PNC Financial Services Group: Company Profile & Background Check FAQs

PNC traces its roots to the Pittsburgh Trust and Savings Company, which was founded in 1845 and became fully operational in 1852 as Pittsburgh recovered from the Great Fire of 1845. The modern PNC Financial Services Group was created in 1983 through the merger of Pittsburgh National Corporation and Philadelphia-based Provident National Corporation, a combination that was reported at the time as the largest bank merger in US history. The shared initials of the two predecessor companies gave PNC its name.

Today, PNC is a publicly traded company listed on the New York Stock Exchange under the ticker PNC, and it remains headquartered in Pittsburgh, Pennsylvania. The company grew substantially through acquisitions over the decades, most recently completing its $11.5 billion purchase of BBVA USA in June 2021. Following that acquisition, PNC described itself as the fifth-largest US commercial banking organization, with more than $560 billion in assets and a coast-to-coast franchise serving retail customers and business clients in most of the country's largest markets.

PNC's main business lines include retail banking, corporate and institutional banking, and asset management. The company has reported a network of roughly 2,600 branches and more than 9,500 ATMs as of 2021, alongside digital banking channels and a national expansion strategy built around key metropolitan markets. PNC employs more than 60,000 people, with roles spanning branch tellers and bankers, customer care representatives, mortgage and lending specialists, financial advisors, technology and operations staff, and corporate professionals.

Company culture and employee programs: PNC hires across a wide range of functions, from entry-level branch and call center positions to specialized roles in risk, compliance, and technology. Benefits and programs vary by role and location, so candidates should confirm details during the hiring process. Common elements of employment at large national banks include:

Yes. Employers in the banking and financial services industry, including PNC, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with applicable federal, state, and local laws. In fact, banks are subject to additional federal requirements beyond most employers. In the United States, background screening is governed by the Fair Credit Reporting Act (FCRA), which sets standards for consent, disclosure, and adverse action, and federally insured banks must also comply with banking regulations that restrict employing individuals convicted of certain offenses.

PNC is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice, and with regulatory expectations, across the banking industry. Bank employees routinely access customer accounts, sensitive financial data, and cash, so thorough screening is common for nearly all roles. The specific scope of a PNC background check may vary depending on the position, business line, and location.

While steps vary by role, the PNC hiring process typically begins with an online application through the company's careers site. Candidates who move forward generally complete a phone or video screening with a recruiter, followed by one or more interviews with hiring managers, which may include behavioral and role-specific questions. Candidates who receive a conditional offer are usually asked to consent to a background check and complete any other pre-employment requirements before a start date is confirmed.

Turnaround times depend on the searches ordered, the responsiveness of courts and verification sources, and the candidate's address and employment history. Many background checks are completed within a few business days, but reports involving multiple jurisdictions, employment and education verifications, or fingerprint-based checks can take longer. Candidates can review typical background check turnaround times to learn more.

The components of a background check are determined by the employer and, in banking, shaped by regulatory requirements. For a role at a bank like PNC, a background check may include some or all of the following:

Candidates should review their disclosure and consent forms to understand which searches will be run for their specific role.

The lookback period depends on the type of search and applicable law. Under the FCRA, consumer reporting agencies generally cannot report most negative information older than seven years, although criminal convictions can often be reported further back and exceptions apply for positions above certain salary thresholds, which is common in banking. Some states impose stricter limits, so the reach of a PNC background check can vary by candidate, role, and location.

PNC's specific policies regarding candidates with felony records are not publicly detailed, and decisions are typically made on a case-by-case basis. Banking is also subject to federal rules that restrict insured banks from employing individuals convicted of certain crimes involving dishonesty or breach of trust without regulatory consent, which can affect eligibility for some candidates. At the same time, 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 answer application questions honestly and be prepared to provide context.

Candidates are typically asked to provide written consent before a background check begins, usually through a standalone disclosure form. Applicants should be prepared to supply accurate personal information, including full legal name, date of birth, Social Security number, and address history, and may be asked for documentation supporting education, licensure, or work eligibility. Accurate information helps ensure the correct records are searched and keeps the process on schedule.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires employers to obtain written consent before ordering a report, and if an employer intends to take adverse action based on the findings, it must provide the candidate a copy of the report and a summary of rights, along with an opportunity to dispute inaccurate information before the decision is finalized. For a detailed overview of the law and related Equal Employment Opportunity Commission (EEOC) guidance, visit this introduction to the Fair Credit Reporting Act (FCRA).

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