Speedway: Hiring, Background Check & Employment Verification FAQs

Speedway is an American convenience store and fuel station chain. According to Wikipedia, Speedway LLC was a wholly owned subsidiary of Marathon Petroleum and was based in Enon, Ohio until Marathon announced in August 2020 that 7-Eleven would acquire it. The sale closed on May 14, 2021, and Speedway LLC continues to exist as a subsidiary of 7-Eleven, Inc. The Speedway name remains in use, and the speedway.com footer carries a 2026 copyright notice for 7-Eleven, Inc.

Wikipedia lists Speedway's headquarters as Irving, Texas, with locations primarily in the Midwest, on the East Coast, and in the Southwest, and describes it as the largest convenience store chain in central Ohio. The Speedway website says the company meets the fueling and convenience needs of over two million customers daily. It also promotes the Speedy Rewards loyalty program, a mobile app, and a store menu that includes pizza, snacks, coffee, and drinks.

Hiring runs through 7-Eleven, Inc. The jobs.speedway.com address leads to the Careers at 7-Eleven hub, which lists Speedway alongside 7-Eleven, Stripes, Laredo Taco, and Raise the Roost as brands candidates can apply across. The hub groups openings into store roles, store leadership roles, and field and area leader roles, and it points to corporate and support career areas that include engineering, accounting, technology, and transportation. It also offers a store job map for finding in-store openings by location.

Company culture and employee programs:

The 7-Eleven careers hub says benefits vary by position and location, and it organizes them into health and wellness, financial wellbeing, work-life balance, recognition and rewards, and additional perks. The hub also highlights military and veteran hiring and internships for students. Candidates should confirm pay, schedule, and benefit details for a specific store or role during the hiring process.

Yes. Employers in the convenience store and fuel retail industry, including Speedway, are legally permitted to run pre-employment background checks, provided they follow the FCRA and applicable state and local laws. The Fair Credit Reporting Act sets requirements around candidate consent, disclosure, and adverse action. Because hiring runs through 7-Eleven, Inc., the rules that apply are those that govern that employer and the state where the job is located.

Speedway is generally reported to conduct background checks as part of its hiring process, though its screening policy is not published in detail. That would be consistent with retail and fuel employers whose team members handle cash, age-restricted products, and customer transactions. The scope of a check may vary by role, such as store team member, store leader, or corporate position, and by location.

The Speedway hiring process typically starts with an online application through the 7-Eleven careers hub or its store job map. Qualified store candidates may then interview with a store leader or district hiring manager, while leadership and corporate roles may include several interview rounds. Candidates who receive a conditional offer are usually asked to consent to a background check before starting. Steps may vary by role and location.

A Speedway background check often takes a few business days, though timing depends on the searches ordered and the records involved. Court searches across several counties or states can take longer, and manual record retrieval can add time. Candidates who want to understand typical timelines in more detail can review background check turnaround times.

The specific components of a background check are determined by the employer. For a role at a convenience store and fuel retailer like Speedway, a background check may include some or all of the following:

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

Speedway has not published a drug-testing policy that applies to every role, so candidates should ask the recruiter what applies to their position. Some store, driving, or safety-sensitive roles may involve pre-employment testing, while other roles may not. Requirements may vary by job and location.

The lookback period for a background check depends on the type of search and the laws of the state or country where the candidate lives or worked. In the United States, the FCRA generally limits consumer reporting agencies from reporting most negative information older than seven years, with certain exceptions for higher-salary positions and specific record types such as convictions. Some states have stricter limits. Candidates with records in multiple jurisdictions may see different lookback windows applied to different searches within the same report.

Speedway has not published a blanket policy on felony records, and decisions are typically made case by case. Factors that may matter include the nature of the offense, how much time has passed, and the duties of the role, which for store positions can include handling cash and selling age-restricted products. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates are encouraged to answer questions honestly.

Candidates applying to Speedway will typically be asked for written consent before a background check begins, usually through a disclosure form provided during the hiring process. They should be ready to provide their full legal name, date of birth, Social Security number, and address history. Accurate information helps searches run in the correct jurisdictions and can prevent delays.

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, employers must obtain written consent before running a background check, provide a copy of the report and a summary of rights if they intend to take adverse action based on the results, and allow the candidate an opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA applies to background checks, visit Fair Credit Reporting Act (FCRA).

Store team members typically go through criminal history and identity searches, and some may also have employment verification. These checks are common for roles that involve cash handling, age-restricted sales such as tobacco and alcohol, and shifts with limited supervision. The exact scope may vary by store, role, and state.

Store leadership and field and area leader roles are posted as separate categories on the careers hub, and those positions typically carry more responsibility for cash controls, inventory, and teams. Checks for these roles may add employment verification and, where state law allows, credit history. Candidates should review the disclosure form to see which searches apply.

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