Two Men and a Truck: Hiring, Background Check & Employment Verification FAQs

The company traces its roots to 1981, when brothers Brig and Jon Sorber began doing small local moves around Lansing, Michigan with a 1966 Ford pickup truck while they were in high school. Their mother, Mary Ellen Sheets, then a Michigan state employee, formalized the business in 1985 by buying a used moving truck for $350 and hiring two movers, scheduling jobs in the evenings and on weekends. That 1985 operation is treated as the founding of the company, which remains headquartered in Lansing, Michigan.

Two Men and a Truck grew into the largest franchised moving company in the United States. As of 2026 the system reported more than 430 locations, covering 47 states along with operations in Canada, Ireland, and the United Kingdom, and the single truck Sheets bought in 1985 has become a fleet of more than 3,000 trucks. Services span local moving, long-distance moving, packing and unpacking, in-home moves, storage, and junk removal for both residential and commercial customers.

Ownership has stayed in the family. The business is privately held by Mary Ellen Sheets and her children, Melanie Bergeron, Brig Sorber, and Jon Sorber, who have each held senior leadership roles over the company's history, including Bergeron's tenure as its first president. Day-to-day operations at the local level, however, belong to franchisees. Most locations are independently owned and operated, which means the franchisee is typically the employer of record and sets its own hiring practices within the standards of the franchise system.

The workforce is built around the move itself. Common roles include movers and packers, drivers, move consultants and customer service representatives, dispatchers, warehouse staff, sales, and franchise management. Driving roles carry additional requirements, since the job involves operating box trucks in residential neighborhoods and on highways.

Company culture and employee programs:

The franchise emphasizes customer-facing service standards, and new movers generally receive hands-on training in safe lifting, equipment use, packing technique, and home protection before working unsupervised. Many locations promote from within, moving experienced crew members into driver, crew lead, and dispatch positions. Pay, benefits, scheduling, and advancement vary substantially from franchise to franchise, so candidates should confirm specifics with the local operator rather than assume a single system-wide package.

Yes. Employers in the moving and relocation industry, including Two Men and a Truck franchises, 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, employment screening is governed by the Fair Credit Reporting Act (FCRA), which sets requirements for candidate consent, disclosure, and the adverse action process. State and city fair-chance laws add rules on when criminal history can be considered and how candidates must be notified.

Two Men and a Truck is generally reported to conduct background checks as part of hiring, and screening is standard practice across the moving industry. The reasoning is straightforward: movers work inside customers' homes and businesses, handle personal property, and often drive company vehicles. Because most locations are independently owned, the specific components of a Two Men and a Truck background check may vary by franchise, by role, and by state, and the franchisee generally determines what is ordered.

Steps differ by location, but the Two Men and a Truck hiring process usually follows a familiar sequence. Candidates apply online or at a local branch, then complete a phone screen with a recruiter or operations manager. Qualified applicants typically interview in person at the franchise location, where physical requirements of the job and availability are discussed. Driving candidates are usually asked about license status and driving history. A conditional offer is commonly followed by consent to a background check, and where applicable a motor vehicle records check and a drug screen, with paid training once those steps clear.

Turnaround depends on the searches ordered, how quickly courts and previous employers respond, and how many jurisdictions a candidate's history touches. Many reports are returned within a few business days, while searches across multiple counties or states, or employment verifications that wait on a former employer, can run longer. Motor vehicle record checks are frequently returned quickly because states provide them electronically. Candidates who want more detail can review background check turnaround times.

The employer decides the scope. For a moving company role, a background check may include some or all of the following:

Candidates should review the disclosure and consent forms provided by the franchise to see exactly which searches apply to their role.

Lookback depends on the type of search and the state. Under the FCRA, consumer reporting agencies are generally restricted from reporting most negative information older than seven years, with exceptions for certain record types such as criminal convictions and for higher-salary roles. Several states set stricter limits or bar the reporting of non-conviction records. Driving records follow separate state retention schedules, and minor violations often age off sooner than seven years while serious offenses such as impaired driving can remain visible longer.

There is no single published system-wide policy, and because locations are independently owned, decisions are typically made case by case by the individual franchise. Factors that commonly matter include the nature and seriousness of the offense, how much time has passed, evidence of rehabilitation, and how closely the record relates to the duties of the job, particularly for positions that involve entering homes or driving. Many states and municipalities have adopted "ban-the-box" laws that limit when criminal history questions may be asked and require an individualized assessment. Candidates are encouraged to answer application questions accurately and be ready to discuss their history.

Candidates should expect to sign a written disclosure and authorization before any screening starts, and to provide accurate identifying information: full legal name, date of birth, Social Security number, and address history. Mover positions commonly carry physical requirements such as repeated lifting and long periods on your feet. Driver positions generally add a valid driver's license, an acceptable driving record, and a minimum age often set by the franchise's insurance carrier. Accurate information helps ensure the right jurisdictions are searched and prevents avoidable delays.

The Fair Credit Reporting Act is a US federal law governing how consumer reporting agencies collect, use, and share background check information. Under the FCRA, an employer must obtain written consent before ordering a report, must provide a copy of the report and a summary of rights before taking adverse action based on it, and must give the candidate a chance to dispute inaccurate information before a final decision is made. For a fuller explanation of how the Fair Credit Reporting Act (FCRA) and Equal Employment Opportunity Commission guidance apply to background checks, see Checkr's introduction to both.

Driving positions are typically screened more closely than non-driving ones. Employers in this category commonly review a motor vehicle record for license status and class, moving violations, at-fault accidents, suspensions, and any impaired-driving history, and they often set a minimum age and minimum licensed-driving experience based on insurance requirements. Trucks above certain weight thresholds or moves that cross state lines can trigger federal Department of Transportation rules, which may add medical certification and regulated drug and alcohol testing. Requirements vary by franchise, vehicle, and state, so candidates should confirm the standard for the location they are applying to.

Running a personal background check with Checkr lets you preview what Two Men and a Truck 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.