Uline: Company Profile & Background Check FAQs

Uline was founded in 1980 by Richard and Elizabeth Uihlein, who started the business to supply shipping and packaging materials to local companies. The company remains private and family-owned, and it is headquartered in Pleasant Prairie, Wisconsin, where a corporate campus houses most of its headquarters functions. Over more than four decades, Uline has grown from a small regional supplier into one of North America's leading distributors of shipping, industrial, and packaging products.

The company's catalog features more than 45,000 products, including shipping boxes, packing materials, plastic bags, warehouse and material handling equipment, janitorial supplies, safety products, and retail supplies. Uline sells primarily to businesses and is known for its thick print catalog and its focus on fast fulfillment, with a network of large distribution centers positioned across the United States, Canada, and Mexico that allows same-day shipping on the vast majority of orders.

Uline reported roughly $11 billion in revenue in 2023, according to public reporting, and employed more than 9,000 people that year. Its workforce spans warehouse associates, pickers and packers, forklift operators, customer service representatives, sales account managers, and corporate professionals in areas like merchandising, IT, finance, and creative services. Warehouse and distribution roles make up a large share of hiring, and the company regularly recruits for its branch locations near major metropolitan areas.

Company culture and employee programs: Uline describes itself as a performance-driven company with an emphasis on accuracy, speed, and customer service. Employment details vary by location and position, so candidates should confirm specifics during the interview process. Commonly cited features of working at a large distributor like Uline include:

Yes. Employers in the wholesale distribution industry, including Uline, 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, background screening is governed by the Fair Credit Reporting Act (FCRA), which sets rules around candidate consent, disclosure, and adverse action procedures when a background report influences an employment decision.

Uline is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice among large distribution and logistics employers whose workers operate equipment, handle inventory, and interact with business customers. The specific components of a Uline background check may vary by role, facility, and state, so candidates should review the disclosure and consent forms they receive to understand what will be searched for their position.

Although steps can vary by role and location, the Uline hiring process typically starts with an online application through the company's careers site. Selected candidates usually complete a phone screening with a recruiter, followed by one or more interviews, which may be conducted virtually or on site at a branch or the Pleasant Prairie headquarters. Candidates who receive a conditional offer are commonly asked to complete pre-employment requirements, which may include a background check and, for some roles, a drug screening, before a start date is confirmed.

Turnaround time depends on the searches included in the report, the responsiveness of courts and other data sources, and whether the candidate has lived in multiple jurisdictions. Many background checks are completed within a few business days, while reports that require manual court record retrieval across several counties can take longer. Candidates can learn more about typical timelines by reviewing background check turnaround times.

Employers choose which searches to include in a background check based on the role. For warehouse, customer service, sales, or corporate positions at a distributor like Uline, a background check may include some or all of the following:

Candidates should read their disclosure paperwork carefully to confirm which searches apply to their specific role.

The lookback period depends on the type of search and the laws 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 exist for certain higher-salary positions. Several states apply stricter limits, so how far back a Uline background check goes can differ from candidate to candidate and search to search.

Uline does not publicly publish a detailed policy regarding candidates with felony records, and hiring decisions of this kind are typically made on a case-by-case basis. Employers commonly consider the nature and severity of the offense, how long ago it occurred, and its relevance to the role's responsibilities. Many states and cities have adopted "ban-the-box" laws that limit when employers can ask about criminal history during the application process. Candidates with records are encouraged to answer honestly and be ready to discuss their background if asked.

Candidates will typically be asked to provide written consent before a background check begins, usually through a standalone disclosure form provided during the hiring process. Applicants should be prepared to supply accurate personal information, including full legal name, date of birth, Social Security number, and address history. Complete and accurate information helps ensure the right jurisdictions are searched and reduces the chance of delays.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires employers to obtain written consent before running a background check, and if an employer intends to take adverse action based on the results, it must provide the candidate with a copy of the report and a summary of rights, plus an opportunity to dispute inaccurate information before the decision becomes final. For a deeper overview of the law and related Equal Employment Opportunity Commission (EEOC) guidance, visit this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Uline 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.