Staples: Company Profile & Background Check FAQs

Want to see what's on your own background check? Use Checkr to preview your own background check results.

Checkr is trusted by 140k+ businesses and 80 million individuals

Frequently asked questions

Staples: Company Profile & Background Check FAQs

Staples is one of the largest office supply retailers in the United States, employing tens of thousands of workers across retail stores, fulfillment centers, delivery operations, and corporate locations. For job seekers, two questions come up consistently during the application process: does Staples drug test, and does Staples do a background check? The answers depend on the role, location, and applicable state laws. Below, we cover Staples's history and operations, and straightforward answers to the most-searched questions about the Staples drug test and background check process.

Run a personal background check

Order online

Are you an organization? Run candidate background checks here >

Staples: Company overview

Staples was founded in 1986 in Brighton, Massachusetts, opening as one of the first office supply superstores in the United States. The concept was straightforward: bring warehouse-style pricing and broad product selection to office supplies, serving both consumers and businesses. The format proved successful, and Staples expanded rapidly through the 1990s and 2000s into a national and international chain.

In 2017, Sycamore Partners, a private equity firm, acquired Staples for approximately $6.9 billion, taking the company private. Since then, Staples has continued operating its retail store network across the United States and Canada while expanding its B2B-focused operations, which serve businesses with office products, technology, and facilities supplies. Staples operates under both the Staples retail banner and the Staples Business Advantage brand for its commercial customers.

The company''s workforce spans several distinct segments: retail store associates and cashiers, copy and print center staff, warehouse and fulfillment center workers who support e-commerce and business delivery operations, delivery drivers who service commercial accounts, and corporate staff at its headquarters and regional offices. Entry-level retail and warehouse roles are among the most common positions available, making Staples a frequent employer for hourly workers.

Company culture and employee programs: Staples provides employees with access to standard retail benefits programs, which typically include health insurance options, paid time off, and employee discounts on store merchandise. The company has invested in associate development programs at the store level, including training for technology sales and print services. Benefits eligibility and specific offerings vary by employment type (full-time vs. part-time) and tenure.

Staples background check and drug test FAQs

Can Staples run background checks?

Yes. After extending a contingent job offer, Staples can request a background report on a candidate through a third-party Consumer Reporting Agency (CRA). Under the Fair Credit Reporting Act (FCRA), employers must obtain written consent from the candidate before initiating a background check.

Does Staples do background checks?

Yes. Staples conducts background checks for most positions. The scope and depth of those checks can vary by role. Retail and entry-level positions typically involve a standard criminal history search, while delivery driver roles may include motor vehicle record (MVR) checks in addition to criminal screening. Warehouse, fulfillment center, and corporate roles may be subject to more thorough review depending on the responsibilities involved.

What is the Staples drug test policy?

Staples''s drug test policy is not publicly documented in detail, and practices appear to vary by role, facility, and location. Based on candidate-reported experiences, the following general patterns apply:

Pre-employment testing: Drug testing at the pre-employment stage is most commonly associated with delivery driver, warehouse, and fulfillment center roles. Retail store associate roles are less consistently tested, though this can vary by location and hiring manager discretion.
Post-accident testing: Like many large employers, Staples may conduct drug testing following a workplace accident or incident, particularly in warehouse or distribution environments where safety protocols are more stringent.
Reasonable suspicion testing: Supervisors may initiate drug testing if there is observable evidence of impairment on the job, regardless of role type.
Role-specific requirements: Delivery drivers operating commercial vehicles may be subject to additional testing requirements. Warehouse and fulfillment center workers, including those at Staples fulfillment centers, are more likely to encounter drug screening than retail store staff.
State law variations: States like California have enacted laws that limit when and how employers can test for cannabis. Texas has no comparable restrictions, so Staples corporate drug test policies may be applied more broadly in that state. Candidates in states with active cannabis protections should research their specific state laws before applying.

If drug testing is a concern for your specific application, asking the recruiter or hiring manager during the offer stage is the most direct way to confirm what applies to your role and location.

How long can a Staples background check take?

A Staples background check typically takes three to five business days to complete. Some checks are returned faster, particularly when records are available through automated database searches. Others take longer depending on several factors:

Court record searches that require manual retrieval from county courthouses
Employment verification for positions worked at companies that use third-party verification services
Discrepancies between the information provided and what appears in records
Searches across multiple counties or states where a candidate has lived or worked
High application volume periods when processing times at the CRA may be extended

Candidates can typically check the status of their background check through a portal link provided by the CRA processing the report. For general information on typical timelines, see background check turnaround times.

What can be revealed in a Staples background check?

The specific components of a Staples background check depend on the role, but a standard report for a retail or entry-level position may include the following:

Identity verification: An SSN trace confirms the candidate''s identity and surfaces addresses and aliases associated with that Social Security number, which helps determine which jurisdictions to search for records.
Criminal history: County, state, and national criminal database searches for felony and misdemeanor convictions. The scope of the search depends on which jurisdictions the candidate has lived and worked in.
Sex offender registry: A search of the national sex-offender registry is standard for most employer background checks.
Global watchlists: A search of global watchlists screens for matches on federal and international sanctions, terrorist watch lists, and other prohibited-party databases.
Employment verification: Confirmation of previous employers, job titles, and dates of employment for roles listed on the application.
Motor vehicle records (MVR): For delivery driver roles at Staples, an MVR search pulls the candidate''s driving history, including license status, violations, suspensions, and accidents. This is a standard requirement for roles that involve operating a vehicle.

How far back can Staples's background check go?

For most positions, Staples background checks look back seven years on criminal history. This is the standard lookback period under the FCRA for adverse information other than certain financial records. However, the actual lookback period can vary based on two factors:

State law: Some states impose stricter limits on how far back a background check can report criminal history. California, for example, limits reporting of most convictions to seven years. Other states may have different rules, and some have no specific lookback restrictions.
Role salary: Under the FCRA, the seven-year limitation on certain records does not apply to positions with an annual salary of $75,000 or more, which means higher-paying corporate roles may be subject to a longer lookback.

Candidates with prior convictions should also be aware of "ban-the-box" laws, which restrict when in the hiring process employers can ask about criminal history. Many states and cities have enacted these protections for job applicants.

What is the FCRA and how does it protect candidates?

The Fair Credit Reporting Act (FCRA) is a federal law that governs how consumer reporting agencies collect and report information, and how employers use that information in hiring decisions. When Staples conducts a background check through a third-party CRA, FCRA requirements apply. Key protections for candidates include:

Disclosure and consent: Staples must provide a clear, standalone written disclosure that a background check will be conducted, and the candidate must provide written authorization before the check begins.
Pre-adverse action notice: If Staples is considering taking an adverse action (such as rescinding a job offer) based on information in the background report, the company must first provide the candidate with a copy of the report and a written summary of their rights.
Opportunity to dispute: Candidates have the right to review the report and dispute inaccurate or incomplete information with the CRA before a final adverse action decision is made.
Adverse action notice: If Staples proceeds with an adverse action, the candidate must receive a final notice that includes the CRA''s contact information and a statement that the CRA did not make the hiring decision.

What is the Staples hiring process?

The typical Staples hiring process for retail and hourly roles follows these steps:

Application: Submit an online application through Staples''s careers portal or a third-party job board.
Phone or online screening: A recruiter or automated screening may contact you to verify basic qualifications and availability.
Interview: One or more interviews with a store manager or department lead. Retail roles often involve a single in-person interview, while warehouse and corporate roles may include additional rounds.
Contingent offer: If selected, Staples extends a conditional job offer subject to the completion of a background check and, where applicable, a drug test.
Consent form: You will be asked to sign a disclosure and authorization form allowing Staples to obtain a background report from a third-party CRA.
Background check and drug test: The CRA processes the background check. If drug testing applies to your role and location, you will be directed to a testing facility or given instructions for completing a test.
Orientation: Once the background check clears and any drug test results are received, you are cleared to begin onboarding and orientation.

Timelines between the offer stage and start date vary depending on background check processing times and scheduling availability.

How do you know if you passed your Staples background check?

Staples does not typically send a formal "pass" notification when a background check clears without issues. In most cases, the hiring team will simply proceed to the next step, such as scheduling orientation or providing onboarding paperwork, which signals that the background check did not surface any disqualifying information.

If Staples identifies information in the background report that may affect the hiring decision, the FCRA requires them to follow the adverse action process. This involves first providing you with a pre-adverse action notice, a copy of your background report, and a summary of your FCRA rights. You then have an opportunity to dispute any inaccurate information with the CRA before Staples makes a final decision. If you believe your background check results are inaccurate, contact the CRA that produced the report directly to initiate a dispute.

Order your own background check

Running a personal background check before applying to Staples can help you understand what the company is likely to see during its screening process. Reviewing your own report in advance gives you the opportunity to identify inaccurate records, prepare to address any issues that appear, and approach the application process with more confidence.

A personal background check from Checkr can include:

Criminal history searches across county, state, and national databases
Sex offender registry search
SSN trace and identity verification
Global watchlist screening
Motor vehicle records, relevant for candidates applying to Staples delivery driver roles

To preview your background report:

Are you a candidate with an open background check with Checkr?

If Staples is using Checkr to process your background check and you need to check your status, provide additional information, or get help with your report, visit the Candidate Portal or the Checkr Help Center.

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.