Randolph-Brooks Federal Credit Union: Hiring, Background Check & Employment Verification FAQs

RBFCU traces its origins to September 1952, when the credit union opened with nine members and $45 in deposits. Its federal charter was approved on October 6, 1952, under the name Randolph Federal Credit Union, reflecting its roots at Randolph Air Force Base near San Antonio. In August 1959 the field of membership was amended to include Brooks Air Force Base, and on October 25, 1961, the organization adopted the name it carries today, Randolph-Brooks Federal Credit Union.

The credit union is headquartered in Live Oak, Texas, northeast of San Antonio, on property it acquired in December 2000 for a headquarters campus. RBFCU is the largest credit union in Texas by assets. According to the credit union, it serves more than 1.1 million members through 65 branches across Texas as of June 2026, with assets exceeding $19.6 billion. Its branch network is concentrated in four major market areas: Austin, Corpus Christi, Dallas-Fort Worth, and San Antonio.

As a federally insured credit union, RBFCU is regulated by the National Credit Union Administration (NCUA) rather than organized as a shareholder-owned bank. Members are the owners, and earnings are returned through rates, pricing, and services rather than distributed to outside investors. The product set spans everyday checking and savings accounts, auto and personal loans, credit cards, mortgages and home equity lending, business services, and insurance and investment offerings through affiliated companies.

RBFCU reports employing more than 2,400 people. Roles include member service representatives and tellers at branches, loan officers and mortgage processors, contact center agents, fraud and risk analysts, compliance and audit staff, information technology and information security professionals, marketing and human resources teams, and branch and regional leadership. Many positions involve direct handling of member funds, account credentials, and personally identifiable information, which is a defining feature of employment in the credit union industry.

Company culture and employee programs:

RBFCU presents itself as a community-focused cooperative, and much of its workforce is based in the Texas markets it serves. Candidates can generally expect structured onboarding for member-facing roles, product and compliance training tied to financial-services regulations, and internal pathways from branch positions into lending, operations, or corporate functions. Specific benefits, scheduling, and compensation vary by role, location, and employment status, so applicants should confirm details with a recruiter during the hiring process.

Yes. Employers in the financial services industry, including Randolph-Brooks Federal Credit Union, are legally permitted to conduct pre-employment background checks on job candidates as long as they follow federal, state, and local requirements. In the United States, employment screening performed through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which sets rules for candidate disclosure, written consent, and adverse action. Federally insured credit unions are also subject to Section 205(d) of the Federal Credit Union Act, which the NCUA describes as generally prohibiting a person convicted of a criminal offense involving dishonesty or breach of trust, or who has entered a pretrial diversion program for such an offense, from participating in the affairs of an insured credit union without the agency's written consent.

RBFCU is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice across banks and credit unions. Financial institutions routinely screen candidates because employees may handle cash, access member accounts, originate loans, or work with sensitive data. The exact scope of a Randolph-Brooks Federal Credit Union background check may vary by role, by branch or department, and by the applicable state and federal rules for that position.

While steps differ by position, the RBFCU hiring process typically begins with an online application through the credit union's careers site. Recruiters review applications and may schedule a phone or video screening, followed by one or more interviews with the hiring manager and, for branch roles, a branch or regional leader. Candidates who advance are usually extended a conditional offer, then asked to complete pre-employment requirements that commonly include identity verification and consent to a background check. Onboarding and role-specific training generally follow once those steps are cleared.

Turnaround depends on which searches are ordered, how quickly courts and past employers respond, and how many jurisdictions a candidate's history touches. Many reports come back within a few business days, while searches that require records from multiple counties or manual court retrieval can take longer. Verifications of past employment or education can also add time when a prior employer is slow to respond. Candidates who want a fuller picture of typical timelines can review background check turnaround times.

The employer decides which searches to include. For a credit union role, a report may cover some or all of the following:

Applicants should read the disclosure and authorization forms they receive, which identify the searches being requested for that specific position.

Lookback periods depend on the search type and the state. Under the FCRA, consumer reporting agencies are generally restricted from reporting most adverse non-conviction information older than seven years, with exceptions that can apply to higher-salary positions and to certain record categories such as convictions. Several states impose tighter limits or additional restrictions on how criminal and credit information may be used. Because rules differ by jurisdiction, candidates with records in more than one state may see different windows applied within a single report.

RBFCU does not publish a detailed policy on applicants with felony records, and decisions of this kind are typically made case by case. Relevant factors usually include the nature of the offense, how long ago it occurred, and how it relates to the duties of the job. Many states and cities have adopted "ban-the-box" laws that restrict when employers may ask about criminal history. Candidates should also be aware that, separate from any employer policy, federal law places restrictions on insured credit unions hiring people with certain convictions involving dishonesty or breach of trust, and that the NCUA operates a written-consent process for exceptions. Being accurate and forthcoming on the application is generally the best approach.

Candidates are typically asked to sign a standalone disclosure and provide written authorization before any screening begins. Expect to supply your full legal name, any former names, date of birth, Social Security number, and address history, and to present identification during onboarding. Accurate information reduces the chance of a mismatched record or a delay while a search is re-run in the correct jurisdiction.

The Fair Credit Reporting Act is the federal law that governs how consumer reporting agencies gather and furnish background check information and how employers may use it. It requires clear disclosure and written consent before a report is ordered, and it requires an employer that intends to take adverse action based on a report to first send a pre-adverse action notice with a copy of the report and a summary of rights, giving the candidate a chance to dispute inaccurate information. For a deeper explanation of how these rules work alongside Equal Employment Opportunity Commission guidance, see Fair Credit Reporting Act (FCRA).

In one important respect, yes. Beyond the FCRA and state fair-chance laws, federally insured credit unions operate under Section 205(d) of the Federal Credit Union Act. The NCUA describes this provision as generally barring individuals convicted of offenses involving dishonesty or breach of trust from participating in the affairs of an insured credit union absent the agency's written consent, and notes that the Fair Hiring in Banking Act amended it in 2022 to broaden opportunities for people with older or minor offenses. Candidates who may fall into this category can review the NCUA's published guidance and exception process.

Running a personal background check with Checkr lets you preview what Randolph-Brooks Federal Credit Union may see and spot potential inaccuracies before they affect your application. One secure report lets you review:

Create your report in minutes at Checkr Personal Background Checks. To share verified credentials with recruiters and hiring managers, build a free Checkr Profile.

Check your report status in the Candidate Portal. You can also visit the Checkr Help Center for FAQs, dispute steps, and support contacts.

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.