Sodexo: Company Profile & Background Check FAQs

Sodexo was founded in 1966 in Marseille, France, by Pierre Bellon, who started the business providing food services to company restaurants, schools, and hospitals. Today the company is headquartered in Issy-les-Moulineaux, near Paris, and has grown into one of the world's largest providers of food services and facilities management. Sodexo is publicly traded on the Euronext Paris exchange, where it first listed in 1983, and the founding Bellon family remains the company's majority shareholder through a family holding company. Sophie Bellon, daughter of the founder, serves as chair.

Sodexo operates in more than 40 countries and employs more than 400,000 people worldwide, making it one of the largest private-sector employers based in France. The company's business is organized around two main lines: food services, which accounts for roughly two thirds of group revenue, and facilities management services such as cleaning, maintenance, groundskeeping, and workplace support. Clients span corporate campuses, healthcare systems, senior living communities, universities, K-12 schools, sports venues, and government facilities.

In North America, Sodexo relocated its regional headquarters in 2024 from Gaithersburg, Maryland, to the Pike & Rose development in North Bethesda, Maryland, after 26 years in its previous location. The company operates across all 50 US states as well as Canada, Puerto Rico, and Guam. Its US workforce includes cooks, food service workers, dietitians, custodial and environmental services staff, maintenance technicians, drivers, and site managers, many of whom work inside client facilities such as hospitals and schools.

Company culture and employee programs: Sodexo positions itself around improving quality of life for the people it serves, and frontline roles are central to that mission. The company provides structured onboarding and role-specific training, and many positions offer pathways from hourly food service or custodial work into supervisory and management roles. Benefits and scheduling vary by location, client site, and whether a position is full-time, part-time, or seasonal, so candidates should confirm specifics with their recruiter during the hiring process.

Yes. Employers in the food services and facilities management industry, including Sodexo, 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. Because Sodexo staff often work inside hospitals, schools, and government buildings, client contracts and sector regulations can also shape what screening is required for a given site.

Sodexo is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice among large food service and facilities management employers. Many Sodexo employees work in settings that involve vulnerable populations, such as hospitals, senior living communities, and K-12 schools, where screening is common and sometimes legally required. The exact scope of a Sodexo background check may vary by role, client site, and location, so candidates should review the disclosure documents they receive during hiring.

While steps can differ by role and location, the Sodexo hiring process typically begins with an online application through the company's careers site or a job board. Candidates who match the role's requirements are usually contacted for a phone screen or interview, which may be followed by an in-person or virtual interview with a hiring manager at the client site. Candidates who receive a conditional offer are generally asked to consent to a background check, and some roles may also require a drug test, health screening, or proof of certifications before a start date is confirmed.

Turnaround time depends on the types of searches ordered, the jurisdictions involved, and how quickly courts and past employers respond. Many employment background checks are completed within a few business days, while checks that involve multiple counties, international history, or manual court record retrieval can take longer. Candidates who want a deeper look at typical timelines can review background check turnaround times.

The components of any background check are chosen by the employer and can vary by position. For a role at a food services and facilities management company like Sodexo, a background check may include some or all of the following:

Candidates should read the consent and disclosure forms provided during hiring to understand which searches apply to their specific role.

Lookback periods depend on the type of search and the laws where the candidate lives and works. In the United States, the FCRA generally restricts consumer reporting agencies from reporting most types of negative information older than seven years, though criminal convictions can often be reported further back, and exceptions exist for certain higher-salary positions. Several states impose stricter limits on what can be reported. Because Sodexo hires across all 50 states, the applicable lookback window can differ from one candidate to another.

Sodexo's internal policies on candidates with felony records are not publicly detailed, and hiring decisions of this kind are typically made case by case. Employers commonly weigh the nature and severity of an offense, how long ago it occurred, and its relevance to the role, and some client sites, such as schools or secure government facilities, may have stricter requirements. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates with records are encouraged to answer application questions honestly and be prepared to provide context if asked.

Candidates will typically be asked to provide written consent before a Sodexo background check is initiated, usually through a standalone disclosure form presented after a conditional offer. Applicants should be ready to supply accurate personal information, including their full legal name, date of birth, Social Security number for US-based roles, and address history. Accurate details help ensure searches run in the correct jurisdictions and reduce the chance of delays or mismatched records.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, an employer must obtain a candidate's written permission before ordering a background check, and if the employer intends to take adverse action based on the results, it must first provide a copy of the report and a summary of the candidate's rights, allowing time to dispute inaccurate information. For a fuller overview of candidate protections, see this introduction to the Fair Credit Reporting Act (FCRA) and EEOC guidance.

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