TeePublic: Hiring, Background Check & Employment Verification FAQs

TeePublic launched in 2013. Public reference sources credit Adam Schwartz and Josh Abramson, who earlier co-founded Vimeo and CollegeHumor, as its founders. TeePublic describes itself as a marketplace for independent creators to sell merchandise bearing their art, and says an independent artist is paid with each purchase. Reference sources list its headquarters in New York.

In October 2018, Redbubble acquired TeePublic. Redbubble Group, the owner of both marketplaces, rebranded as Articore in November 2023, and Articore Group Limited is listed on the Australian Securities Exchange. TeePublic still operates under its own name and website, and its careers page notes that a single Marketplaces team manages both Redbubble and TeePublic.

TeePublic's about page says the products sold on its marketplace are printed and shipped by third-party printers that meet its quality standards. That model suggests the company's own roles are largely corporate and digital, with global teams that its careers page places across Australia, the United States, and Germany. Candidates should check the openings listed on the TeePublic careers page for the roles and locations currently available.

Company culture and employee programs: TeePublic's careers page describes a hybrid work environment, flexible paid time off, mental health days, summer Fridays, and annual in-person company events. Listed benefits include medical, vision, and dental coverage, life insurance, flexible spending accounts, mental health assistance, parental and family leave, a 401(k) with a company match, and commuter benefits. Perks and eligibility may vary by role and location.

Yes. Employers in the online marketplace and e-commerce industry, including TeePublic, 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, background screening is governed by the Fair Credit Reporting Act (FCRA), which sets requirements around candidate consent, disclosure, and adverse action. Because TeePublic has teams in more than one country, rules in the country where a role is based may also apply.

TeePublic is generally reported to conduct background checks for some roles, though the company has not published a detailed screening policy. That would be consistent with common practice at technology and marketplace employers, where staff may have access to customer, payment, and artist account data. The scope of any TeePublic background check may vary by role, team, and the country or region where the position is based.

The TeePublic hiring process typically starts with an online application for an opening listed on its careers page. Candidates may then complete a recruiter conversation and one or more interviews with the hiring team, which may take place by video for hybrid or remote-friendly roles. Candidates who receive a conditional offer are usually asked to consent to a background check before a start date is confirmed. Exact steps may vary by role and location.

A TeePublic background check can take a few business days for many candidates, and longer when records span multiple jurisdictions or countries. Turnaround depends on the searches ordered and how quickly courts and past employers respond. Candidates who want to understand typical timelines in more detail can review background check turnaround times.

A TeePublic background check may include criminal history, identity, and employment checks, with other searches added depending on the role. The specific components are determined by the employer. For a corporate or technology role at a marketplace company like TeePublic, a check may include some or all of the following:

Candidates should review any disclosure and consent forms provided during the hiring process to understand which searches will be conducted for their specific role.

TeePublic has not publicly stated a drug testing policy, and whether a candidate is tested may vary by role and location. Pre-employment drug testing is generally less common for corporate, technology, and remote positions than for safety-sensitive roles. Candidates who receive a conditional offer should review the paperwork they are given to see whether testing applies to their position.

The lookback period for a background check depends on the type of search and the laws of the state or country 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 certain exceptions for higher-salary positions and specific record types such as convictions. Some states have stricter limits. Candidates with records in multiple jurisdictions may see different lookback windows applied to different searches within the same report.

TeePublic has not published a detailed policy on candidates with felony records, and decisions are typically made on a case-by-case basis. Factors that may influence a decision include the nature of the offense, how much time has passed, and the duties of the specific role, such as whether it involves access to payment or account data. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history during the application process. Candidates are encouraged to answer questions honestly and be ready to discuss their background if asked.

Candidates are typically asked for written consent and accurate personal details before a TeePublic background check begins. The consent is usually part of a disclosure form provided during the hiring process. Candidates should be prepared to supply their full legal name, date of birth, Social Security number for US-based applicants, and address history, because accurate information helps ensure searches cover the right jurisdictions 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 consent before running a background check, provide a copy of the report and a summary of rights if they intend to take adverse action based on the results, and allow the candidate an opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA applies to background checks, visit Fair Credit Reporting Act (FCRA).

TeePublic may verify employment history and, for some roles, education, though the company has not published specifics. Employers hiring for corporate and technology positions commonly confirm that dates, titles, and degrees on a resume match what past employers and schools report. Candidates can help by listing accurate dates and employer names and by keeping records of degrees on hand. Accurate details also reduce delays, because mismatches may need to be resolved before a check is finished.

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