Samsung Electronics: Company Profile & Background Check FAQs

Samsung Electronics was founded on January 13, 1969, in Suwon, South Korea, where it remains headquartered at the Samsung Digital City campus. The company is the flagship business of the Samsung Group and is publicly traded on the Korea Exchange. From its origins producing consumer electronics, it has grown into one of the world's largest technology manufacturers, with reported global employment of approximately 262,000 people as of 2024 across research, manufacturing, and sales operations worldwide.

Samsung's business spans several major divisions, including mobile devices such as the Galaxy smartphone and tablet lines, televisions and home appliances, and a semiconductor business that produces memory chips and provides contract chip manufacturing. The company sells consumer products in most major markets and operates research centers, sales subsidiaries, and factories across dozens of countries.

In the United States, Samsung Electronics America has historically been based in New Jersey, and news reports from 2026 indicate the company is relocating its US electronics headquarters to Plano, Texas, with the transition expected to be completed by the end of the year. Samsung Austin Semiconductor has operated chip fabrication facilities in Austin, Texas, since 1996 and is ramping up a large new fabrication plant in Taylor, Texas. According to news coverage of the relocation, Samsung employed 11,770 people across the United States at the end of 2025, including its chip division. US roles span retail and field marketing, sales, customer care, logistics, engineering, and semiconductor manufacturing technicians.

Company culture and employee programs: Samsung promotes a performance-driven culture with significant investment in research and development, and its US operations include structured training for both corporate and manufacturing roles. Semiconductor technicians typically receive extensive on-site training in cleanroom procedures and equipment operation. Benefits and programs vary by subsidiary, role, and location, so candidates should confirm specifics during the hiring process. Common US role families include:

Yes. Employers in the technology and electronics manufacturing industry, including Samsung, are legally permitted to conduct pre-employment background checks on US job candidates, provided they follow applicable federal, state, and local laws. In the United States, screening through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which requires written consent, standalone disclosures, and a defined adverse action process. Texas and other states where Samsung operates may add their own requirements.

Samsung is generally reported to conduct background checks as part of its US hiring process, which is consistent with standard practice among large technology employers. Employees may work with valuable intellectual property, sensitive product roadmaps, customer data, or controlled semiconductor technology, all of which make screening common in the industry. The scope of a Samsung background check may vary by subsidiary, role, and location, and positions tied to export-controlled technology may involve additional review.

The Samsung hiring process typically begins with an online application through the company's careers site. Candidates who advance are usually contacted for a recruiter phone screen, followed by one or more interviews with hiring managers or panels; technical roles often include skills-based assessments or technical interviews. Candidates who receive a conditional offer are generally asked to consent to a background check, and for manufacturing roles possibly a drug screen, before a start date is confirmed. Onboarding and role-specific training follow once pre-employment steps are complete.

Turnaround depends on the searches included, the responsiveness of courts, schools, and former employers, and the number of jurisdictions in the candidate's address history. Many reports are completed within a few business days, while checks involving multiple counties, international history, or detailed education and employment verifications can take longer. For more on typical timelines, review background check turnaround times.

Each employer decides which screenings to include for each role. For a technology and manufacturing employer like Samsung, a background check may include some or all of the following:

Candidates should review the disclosure and consent forms they receive to understand which searches apply to their specific role.

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 convictions may often be reported for longer and exceptions apply to certain positions above specified salary thresholds. Some states impose stricter limits, so candidates with multi-state histories may see different lookback windows within a single report.

Samsung does not publish a detailed public policy on hiring candidates with felony records in the United States, and such decisions are typically made on a case-by-case basis. Employers commonly weigh the nature and severity of the offense, how long ago it occurred, and its relevance to the role, for example access to secure facilities or sensitive technology. Many states and cities have adopted "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.

Candidates are typically asked to provide written consent before a background check begins, usually through a standalone disclosure and authorization form. Applicants should be prepared to supply accurate personal information, including their full legal name, date of birth, Social Security number for US positions, and address history, along with education and employment details for verification. Accurate information helps searches run in the correct jurisdictions and reduces delays.

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

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