Reynolds and Reynolds: Hiring, Background Check & Employment Verification FAQs

Reynolds and Reynolds was founded in Dayton, Ohio in June 1866 by Lucius Reynolds and his brother-in-law James Gardner, who started a small printing shop with $500 in capital under the name Reynolds and Gardner. The business began with six shop workers and a traveling salesman and became one of the early printers specializing in standardized business forms. Over the following century it shifted its focus toward the automotive retail market, then toward the software that runs it.

Today the company is a leading supplier of technology and services to car dealerships. Its portfolio centers on dealership management software, including a retail management system that ties together sales, service, parts, accounting, and customer records, along with document and forms printing, digital retailing tools, and professional and consulting services. The company states that its products appear in a large majority of United States dealerships.

Reynolds and Reynolds is privately held. In August 2006 it announced it would become a private company through a $2.8 billion acquisition by Houston-based Universal Computer Systems, a dealership software provider founded in 1970 by Robert Brockman. The deal completed in October 2006 and combined two of the largest dealership management system providers under single ownership.

The company remains headquartered in Dayton, Ohio and operates major United States sites in Houston and College Station, Texas, Celina, Ohio, and Tampa, Florida, along with operations in Canada, the United Kingdom, and elsewhere in Europe, and it employs several thousand people. Workforce roles span software development and quality assurance, technical support, implementation and training consultants who work on-site at dealerships, field sales and account management, printing and document production, logistics, and corporate functions including finance, human resources, and legal.

Company culture and employee programs:

Reynolds and Reynolds is known for structured, classroom-style onboarding for its sales and implementation tracks, where new hires learn dealership operations and the company's product suite before working with customers. Client-facing roles frequently involve regular travel to dealership sites, which is worth confirming for any specific opening. Compensation mixes base pay with variable components in sales positions, and benefits, scheduling, and travel expectations vary by function and location, so candidates should verify details during the interview process.

Yes. Employers in the automotive technology and business software industry, including Reynolds and Reynolds, 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 around candidate consent, disclosure, and adverse action. Operations in Canada, the United Kingdom, and Europe are subject to their own employment and data protection rules.

Reynolds and Reynolds is generally reported to conduct background checks as part of its hiring process, in line with standard practice among enterprise software and business services employers. Staff in these roles may access dealership systems that hold customer financial applications, deal jackets, and personal information, and client-facing employees often work inside customer facilities. The scope of a Reynolds and Reynolds background check typically varies by role, seniority, and location, and a field position with customer system access is commonly screened differently from a production or warehouse position.

Steps vary by function, but the Reynolds and Reynolds hiring process generally follows a recognizable pattern. Candidates apply online or through a campus or recruiting event, then complete a recruiter phone screen. Sales and consulting candidates often move through multiple structured interviews, sometimes including a full interview day, a presentation, or a role-play exercise, while technical candidates typically face skills-focused interviews. A conditional offer is usually followed by consent to a background check and any required verifications, with a formal training program starting once pre-employment steps are complete.

Turnaround depends on which searches are ordered, how quickly courts, schools, and previous employers respond, and how many jurisdictions a candidate's history spans. Many reports are returned within a few business days, while education verifications, international components, and criminal searches across several counties can take longer. Roles that require driving records or professional credential checks may add a step. Candidates who want a fuller explanation can review background check turnaround times.

The employer determines which searches to include. For a role at an automotive technology and business services company, a background check may include some or all of the following:

Candidates should read the disclosure and consent forms provided during hiring to see which searches apply to their role.

Lookback depends on the search type and the applicable law. Under the FCRA, consumer reporting agencies are generally limited from reporting most negative information older than seven years, with exceptions for certain record types such as criminal convictions and for higher-salary positions, and a number of states impose stricter limits. Driving records follow separate state retention schedules. Employment and education verifications are not bound by the seven-year framing because they confirm information the candidate supplied rather than report adverse records.

The company does not publish a detailed policy on applicants with felony records, and hiring decisions of this kind are typically made case by case. Considerations commonly include the nature and seriousness of the offense, how much time has passed, evidence of rehabilitation, and how closely the record relates to the duties of the job, which can matter more for positions with access to customer financial data. Many states and cities have adopted "ban-the-box" laws that restrict when criminal history may be asked about and require an individualized assessment before a record is used to deny employment. Candidates are encouraged to answer application questions honestly and be ready to discuss their history.

Candidates should expect to sign a written disclosure and authorization before screening begins, and to provide accurate personal information including full legal name, date of birth, Social Security number for United States applicants, and address history. Roles that require a degree should expect education verification, and field positions that involve travel by car generally require a valid driver's license and an acceptable driving record. Supplying complete and accurate information helps ensure the correct jurisdictions and institutions are contacted and reduces the chance of delays.

The Fair Credit Reporting Act is a US federal law governing how consumer reporting agencies collect, use, and share background check information. Under the FCRA, an employer must obtain written consent before ordering a report, must provide a copy of the report and a summary of rights before taking adverse action based on it, and must give the candidate an opportunity to dispute inaccurate information before a final decision. For a fuller explanation of how the Fair Credit Reporting Act (FCRA) and Equal Employment Opportunity Commission guidance apply to background checks, see Checkr's introduction to both.

Sometimes. Employees who work on-site at client dealerships or who can access dealership systems may be subject to additional verification because those systems hold consumer credit applications and other sensitive records, and the dealership itself may impose access conditions. Positions involving frequent travel by vehicle typically add a motor vehicle records check, and roles touching accounting or treasury functions may include a credit check where state law allows. These requirements come from the sensitivity of the work rather than from a single blanket policy, so candidates should ask what applies to the specific opening.

Running a personal background check with Checkr lets you preview what Reynolds and Reynolds 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.