Vans: Company Profile & Background Check FAQs

Vans began on March 16, 1966, when Paul Van Doren, his brother James, and Gordon C. Lee opened the Van Doren Rubber Company at 704 East Broadway in Anaheim, California. The shop was unusual for its time: it manufactured shoes on site and sold them directly to the public. The brand's early deck shoe, now known as the Authentic, quickly found an audience with Southern California skateboarders, and by 1976 the company had adopted its famous "Off The Wall" motto and introduced the side-stripe Old Skool design. Sean Penn's checkerboard slip-ons in the 1982 film Fast Times at Ridgemont High helped push the brand into the national spotlight.

After a bankruptcy filing in 1984 amid heavy competition, the founders sold the company to investment firm McCown De Leeuw & Co. in 1988, and the business went public on NASDAQ in 1991 as Vans, Inc. In 2004, Vans was acquired by VF Corporation, the publicly traded apparel and footwear group whose portfolio has included brands such as The North Face and Timberland. Vans continues to operate as a VF brand with deep roots in Southern California.

Today Vans sells footwear, apparel, and accessories through its own retail stores in the United States and internationally, its e-commerce site, and wholesale partners. The brand is closely tied to action sports and youth culture, sponsoring surf, snowboarding, BMX, and motocross athletes, operating skateparks, and backing events like the Vans Warped Tour and the US Open of Surfing. Its workforce spans retail sales associates, store management, distribution and supply chain workers, and corporate roles in design, marketing, and merchandising.

Company culture and employee programs:

Vans cultivates a creative, youth-oriented culture built around skateboarding, music, and art, and store roles emphasize customer connection with that community. As part of VF Corporation, employees may have access to benefits and development programs that vary by role, location, and hours worked, and retail associates commonly receive product discounts. Candidates should confirm pay, scheduling, and benefits details for a specific role during the hiring process.

Yes. Employers in the retail industry, including Vans, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with applicable federal, state, and local laws. When a background check is prepared by a consumer reporting agency, the Fair Credit Reporting Act (FCRA) governs the process, requiring disclosure, written consent, and specific adverse action procedures before a report can affect a hiring decision.

Vans is generally reported to conduct background checks for at least some positions, which is consistent with common practice among national retail brands. Screening tends to be more common for management roles, distribution center positions, and corporate jobs than for entry-level seasonal store roles, though practices may vary by location and over time. The specific components of a Vans background check may differ based on the role's responsibilities, such as cash handling, keyholding, or warehouse equipment operation.

While steps vary by role, the Vans hiring process typically starts with an online application through the VF careers site or an in-store inquiry. Retail candidates usually complete one or more interviews with store leadership, often focused on customer service and brand affinity. Distribution center and corporate candidates may complete phone screens, panel interviews, and assessments. Candidates who receive a conditional offer may be asked to consent to a background check before their start date, depending on the role. Once cleared, new hires complete onboarding and training.

Turnaround times depend on the searches included, the courts and agencies involved, and the candidate's address history. Many retail background checks are completed within a few business days, while reports involving multiple county courthouse searches can take longer. Candidates can learn more by reviewing background check turnaround times.

Employers choose which searches to include based on the position. For roles at a retail brand like Vans, a background check may include some or all of the following:

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

The lookback period depends 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, although criminal convictions can often be reported further back and exceptions exist for certain higher-salary positions. Some states, including California where the brand was born, apply stricter limits on what can be reported and considered.

Vans does not publish a detailed public policy on hiring candidates with felony records, and decisions are typically made on a case-by-case basis. Employers commonly weigh the nature and severity of an offense, how much time has passed, and the duties of the role. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history, and California's Fair Chance Act requires individualized assessment before a conviction can disqualify a candidate. Applicants with records are encouraged to answer questions honestly and be ready to provide context.

When a background check is required, candidates will typically be asked to sign a disclosure and consent form first. Applicants should be prepared to provide accurate personal information, including full legal name, date of birth, Social Security number, and address history. Accurate details help ensure that searches cover the correct jurisdictions and that reports are completed without unnecessary 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 an employment background check, to provide a copy of the report and a summary of rights before taking adverse action based on the results, and to give candidates a chance to dispute inaccurate information before a final decision. For a deeper look at how the FCRA and Equal Employment Opportunity Commission (EEOC) guidance apply to hiring, visit this introduction to the Fair Credit Reporting Act (FCRA).

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