Pactiv Evergreen: Hiring, Background Check & Employment Verification FAQs

Pactiv Evergreen was formed in September 2020 through the initial public offering of Reynolds Group Holdings Limited, combining two long-established packaging businesses: Pactiv LLC and Evergreen Packaging LLC. Pactiv's roots trace back through a complex corporate lineage; its predecessor was part of Tenneco Packaging Inc., which was spun off from Tenneco Inc. in November 1999 and renamed Pactiv Corporation, before Reynolds Group Holdings acquired Pactiv in November 2010 and combined its foodservice business with Reynolds's existing operations. Separately, Evergreen Packaging's predecessor beverage carton business traces back to 1946, when International Paper Company entered the beverage packaging industry, pioneering breakthroughs including PE-coated cartons and barrier board technology; Reynolds Group Holdings acquired International Paper's beverage packaging business in January 2007 and renamed it Evergreen, later expanding it with the 2007 acquisition of Blue Ridge Paper Products.

Pactiv Evergreen is headquartered in Lake Forest, Illinois, and operates through three primary business segments: Foodservice, Food Merchandising, and Beverage Merchandising, manufacturing custom and stock foam, plastic, aluminum, pressed-paperboard, PE-coated board, and molded-fiber packaging products. The company has continued to emphasize sustainability, setting a goal to derive 100% of net revenues from products made with recycled, recyclable, or renewable materials by 2030, and has supported community food donation programs. In April 2025, Novolex, another major packaging company, completed the acquisition of Pactiv Evergreen for approximately $6.7 billion, bringing the company under new ownership.

Today, Pactiv Evergreen operates dozens of manufacturing plants, warehouses, and distribution centers across 16 or more states, employing between 14,000 and 20,000 people depending on the reporting period. Pactiv Evergreen's workforce includes manufacturing and production line employees, quality assurance staff, warehouse and distribution personnel, and corporate functions supporting its extensive packaging operations.

Company culture and employee programs: Pactiv Evergreen describes its mission as "packaging a better future," emphasizing innovation and sustainability across its manufacturing processes. The company has a stated culture of continuous improvement, seeking to optimize business operations from products to manufacturing and distribution processes. Benefits, training, and advancement opportunities can vary by role and facility, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the packaging manufacturing industry, including Pactiv Evergreen, 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.

Pactiv Evergreen is generally reported to conduct background checks as part of its hiring process, which is standard for large manufacturing employers, particularly for production roles involving heavy equipment and machinery operation.

The hiring process for manufacturing and production roles at Pactiv Evergreen 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 manufacturing 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 Pactiv Evergreen 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 Pactiv Evergreen 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.