TJ Maxx Background Checks: Hiring Guide & FAQs

Below, we cover TJ Maxx's business operations, employee programs, and answers to frequently  asked questions about the background check process at TJ Maxx and similar retailers.

TJ Maxx was founded in 1976 and opened its first stores in 1977, pioneering the off-price retail model in the United States. The company implemented a simple concept: purchase excess inventory, closeouts, and overruns from manufacturers and other retailers, then sell brand-name and designer merchandise at prices 20-60% below department store levels. This treasure-hunt shopping experience quickly resonated with value-conscious consumers.

TJ Maxx operates as the flagship brand of The TJX Companies, Inc., one of the world's largest off-price retailers. TJX Companies also owns Marshalls, HomeGoods, Sierra, Homesense, and TK Maxx (the international brand name). As of early 2025, TJX operates over 5,000 stores across nine countries, including more than 1,200 TJ Maxx locations in the United States. The company employs approximately 364,000 associates worldwide.

The off-price business model requires a flexible buying strategy and efficient distribution network. TJ Maxx buyers source merchandise opportunistically throughout the year, purchasing limited quantities that create urgency for shoppers. The company operates large distribution centers that process and allocate inventory to stores multiple times per week, keeping merchandise selection fresh. TJ Maxx stores typically carry apparel for women, men, and children, as well as home goods, beauty products, accessories, and seasonal items.

TJ Maxx emphasizes a culture of opportunity, flexibility, and growth. The company offers various programs designed to support employee development and well-being:

TJ Maxx typically hires associates age 16 and older, depending on state labor laws and position requirements. Entry-level positions may include sales associate, cashier, or merchandise associate. Supervisory roles include coordinator positions, assistant store manager, and store manager. TJ Maxx also has corporate roles which may be open at different times, depending on need.

Yes. After conducting an interview or extending a contingent job offer, TJ Maxx may request a background report from a third-party consumer reporting agency (CRA). Employment screening helps the company verify candidates’ information and support workplace safety for associates and customers.

TJ Maxx, as part of TJX Companies, conducts background checks in compliance with federal, state, and local laws, including the Fair Credit Reporting Act (FCRA) and applicable fair-chance hiring regulations.

Most employment background checks can be completed in three to five business days, though timing varies based on the screenings ordered and the accessibility of records. Database searches for criminal records typically process quickly, often within hours. Searches requiring manual courthouse retrieval, employment or education verification, or follow-up documentation may take longer than a week.

Several factors influence turnaround time:

Candidates can help expedite the process by providing accurate, complete information on their application and responding promptly to any requests for additional documentation. See Checkr's guide to background check turnaround times for additional details about typical timeframes.

A background check report may include:

The specific components included in a background check depend on the position, location, and company policy. Entry-level retail positions typically undergo standard criminal background checks and identity verification. Management roles or positions with greater responsibility may include more comprehensive screening.

Lookback periods vary by state law, position type, and the employer’s policies. Many employers focus on the past seven years for most criminal convictions, aligning with Fair Credit Reporting Act (FCRA) provisions that generally limit reporting of adverse information to seven years.

However, several important exceptions may apply:

Candidates should familiarize themselves with state fair chance or Ban the Box laws that may limit how far back employers can consider criminal records. Many jurisdictions have enacted laws limiting when and how employers can consider criminal history, particularly for certain types of offenses or older records.

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how employers and consumer reporting agencies handle background check information. The FCRA establishes important protections for job candidates:

Many states and cities have enacted fair chance hiring laws that provide additional protections beyond the FCRA. These laws may restrict when employers can ask about criminal history, limit which convictions can be considered, or require specific procedures before making adverse hiring decisions based on criminal records.

Running a background check on yourself with Checkr lets you preview what TJ Maxx may see and help you identify potential inaccuracies before they affect your application. Reviewing your own background report allows you to address any errors, understand what information appears in public records, and prepare explanations for any issues that may arise during the hiring process.

In one secure report you can review:

Create your report in minutes with Checkr’s personal background checks. To showcase your verified credentials in advance, build a free Checkr Profile you can share with recruiters and hiring managers.

Candidates who discover errors in their background reports should work with the consumer reporting agency that prepared the report to initiate a dispute. The FCRA requires consumer reporting agencies to investigate disputed information and correct or remove inaccurate records.

Check your report status in the Candidate Portal. The portal provides real-time updates on your background check status and allows you to upload additional documentation if needed.

Visit the Checkr Help Center for FAQs, dispute steps, and contact information for the support team. The Help Center includes detailed guidance on:

Checkr's candidate support team can answer questions about your specific background check and help resolve any issues that arise during the screening process.

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.