Nike: Company Profile & Background Check FAQs

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Nike: Company Profile & Background Check FAQs

Nike draws millions of job seekers each year, from retail store associates and corporate professionals to warehouse and distribution workers across the globe. As one of the world's largest footwear and apparel companies, Nike operates thousands of locations and employs a workforce that reflects its broad reach across retail, manufacturing, and corporate functions. Below, we cover Nike's origin story, business operations, and straightforward answers to the most-searched questions about the Nike background check process.

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Nike: Company overview

Nike, Inc. was founded in 1964 as Blue Ribbon Sports by University of Oregon track athlete Phil Knight and his coach Bill Bowerman. The company rebranded as Nike, Inc. in 1971, taking its name from the Greek goddess of victory. Nike went public in 1980 and has grown into one of the most recognized consumer brands in the world.

Headquartered in Beaverton, Oregon, Nike designs, develops, and markets footwear, apparel, equipment, and accessories. The company sells products through its own retail stores, its direct-to-consumer digital platforms, and a network of wholesale partners and distributors. Nike also owns the Converse and Jordan Brand sub-brands.

As of its most recent fiscal year, Nike reported annual revenues of approximately $46.3 billion and employs approximately 79,400 people worldwide. The company operates Nike Direct retail stores and factory outlet locations across North America, Europe, Asia Pacific, and Latin America, in addition to its distribution centers and corporate offices.

Nike is publicly traded on the New York Stock Exchange under the ticker symbol NKE.

Company culture and employee programs:

Nike offers employee product discounts at Nike retail locations and through its online employee store
The company provides health and wellness benefits, including medical, dental, and vision coverage for eligible employees
Nike operates on-site fitness centers at its Beaverton, Oregon campus
Tuition assistance programs are available for eligible employees pursuing continuing education
Nike has published environmental sustainability commitments under its "Move to Zero" initiative, targeting reductions in carbon emissions and waste

Nike background check FAQs

Does Nike do background checks?

Yes. Nike conducts background checks for the majority of its positions, including retail store roles, corporate positions, and warehouse and distribution jobs. The scope of the screening may vary based on the nature of the role, the location of employment, and applicable state and local regulations. Candidates should expect a background check to be part of the standard hiring process for most Nike positions.

How long can a Nike background check take?

Three to five business days is a typical timeframe for a Nike background check to be completed, though actual timelines can vary. Candidates can review general information on background check turnaround times to better understand the process.

Several factors can extend the time needed to complete a background check:

Delays in receiving records from county courthouses, which may have limited staffing or manual record-retrieval processes
International record searches, which depend on the availability of records in the candidate's country of prior residence
Employer or education verification responses that take additional time from third-party institutions
High application volume periods, such as peak retail hiring seasons
Discrepancies between information provided by the applicant and records retrieved during the search

What can be revealed in a Nike background check?

A Nike background check may include several categories of information depending on the position and applicable law. Common components include:

Identity verification: A SSN trace confirms the candidate's identity and surfaces addresses associated with their Social Security Number, which guides where additional record searches are conducted
Criminal history: Searches of county, state, and federal criminal court records for felony and misdemeanor convictions within the lookback period permitted by applicable law
Sex-offender registry: A search of the national sex-offender registry to identify any registrant status
Global watchlists: A review of global watchlists, including the OFAC list and other sanctions, terrorism, and debarment databases
Employment verification: Confirmation of prior employment history as listed on the candidate's application or resume
Education verification: For roles requiring specific degrees or credentials, verification of educational attainment may be conducted
Motor vehicle records (MVR): For positions that involve driving company vehicles or operating equipment, a review of the candidate's driving record may be included
Credit history: For roles with financial responsibility, a review of credit-related information may be conducted in compliance with applicable state laws

How far back can Nike's background check go?

For most positions, background checks in the United States typically look back seven years for criminal history. This seven-year standard aligns with the Fair Credit Reporting Act (FCRA) and the practices of many states. However, the actual lookback period can vary based on several factors:

Some states impose stricter limits on how far back a background check can reach, regardless of the nature of the conviction
Certain roles, particularly those involving financial responsibility, access to sensitive data, or work with vulnerable populations, may be subject to extended lookback periods where permitted by law
"Ban-the-box" laws in many states and municipalities restrict when in the hiring process an employer may ask about criminal history or conduct a background check, and some limit the types of records that can be considered

Candidates with older records should review the laws applicable in their state of employment to understand how those records may factor into a hiring decision.

What is the FCRA and how does it protect candidates?

The Fair Credit Reporting Act (FCRA) is a federal law that governs how consumer reporting agencies collect, use, and share information used in background checks. The FCRA provides candidates with specific rights and imposes obligations on employers who use background check reports in hiring decisions.

Key FCRA employer obligations include:

Disclosure and authorization: The employer must provide the candidate with a clear written disclosure that a background check will be conducted, and must obtain the candidate's written consent before initiating the search
Pre-adverse action notice: If the employer intends to take an adverse action (such as withdrawing a job offer) based on the background check, they must first provide the candidate with a copy of the report and a summary of FCRA rights
Adverse action notice: If the employer proceeds with the adverse action, a formal adverse action notice must be sent to the candidate, identifying the CRA that produced the report and informing the candidate of their right to dispute inaccurate information
Dispute rights: Candidates have the right to dispute inaccurate or incomplete information in their background check report directly with the CRA

What is the Nike background check process?

The Nike background check process generally follows these steps:

Application: The candidate submits an application through Nike's careers portal or in person at a retail location
Interviews: Qualified candidates are contacted for one or more interviews, which may be conducted in person, by phone, or via video
Conditional offer of employment: Nike extends a conditional job offer to the selected candidate, contingent on the successful completion of a background check and any other applicable screening steps
Disclosure and consent: The candidate receives a written disclosure that a background check will be conducted and provides written authorization for the screening to proceed
Background check: A third-party CRA conducts the background check on Nike's behalf, retrieving relevant records based on the position and location
Drug screening (if applicable): Depending on the role and location, Nike may require a pre-employment drug test as part of the screening process
Review and onboarding: Once the background check and any other screenings are complete, Nike reviews the results and, if no disqualifying findings are identified, proceeds with onboarding and orientation

What are Nike background check requirements?

Candidates applying for positions at Nike should be aware of the following background check requirements:

Written consent: Nike must obtain the candidate's written authorization before initiating a background check. This is required under the FCRA and cannot be waived
Accurate application information: Candidates are expected to provide truthful and accurate information on their applications. Discrepancies between application information and background check findings may affect the hiring decision
State and local compliance: The specific requirements of the background check, including the types of records reviewed and the applicable lookback periods, are shaped by the laws of the state and municipality where the position is located
Role-specific screenings: Certain positions may require additional screenings beyond a standard criminal history search. Driving roles may require an MVR check, positions involving financial responsibilities may include a credit check where permitted, and roles requiring specific credentials may include education or license verification

What does Nike look for in a background check?

Nike uses background check results to verify the accuracy of information provided during the application process and to assess whether a candidate's background is consistent with the requirements of the role. Factors that Nike may evaluate include:

The nature and severity of any criminal convictions identified during the search
The relevance of any findings to the specific responsibilities of the position
The amount of time that has passed since any conviction or adverse event
Evidence of rehabilitation or other mitigating circumstances where applicable
Verification that the candidate's stated employment history, education, and credentials are accurate

Nike, like all employers operating under the FCRA and applicable equal employment opportunity (EEO) guidelines, is expected to conduct an individualized assessment of any findings rather than applying blanket disqualification policies. State and local laws may impose additional requirements on how employers evaluate background check results.

Order your own background check

Running a personal background check with Checkr lets you preview what Nike may see before you apply or during the hiring process. Knowing what is in your record gives you the opportunity to identify and address any inaccuracies ahead of time.

A personal background check through Checkr may include:

Criminal history searches, including an SSN trace, sex-offender registry search, and review of global watchlists
Motor vehicle records, which are relevant for candidates applying to warehouse, distribution, or driving roles at Nike

To get started, visit Checkr Personal Background Checks or create a Checkr Profile to share your background check results directly with prospective employers.

Are you a candidate with an open background check with Checkr?

If Nike is using Checkr to process your background check, you can track the status of your report and find support through the Candidate Portal or the Checkr Help Center.

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.