Robertson's Ready Mix: Hiring, Background Check & Employment Verification FAQs

Robertson's says on its About page that it has been serving the concrete products industry for over 50 years and describes itself as a leading producer of ready-mixed concrete and construction aggregates throughout Southern California and into Nevada. Those are the company's own descriptions. Its website lists two product lines, concrete and aggregate, and project categories that include municipal, commercial, and residential work.

Robertson's All Locations page lists plants and yards across Kern, Los Angeles, Orange, Riverside, San Bernardino, and San Diego counties in California, as well as the Las Vegas area in Nevada. Named locations include Adelanto, Anaheim, Lake Arrowhead, Banning, Barstow, Beaumont, Corona, El Cajon, Escondido, Fontana, Irvine, and Long Beach, plus Henderson and Las Vegas in Nevada, and the page shows a dispatch line for ready mix concrete.

The Employment section of the website includes a Ready Mix application, a Transport application, an upcoming job fairs page, and a paid training page. Robertson's says it offers training to help its drivers earn a Commercial Driver's License, and notes that Class A and B licenses with endorsements are needed. The Employment page also links candidates to California DMV kiosk locations.

Company culture and employee programs:

The Employment page asks "Why work for Robertson's?" and says the company has been consistently growing and helping its community through career opportunities for many years. Its paid CDL training page describes a path for people who want to secure a trucking career among family and friends, in the company's words. Pay, schedules, and benefits are not listed on the pages reviewed and may vary by role and location, so candidates should confirm details with the company.

Yes. Employers in the ready-mix concrete and construction materials industry, including Robertson's Ready Mix, are legally permitted to conduct pre-employment background checks, provided they follow the Fair Credit Reporting Act (FCRA) and applicable state and local laws. Robertson's operates mainly in California, where the state's Fair Chance Act adds rules about when employers can consider conviction history.

Robertson's Ready Mix is generally reported to conduct background checks as part of its hiring process, though the exact checks may vary by role and location. This fits industry practice, where employees may drive heavy trucks, operate equipment, and work at job sites. Robertson's does not publish a screening policy on the pages reviewed, so candidates should review the consent forms provided during hiring.

The Robertson's Ready Mix hiring process typically starts with an online application through the Employment section of its website, which offers separate Ready Mix and Transport applications. The company also lists upcoming job fairs. Selected candidates generally interview with a plant, yard, or dispatch manager, and candidates who receive a conditional offer are usually asked to consent to a background check and other requirements, such as a driving record review, before starting.

A Robertson's Ready Mix background check often comes back within a few business days, though the time varies by the searches ordered. Turnaround depends on the searches ordered, how quickly courts and agencies respond, and how many places a candidate has lived or worked. Searches that cover several counties or states, or that require contacting past employers, can take longer than a single-county search. Candidates who want more detail on typical timelines can review background check turnaround times.

The employer decides which searches to run. For a role at a ready-mix concrete company like Robertson's, a background check may include some or all of the following:

Candidates should review any disclosure and consent forms provided during the hiring process to understand which searches will be conducted for their specific role.

Robertson's Ready Mix may require a drug test for certain roles, but it does not publish a policy on the pages reviewed, so requirements can vary by position and location. Jobs that involve driving mixer trucks or operating plant equipment are the kind of roles where employers commonly use drug screening, and commercial driver positions are typically covered by federal Department of Transportation rules. Candidates should read the disclosure paperwork and ask the hiring contact what applies to the job.

The lookback period for a background check depends on the type of search and the laws of the state or country where the candidate lives or worked. In the United States, the FCRA generally limits consumer reporting agencies from reporting most negative information older than seven years, with certain exceptions for higher-salary positions and specific record types such as convictions. Some states have stricter limits. Candidates with records in multiple jurisdictions may see different lookback windows applied to different searches within the same report.

Robertson's Ready Mix does not publish a detailed policy on hiring people with felony records, and decisions are typically made case by case. California's Fair Chance Act generally prohibits employers with five or more employees from asking a job candidate about conviction history before making a job offer, according to the California Civil Rights Department. Factors that may matter after an offer include the type of offense, how long ago it occurred, and the duties of the role. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history.

Candidates will typically be asked for written consent before a background check begins, usually through a disclosure form provided during the hiring process. Applicants should be ready to supply accurate personal information, including full legal name, date of birth, Social Security number, and address history, because accurate details help searches run in the right places and avoid delays. Driver applicants may also be asked for a commercial driver's license and endorsements, depending on the position.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, employers must obtain written consent before running a background check, provide a copy of the report and a summary of rights if they intend to take adverse action based on the results, and allow the candidate an opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA applies to background checks, visit Fair Credit Reporting Act (FCRA).

A Robertson's Ready Mix driver background check typically includes a review of the candidate's driving record along with a criminal history search. The company's paid training page says Class A and B licenses with endorsements are needed, and its Employment page links to California DMV kiosk locations for candidates. Exact requirements depend on the type of driving job and the vehicle, so candidates should review the application and consent forms.

Robertson's says it offers paid training to help its employees earn a Commercial Driver's License. The paid training page says Class A and B licenses with endorsements are needed and includes an Apply Now button. Details on pay, program length, and eligibility are not listed on the pages reviewed, so candidates should ask the company directly.

Running a personal background check with Checkr lets you preview what Robertson's Ready Mix 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.

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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.