Shane Co.: Hiring, Background Check & Employment Verification FAQs

Shane Co., also known as Shane Company, is a privately held specialty jewelry retailer. The Shane family's jewelry business dates to 1929, when it was established in Cleveland, Ohio, and has passed through four generations. The current company was founded in 1971 by Tom Shane in Denver, Colorado, and it remains family-owned and family-led, with the founder's son now serving as chief executive officer. The business is headquartered in the Denver metropolitan area, with sources listing both Denver and the suburb of Centennial, Colorado.

The company operates 22 retail stores across the United States along with its e-commerce site, ShaneCo.com, and it describes itself as the largest privately owned jeweler in the country. A defining feature of the business model is direct importing: Shane Co. buys diamonds, rubies, and sapphires directly rather than sourcing exclusively through intermediaries, which the company presents as the basis for its pricing and selection.

Shane Co. is widely recognized for its long-running radio advertising, which for years featured founder Tom Shane and the tagline "Now you have a friend in the jewelry business." Under the current generation of leadership the brand has updated that line to "Your Friend & Jeweler." The company promotes on-site jewelers in its stores, a free lifetime warranty on its jewelry, and a service-oriented buying experience aimed at customers making significant, often emotionally weighted purchases.

Roles across the business reflect that mix of retail and craft. Stores employ sales consultants and jewelry consultants, store managers and assistant managers, and on-site bench jewelers and repair technicians. Behind the stores sit buying and merchandising teams, quality control and gemological staff, distribution and inventory personnel, e-commerce and marketing teams, and corporate functions at the Colorado headquarters. Wikipedia lists roughly 850 employees as of 2026.

Company culture and employee programs:

Fine jewelry retail depends on product expertise, so sales roles in this segment commonly involve structured training on diamond grading, gemstone characteristics, metals, and warranty and service policies, and some employers support gemological coursework. The work is consultative and appointment-heavy rather than transactional, and it is seasonal, with engagement and holiday periods driving peak demand. Compensation structures, incentive plans, scheduling, and benefit eligibility differ by role and location, so candidates should confirm details with the hiring manager during the interview process.

Yes. Employers in the jewelry and specialty retail industry, including Shane Co., are legally permitted to conduct pre-employment background checks on job candidates as long as they comply with applicable federal, state, and local law. In the United States, employment screening obtained through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which sets requirements for candidate disclosure, written authorization, and the adverse action process. Individual states where the company operates add their own rules on how criminal history and credit information may be used in hiring.

Shane Co. is generally reported to conduct background checks as part of its hiring process. That is consistent with standard practice among jewelry retailers, where employees have daily access to high-value merchandise, customer payment information, and in some cases customers' own jewelry left for repair or appraisal. The specific searches included in a Shane Co. background check may vary by role, by state, and by the level of inventory or financial access the position carries.

While the exact steps vary by role and store, jewelry retail hiring usually follows a recognizable sequence. Candidates apply online through the company's careers site, and qualified applicants are contacted for a phone or virtual screening conversation. Sales candidates often complete one or more interviews with a store manager and sometimes a regional leader, and bench jeweler candidates may be asked to demonstrate technical skill or discuss their repair and setting experience in detail. Candidates who receive a conditional offer are typically asked to consent to a background check before a start date is confirmed, with product and systems training following once pre-employment steps are complete.

Turnaround depends on the searches ordered, how quickly courts and prior employers respond, and how many jurisdictions the candidate's history spans. Many retail background checks come back within a few business days, while reports that require manual county court retrieval or verifications from unresponsive third parties take longer. Candidates who want a fuller explanation of what drives these timelines can review background check turnaround times.

The employer determines which searches are included. For a jewelry retail role, a background check may cover some or all of the following:

Candidates should read the disclosure and authorization documents provided during hiring to see exactly which searches apply to their role.

The lookback period depends on the type of search and on the law of the state where the candidate lives or worked. Under the FCRA, consumer reporting agencies are generally restricted from reporting most adverse information older than seven years, with exceptions that include criminal convictions and positions above certain salary thresholds. Several states apply stricter limits of their own, and some restrict or prohibit the use of credit history in most hiring decisions. A candidate with records in more than one state may see different windows applied to different searches within the same report.

Shane Co. does not publish a detailed public policy on applicants with felony records, and decisions of this kind are typically made case by case. Factors that commonly matter include the nature and seriousness of the offense, how long ago it occurred, evidence of rehabilitation, and how closely the record relates to the responsibilities of the job, which in jewelry retail often center on custody of valuable merchandise. Many states and cities have adopted "ban-the-box" laws that restrict when employers may ask about criminal history during the application process. Candidates are encouraged to complete applications honestly and to be ready to discuss their background if it is raised.

Candidates are typically asked to sign a written disclosure and authorization form before any background check is initiated. Applicants should be prepared to provide accurate personal information, including full legal name, date of birth, Social Security number, and address history. Accurate details help ensure searches run in the correct jurisdictions and reduce the chance of avoidable delays in the report.

The Fair Credit Reporting Act is the federal law that governs how consumer reporting agencies collect, assemble, and share background check information. Under the FCRA, an employer must obtain written consent before ordering a report, must provide the candidate with a copy of the report and a summary of rights before taking adverse action based on it, and must allow a reasonable opportunity to dispute inaccurate information before making a final decision. For a fuller explanation of how the FCRA and Equal Employment Opportunity Commission (EEOC) guidance apply to employment screening, see this introduction to the Fair Credit Reporting Act (FCRA).

Screening expectations often widen for positions that carry custody of merchandise or money. Store managers, assistant managers, bench jewelers, and distribution and inventory staff may handle loose stones, finished pieces, customer repairs, and vault or safe access, so employers in this segment frequently add employment verification and, where state law permits, a review of credit history for those roles. Insurance requirements and loss prevention policies can also influence what a particular employer screens for. Candidates should not assume that a single standard applies to every job at the company, since requirements can differ by title, by state, and by the specific responsibilities of the position.

Running a personal background check with Checkr lets you preview what Shane Co. may see and helps you identify potential inaccuracies before they affect your job application. In one secure report you can review:

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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.