RC Willey: Company Profile & Background Check FAQs

RC Willey was founded in 1932 by Rufus Call Willey in Syracuse, Utah. What began as a small appliance shop selling to local farming families grew steadily over the following decades into a regional retail presence. Rufus Willey built the business on a straightforward model: offer quality merchandise at competitive prices and stand behind what you sell. After his death in 1954, his son-in-law Bill Child took over and continued expanding the company's footprint across Utah.

The company's growth attracted the attention of Warren Buffett, and in 1995 RC Willey was acquired by Berkshire Hathaway. The acquisition marked a significant milestone, bringing the regional retailer under the umbrella of one of the world's most recognized conglomerates while allowing it to continue operating with its established identity and management approach. Today, RC Willey is headquartered in Salt Lake City, Utah, and operates stores across Utah, Nevada, Idaho, and California.

RC Willey's product categories span furniture, mattresses, appliances, electronics, and flooring, making it a one-stop shop for home goods. The retailer serves both individual consumers and households outfitting new homes, and its stores are typically large-format locations carrying thousands of products across each category. This broad merchandise mix supports a diverse workforce that includes sales associates, customer service staff, delivery drivers, warehouse workers, and store management.

As a Berkshire Hathaway subsidiary, RC Willey operates with the financial backing and corporate resources of a large conglomerate while maintaining regional identity and community presence in the markets it serves.

Company culture and employee programs:

RC Willey employs workers across a range of roles, from entry-level retail and warehouse positions to skilled delivery and management roles. The company has historically promoted from within and provides employees with access to benefits that may include health coverage, retirement options, and employee discounts, though specific offerings can vary by position, tenure, and location. Candidates interested in current benefits and workplace programs should review active job postings or speak with a recruiter during the hiring process.

Yes. Background checks are a standard part of the RC Willey hiring process. As a large retailer operating across multiple states with roles that involve handling merchandise, working in homes during deliveries, and managing customer transactions, RC Willey has reason to conduct pre-employment screening. Background checks are typically initiated after a conditional offer of employment has been extended, meaning the offer is contingent on the results of the screening. The scope of the background check may vary depending on the specific role, with positions involving driving, home delivery, or access to financial information potentially subject to additional checks.

The RC Willey hiring process generally follows these steps:

Most background checks are completed within 3 to 5 business days, though timelines can vary based on several factors. The complexity of the search, the number of jurisdictions involved, the responsiveness of court systems or previous employers, and the volume of checks being processed at any given time can all affect turnaround. Candidates with common names or records spanning multiple counties or states may experience longer processing times. For a detailed overview of what affects screening timelines, see Checkr's resource on how long a background check takes.

The specific components of a background check vary by employer and role, but a standard pre-employment screen for a retail or delivery position may include:

Under the FCRA, consumer reporting agencies are generally prohibited from reporting most adverse information older than seven years. This includes arrests that did not result in conviction, civil suits, and certain other records. Convictions, however, can typically be reported regardless of how far back they occurred, with no seven-year limit applying to criminal convictions in most states.

Some states impose stricter limits on what can be reported and for how long. Additionally, certain jurisdictions have enacted ban-the-box laws that restrict when employers can ask about criminal history in the hiring process. Candidates interested in how these protections apply in their state can review Checkr's resource on "ban-the-box" laws.

RC Willey evaluates candidates on a case-by-case basis. A felony record does not automatically disqualify a candidate from employment. The Equal Employment Opportunity Commission (EEOC) guidance encourages employers to conduct an individualized assessment that considers the nature of the offense, how much time has passed since the conviction, and the nature of the job being applied for. Factors such as the relationship between the offense and the specific responsibilities of the role, evidence of rehabilitation, and the candidate's overall record may all be considered.

Candidates with a felony history who are applying to RC Willey are generally encouraged to be transparent during the application process. Providing accurate information and context can work in a candidate's favor compared to inaccuracies that surface during the background check.

Drug testing practices vary by employer, role, and location. RC Willey has not publicly published a universal drug testing policy, so it is not possible to state definitively whether all positions require a drug test. Roles that involve operating company vehicles, heavy equipment, or working in warehouse environments may be more likely to include drug screening as part of the pre-employment process. Candidates applying to specific positions can inquire about drug testing requirements during the interview process or at the time a conditional offer is made.

To complete a background check, candidates are typically required to provide:

Providing complete and accurate information helps ensure the background check is processed correctly and in a timely manner.

The Fair Credit Reporting Act (FCRA) is a federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, candidates have specific rights throughout the screening process. Employers must provide written disclosure before running a check and must obtain written authorization. If an employer intends to take an adverse action, such as withdrawing a job offer based on background check results, the candidate must first receive a pre-adverse action notice along with a copy of the report and a summary of their FCRA rights.

This pre-adverse action step gives candidates the opportunity to review the report and dispute any inaccuracies before a final decision is made. The EEOC adds another layer of protection by providing guidance to help ensure that background check decisions do not result in unlawful discrimination based on race, national origin, or other protected characteristics. For a full overview of candidate rights, see Checkr's resource on the FCRA and EEOC.

Running a personal background check with Checkr lets you preview what RC Willey may see and help 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.

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.

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.