Ulta Beauty: Company Profile & Background Check FAQs

Ulta Beauty was founded in 1990 and is headquartered in Bolingbrook, Illinois. The company operates more than 1,500 retail locations across all 50 U.S. states, making it the largest specialty beauty retailer in the country. Ulta Beauty's company mission centers on a broad product assortment that spans prestige, mass, and salon-exclusive brands under one roof - a format that distinguishes it from department store beauty counters and single-brand boutiques alike.

Each Ulta Beauty store includes a full-service salon offering hair, skin, brow, and makeup services, which means the company employs both licensed cosmetologists and estheticians alongside its retail associates. The company carries more than 600 brands and 25,000 products across categories including cosmetics, fragrance, skincare, haircare, bath, and nail products. Ulta Beauty also operates an e-commerce platform that extends its reach beyond physical storefronts.

The Ulta Beauty Rewards loyalty program (formerly Ultamate Rewards, rebranded in 2024) is central to the company's customer retention strategy, with approximately 44 million active members. This program tracks purchase history and offers points-based rewards, tiered membership benefits, and personalized product recommendations.

Company culture and employee programs:

Ulta Beauty employs approximately 58,000 associates. The company has emphasized diversity, equity, and inclusion as stated priorities within its workforce development programs. Benefits for eligible associates have included health insurance, a 401(k) plan with company match, paid time off, a merchandise discount, and access to professional development resources. The company also provides training programs for salon professionals and retail associates to support product knowledge and customer service skills.

Yes. Ulta Beauty conducts background checks as a standard part of the hiring process. The checks are typically initiated after a conditional offer of employment is extended. Given that Ulta Beauty employees handle retail transactions, work in customer-facing salon environments, and may access store inventory and cash handling systems, pre-employment screening is consistent with standard practice for large specialty retailers.

Drug testing policies at Ulta Beauty can vary by role and location. Some applicants have reported pre-employment drug screening requirements depending on the position, while others have not encountered testing. Ulta Beauty has not published a universal drug testing policy for all roles. Candidates should confirm current drug testing requirements directly with the recruiting team during the offer or onboarding stage, as practices may differ across store locations and job functions.

Ulta Beauty has not published a blanket exclusion policy for candidates with prior convictions. Like many large employers, the company's approach to criminal history is typically evaluated on a case-by-case basis, taking into account factors such as the nature of the offense, how much time has passed, and the relevance to the position. Candidates with a felony record are encouraged to review applicable state fair-chance hiring laws that may affect how their history is considered during the hiring process.

Most employment background checks can be completed in three to five business days, though the actual timeframe depends on the types of screenings ordered and how quickly records can be accessed. Automated database searches can return results within minutes, while searches requiring manual courthouse retrieval or additional verification may extend beyond a week. See Checkr's guide to background check turnaround times for more detail on what affects processing time.

A background check report may include:

Look-back periods vary based on state law, the position being filled, and the data sources used by the CRA. Many employers apply a seven-year look-back for most conviction records, consistent with common CRA reporting practices. However, certain states limit what can be reported or how far back a search may go. Candidates should review applicable "ban-the-box" laws in their state to understand local protections, including in states like California, which has specific restrictions on the use of criminal history in hiring decisions.

The Fair Credit Reporting Act (FCRA) establishes the legal framework governing employment background checks in the United States. Under the FCRA, employers must obtain written consent before ordering a background report, provide the candidate with a copy of the report and a "pre-adverse action" notice if they are considering taking negative action based on the report's findings, and allow a reasonable amount of time for the candidate to dispute any inaccuracies before a final decision is made. EEOC guidance also recommends that employers conduct an individualized assessment that weighs the nature of the offense, the time elapsed, and how directly the offense relates to the duties of the role.

Running a personal background check with Checkr lets you preview what Ulta Beauty may see and identify any potential inaccuracies before you apply. 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.

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.