Signs365: Hiring, Background Check & Employment Verification FAQs

Signs365, operating as Signs365.com, LLC, is a privately held wholesale printing company headquartered in Shelby Township, Michigan, in the Detroit metropolitan area. The business was established in the mid-2000s and built around a trade-only model, meaning it sells exclusively to sign companies, print brokers, and other resellers instead of to end customers. That structure lets the company concentrate on throughput and consistency rather than on retail-side design services.

The product line is grand-format and wide-format work: coroplast signs, vinyl banners, adhesive vinyl, vehicle magnets, and related printed graphics. Speed is the company's central promise. Its published standard is 24-hour production on all products with overnight shipping available, and trade coverage describes the large majority of orders shipping within 24 hours of creation. Orders are submitted through the company's website around the clock rather than through a sales desk.

To support that cycle, Signs365 runs production facilities in Michigan and Arizona, giving it geographic reach for shipping times across the country. The work inside those facilities resembles light manufacturing more than a traditional print shop. Roles typically include wide-format press and printer operators, laminators, cutting and finishing technicians, quality inspectors, material handlers, shipping and logistics staff, maintenance technicians, and a customer service and account support team that works with trade clients.

Company culture and employee programs:

Production work at a 24-hour-turnaround printer is deadline driven, and facilities of this kind commonly run multiple shifts including nights and weekends to keep presses moving. Roles frequently involve standing for long periods, handling rolls of substrate and finished goods, operating powered equipment, and meeting quality standards on printed output before it ships. Training is typically delivered on the job, starting with material handling and finishing before progressing to press operation. Pay, shift differentials, and benefits vary by facility, shift, and role, so candidates should confirm specifics during the hiring process.

Yes. Employers in the commercial printing and manufacturing industry, including Signs365, are legally permitted to conduct pre-employment background checks on job candidates provided they follow applicable federal, state, and local law. The Fair Credit Reporting Act (FCRA) governs employment screening in the United States and establishes rules for written disclosure, candidate authorization, and the adverse action process. Michigan and Arizona each have their own employment rules that can affect how records are requested and used.

Signs365 is generally reported to conduct background checks as part of hiring, which is consistent with standard practice among production and manufacturing employers. Staff operate expensive equipment, handle customer files and finished goods, work across multiple shifts with varying supervision levels, and in shipping roles control outbound inventory, all of which are common reasons an employer screens. The specific components of a Signs365 background check may vary by role, by facility, and by shift.

The Signs365 hiring process typically begins with an application submitted online or through a job board for a specific facility and position. Production candidates usually complete an interview covering availability, shift flexibility, and any prior print, manufacturing, or warehouse experience, and a walk-through of the production floor is common so applicants understand the pace and environment. Candidates who receive a conditional offer may be asked to authorize a background check and complete other pre-employment requirements before orientation. Hands-on training on the line generally follows.

Turnaround depends on the searches ordered, how quickly courts and prior employers respond, and how many jurisdictions a candidate's history covers. Many production background checks return within a few business days, while searches reaching multiple counties or states, or verifications that depend on a former employer replying, can take longer. Candidates who list complete address and employment history at the start typically see fewer delays. For more detail on what drives timing, see background check turnaround times.

The employer determines which searches to include. For a printing and production role, a background check may include some or all of the following:

Candidates should read the disclosure and consent forms provided during hiring to confirm which searches apply to their position.

Lookback periods depend on the search type and on state law. Under the FCRA, consumer reporting agencies are generally restricted from reporting most adverse non-conviction information older than seven years, with exceptions for certain record categories and for higher-salary positions. Some states impose tighter limits than the federal baseline, so a candidate applying to the Michigan facility may see a different window than one applying in Arizona. Candidates with records in more than one state may find different windows applied to different searches within a single report.

Signs365 does not publish a detailed policy on applicants with felony records, and manufacturing employers typically evaluate these situations case by case. Factors that commonly matter include the nature and seriousness of the offense, how much time has passed, evidence of rehabilitation, and whether the record relates to the duties of the position. Many states and municipalities have enacted "ban-the-box" laws that limit when employers may ask about criminal history during hiring. Candidates are encouraged to answer application questions honestly and to be ready to discuss their background if it comes up.

Candidates are typically asked to provide written consent before a background check begins, delivered as a standalone disclosure form during hiring. Applicants should expect to supply their full legal name, date of birth, Social Security number, and address history, and to present identification and work authorization documents at onboarding. Candidates for roles involving powered equipment may also be asked about relevant certifications such as forklift licensing. Accurate information helps searches run in the correct jurisdictions and reduces avoidable delays before a first shift.

The Fair Credit Reporting Act is the United States federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires an employer to obtain written authorization before ordering a report, to provide a copy of the report and a summary of rights before taking adverse action based on it, and to give the candidate a chance to dispute inaccurate information before a final decision. For a detailed explanation of how the FCRA and Equal Employment Opportunity Commission guidance apply to employment screening, visit Fair Credit Reporting Act (FCRA).

Continuous-production printers commonly staff around the clock, and a large share of openings are on second shift, third shift, or weekend schedules. Applying for one of those shifts does not usually change the screening itself, since the same searches generally apply regardless of when the work happens, but it can change other parts of onboarding: shift differentials, attendance expectations, and equipment certifications may differ from a day shift role. Candidates should confirm the shift pattern, start time, and whether the schedule is fixed or rotating before accepting an offer, and should ask the recruiter how long pre-employment steps normally take so they can plan a start date.

Running a personal background check with Checkr lets you preview what Signs365 may see and help 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.