RNR Tire Express: Hiring, Background Check & Employment Verification FAQs

RNR Tire Express was established in 2000 in Tampa, Florida by Larry Sutton, originally under the name Rent-N-Roll. The concept pairs name-brand tires and custom wheels with payment options for customers who cannot or prefer not to pay the full cost up front. Sutton began franchising in 2003, and the brand has expanded nationally from that base. The company remains headquartered in Tampa.

According to the company, RNR has grown to more than 200 locations across 31 states and is expanding into Canada. Stores are a mix of corporate-owned and franchise locations owned by independent operators. A typical store sells tires and wheels, installs them onsite, and provides related services such as alignments, rotations, and flat repair. The payment model is central: customers select the tires and wheels they want and pay them off on a schedule, with the company stating that no credit is needed and no third party is involved.

Because the company operates on a franchise model, the legal employer at most locations is the franchisee that owns the store, not the corporate brand. That distinction matters, because hiring standards, pay, benefits, scheduling, and screening practices can vary from one franchise owner to the next even though the signage is the same. The corporate organization supports franchisees with brand standards, training, supplier relationships, and marketing, and it also hires for its own corporate and field support roles.

Company culture and employee programs:

Store teams generally include sales associates and account representatives who handle product selection and payment arrangements, tire and wheel technicians who mount, balance, and install product, alignment technicians, delivery drivers, assistant managers, and store managers. Account roles often involve payment follow-up, which means handling customer contact information and payment records. Technicians typically receive hands-on training on equipment and safety procedures, and the company emphasizes community involvement and local giving as part of its brand identity. Because most stores are franchise-owned, benefits and advancement paths differ by owner, so candidates should ask the hiring manager at that location.

Yes. Employers in the automotive retail and service industry, including RNR Tire Express corporate locations and independently owned franchise stores, 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 requires clear disclosure, written candidate authorization, and a defined adverse action process. Individual franchise owners are responsible for complying with these rules in their own hiring.

Background checks are generally reported to be part of hiring at tire and automotive retail employers, and practices at RNR Tire Express may vary by store because most locations are independently owned. Employees handle customer payment information, work with inventory and cash, and in some roles drive company vehicles, all of which make pre-employment screening common in this segment. The scope of an RNR Tire Express background check may vary depending on the role, the franchise owner, and the state where the store is located.

The process is usually straightforward and store-driven. Candidates typically apply online or in person, then interview by phone or in store with the store or general manager, and some roles add a conversation with a district manager. Technician candidates may be asked about hands-on experience with mounting and balancing equipment, while sales and account roles focus on customer service and comfort discussing payment arrangements. Candidates who receive a conditional offer are commonly asked to consent to a background check, and in many locations to complete a drug screen and provide a valid driver's license if the role involves driving. Store training follows once pre-employment steps are complete.

Turnaround depends on the searches ordered, how quickly courts and previous employers respond, and how many jurisdictions the candidate's history covers. Many retail background checks come back within a few business days, while multi-state criminal searches and manual court retrievals take longer. Motor vehicle record checks are usually fast but depend on the state DMV. For more on what affects timelines, see background check turnaround times.

The employer decides which searches to include. For a tire and wheel retail role, a background check may cover some or all of the following:

Candidates should review the disclosure and consent forms provided during hiring to see exactly which searches apply at that location.

The lookback window depends on the search type 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 can apply to convictions and to higher-salary positions. Some states apply stricter limits or restrict reporting of arrests that did not lead to conviction. Driving records follow their own state retention schedules, so a motor vehicle report may show a different window than a criminal search in the same file.

Hiring policies for applicants with felony records are set by each employer, which in most cases means the franchise owner rather than the corporate brand, and decisions are typically made case by case. Factors that commonly matter include the nature and seriousness of the offense, how much time has passed, evidence of rehabilitation, and how the record relates to the role. Many states and cities have enacted "ban-the-box" laws that limit when an employer may ask about criminal history during the application process. Candidates are encouraged to be accurate on their application and to be ready to discuss their record if it comes up.

Candidates are typically asked to sign a disclosure and authorization form before a background check is initiated. Applicants should provide accurate personal information, including full legal name, date of birth, Social Security number, and address history, plus a valid driver's license number for driving roles. Accurate details help ensure searches run in the correct jurisdictions. Some locations also require proof of identity and work authorization at onboarding.

The Fair Credit Reporting Act is the U.S. federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires employers to obtain written consent before ordering a report, to provide the candidate with a copy of the report and a summary of rights before taking adverse action, and to allow a reasonable opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA and Equal Employment Opportunity Commission (EEOC) guidance apply to employment screening, visit Fair Credit Reporting Act (FCRA).

At an independently owned store, the franchisee is the employer and generally controls hiring, including whether and how a background check is run and how results are evaluated. Corporate locations follow the company's own practices. This is why two RNR Tire Express stores in different cities can have different requirements even though they share a brand. Candidates who want to know what will be screened should ask the hiring manager at that store and read the disclosure form before signing it.

Running a personal background check with Checkr lets you preview what RNR Tire Express may see and helps 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.

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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.