Sysco: Company Profile & Background Check FAQs

Founded in 1969 in Houston, Texas, Sysco Corporation has grown into the world's largest broadline foodservice distribution company, operating approximately 340 distribution facilities across the United States, Canada, and international markets. Sysco delivers a broad range of products, including fresh and frozen foods, canned and dry goods, beverages, equipment, and supplies, to approximately 730,000 customer locations. The company trades publicly on the New York Stock Exchange under the ticker symbol SYY and employs approximately 76,000 people globally.

Sysco's workforce spans a wide range of roles: CDL delivery drivers who operate tractor-trailers on established routes, warehouse associates who pick and stage orders in large distribution centers, sales representatives who manage customer accounts, and corporate and administrative staff across finance, technology, human resources, and operations. For prospective applicants, the role type significantly affects which screening requirements apply, particularly regarding drug and alcohol testing. Candidates can explore open positions at Sysco careers.

Company culture and employee programs:

Sysco offers competitive pay and a benefits package that includes health, dental, and vision insurance, a 401(k) plan with company match, an employee stock purchase plan, and tuition reimbursement. Many warehouse and driver positions at Sysco facilities are covered by collective bargaining agreements, which govern wages, schedules, and certain employment conditions. The company has long-tenured employees across many of its distribution centers, reflecting stability and structured career paths for drivers and warehouse workers alike.

Yes. Sysco conducts background checks on candidates after extending a conditional offer of employment. The company uses a third-party consumer reporting agency (CRA) to collect and report background information. All roles are subject to screening, and CDL driver positions are subject to additional federally mandated checks under Department of Transportation regulations.

A standard Sysco background check may include:

The specific components of a background check vary by role and location.

Most employment background checks complete within 3-5 business days. Simple database searches can return results quickly, while checks that require manual courthouse retrieval, employment verification follow-up, or additional MVR lookups may take longer. For CDL driver positions, the required FMCSA Clearinghouse query and MVR review can add time to the process. See Checkr's guide to background check turnaround times for more context.

For most criminal history searches, employers commonly apply a 7-year lookback period, though the applicable window varies by state law, the type of offense, and the CRA's data sources. Some states limit how far back criminal records can be reported, while others permit a broader review. Candidates should review state fair-chance or "ban-the-box" laws to understand any local restrictions that may apply to their situation.

For driver positions, MVR lookback periods are set by each state's DMV and typically range from 3 to 7 years depending on the state and the type of violation. The FMCSA Drug and Alcohol Clearinghouse covers violations recorded since the database launched in January 2020, and certain violations, such as refusals to test or unresolved violations, remain visible until the driver completes the return-to-duty process.

Yes. Sysco conducts pre-employment drug testing for all positions. The scope and ongoing testing requirements depend on whether the role is DOT-regulated.

For CDL driver positions, Sysco is required by the Department of Transportation and the Federal Motor Carrier Safety Administration to follow the drug and alcohol testing program outlined in 49 CFR Part 40. This includes:

For non-DOT positions (warehouse associates, sales representatives, corporate roles), Sysco conducts pre-employment drug testing, though specific practices may vary by location and role type.

No. Drug testing at Sysco typically occurs after a conditional offer of employment has been extended, not during the interview itself. The offer is contingent on passing both the background check and the drug test. Candidates are typically directed to a testing location after accepting the conditional offer. The exact timing can vary slightly by location and role, so candidates can confirm the process with their recruiting contact.

The drug test type varies depending on whether the position is regulated by the DOT.

For CDL driver positions (DOT-regulated): Federal regulations under 49 CFR Part 40 require urine drug testing. Urine is the only specimen type approved for DOT-mandated pre-employment and ongoing testing. The standard DOT panel tests for marijuana (THC), cocaine, amphetamines (including methamphetamine and MDMA), opioids (including heroin, codeine, morphine, hydrocodone, hydromorphone, oxycodone, and oxymorphone), and PCP.

Hair follicle testing and DOT-regulated positions: Hair follicle testing is not currently authorized for DOT-mandated drug testing. Regardless of any state or employer interest in hair testing, CDL drivers at Sysco are subject to urine-based testing under federal law for all DOT-required tests.

For non-DOT positions: Sysco may use urine drug testing for non-regulated roles. Practices can vary by location and position. Candidates applying for warehouse, sales, or corporate roles should confirm the specific testing method with their recruiter.

For CDL driver positions (DOT-regulated): Yes. Marijuana (THC) is included in the standard DOT 5-panel drug test. A positive result for THC disqualifies a CDL driver from operating a commercial motor vehicle, regardless of whether marijuana is legal in the candidate''s state. State marijuana laws do not override federal DOT testing requirements. A positive test also triggers mandatory entry into the DOT return-to-duty process, which requires evaluation by a Substance Abuse Professional and negative test results before the driver can return to safety-sensitive duties.

For non-DOT positions: Testing practices for marijuana may vary by location and role. Some states restrict or limit employer drug testing for marijuana, particularly in states where adult use is legal. Candidates applying for non-DOT roles in marijuana-legal states should confirm the applicable policy with their hiring location, as practices can differ across Sysco''s approximately 340 distribution facilities.

Because Sysco uses a third-party CRA to conduct background screening, the Fair Credit Reporting Act (FCRA) governs how that process works. Under the FCRA, Sysco must obtain written authorization from candidates before ordering a background report, provide candidates with a copy of the report and a pre-adverse action notice if the findings may result in a negative employment decision, and allow reasonable time for candidates to dispute inaccurate or incomplete information before a final decision is made.

EEOC guidance also recommends that employers conduct an individualized assessment when criminal history is involved, considering the nature of the offense, how much time has passed, and whether the offense is relevant to the specific role.

Note that CDL driver positions at Sysco are also governed by separate federal DOT and FMCSA regulations, which impose their own requirements for drug testing, MVR review, and Clearinghouse queries, independent of FCRA protections.

Running a personal background check lets candidates preview what Sysco may see during the hiring process and identify any inaccuracies before they affect an application. In one secure report, you can review:

Create your report in minutes at Checkr Personal Background Checks. To share verified credentials proactively with recruiters or hiring managers, build a free Checkr Profile.

Check your report status in the Candidate Portal. Or, visit the Checkr Help Center for FAQs, dispute steps, and contact information if you have questions about your background check.

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.

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.