rue21: Company Profile & Background Check FAQs

rue21 traces its roots to 1970, when the business was founded in Pennsylvania as Pennsylvania Fashions Inc. The rue21 brand concept was developed after Cary Klein purchased the company from his father in 1989, and the retailer became known for value-priced fashion sold primarily in shopping malls and outlet centers. The company is headquartered in Warrendale, Pennsylvania, a suburb of Pittsburgh.

The retailer's history has included periods of rapid growth as well as significant financial restructuring. rue21 expanded aggressively through the 2000s and early 2010s, opening its 500th store in 2009 and its 1,000th store in 2013, with a footprint that peaked at more than 1,200 locations. The company has also gone through Chapter 11 bankruptcy three times: it reorganized in 2002 and 2003, filed again in 2017 and emerged later that year, and filed a third time in May 2024, at which point it closed its remaining stores.

Following the 2024 bankruptcy, the rue21 brand and intellectual property were acquired by YM Inc., a Toronto-based retail group whose portfolio also includes chains such as Charlotte Russe and Urban Planet. Under this new ownership, the brand has been relaunched, with dozens of stores reopened in malls and outlet centers across the United States alongside an online store. Store positions typically include sales associates, stock associates, assistant managers, and store managers, with district-level and corporate roles supporting the retail fleet.

Company culture and employee programs: rue21 stores have historically offered entry-level retail roles that appeal to students and first-time workers, with flexible part-time scheduling common in mall-based retail. Employees generally receive on-the-job training in customer service, merchandising, and point-of-sale operations, and many store managers are promoted from within the hourly ranks. Benefits and perks such as employee discounts vary by role, location, and employment status, so candidates should confirm specifics with their hiring manager during the interview process.

Yes. Employers in the retail industry, including rue21, are legally permitted to conduct pre-employment background checks on job candidates, as long as they comply with applicable federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires employers to obtain written consent before running a background check through a consumer reporting agency and to follow specific procedures if the results influence a hiring decision.

Retailers like rue21 are generally reported to conduct background checks for at least some positions, which is consistent with standard practice in the retail industry, where employees handle cash, merchandise, and customer transactions. The scope of a rue21 background check may vary by role, with management and corporate positions often screened more extensively than entry-level sales roles. Because the brand relaunched under new ownership in 2024, specific screening practices may differ from those used in the past, and candidates should review the disclosures provided during their own application.

The rue21 hiring process typically resembles that of other mall-based fashion retailers. Candidates usually apply online or in store, and promising applicants are contacted for an interview with a store manager or assistant manager. Entry-level roles may require only one brief interview focused on availability, customer service skills, and interest in fashion, while management candidates may complete multiple interviews, sometimes including a district manager. If a background check is required for the role, it generally takes place after a conditional offer is extended, and start dates are confirmed once any pre-employment requirements are complete.

Turnaround time depends on the types of searches included in the report and the jurisdictions involved. Many retail background checks are completed within a few business days, but searches that rely on county courthouse records, or that cover candidates with address history in multiple states, can take longer. Candidates who want a deeper look at typical timelines can review this guide to background check turnaround times.

Each employer decides which screenings to include in its background check package. For a retail employer like rue21, a background check may include some or all of the following:

Candidates should read the disclosure and authorization forms they receive to understand exactly which searches apply to their role.

The lookback period depends on the type of search and the laws of the state where the candidate lives or works. Under the FCRA, most non-conviction records, such as arrests that did not lead to conviction, generally cannot be reported after seven years, while convictions can often be reported indefinitely under federal law unless state law imposes a stricter limit. Several states restrict reporting of conviction records to seven years, so two candidates applying for the same rue21 role in different states could see different lookback windows applied to their reports.

rue21 does not publish a detailed policy about hiring candidates with felony records, and decisions of this kind are typically made case by case. Employers commonly weigh the nature and seriousness of the offense, how long ago it occurred, and its relevance to the role, such as whether a theft-related conviction relates to a cash-handling position. Many states and cities have adopted "ban-the-box" laws that delay questions about criminal history until later in the hiring process. Candidates with records are encouraged to answer application questions honestly and be prepared to provide context if asked.

If a background check is part of the hiring process for a rue21 role, candidates will typically be asked to sign a written consent form before any screening begins. Applicants should be ready to provide accurate personal information, including their full legal name, date of birth, Social Security number, and current and past addresses. Supplying complete and accurate details helps the screening provider search the right jurisdictions and reduces the chance of delays or mismatched records.

The Fair Credit Reporting Act is a federal law that regulates how consumer reporting agencies compile and share background check information and how employers may use it. It requires employers to disclose that a background check will be run, obtain the candidate's written permission, and follow the adverse action process if they intend to deny employment based on the report, which includes giving the candidate a copy of the report and time to dispute inaccuracies. To learn more about these protections and related Equal Employment Opportunity Commission guidance, see this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what rue21 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.

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.