StorageMart: Hiring, Background Check & Employment Verification FAQs

StorageMart was founded in 1999 out of Columbia, Missouri, where its first facility opened on Rangeline Street. The company remains headquartered in Columbia and is still run by the Burnam family. Gordon Burnam first encountered the self storage industry on a family vacation in Texas in 1974 and, with his wife Mickey and their four children, founded Storage Trust Realty before the family went on to establish StorageMart. Gordon Burnam died in 2017, and the company says four generations of the family work in the business today. Cris Burnam serves as chief executive officer and Mike Burnam as president and chief investment officer.

The business rents self storage units on flexible monthly terms and offers climate-controlled space, vehicle, boat, and RV storage, moving supplies, and business storage solutions. Customers rent online, by phone, or in person, and the company also operates a third-party management arm that runs facilities on behalf of other owners. StorageMart describes itself as the largest family-owned and privately operated self storage company in the world.

Growth has come through both development and acquisition. The company says it has opened more than 250 locations beyond its original store across the United States, Canada, and the United Kingdom. It entered Canada in 2008 by bringing more than 60 properties into the portfolio and expanded into the United Kingdom in 2016 through the acquisition of a large British storage operator. In 2021 the executive team acquired Manhattan Mini Storage, which operated 17 self storage locations across New York City at the time of the deal and continues to trade under its own brand.

Workforce roles are concentrated at the property level. Store and property managers handle rentals, tours, customer accounts, payments, delinquency and lien processes, unit readiness, and site appearance, often working alone or in small teams. Assistant and relief managers cover additional hours and multiple sites, and area or district managers oversee groups of properties. The company also employs maintenance technicians, call center and customer service representatives, and corporate staff in functions such as real estate, revenue management, marketing, technology, accounting, and human resources.

Company culture and employee programs:

StorageMart emphasizes training and service standards, stating that every employee completes its training program before working with customers and that facilities are supported by around-the-clock service availability. Property-level work combines sales, account management, light physical tasks such as unit inspections and cleaning, and cash and payment handling, and managers frequently work independently on site. Pay, schedules, benefits, and bonus structures vary by country, region, role, and whether a position is full-time or part-time, so candidates should confirm details during the hiring process.

Yes. Employers in the self storage and real estate services industry, including StorageMart, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow applicable federal, state, provincial, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires disclosure, written candidate authorization, and a defined adverse action process. Canadian provinces and the United Kingdom operate under their own employment and data protection regimes, so requirements differ by country.

Self storage operators are generally reported to conduct background checks as part of hiring, and StorageMart is widely understood to follow standard industry practice. Screening is common in this sector because property staff hold keys and access codes, control gate and alarm systems, handle customer payments, and work with limited on-site supervision near customers' stored belongings. The scope of a StorageMart background check may vary by role, country, and location, since a property manager position and a corporate or call center position are typically not screened the same way.

Steps vary by role and region, but the StorageMart hiring process typically follows a sequence common to multi-site property operators. Candidates browse open positions and apply online for a specific location or corporate opening. A recruiter or area manager reviews applications and schedules a phone or video screen, generally followed by one or more interviews, which for property roles may take place at the facility itself and include a walkthrough of daily duties. Candidates who receive a conditional offer are usually asked to complete onboarding paperwork and consent to a background check before a start date and training schedule are confirmed.

Turnaround depends on the searches ordered, how quickly courts and former employers respond, and how many jurisdictions a candidate's history covers. Many pre-employment reports return within a few business days, while multi-county or multi-state criminal searches take longer, and international checks for candidates with history in Canada or the United Kingdom often add time because records are held by different authorities. Candidates who want to understand typical timelines in more detail can review background check turnaround times.

The components of any background check are determined by the employer and the demands of the role. For a position at a self storage operator like StorageMart, screening may include some or all of the following:

Review the disclosure and authorization forms provided during hiring to see which searches apply to your specific role.

Lookback depends on the search type and the law of the jurisdiction 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 exceptions for certain record types such as convictions and for higher-salary positions, and several states impose stricter limits. Canadian provinces and the United Kingdom apply their own rules to criminal record disclosure, so a candidate with history in more than one country may see different lookback windows applied within the same hiring process.

StorageMart does not publish a detailed public policy on candidates with felony records, and decisions of this kind are typically made case by case. Factors that commonly influence the outcome include the nature and seriousness of the offense, how much time has passed, evidence of rehabilitation, and how the conduct relates to job duties, which can carry particular weight for roles with keys, access codes, and payment handling. Many states and cities have enacted "ban-the-box" laws that limit when and how employers may ask about criminal history. Candidates are encouraged to apply honestly and be prepared to discuss their history if it comes up.

Candidates should expect to provide written consent before a background check is initiated, usually through a disclosure and authorization form issued during onboarding. Be prepared to supply accurate personal information, including full legal name and any former names, date of birth, Social Security number for U.S. applicants or the equivalent identifier in other countries, and address history. Roles involving travel between sites generally require a valid driver's license. Accurate information helps ensure searches are run in the correct jurisdictions and prevents avoidable delays.

The Fair Credit Reporting Act is a U.S. federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, an employer must obtain written consent before ordering a report, provide a copy of the report and a summary of rights before taking adverse action, and give the candidate an opportunity to dispute inaccurate information before a final decision. For a detailed overview of how the Fair Credit Reporting Act (FCRA) and Equal Employment Opportunity Commission guidelines apply to background checks, review Checkr's introduction to the two frameworks.

Yes, in the sense that different laws apply. The FCRA is a United States statute, so candidates applying for roles in Canada or the United Kingdom are screened under local employment, privacy, and criminal records legislation rather than the FCRA. Canadian provinces regulate the collection and use of personal information and criminal record checks in employment, and in the United Kingdom criminal record disclosure runs through national disclosure services with role-based eligibility levels. Candidates outside the United States should ask the recruiter which local checks apply and what consent they will be asked to give.

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