Stop & Shop: Company Profile & Background Check FAQs

Stop & Shop traces its roots to 1892, when the Rabinowitz family opened a small grocery in Boston's North End, and the business that became the modern chain was founded in 1914 in Somerville, Massachusetts. Over the following century the company grew from a corner grocer into one of New England's best-known supermarket brands. Today Stop & Shop is headquartered in Quincy, Massachusetts, and operates as a subsidiary of Ahold Delhaize, the international grocery retail group formed by the 2016 merger of Ahold and Delhaize Group.

The chain operates hundreds of supermarkets across Massachusetts, Connecticut, Rhode Island, New York, and New Jersey. Wikipedia lists 365 stores as of 2025, and the company describes itself as employing more than 50,000 associates. Many stores include pharmacies, and locations commonly offer online ordering with pickup and home delivery. In 2024, the company announced plans to close 32 underperforming stores as part of a repositioning effort, so candidates may want to confirm the status of a specific location when applying.

Stop & Shop's workforce spans a wide range of roles, including cashiers and front-end associates, grocery and produce clerks, deli, bakery, and seafood team members, pharmacy staff, e-commerce pickers and delivery drivers, warehouse and distribution workers, and store and district management. A large portion of store associates are represented by labor unions, and wages and benefits for those roles are shaped by collective bargaining agreements.

Company culture and employee programs: Stop & Shop positions itself as a neighborhood grocer with a focus on community involvement and food access programs in the areas it serves. Store roles typically include on-the-job training, and scheduling often includes evening and weekend shifts common to grocery retail. Benefits vary by role, union status, location, and hours worked, so candidates should confirm details during the hiring process. Common role families include:

Yes. Employers in the grocery and retail industry, including Stop & Shop, are legally permitted to conduct pre-employment background checks on job candidates as long as they comply with applicable federal, state, and local laws. In the United States, screening through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which requires written consent, standalone disclosures, and a defined adverse action process. States in Stop & Shop's footprint, including Massachusetts, New York, and New Jersey, also have their own screening and criminal history laws that employers must follow.

Stop & Shop is generally reported to conduct background checks as part of its hiring process, which is consistent with common practice among large supermarket chains. Grocery employees handle cash, work with the public, and in some roles access pharmacy areas or drive delivery vehicles, all of which make screening standard in the industry. The scope of a Stop & Shop background check may vary by role and location, and positions such as pharmacy staff or delivery drivers may involve additional checks.

While steps can vary by store and role, the Stop & Shop hiring process typically starts with an online application through the company's careers site. Candidates who advance are usually contacted for an interview with a hiring manager, which for store roles is often a single in-person or phone conversation focused on availability, customer service skills, and work history. Candidates who receive a conditional offer are generally asked to consent to a background check, and orientation and training are scheduled once pre-employment steps are complete.

Turnaround depends on the searches ordered, court and agency response times, and the number of jurisdictions in a candidate's address history. Many background checks are completed within a few business days, while reports that require records from multiple county courthouses can take longer. Candidates who want more detail can review background check turnaround times.

Each employer decides which screenings to include for each role. For a supermarket employer like Stop & Shop, a background check may include some or all of the following:

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

Lookback periods depend on the type of search and state law. The FCRA generally restricts consumer reporting agencies from reporting most negative information older than seven years, though convictions can often be reported for longer and exceptions apply to certain higher-salary positions. Several states in the Northeast apply their own stricter limits on what can be reported or considered, so candidates in different states may see different lookback windows on similar searches.

Stop & Shop does not publish a detailed public policy on hiring candidates with felony records, and such decisions are typically made case by case. Employers commonly consider the nature and severity of the offense, how much time has passed, and how the record relates to the role, for example cash handling or delivery driving. Massachusetts, New York, New Jersey, Connecticut, and Rhode Island all have some form of "ban-the-box" laws or fair chance protections that limit when and how employers can ask about criminal history. Candidates with records are encouraged to answer application questions honestly and be prepared to provide context.

Candidates will typically be asked to provide written consent before a background check is run, usually through a standalone disclosure and authorization form. Applicants should be prepared to share accurate personal information, including their full legal name, date of birth, Social Security number, and address history. Delivery driver applicants may also need to provide a valid driver's license for a motor vehicle record check. Accurate information helps searches run in the correct jurisdictions and avoids delays.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. Employers must obtain written consent before ordering a report, and if they intend to take adverse action based on the findings, they must give the candidate a copy of the report, a summary of rights, and an opportunity to dispute inaccurate information before finalizing the decision. For a detailed overview, see this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Stop & Shop 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.

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.