Pure Hockey: Hiring, Background Check & Employment Verification FAQs

Pure Hockey was founded in 1994 and began as a single store in Worcester, Massachusetts. The business changed hands in 2008 when David Nectow and Sal Tiano, who had entered hockey retail in 2002 with the purchase of a Massachusetts store, acquired the company. Under their ownership it expanded steadily, both by opening new locations and by acquiring other regional hockey retailers, including the purchase of Hockey Headquarters announced in 2025. The company is headquartered in Holliston, Massachusetts.

As of May 2026, Pure Hockey operated more than 100 stores across 32 states and the District of Columbia, making it one of the larger specialty hockey retail chains in the United States. Its stores carry equipment from major manufacturers such as Bauer, CCM, Warrior, and True, and typically offer in-store services including skate sharpening, skate baking and fitting, stick and blade work, and equipment fitting for youth and adult players. Alongside the store network, the company runs a substantial e-commerce operation supported by distribution and fulfillment facilities.

Pure Hockey has built its position in the sport through partnerships as well as retail. It is the official hockey equipment retailer of USA Hockey and serves as a retail partner for the NHL and NHLPA Learn to Play program, which introduces new players to the game. That orientation toward youth and grassroots hockey means store staff regularly work with young players and their families during fittings and equipment purchases.

Company culture and employee programs:

Store teams generally include sales associates who fit and advise customers, skate technicians and pro shop technicians who handle sharpening and equipment work, key holders and assistant managers, and store managers. Behind the stores sit distribution center associates, e-commerce and customer service staff, buyers and merchandisers, marketing, finance, and information technology roles at the corporate office. Retail hiring at the company is seasonal in rhythm, with demand rising ahead of the fall hockey season, so part-time and seasonal openings are common alongside full-time positions. Many associates come from hockey backgrounds, and product knowledge is a significant part of on-the-job training. Pay, scheduling, benefits eligibility, and employee discount details vary by role, location, and hours, so candidates should confirm specifics during the hiring process.

Yes. Employers in the specialty retail industry, including Pure Hockey, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow applicable federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires clear disclosure, written candidate authorization, and a defined adverse action process. Massachusetts, where the company is headquartered, and many of the other states where it operates also have their own rules governing how criminal record information may be requested and used in hiring.

Pure Hockey is generally reported to conduct background checks as part of its hiring process, consistent with standard practice among specialty retailers. Store associates handle merchandise and point-of-sale transactions, managers handle cash and deposits, and staff regularly interact with youth customers during equipment fittings, all of which make pre-employment screening common in this segment. The scope of a Pure Hockey background check may vary depending on the role, whether it involves keys, cash, or supervisory responsibility, and the state where the position is located.

The process is usually efficient and store-led. Candidates typically apply online or in person, then complete a phone screen or an in-store interview with the store manager, often focused on customer service experience, availability, and familiarity with hockey equipment. Some candidates meet a district manager for a second conversation, and corporate or distribution center roles may add additional interview rounds. Candidates who receive a conditional offer are commonly asked to consent to a background check before a start date is confirmed. Onboarding usually includes product training, point-of-sale training, and for technician roles, hands-on instruction on sharpening and fitting equipment.

Turnaround depends on the searches ordered, how quickly courts and previous employers respond, and how many jurisdictions the candidate's history covers. Many retail background checks come back within a few business days, while multi-county or multi-state criminal searches and manual court retrievals can take longer. Seasonal hiring pushes can also affect how quickly onboarding paperwork moves. For more on what drives report timelines, see background check turnaround times.

The employer decides which searches to include. For a specialty retail role, a background check may cover some or all of the following:

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

The lookback window depends on the search type and the law of the state where the candidate lives or worked. Under the FCRA, consumer reporting agencies are generally limited from reporting most adverse information older than seven years, with exceptions that can apply to convictions and to positions above certain salary thresholds. Massachusetts and several other states impose stricter limits, including restrictions on how far back certain criminal records may be considered and on the reporting of non-conviction information. Candidates with records in more than one state may see different windows applied to different parts of the same report.

Pure Hockey does not publish a detailed policy on applicants with felony records, and decisions of this kind are typically made case by case. Factors that commonly matter include the nature and seriousness of the offense, how much time has passed, evidence of rehabilitation, and how the record relates to the responsibilities of the role, particularly where cash handling or contact with youth customers is involved. Many states and cities have enacted "ban-the-box" laws that limit when an employer 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 sign a disclosure and authorization form consenting to a background check before it is initiated. Applicants should be prepared to supply accurate personal information, including full legal name, date of birth, Social Security number, and address history, plus a valid driver's license number for roles that involve driving. Minors hired for entry-level seasonal roles may face additional requirements under state youth employment rules, including work permits. Accurate information helps ensure searches are run in the correct jurisdictions and reduces the chance of delays.

The Fair Credit Reporting Act is the U.S. 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, to provide the candidate with a copy of the report and a summary of rights before taking adverse action, and to allow a reasonable opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA and Equal Employment Opportunity Commission (EEOC) guidance apply to employment screening, visit Fair Credit Reporting Act (FCRA).

Screening requirements are set by the employer and can differ by role rather than by employment status, so a seasonal associate and a full-time associate in the same store often go through the same checks. Where practices do diverge, it is usually because a role carries extra responsibility, such as key holder duties, cash deposits, or supervision, which some employers screen more thoroughly. Candidates hired for short seasonal stints should still expect to complete a disclosure and authorization form, and should read it to see which searches will be run for their position.

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

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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.