish a detailed policy on hiring people with felony records, and decisions are typically made case by case. Factors that may matter include the type of offense, how long ago it occurred, and the duties of the role, such as driving a commercial vehicle or working in a secure facility. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates should answer applications honestly and be ready to discuss their background.

Candidates will typically be asked for written consent before a background check begins, usually through a disclosure form provided during the hiring process. Applicants should be ready to supply accurate personal information, including full legal name, date of birth, Social Security number, and address history, because accurate details help searches run in the right places and avoid delays. Driver applicants may also be asked for license details, and requirements can differ by job type and state.

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).

An NFI driver background check typically includes a review of the candidate's driving record in addition to a criminal history search. Commercial drivers are generally subject to federal rules that look at license status, driving history, and pre-employment testing, and NFI's careers site lists opportunities for experienced, new, and contract drivers. Exact requirements depend on the type of driving job, the vehicle class, and the state, so candidates should review the job posting and consent forms.

NFI's careers site lists early career programs and a military resources section. The early career programs are described as aimed at college and vocational students, recent graduates, and former drivers who want to return to trucking, and the site also features the SheDrives program. Candidates in these programs may go through the same pre-employment screening as other applicants, depending on the role.

Running a personal background check with Checkr lets you preview what NFI Industries 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.

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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.