REI: Hiring, Background Check & Employment Verification FAQs

Recreational Equipment, Inc., known everywhere as REI or REI Co-op, was founded in Seattle, Washington, in 1938 by Lloyd and Mary Anderson together with a group of fellow climbers who wanted access to affordable, quality mountaineering equipment. The co-op is headquartered in Kent, Washington. Unlike a conventional retailer, REI is structured as a consumers' cooperative, which means customers can buy a lifetime membership and share in the co-op's annual rewards rather than the business being owned by outside shareholders.

REI sells camping, hiking, climbing, cycling, paddling, running, fitness, snow sports, and travel gear, along with men's, women's, and children's apparel. It does not sell hunting or fishing equipment. Alongside retail, the co-op runs guided travel through REI Adventures, in-store and local classes and events, gear rentals, a used-gear resale program, and its own REI Co-op branded product line.

In its 2025 financial results and Impact Report, REI reported $3.54 billion in net sales, added one million new members to bring total membership above 26 million, distributed $203 million to members through Co-op Member Rewards, and invested $121.9 million in employee incentives and profit sharing. The co-op opened six store locations during the year, including new stores in Amherst, New York; Chico, California; Durango, Colorado; and Elk Grove, California, plus relocations in Carlsbad, California, and Lynnwood, Washington. REI has described its workforce as roughly 14,000 employees.

Day to day, the co-op's jobs span retail sales specialists on the floor, bike and ski shop technicians, front-of-house and cashier roles, visual merchandising, distribution center and logistics staff, customer service, outdoor school instructors and guides, and corporate functions at the Kent headquarters. Many store roles involve handling member payment information, working with rental equipment, or operating shop machinery, which is part of why screening practices tend to differ by position.

Company culture and employee programs:

REI is widely known for tying employment to its outdoor mission, and the co-op highlights employee incentives and profit sharing, retirement contributions, and gear discounts among the reasons people stay. Training is a visible part of the model, particularly for technical shop roles and for outdoor school instructors who need current certifications. Specific benefits, scheduling, and eligibility vary by location and by whether a role is full-time, part-time, or seasonal, so candidates should confirm the details with a recruiter during the hiring process.

Yes. Employers in the retail industry, including REI, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow applicable federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which sets requirements for candidate disclosure, written consent, and the adverse action steps an employer must follow before declining someone based on a report. Washington State, where REI is headquartered, and many of the other states where the co-op operates add their own rules on when criminal history may be considered.

REI is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice among national retailers. Employees in the co-op's stores handle member payment data, high-value gear, rental equipment, and in some roles cash, and distribution center staff work in secured facilities. The scope of the REI background check is not published and may vary by role, by location, and by whether the position involves driving, cash handling, or working with minors through outdoor programs.

The exact steps vary by store and role, but the REI hiring process typically starts with an online application through the co-op's careers site. Recruiters review applications and reach out to promising candidates for a phone or video screen, often focused on customer service experience and familiarity with the relevant outdoor activity. Candidates who advance usually complete one or more interviews with a store or department manager, and technical shop roles may include a skills conversation. A conditional offer generally comes before any background check, and the candidate is asked to sign a disclosure and authorization form at that point. Onboarding and training follow once pre-employment requirements are complete.

Background check turnaround times vary with the searches an employer orders, how quickly courts and agencies respond, and how many jurisdictions a candidate's history touches. Many reports come back within a few business days, while searches that reach multiple county or state courts can run longer. Candidates who want a clearer picture of typical timelines can review background check turnaround times.

The employer decides which searches to include. For a retail role at a co-op like REI, a background check may include some or all of the following:

Candidates should read the disclosure and authorization paperwork carefully, since it identifies which searches apply to their specific role.

The lookback period depends on the type of search and the law of the state where the candidate lives or worked. Under the FCRA, consumer reporting agencies generally may not report most negative information older than seven years, with exceptions for certain record types and for positions above a specified salary threshold. Several states apply stricter limits, and a candidate with records in more than one state may see different windows applied to different searches inside the same report.

REI does not publish a detailed policy on applicants with felony records, and retail employers generally evaluate criminal history case by case. Common factors include the nature and seriousness of the offense, how long ago it occurred, evidence of rehabilitation, and how the record relates to the duties of the job. Washington State and many cities and states where REI operates have "ban-the-box" laws that restrict when an employer may ask about criminal history and require an individualized assessment before a record is used to reject a candidate. Applicants are encouraged to be accurate on their application and prepared to discuss their history if it comes up.

Candidates are typically asked to provide written consent before any background check begins, usually through a disclosure and authorization form supplied during the hiring process. Applicants should be ready to supply accurate personal details, including their full legal name, date of birth, Social Security number, and address history. Accurate information helps ensure searches run in the right jurisdictions and reduces the chance of delays. Applicants for roles that involve driving should expect to provide a driver's license number, and candidates for outdoor school or guide positions may be asked to document certifications.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires employers to get written consent before requesting a report, to provide the candidate with a copy of the report and a summary of rights before taking adverse action based on it, and to give the candidate a chance to dispute inaccurate information before a final decision is made. For a fuller explanation of how the FCRA and Equal Employment Opportunity Commission (EEOC) guidance apply to employment screening, see Fair Credit Reporting Act (FCRA).

Possibly. Roles that include operating a vehicle for the co-op, such as transporting gear between locations or supporting events, commonly add a motor vehicle records search, because driving history is relevant to the job in a way it is not for a sales specialist. Distribution center and logistics positions may also involve equipment certifications. As with the rest of the process, the actual scope is set by the employer and disclosed to the candidate before the report is ordered.

Running a personal background check with Checkr lets you preview what REI may see and gives you a chance to spot inaccuracies before they affect your application. One secure report covers:

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