Victoria's Secret: Company Profile & Background Check FAQs

Victoria's Secret was founded in 1977 by Roy Raymond in the San Francisco Bay Area, California, with its first store opening at the Stanford Shopping Center in Palo Alto. Raymond's goal was to create a lingerie shopping experience that felt inviting and aspirational rather than clinical. The company was acquired by The Limited (later rebranded as Limited Brands, then L Brands) in 1982, which accelerated its growth into a national retail chain. Over the following decades, Victoria's Secret expanded into one of the dominant specialty retailers in the lingerie, beauty, and personal care category.

In August 2021, Victoria's Secret completed a spin-off from L Brands and became an independent publicly traded company under the name Victoria's Secret & Co. (NYSE: VSCO). Its headquarters are in Columbus, Ohio, and the company is led by CEO Hillary Super, who took over in 2024. In addition to the flagship Victoria's Secret brand, the company also owns PINK, a youth-oriented lingerie and apparel brand with its own retail footprint and loyal customer base.

Today, Victoria's Secret operates approximately 860 company-run stores in North America, along with partner-operated international locations and a significant e-commerce presence. The company employs a range of retail roles including sales associates, store managers, beauty advisors, stock associates, and visual merchandisers.

Company culture and employee programs:

Victoria's Secret stores are fast-paced, customer-focused environments where product knowledge and service quality are central to the role. The company invests in associate training around product lines, brand standards, and customer engagement. Benefits and programs vary by employment type and location, with full-time associates typically eligible for a broader range of benefits than part-time or seasonal staff. Given the company's scale, hiring happens frequently across both retail and corporate tracks.

Yes. Victoria's Secret conducts background checks on candidates who are offered positions. Background screening is standard practice for retail employers of this size, particularly for roles that involve handling payments, managing store assets, or working in supervisory capacities. The scope of the background check may vary depending on the role and location, but criminal history searches are typically included. Candidates should expect to consent to a background check before any conditional offer moves forward.

The Victoria's Secret hiring process generally follows these steps:

Most store-level positions are open to candidates who are 18 years or older, though policies on minimum hiring age may vary by location and local labor laws.

Background check turnaround times vary based on the scope of the search and the responsiveness of the courts or agencies being queried. Many standard retail background checks are completed within one to three business days. However, county court searches, employment verifications, or cases involving records from multiple jurisdictions can extend that timeline. Delays related to court closures, high screening volumes, or incomplete information provided by the candidate can also add time. For a full breakdown of what affects timelines, see Checkr's guide on background check turnaround times.

A typical retail background check can surface a range of information depending on what searches are included. Common components include:

The specific searches Victoria's Secret uses may vary by position and are defined by the employer's screening policy.

The lookback period for a background check depends on a combination of employer policy and applicable law. Many states limit how far back a background check can reach, with the most common restriction being seven years for criminal records in states that have adopted such rules. However, felony convictions may be reportable beyond seven years in states without that restriction. Federal law under the FCRA does not cap the lookback period for positions with a salary above a certain threshold, but state laws often impose their own limits regardless of salary. Victoria's Secret, as a national employer, applies screening practices that account for state-specific regulations in each location where it operates. "ban-the-box" laws in certain states and municipalities may also affect when and how criminal history questions are introduced during the hiring process.

Victoria's Secret does not publish a blanket policy on hiring candidates with felony convictions. In practice, retail employers typically evaluate criminal records on a case-by-case basis, considering factors such as the nature of the offense, how much time has passed, and the relevance of the record to the specific role. Many jurisdictions require employers to conduct this individualized assessment rather than automatically disqualifying candidates with any criminal history. Ban-the-box laws in certain cities and states further restrict when employers can ask about criminal history in the application process. Candidates with a felony record are encouraged to be honest in the application process and to understand their rights under applicable state and local law.

Victoria's Secret requires candidates to provide consent before a background check is initiated. This consent is typically collected through a standalone authorization form that complies with FCRA requirements. Candidates will generally need to provide their full legal name, date of birth, Social Security number, and current and prior addresses so the background check provider can conduct the appropriate searches. If a background check returns information that Victoria's Secret is considering using to make an adverse hiring decision, the FCRA requires the employer to follow a specific pre-adverse and adverse action notification process before a final decision is made.

The Fair Credit Reporting Act (FCRA) is a federal law that governs how employers use consumer reports, including background checks, in hiring decisions. Key protections under the FCRA include:

The Equal Employment Opportunity Commission (EEOC) also provides guidance on how employers should evaluate criminal records to avoid discriminatory screening practices.

Victoria's Secret does not have a publicly stated universal pre-employment drug testing policy. Drug testing practices can vary by role, location, and applicable state law. Candidates applying for corporate or distribution center roles may face different requirements than those applying for store-level associate positions. Some states restrict employer drug testing practices, particularly for marijuana use. Candidates should confirm current requirements directly with the hiring manager or HR contact during the offer stage.

Running a personal background check with Checkr lets you preview what Victoria's Secret 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.

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.