Pepsi: Company Profile & Background Check FAQs

The story of Pepsi begins in 1893, when pharmacist Caleb Bradham created a carbonated drink in New Bern, North Carolina. He formally incorporated the Pepsi-Cola Company in 1902, and the brand grew steadily through the first half of the twentieth century. The pivotal corporate milestone came in 1965, when Pepsi-Cola merged with snack food manufacturer Frito-Lay to form PepsiCo, Inc. That merger set the stage for decades of expansion into adjacent food and beverage categories. PepsiCo is headquartered in Purchase, New York, and is publicly traded on the NASDAQ under the ticker symbol PEP.

Today, PepsiCo's portfolio spans two major divisions: PepsiCo Beverages North America (PBNA) and Frito-Lay North America (FLNA), along with international segments covering Europe, Africa, the Middle East, South Asia, Latin America, and Asia Pacific. Core brands include Pepsi, Diet Pepsi, Mountain Dew, Gatorade, Lipton (in partnership), Lay's, Doritos, Cheetos, Ruffles, and Quaker oats and snacks. The company generates annual revenue exceeding $90 billion, placing it among the largest consumer packaged goods companies in the world.

Workforce roles at PepsiCo span a broad spectrum. Route sales representatives (RSRs) handle direct store delivery and merchandising. Delivery drivers operate commercial vehicles under Department of Transportation (DOT) regulations. Warehouse associates and manufacturing plant workers staff production and distribution facilities. Corporate roles cover finance, marketing, supply chain, technology, and human resources. The minimum hiring age for most roles is 18, while drivers operating commercial vehicles under DOT rules must be at least 21 and hold a valid commercial driver's license (CDL).

Company culture and employee programs:

PepsiCo describes its culture through a framework it calls "The PepsiCo Way," which outlines behaviors around acting with integrity, winning with impact, and being consumer-centric. The company has publicly committed to diversity, equity, and inclusion goals and has invested in workforce development programs through its PepsiCo Positive (pep+) sustainability agenda. Employee benefits typically include medical, dental, and vision coverage; 401(k) retirement savings plans with company matching; paid time off; and product discounts. Hourly roles in distribution and manufacturing may also carry shift differentials and performance-based incentives. Specific benefit packages vary by role, location, and employment classification.

Yes. Background checks are a standard part of the PepsiCo hiring process. The company screens candidates across its business units, including PBNA and FLNA operations. For roles regulated by the Department of Transportation, including delivery drivers and CDL operators, background checks and additional DOT-mandated screenings are legally required components of pre-employment clearance.

Background checks at PepsiCo are typically initiated after a conditional offer of employment has been extended, meaning a candidate may receive and accept an offer before the screening is complete, with final employment contingent on the results. The depth and scope of screening may vary by role, with driving, warehouse, and management positions often subject to more comprehensive review than entry-level non-driving roles.

The PepsiCo hiring process generally follows these steps:

Most background checks conducted for PepsiCo positions are completed within 3 to 5 business days. Turnaround times depend on the scope of the search, the number of jurisdictions checked, and how quickly courts or other record sources respond to data requests.

Delays can occur when records need to be retrieved from counties with slower court systems, when there are discrepancies in personal information provided by the applicant, or when additional verification steps are required for DOT-regulated roles. For more information on what affects turnaround times, see Checkr's guide to how long a background check takes.

A background check conducted as part of the PepsiCo hiring process may include several categories of information, depending on the role and the scope of screening ordered:

Under the FCRA, most background check reports are limited to seven years of history for non-conviction records, including arrests that did not result in a conviction. Convictions may generally be reported without a time limit, though some states impose stricter restrictions.

For DOT-regulated driving roles, federal regulations require employers to check a candidate's drug and alcohol testing history going back three years and may require a longer driving record review depending on the position. State laws also vary significantly in how far back criminal records can be reported. For a full overview of how these laws may apply, see Checkr's resource on ban-the-box laws.

PepsiCo has not published a blanket policy categorically excluding all applicants with felony convictions. In practice, hiring decisions involving applicants with criminal records are evaluated on a case-by-case basis, with outcomes influenced by the nature and recency of the offense, the specific role being filled, and applicable state and local law.

Relevant factors that may be considered include the nature of the offense and its relationship to the duties of the role, the amount of time that has passed since the offense, and evidence of rehabilitation or subsequent employment history. Roles involving driving, cash handling, access to controlled areas, or direct oversight of other employees may be subject to more careful review than entry-level positions with less responsibility. Applicants are encouraged to be transparent during the hiring process and to ask about individualized assessment procedures.

Yes. Drug testing is a documented part of the PepsiCo pre-employment process, and it is legally required for certain roles. Delivery drivers and other employees who operate commercial motor vehicles under Department of Transportation regulations are required by federal law to pass a drug and alcohol test before beginning work. This requirement applies regardless of state marijuana laws - DOT regulations supersede state law for safety-sensitive transportation roles.

Drug testing may also be required for warehouse, manufacturing, and plant roles, as well as management positions, depending on the business unit and facility. Candidates applying for DOT-regulated positions should expect pre-employment drug screening as a mandatory step in the hiring process. Questions about testing requirements for specific non-driving roles can be directed to the hiring manager or recruiter during the interview process.

Applicants undergoing a background check as part of the PepsiCo hiring process can generally expect the following requirements:

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how employers use consumer reports, including background checks, in hiring decisions. Under the FCRA, employers must obtain a candidate's written consent before ordering a background check, provide a copy of the report if it is used to make an adverse decision, and allow the candidate an opportunity to dispute inaccurate information before a final decision is made. This process is known as pre-adverse action notice.

The Equal Employment Opportunity Commission (EEOC) also provides guidance on how criminal history information should be used in hiring. Employers are generally expected to conduct an individualized assessment that considers the nature of the offense, the time elapsed, and the relevance of the record to the specific job rather than applying blanket exclusions. For a detailed overview of both laws and how they interact, see Checkr's resource on the FCRA and EEOC.

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

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.