QVC: Company Profile & Background Check FAQs

QVC was founded in 1986 by Joseph Segel in West Chester, Pennsylvania, where the company's headquarters remain today. The network pioneered the home shopping television model, allowing consumers to purchase products directly through televised broadcasts. Since its founding, QVC has expanded significantly beyond television to include a robust e-commerce platform and mobile shopping experience.

QVC is owned by QVC Group (formerly Qurate Retail Group), which also owns the Home Shopping Network (HSN) and several other retail brands. Together, these properties make QVC Group one of the largest video commerce operators in the world. QVC's programming is available in approximately 380 million homes globally across the United States, United Kingdom, Germany, Japan, Italy, France, and China.

In the United States, QVC employs thousands of workers across a range of functions including on-air hosting, content production, customer service and contact center operations, warehouse and fulfillment operations, and corporate and technology roles. The company's fulfillment centers are located in multiple states, making it a significant regional employer in those areas.

Company culture and employee programs:

Yes. QVC conducts background checks for most positions across its operations. This applies broadly to roles in customer service, warehouse and fulfillment, on-air talent, and corporate functions. The scope and depth of the background check may vary depending on the specific role and location, but candidates for most positions should expect some form of pre-employment screening.

A QVC background check typically takes three to five business days to complete. However, actual turnaround times can vary depending on several factors. For more context on what affects timing, see background check turnaround times.

Factors that may affect how long a background check takes include:

The information surfaced in a QVC background check depends on the specific checks ordered for a given role. Common components may include:

In most cases, background checks in the United States look back seven years for criminal history and other records. However, the applicable lookback period can vary based on the state where the position is located and the nature of the role. Some states impose stricter limits on what can be reported and considered, and certain higher-responsibility positions may involve longer lookback periods where permitted by law. Candidates should also be aware that many jurisdictions have enacted "ban-the-box" laws that restrict when and how criminal history can be considered during the hiring process.

The Fair Credit Reporting Act (FCRA) is a federal law that governs how consumer reporting agencies collect and report information, and how employers may use that information in hiring decisions. Under the FCRA, employers must obtain written consent from a candidate before running a background check. If an employer intends to take an adverse action based on background check results, the candidate must be notified in advance and given an opportunity to review and dispute the findings. These protections apply to all candidates going through the QVC hiring process.

QVC does conduct pre-employment drug screening as part of its hiring process. Candidates report being required to pass a drug test as a condition of employment, with a mouth swab (oral fluid) test being a commonly reported method. While the specific scope may vary by role and location, drug testing is not limited to warehouse and fulfillment positions - candidates for a range of roles should expect to be tested. QVC may also conduct additional drug testing following workplace incidents or when reasonable suspicion arises. Candidates are encouraged to confirm current drug testing requirements during the offer stage, as policies can vary by location and may change over time.

QVC evaluates candidates with criminal records on a case-by-case basis. The company does not necessarily have a blanket policy excluding all applicants with felony convictions. Factors typically considered include the nature of the offense, how much time has passed, and the relevance of the conviction to the specific job being applied for. Many states and localities have enacted fair chance or ban-the-box legislation that requires employers to delay criminal history inquiries until later in the hiring process, giving candidates the opportunity to be evaluated on their qualifications first. Candidates with a criminal history are encouraged to be forthcoming and to provide relevant context when given the opportunity.

The QVC hiring process generally follows these steps:

Candidates who want to review their own background information before beginning a job search can do so through Checkr's consumer tools. Checkr Personal Background Checks allow individuals to run a check on themselves to see what a prospective employer may find. Checkr Profile lets candidates build a reusable, shareable background check profile to streamline the hiring process with any employer that uses Checkr.

If you are a candidate currently in the background check process, you can track your report status and get support through the Candidate Portal or by visiting the Checkr Help Center.

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.

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.