Refresco: Hiring, Background Check & Employment Verification FAQs

Refresco's roots trace to the early 1960s, when soft drinks under the brand name Liko began production at the Menken dairy factory in Wassenaar, Netherlands. As production expanded, a new dedicated Liko factory opened in Bodegraven, Netherlands, in 1970. In 1995, the company rebranded as Menken Drinks, and in 1999 to 2000, Refresco was created through a management buy-out of Menken Drinks, establishing the company under its modern name and headquarters in Rotterdam, the Netherlands.

Refresco grew rapidly in the 2000s and 2010s through a series of strategic acquisitions, including the Netherlands-based Sun Beverages in 2007, Bavaria-based Schiffers Food in 2009, and Germany's Soft Drinks International in 2010, which alone added €140 million to the company's turnover. Refresco was listed on the Amsterdam Stock Exchange from 2015 to 2017 before returning to private ownership. In February 2022, global investment firm KKR signed an agreement to acquire a majority stake in Refresco, with existing investors PAI Partners and British Columbia Investment Management Corporation (BCI) retaining a significant minority position in the company.

Today, Refresco operates more than 70 majority-owned manufacturing sites across Europe, the United States, Canada, and Mexico, producing beverages in a wide range of packaging formats including cartons, PET bottles, cans, and glass. The company generates more than €6 billion in annual revenue and employs approximately 14,000 to 15,000 people worldwide. Refresco's workforce includes bottling and production line employees, warehouse and logistics staff, quality assurance personnel, and engineering and technical roles supporting its large-scale beverage manufacturing operations.

Company culture and employee programs: Refresco emphasizes continuous innovation in product quality and packaging, aligning with evolving consumer demand, environmental responsibility, and market trends. The company has continued to invest in sustainability initiatives, including recent partnerships aimed at reducing carbon emissions from beverage transportation in Europe. Benefits, training, and advancement opportunities can vary by role and manufacturing facility, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the beverage manufacturing and bottling industry, including Refresco, 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, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires employers to obtain written consent, provide disclosures, and follow adverse action procedures.

Refresco is generally reported to conduct background checks as part of its hiring process, which is standard for large beverage manufacturing employers, particularly for production roles involving heavy equipment and machinery operation.

The hiring process for manufacturing and production roles at Refresco typically includes an application, an interview with a hiring manager, and a background check prior to a final offer.

Background check timelines can vary based on the type of screening requested and how quickly records can be verified. Learn more about typical background check turnaround times to understand what factors can affect the process.

A typical pre-employment background check for a beverage manufacturing role may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though state laws may extend or restrict this timeframe depending on the type of record and jurisdiction.

Hiring decisions involving candidates with criminal records are generally made on a case-by-case basis, taking into account the nature of the offense, how much time has passed, and its relevance to the role. Some states have adopted "ban-the-box" laws that restrict when employers can ask about criminal history during the hiring process.

Candidates can generally expect to provide personal information such as full legal name, date of birth, and Social Security number, along with signed consent authorizing the background check, in compliance with FCRA requirements.

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how employers can use background check information in hiring decisions. It requires employers to notify candidates before running a check, obtain written consent, and follow specific adverse action procedures if a decision is made based on background check results.

What if I disagree with something in my background check?

Under the FCRA, if you believe your background check report contains inaccurate information, you have the right to dispute it directly with the consumer reporting agency that prepared the report. The agency is generally required to investigate the dispute, typically within 30 days, and to correct or remove any information it cannot verify as accurate. If Checkr conducted the background check, dispute instructions are included in the notification sent to your Checkr candidate account.

Can I see a copy of my own background check report?

Yes. Under the FCRA, if a background check is used to make an adverse hiring decision, you are entitled to receive a copy of the report along with a summary of your rights under the law before the decision becomes final.

Running a personal background check with Checkr lets you preview what Refresco may see during the hiring process, helping you address any concerns before you apply. A personal background check can include:

Learn more about Checkr Personal Background Checks and explore your Checkr Profile to see what information may appear in your own background check.

If you're a candidate with a background check in progress through Checkr as part of your application to Refresco or another employer, you can check your status through the Candidate Portal. For additional support, visit the Checkr Help Center.

The information provided in this article does not, and is not intended to, constitute legal advice. All information is for general informational purposes only. Checkr does not guarantee the accuracy, completeness, or usefulness of this information and is not responsible for any errors or omissions, or for the results obtained from the use of this information. This article may contain links to other third-party websites. Such links are only for the convenience of the reader. Checkr does not endorse the contents of the third-party sites and disclaims any affiliation with the companies mentioned in this article unless otherwise stated.