Parts Authority: Hiring, Background Check & Employment Verification FAQs

Founded in 1973 and headquartered in Lake Success, New York, Parts Authority has grown from a regional New York operation into a national aftermarket parts distributor. The company sells primarily through the commercial channel, supplying independent service centers, jobbers, fleets, and national accounts, and it also serves retail and e-commerce customers. Its catalog is built for breadth: company materials describe an inventory exceeding three million parts covering more than 125 million vehicle applications.

Growth has come from a mix of organic expansion and acquisition, with the company absorbing more than a dozen businesses in recent years. At the time of its 2020 majority-stake sale, Parts Authority reported more than 200 locations and nearly 500,000 SKUs distributed, with customers in New York, New Jersey, Pennsylvania, Maryland, Washington DC, Virginia, Ohio, Georgia, Florida, Texas, Arizona, California, Oregon, Washington, Massachusetts, and Utah. The company's own materials now describe a footprint of more than 250 locations across the Northeast, Mid-Atlantic, Midwest, Pacific Northwest, and Southwest.

Ownership is private. In October 2020, Kohlberg & Company signed a definitive agreement to acquire a majority stake in Parts Authority from The Jordan Company, with the existing management team continuing to lead the business and retaining significant ownership, and The Jordan Company keeping a meaningful position as well.

Because the business is built on same-day and next-day parts delivery, the workforce skews heavily toward operations. Typical roles include delivery drivers, counter and inside sales representatives, warehouse and distribution center associates, inventory and logistics staff, store and branch managers, and corporate functions such as purchasing, pricing, e-commerce, and finance.

Company culture and employee programs:

Parts Authority recruits for a mix of entry-level and experienced positions and promotes internally into branch leadership, which is common in parts distribution. Delivery driver roles generally require a valid driver's license and an acceptable driving record, and counter sales roles reward product knowledge and familiarity with vehicle systems. Compensation, benefits, and scheduling vary by location, role, and whether a position is full-time or part-time, so candidates should confirm details with the recruiter or hiring manager during the process.

Yes. Employers in the automotive parts distribution industry, including Parts Authority, 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, employment background screening is governed by the Fair Credit Reporting Act (FCRA), which sets requirements for candidate consent, disclosure, and the adverse action process. State and municipal fair-chance laws add their own timing and notice rules on top of the federal framework.

Parts Authority is generally reported to conduct background checks as part of its hiring process. That is consistent with standard practice among parts distributors and wholesale operations, where employees handle inventory, cash and customer accounts, and company vehicles on public roads. The exact scope of a Parts Authority background check typically varies by role and location, and a driving position is commonly screened differently from a warehouse or corporate position.

Steps vary by branch and role, but the Parts Authority hiring process typically follows a pattern common to distribution employers. Candidates usually apply online through the company's careers site or a job board, then complete a phone screen with a recruiter. Qualified applicants generally interview with a branch or department manager, and driving candidates may be asked about license status and driving history at that stage. A conditional offer is commonly followed by consent to a background check, and where required, a motor vehicle records check or a drug screen. Onboarding and training follow once pre-employment requirements are cleared.

Turnaround depends on which searches are ordered, how quickly courts and past employers respond, and how many jurisdictions a candidate's history touches. Many reports come back within a few business days, while searches spanning several counties or states, or verifications that depend on an employer's HR department, can take longer. Motor vehicle record checks are often fast, since state records are returned electronically. Candidates who want more detail can review background check turnaround times.

The employer decides which searches to include. For a role at an automotive parts distributor, a background check may include some or all of the following:

Candidates should review the disclosure and consent forms provided during hiring to see which searches apply to their specific role.

Lookback depends on the search type and on where the candidate lives and has worked. Under the FCRA, consumer reporting agencies are generally limited from reporting most negative information older than seven years, with exceptions for certain record types such as criminal convictions and for higher-salary positions. Several states apply stricter limits, and some restrict the reporting of non-conviction records entirely. Motor vehicle records follow their own state-set retention rules, which are often shorter than seven years for minor violations. A candidate with history in multiple states may see different windows applied within one report.

Parts Authority does not publish a detailed policy on applicants with felony records, and decisions of this kind are typically made case by case. Common considerations include the nature and seriousness of the offense, how much time has passed, evidence of rehabilitation, and how the record relates to the duties of the specific job. Many states and cities have adopted "ban-the-box" laws that restrict when an employer may ask about criminal history and require an individualized assessment before a record is used to deny employment. Candidates are encouraged to be accurate on their application and prepared to discuss their history if it comes up.

Candidates should expect to sign a written disclosure and authorization before any screening begins. Be ready to provide a full legal name, date of birth, Social Security number, and address history, since accurate identifiers determine which courts and jurisdictions get searched. Driving roles generally add a valid driver's license and, in some cases, a minimum age or clean-record standard set by the company's insurer. Supplying complete and accurate information is the simplest way to avoid delays.

The Fair Credit Reporting Act is a US federal law governing how consumer reporting agencies collect, use, and share background check information. Under the FCRA, an employer must get written consent before ordering a report, must provide a copy of the report and a summary of rights before taking adverse action based on it, and must give the candidate a chance to dispute inaccurate information before a final decision is made. For a fuller explanation of how the Fair Credit Reporting Act (FCRA) and Equal Employment Opportunity Commission guidance apply to employment screening, see Checkr's introduction to both.

Delivery positions usually carry extra checks because they involve operating a vehicle on public roads. Employers in this category commonly review a motor vehicle record for license status and class, moving violations, at-fault accidents, and any suspensions or impaired-driving history, and they often apply a minimum licensed-driver age or experience standard tied to insurance requirements. Some routes and vehicle weights bring federal Department of Transportation rules into play, which can add medical certification and drug and alcohol testing requirements. Requirements vary by branch, vehicle type, and state, so candidates should confirm the standard for the specific position.

Running a personal background check with Checkr lets you preview what Parts Authority may see and help 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.