RSP Supply: Hiring, Background Check & Employment Verification FAQs

RSP Supply presents itself as a top source for industrial hardware and fabrication. Its website lists custom control panel fabrication, enclosure modification, industrial automation engineering support, and industrial procurement services for hard-to-find parts, alongside an online catalog. The careers page describes RSP Supply as a fast-growing, rapidly expanding e-commerce company.

The catalog is organized into product categories that include enclosures, breakers, fuses and circuit protection, industrial radios, power supplies and regulation, motors, starters and drives, and industrial Ethernet. The careers page lists North Salt Lake, Utah, as the in-person work setting, with full-time, day-shift, Monday through Friday roles.

The careers page names an inside sales development representative opening and says the company welcomes applications at any time for sales, operations management, web development, marketing and SEO, and warehouse positions. Indeed's company page also lists an inbound sales representative opening in North Salt Lake, which matches the headquarters location on the company site.

Company culture and employee programs:

RSP Supply says it takes pride in a supportive company culture that values teamwork, personal growth, and a passion for excellence. Its listed benefits include 401(k) with matching, health and dental insurance, and paid time off, and it lists a yearly bonus, a competitive salary, and performance-based incentives. Details may vary by role, so candidates should confirm specifics during the hiring process.

Yes. Employers in the industrial supply industry, including RSP Supply, are legally permitted to run background checks, provided they follow the FCRA and applicable state and local laws. The FCRA, a federal law, sets rules for consent, disclosure, and adverse action when a third-party report is used in hiring.

RSP Supply is generally reported to conduct background checks as part of hiring, though the company has not published its screening policy in detail. Distributors whose staff handle customer accounts, payments, and inventory commonly screen candidates. The scope of a RSP Supply background check may vary by role, such as a sales, warehouse, or web position.

The RSP Supply hiring process typically starts with an application through the careers page, which lists open roles and a general application for several departments. Candidates may then have a phone or video conversation and an in-person interview in North Salt Lake. Those who receive a conditional offer are usually asked to consent to a background check before starting. Steps may vary by role.

A RSP Supply background check often takes a few business days, though timing depends on the searches ordered and the records involved. Searches that span several counties or states can take longer. Candidates who want a closer look at typical timelines can review background check turnaround times.

A RSP Supply background check may include criminal history, identity, registry, and employment checks, depending on the role. For a position at an industrial supplier, the report may include some or all of the following:

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

Whether RSP Supply drug tests depends on the role, and the company does not appear to publish a drug-testing policy on its careers page. Employers with warehouse positions may require a drug screen for certain roles after a conditional offer, while sales and office roles may not. Candidates should ask the recruiter what applies to their position.

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.

RSP Supply has not published a blanket policy on felony records, and decisions are typically made case by case. Factors that may matter include the nature of the offense, how much time has passed, and the duties of the role, such as handling customer payments or inventory. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates are encouraged to answer questions honestly.

Candidates applying to RSP Supply will typically be asked for written consent before a background check begins. They should be ready to provide their full legal name, date of birth, Social Security number, and address history. Accurate information helps searches run in the correct jurisdictions and can prevent delays. Requirements may vary by role.

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).

Sales roles at RSP Supply typically involve standard criminal, identity, and employment verification searches, while warehouse roles may add a closer look at criminal history and any driving duties. Roles that take payments or manage customer accounts may also include a credit review, subject to state law. The disclosure form a candidate signs should list the searches that apply.

Running a personal background check with Checkr lets you preview what RSP Supply 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.