Pacific Sales Kitchen and Home: Hiring, Background Check & Employment Verification FAQs

Pacific Sales was founded in 1960 by Jerry Turpanjian, growing into a well-regarded Los Angeles-area retailer of high-end kitchen appliances, bathroom fixtures, and home furnishings, carrying premium brands such as Kohler, Hansgrohe, Sony, and Pioneer Elite. The company built its reputation around a showroom retail format catering to both individual homeowners undertaking remodels and professional builders. By the mid-2000s, Pacific Sales operated 14 showrooms across Southern California, employed roughly 350 people, and generated about $320 million in annual revenue.

In December 2005, Best Buy announced its acquisition of Pacific Sales for approximately $410 million, with the deal closing in early 2006. Unlike some other Best Buy acquisitions that were absorbed into the main Best Buy brand, the decision was made to keep the Pacific Sales brand and company structure largely intact, allowing it to continue operating under its own name and specialized showroom format. Pacific Sales has since expanded well beyond its original Southern California base to more than 200 locations, including standalone showrooms and sections within larger Best Buy stores across states including Arizona, Nevada, Texas, Hawaii, and California.

Pacific Sales' workforce includes non-commissioned sales associates, delivery and installation coordination staff, and showroom managers. The company also offers services including financing, delivery, haul-away, tech support, and in-home consultations, requiring staff who support the full customer purchase and installation journey for major kitchen and home appliances.

Company culture and employee programs: Pacific Sales emphasizes a low-pressure, non-commissioned sales approach and a premium, one-stop showroom experience for high-end home appliance and fixture purchases. As part of the larger Best Buy organization, Pacific Sales employees may have access to broader corporate resources and career paths within Best Buy's retail network. Benefits, scheduling, and advancement opportunities can vary by location, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the specialty appliance and home goods retail industry, including Pacific Sales, 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.

Pacific Sales is generally reported to conduct background checks as part of its hiring process, which is standard for specialty retail employers, particularly for sales roles involving high-value transactions and, for delivery-related positions, driving.

The hiring process for showroom and sales positions at Pacific Sales typically includes an application, an interview with a store 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 specialty retail sales 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.

Running a personal background check with Checkr lets you preview what Pacific Sales 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 Pacific Sales 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.