Securitas: Company Profile & Background Check FAQs

Securitas traces its origins to 1934, when a Swedish security firm was founded in H��lsingborg, Sweden, under the name H��lsingborg Nattvakt. Through a series of acquisitions and mergers over the following decades, the company grew into what is now known as Securitas AB, headquartered in Stockholm, Sweden. The company is publicly traded on Nasdaq Stockholm under the ticker SECU B.

Today, Securitas operates in more than 40 countries across North America, Europe, Latin America, Africa, the Middle East, Asia, and Australia. The company offers a broad range of security solutions including on-site guarding, mobile patrols, remote guarding, technology-based security systems, and fire and safety services. This diversified service model allows Securitas to serve clients across industries including commercial real estate, healthcare, retail, industrial, government, and transportation.

In the United States, Securitas Security Services USA, Inc. is one of the country's largest private security employers. US operations span all major metropolitan areas and include roles such as security officers, armed security guards, mobile patrol officers, operations supervisors, branch managers, and corporate support staff. The scale and nature of the work, particularly armed and sensitive-site roles, means the Securitas hiring process involves thorough screening at every stage.

Securitas positions itself as a knowledge-led security company, emphasizing training, technology integration, and local expertise. The company invests in officer training programs and career development pathways, which is reflected in its internal promotion structure across its US operations.

Company culture and employee programs:

Yes. Securitas conducts background checks on candidates for most, if not all, positions across its US operations. Given the nature of the security industry, background screening requirements at Securitas are more rigorous than in many other industries. Security officers and guards are entrusted with protecting people, property, and assets, which means the company applies thorough screening standards. Armed security positions, in particular, are subject to additional licensing and background requirements dictated by state law and firearms regulations.

A Securitas background check typically takes three to five business days to complete, though timelines can vary depending on the scope of the search and any complications that arise during the process. For more detail on what affects timing, see Checkr's guide to background check turnaround times.

Common causes of delays include:

A Securitas background check may include a range of searches depending on the position and jurisdiction. Common components of a security industry background check include:

In most cases, background checks cover seven years of criminal history, which is the standard lookback period established by the Fair Credit Reporting Act for consumer reports used in employment decisions where the salary is below a certain threshold. For higher-salary positions, some CRAs report beyond seven years. However, the lookback period varies by state, and several states have enacted laws that further limit how far back an employer can look or how certain records can be used.

Securitas, like all employers, must comply with applicable state laws when using background check results to make hiring decisions. Some states also have "ban-the-box" laws that restrict when in the hiring process an employer can ask about criminal history or conduct a background check.

The Fair Credit Reporting Act (FCRA) is a federal law that governs how consumer reporting agencies collect and use personal information for employment screening purposes. The FCRA establishes a set of rights that protect job candidates throughout the background check process.

Key FCRA protections for candidates include:

Yes. Securitas conducts drug testing as a standard part of its hiring process. Drug testing is common across the security industry because officers are responsible for the safety of clients, the public, and their own colleagues. A pre-employment drug test is typically required before a candidate receives a final job offer or begins work. Candidates asking specifically about whether Securitas drug tests at orientation should be aware that drug testing generally occurs before or at the start of onboarding, which may coincide with orientation depending on how the branch schedules the process. In some cases, the drug test is completed prior to the orientation date; in others, it may be administered on the first day.

Securitas's drug test policy also extends beyond pre-employment. As part of standard security industry practices, Securitas may conduct:

The types of drug tests used may include urine testing, which screens for a standard panel of substances including marijuana, cocaine, amphetamines, opiates, and PCP, among others. Because Securitas employs armed security officers subject to state licensing requirements, drug testing standards in those roles may be stricter than in unarmed positions.

The Securitas hiring process for security officer and guard roles generally follows these steps:

Securitas evaluates candidates with felony records on a case-by-case basis. Because Securitas operates in the security industry, the company's screening standards are generally more stringent than employers in retail, hospitality, or other sectors. The nature of security work, including the authority officers may exercise and the environments they protect, means that certain felony convictions are more likely to result in disqualification.

For armed security officer roles, state licensing boards impose their own restrictions. Many states prohibit issuance of armed security guard licenses to individuals with specific felony convictions, regardless of an employer's own willingness to hire. Federal law also prohibits individuals convicted of certain felonies from possessing firearms, which creates a legal bar to armed security employment.

For unarmed security roles, Securitas may consider factors such as the nature and severity of the offense, how much time has passed since the conviction, evidence of rehabilitation, and whether the offense is directly relevant to the duties of the specific role. Candidates with felony records are encouraged to be transparent during the application process, as misrepresentation on an application is typically grounds for disqualification.

Securitas also evaluates misdemeanor records on a case-by-case basis, and the company may be more flexible with misdemeanor convictions than felony convictions depending on the circumstances. Factors that influence the evaluation include the type of misdemeanor, how recently it occurred, and whether it is relevant to the position being applied for.

Misdemeanor convictions involving violence, theft, fraud, or drug-related offenses are likely to receive greater scrutiny given the responsibilities of security work. Misdemeanors that are older, minor in nature, or unrelated to the job duties may be less likely to affect hiring outcomes. As with felony records, state licensing requirements for security officers may independently restrict certain misdemeanor convictions from qualifying for licensure, particularly for armed roles. Candidates with misdemeanor records should review the licensing requirements in their state and be prepared to discuss their record during the screening process.

Running a personal background check with Checkr lets you preview what Securitas may see in your report and identify any inaccuracies before they affect your application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To proactively share verified credentials with recruiters or hiring managers, build a free Checkr Profile you can send directly.

Check your report status and review any notices 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.

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.