U-Haul: Company Profile & Background Check FAQs

U-Haul was founded in 1945 by Leonard "Sam" Shoen and Anna Mary Carty Shoen, who began building rental trailers in Ridgefield, Washington, and renting them one way between cities through a network of gas station dealers. That dealer model helped the brand spread rapidly across the country in the postwar moving boom. Today the company is headquartered in Phoenix, Arizona, and operates as the flagship brand of U-Haul Holding Company, a publicly traded company formerly known as AMERCO.

According to company and public sources, U-Haul equipment is available at more than 23,000 rental locations across all 50 US states and 10 Canadian provinces. The network combines company-operated U-Haul centers with thousands of independent dealers, such as hardware stores and service stations, that rent U-Haul equipment. Beyond truck and trailer rental, the company's major business lines include self-storage facilities, portable U-Box moving containers, hitch installation, propane, and moving supplies.

U-Haul employs a large workforce across North America in roles that include customer service representatives, moving center general managers, storage facility staff, hitch installers, mechanics and preventive maintenance technicians, field repositioning drivers, and work-from-home sales and reservation agents. The company also maintains sizable corporate, technology, and manufacturing operations, including its Phoenix headquarters campus.

Company culture and employee programs: U-Haul promotes from within for many field leadership roles and offers structured training for customer-facing and technical positions. The company is known for flexible moonlighter schedules that appeal to students and workers seeking part-time hours. Benefits vary by role, hours, and location, so candidates should confirm eligibility details such as health coverage, education assistance, and discounts during the hiring process.

Yes. Employers in the moving, rental, and self-storage industry, including U-Haul, are legally permitted to conduct pre-employment background checks as long as they follow federal, state, and local laws. In the United States, the Fair Credit Reporting Act (FCRA) sets the rules for employment screening, including candidate consent, disclosure requirements, and adverse action procedures. Canadian roles are governed by provincial privacy and employment laws.

U-Haul is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice for companies whose employees handle customer property, payment information, and vehicles. The specific components of a U-Haul background check may vary by role and location. Driving positions, for example, commonly involve a motor vehicle record review in addition to criminal history searches.

The U-Haul hiring process typically begins with an online application through the company's careers site. Many candidates complete a phone or video interview, and some customer-facing roles use recorded video interview questions. Qualified applicants then interview with a hiring manager, and those who receive a conditional offer are usually asked to consent to a background check and, for some roles, a drug screen before a start date is set. Onboarding and role-specific training follow once pre-employment requirements are cleared.

Many background checks are finished within a few business days, but timing depends on which searches are included, how many jurisdictions need to be checked, and how quickly courts and prior employers respond. Reports that include motor vehicle records are often quick, while multi-county criminal searches can take longer. See background check turnaround times for a fuller picture.

Employers select screening components based on the role. For a moving and storage company like U-Haul, a background check may include some or all of the following:

Lookback periods depend on the search type and governing law. Under the FCRA, most negative information other than convictions generally cannot be reported after seven years, with exceptions for certain higher-salary positions, and criminal convictions can often be reported further back where state law permits. Some states apply stricter limits, and motor vehicle record history windows vary by state DMV.

U-Haul does not publish a detailed policy on hiring candidates with felony records, and decisions are typically made on a case-by-case basis. Factors often include the nature and recency of the offense and its relevance to the role, such as driving offenses for vehicle-related jobs. Many states and cities enforce "ban-the-box" laws that delay criminal history questions until later in the process. Honest answers and context go a long way for candidates with records.

Candidates are typically asked to sign a disclosure and authorization form before a background check is initiated. Be prepared to provide your full legal name, date of birth, Social Security number, current and past addresses, and a driver's license number for driving roles. Accurate details help ensure the right jurisdictions are searched and reduce the chance of delays or mistaken-identity records.

The Fair Credit Reporting Act is a US federal law that regulates how consumer reporting agencies assemble background reports and how employers may use them. It guarantees candidates written notice and consent before screening, plus the right to receive a copy of the report and dispute inaccuracies before an employer takes final adverse action. Read this introduction to the Fair Credit Reporting Act (FCRA) for details.

Running a personal background check with Checkr lets you preview what U-Haul 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.