Rent-A-Center: Company Profile & Background Check FAQs

Founded in 1973 by Tom Devlin in Wichita, Kansas, Rent-A-Center pioneered the lease-to-own retail model that allows customers to acquire furniture, appliances, electronics, computers, and smartphones without traditional credit approval. The company is now headquartered in Plano, Texas, and operates more than 2,000 company-owned stores across the United States, Puerto Rico, and Mexico. Rent-A-Center's business model centers on flexible payment options, serving customers who may not qualify for conventional financing by offering weekly, biweekly, or monthly lease agreements with no long-term obligations.

Parent company and growth:

In February 2023, Rent-A-Center, Inc. rebranded its parent entity as Upbound Group, Inc., which is publicly traded on the NASDAQ under the ticker symbol UPBD. Upbound Group operates through four segments: Rent-A-Center, Acima, Brigit, and Mexico. Acima is a virtual lease-to-own platform that integrates with thousands of third-party retail partners, extending the rent-to-own model beyond Rent-A-Center's own storefronts. Brigit is a financial health platform offering budgeting tools and credit-building services.

Workforce and positions:

Rent-A-Center employs more than 15,000 people across its store network, distribution operations, and corporate offices. In-store positions include store managers, account managers, and customer service associates who handle sales, account management, and customer relationships. The company also employs delivery drivers and warehouse staff responsible for transporting and maintaining inventory. Corporate roles span areas such as finance, marketing, technology, and human resources. Delivery positions require driving company vehicles and handling heavy merchandise, which may factor into position-specific hiring requirements.

Yes. Rent-A-Center conducts background checks as part of its standard hiring process. Background screening is initiated after a conditional offer of employment has been extended, and candidates must provide written authorization before a report is ordered. The specific components of the background check may vary depending on the role and applicable state and local laws.

Most employment background checks can be completed in three to five business days, but timing varies with the screenings ordered and record accessibility. Database searches can close in minutes, whereas searches that require manual courthouse retrieval or follow-up paperwork may extend beyond a week. See Checkr's guide to background check turnaround times for details.

A background check report may include:

Look-back periods vary by state law, position, and the CRA's data sources. Many employers focus on the past seven years for most convictions, but certain roles may require a deeper review depending on state regulations and job responsibilities. Candidates should review state fair-chance or "ban-the-box" laws to understand local limits.

The Fair Credit Reporting Act (FCRA) requires employers to obtain written consent before ordering a background report, provide a copy of the report plus a "pre-adverse action" notice if they may take negative action, and allow time to dispute errors. EEOC guidance also recommends an individualized assessment that considers the nature of the offense, its age, and relevance to the job.

Running a personal background check with Checkr lets you preview what Rent-A-Center may see and help you identify potential inaccuracies. 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.