PostalAnnex: Hiring, Background Check & Employment Verification FAQs

PostalAnnex was started in 1985 by Jack and Martha ("Marty") Lentz as Postal Annex, Inc., with three stores. The first PostalAnnex franchise was sold in December 1986 in San Diego, California. In September 2007 the parent company changed its name to Annex Brands, Inc. to reflect that it operates several brands, and each brand, including PostalAnnex, continues to operate under its original name. Annex Brands is headquartered in San Diego, California.

According to the company website, PostalAnnex is one of seven brands owned by Annex Brands, along with Pak Mail, AIM Mail Center, Navis Pack & Ship, Handle With Care Packaging Store, Parcel Plus, and Sunshine Pack & Ship. Annex Brands describes itself as the nation's largest multi-carrier shipping franchise, with more than 820 locations across the United States, Mexico, and Canada. The company's stated mission is to provide the dream of business ownership through franchising.

A PostalAnnex service center lets customers choose between carriers such as FedEx, UPS, and the U.S. Postal Service instead of being tied to one. Beyond packing and shipping, the website lists private mailbox rental, notary public service, copying and printing, faxing, office supplies, key duplication, greeting cards, passport photos, scanning and shredding, package receiving, freight shipping, and fingerprinting, though services may vary by location. The site says PostalAnnex service centers are UPS Authorized Shipping Outlets and FedEx Authorized Ship Centers.

Because PostalAnnex is a franchise network, each service center is typically run by its own franchise owner, and the people who work the counter are generally hired by that local owner rather than by the franchisor. The company's About page describes packaging professionals who choose materials for shipments and professional notaries, so store roles may include shipping and packing associates, mailbox and customer service staff, and notaries.

Company culture and employee programs:

Annex Brands says its mission is to add value to the lives of its franchisees, employees, stakeholders, and their communities through franchising. Because each store is locally owned, pay, schedules, and benefits are set by the franchise owner and may vary by location and role. Candidates are encouraged to ask the store about hours, pay, and training during the interview.

Yes. Employers in the shipping and business-services industry, including PostalAnnex franchise owners, are legally permitted to conduct pre-employment background checks, provided they follow the Fair Credit Reporting Act (FCRA) and applicable state and local laws. Because each store is run by its own franchise owner, the decision usually rests with the local owner.

PostalAnnex locations are generally reported to run background checks for some hires, though the practice may vary by store and role. Store staff handle packages, payments, personal mail, and customer documents, which is consistent with standard practice in retail shipping. Whether and how a check is run is typically up to the individual franchise owner.

The PostalAnnex hiring process is typically handled by the individual store and may include an application, an interview, and a conditional offer. Candidates usually apply directly to the location they want to work at, whether in person, by email, or through a listing the owner posts. A short interview with the owner or store manager may follow, and a conditional offer may be paired with a request for consent to a background check and identity documents before the first shift. Steps may vary by store.

A PostalAnnex background check can take from a few business days to longer, depending on the searches ordered and how quickly courts respond. Records in several counties or states can add time. Candidates who want typical timelines can review background check turnaround times.

The employer chooses which searches to run, so the scope may vary by store and role. For a job at a shipping and mailbox store like PostalAnnex, a background check may include some or all of the following:

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

Whether PostalAnnex requires a drug test is not publicly stated, and it may vary by store and role. Because each store has its own franchise owner, a drug test would typically be an owner-level decision, so practices may differ from one location to the next. Candidates should check the paperwork they receive after a conditional offer to see what applies to their position.

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.

PostalAnnex does not publish a company-wide policy on hiring candidates with felony records, and decisions are typically made case by case by the local owner. Factors that may matter include the type of offense, how much time has passed, and the duties of the role, such as handling payments or customers' mail. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates are encouraged to answer honestly and be ready to discuss their background if asked.

Candidates are typically asked for written consent before a background check starts, usually on a disclosure form. Be ready to provide your full legal name, date of birth, Social Security number, and address history, along with government-issued photo identification for hiring paperwork. Accurate information helps ensure searches cover the right jurisdictions and avoids delays.

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).

Store employees are typically hired by the franchise owner of the individual location, not by the franchisor Annex Brands, so the process can differ from store to store. Candidates generally contact the store they want to work at, and the Locations page on the PostalAnnex website can help find nearby service centers. Because owners set their own hiring steps, pay, and screening, one store's experience may not match another's.

Roles that involve notarizing documents or handling payments may involve checks beyond a standard criminal search, depending on the store. Notary commissions are issued under state rules, which may include their own screening requirements, and an owner may review credit or cash-handling history for roles with payment responsibilities, subject to state law. Which checks apply is typically the owner's decision and may vary by state and role.

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