U-Pull-&-Pay: Company Profile & Background Check FAQs

U-Pull-&-Pay operates self-service auto salvage yards where do-it-yourself customers buy used parts pulled from end-of-life vehicles. The company purchases junk and salvage cars from the public, de-pollutes and organizes them in clean, searchable rows, and sells parts, whole used cars, and recyclable materials such as scrap metal. Its yards operate under the U-Pull-&-Pay banner in markets including Phoenix, Arizona; Denver, Aurora, and Colorado Springs, Colorado; Orlando, Fort Myers, and West Palm Beach, Florida; Albuquerque, New Mexico; Cincinnati, Ohio; Pittsburgh, Pennsylvania; and Houston, Texas.

U-Pull-&-Pay is today part of Pull-A-Part, LLC, an Atlanta, Georgia-based family business founded in 1997 that describes itself as a national leader in automotive recycling. Together, the combined organization operates 35 self-service auto parts stores and automotive salvage and recycling facilities across 16 US states, with the U-Pull-&-Pay name retained at its legacy locations.

The business model blends retail, salvage, and recycling. Yard teams buy vehicles, process incoming cars by draining fluids and removing hazardous materials, place fresh inventory on the yard, and help customers at entry gates and checkout counters. That mix creates jobs for customer service associates, cashiers, vehicle buyers, inventory and processing crew members, loader and forklift operators, drivers, and store managers.

Company culture and employee programs: Pull-A-Part emphasizes customer service and environmental responsibility, positioning its yards as a cleaner, safer alternative to the traditional junkyard. Employees receive on-the-job training in safety procedures, vehicle processing, and customer service, and the company highlights community involvement and inclusion initiatives. Pay, benefits, and schedules vary by location and role, so candidates should confirm specifics during the hiring process.

Yes. Employers in the automotive recycling and salvage industry, including U-Pull-&-Pay, are legally permitted to conduct pre-employment background checks on candidates, provided they comply with applicable federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires written consent and establishes disclosure and adverse action procedures. State laws in markets where the company operates, such as Colorado and California-style fair chance rules elsewhere, can add further requirements.

U-Pull-&-Pay is generally reported to conduct background checks as part of its hiring process, consistent with common practice among auto salvage and recycling employers. Yard employees handle cash transactions, purchase vehicles from the public, operate heavy equipment, and work with customer information, all of which make screening a standard step. The scope of a U-Pull-&-Pay background check may vary by role and location; positions involving driving or vehicle purchasing may involve additional checks.

While steps vary by yard and role, the U-Pull-&-Pay hiring process typically starts with an online application through the company's careers page. Promising candidates are usually contacted for a phone screening or invited to an in-person interview with a store manager. Interviews for yard and counter roles tend to focus on availability, customer service skills, safety awareness, and comfort working outdoors. Candidates who receive a conditional offer are generally asked to consent to a background check, and possibly a drug screen, before a start date is confirmed.

Turnaround time depends on the searches ordered, the responsiveness of courts, and the number of jurisdictions in a candidate's history. Many background checks are completed within a few business days, while reports involving county criminal searches across several states can take longer. Candidates can learn more by reviewing background check turnaround times.

Each employer decides which screenings to include. For a salvage yard role at a company like U-Pull-&-Pay, a background check may include some or all of the following:

Candidates should review the disclosure and consent forms provided during hiring to understand which searches apply to their role.

Lookback periods depend on the type of search and the laws of the state where the candidate lives or works. Under the FCRA, consumer reporting agencies generally cannot report most negative information older than seven years, though criminal convictions can often be reported further back and exceptions apply to certain higher-salary roles. Several states where U-Pull-&-Pay operates impose their own limits, so candidates with multi-state histories may see different windows applied to different searches within one report.

U-Pull-&-Pay's policies regarding candidates with felony records are not publicly stated, and decisions are typically made on a case-by-case basis, weighing the nature and age of the offense against the responsibilities of the role. Physical, hands-on industries like automotive recycling are often cited as accessible fields for people reentering the workforce, though each employer sets its own standards. Many states and cities have adopted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates with records are encouraged to apply, be honest on their application, and be prepared to discuss their background if asked.

Candidates will typically be asked to provide written consent before a background check is initiated, usually via a disclosure form during onboarding. Applicants should be prepared to supply accurate personal information, including their full legal name, date of birth, Social Security number, and address history. Roles that involve driving generally require a valid driver's license for motor vehicle record checks. Accurate information helps ensure searches cover the correct jurisdictions and prevents delays.

The Fair Credit Reporting Act is a federal law governing how consumer reporting agencies collect, use, and share background check information. Under the FCRA, employers must obtain written consent before ordering a report, provide a copy of the report and a summary of rights before taking adverse action based on the results, and give candidates an opportunity to dispute inaccurate information. For a deeper overview of the law and related Equal Employment Opportunity Commission (EEOC) guidance, read this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what U-Pull-&-Pay 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.