Stater Bros. Markets: Company Profile & Background Check FAQs

Stater Bros. was founded on August 17, 1936, in Yucaipa, California, when twin brothers Cleo and Leo Stater purchased a local market with a $600 down payment. The company went public in 1964, passed through corporate ownership in the late 1960s, and since 1986 has been fully owned by Stater Bros. Holdings, a subsidiary of La Cadena Investments, under longtime chairman, president, and CEO Jack H. Brown, who led the company for 35 years until his death in 2016. Today the company is headquartered in San Bernardino, California, where it operates a 2 million square foot corporate office and distribution complex at San Bernardino International Airport.

The chain's 171 supermarkets are located throughout Southern California, with the heaviest concentration in San Bernardino and Riverside counties, plus stores across Orange County, eastern Los Angeles County and the Antelope Valley, northern San Diego County, and communities in Ventura and Kern counties. Stater Bros. expanded significantly in 1999 when it acquired more than 40 Albertsons and Lucky supermarkets, and in 2006 it entered the Fortune 500 as the first major Inland Empire company to do so. Its current slogan is "Fresh. Affordable. Community First."

Stater Bros. has long been known for its fresh meat departments and hometown positioning. Store roles include courtesy clerks, cashiers, grocery and produce clerks, bakery and deli staff, meat cutters, and store managers, while the San Bernardino distribution complex employs warehouse workers, drivers, and corporate staff who supply the store network.

Company culture and employee programs: Stater Bros. emphasizes community roots and long employee tenure, and the company has a history of promoting from within, with many leaders having started in store-level roles. Since 1990 it has hosted community events such as the Stater Bros. Route 66 Rendezvous classic car cruise in San Bernardino. Pay, benefits, and scheduling vary by role, store, and hours worked, so candidates should confirm specifics with the hiring manager during the interview process.

Yes. Employers in the grocery and supermarket industry, including Stater Bros. Markets, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with federal, state, and local laws. In the United States, screening through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), and California adds its own rules, including the Investigative Consumer Reporting Agencies Act and the Fair Chance Act, which shape how and when criminal history can be considered.

Stater Bros. is generally reported to conduct background checks as part of its hiring process for at least some positions, which is consistent with standard practice among large grocery chains whose employees handle cash, stock inventory, and work directly with the public. The specific scope of a Stater Bros background check may vary by role and location, with warehouse, driving, and management roles often screened more extensively than entry-level store positions.

While steps can vary by store and role, the Stater Bros hiring process typically begins with an online application through the company's careers site. Selected candidates are usually contacted for one or more interviews with a store or department manager. Candidates who receive a conditional offer may be asked to consent to a background check depending on the position, and distribution center and driving roles may include additional requirements such as physical assessments or motor vehicle record review before a start date is confirmed.

Many background checks are completed within a few business days, though timing depends on the searches ordered, the responsiveness of courts, and the number of jurisdictions in a candidate's address history. California court record searches can sometimes take longer because of court procedures and state privacy rules. Candidates can learn more by reviewing background check turnaround times.

Employers determine which screenings to include for each role. For a supermarket chain like Stater Bros., a background check may include some or all of the following:

Candidates should read the disclosure and consent forms they receive to understand which searches apply to their specific role.

Because Stater Bros. operates in California, state rules matter here. California generally limits consumer reporting agencies from reporting convictions older than seven years, a stricter standard than the federal FCRA baseline, which allows convictions to be reported indefinitely in many states. Non-conviction records such as arrests that did not lead to conviction are further restricted. As a result, most candidates in California will see a lookback window of about seven years for criminal history, depending on the type of search.

Stater Bros. does not publish a detailed public policy on hiring candidates with felony records, and decisions are typically made case by case. California's Fair Chance Act, one of the country's stronger "ban-the-box" laws, prohibits most employers from asking about criminal history until after a conditional offer and requires an individualized assessment that weighs the nature of the offense, the time elapsed, and the duties of the job before an offer can be withdrawn. Candidates with records are encouraged to respond honestly to lawful questions and to be ready to provide context if asked after a conditional offer.

When a background check is required, candidates will typically be asked to provide written consent before it begins, along with accurate personal information such as full legal name, date of birth, Social Security number, and address history. Applicants for driving roles should be prepared to provide a valid driver's license. Accurate information helps ensure the correct records are searched and prevents avoidable 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 ordering a background check, and if they intend to take adverse action based on the results, they must provide the candidate with a copy of the report and a summary of rights, along with an opportunity to dispute inaccurate information before a final decision. California layers additional candidate protections on top of these federal rules. For a detailed overview of the FCRA and Equal Employment Opportunity Commission (EEOC) guidance, visit Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Stater Bros. may see and helps 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.

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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.