Total Wine & More: Hiring, Background Check & Employment Verification FAQs

Total Wine & More was founded in 1991 by brothers David and Robert Trone, who opened a single store in Delaware and expanded steadily along the East Coast through the 1990s. The company is headquartered in North Bethesda, Maryland, and remains privately held. It describes itself as the nation's largest independent beverage retailer, and it has been recognized over the years by publications including Wine Enthusiast and Market Watch for retail and customer experience.

According to the company's own published profile, Total Wine & More has grown to 298 superstores across 30 states and the District of Columbia, with more than 11,000 team members nationwide, and it continues to open stores in new markets. Its stores are built around breadth of assortment: the company states that a typical location carries more than 8,000 wines, 3,000 spirits, and 2,500 beers, ranging from everyday labels to collectible bottles.

The retailer's model depends on direct relationships with producers, distillers, brewers, importers, and wholesalers, which the company says allow it to buy at scale and pass savings to customers. Because alcohol retailing is regulated separately in every state, store operations and product mix can differ from one state to the next, and that regulatory patchwork shapes how the company staffs individual locations.

Company culture and employee programs:

Total Wine & More employs a mix of hourly store associates, cashiers, stock and receiving staff, department leads, store managers, warehouse and distribution workers, and corporate support teams in areas such as merchandising, marketing, finance, and technology. The company promotes internal product education through its Total Wine Professional and Total Spirits Professional certification programs, which team members can earn through a structured curriculum and then apply on the sales floor. Stores also host tastings and educational events, so customer-facing roles tend to combine retail service with product knowledge. Compensation, scheduling, and benefits vary by state, store, and whether a position is full-time or part-time, so candidates should confirm specifics with the hiring team.

Yes. Employers in the retail industry, including Total Wine & More, are legally permitted to conduct pre-employment background checks on job candidates, as long as they follow applicable federal, state, and local requirements. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which sets rules for candidate disclosure, written authorization, and the adverse action process an employer must follow before declining a candidate based on report results. State and city laws can add further restrictions on what may be considered and when it may be asked about.

Total Wine & More is generally reported to run background checks on candidates as part of its hiring process, which is consistent with standard practice among large retail employers. Retail roles often involve handling cash, operating point-of-sale systems, accessing inventory, and, in the case of beverage alcohol, selling an age-restricted product. The scope of a Total Wine background check may vary by position, by store, and by the state where the role is based, since state alcohol regulations differ. Nothing here should be read as a description of the company's confirmed internal policy.

Exact steps vary by role and location, but the Total Wine hiring process typically starts with an online application through the company's careers site. Candidates who move forward are usually contacted by a recruiter or store leader for a phone or virtual screen, followed by one or more in-person interviews at the store or facility. Retail candidates are often asked about availability and customer service experience. A conditional offer generally comes before any background check is initiated, and onboarding follows once pre-employment requirements are complete.

Turnaround depends on which searches are ordered, how quickly courts and past employers respond, and how many jurisdictions a candidate's history touches. Many reports come back within a few business days, while searches that require records from multiple counties or states, or verifications with slow-responding employers, can take longer. Candidates who want a fuller picture of typical timelines can review background check turnaround times.

The employer decides which searches to include. For a retail role at a company like Total Wine & More, a background check may include some or all of the following:

Candidates should read the disclosure and authorization forms they receive to see which searches apply to their specific role.

Lookback windows depend on the search type and on state law. Under the FCRA, consumer reporting agencies are generally restricted from reporting most adverse information older than seven years, with statutory exceptions that include certain higher-salary positions and, in many cases, criminal convictions. A number of states apply stricter limits than the federal baseline, and some restrict reporting of non-conviction records entirely. A candidate with records in several states may therefore see different windows applied to different parts of the same report.

Total Wine & More does not publish a detailed policy on applicants with felony records, and decisions of this kind are typically made case by case. Common considerations include the nature and seriousness of the offense, how long ago it occurred, evidence of rehabilitation, and how the record relates to the duties of the job. Many states and cities have adopted "ban-the-box" laws that delay criminal history questions until later in the hiring process and require individualized assessment before a record is used to deny a role. Separately, some state alcohol regulations place their own conditions on who may sell or serve alcohol, so requirements can differ by location. Candidates are encouraged to answer application questions accurately and to be ready to discuss their history if it comes up.

Candidates are typically asked to sign a standalone disclosure and provide written consent before any background check begins. Expect to supply accurate personal details, including full legal name, date of birth, Social Security number, and address history, since these drive which courts and databases get searched. Many alcohol retail roles also carry a minimum age requirement that varies by state, and some states require an individual permit or card for employees who sell alcohol. Providing complete and accurate information up front reduces the chance of delays or mismatched records.

The Fair Credit Reporting Act is the federal law that governs how consumer reporting agencies collect, assemble, and share background check information, and how employers may use it. Under the FCRA, an employer must obtain written authorization before ordering a report, must provide a copy of the report along with a summary of rights before taking adverse action based on it, and must allow the candidate a reasonable opportunity to dispute inaccurate or incomplete information before a final decision. For a fuller explanation of how the FCRA and Equal Employment Opportunity Commission (EEOC) guidance apply to employment screening, see Fair Credit Reporting Act (FCRA).

Beverage alcohol retail is regulated at the state level, and the rules governing who may sell or handle alcohol are set by each state's alcohol beverage control authority rather than by the retailer. Depending on the state, an employee may need to meet a minimum age to sell or stock alcohol, hold a state-issued server or seller permit, or complete responsible-beverage-service training. Those requirements are separate from any background check, though a licensing body may consider certain records when it issues a permit. Candidates should ask the hiring store which state-specific credentials a role requires.

Running a personal background check with Checkr lets you preview what Total Wine & More 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.