Rainbow Shops: Company Profile & Background Check FAQs

Rainbow Shops was founded in Brooklyn, New York, in 1935 by Irving Swarzman, who chose the Rainbow name to reflect the colorful, affordable fashion the store offered. Swarzman brought his brothers into the business as it grew, and the family expanded the chain to dozens of locations before selling the company in the 1980s. Nearly a century after its founding, the retailer remains headquartered in Brooklyn and continues to focus on the same core mission: making trend-driven style accessible at value prices.

Today, Rainbow operates more than 800 stores across the United States, Puerto Rico, and the U.S. Virgin Islands, along with an e-commerce site at rainbowshops.com. The company sells women's apparel, plus-size and juniors' fashion, kids' clothing, shoes, and accessories, with a merchandising model built around fast-moving, affordable trends. Shoppers can buy online and return items in stores, and the company offers free shipping to its store locations.

As a privately held retailer, Rainbow Shops does not report to public shareholders, and its store network is concentrated in accessible shopping centers and urban retail corridors across the country. The workforce includes store-level roles such as sales associates, cashiers, assistant managers, and store managers, plus positions in distribution and logistics, buying and merchandising, e-commerce, and corporate functions at its Brooklyn headquarters.

Company culture and employee programs: Rainbow's store environment is customer-facing and fast-paced, with an emphasis on merchandising, service, and keeping up with quickly changing fashion inventory. Many store positions are entry-level and part-time, which can make the company an accessible starting point for retail careers, while multi-store and district leadership roles offer paths for advancement. Benefits, scheduling, and pay vary by role, location, and employment status, so candidates should confirm details with the hiring manager during the interview process.

Yes. Employers in the retail industry, including Rainbow Shops, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with applicable federal, state, and local laws. In the United States, the Fair Credit Reporting Act (FCRA) governs employment screening and requires written candidate consent, clear disclosures, and a defined adverse action process when background check results affect a hiring decision.

Rainbow Shops is generally reported to conduct background checks for at least some positions, which is consistent with common practice among national retail chains. Screening tends to be more likely for roles with greater responsibility, such as management positions or jobs involving cash handling and store keys. Because practices may vary by role, state, and location, candidates should rely on the disclosure and consent forms they receive during hiring to understand whether and how they will be screened.

The Rainbow Shops hiring process typically starts with an application submitted online or in person at a local store. Candidates who move forward are usually contacted for an interview with a store manager, and management applicants may complete additional interviews with district leadership. If the company extends a conditional offer, the candidate may be asked to consent to a background check before a start date is confirmed. Onboarding and store training generally follow once pre-employment steps are complete. Steps can vary by store and position, so applicants should ask the hiring manager what to expect.

How long a background check takes depends on which searches are ordered, the responsiveness of courts and agencies, and the number of jurisdictions connected to a candidate's address history. Many reports are finished within a few business days, while checks that involve multiple county courthouse searches or manual record retrieval can take longer. Candidates can learn more by reviewing background check turnaround times.

Employers choose which screening components to include based on the role. For a position at a fashion retailer like Rainbow Shops, a background check may include some or all of the following:

The disclosure form provided during hiring should list the specific searches that apply to a candidate's role.

Lookback periods depend on the type of search and the laws of the state where the candidate lives or works. Under the FCRA, most negative information other than convictions generally cannot be reported after seven years, while criminal convictions can often be reported indefinitely under federal law, subject to stricter state rules. Some states limit conviction reporting to seven years, so candidates in different locations may see different results for similar searches.

Rainbow Shops does not publish a detailed public policy about hiring candidates with felony records, and employers in retail typically evaluate criminal history on a case-by-case basis. Considerations often include the nature of the offense, how much time has passed, and whether the record relates to the duties of the role. Many states and cities have adopted "ban-the-box" laws that limit when employers may ask about criminal history during the application process. Candidates with records are encouraged to apply, answer questions honestly, and be ready to provide context if asked.

If Rainbow Shops orders a background check, candidates will typically be asked to sign a written disclosure and consent form first, as the FCRA requires. Applicants should be prepared to provide accurate personal details, including full legal name, date of birth, Social Security number, and current and previous addresses. Supplying complete and accurate information helps the screening provider search the right jurisdictions and can prevent unnecessary delays in the hiring timeline.

The Fair Credit Reporting Act is a federal law that regulates how consumer reporting agencies gather, use, and share background check information. It gives candidates important protections: employers must obtain written permission before running a check, must share a copy of the report and a summary of rights before taking adverse action, and must give candidates a chance to dispute inaccurate information. To learn more about these protections and related Equal Employment Opportunity Commission (EEOC) guidance, read this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Rainbow Shops may see and helps you spot 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.