Wedgewood Pharmacy: Hiring, Background Check & Employment Verification FAQs

According to Wedgewood's own history page, the company began in 1981 when pharmacists George and Lucy Malmberg opened a small community pharmacy in suburban New Jersey. They first focused on equine medications, and the practice grew to include companion animals, exotic pets, and even zoo and aquarium animals. Wedgewood describes itself today as the largest U.S. veterinary compounding pharmacy, and its careers page calls it the largest compounding pharmacy in the country devoted exclusively to animal health.

Wedgewood lists its headquarters on Heron Drive in Swedesboro, New Jersey, and its locations page also shows sites in Chandler, Arizona; Bakersfield and San Jose, California; Lexington, Kentucky; and Albany, Ohio, among others. The company's timeline notes a 2018 merger with Diamondback Drugs, the 2020 launch of Wedgewood Connect, an FDA-registered 503B outsourcing facility, and a 2023 merger with Blue Rabbit, an online pharmacy platform that integrates with veterinary practice management systems.

Wedgewood's join-our-team page lists roles that include compounding technician, quality specialist, warehouse associate, customer care specialist, manufacturing and process engineer, quality manager, and corporate and technology roles in finance, IT, HR, and data. Because the work involves prescription medications and state-regulated pharmacy operations, candidates for pharmacy and laboratory roles may see screening that looks at licensing as well as criminal history.

Company culture and employee programs: Wedgewood says it invests in training, supports skill development across functions, and promotes from within. One customer care posting says employees take part in regular shift bids, with schedules awarded by tenure and performance, and a New Jersey technician posting says the company will train candidates who are still working toward a pharmacy technician license. Pay, benefits, and schedules may vary by role and location, so candidates should confirm specifics during the hiring process.

Yes. Employers in the pharmacy and animal health industry, including Wedgewood Pharmacy, are legally permitted to run pre-employment background checks, provided they follow the Fair Credit Reporting Act (FCRA) and applicable federal, state, and local laws. The FCRA requires written disclosure and the candidate's authorization before a consumer report is obtained for employment purposes.

Wedgewood Pharmacy is generally reported to conduct background checks as part of its hiring process. Pharmacy employers commonly screen candidates because staff handle prescription medications, regulated compounding work, and customer information. The scope of the Wedgewood Pharmacy background check may vary by role, with pharmacy technician, laboratory, warehouse, and customer care positions screened differently.

The Wedgewood Pharmacy hiring process typically starts on the company's online job board, where candidates choose a role and complete an application. Applications for some roles ask about professional licenses and DEA registration history. Qualified applicants are generally contacted for interviews with the recruiting and hiring team, and those who receive an offer are usually asked to consent to pre-employment screening before they start.

Most background checks return within a few business days, though the timeline depends on the searches ordered and on the courts and agencies being queried. Checks that add license or education verification, or records from several counties, can take longer. Candidates who want more detail can review background check turnaround times.

The specific components of a background check are set by the employer. For a role at a pharmacy company like Wedgewood, a background check may include some or all of the following:

Candidates should review any disclosure and consent forms provided during the hiring process to understand which searches will be run for their role.

Wedgewood Pharmacy may require a drug test for certain roles, but its careers pages do not publish a drug testing policy. Pharmacy and laboratory employers vary: some screen all new hires, while others test only for certain positions or after a conditional offer. Requirements may vary by role and location, so candidates should read their offer paperwork and ask the hiring team what pre-employment testing, if any, applies.

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.

Wedgewood does not publicly detail how it treats criminal records, and decisions are typically made case by case. For pharmacy roles, state pharmacy boards may limit licensure or registration after certain offenses, so a record can matter differently for licensed and non-licensed positions. Many states and cities have also enacted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates should answer application questions honestly and be ready to explain their history.

Candidates applying to Wedgewood will typically be asked for written consent before a background check begins, usually on a disclosure form. They should be ready to provide a full legal name, date of birth, Social Security number, and address history. Applicants for pharmacy roles may also need to supply license numbers and the states where they are licensed, since accurate details help searches run in the right places and can 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).

Yes, at least for some roles. Wedgewood's online application for roles including compounding technician and customer care asks whether a candidate has ever had a professional license denied, revoked, suspended, or restricted, and whether a DEA registration was ever denied, revoked, or surrendered for cause. Technician postings also list license expectations, such as a pharmacy technician license in the state of the job or a willingness to obtain one. Candidates should answer these questions accurately, because licensing records are the kind of information employers can confirm through professional license verification.

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