Orgill: Hiring, Background Check & Employment Verification FAQs

Orgill was founded in 1847 in Memphis, Tennessee, and is one of the oldest continuously operating businesses in the region. The company is privately held and describes itself as the world's largest independently owned hardlines distributor. It relocated its headquarters from Memphis to nearby Collierville, Tennessee, where its corporate campus and a large customer-facing concept center are located.

Orgill's core business is wholesale distribution rather than retail. The company reports annual sales now exceeding $3.7 billion and states that it serves more than 13,000 retail locations across the United States, every province and territory in Canada, and 50 additional countries worldwide. Its customers range from single-store hardware retailers to multi-location home centers, professional dealers, and farm and ranch stores, and its vendor relationships include Stanley Black & Decker, 3M, and Sherwin-Williams.

Several subsidiaries extend the business. Orgill Canada tailors distribution for the Canadian market. Central Network Retail Group, or CNRG, operates more than 140 hardware stores, home centers, and lumberyards across 16 states under 17 brands, giving the parent company a live testbed for retail strategies. Orgill Services offers consulting and support to dealers in areas including marketing and human resources. The company also runs large regional distribution centers across North America, including a facility in Tifton, Georgia.

Because the business is built on moving physical goods, a substantial share of the workforce sits in distribution and transportation: warehouse selectors and order pickers, forklift and material handling equipment operators, receiving and inventory staff, shipping coordinators, and dedicated CDL truck drivers who deliver to retail customers. Beyond the warehouse, Orgill employs field sales representatives, category and merchandising staff, IT and e-commerce teams, finance, and corporate support roles at its Collierville headquarters.

Company culture and employee programs:

Orgill's stated mission is to help its customers be successful, and the company frames much of its employee-facing messaging around long tenure and career progression within distribution operations. Distribution center work is physical and shift-based, and training commonly includes safety certification and powered equipment operation. Driving roles require commercial licensing and ongoing regulatory compliance. Benefits, shift differentials, and schedules vary by facility and role, and candidates should confirm details with the recruiter for the specific location they are applying to.

Yes. Employers in the wholesale distribution and logistics industry, including Orgill, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow applicable federal, state, and local law. In the United States, the Fair Credit Reporting Act (FCRA) governs employment screening, requiring standalone disclosure, written consent, and a defined adverse action sequence. Roles that involve operating a commercial motor vehicle are subject to additional federal requirements administered by the Department of Transportation.

Orgill is generally reported to conduct background checks as part of its hiring process, consistent with common practice among large distributors. Warehouse employees work with high volumes of inventory in secured facilities, and drivers operate company vehicles on public roads and represent the company at customer sites. The scope of an Orgill background check is not published and may vary by role, by distribution center, and by whether the position requires a commercial driver's license.

The Orgill hiring process generally starts with an application through the company's careers site or a job board, followed by a phone screen with a recruiter or facility manager. Distribution center candidates often interview on site and may tour the warehouse, and interviews cover shift availability, physical requirements, and any equipment experience. Driver candidates go through a more involved process reflecting federal requirements, including a review of commercial driving history. A conditional offer typically precedes screening, at which point the candidate signs a disclosure and authorization form. Safety orientation and role-specific training follow before the first full shift.

Turnaround depends on the scope of the report. Database searches often return quickly, while county court records, employment verifications, and license or education confirmations rely on outside parties and can take longer. Candidates can read more about background check turnaround times to set realistic expectations.

The employer determines what the report includes. For a distribution or driving role at a company like Orgill, a background check may include some or all of the following:

The disclosure and authorization documents provided during onboarding list exactly which searches will run for a given position.

Lookback windows are governed by the FCRA and by state law. As a general matter, consumer reporting agencies may not report most negative information older than seven years, with carve-outs for particular record types and for roles paying above a set amount. Some states impose tighter restrictions, which is why two candidates with similar histories can see different results depending on where they live.

Orgill has not published a detailed policy on applicants with felony records, and distribution employers generally evaluate criminal history case by case. Common considerations include the nature and seriousness of the offense, how long ago it occurred, evidence of rehabilitation, and whether the record relates to the responsibilities of the role. A number of states and cities have adopted "ban-the-box" laws restricting when criminal history may be raised and requiring an individualized assessment. Driving roles carry a separate consideration, since certain convictions can disqualify a person from holding a commercial driver's license regardless of an employer's willingness to hire. Candidates should be accurate on the application and prepared to discuss context.

Written consent comes first. Candidates usually receive a disclosure form explaining that a consumer report may be requested, then sign an authorization. From there, applicants are generally asked for their full legal name, any former names, date of birth, Social Security number, and address history. Supplying this accurately up front is the single best way to avoid a stalled report. Candidates for driving positions should be ready to supply their commercial driver's license number, medical certification, and details of prior DOT-regulated employment.

The Fair Credit Reporting Act protects candidates by regulating how background information is gathered and used. Employers must secure written authorization before a report is pulled, must notify a candidate and share the report and a summary of rights before making a final adverse decision, and must leave room for the candidate to correct errors. More detail on the interaction between the Fair Credit Reporting Act (FCRA) and EEOC guidance is available in this introduction.

Commercial driving roles are screened under federal rules in addition to whatever an employer runs commercially. Employers of DOT-regulated drivers are generally required to review the applicant's motor vehicle record, request safety performance history from DOT-regulated employers going back three years, query the federal Drug and Alcohol Clearinghouse, and confirm a valid medical examiner's certificate. Pre-employment drug testing is mandatory for safety-sensitive driving positions. Candidates should also expect their commercial license class and endorsements to be verified against the requirements of the route and equipment they would be assigned.

Running a personal background check with Checkr lets you preview what Orgill may see, so you can correct problems before they reach a hiring manager. A single secure report lets you review:

You can create your report in minutes at Checkr Personal Background Checks. If you would rather show verified credentials up front, build a free Checkr Profile to share with recruiters, hiring managers, or prospective employers.

Track your report in the Candidate Portal. For FAQs, dispute instructions, and ways to reach support, visit the Checkr Help Center.

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.