Optics Planet: Hiring, Background Check & Employment Verification FAQs

OpticsPlanet was founded by Mark Levitin and Pavel Shvartsman, who entered the optics industry as the exclusive North American wholesale distributor of LOMO products before launching OpticsPlanet in 1999 to build a direct-to-consumer e-commerce destination for optics. The founders bootstrapped the company using their own private funding and launched the flagship e-commerce site, OpticsPlanet.com, in 2000. The company is headquartered in Northbrook, Illinois, just outside Chicago.

OpticsPlanet grew rapidly, achieving annual revenue exceeding $163 million and a staff of roughly 300 employees, earning recognition as one of the fastest-growing private companies in the United States according to Inc. Magazine rankings. The company has built a catalog exceeding 700,000 products from approximately 2,500 brands across roughly 300 specialty categories, serving customers ranging from hobbyists and outdoor enthusiasts to law enforcement and U.S. government agencies. OpticsPlanet has also generated media attention for novelty product bundles, such as its Zombie Kit and other themed gear packages, and was the first company to offer prescription lens inserts for Google Glass devices in 2014.

OpticsPlanet's workforce includes e-commerce and customer service staff, warehouse and fulfillment personnel who pick, pack, and ship orders, merchandising and supply chain management professionals, and technical product specialists who assist customers with specialized gear selections. Given the nature of some products sold, including firearm accessories and law enforcement equipment, certain roles may involve additional regulatory considerations.

Company culture and employee programs: OpticsPlanet describes its approach to customer service and value using the phrase "common sense," emphasizing broad selection, competitive pricing, and a knowledgeable team as differentiators from competitors. The company has continued to innovate its e-commerce experience, including launching a mobile shopping app. Benefits, scheduling, and advancement opportunities can vary by role, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the e-commerce and specialty retail industry, including OpticsPlanet, 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.

OpticsPlanet is generally reported to conduct background checks as part of its hiring process, which is standard for e-commerce and warehouse employers, particularly given that the company sells firearm-related accessories and equipment subject to regulatory considerations.

The hiring process for warehouse and customer service roles at OpticsPlanet 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 an e-commerce 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, particularly for positions involving handling of firearm-related products or accessories. 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 OpticsPlanet 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 OpticsPlanet 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.