Sephora: Company Profile & Background Check FAQs

Sephora was founded in 1969 in Limoges, France by Dominique Mandonnaud, who pioneered an open-sell retail concept that allowed shoppers to browse and sample beauty products freely rather than buying from behind a counter. The format proved transformative for the beauty industry. In 1997, luxury goods conglomerate LVMH (Moet Hennessy Louis Vuitton) acquired Sephora, providing the financial backing and international infrastructure to accelerate global expansion. Today, Sephora operates across more than 35 countries, with a portfolio of over 2,700 stores and a robust e-commerce presence that positions it as one of the most recognizable specialty retail brands in the world.

In the United States, Sephora maintains a significant footprint through two distinct retail formats. Standalone Sephora stores are located in malls, shopping centers, and street retail locations, and these positions are staffed and managed directly by Sephora. In 2021, Sephora launched a shop-in-shop partnership with Kohl's, bringing Sephora-branded beauty destinations inside Kohl's department stores. The partnership expanded rapidly, with more than 850 Sephora at Kohl's locations open by the end of 2023. These shop-in-shop locations are staffed by Kohl's employees who receive Sephora product training, rather than Sephora employees hired directly. This distinction matters for job-seekers because the employer of record, hiring process, and screening policies can differ between standalone Sephora stores and Sephora at Kohl's locations.

Sephora carries a curated assortment of prestige beauty brands alongside its own Sephora Collection private-label line, spanning skincare, makeup, fragrance, haircare, and wellness. The company's focus on experiential retail - including in-store beauty services, product education, and digital tools like virtual try-on - drives demand for knowledgeable, client-focused employees at all levels of the organization.

Company culture and employee programs:

Yes. Sephora conducts background checks as part of its standard hiring process for most positions. The company partners with a third-party Consumer Reporting Agency (CRA) to obtain background reports on candidates who have received conditional offers. The specific screenings ordered may vary by position, state, and job requirements. Candidates applying to standalone Sephora stores are screened directly through Sephora's hiring process. Candidates applying to Sephora at Kohl's shop-in-shop locations are hired by Kohl's and subject to Kohl's background check policies, which may differ from Sephora's standalone store practices.

Most employment background checks can be completed in three to five business days, but timing varies with the screenings ordered and the accessibility of records. Database searches can return results in minutes, whereas searches that require manual courthouse retrieval or follow-up documentation may extend beyond a week. Some candidates may see faster results, while others may experience delays if records need additional verification or if there are discrepancies that require resolution. See Checkr's guide to background check turnaround times for details.

A Sephora background check report may include:

The specific screenings conducted depend on the position, applicable state regulations, and Sephora's hiring requirements for that particular role.

Look-back periods vary by state law, position, and the CRA's data sources. Many employers focus on the past seven years for most convictions, but this can differ based on state fair-chance laws and the nature of the role. Some states limit how far back employers can review criminal records, while others may allow or require longer look-back periods for certain positions. Candidates should review state fair-chance or "ban-the-box" laws to understand local limits that may apply to their situation.

The Fair Credit Reporting Act (FCRA) requires employers to obtain written consent before ordering a background report, provide a copy of the report plus a "pre-adverse action" notice if they may take negative action, and allow time to dispute errors. If Sephora decides not to hire a candidate based in whole or in part on information in a background report, the company must:

EEOC guidance also recommends an individualized assessment that considers the nature of the offense, its age, and relevance to the job. This approach helps ensure fair evaluation and reduces the risk of discriminatory hiring practices.

Sephora does not appear to have a publicly confirmed, uniform drug testing policy across all positions and locations. Reported candidate experiences vary, and no official policy has been published by the company. Pre-employment drug testing, if conducted, is most likely to apply to management-level positions or roles with specific operational responsibilities, rather than entry-level beauty advisor or cashier positions. Drug testing practices may also vary by state, given that laws governing workplace drug testing - including restrictions on testing for cannabis in states where it is legal - differ significantly across Sephora's operating footprint. Ongoing drug testing after hire has not been widely reported for standard retail roles.

Candidates applying to Sephora at Kohl's shop-in-shop locations should be aware that these positions are employed by Kohl's, not Sephora. Kohl's maintains its own drug testing policy, which may differ from practices at standalone Sephora stores. Applicants to Kohl's-staffed locations should review Kohl's hiring requirements directly.

If drug testing is a concern, candidates can ask their recruiter or hiring contact whether testing applies to the specific role and location they are pursuing.

Sephora does not have a published blanket policy excluding candidates with felony convictions. The company evaluates candidates with criminal histories on a case-by-case basis, considering factors such as the nature and severity of the offense, the amount of time elapsed since the conviction, and the relevance of the criminal history to the position being sought. Federal EEOC guidance recommends that employers conduct an individualized assessment weighing the nature of the offense, its age, and its relevance to the job responsibilities. State and local fair-chance hiring laws may also influence how criminal history is considered during the Sephora hiring process, and some jurisdictions prohibit employers from asking about criminal history before a conditional offer has been made. Candidates with criminal records should be prepared to discuss their background honestly and can emphasize their qualifications, relevant experience, and readiness to contribute in a client-facing retail role.

The Sephora hiring process for store positions typically follows these steps:

Timelines can vary by location, role, and hiring volume. Candidates applying to Sephora at Kohl's locations follow Kohl's hiring process and should expect that company's steps and timelines to apply.

Running a personal background check with Checkr lets you preview what Sephora may see and helps you identify potential inaccuracies before they affect your 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.

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.