Ollie's Bargain Outlet: Company Profile & Background Check FAQs

Ollie's Bargain Outlet was founded in 1982 in Mechanicsburg, Pennsylvania, by Morton Bernstein, Mark Butler, Harry Coverman, and Oliver "Ollie" Rosenberg, the company's namesake, whose cartoon caricature still appears in the chain's advertising. The first store opened on July 29, 1982, selling surplus and overstock items, and the concept caught on. The company is headquartered in Harrisburg, Pennsylvania, and became a public company in July 2015, trading on Nasdaq under the ticker OLLI.

The retailer's business model centers on buying closeouts, manufacturer overruns, overstocks, and packaging changes in bulk directly from manufacturers and other retailers, then selling that merchandise at steep discounts. As of September 2025, the chain operated 618 stores across 34 states, supported by distribution centers including facilities in York, Pennsylvania, and Commerce, Georgia. The company's annual sales first passed 1 billion dollars in 2017, and in 2025 it purchased 63 store leases from the shuttered Big Lots chain to fuel further expansion.

Ollie's employs thousands of associates across its stores, distribution centers, and corporate offices. Typical roles include sales associates, cashiers, department supervisors, store team leaders and co-team leaders, warehouse and distribution workers, and corporate positions in buying, logistics, and finance. Retail roles involve cash handling, inventory management, and customer interaction, factors that commonly shape how large retailers approach pre-employment screening.

Company culture and employee programs: Ollie's cultivates a playful, bargain-hunting brand identity, and its store culture reflects the fast-changing nature of closeout retail, where merchandise varies from week to week. The company also runs the Ollie's Cares charitable program supporting organizations such as Feeding America and Toys for Tots. Benefits vary by role, location, and full-time or part-time status, but large retailers commonly offer:

Candidates should confirm current benefit details for a specific position during the hiring process.

Yes. Employers in the retail industry, including Ollie's Bargain Outlet, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow applicable federal, state, and local laws. In the United States, background screening through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which requires written consent, proper disclosures, and adverse action procedures. State and local fair hiring laws may add further requirements.

Ollie's is generally reported to conduct background checks as part of its hiring process, particularly for management and distribution roles, which is consistent with standard practice across the retail industry. Store associates handle cash, merchandise, and customer transactions, so screening is a routine step for retailers. The specific scope of an Ollie's background check may vary by position, state, and store, so candidates should review the disclosure documents they receive during hiring.

While steps can vary by location and role, the Ollie's hiring process typically begins with an online application through the company's careers site or an in-store inquiry. Candidates may complete a brief phone screening followed by an in-person interview with a store team leader or, for supervisory roles, a district manager. Candidates who receive a conditional offer may be asked to consent to a background check before their start date is confirmed, with screening depth often varying by the level of the role.

Turnaround time depends on the searches ordered, court and agency responsiveness, and how many jurisdictions appear in a candidate's history. Many retail background checks are completed within a few business days, while reports involving county courthouse research in multiple locations can take longer. Candidates can learn more by reviewing background check turnaround times.

The employer determines which searches to include. For a role at a discount retailer like Ollie's, a background check may include some or all of the following:

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

Lookback periods depend on the type of search and the laws of the state where the candidate lives or works. Under the FCRA, consumer reporting agencies generally cannot report most negative information older than seven years, though criminal convictions can often be reported further back under federal law, with exceptions for certain higher-salary positions. Some states impose stricter limits, so candidates may see different lookback windows applied to different searches in the same report.

Ollie's does not publish a detailed public policy on hiring candidates with felony records, and decisions are typically made on a case-by-case basis. Employers commonly consider the nature and severity of the offense, how much time has passed, and the responsibilities of the role. Pennsylvania and many other states and cities have "ban-the-box" laws or fair hiring rules that limit when employers can ask about criminal history. Candidates with records are encouraged to answer application questions honestly and be prepared to provide context if asked.

Candidates will typically be asked to provide written consent before a background check is initiated, usually through a standalone disclosure and authorization form. Applicants should be prepared to supply accurate personal information, including full legal name, date of birth, Social Security number, and address history. Accurate information helps ensure searches cover the correct jurisdictions and keeps the hiring process moving.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information. Employers must obtain written consent before ordering a report, and if they intend to take adverse action based on the results, they must provide the candidate a copy of the report and a summary of rights, along with an opportunity to dispute inaccurate information before a final decision. For a deeper overview, read this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Ollie's Bargain Outlet may see and helps 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.