Northern Tool + Equipment: Hiring, Background Check & Employment Verification FAQs

Northern Tool + Equipment was founded in 1980 or 1981 by Don Kotula, who began selling log splitters and hydraulic equipment out of his garage in Eagan, Minnesota, under the name Northern Hydraulics. The company opened its first brick-and-mortar store and mailed its first catalog in 1981, gradually expanding its product range beyond hydraulics into a broader assortment of tools and equipment. The company rebranded as Northern Tool + Equipment in 1998 and launched its e-commerce website in 1999. Northern Tool remains headquartered in Burnsville, Minnesota.

Over more than four decades, Northern Tool has grown into a billion-dollar company offering more than 70,000 to 100,000 tools and equipment items through more than 130 retail stores across roughly 22 to 24 states, along with catalog and online sales channels. The company owns a portfolio of private-label brands, including NorthStar, Powerhorse, Klutch, Strongway, and Ironton, alongside products from major national brands such as STIHL, Milwaukee, and Honda. Northern Tool remains connected to its founding family, with leadership continuity emphasized as part of the company's identity.

Northern Tool's workforce includes retail sales associates, warehouse and distribution staff, customer service and contact center representatives, and corporate roles supporting its manufacturing and private-label product lines. The company also operates global manufacturing and support operations, including a second headquarters location in Hyderabad, India.

Company culture and employee programs: Northern Tool positions its culture around a family-business heritage and a focus on building lasting customer relationships through knowledgeable, helpful service. The company describes its workforce as an extension of the founding family, emphasizing long employee tenure and a people-first approach. Benefits, scheduling, and advancement opportunities can vary by role and location, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the specialty tool and equipment retail industry, including Northern Tool, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with applicable federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires employers to obtain written consent, provide disclosures, and follow adverse action procedures.

Northern Tool is generally reported to conduct background checks as part of its hiring process, which is standard for retail and warehouse employers, particularly for roles involving equipment operation and inventory access.

The hiring process for store and warehouse roles at Northern Tool typically includes an application, an interview with a hiring manager, and a background check prior to a final offer.

Background check timelines can vary based on the type of screening requested and how quickly records can be verified. Learn more about typical background check turnaround times to understand what factors can affect the process.

A typical pre-employment background check for a retail or warehouse role may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though state laws may extend or restrict this timeframe depending on the type of record and jurisdiction.

Hiring decisions involving candidates with criminal records are generally made on a case-by-case basis, taking into account the nature of the offense, how much time has passed, and its relevance to the role. Some states have adopted "ban-the-box" laws that restrict when employers can ask about criminal history during the hiring process.

Candidates can generally expect to provide personal information such as full legal name, date of birth, and Social Security number, along with signed consent authorizing the background check, in compliance with FCRA requirements.

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how employers can use background check information in hiring decisions. It requires employers to notify candidates before running a check, obtain written consent, and follow specific adverse action procedures if a decision is made based on background check results.

What if I disagree with something in my background check?

Under the FCRA, if you believe your background check report contains inaccurate information, you have the right to dispute it directly with the consumer reporting agency that prepared the report. The agency is generally required to investigate the dispute, typically within 30 days, and to correct or remove any information it cannot verify as accurate. If Checkr conducted the background check, dispute instructions are included in the notification sent to your Checkr candidate account.

Can I see a copy of my own background check report?

Yes. Under the FCRA, if a background check is used to make an adverse hiring decision, you are entitled to receive a copy of the report along with a summary of your rights under the law before the decision becomes final.

Running a personal background check with Checkr lets you preview what Northern Tool + Equipment may see during the hiring process, helping you address any concerns before you apply. A personal background check can include:

Learn more about Checkr Personal Background Checks and explore your Checkr Profile to see what information may appear in your own background check.

If you're a candidate with a background check in progress through Checkr as part of your application to Northern Tool + Equipment or another employer, you can check your status through the Candidate Portal. For additional support, visit the Checkr Help Center.

The information provided in this article does not, and is not intended to, constitute legal advice. All information is for general informational purposes only. Checkr does not guarantee the accuracy, completeness, or usefulness of this information and is not responsible for any errors or omissions, or for the results obtained from the use of this information. This article may contain links to other third-party websites. Such links are only for the convenience of the reader. Checkr does not endorse the contents of the third-party sites and disclaims any affiliation with the companies mentioned in this article unless otherwise stated.