Safelite Group: Hiring, Background Check & Employment Verification FAQs

Safelite was founded in 1947 by Bud Glassman and Art Lankin, who started the business at a single location in Wichita, Kansas. The company grew over the following decades into the largest vehicle glass specialist in the country, though it faced financial difficulties along the way, including bankruptcy filings in 1997 and 2000. In 2007, Safelite was acquired by Belron, the world's largest vehicle glass repair and replacement group, which is itself owned by the Belgian D'Ieteren group. Safelite Group is headquartered in Columbus, Ohio.

Today, Safelite Group operates more than 800 company-owned locations across all 50 states and employs nearly 16,000 people in the United States. The company is organized around several major business lines: Safelite AutoGlass, which provides vehicle glass repair, replacement, and recalibration services; Safelite Solutions, which manages insurance and fleet claims for numerous property and casualty insurers; and a wholesale glass distribution operation. Safelite serves millions of customers annually through both retail service centers and a large fleet of mobile service vehicles that travel to customers' homes and workplaces.

Safelite's workforce includes mobile and in-shop glass technicians, customer service representatives, claims specialists, and fleet and logistics staff supporting its mobile service model. Because many technician roles involve driving company vehicles to customer locations and performing technical vehicle repair work, driving records and technical competency are important parts of the hiring process.

Company culture and employee programs: Safelite has built its brand around reliability and customer convenience, particularly through its mobile service model that brings technicians directly to customers. As part of the larger Belron organization, Safelite has access to global best practices in vehicle glass repair and recalibration technology tied to modern vehicle safety systems. Benefits, training, and advancement opportunities can vary by role and location, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the automotive services industry, including Safelite Group, are legally permitted to conduct pre-employment background checks on job candidates, provided 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, provide disclosures, and follow adverse action procedures.

Safelite Group is generally reported to conduct background checks as part of its hiring process, which is standard for automotive service companies, particularly for mobile technician roles that involve driving to customer homes and workplaces.

The hiring process for technician roles at Safelite typically includes an application, an interview, a review of the candidate's driving record, and a background check prior to a final offer. Technical roles may also involve skills assessments related to vehicle glass installation and calibration procedures.

Background check timelines can vary based on the type of screening requested and how quickly records can be verified. Learn more about typical background check turnaround times to understand what factors can affect the process.

A typical pre-employment background check for a mobile technician role may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though state laws may extend or restrict this timeframe depending on the type of record and jurisdiction.

Hiring decisions involving candidates with criminal records are generally made on a case-by-case basis, taking into account the nature of the offense, how much time has passed, and its relevance to a role that may involve entering customers' homes or driving company vehicles. Some states have adopted "ban-the-box" laws that restrict when employers can ask about criminal history during the hiring process.

Candidates can generally expect to provide personal information such as full legal name, date of birth, and Social Security number, along with signed consent authorizing the background check, in compliance with FCRA requirements. Technician roles typically also require a valid driver's license.

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how employers can use background check information in hiring decisions. It requires employers to notify candidates before running a check, obtain written consent, and follow specific adverse action procedures if a decision is made based on background check results.

Running a personal background check with Checkr lets you preview what Safelite Group may see during the hiring process, helping you address any concerns before you apply. A personal background check can include:

Learn more about Checkr Personal Background Checks and explore your Checkr Profile to see what information may appear in your own background check.

If you're a candidate with a background check in progress through Checkr as part of your application to Safelite Group or another employer, you can check your status through the Candidate Portal. For additional support, visit the Checkr Help Center.

The information provided in this article does not, and is not intended to, constitute legal advice. All information is for general informational purposes only. Checkr does not guarantee the accuracy, completeness, or usefulness of this information and is not responsible for any errors or omissions, or for the results obtained from the use of this information. This article may contain links to other third-party websites. Such links are only for the convenience of the reader. Checkr does not endorse the contents of the third-party sites and disclaims any affiliation with the companies mentioned in this article unless otherwise stated.