Procter & Gamble: Company Profile & Background Check FAQs

Procter & Gamble was founded in Cincinnati, Ohio, in 1837 by William Procter, an English candle maker, and James Gamble, an Irish soap maker. Nearly two centuries later, the company remains headquartered in Cincinnati and has grown into a global consumer products powerhouse. P&G is publicly traded on the New York Stock Exchange under the ticker symbol PG and is a longtime component of major US stock indexes.

The company organizes its business into five segments: Beauty, Grooming, Health Care, Fabric & Home Care, and Baby, Feminine & Family Care. Its brand lineup spans everyday categories such as laundry detergent, diapers, razors, toothpaste, shampoo, paper towels, and dish soap, with well-known names including Tide, Downy, Pampers, Gillette, Crest, Oral-B, Olay, Pantene, Head & Shoulders, Bounty, Charmin, Dawn, and Febreze. P&G products are sold in more than 180 countries and territories.

P&G reported approximately 109,000 employees worldwide as of 2025, with roughly 30,000 based in the United States, and net sales of more than $84 billion in its 2025 fiscal year. The company's workforce covers a wide range of functions, including plant technicians and manufacturing operators, supply chain and logistics specialists, research and development scientists, sales and brand management professionals, and corporate staff in finance, IT, and human resources.

Company culture and employee programs: P&G is known for a promote-from-within culture and structured career development, and many of its senior leaders began their careers at the company. Employees typically receive role-specific training, and the company has long invested in leadership development programs, internships, and campus recruiting. Benefits vary by role, location, and employment status, and commonly include health coverage, retirement plans, and paid time off for eligible employees, so candidates should confirm details for their specific position during the hiring process.

Yes. Employers in the consumer goods and manufacturing industry, including Procter & Gamble, are legally permitted to conduct pre-employment background checks, provided they comply with federal, state, and local laws. In the United States, the Fair Credit Reporting Act (FCRA) governs how background checks are conducted through consumer reporting agencies, requiring written candidate consent and specific procedures before any adverse hiring decision is made based on a report.

Procter & Gamble is generally reported to conduct background checks as part of its hiring process, which is standard practice among large multinational employers. Screening helps companies in this industry protect facilities, equipment, and product integrity, and verify the qualifications of candidates in technical and leadership roles. The exact components of a P&G background check may vary by role, business unit, and country, so candidates should rely on the disclosure documents they receive during their own application process.

The P&G hiring process is often more structured than at many employers. Candidates typically apply online through the company's careers site, and many roles include online assessments that evaluate problem-solving and job fit before interviews begin. Applicants who advance usually complete one or more interviews, which at P&G often follow a structured behavioral format focused on past experiences and results. For plant technician and skilled trades roles, candidates may also complete technical or aptitude testing. Candidates who receive a conditional offer are generally asked to consent to a background check, and some roles may include a drug screen or medical evaluation before the start date is finalized.

The timeline depends on which searches are ordered and how quickly courts, past employers, and schools respond. Many reports are completed within a few business days, but checks that include employment and education verification, or county criminal searches across several jurisdictions, can take longer. For a closer look at what affects timing, see this overview of background check turnaround times.

Employers choose which screenings to include based on the role. For a global consumer goods company like Procter & Gamble, a background check may include some or all of the following:

Candidates should review the disclosure and authorization forms provided during hiring to see exactly which searches apply to their role.

Lookback periods depend on the type of record and applicable law. Under the FCRA, most non-conviction information, such as arrests that did not result in conviction, generally cannot be reported after seven years. Convictions may be reported for longer periods under federal law, although several states limit conviction reporting to seven years. Because P&G hires across many states and countries, the lookback window applied to a particular candidate's report will depend on where they live and work and which searches are ordered.

Procter & Gamble does not publish a detailed public policy on hiring candidates with felony convictions, and these decisions are typically made on a case-by-case basis. Employers commonly consider the nature and severity of the offense, the time that has passed, and the duties of the role. Many states and municipalities have enacted "ban-the-box" laws that restrict when employers can ask about criminal history, and the EEOC encourages individualized assessment of records. Candidates with a record are encouraged to apply, answer questions truthfully, and be ready to provide context if asked.

Candidates moving through the P&G hiring process will typically be asked to sign a written authorization before any background check begins. Applicants should be prepared to provide their full legal name, date of birth, Social Security number (for US positions), address history, and details about prior employment and education if verifications are included. Accurate information helps the screening process run smoothly and reduces the risk of delays or records being matched to the wrong person.

The Fair Credit Reporting Act is a US federal law that regulates how consumer reporting agencies gather and report background information and how employers may use it in hiring. It requires clear disclosure and written consent before a check is run, and it gives candidates the right to receive a copy of their report, a summary of their rights, and an opportunity to dispute inaccurate information before an employer finalizes an adverse decision. For more detail on these protections and related EEOC guidance, read this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Procter & Gamble 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.