US Foods: Company Profile & Background Check FAQs

US Foods Holding Corp. was formed in 1989 through the combination of longstanding food distribution businesses, and the company's roots trace back through predecessor firms with histories stretching into the nineteenth century. Today the company is headquartered in Rosemont, Illinois, near Chicago, and is publicly traded on the New York Stock Exchange under the ticker symbol USFD.

US Foods is a broadline foodservice distributor, meaning it delivers a wide range of fresh, frozen, and dry food products, along with non-food items such as disposables, kitchen equipment, and supplies. According to company information, US Foods serves approximately 300,000 customer locations nationwide, including independent restaurants, regional and national chains, healthcare facilities, hospitality businesses, government and military organizations, and colleges and universities. The company supports this network through a system of more than 70 distribution facilities and employs approximately 30,000 associates.

The US Foods workforce spans a wide range of roles. Delivery drivers, many of whom hold commercial driver's licenses, move product from distribution centers to customers. Warehouse selectors, forklift operators, and supervisors run day and night shift operations, while territory managers and specialists handle sales and customer relationships. The company also employs chefs, product developers, and corporate professionals in finance, technology, merchandising, and supply chain functions.

Company culture and employee programs: US Foods promotes a culture built around serving foodservice operators and often highlights training, safety programs, and career pathways for drivers and warehouse associates, including programs that help employees earn commercial driving credentials. Benefits and schedules vary by role, facility, and union status where applicable, so candidates should confirm details such as insurance, retirement plans, and shift differentials during the hiring process.

Yes. Employers in the foodservice distribution industry, including US Foods, are legally permitted to conduct pre-employment background checks on candidates, provided they follow federal, state, and local laws. In the United States, the Fair Credit Reporting Act (FCRA) sets the rules for employment screening, including requirements for written consent, disclosure, and adverse action procedures. For driving positions, Department of Transportation (DOT) regulations add further screening and testing requirements.

US Foods is generally reported to conduct background checks as part of its hiring process, which is standard practice across the distribution and logistics industry. Employees operate commercial vehicles, work in large warehouse environments, and access customer sites, so screening typically occurs after a conditional offer. The specific components of a US Foods background check may vary depending on whether the role involves driving, warehouse work, sales, or corporate responsibilities, as well as the state where the candidate works.

The US Foods hiring process typically begins with an online application, followed by a phone screen or interview with a recruiter. Depending on the role, candidates may complete additional interviews with hiring managers, and driver applicants generally go through steps tied to DOT requirements, such as license and driving record review. Candidates who receive a conditional offer are usually asked to consent to a background check, and many roles include a pre-employment drug screen and, for some positions, a physical abilities evaluation before a start date is confirmed.

Timing depends on the searches included and the responsiveness of courts, agencies, and past employers. Many background checks are finished within a few business days, but reports that involve multiple county courthouse searches, employment verifications, or DOT-related records can take longer. Candidates can learn more about what affects timing by reviewing background check turnaround times.

Employers tailor screening packages to the role. For a distribution company like US Foods, a background check may include some or all of the following:

Reviewing the disclosure and consent documents provided during hiring will show which searches apply to a specific position.

Lookback periods depend on the search type and governing law. The FCRA generally prevents consumer reporting agencies from reporting most negative information older than seven years, while criminal convictions may be reported for longer under federal law, subject to stricter limits in some states. DOT-regulated driving roles involve their own record review windows for accidents, violations, and drug and alcohol testing history. Candidates in different states may therefore see different lookback periods applied to the same types of searches.

US Foods does not publish a detailed public policy on hiring candidates with felony records, and such decisions are typically made on a case-by-case basis. Employers commonly weigh the nature and recency of the offense and its relevance to the role, and driving positions may involve additional insurance or regulatory considerations. Many states and localities have adopted "ban-the-box" laws that limit when criminal history questions can be asked, which helps candidates be evaluated on qualifications first. Honesty on the application and a willingness to provide context are generally the best approach for candidates with records.

Candidates are typically asked to sign a written disclosure and consent form before any background check begins. Applicants should be prepared to provide their full legal name, date of birth, Social Security number, address history, and, for driving roles, driver's license details. Driver applicants covered by DOT rules may also need to provide prior employer information for safety history verification. Accurate, complete information keeps the process moving and helps prevent delays.

While internal standards are set by the company and can vary by location, delivery driver roles at foodservice distributors typically require a valid commercial driver's license for larger vehicles, a driving record that meets company and insurer standards, and compliance with DOT regulations, including pre-employment drug testing and enrollment in ongoing testing programs. Physical requirements are also common because drivers frequently unload product at customer sites. Candidates should confirm the license class, endorsements, and experience expectations for the specific route or facility they are applying to.

The Fair Credit Reporting Act is a federal law governing how consumer reporting agencies collect and share background check information. Employers must obtain written consent before running a report, and if they intend to take adverse action based on the results, they must give the candidate a copy of the report, a summary of rights, and an opportunity to dispute inaccurate information before finalizing the decision. For more detail, see this introduction to the Fair Credit Reporting Act (FCRA) and related EEOC guidance.

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