Southern Glazer's Wine & Spirits: Company Profile & Background Check FAQs

The company began in 1968 as Southern Wine and Spirits, founded in South Florida by Jay W. Weiss, Harvey R. Chaplin, and Howard Preuss. It expanded from Florida into California in 1969, becoming one of the first distributors with statewide reach in what remains its largest market, and it steadily added states across the following decades. In 2016, Southern Wine & Spirits combined with Glazer's, a Texas-based, family-run distributor with roots stretching back to a bottling business opened in 1909, creating Southern Glazer's Wine & Spirits, the biggest wine and spirits distributor in the country.

Headquartered in Miami, Florida, Southern Glazer's is privately held and remains family-led, with Wayne Chaplin, son of co-founder Harvey Chaplin, serving as president and CEO. Forbes has ranked it among the ten largest private companies in the United States, noting annual revenue of approximately 26 billion dollars and about 24,000 employees as of 2023. The company operates in 47 U.S. states plus Canada, with additional brokerage operations serving the Caribbean and Central and South America, and it has continued to grow through acquisitions such as WEBB Banks in 2023 and Horizon Beverage Group's assets in New England.

Southern Glazer's represents roughly 1,500 wine, spirits, beer, and beverage suppliers, and its teams call on or service more than 250,000 chain and independent retail and restaurant customers in a typical week. The workforce spans sales consultants and merchandisers who work with retail and on-premise accounts, CDL delivery drivers, warehouse and distribution center employees, and corporate professionals in finance, IT, supply chain, and commercial operations. The company also runs Proof, its e-commerce platform for customer ordering.

Company culture and employee programs: Southern Glazer's presents itself as a family-owned business with a long-tenured workforce and structured training for sales and operations careers, including wine and spirits education for customer-facing roles. Because the company distributes regulated products, employees in many roles must meet state alcohol regulations, and some positions carry minimum age requirements. Benefits and schedules vary by role, market, and union representation where applicable, so candidates should confirm details during the hiring process.

Yes. Employers in the beverage alcohol distribution industry, including Southern Glazer's, are legally permitted to conduct pre-employment background checks, provided they comply with federal, state, and local laws. Distributors of regulated products often face additional state licensing and permit rules that make vetting standard. Background checks run through a consumer reporting agency are governed by the Fair Credit Reporting Act (FCRA), which requires disclosure, written consent, and a defined adverse action process.

Southern Glazer's is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice among large distributors. Roles involving driving commercial vehicles, handling high-value inventory, or managing customer payments typically receive the most thorough screening. The components of a Southern Glazer's background check may vary by position, state, and the licensing requirements that apply to alcohol distribution in a given market.

Candidates typically apply through the company's online careers portal. Depending on the role, the process may include a recruiter phone screen, interviews with hiring managers, and for sales roles, discussions about territory and account management experience. Driver candidates can expect a review of their commercial driver's license and driving history, and Department of Transportation (DOT) requirements apply to regulated driving positions. Candidates who receive a conditional offer are usually asked to consent to a background check, and often a drug screen, before a start date is set.

Many background checks are finished within a few business days, though timing depends on the searches ordered and how quickly courts, DMVs, and previous employers respond. Checks for driver roles that include motor vehicle records and DOT-related verifications may involve extra steps, and county criminal searches across multiple jurisdictions can extend timelines. For details on what affects timing, see this overview of background check turnaround times.

Screening components depend on the role. For a distribution company like Southern Glazer's, a background check may include some or all of the following:

Candidates should read their disclosure forms to see which searches apply to their specific position.

Lookback periods vary by search type and jurisdiction. The FCRA generally prohibits consumer reporting agencies from reporting most negative information older than seven years, though criminal convictions can often be reported further back under federal law, with exceptions tied to salary thresholds in some cases. Several states cap conviction reporting at seven years. Motor vehicle record history follows each state's DMV rules, which commonly cover about three to seven years of driving activity.

Southern Glazer's does not publish a detailed public policy on hiring candidates with felony records, and decisions are generally made case by case. Employers in regulated industries typically weigh the nature and age of an offense against the duties of the role, and some state alcohol licensing rules can restrict eligibility for certain positions. Many states and cities have "ban-the-box" laws that limit when criminal history questions can be asked and require an individualized review before an offer is rescinded. Candidates with records are encouraged to apply and to be honest throughout the process.

Candidates are typically asked to sign a disclosure and authorization form before a background check begins. Applicants should be prepared to provide their full legal name, date of birth, Social Security number, and address history, and driver applicants will also need a valid commercial driver's license and related documentation. Because the company sells regulated products, applicants for many roles must also meet minimum age requirements. Accurate information keeps the screening on track and prevents delays.

The Fair Credit Reporting Act is a federal law governing how background reports are compiled and used for employment purposes. Employers must obtain a candidate's written permission before ordering a report. If the findings could lead to a withdrawn offer, the employer must first provide a copy of the report and a summary of the candidate's rights, then allow time to dispute inaccurate or incomplete information before making a final decision. Learn more in this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Southern Glazer's 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.