Sherwin-Williams: Company Profile & Background Check FAQs

Sherwin-Williams was founded in 1866 by Henry Sherwin and Edward Williams in Cleveland, Ohio, where the company remains headquartered more than 150 years later. It is a publicly traded company listed on the New York Stock Exchange under the ticker SHW, and it ranks as the largest coatings company in the world by revenue. Its long history includes pioneering ready-mixed paint in the 19th century and the well-known "Cover the Earth" logo.

The company develops, manufactures, distributes, and sells paints, coatings, and related products for professional, industrial, commercial, and retail customers. Its operations are commonly organized into three segments: the Paint Stores Group, which runs the company-operated retail stores in North America; Consumer Brands, which sells products through retailers and distributors; and Performance Coatings, which serves industrial customers worldwide. In addition to the flagship Sherwin-Williams brand, its portfolio includes names such as Valspar, Minwax, Krylon, Purdy, Dutch Boy, and Thompson's WaterSeal, with Valspar joining through a major acquisition completed in 2017.

Sherwin-Williams operates at significant scale. Public filings and company profiles report more than 4,800 company-operated stores as of 2025 and a global workforce of more than 60,000 employees, with products sold in more than 120 countries. Its US footprint includes retail stores in communities nationwide plus manufacturing facilities, distribution centers, and research labs.

The company's workforce spans many role types, including retail sales associates and store managers, delivery drivers who bring paint to job sites, warehouse and distribution workers, chemists and R&D scientists, manufacturing operators, outside sales representatives who call on contractors, and corporate professionals at its Cleveland headquarters.

Company culture and employee programs: Sherwin-Williams is known for promoting from within, and its Management and Sales Training Program has long served as a pathway from entry-level roles into store management and sales careers. The company also hires students into internship and trainee programs across its businesses. Benefits and scheduling vary by role, location, and full-time or part-time status, so candidates should confirm details for their specific position during the hiring process.

Yes. Employers in the retail and manufacturing industry, including Sherwin-Williams, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with federal, state, and local laws. In the United States, background checks run through a consumer reporting agency are governed by the Fair Credit Reporting Act (FCRA), which requires clear disclosure, written consent, and defined adverse action procedures when results influence a hiring decision.

Sherwin-Williams is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice among large retailers and manufacturers. Store employees handle cash and customer accounts, drivers operate company vehicles, and plant workers operate in safety-sensitive environments, all of which make screening routine. The specific components of a Sherwin-Williams background check may vary by role, business segment, and location.

The Sherwin-Williams hiring process typically starts with an online application through the company's careers site. Retail and warehouse candidates generally complete a phone screen or in-person interview with a store or facility manager, while corporate, sales trainee, and technical candidates may go through multiple interview rounds. Candidates who receive a conditional offer are usually asked to consent to a background check, and depending on the role, additional pre-employment steps such as a drug screen or motor vehicle record review may apply before a start date is set.

Turnaround time depends on the searches included, how quickly courts and former employers respond, and the number of jurisdictions connected to a candidate's address history. Many background checks are completed within a few business days, while reports that require searches across multiple county courts or manual verifications can take longer. To learn more about typical timelines, review background check turnaround times.

Each employer decides which screenings to include for a given role. For a paints and coatings company like Sherwin-Williams, a background check may include some or all of the following:

Candidates should review the disclosure and consent forms they receive to understand which searches apply to their specific role.

Lookback periods depend on the type of search and applicable state law. The FCRA generally bars consumer reporting agencies from reporting most non-conviction negative information older than seven years, while criminal convictions can often be reported for longer under federal law. Some states limit conviction reporting to seven years, and salary-based exceptions may apply. Motor vehicle record lookback windows also vary by state. Because Sherwin-Williams hires nationwide, the practical reach of its background checks can differ from candidate to candidate.

Sherwin-Williams does not publish a detailed public policy regarding candidates with felony records, and these decisions are typically made on a case-by-case basis. Employers commonly consider the nature and severity of the offense, how much time has passed, and how the record relates to the specific duties of the job, such as driving or cash handling. Many states and cities have enacted "ban-the-box" laws that limit when and how employers can ask about criminal history. Candidates with records are encouraged to answer honestly and be prepared to discuss their background if asked.

Candidates are typically asked to sign a written disclosure and authorization form before a background check begins, as required by the FCRA. Be prepared to provide accurate personal information, including your full legal name, date of birth, Social Security number, and address history. For driving roles, Sherwin-Williams background check requirements will generally include a valid driver's license and a review of your motor vehicle record. Accurate and complete information helps searches run in the correct jurisdictions and prevents delays.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, employers must obtain written consent before ordering a background check, and if they intend to take adverse action based on the report, they must first provide the candidate with a copy of the report and a summary of rights, along with a reasonable opportunity to dispute inaccurate or incomplete information. For a fuller overview of the FCRA and Equal Employment Opportunity Commission (EEOC) guidance, visit this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Sherwin-Williams 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.