Urban Outfitters: Hiring, Background Check & Employment Verification FAQs

According to published company histories, Urban Outfitters began in 1970 in Philadelphia as a store called Free People, opened by Richard Hayne, Judy Wicks, and Scott Belair as a project for an entrepreneurship class at the University of Pennsylvania. The business was later renamed Urban Outfitters and incorporated in 1976. Today Urban Outfitters, Inc. is headquartered in Philadelphia, Pennsylvania, and its shares trade on Nasdaq under the symbol URBN.

The Urban Outfitters brand sells women's and men's apparel, footwear, beauty and wellness products, accessories, and housewares to young adults, and it operates in the United States, the United Kingdom, Canada, and select markets in Europe and the Middle East. The company's portfolio also includes Anthropologie, Free People, Terrain, and BHLDN, and in 2019 it launched Nuuly, a clothing rental subscription service. Its careers site presents the organization as URBN and describes opportunities across its portfolio of brands.

URBN's corporate Home Office is located at the historic Philadelphia Navy Yard, where the company also hosts a paid summer internship program that its site describes as 10 weeks long. As a retailer that sells through stores and online, Urban Outfitters is generally expected to hire for a mix of store, distribution, and corporate roles, though open positions change over time. According to its careers site, corporate roles range from researching style trends to working with data or on a team.

Company culture and employee programs: URBN's careers site describes roles for people who are creative, entrepreneurial, and self-starters, and states that the company is committed to an inclusive environment and equal employment opportunity. Its Home Office internships are paid and primarily based onsite in Philadelphia. Benefits, pay, and schedules typically vary by role, location, and whether a position is full-time or part-time, so candidates should confirm specifics during the hiring process.

Yes. Employers in the retail industry, including Urban Outfitters, are legally permitted to conduct pre-employment background checks, provided they follow applicable federal, state, and local laws. In the United States, the Fair Credit Reporting Act (FCRA) sets rules for consent, disclosure, and adverse action when an employer uses a third-party report. Some states and cities add their own limits, so requirements may vary depending on where the job is located.

Urban Outfitters is generally reported to conduct background checks as part of hiring for at least some roles, though the company does not publish a detailed screening policy. Large retailers commonly screen candidates who handle merchandise, cash, or company systems, and the scope of the Urban Outfitters background check may vary by role, location, and applicable law. Candidates are usually told about any check in the disclosure and consent paperwork that follows a conditional offer.

The Urban Outfitters hiring process typically starts with an online application, followed by one or more interviews, and the exact steps may vary by role and location. URBN's careers site says applicants should verify open roles on its official job board, that its talent acquisition team contacts candidates only from @urbn.com email addresses, and that virtual interviews take place on a secure video conference service. For Home Office internships, the application includes a self-recorded video interview. Candidates who receive a conditional offer are generally asked to consent to a background check before a start date is confirmed.

Many background checks are returned within a few business days, but the timeline for an Urban Outfitters background check depends on the searches ordered and the records involved. Court record searches across several counties or states, or employment verifications that need a former employer to respond, can take longer. Candidates who want more detail on typical timelines can review background check turnaround times.

A background check may reveal criminal records, identity details, employment history, and other information, depending on the role. For a position at Urban Outfitters, a check may include some or all of the following:

Candidates should review the disclosure and consent forms they receive to see which searches apply to their specific role.

Whether Urban Outfitters drug tests may vary by role and location, and the company's public careers pages do not appear to describe a company-wide drug-testing policy. Employers more often add drug screening for roles that involve driving, equipment, or other safety-sensitive duties than for sales floor or office positions. Where testing applies, candidates are typically told in the job posting or offer paperwork and are asked to consent before a sample is collected. Candidates can ask the recruiter about requirements for the specific role.

The lookback period for a background check depends on the type of search and the laws of the state or country where the candidate lives or worked. In the United States, the FCRA generally limits consumer reporting agencies from reporting most negative information older than seven years, with certain exceptions for higher-salary positions and specific record types such as convictions. Some states have stricter limits. Candidates with records in multiple jurisdictions may see different lookback windows applied to different searches within the same report.

Urban Outfitters is generally reported to review candidates with criminal records case by case, though the company does not publish a detailed policy on felony convictions. Factors that commonly matter include the type of offense, how much time has passed, and the duties of the job, such as handling cash or inventory. Many states and cities have enacted "ban-the-box" laws that limit when employers may ask about criminal history, so the rules may differ depending on where the role is based. Candidates are encouraged to answer application questions honestly.

Candidates for Urban Outfitters roles will typically be asked to sign a written disclosure and consent form before any background check starts. Applicants should be ready to provide their full legal name, date of birth, address history, and, for US roles, Social Security number so that searches run in the right jurisdictions. Home Office and corporate candidates may also be asked for work history to support employment verification. Accurate information helps prevent delays.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, employers must obtain written consent before running a background check, provide a copy of the report and a summary of rights if they intend to take adverse action based on the results, and allow the candidate an opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA applies to background checks, visit Fair Credit Reporting Act (FCRA).

URBN's careers site says its talent acquisition team contacts applicants only from @urbn.com email addresses. The site also says the team conducts virtual interviews only through its secure video conference service and never asks applicants to make payments or purchases from third parties. Candidates are encouraged to verify any role on the official URBN job board, and anyone who believes a fraudulent actor contacted them can report it using the contact details on the careers site.

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