TruGreen: Company Profile & Background Check FAQs

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TruGreen: Company Profile & Background Check FAQs

As the largest lawn care company in the United States, TruGreen employs tens of thousands of workers who visit customer properties daily, making background screening a standard part of the TruGreen hiring process. Whether you are exploring TruGreen careers or preparing for a conditional job offer, understanding the TruGreen background check process helps you know what to expect. Below, we cover TruGreen's history and operations, and straightforward answers to the most-searched questions about the TruGreen background check and drug test process.

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TruGreen: Company overview

TruGreen traces its roots to 1973, when it was founded in Troy, Michigan as a residential lawn care service. The company grew steadily through the 1980s and 1990s as demand for professional lawn maintenance expanded across suburban markets in the United States. For much of its history, TruGreen operated as a subsidiary of ServiceMaster, the facilities services conglomerate, alongside brands such as Terminix and Merry Maids. In 2014, ServiceMaster spun off its lawn and landscape businesses, and TruGreen became a standalone operating company.

Private equity firm Clayton, Dubilier and Rice (CD&R) became the majority owner of TruGreen as part of the 2014 ServiceMaster spinoff. In 2016, TruGreen merged with Scotts LawnService, with CD&R continuing as majority shareholder of the combined company. The company is currently privately held and headquartered in Memphis, Tennessee. TruGreen operates more than 290 branches across the United States and Canada, serving approximately 2.3 million residential and commercial customers. The company is widely recognized as the largest professional lawn care provider in North America by revenue and customer count.

TruGreen's core business model centers on subscription-based lawn care plans that include fertilization, weed control, aeration, and pest services. Lawn specialists travel to customer properties on a scheduled basis, working in residential neighborhoods and at commercial properties throughout the year. The field-based nature of the work means that TruGreen actively recruits for roles including lawn specialists, branch managers, sales representatives, and customer service staff across its national branch network.

Company culture and employee programs:

TruGreen offers health benefits including medical, dental, and vision coverage for eligible employees
The company provides a 401(k) retirement savings plan with company matching contributions for qualifying employees
Paid time off and holiday pay are available to full-time employees
TruGreen provides company vehicles for field technicians performing route-based lawn care services
The company offers career development programs and internal promotion pathways for branch-level employees
Safety training and equipment are provided to field staff working with lawn care chemicals and application equipment
TruGreen participates in tuition reimbursement programs for eligible employees pursuing job-related education

TruGreen background check FAQs

Does TruGreen do background checks?

Yes. TruGreen conducts background checks for most, if not all, of its positions. Given that lawn specialists work directly at residential and commercial customer properties, and that many field roles require operating company vehicles, pre-employment background screening is a standard part of TruGreen's hiring workflow. The scope of screening may vary by role, location, or seniority level, but candidates for field technician and customer-facing positions should expect a background check as part of the process.

How long can a TruGreen background check take?

Three to five business days is a typical timeframe for a TruGreen background check, though results can come back sooner or take longer depending on several factors. For a general overview of what affects timelines, see background check turnaround times.

Factors that can extend the timeline include:

Court records that require manual retrieval from jurisdictions without electronic access
Verification of employment history from previous employers that are slow to respond
Criminal records requiring county-level searches in multiple locations
Discrepancies between information provided by the applicant and records found during the search
High application volume periods when processing may take longer than average
Motor vehicle record (MVR) searches, which depend on state DMV response times

What can be revealed in a TruGreen background check?

A background check for a TruGreen position may include several types of records depending on the role and the scope of screening the company has configured with its consumer reporting agency. Common components include:

Identity verification: An SSN trace cross-references the applicant's Social Security Number against address history and identity records to confirm the information provided and identify jurisdictions to search
Criminal history: A search of county, state, and federal criminal databases for felony and misdemeanor convictions within the applicable lookback period
Sex offender registry search: A check of national and state sex offender registries, which is particularly relevant for roles involving access to residential properties
Global watchlist search: A review of federal and international sanction lists, including OFAC, to identify candidates flagged for financial crimes or other prohibited activities - see global watchlist searches
Motor vehicle records (MVR): Because TruGreen field technicians operate company vehicles on public roads to travel between customer properties, an MVR search reviewing the candidate's driving history is a standard component for driving-required roles. MVR reports typically include license status, traffic violations, DUI records, and license suspensions
Employment verification: Confirmation of previous employment dates, titles, and separation information as reported by prior employers or through third-party databases

How far back can TruGreen's background check go?

Seven years is the standard lookback period for criminal history under the Fair Credit Reporting Act (FCRA), and most employers, including large national companies like TruGreen, apply this window as a default. However, the actual lookback period can vary based on several factors:

Some states have stricter rules that limit reporting to fewer than seven years
Certain roles, particularly those involving higher levels of trust or regulatory oversight, may involve longer lookback periods where permitted by state law
Convictions (as opposed to arrests or non-convictions) may be reportable beyond seven years in some jurisdictions
States and municipalities with "ban-the-box" laws may restrict when criminal history questions can be asked during the application process

If you have questions about how your specific history may appear in a background check, reviewing the laws in your state is a useful starting point.

What is the FCRA and how does it protect candidates?

The Fair Credit Reporting Act (FCRA) is a federal law that governs how consumer reporting agencies collect, share, and use personal information, including background check data. The FCRA establishes specific rights for job applicants who undergo employment background screening.

Key FCRA protections include:

Disclosure and consent: Employers must provide a clear written disclosure that a background check will be conducted and must obtain the applicant's written authorization before initiating the search
Pre-adverse action notice: If an employer intends to take an adverse action (such as withdrawing a job offer) based on background check findings, the applicant must first receive a copy of the report and a summary of their rights under the FCRA
Opportunity to dispute: Applicants have the right to dispute inaccurate or incomplete information found in their background check report directly with the consumer reporting agency
Adverse action notice: After taking final adverse action, the employer must notify the applicant, identify the CRA that produced the report, and inform the applicant of their right to obtain a free copy of the report within 60 days
Accuracy standards: Consumer reporting agencies are required to follow reasonable procedures to ensure the accuracy of the information they report

Does TruGreen drug test?

Yes. TruGreen requires drug testing as part of its pre-employment screening process for most positions. Drug testing is typically conducted after a conditional offer has been made and is completed before the candidate begins work. Given that field technicians operate company vehicles and work with regulated lawn care chemicals, drug testing is a standard requirement for these roles.

Common substances included in a pre-employment drug panel typically include:

Marijuana (THC)
Cocaine
Amphetamines and methamphetamines
Opiates and prescription opioids
Phencyclidine (PCP)

Because TruGreen employees drive company vehicles as part of their daily job duties, the company's drug testing policies are consistent with the safety expectations that apply to driving-intensive roles. Candidates should be prepared for testing as a condition of their offer. Drug testing may also occur following workplace accidents or on a random basis for certain positions, though pre-employment testing is the most consistently applied requirement.

What is the TruGreen hiring process?

The TruGreen hiring process follows a structured sequence from application to first day on the job. While timelines can vary by location and the volume of open positions at a given branch, the general steps are as follows:

Application: Candidates submit an online application through the TruGreen careers portal or a third-party job board listing for their desired position and location
Phone screen: A TruGreen recruiter or branch manager typically conducts an initial phone screen to confirm basic qualifications, availability, and interest in the role
Interview: Qualified candidates are invited to an in-person or video interview with branch management. Some positions may involve a second-round interview
Conditional offer: TruGreen extends a conditional offer of employment, which is contingent on satisfactory completion of background check and drug test requirements
Consent form: The candidate provides written authorization for TruGreen to initiate a background check through its consumer reporting agency, as required under the FCRA
Background check: The CRA conducts the background screening, which may include criminal history, identity verification, motor vehicle records, and other components relevant to the role. This stage typically takes three to five business days
Drug test: The candidate completes a drug screening, typically at a designated testing facility. Results are usually returned within one to three business days
Orientation and training: Once all pre-employment requirements are cleared, the candidate receives a start date and completes TruGreen's onboarding, orientation, and role-specific training before beginning field work

Order your own background check

Running a personal background check before applying for a job gives you a clear view of what employers may see. Checkr offers personal background check options that allow individuals to review their own records and share verified results with prospective employers.

A personal background check through Checkr may include:

Criminal history records from county, state, and federal sources
Sex offender registry search
SSN trace and identity verification
Motor vehicle records (where applicable)
Global watchlist screening

To get started, visit:

Are you a candidate with an open background check with Checkr?

If TruGreen is using Checkr to process your background check, you can monitor your report status and get support through the Candidate Portal or by visiting the Checkr Help Center.

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.