Ross: Company Profile & Background Check FAQs

Ross Stores, Inc., the parent company of Ross Dress for Less, was established in its current off-price retail form in 1982, when a group of investors acquired a six-store chain in the San Francisco Bay Area and converted it into one of the first off-price retail operations in California. The company was built around the off-price retail model, which involves purchasing excess inventory, closeouts, and overruns from manufacturers and department stores and reselling them to consumers at prices typically 20 to 60 percent below traditional retail. This model proved highly attractive to value-conscious shoppers, and the chain expanded rapidly throughout the 1980s and 1990s.

Today, Ross Stores is publicly traded on the Nasdaq under the ticker symbol ROST and is headquartered in Dublin, California. The company operates two retail banners: Ross Dress for Less, its flagship chain, and dd's DISCOUNTS, a value-oriented concept targeting budget-focused shoppers. Combined, the two banners operate more than 2,200 locations across 44 states, the District of Columbia, Guam, and Puerto Rico.

The company's workforce is one of the largest in the retail sector. Ross employs a mix of full-time and part-time associates across store operations, distribution centers, and corporate functions. Store-level roles typically include retail associates, merchandise processors, loss prevention associates, and store management. The scale of hiring activity means that background screening is a routine part of the company's employment process.

Ross has remained focused on its core off-price model rather than expanding into e-commerce, a deliberate strategy that distinguishes it from many competitors. The in-store treasure-hunt experience is central to the brand's appeal and requires consistent staffing across a wide geographic footprint.

Company culture and employee programs: Ross Stores offers a range of benefits for eligible employees. Company benefits include health insurance options (medical, dental, and vision), a 401(k) retirement plan with company matching, an employee stock purchase plan, paid time off, and an employee discount. The company also maintains programs focused on diversity and inclusion within its workforce and provides training resources for associates at various levels.

Yes. Ross Stores conducts background checks as part of its standard hiring process. Background screening is typically required for most positions across the company's store operations, distribution centers, and corporate roles. The specific components of the background check may vary depending on the position, location, and applicable state and local laws, but the use of background screening is a consistent practice across the organization.

A Ross background check typically takes between three and five business days to complete, though the actual timeline can vary. For many candidates, results may come back more quickly, while others may experience a longer wait depending on a number of factors.

Factors that can affect background check turnaround times include:

Candidates who have submitted their information and signed the required authorization forms can typically expect to receive an email notification when their background check is complete or if additional information is needed.

The specific components included in a Ross background check depend on the role and location, but standard employment background checks often include a combination of the following:

The exact scope of the background check for any given position will depend on the role's responsibilities and any applicable legal requirements.

For most background checks, Ross Stores is likely to follow the seven-year lookback period that is standard under the FCRA for certain types of records. However, the lookback period can vary based on several factors, including the salary level of the position, the state where the job is located, and applicable local ordinances.

Some states impose stricter limitations on how far back an employer can look into a candidate's history, and many jurisdictions have enacted "ban-the-box" laws that restrict when and how employers can inquire about criminal history during the hiring process. Candidates should be aware that the rules governing background checks vary considerably by location, and the lookback period that applies to any given applicant will depend on their specific circumstances and the laws of their state or city.

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how consumer reporting agencies collect, use, and share information, including information used in employment background checks. The FCRA establishes a set of rights and protections for job applicants who are subject to background screening.

Key protections under the FCRA include:

These protections apply regardless of which employer or CRA is involved in the screening process.

Ross Stores does not appear to have a blanket policy against hiring individuals with felony convictions. Like many large retailers, Ross evaluates candidates on a case-by-case basis, considering factors such as the nature of the offense, how much time has passed since the conviction, and the relevance of the record to the position being applied for.

Many states and localities have enacted ban-the-box laws and fair chance hiring ordinances that limit when employers can ask about or consider criminal history, which affects how Ross conducts its hiring process in certain jurisdictions. Candidates with prior convictions are encouraged to be honest on their applications and during the hiring process, as the circumstances surrounding a record are often taken into account.

Applicants who are concerned about how a prior conviction may affect their candidacy at Ross may want to research the specific laws in their state, as protections and processes vary significantly by location.

A Ross background check typically looks for information relevant to the responsibilities of the position being filled. For store-level retail roles, this commonly includes a review of criminal history, with particular attention to offenses that may be relevant to working in a retail environment, such as theft, fraud, or violent crimes. The background check may also verify identity through an SSN trace and include checks against sex offender registries and global watchlists.

With respect to misdemeanors, the same general principles apply as with felonies. Ross is likely to evaluate the nature of the offense, the time elapsed since the conviction, and the relevance to the job in question rather than applying a blanket disqualification for all misdemeanor records. The FCRA and various state laws also place limits on what types of records can be considered and for how long, which affects how older or minor offenses are treated in the screening process.

For management or corporate positions, the background check may be more comprehensive and could include employment verification, education verification, and a wider criminal history search.

The Ross Stores hiring process for store-level positions typically follows these general steps:

The timeline from application to start date can vary depending on the volume of applicants and the speed of background check processing, but candidates are typically kept informed via email throughout the process.

If you want to review your own background information before applying to Ross or any other employer, Checkr Personal Background Checks allows individuals to run a background check on themselves. Knowing what may appear in your report gives you the opportunity to identify any errors and understand what a potential employer might see.

You can also create a Checkr Profile, a portable, verified background check that you can share with prospective employers, potentially speeding up the hiring process.

If you have applied to Ross or another employer and have an open background check in progress, you can check the status of your report and find support resources through the Candidate Portal or by visiting the Checkr Help Center.

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.