Pike Nurseries: Hiring, Background Check & Employment Verification FAQs

Pike Nurseries traces its start to 1958, when Georgia native Pete Pike opened his own nursery in Marietta, Georgia, with three employees on a small lot along Highway 41. According to the company's history page, the business expanded in the 2000s with new stores in Acworth, Georgia and Charlotte, North Carolina in 2006, followed by a midtown Atlanta location in 2007. On March 4, 2008, Armstrong Garden Centers, a California garden center chain, purchased the retail assets of Pike Nurseries, and the business continued to operate under the Pike Nurseries name as Pike Nurseries Acquisition, LLC.

Today the company says it consists of 19 garden centers in the Atlanta and Charlotte areas, along with growing facilities and a landscaping services division. Its website highlights plants and garden products, a lifetime guarantee on trees and shrubs, professional landscape design, and online ordering with curbside pickup or local delivery. Its sister company, Armstrong Garden Centers, serves southern California and has operated since 1889, according to the careers page.

Pike Nurseries describes itself as employee-owned. Its Employee Stock Ownership Plan, or ESOP, gives active employees an ownership stake through company stock at no cost to them, and the plan is separate from the company's 401(k). The homepage cites more than 1,000 employee-owners, and the careers page describes the company as the largest independent garden center in the United States, a claim that comes from the company itself.

Company culture and employee programs:

Pike Nurseries' careers page says its primary focus is customer service that takes the guesswork out of gardening. It lists positions for experienced sales professionals, retail managers, hobby gardeners, and interns, and it describes department heads, such as a tree and shrub lead, as part of store teams. Benefits named on the page include flexible scheduling for full-time, part-time, and seasonal work, the no-cost ESOP, an employee discount, and the chance to advance across the company's locations. Specific pay and benefits may vary by role and store.

Yes. Employers in the garden center and retail industry, including Pike Nurseries, 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, background screening is governed by the Fair Credit Reporting Act (FCRA), which sets requirements for candidate consent, disclosure, and adverse action. Georgia and North Carolina, where Pike Nurseries operates its stores, may add their own rules.

Pike Nurseries is generally reported to conduct background checks as part of hiring, though the scope may vary by role and store. Retail garden centers handle cash, customer payments, and company equipment, which is why many employers in the sector screen candidates before they start. A Pike Nurseries background check for a seasonal associate may differ from one for a manager or landscape designer.

The Pike Nurseries hiring process typically starts with a search of open positions on its careers site and an online application. Candidates may then interview with a store manager or department head, and landscape and growing roles may involve additional conversations. A conditional offer is usually followed by consent to a background check and standard onboarding paperwork. Steps and timing may vary by store, role, and season.

A Pike Nurseries background check can take from a few business days to longer, depending on the searches ordered and how quickly courts and agencies respond. Seasonal hiring can add pressure to timelines, while candidates with records in several counties or states may wait longer. For typical timelines in more detail, review background check turnaround times.

A Pike Nurseries background check may include criminal history, identity, and employment checks, with other searches added for particular roles. Possible components include:

Candidates should review the disclosure and consent forms they receive to learn which searches apply to their role.

Pike Nurseries may require a drug test for certain roles, such as those involving vehicles or heavy equipment, but candidates should confirm what applies to their position. Practices can differ by role and by store. Any required test is typically described in the offer paperwork before it takes place, and candidates can ask the hiring manager about it.

The lookback period for a background check depends on the type of search and the laws of the state or country where the candidate lives or worked. In the United States, the FCRA generally limits consumer reporting agencies from reporting most negative information older than seven years, with certain exceptions for higher-salary positions and specific record types such as convictions. Some states have stricter limits. Candidates with records in multiple jurisdictions may see different lookback windows applied to different searches within the same report.

Pike Nurseries is generally understood to review candidates with criminal records case by case, so outcomes may depend on the role and the record. Relevant factors may include the type of offense, how much time has passed, and duties such as handling cash or working in customers' yards. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history on an application.

Candidates typically need to give written consent before a Pike Nurseries background check starts, usually through a disclosure form during hiring. Applicants should be ready to provide their full legal name, date of birth, Social Security number, and address history. Accurate information helps searches run in the correct jurisdictions and prevents delays, and some roles may also ask for references.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, employers must obtain written consent before running a background check, provide a copy of the report and a summary of rights if they intend to take adverse action based on the results, and allow the candidate an opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA applies to background checks, visit Fair Credit Reporting Act (FCRA).

Landscape design, installation, and delivery roles at Pike Nurseries may add a motor vehicle record review to the standard searches, since employees can drive company vehicles to customer sites. The company's website describes professional landscape design with home visits and local delivery of online orders. Whether a given job includes a driving check depends on its duties, and candidates can ask the hiring manager.

Seasonal Pike Nurseries employees may go through a background check, since screening practices are generally set by role rather than by schedule. The careers page lists seasonal positions among its job types, and a shorter assignment does not automatically skip screening. Candidates can ask the hiring contact whether a check applies and how long it usually takes.

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

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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.