Sheetz: Company Profile & Background Check FAQs

Sheetz was founded in 1952, when G. Robert "Bob" Sheetz purchased one of his father's dairy stores on Fifth Avenue in Altoona, Pennsylvania, and converted it into a convenience store. Bob's brother Steve joined the business in 1961, and together they expanded the concept across central Pennsylvania and beyond. The company remains headquartered in Altoona and is still owned and led by the Sheetz family, making it one of the largest family-owned private companies in the United States.

As of 2025, Sheetz operates more than 780 stores across seven states, including Pennsylvania, West Virginia, Virginia, Maryland, Ohio, and North Carolina, and employs approximately 25,000 people. The chain is best known for its made-to-order food program, ordered through in-store touchscreens, along with fuel, specialty drinks, and around-the-clock operating hours at most locations. Sheetz also runs its own supply chain, including distribution centers and food production facilities that prepare fresh items for stores, plus a private transportation fleet that delivers to locations.

Store-level roles include team members who prepare food, run registers, and stock shelves, along with shift supervisors, assistant managers, and store managers. Beyond the stores, the company hires for distribution center positions, food manufacturing roles in its kitchens, CDL drivers for its fleet, and corporate positions in Altoona spanning IT, marketing, finance, and human resources.

Company culture and employee programs: Sheetz has appeared repeatedly on national best-workplace lists and promotes a culture built around its "total customer focus" philosophy. The company publicizes benefits for eligible employees, including quarterly bonuses for store employees, employee stock ownership opportunities, tuition assistance, and college scholarships, though eligibility and details vary by role, hours, and tenure. Many store employees advance into management through internal promotion, supported by structured training programs. Candidates should confirm current pay and benefits specifics during the hiring process.

Yes. Employers in the convenience store and food service industry, including Sheetz, are legally permitted to conduct pre-employment background checks, provided they follow federal, state, and local laws. In the United States, background screening performed through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which requires written consent from candidates and a defined process before adverse action can be taken based on a report.

Sheetz is generally reported to conduct background checks as part of its hiring process, which is standard practice among large convenience store operators. Store employees handle cash, sell age-restricted products such as tobacco, alcohol, and lottery tickets, and often work overnight shifts, all of which are common reasons employers in this industry screen candidates. The components of a Sheetz background check may vary by role, with driving and management positions potentially screened more extensively than entry-level store roles.

The Sheetz hiring process typically begins with an online application through the company's careers site. Store applicants who advance are usually contacted for an interview with a store manager, which focuses on availability, customer service skills, and comfort with a fast-paced environment. Distribution, transportation, and corporate roles generally involve additional interviews and, for CDL drivers, a review of driving credentials. Candidates who receive a conditional offer are typically asked to authorize a background check, and some roles may include a drug screen before the start date is confirmed.

Many background checks for store roles are completed within a few business days. The overall timeline depends on which searches are included and how quickly courts and other sources respond, and reports involving county criminal searches in multiple jurisdictions or employment verifications can take longer. For a deeper look at timing factors, see this guide to background check turnaround times.

Employers tailor screening to the role. For a convenience store chain with distribution and trucking operations like Sheetz, a background check may include some or all of the following:

Candidates should review their disclosure and authorization forms to understand exactly which searches apply to their role.

Lookback periods depend on the type of record and state law. Under the FCRA, most non-conviction information, such as arrests that did not result in conviction, generally cannot be reported after seven years, while convictions can often be reported for longer under federal law unless state law is stricter. Sheetz operates across several states with differing rules, so the window applied to a candidate's report depends on where they live and work. Notably, in 2024 the EEOC filed a lawsuit alleging that Sheetz's use of criminal history screening had a disparate impact on some applicant groups; the agency later moved to dismiss the case in 2025. The matter is a reminder that employer screening policies receive regulatory scrutiny and can change over time.

Sheetz does not publish a detailed public policy on hiring candidates with felony records, and decisions are generally understood to be made case by case, weighing the nature and age of the offense against the duties of the role. EEOC guidance encourages employers to individually assess criminal records rather than apply blanket exclusions. Several states and cities in the Sheetz footprint have adopted "ban-the-box" laws limiting when criminal history questions can be asked. Candidates with records are encouraged to apply and to answer any lawful questions honestly.

Candidates will typically be asked to sign a written authorization before Sheetz initiates a background check. Applicants should be prepared to provide their full legal name, date of birth, Social Security number, and address history, and driver candidates should have license and endorsement details ready. Accurate, complete information helps searches run in the correct jurisdictions and keeps hiring timelines short. Some Sheetz store roles are open to applicants as young as 16, and screening steps can differ for minors under state law.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies assemble background reports and how employers may use them in hiring. It requires disclosure and written consent before a check is run, and it obligates employers to provide a copy of the report and a summary of rights before finalizing an adverse decision, giving candidates the chance to dispute inaccurate information. Learn more in this introduction to the Fair Credit Reporting Act (FCRA).

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