S&S Activewear: Company Profile & Background Check FAQs

S&S Activewear was founded in 1988 and is headquartered in Bolingbrook, Illinois, a suburb of Chicago. The company has grown into one of the leading technology-enabled apparel and accessory distributors in the United States and Canada, carrying more than 100 brands that range from basic T-shirts and fleece to fashion-forward styles. Its customers include garment decorators, promotional products distributors, retail and lifestyle brands, entertainment merchandisers, and web-based platforms for apparel customization.

The company is privately held. In January 2021, funds managed by private equity firm Clayton, Dubilier & Rice (CD&R) invested alongside existing owners and management to acquire S&S Activewear, and CD&R has been described as the company's majority stakeholder. In October 2024, S&S completed its acquisition of alphabroder, another major distributor of imprintable apparel and branded products. The two companies combined accounted for more than $4.1 billion in 2023 revenue, according to industry reporting, and are undergoing a multi-year integration.

S&S Activewear's operating model is built on fast fulfillment. The company has reported more than 6 million square feet of warehouse space across its North American distribution network and one-day shipping reach to 41 states. Its workforce spans warehouse and fulfillment associates, forklift operators, inventory and shipping teams, customer service representatives, sales professionals, and corporate staff in technology, merchandising, and finance.

Company culture and employee programs: S&S emphasizes speed, accuracy, and customer service across its distribution centers. Compensation and benefits vary by role, location, and employment status, so candidates should confirm specifics during the hiring process. Common features of employment at a large wholesale distributor include:

Yes. Employers in the wholesale distribution industry, including S&S Activewear, 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 background screening is governed by the Fair Credit Reporting Act (FCRA), which establishes requirements for candidate consent, disclosures, and adverse action procedures when screening results influence a hiring decision.

S&S Activewear is generally reported to conduct background checks as part of its hiring process, consistent with standard practice among large distribution employers whose teams handle inventory, operate powered equipment, and work in warehouse environments. The specific scope of an S&S Activewear background check may vary by role, facility, and state law, so candidates should review the disclosure documents provided during hiring to understand what will be searched.

While steps can vary by location and position, the S&S Activewear hiring process typically begins with an online application. Candidates who advance usually complete a phone screening or an interview with a hiring manager, and warehouse candidates may tour the facility or discuss shift preferences. Candidates who receive a conditional offer are commonly asked to consent to a background check, and some roles may require additional pre-employment steps before a start date is confirmed, followed by onboarding and training.

Turnaround time depends on which searches are included and how quickly courts and other sources respond. Many background checks are completed within a few business days, while reports covering multiple counties or states can take longer. Candidates who want more detail on typical timelines can review background check turnaround times.

Employers decide which searches to include based on the role. For a warehouse, customer service, or corporate position at a distributor like S&S Activewear, a background check may include some or all of the following:

Candidates should read their consent forms carefully to confirm which searches apply to their specific position.

Lookback periods depend on the type of search and the laws of the state where the candidate lives or works. Under the FCRA, consumer reporting agencies generally cannot report most negative information older than seven years, although criminal convictions can often be reported further back and exceptions exist for certain higher-salary roles. Several states apply stricter limits, so how far back an S&S Activewear background check goes can vary from one candidate to the next.

S&S Activewear does not publicly publish a detailed policy on hiring candidates with felony records, and these decisions are typically made on a case-by-case basis. Employers commonly consider the nature and severity of the offense, how much time has passed, and the duties of the role. Many states and cities have enacted "ban-the-box" laws that restrict when employers can ask about criminal history during the application process. Candidates with records are encouraged to answer application questions honestly and be prepared to provide context if asked.

Before a background check begins, candidates are typically asked to sign a written consent as part of a standalone disclosure form. Applicants should be ready to provide accurate personal information, including full legal name, date of birth, Social Security number, and current and prior addresses. Accurate details help the screening provider search the correct jurisdictions and keep the hiring timeline on track.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, employers must obtain written consent before ordering a background check, and if they intend to take adverse action based on the results, they must give the candidate a copy of the report and a summary of rights, along with an opportunity to dispute inaccurate information before finalizing the decision. For a detailed overview of the law and related Equal Employment Opportunity Commission (EEOC) guidance, visit this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what S&S Activewear 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.