TD Bank: Company Profile & Background Check FAQs

TD Bank's American roots reach back through a long line of New England community banks, including the Portland Savings Bank, founded in Maine in 1852, and Vermont's Woodstock National Bank, which dates to 1802. Through decades of mergers, these institutions became the Banknorth Group. Canada's Toronto-Dominion Bank became Banknorth's majority owner in 2004, acquired the remaining shares in 2007, and then purchased New Jersey-based Commerce Bancorp. The combined organization was renamed TD Bank, N.A. in 2008.

Today, TD Bank is headquartered in Cherry Hill, New Jersey, near Philadelphia, and operates as the US national bank subsidiary of the publicly traded TD Bank Group of Toronto. According to Wikipedia, TD Bank operates in 15 states and Washington, D.C., and ranks among the largest banks in the United States by total assets and deposits. The bank markets itself around convenience, with extended branch hours and a strong retail focus.

TD Bank provides personal banking, small business and commercial banking, home lending, wealth services, and credit cards, including private-label card programs for major retailers. Its workforce spans retail branch staff such as tellers and bankers, call center representatives, operations and compliance professionals, technologists, commercial lenders, and corporate teams. Roles in a federally regulated bank routinely involve access to customer accounts and sensitive financial data, which shapes how banks in general approach hiring and screening.

Company culture and employee programs: TD Bank brands itself as "America's Most Convenient Bank," and customer service is central to most retail roles. Employees typically receive structured training in banking procedures, compliance, and security, and large banks like TD commonly offer pathways from teller and customer service roles into personal banking, management, and specialized functions. Benefits and scheduling vary by role and location, so candidates should confirm details with a recruiter during the hiring process.

Yes. Employers in the banking industry, including TD Bank, are legally permitted to conduct pre-employment background checks, provided 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 consent, disclosure, and adverse action procedures. Banks also operate under additional federal rules: Section 19 of the Federal Deposit Insurance Act generally restricts FDIC-insured institutions from employing individuals convicted of certain offenses involving dishonesty or breach of trust without regulatory consent, which makes background screening a practical necessity in banking.

TD Bank is generally reported to conduct background checks on candidates, which is standard practice across the banking industry given regulatory obligations and the sensitive nature of the work. The scope of a TD Bank background check may vary by role and location, and positions involving lending, cash handling, or fiduciary duties may involve additional screening components such as credit history. Candidates should review the disclosure and authorization forms they receive for specifics.

While steps vary by position, the TD Bank hiring process typically begins with an online application, followed by a recruiter phone screen and one or more interviews with the hiring manager, conducted virtually or in a branch or office. Retail candidates may complete situational or customer service focused interviews. Candidates who receive a conditional offer are generally asked to consent to a background check, and possibly a credit check and fingerprinting depending on the role, before a start date is confirmed.

Timing depends on which searches are ordered and how quickly courts, agencies, and prior employers respond. Many background checks are completed within a few business days, while reports involving multiple county criminal searches, fingerprint-based checks, or several verifications can take longer. Candidates can learn more about typical timelines in this overview of background check turnaround times.

Employers determine the components of their screening programs. For roles at a bank like TD Bank, a background check may include some or all of the following:

Candidates should read their consent forms carefully to see which searches apply to their position.

Lookback periods depend on the search type and governing law. Under the FCRA, most negative information other than criminal convictions generally cannot be reported after seven years, and some states extend similar limits to conviction records. There are exceptions for positions expected to pay above certain salary thresholds. Separately, banking rules such as Section 19 of the Federal Deposit Insurance Act concern certain covered offenses without a fixed lookback window, so banks may evaluate older records where the law allows and requires.

Hiring decisions involving criminal records at banks are made case by case, within a stricter legal framework than most industries. Federal law generally prohibits FDIC-insured banks from employing individuals convicted of certain crimes involving dishonesty, breach of trust, or money laundering unless regulatory conditions are met, although rules have been updated over time to expand eligibility for older and minor offenses. For records outside those categories, employers typically weigh the offense, its age, and the role's duties. Many states and cities also have "ban-the-box" laws limiting when criminal history can be discussed. Candidates with records should answer application questions honestly and may wish to research Section 19 rules for banking roles.

Candidates are typically asked to provide written consent before a background check begins. Expect to supply your full legal name, date of birth, Social Security number, address history, and details of your education and prior employment. Depending on the role, fingerprinting and authorization for a credit check may also be requested. Accurate, complete information helps searches run in the correct jurisdictions and reduces delays.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect and share background check information for employment purposes. It requires employers to obtain written permission before ordering a report, to provide a pre-adverse action notice with a copy of the report and a summary of rights before making a final negative decision, and to allow candidates to dispute inaccurate or incomplete information. For more detail on the FCRA and related EEOC guidance, see this introduction to the Fair Credit Reporting Act (FCRA).

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