Servpro: Hiring, Background Check & Employment Verification FAQs

Servpro was founded in 1967 by Ted and Doris Isaacson as a painting business in Sacramento, California. Drawing on their background in cleaning and restoration, the Isaacsons transformed the company into a franchisor of cleanup and restoration specialists, selling their first franchise in 1969. The company grew significantly after acquiring the Bristol-Myers Domesticare Division and its 175 franchises in 1979. In 1988, with the franchise network at 647 locations, Servpro relocated its corporate headquarters from Sacramento to Gallatin, Tennessee, a move designed to place the company within 600 miles of half the U.S. population.

Servpro continued to expand over the following decades, selling its 1,000th franchise in 2000 and growing its headquarters campus twice to accommodate continued growth. In March 2019, investment firm Blackstone acquired a majority stake in Servpro, with the Isaacson family remaining significant shareholders; Rick Isaacson, the founders' son, served as CEO until his retirement in 2023, when Brett Ponton took over as CEO. Today, Servpro operates as a franchise system with more than 2,300 locations across nearly all U.S. states and Canada, none of which are company-owned, making it one of the largest names in the disaster restoration industry.

Servpro's workforce consists primarily of technicians and crew employed by individual, independently owned franchises, who handle water extraction, fire and smoke damage cleanup, mold remediation, and biohazard cleaning, often working directly inside customers' homes and businesses. Because Servpro is a pure franchise model with no company-owned locations, hiring, training, and screening practices are managed entirely at the local franchise level.

Company culture and employee programs: Servpro emphasizes rapid emergency response and building trust with both homeowners and insurance company partners as core parts of its brand. The company operates a National Training Centre, established in 1992, to provide both franchise and industry training. Because each location is independently owned, workplace culture, benefits, and scheduling can vary considerably from one franchise to another; candidates should confirm specifics with the local franchise owner where they are applying.

Yes. Employers in the restoration and cleaning services industry, including Servpro franchise locations, 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.

Servpro franchise locations are generally reported to conduct background checks as part of their hiring process, which is standard and often expected in the restoration industry given that technicians frequently work unsupervised inside customers' homes and businesses.

The hiring process for technician roles at a Servpro franchise typically includes an application, an interview with the franchise owner or hiring manager, and a background check prior to a final offer. New technicians generally receive training on restoration techniques, safety procedures, and customer service standards.

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 restoration 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 by the individual franchise owner, taking into account the nature of the offense, how much time has passed, and its relevance to a role that involves entering customers' homes and businesses unsupervised. 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 a Servpro franchise 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 Servpro 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.