Payless Shoesource: Hiring, Background Check & Employment Verification FAQs

Payless ShoeSource was founded in 1956 as Pay-Less National in Topeka, Kansas, by cousins Louis and Shaol Pozez, who envisioned a self-service retail model for affordable footwear. The founders opened three stores in Topeka within their first year, keeping overhead low by locating outlets in former supermarkets outfitted with simple, unpainted wooden shelving, much of it built by store managers themselves. This no-frills approach allowed the original Payless stores to sell shoes for under $3.00 a pair. By the end of the 1950s, the company had grown to 21 locations across four states.

The company went public in 1962 as Volume Distributors, was renamed Volume Shoe Corporation in 1967, and adopted the Payless ShoeSource name for most of its retail outlets in 1978. Volume Shoe was acquired by The May Department Stores Company in 1979, remaining a May subsidiary until 1996, when it was spun off to May shareholders as an independent, publicly traded company again. Payless became a true American retail institution, with more than 40% of American women purchasing at least one pair of Payless shoes in a given year during the mid-1990s. In 2007, the company acquired Stride Rite Corporation and renamed itself Collective Brands, Inc.

Payless faced significant financial challenges as retail shifted toward e-commerce, filing for Chapter 11 bankruptcy in April 2017 and liquidating hundreds of stores, before emerging from bankruptcy protection later that year. However, the company filed for bankruptcy again in February 2019, closing all of its remaining U.S. and Canadian stores (roughly 2,300 to 2,500 locations) while its franchise operations and international stores in other countries continued operating. In August 2020, Payless relaunched, now headquartered in North Miami, Florida, and owned by investment firms Alden Global Capital and Axar Capital Management, focusing on e-commerce and a smaller footprint of physical and franchise locations across more than 30 countries.

Payless's current workforce, given its restructured business model, includes e-commerce and warehouse fulfillment staff, along with retail employees at remaining company-operated and franchised store locations. The company's operational footprint has changed significantly from its earlier era as a dominant U.S. mall-based retail chain.

Company culture and employee programs: Payless has historically emphasized positioning itself as the "merchandise authority" for value-priced footwear and accessories. Following its 2020 relaunch, the company has focused on a leaner, more e-commerce-driven and franchise-oriented business model compared to its earlier decades of extensive U.S. mall presence. Benefits, scheduling, and advancement opportunities can vary considerably given the company's restructured operations, so candidates should confirm current details directly with a recruiter during the hiring process.

Yes. Employers in the footwear retail industry, including Payless ShoeSource, 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.

Payless ShoeSource is generally reported to conduct background checks as part of its hiring process, which is standard for retail and e-commerce employers handling cash transactions and inventory.

The hiring process for retail, franchise, or fulfillment positions at Payless typically includes an application, an interview, 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 retail or fulfillment 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 Payless ShoeSource 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 Payless ShoeSource 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.