The Coca-Cola Company: Company Profile & Background Check FAQs

The Coca-Cola beverage was created in 1886 by Atlanta pharmacist John Pemberton, and The Coca-Cola Company was incorporated in 1892 after businessman Asa Candler acquired the formula and began building the brand. The company remains headquartered in Atlanta, Georgia, and is publicly traded on the New York Stock Exchange under the ticker KO, where it is a component of major indices including the Dow Jones Industrial Average and the S&P 500.

Today, The Coca-Cola Company owns or licenses more than 500 brands spanning sparkling soft drinks, water, sports drinks, juice, coffee, tea, and dairy, including household names such as Coca-Cola, Sprite, Fanta, Minute Maid, Powerade, and Dasani. According to the company, its beverages are served billions of times daily in more than 200 countries and territories. In 2025, the company reported revenue of approximately $47.9 billion and employed roughly 65,900 people worldwide.

It is worth noting that Coca-Cola operates through a franchised system. The Coca-Cola Company primarily produces concentrates and syrups and manages brands and marketing, while independent bottling partners manufacture, package, distribute, and merchandise the finished beverages in their territories. Many jobs that candidates associate with Coca-Cola, such as delivery driver, merchandiser, and production roles, are actually with regional bottlers, which are separate employers with their own hiring processes. Corporate, marketing, research, and some supply chain roles sit within The Coca-Cola Company itself.

Company culture and employee programs: The Coca-Cola Company promotes a global, brand-driven culture and offers structured onboarding, professional development, and leadership programs for its workforce. Roles range from supply chain, manufacturing quality, and logistics to marketing, finance, technology, and sales. Benefits and compensation differ by role, location, and employing entity (the company versus an independent bottler), so candidates should confirm details with their recruiter during the hiring process.

Yes. Employers in the beverage and consumer goods industry, including The Coca-Cola Company, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which sets requirements for candidate consent, disclosures, and adverse action procedures when background check results affect hiring decisions.

Coca-Cola is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice among large multinational employers. The scope of a Coca-Cola background check may vary by role, business unit, and location. Candidates applying to independent Coca-Cola bottlers should expect those companies to run their own screening programs, which may differ from The Coca-Cola Company's practices.

While steps vary by role and location, the Coca-Cola hiring process typically begins with an online application through the company's careers site. Selected candidates usually complete a phone or video screening with a recruiter, followed by one or more interviews with hiring managers, which may include behavioral and role-specific questions. Candidates who receive a conditional offer are generally asked to consent to a background check, and some roles, particularly in manufacturing, distribution, or driving, may also require a drug screen or physical assessment before starting.

Turnaround time depends on the searches included, the responsiveness of courts and past employers, and how many jurisdictions need to be checked. Many reports are completed within a few business days, while checks that involve multiple county courthouse searches or international verifications can take longer. Candidates can learn more by reviewing background check turnaround times.

Employers choose which screenings to include based on the role. For a global beverage company like Coca-Cola, a background check may include some or all of the following:

Candidates should review the disclosure and consent documents they receive to see exactly which searches apply to their role.

The lookback period depends on the type of search and applicable law. In the United States, the FCRA generally restricts consumer reporting agencies from reporting most negative information older than seven years, though criminal convictions can often be reported for longer periods depending on state law, and exceptions apply for certain higher-salary roles. Several states impose stricter limits, so candidates in different locations may see different lookback windows applied to their reports.

The Coca-Cola Company does not publish a detailed public policy on hiring candidates with felony records, and such decisions are typically made case by case. Employers commonly consider the nature and seriousness of the offense, how much time has passed, and whether it relates to the responsibilities of the role. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history during the application process. Candidates with records are encouraged to answer application questions truthfully and be ready to discuss their history if asked.

Before a background check begins, candidates will typically be asked to provide written consent through a disclosure form supplied during the hiring process. Applicants should be prepared to share accurate personal information, including full legal name, date of birth, Social Security number (for US roles), and address history. For driving positions, a valid driver's license is usually required. Supplying accurate details helps ensure the correct records are searched and prevents avoidable 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 ordering a report, and if they intend to take adverse action based on the results, they must give the candidate a copy of the report and a summary of rights, plus a chance to dispute inaccurate information before a final decision. For a deeper overview of the FCRA and Equal Employment Opportunity Commission (EEOC) guidance, visit Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Coca-Cola 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.