Nordstrom: Company Profile & Background Check FAQs

Nordstrom traces its roots to 1901, when John W. Nordstrom and Carl F. Wallin opened a shoe store in Seattle, Washington. Using $13,000 John had saved from prospecting during the Klondike Gold Rush, the partners built a retail business that grew steadily through the first half of the twentieth century. By 1963, the company had expanded into clothing and rebranded as Nordstrom Best, then simplified the name to Nordstrom in 1973. The company went public on the New York Stock Exchange under the ticker JWN in 1971, with the Nordstrom family maintaining significant ownership stakes and active leadership roles throughout its history. In 2025, the Nordstrom family and Mexican retail company El Puerto de Liverpool completed an all-cash buyout, taking the company private.

Today, Nordstrom operates two primary retail banners. Full-line Nordstrom stores carry designer and contemporary fashion, shoes, accessories, beauty, and home goods. Nordstrom Rack, the company's off-price division, offers clearance merchandise from full-line stores alongside specially purchased goods at reduced prices. Both banners are supported by digital channels at Nordstrom.com and Nordstromrack.com. The company also operates Nordstrom Local service hubs in select markets, which focus on alterations, order pickup, and style services rather than carrying inventory.

With roughly 100 full-line Nordstrom stores and approximately 250 Nordstrom Rack locations across the United States and Canada, the company employs approximately 55,000 people in roles spanning retail sales, customer service, distribution, corporate functions, and technology.

Company culture and employee programs:

Nordstrom offers an employee merchandise discount, flexible scheduling options, and career development resources across its store and corporate workforce. The company has internal mobility programs that allow employees to move between departments and brands. Benefits for eligible employees include health coverage, retirement savings plans, and paid time off. Nordstrom Rack positions follow similar benefit structures, though specific eligibility criteria vary by role, hours worked, and location.

Yes. Nordstrom conducts background checks as part of its hiring process for most positions, including roles at full-line Nordstrom stores, Nordstrom Rack locations, distribution centers, and corporate offices. Background checks at Nordstrom Rack follow the same general process as those for full-line store positions. The specific screenings ordered may vary based on the position, location, and job requirements. Seasonal and temporary hires may also be subject to background screening as a condition of their contingent offers.

Most employment background checks can be completed in three to five business days, but timing varies with the screenings ordered and record accessibility. Several factors can extend the timeline beyond the typical window:

See Checkr's guide to background check turnaround times for more detail on what affects processing speed.

A Nordstrom background check report may include:

The specific screenings conducted depend on the position applied for, applicable state regulations, and Nordstrom's internal hiring requirements for that role.

Look-back periods vary by state law, position, and the CRA's data sources. Many employers focus on the past seven years for most convictions, though this can differ based on the nature of the role and local regulations. Some states limit how far back employers may review criminal history, while others permit longer look-back periods for certain positions. Candidates should review applicable state fair-chance or "ban-the-box" laws to understand local limits that may apply to their situation.

The Fair Credit Reporting Act (FCRA) requires employers to obtain written consent before ordering a background report, provide a copy of the report plus a "pre-adverse action" notice if they may take negative action, and allow the candidate time to dispute errors before a final decision is made. If Nordstrom decides not to hire a candidate based in whole or in part on background report findings, the company must provide a copy of the report, a summary of FCRA rights, and a reasonable review period before finalizing any adverse action. EEOC guidance also recommends an individualized assessment that considers the nature of an offense, its age, and its relevance to the job responsibilities in question.

Nordstrom evaluates candidates with felony convictions on an individualized basis rather than applying an automatic disqualification policy. Factors that typically influence the assessment include the nature and severity of the offense, how much time has passed since the conviction, and whether the offense is relevant to the responsibilities of the position being sought. Federal EEOC guidance encourages this type of individualized review to reduce the risk of discriminatory hiring outcomes. Additionally, ban-the-box laws in a number of states and municipalities limit when and how employers may consider conviction history during the hiring process. Candidates with felony records are generally encouraged to be straightforward about their background and to highlight qualifications and any steps taken toward rehabilitation.

Nordstrom applies the same individualized assessment approach to misdemeanor convictions as it does to more serious offenses. Recency and relevance to the position are key considerations. Minor misdemeanors that occurred several years in the past and bear no direct connection to the duties of the role are less likely to affect a hiring decision than recent offenses or those directly related to job responsibilities. State and local fair-chance hiring laws may further limit how misdemeanor history is considered, particularly for lower-level convictions or arrests that did not result in conviction.

Nordstrom's background check reviews focus on a few core areas. For retail positions across both full-line stores and Nordstrom Rack locations, criminal history related to theft, fraud, or dishonesty carries particular weight given the cash-handling and merchandise-handling nature of the work. Identity verification through an SSN trace is standard. Employment history is checked to confirm the accuracy of information provided on the application. For positions that require driving, a Motor Vehicle Record check may be included. Education verification is typically ordered for roles where specific credentials are a stated qualification. Corporate and technology roles may involve additional screenings aligned with the access and responsibilities associated with those positions.

The Nordstrom hiring process generally follows these steps:

Running a personal background check with Checkr lets you preview what Nordstrom may see and identify 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 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.

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.