Progressive: Company Profile & Background Check FAQs

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Progressive: Company Profile & Background Check FAQs

Progressive Insurance is one of the largest auto insurers in the United States, employing tens of thousands of people across claims, sales, customer service, and corporate functions. If you are preparing for a role at Progressive or want to understand what happens after a conditional offer, knowing how the Progressive background check process works can help you move through hiring with confidence. Below, we cover Progressive's company history, business model, and straightforward answers to the most-searched questions about the Progressive background check and hiring process.

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Progressive: Company overview

Progressive traces its origins to 1937, when Joseph Lewis and Jack Green founded Progressive Mutual Insurance Company in Cleveland, Ohio. The company initially focused on providing auto insurance to higher-risk drivers who had difficulty obtaining coverage elsewhere, positioning itself from the outset as a market innovator willing to serve segments that traditional carriers often declined. Progressive went public in 1971 and has expanded steadily since, becoming one of the most recognized insurance brands in the country.

Today, Progressive Corporation operates as one of the largest auto insurance providers in the United States, with a workforce of more than 66,000 employees. The company is headquartered in Mayfield Village, Ohio, and trades on the New York Stock Exchange under the ticker symbol PGR. Tricia Griffith, who joined Progressive in 1988 and rose through the claims organization, has served as President and CEO since 2016.

Progressive's product portfolio extends beyond personal auto insurance to include motorcycle insurance, boat and watercraft coverage, commercial vehicle insurance, and homeowners and renters insurance available through partner carriers. The company operates through a combination of direct-to-consumer digital and phone channels and a network of independent agents across all 50 states. Progressive pioneered usage-based insurance in the United States with its Snapshot program, which uses telematics data to price policies based on individual driving behavior rather than traditional demographic factors alone.

Employment at Progressive spans a broad range of roles, including claims adjusters, customer service representatives, underwriters, actuaries, sales and marketing professionals, information technology specialists, and corporate support functions at its Ohio headquarters and regional offices and service centers nationwide.

Company culture and employee programs:

Medical, dental, and vision insurance options for eligible employees
401(k) retirement savings plan with company match for eligible team members
Paid time off and paid holidays for eligible employees
Parental leave benefits for qualifying employees
Tuition assistance for eligible employees pursuing continuing education
Employee wellness and assistance program resources
Internal development and career advancement programs

Progressive background check FAQs

Does Progressive do background checks?

Yes. Progressive conducts background checks for positions across its operations, including customer service, claims, sales, underwriting, technology, and corporate roles. The scope of screening may vary depending on the role, the department, and applicable state law. Positions involving access to financial data, direct handling of customer financial transactions, licensed insurance activities, or driving on behalf of the company may be subject to more comprehensive screening than general administrative or support roles.

How long can a Progressive background check take?

Three to five business days is a common timeline for a standard background check. The actual duration of the Progressive background check process can vary based on several factors:

The type of searches ordered and whether they require manual courthouse record retrieval rather than database access
The number of counties, states, or jurisdictions included in the criminal history search
Accuracy and completeness of the information provided by the candidate during the application process
Response times from prior employers or educational institutions contacted for verification
High-volume application periods when hiring activity across the organization is elevated

Candidates who see an "order hold" status during their Progressive background check may be experiencing a delay related to one of these factors. See Checkr's guide to background check turnaround times for a general overview of what affects processing speed.

What can be revealed in a Progressive background check?

A Progressive background check report may include:

Identity and criminal history: SSN trace to confirm identity and establish address history; county, state, federal, and national criminal record searches; sex-offender registry; global watchlists.
Employment verification: Confirmation of prior employers, dates of employment, and job titles as reported on the application.
Education verification: Confirmation of degrees or credentials for roles where educational qualifications are relevant to the position.
Motor vehicle records (MVR): Driving history checks for roles that involve operating a company vehicle or driving in the course of claims or field work.
Credit history: Financial background review for roles involving access to sensitive financial data or fiduciary responsibilities, where permitted by applicable state law.

The specific screenings ordered will depend on the role and location. Discrepancies between information provided on the application and what appears in the background check report may result in additional review before a hiring decision is made.

How far back can Progressive's background check go?

Look-back periods vary based on state law, the type of record, and the nature of the position. The FCRA limits reporting of most adverse information to seven years in many circumstances, though criminal convictions may be reported beyond that period depending on applicable state law and the salary associated with the position. Progressive operates in all 50 states, each of which may impose its own restrictions on how criminal history can be used in hiring decisions.

Candidates should review applicable state "ban-the-box" laws and fair chance hiring regulations in their jurisdiction before applying.

What is the FCRA and how does it protect candidates?

The Fair Credit Reporting Act (FCRA) is the federal law that governs how employers use consumer reports in hiring decisions. Under the FCRA, Progressive must:

Obtain written authorization from the candidate before ordering a background report
Provide the candidate with a copy of the report and a pre-adverse action notice if the report may result in a negative hiring decision
Allow the candidate a reasonable period to review the findings and dispute any inaccurate or incomplete information before a final decision is made
Notify the candidate of any final adverse action and provide contact information for the CRA

EEOC guidance also recommends that employers conduct an individualized assessment that considers the nature of any offense, the time elapsed, and the relevance of the record to the specific role. Candidates who identify a discrepancy in their Progressive background check report have the right to dispute it directly with the CRA before a final hiring decision is made.

What is the Progressive hiring process?

The Progressive hiring process generally follows these steps:

Application - Submit an online application through the Progressive careers portal or a job board listing for available positions.
Application review - A recruiter or hiring manager reviews submitted applications against the qualifications for the role.
Phone or video screen - Qualified candidates may be contacted for an initial screening conversation to discuss availability, experience, and role fit.
Interview - Candidates who advance are invited for one or more interviews with a hiring manager or department team.
Conditional offer - Candidates who receive an offer of employment are given a conditional offer contingent on successful completion of pre-employment screening.
Background check consent and initiation - The candidate provides written authorization, and the background check is initiated through a third-party CRA as required by the FCRA.
Drug test if applicable - Depending on the role and location, a pre-employment drug screening may be required before the start date.
Onboarding - Once screening is complete and the offer is confirmed, the candidate completes new hire paperwork and orientation before beginning their first shift.

Order your own background check

Running a personal background check with Checkr lets you preview what Progressive may see and helps you identify potential inaccuracies before they affect a hiring decision. In one secure report you can review:

Criminal history searches: SSN trace, sex-offender registry, global watchlists, plus national, county, state, and federal court records.
Motor vehicle records: Search a state's DMV, confirm driver's license status, and identify driving incidents.

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 and hiring managers.

Are you a candidate with an open background check with Checkr?

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.