Party City: Company Profile & Background Check FAQs

Party City was founded in 1986 by Steve Mandell, who opened the first store in East Hanover, New Jersey. The concept of a dedicated superstore for party supplies filled a gap in a fragmented market, and the chain expanded quickly through franchising and company-owned locations during the 1990s. At its height, Party City operated roughly 700 stores across the United States and was long headquartered in Woodcliff Lake, New Jersey, supported by its Amscan wholesale and manufacturing arm.

The company's recent history has been turbulent. Party City filed for Chapter 11 bankruptcy in December 2024 and announced it would wind down and close its remaining company-operated stores in the United States. In February 2025, the Party City brand, intellectual property, and wholesale operations were acquired for a reported 20 million dollars by New Amscan PC, LLC, an affiliate of Ad Populum, LLC, a Santa Monica, California based designer and wholesaler of gifts, toys, costumes, and collectibles.

Under its new ownership, the brand is staging a comeback. Media reports describe a partnership in which Party City operates as branded shop-in-shop sections inside Staples stores, with hundreds of locations planned to roll out through 2026, alongside a renewed e-commerce presence. A small number of independently owned Party City franchise stores, which were excluded from the 2024 bankruptcy, have continued operating, as have certain subsidiaries outside the United States.

Company culture and employee programs: Historically, Party City retail jobs centered on customer service, balloon fulfillment, merchandising, stocking, and seasonal Halloween staffing, with store management and distribution roles above that. In the brand's current form, retail positions may be employed by different entities, including franchise owners, the wholesale organization, or host retailers, so pay, benefits, and training programs vary by employer and location. Candidates should confirm who the actual employer of record is for any posting they pursue.

Yes. Employers in the retail industry, including Party City and the companies that operate its stores and distribution operations, are legally permitted to conduct pre-employment background checks, provided they comply with federal, state, and local laws. In the United States, the Fair Credit Reporting Act (FCRA) governs employment screening and requires written consent, clear disclosures, and specific adverse action procedures.

Party City has generally been reported to conduct background checks for at least some roles, particularly management, distribution, and corporate positions, which is consistent with standard retail industry practice. Because the brand is now operated through a mix of new ownership, franchisees, and retail partnerships, screening practices may vary meaningfully by employer entity, role, and location. Candidates should rely on the disclosure documents provided during their specific hiring process.

Hiring steps vary by employer and role, but retail positions connected to the Party City brand typically begin with an online application. Candidates who advance are usually invited to a short interview with a store or hiring manager, and seasonal hiring around Halloween has historically moved very quickly. Applicants who receive a conditional offer may be asked to authorize a background check before a start date is confirmed, followed by onboarding and training.

Most background checks are completed within a few business days, though timing depends on the searches ordered, court responsiveness, and how many jurisdictions must be checked. Reports that include county criminal searches in slower courts can take longer. For a detailed look at typical timelines, review background check turnaround times.

Each employer chooses the screening components for a given role. For retail and distribution jobs connected to a brand like Party City, a background check may include some or all of the following:

The lookback window depends on the search type and applicable law. The FCRA generally restricts consumer reporting agencies from reporting most negative information older than seven years, although convictions can often be reported beyond that and exceptions apply to certain higher-salary positions. Several states enforce stricter limits, so the same record type may be treated differently depending on where the candidate lives or works.

There is no detailed public policy on how Party City or its current operating entities treat candidates with felony records, and decisions are typically made case by case. Employers commonly consider the nature and age of the offense and its relevance to the job. Many states and localities have "ban-the-box" laws that limit when criminal history questions can be asked. Candidates with records are encouraged to apply honestly and be ready to discuss their background if asked.

Candidates are typically asked to sign a written disclosure and authorization form before any background check begins. Expect to provide your full legal name, date of birth, Social Security number, and address history, and possibly education or employment details for salaried roles. Supplying accurate information helps the right records get searched and prevents avoidable delays.

The Fair Credit Reporting Act is a federal law governing how background check information is collected, reported, and used for employment. It requires employer disclosures and written candidate consent, and it guarantees candidates the right to receive a copy of their report and dispute inaccurate information before an employer finalizes an adverse decision. Learn more in this overview of the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Party City or its operating companies may see and helps you spot potential inaccuracies before they affect your 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.