Royal Prestige: Hiring, Background Check & Employment Verification FAQs

Royal Prestige is a brand of Hy Cite Enterprises, LLC, a direct selling company based in the Madison, Wisconsin, area. Hy Cite says its roots go back to 1959, when its founder and a friend started a housewares distributorship called HOPE CHEST CLUB while still in college, and it describes itself as having more than 60 years in business. It says it opened a new corporate headquarters in Madison in 1994.

Royal Prestige products include cookware systems, cutlery, dinnerware, kitchen appliances and water filtration, and the brand's website says they are sold only through Independent Authorized Distributors. The site states that distributors do not belong to Hy Cite, and that Hy Cite supports them with resources and tools. The company says it handles financing for customer purchases and ships orders directly to customers.

Hy Cite says it has over 10,000 Royal Prestige independent distributors in more than 20 countries, supported by more than 1,300 employees across 8 countries. That structure matters for screening: corporate and support roles at Hy Cite are hired by the company, while sales roles with a Royal Prestige distributor are generally hired or recruited by the independent distributor's own office, so the process and any background check may differ.

Company culture and employee programs: Hy Cite describes a culture built on collaboration, integrity and shared success, and a mission of helping people nurture their families through kitchenware. For distributors, the brand markets a business opportunity in which, it says, no initial investment is required and service fees apply. Earnings, schedules and benefits for independent distributors differ from those of employees, so candidates should ask for details in writing before they commit.

Yes. Employers in the direct selling and consumer products industry, including Hy Cite, the owner of Royal Prestige, are legally permitted to run background checks if they follow the FCRA and state law. In the United States, the Fair Credit Reporting Act (FCRA) sets rules for candidate consent, disclosure and adverse action when a third-party report is used. Independent distributors are separate businesses, so whether one screens its own recruits is typically its own decision.

It depends on who is hiring: Hy Cite typically screens candidates for its corporate roles, while independent Royal Prestige distributors set their own recruiting practices. Screening for corporate roles at a company of Hy Cite's size is consistent with standard practice, but the company's exact steps are not publicly detailed. An independent distributor's office may or may not screen sales recruits, and the scope of a Royal Prestige background check may vary by office, role and location.

Hiring depends on the path a candidate takes. For corporate roles, the Hy Cite hiring process typically involves an online application through the job portal linked from its careers pages, followed by interviews and a conditional offer. For a sales opportunity, the Royal Prestige website invites interested people to contact an independent distributor, who typically explains the business opportunity, any training and how earnings work. Candidates should ask whoever recruits them whether they are being hired as an employee or joining as an independent distributor.

Turnaround varies with the searches ordered, the responsiveness of courts and agencies, and the candidate's history across jurisdictions. Many checks return within a few business days, while court searches across several counties or states can take longer. For more detail on typical timelines, review background check turnaround times.

The components of a background check are chosen by whoever orders it. For a Royal Prestige corporate role or a distributor sales role, a check may include some or all of the following:

Candidates should review any disclosure and consent forms they receive to see which searches apply to their role.

Drug testing for Royal Prestige roles is not publicly detailed, so candidates should not assume either way. Corporate employers may require a pre-employment drug screen for certain positions, while independent distributors set their own recruiting practices. Any requirement would typically appear in an offer letter or onboarding materials. This page makes no claim about Hy Cite's own policy, and it makes no statement about state marijuana law.

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.

Royal Prestige's policies on candidates with felony records are not publicly stated in detail, and decisions are typically made case by case by whoever is hiring. Factors that may matter include the type of offense, how much time has passed and the duties of the role, which can differ between a corporate position and an in-home sales role that involves visiting customers. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history during the application process.

Candidates should expect to give written consent before any background check is started, usually through a disclosure form during the hiring process. They should be ready to provide accurate personal information, including full legal name, date of birth, Social Security number, address history and government ID. Independent distributor candidates may also be asked for business information. Accurate details help searches reach the right jurisdictions and prevent delays.

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).

For a sales role with an independent distributor, the distributor, not Hy Cite, typically decides whether to run any background check. The Royal Prestige website says distributors do not belong to Hy Cite, so their recruiting practices may vary by office. Candidates who will visit customers' homes can ask the recruiter whether any screening applies, whether they will be an employee or an independent distributor, and who would handle any report under the FCRA.

Running a personal background check with Checkr lets you preview what Royal Prestige 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.