PLS: Company Profile & Background Check FAQs

PLS, short for the PLS family of financial service centers and operating under the legal name PLS Financial Services, Inc., is headquartered in Chicago, Illinois. According to the company, PLS has served customers' financial needs for more than 25 years and operates over 200 community financial service centers across the country, with locations in states including Illinois, Texas, California, New York, Arizona, Indiana, Kentucky, Massachusetts, North Carolina, Ohio, Oklahoma, and Wisconsin. Many PLS stores are open around the clock, reflected in the company's PLS 24/7 branding.

PLS positions itself as a one-stop shop for everyday financial services, particularly for customers who are unbanked or underbanked. Its core offerings include check cashing, free money orders, bill payment, money transfer services, and the Xpectations! Plus Debit Card, a banking product launched in 2024 in partnership with Green Dot. Some locations also offer auto insurance and vehicle license and registration services, and the brand includes an automobile dealership in Indianapolis, Indiana. The company states that it does not offer lending products and serves more than five million customers.

According to the company, PLS employs over 3,000 team members drawn largely from the neighborhoods its stores serve. Frontline roles include customer service representatives who process transactions at the counter, store supervisors, and district managers, supported by corporate functions in operations, compliance, technology, and finance. Because team members handle cash, checks, and personal customer data throughout the day, trustworthiness and attention to detail are central to these roles.

Company culture and employee programs: PLS builds its brand around the tagline "Because You Deserve Better" and emphasizes treating customers with respect regardless of their banking status. Store roles involve extensive customer interaction, cash handling, and adherence to compliance procedures, and new hires generally receive training on transaction processing and security practices. Schedules can include nights and weekends given extended store hours, and benefits vary by role and location, so candidates should confirm details during hiring.

Yes. Employers in the financial services industry, including PLS, 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 screening through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which requires written consent, clear disclosures, and adverse action procedures. Companies that cash checks and move money also operate under anti-money laundering and state licensing rules, which makes careful hiring a practical necessity.

PLS is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice among check cashing and money services businesses. Employees handle significant amounts of cash and sensitive customer information, so screening helps these employers manage risk and meet regulatory expectations. The specific components of a PLS background check may vary by role, state, and store, so candidates should review the disclosure documents provided during hiring.

The PLS hiring process typically starts with an online application through the company's careers page or a job board. Selected candidates are usually contacted for a phone screen or an in-person interview with a store or district manager. Customer service candidates may be asked about cash handling experience, availability for night and weekend shifts, and customer service skills. Candidates who receive a conditional offer are generally asked to consent to a background check before onboarding and training begin.

Many employment background checks are completed within a few business days, though timing depends on the searches ordered and the responsiveness of courts and agencies. Reports that include county criminal searches across several jurisdictions can take longer than database searches alone. For a closer look at what affects timing, see this overview of background check turnaround times.

Employers choose which screenings to run based on the role. For a position at a financial services company like PLS, a background check may include some or all of the following:

Candidates should read their consent forms to understand exactly which searches will be run for their role.

Lookback periods depend on the search type and the laws of the state where the candidate lives or works. Under the FCRA, most negative information other than criminal convictions generally cannot be reported once it is more than seven years old, and several states apply a seven-year limit to convictions as well. Exceptions exist for certain positions above specific salary thresholds. Candidates with records in multiple states may see different rules applied to different searches within the same report.

PLS does not publish a detailed public policy on hiring candidates with felony records, and decisions are typically made case by case. In financial services, employers tend to look closely at offenses involving theft, fraud, or breach of trust because of the cash-handling nature of the work, while unrelated or older offenses may carry less weight. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates with records are encouraged to be honest and prepared to discuss their background if asked.

Candidates will typically be asked to sign a written consent and disclosure form before a background check is initiated. Be prepared to provide your full legal name, date of birth, Social Security number, and address history, along with prior employment details where verification applies. Providing accurate information helps ensure searches cover the correct jurisdictions and keeps the process on schedule.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies compile and share background check information for employment purposes. It requires employers to obtain written consent before ordering a report, to provide a copy of the report and a summary of rights before taking adverse action based on its contents, and to give candidates the chance to dispute inaccurate or incomplete information. For more detail, read this introduction to the Fair Credit Reporting Act (FCRA) and related EEOC guidance.

Running a personal background check with Checkr lets you preview what PLS may see and helps 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.