Republic Services: Hiring, Background Check & Employment Verification FAQs

Founded in 1981 and headquartered in Phoenix, Arizona, Republic Services, Inc. has grown into the second largest provider of waste disposal in the United States as measured by revenue. The company trades on the New York Stock Exchange under the ticker RSG and is a component of the S&P 500. Cascade Investment, the investment vehicle associated with Bill Gates, held roughly 35 percent of the company as of recent filings, making it the largest single shareholder.

The modern company took shape in July 1998, when Republic Industries completed a corporate spin-off of its solid waste business through an initial public offering. The remaining parent business went on to become AutoNation. Since then, Republic Services has expanded through steady acquisition and route consolidation, building a network that serves residential customers, small businesses, and large industrial accounts.

As of 2024, the company reported operating 367 collection operations, 248 transfer stations, 75 recycling centers, and 208 active landfills, along with treatment, recovery, and disposal facilities and a set of deep injection and salt water disposal wells. That infrastructure supports curbside residential pickup, commercial and industrial container service, construction and demolition roll-off service, materials recovery, and landfill gas-to-energy projects. Republic Services reported approximately 42,000 employees in 2024 and revenue of about 16 billion dollars for the same year.

The workforce reflects the operational nature of the business. Commercial driver's license holders run collection and roll-off routes, diesel technicians and fleet mechanics maintain a large vehicle fleet, sorters and equipment operators staff recycling and transfer facilities, and landfill personnel manage active disposal sites. Supporting those field roles are dispatchers, route managers, safety specialists, customer service representatives, sales teams, and corporate staff based in Phoenix and in regional offices.

Company culture and employee programs:

Republic Services describes itself as an environmental services company rather than simply a hauler, and safety training is a visible part of how it presents field work to prospective employees. Many positions involve commercial vehicle operation, heavy equipment, or work near moving machinery, so onboarding for those roles typically includes safety instruction and role-specific certification. Benefits, scheduling, and pay structures vary by division, location, union representation, and whether a role is full-time or part-time, so candidates should confirm details with the recruiter handling their application.

Yes. Employers in the waste and environmental services industry, including Republic Services, are legally permitted to conduct pre-employment background checks on job candidates as long as they follow applicable federal, state, and local law. 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 authorization, and the adverse action process. Roles that involve driving commercial motor vehicles carry additional federal requirements administered by the Department of Transportation.

Republic Services is generally reported to conduct background checks as part of its hiring process. That is consistent with standard practice among large waste and environmental services employers, where employees drive heavy vehicles on public roads, enter customer property, and operate industrial equipment. The specific searches included in a Republic Services background check may vary by role, by the state or municipality where the position is based, and by any contractual requirements attached to a particular municipal or commercial account.

While the exact steps differ by position and location, the Republic Services hiring process generally follows a familiar sequence. Candidates apply online through the company's careers site, and qualified applicants are contacted by a recruiter for a phone or virtual screening conversation. Driver candidates may complete a road test or skills assessment in addition to interviews with an operations or route manager. Candidates who receive a conditional offer are typically asked to consent to a background check, and for safety-sensitive roles, to complete pre-employment drug testing before a start date is confirmed. Orientation and role-specific safety training follow once those steps are cleared.

Turnaround depends on which searches are ordered, how quickly courts and previous employers respond, and how many jurisdictions a candidate's history touches. Many reports come back within a few business days, while searches that require manual county court retrieval, out-of-state records, or driving history from multiple states can take longer. Motor vehicle record checks are often quick, whereas verifications that depend on a third party replying can stretch the timeline. Candidates who want a fuller picture of typical timelines can read about background check turnaround times.

The employer decides which searches to include. For a role at a waste and environmental services company, a background check may include some or all of the following:

Candidates should read the disclosure and authorization paperwork provided during hiring to see which searches apply to their specific position.

The lookback window depends on the type of search and the law of the state where the candidate lives or worked. Under the FCRA, consumer reporting agencies are generally limited from reporting most adverse information older than seven years, with exceptions that include criminal convictions and positions above certain salary thresholds. Several states apply stricter limits of their own. Driving records follow separate state retention rules, and DOT-regulated roles have their own federal requirements for reviewing driving history, so different parts of a single report may carry different lookback periods.

Republic Services does not publish a detailed public policy on applicants with felony records, and these decisions are typically made case by case. Relevant factors usually include the nature and seriousness of the offense, how much time has passed, evidence of rehabilitation, and how the record relates to the duties of the specific job. Many states and cities have adopted "ban-the-box" laws that restrict when an employer may ask about criminal history during the application process. Candidates are encouraged to answer application questions accurately and to be ready to discuss their record if it comes up.

Candidates are typically asked to sign a written disclosure and authorization form before any background check is initiated. Applicants should be prepared to provide accurate personal information, including full legal name, date of birth, Social Security number, and address history, and driver applicants should expect to supply their driver's license number and details of prior commercial driving experience. Accurate information helps searches run in the correct jurisdictions and reduces the chance of avoidable delays.

The Fair Credit Reporting Act is the federal law that governs how consumer reporting agencies collect, assemble, and share background check information. Under the FCRA, an employer must obtain written consent before ordering a report, must provide the candidate with a copy of the report and a summary of rights before taking adverse action based on it, and must allow a reasonable opportunity to dispute inaccurate information before making a final decision. For a fuller explanation of how the FCRA and Equal Employment Opportunity Commission (EEOC) guidance apply to employment screening, see this introduction to the Fair Credit Reporting Act (FCRA).

Commercial driving roles are screened more closely than most other positions because they are regulated at the federal level. In addition to criminal history, employers hiring commercial drivers typically review a motor vehicle record covering license status, endorsements, violations, and accidents, and they commonly verify prior employment and check the federal Drug and Alcohol Clearinghouse as required for CDL positions. Candidates should expect a current and valid commercial driver's license with the correct class and endorsements, a Department of Transportation physical, and pre-employment drug testing. Requirements vary by state, by vehicle class, and by the specific route or facility.

Running a personal background check with Checkr lets you preview what Republic Services may see and gives you a chance to spot potential inaccuracies before they affect your application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To share verified credentials proactively, build a free Checkr Profile you can send to recruiters, hiring managers, or prospective 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.