TCC (Verizon Authorized Retailer): Hiring, Background Check & Employment Verification FAQs

TCC, legally The Cellular Connection, LLC, was founded in 1991 and is based in Carmel, Indiana. It is a Verizon Authorized Retailer, which means it independently operates its own stores and websites while selling Verizon service plans, devices, and accessories. That distinction matters for job seekers: applying to a TCC store is applying to TCC, not to Verizon, and the two companies run separate hiring processes.

According to the company, TCC operates 500 locations across 35 states from coast to coast and employs more than 2,000 people in the United States, from sales associates to store support team members at the corporate office. Its long-standing relationship with Verizon lets it extend wireless service into markets of all sizes. Product and service lines include Verizon postpaid and prepaid plans, MyPlan and the Simplicity Plan, 5G and LTE service, Verizon Fios and other home internet options, small business solutions, smartphones and accessories, early upgrade programs, and a trade-in program the company markets as Redux.

TCC sits inside Round Room, a privately held holding company led by chief executive officer Scott Moorehead that also owns the Wireless Zone brand. Beyond retail, TCC identifies itself as a Culture of Good, Inc. company and runs a corporate giving program called TCC Gives, through which local nonprofits can apply to their nearby stores for Community Grants and for support through the More Than a Phone program, which provides phones and service to domestic violence survivors. The company has been recognized in recent years with a Verizon Agent of the Year award and regional top workplace honors.

Company culture and employee programs:

TCC states that it aims to make a positive and sustainable impact in the lives of its employees, customers, and communities, and it organizes its values around a set of five promises. The workforce is concentrated in store-level retail roles, including wireless sales representatives and sales associates, assistant store managers, store managers, district and regional managers, and small business specialists, supported by corporate functions in areas such as operations, marketing, information technology, finance, human resources, and legal. Retail scheduling typically includes evenings and weekends, and compensation for sales roles commonly combines a base rate with commission or incentive pay. Specific pay, benefits, and scheduling practices vary by role, market, and employment status, so applicants should confirm details during the hiring conversation.

Yes. Employers in the wireless and retail industry, including TCC, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow applicable federal, state, and local law. Background screening in the United States is governed by the Fair Credit Reporting Act (FCRA), which sets requirements for disclosure, written candidate authorization, and the adverse action process. Many states and cities layer additional rules on top, particularly around how and when criminal history may be considered.

TCC is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice in wireless retail. Store employees in this industry activate service accounts, process device financing, handle payment information, and work with inventory that carries significant value, so employers commonly verify identity and review criminal history before a start date. The scope of a TCC background check may vary by role, by state, and by the requirements attached to the retailer's carrier relationship.

Steps vary by market and position, but the TCC hiring process generally follows a recognizable retail sequence. Candidates apply online through the company's careers site for a specific store or corporate opening. A recruiter or store leader typically conducts a phone or video screen, followed by an in-person interview at the store, and candidates for management roles may interview with a district manager as well. Sales candidates are often asked about customer service experience and comfort with commission-based selling. A conditional offer usually precedes any background check, and new hires complete product, systems, and compliance training before working the sales floor independently.

Turnaround depends on the searches ordered, how responsive courts and prior employers are, and how many jurisdictions a candidate's history covers. Many retail background checks are completed within a few business days, while searches spanning several counties or states, or verifications that require reaching a former employer, can run longer. Candidates who want to understand what typically affects the timeline can read more about background check turnaround times.

The employer determines which searches are included. For a role at a wireless retailer, a background check may cover some or all of the following:

Candidates should read the disclosure and authorization forms they receive, which identify the searches that will actually run for their position.

The lookback period depends on the search type and on state law. Under the FCRA, consumer reporting agencies generally may not report most adverse non-conviction information older than seven years, with exceptions for higher-salary positions and certain record categories. A number of states impose shorter windows or restrict the reporting of convictions after a set period. Because TCC operates across many states, two candidates applying to different stores may see different lookback rules applied to the same type of search.

TCC has not published a detailed policy regarding applicants with felony records, and decisions of this type are generally made case by case. Employers commonly consider the nature and severity of the offense, how much time has passed, evidence of rehabilitation, and whether the record relates to the responsibilities of the role, which in retail often include handling payments and customer account data. Many states and municipalities have adopted "ban-the-box" laws that restrict when employers may ask about criminal history. Candidates are encouraged to be truthful on the application and prepared to discuss their background if asked.

Applicants are normally asked to sign a written authorization before screening begins, usually through a standalone disclosure form provided after a conditional offer. Expect to provide a full legal name, date of birth, Social Security number, and address history, along with an accurate list of prior employers and dates. Candidates for roles that involve driving may also be asked for a driver's license number. Supplying complete and accurate information helps route searches to the right jurisdictions and avoids preventable delays.

The Fair Credit Reporting Act is the US federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires employers to obtain written consent before ordering a report, to send a pre-adverse action notice with a copy of the report and a summary of rights before finalizing a negative decision, and to allow the candidate time to dispute anything they believe is inaccurate. For a detailed overview of how the FCRA and Equal Employment Opportunity Commission guidance apply to employment screening, see this introduction to the Fair Credit Reporting Act (FCRA).

Not necessarily. TCC independently operates its stores as a Verizon Authorized Retailer, so a candidate applying to a TCC location is hired by TCC and screened under TCC's own process, not Verizon's. Authorized retailers may adopt screening standards that reflect both their own policies and the requirements of their carrier agreement, but the hiring employer, the paperwork, and the point of contact for questions all sit with the retailer. Candidates who are unsure which entity is hiring them should check the employer name on the job posting and on the disclosure forms they receive.

Running a personal background check with Checkr lets you preview what TCC may see and helps you catch potential inaccuracies before they affect your application. In one secure report you can review:

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