Princess House: Hiring, Background Check & Employment Verification FAQs

Princess House was founded in 1963 and is headquartered in Taunton, Massachusetts. The company began with hand-blown crystal and fine china sold at in-home parties, and over the following decades it shifted its catalog toward durable everyday kitchen and home goods. Today the product range covers cookware, bakeware, tabletop and serving pieces, cutlery, food storage, kitchen tools, small appliances, home decor, and organization products, sold under collection names such as Princess Heritage and Vida Sana.

The company sells through the direct selling channel rather than through traditional retail stores. Independent consultants run their own businesses, host parties and online events, and earn on the sales they generate, while the corporate organization develops products, runs marketing and incentive programs, operates order fulfillment, and supports the field. Princess House operates from its Taunton corporate headquarters and a distribution center in Rural Hall, North Carolina. It sells primarily in the United States, with some activity in Puerto Rico, and it is well known in the direct selling industry for a consultant base that is predominantly Hispanic and largely female, with Spanish-language support built into its programs and website.

Corporate and distribution roles at a company like this typically include customer service and consultant support representatives, warehouse and fulfillment associates, inventory and logistics staff, merchandising and product development professionals, marketing and creative team members, accounting and finance staff, information technology employees, and field development managers who work directly with sales leaders. Independent consultants themselves are not employees; they operate as independent contractors under an agreement with the company, which is an important distinction when comparing job postings.

Company culture and employee programs:

Direct selling companies tend to build their culture around recognition, and Princess House runs incentive programs, conferences, and consultant recognition events alongside product training. Corporate teams support a bilingual field, so Spanish-language ability is valuable in many consultant-facing roles. Employees in corporate and distribution positions generally receive training on product knowledge, order systems, and the consumer protection and income disclosure rules that govern direct selling communications. Pay, schedules, and benefits vary by role and location, and the terms that apply to independent consultants are different from those that apply to employees, so candidates should confirm which relationship a given opportunity involves.

Yes. Employers in the direct selling and consumer products industry, including Princess House, are legally permitted to conduct pre-employment background checks on job candidates provided they follow applicable federal, state, and local law. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which sets requirements for candidate disclosure, written consent, and the adverse action process. Massachusetts and other states where the company operates add their own rules, including limits on when criminal history may be requested during an application.

Princess House is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice among consumer products and direct selling companies. Corporate employees may handle customer and consultant records, payment information, and inventory, and warehouse staff operate equipment and manage valuable goods, which are the usual reasons employers screen. The scope of a Princess House background check may vary by role and location, and screening expectations for independent consultants can differ from those applied to employees.

The steps vary by position. Corporate and distribution candidates typically apply through the company's online job board, then complete a recruiter screening followed by one or more interviews with the hiring manager and team. Warehouse roles may include a review of physical requirements and shift availability, while consultant-facing roles often assess bilingual communication skills. Candidates who receive a conditional offer are generally asked to authorize a background check before a start date is confirmed, and onboarding follows once screening clears. Becoming an independent consultant is a separate process that involves signing an agreement and purchasing a starter kit rather than going through employment hiring.

Turnaround depends on the searches ordered, how quickly courts and previous employers respond, and how many jurisdictions a candidate's history covers. Many background checks are completed within a few business days, while reports requiring records from several counties or states can take longer. Candidates who want more detail on what affects the timeline can review background check turnaround times.

The employer decides which searches to include. For a consumer products and direct selling employer, a background check may cover some or all of the following:

Candidates should review the disclosure and consent forms provided during hiring to see which searches apply to the position they are seeking.

Lookback periods depend on the type of search and applicable state law. Under the FCRA, consumer reporting agencies generally may not report most adverse information older than seven years, with exceptions for convictions and higher salary positions. Several states, including Massachusetts, impose stricter rules on what employers may ask about or consider. A candidate with records in more than one state may see different lookback windows applied to different searches in the same report.

Princess House does not publish a detailed policy on applicants with felony records, and decisions of this kind are typically made case by case. Employers often weigh the nature and seriousness of the offense, how much time has passed, and whether the conduct relates to the responsibilities of the role, such as handling payments or inventory. Many states have enacted "ban-the-box" laws that limit when employers may ask about criminal history during the application process. Candidates are encouraged to be accurate on their application and prepared to discuss their background if it comes up.

Candidates are typically asked to provide written consent before any background check begins, usually through a disclosure form supplied during the hiring process. Applicants should be ready to give accurate personal information, including full legal name, date of birth, Social Security number, and address history, and roles with a degree or certification requirement may also need school or credential details. Providing accurate information helps searches run in the correct jurisdictions and avoids unnecessary delays.

The Fair Credit Reporting Act is the federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires employers to obtain written permission before running a report, to provide a copy of the report and a summary of rights before taking adverse action based on it, and to give the candidate an opportunity to dispute inaccurate information before a final decision is made. Checkr's overview of the Fair Credit Reporting Act (FCRA) explains how the law fits with Equal Employment Opportunity Commission guidance.

Independent consultants are contractors rather than employees, and the requirements for joining a direct selling program are usually set by the company's consultant agreement rather than by an employment hiring process. Some direct selling companies screen their field representatives and some do not, and practices can change over time. Candidates interested in the consultant opportunity should read the current agreement and any disclosures the company provides, including its income disclosure statement, before enrolling.

Running a personal background check with Checkr lets you preview what Princess House may see and identify potential inaccuracies before they affect your application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To share verified credentials with recruiters before they ask, build a free Checkr Profile.

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.