Stryker: Company Profile & Background Check FAQs

Stryker Corporation was founded in 1941 by Dr. Homer Stryker, an orthopedist from Kalamazoo, Michigan, who invented medical devices to solve problems he saw in patient care. The company remains headquartered in Kalamazoo and has grown into one of the largest medical technology companies in the world. Stryker is publicly traded on the New York Stock Exchange under the ticker symbol SYK.

Stryker's product portfolio spans orthopedic implants for joint replacement and trauma surgery, surgical equipment and navigation systems, endoscopy and communications technology, patient handling and emergency medical equipment such as stretchers and ambulance cots, and neurotechnology products used in brain and spine care. Its customers include hospitals, surgery centers, and emergency medical services providers, and its products are used in procedures worldwide.

The company operates at significant scale. According to Wikipedia, Stryker reported revenue of approximately 22.6 billion US dollars in 2024 and employed about 53,000 people as of 2024. Its workforce spans manufacturing and quality roles, research and development, regulatory affairs, supply chain and logistics, corporate functions, and a large field organization of sales representatives and clinical specialists who work directly with surgeons and hospital staff.

Company culture and employee programs:

Stryker regularly appears on workplace culture rankings and emphasizes a strengths-based approach to talent, often using structured assessments in hiring. Employees typically have access to training and development programs, and field sales roles include extensive product and clinical education. Benefits and compensation vary by role, business unit, and location, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the medical device and healthcare technology industry, including Stryker, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow applicable federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires written consent, specific disclosures, and adverse action procedures when background check results are used in hiring decisions. Healthcare industry regulations can add further screening expectations for roles that interact with clinical settings.

Stryker is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice among large medical technology companies. Because many Stryker employees work in or around hospitals, and because the industry is closely regulated, pre-hire screening is common. The specific components of the Stryker background check may vary by role, business unit, and location, and field-based roles that require hospital access often involve additional credentialing requirements.

The Stryker hiring process typically starts with an online application, followed by a recruiter phone screen for selected candidates. The company is known for using talent assessments, often described as strengths-based interviews, particularly for sales positions. Candidates generally complete one or more interviews with hiring managers and team members, and sales candidates may participate in field rides or panel interviews. Candidates who receive a conditional offer are usually asked to consent to a background check and any required drug screening before a start date is confirmed.

Turnaround time depends on the searches included in the report, the responsiveness of courts and verification sources, and the complexity of the candidate's history. Many background checks are completed within a few business days, while reports involving multiple county criminal searches, education and employment verifications, or drug screening logistics can take longer. Candidates can learn more by reviewing background check turnaround times.

Each employer determines which screenings to include. For a role at a medical technology company like Stryker, a background check may include some or all of the following:

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

The lookback period depends on the type of search and applicable law. Under the FCRA, consumer reporting agencies generally cannot report most negative information older than seven years, though criminal convictions can often be reported further back and exceptions apply for positions above certain salary thresholds. Several states impose stricter rules, so candidates may see different lookback windows applied to different searches within the same report.

Stryker does not publicly publish a detailed policy on hiring candidates with felony records, and these decisions are typically made on a case-by-case basis. Employers commonly consider the nature and severity of the offense, how much time has passed, and the responsibilities of the role. For positions requiring hospital access, credentialing requirements set by healthcare facilities can also factor in. Many states and localities have enacted "ban-the-box" laws that limit when employers may ask about criminal history. Candidates with records should answer application questions honestly and be prepared to discuss their background if asked.

Many Stryker field roles involve supporting surgeons and clinical staff inside hospitals and operating rooms. Healthcare facilities commonly require vendor representatives to complete credentialing through third-party programs, which can include background checks, immunization records, and training documentation. These requirements are set by the hospitals rather than by any single employer, and they may need to be renewed periodically. Candidates for field positions should expect credentialing to be part of the role.

Candidates who receive a conditional offer will typically be asked to provide written consent before a background check begins. To complete screening, candidates should be ready to supply accurate personal information, including full legal name, date of birth, Social Security number, address history, and education and employment details. Providing accurate information helps ensure the right jurisdictions and sources are checked 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 permission before running a background check, and if they intend to take adverse action based on the results, they must provide a copy of the report and a summary of the candidate's rights, then allow time to dispute inaccurate information before finalizing the decision. For more on how the FCRA and Equal Employment Opportunity Commission (EEOC) guidance apply to hiring, see this introduction to the Fair Credit Reporting Act (FCRA).

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