Norfolk Southern: Hiring, Background Check & Employment Verification FAQs

Norfolk Southern Railway is a Class I freight railroad operating in the Eastern United States. The company was formed in 1982 through the merger of the Norfolk and Western Railway and the Southern Railway, and its predecessor lines date to the early 19th century. Norfolk Southern Corporation is publicly traded on the New York Stock Exchange under the symbol NSC.

The company was headquartered in Norfolk, Virginia, for decades before it moved to Atlanta, Georgia, where a new headquarters building in Tech Square opened in 2021. Published company information says the railroad serves 22 states and the District of Columbia. Its network carries intermodal containers and trailers along with automotive goods, chemicals, metals, construction materials, agricultural products, and coal.

Norfolk Southern's careers site says the company has about 20,000 employees, including roughly 16,000 in the field and more than 3,300 at its Atlanta headquarters. The job families it highlights include train crews and dispatchers; mechanical, electrical, and other trades; field operations leadership; and technology and innovation, along with early-career, veteran, and paid internship programs.

Company culture and employee programs: Norfolk Southern's careers site describes training programs and cross-functional experiences meant to help employees develop their skills, along with compensation and retirement benefits that include benefits from the Railroad Retirement Board. It also highlights programs for veterans, a Women in Operations group, and a paid internship program. Pay, benefits, and schedules typically vary by craft, location, and role, so candidates should confirm specifics during the hiring process.

Yes. Employers in the railroad and freight transportation industry, including Norfolk Southern, are legally permitted to conduct pre-employment background checks, provided they follow federal, state, and local law. In the United States, the Fair Credit Reporting Act (FCRA) governs how third-party reports are used, including consent, disclosure, and adverse action. Railroads are also subject to federal safety rules that add testing requirements for certain jobs.

Norfolk Southern is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice in freight rail. Railroads place employees in safety-sensitive roles, near heavy equipment, and in positions with access to rail infrastructure and technology systems. The scope of the Norfolk Southern background check may vary by craft, role, and location.

The Norfolk Southern hiring process typically begins with an online application on the company's careers site, where candidates can search jobs and check the status of an application. Candidates may then complete one or more interviews with recruiters or hiring managers, and operating roles may include additional assessments. Those who receive a conditional offer are generally asked to consent to a background check and to complete pre-employment requirements, such as a drug test, before they start. Steps may vary by position and location.

Many background checks are returned within a few business days, though a Norfolk Southern background check may take longer when the candidate has records in several jurisdictions. For railroad operating roles, other pre-employment steps, such as a drug test and medical or physical assessments, may also affect the overall timeline before a start date. Candidates can review background check turnaround times to see what affects speed.

A background check may reveal criminal records, identity details, employment history, and driving records, depending on the role. For a position at Norfolk Southern, a check may include some or all of the following:

Candidates should review the disclosure and consent forms they receive to see which searches apply to their specific role.

Norfolk Southern is generally reported to drug test applicants for safety-sensitive railroad roles, because federal rules require railroads to test individuals before they perform regulated service. Under the Federal Railroad Administration's pre-employment drug testing rule, a railroad must ensure that a person undergoes a DOT drug test, with a result that does not indicate misuse of a controlled substance, before performing regulated service for the first time. Office and technology roles may not carry the same requirement, and testing may vary by role and location. Candidates should confirm requirements for their position in the job posting or offer paperwork.

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.

Norfolk Southern is generally reported to review candidates with criminal records case by case, though the company does not publish a detailed policy on felony convictions. Factors that may matter include the type of offense, how much time has passed, and the duties of the role, particularly safety-sensitive positions. Many states and cities have enacted "ban-the-box" laws that limit when employers may ask about criminal history, so rules may differ depending on where the job is based. Candidates should answer application questions honestly.

Candidates for Norfolk Southern roles will typically be asked to provide written consent before a background check begins. Applicants should be ready to provide accurate personal details, including full legal name, date of birth, address history, and Social Security number. Operating roles may also require a valid driver's license, a drug test, and medical or physical assessments, and employment history may be verified. Accurate information helps searches run in the right jurisdictions and avoids 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).

Safety-sensitive roles such as train crews and dispatchers may involve more screening than office positions. Beyond a criminal history search, steps may include a federally required pre-employment drug test, medical and physical assessments, and in some cases a motor vehicle record review. The careers site lists train crews and dispatchers as one of its main job families, and the exact steps may vary by position, craft, and location. Candidates should read the job posting and offer paperwork to see which steps apply.

Running a personal background check with Checkr lets you preview what Norfolk Southern 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.