Whirlpool Corporation: Hiring, Background Check & Employment Verification FAQs

Whirlpool traces its origins to 1911, when Lou Upton and his uncle Emory Upton opened a machine shop in St. Joseph, Michigan, to manufacture an electrically powered wringer washer. The company grew steadily through the twentieth century and adopted the Whirlpool name in 1949, reflecting its signature brand. Over the decades, Whirlpool expanded through acquisitions, including KitchenAid in 1986 and Maytag in 2006, building a portfolio of well-known appliance brands. The company is headquartered in Benton Harbor, Michigan, in a region often referred to as the home appliance capital of the United States.

Today, Whirlpool Corporation is a publicly traded company listed on the New York Stock Exchange, employing roughly 41,000 people worldwide and generating more than $15 billion in annual revenue. The company operates dozens of manufacturing locations across North America, Latin America, Europe, and other regions, and describes itself as the only remaining U.S.-based major kitchen and laundry appliance company. Whirlpool's business spans manufacturing, engineering, research and development, distribution, and retail and commercial sales support.

Whirlpool's workforce includes manufacturing and assembly line employees, engineers, supply chain and logistics staff, and corporate functions supporting a large global appliance business. Given its scale of manufacturing operations, many roles involve working directly on production lines or in warehouse and distribution environments.

Company culture and employee programs: Whirlpool has emphasized innovation as a core competency across the organization since launching company-wide innovation initiatives in the late 1990s. The company frequently highlights the roots of its founding families, who built brands across multiple countries that were later consolidated under the Whirlpool umbrella. Benefits, training, and advancement opportunities can vary by role and manufacturing location, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the appliance manufacturing industry, including Whirlpool, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with applicable federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires employers to obtain written consent, provide disclosures, and follow adverse action procedures.

Whirlpool is generally reported to conduct background checks as part of its hiring process, which is standard for large manufacturing employers, particularly for production and warehouse roles involving equipment operation.

The hiring process for manufacturing and production roles at Whirlpool typically includes an application, an interview with a hiring manager, and a background check prior to a final offer. Some roles may also involve a safety orientation or physical assessment given the manufacturing environment.

Background check timelines can vary based on the type of screening requested and how quickly records can be verified. Learn more about typical background check turnaround times to understand what factors can affect the process.

A typical pre-employment background check for a manufacturing or corporate role may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though state laws may extend or restrict this timeframe depending on the type of record and jurisdiction.

Hiring decisions involving candidates with criminal records are generally made on a case-by-case basis, taking into account the nature of the offense, how much time has passed, and its relevance to the role. Some states have adopted "ban-the-box" laws that restrict when employers can ask about criminal history during the hiring process.

Candidates can generally expect to provide personal information such as full legal name, date of birth, and Social Security number, along with signed consent authorizing the background check, in compliance with FCRA requirements.

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how employers can use background check information in hiring decisions. It requires employers to notify candidates before running a check, obtain written consent, and follow specific adverse action procedures if a decision is made based on background check results.

What if I disagree with something in my background check?

Under the FCRA, if you believe your background check report contains inaccurate information, you have the right to dispute it directly with the consumer reporting agency that prepared the report. The agency is generally required to investigate the dispute, typically within 30 days, and to correct or remove any information it cannot verify as accurate. If Checkr conducted the background check, dispute instructions are included in the notification sent to your Checkr candidate account.

Can I see a copy of my own background check report?

Yes. Under the FCRA, if a background check is used to make an adverse hiring decision, you are entitled to receive a copy of the report along with a summary of your rights under the law before the decision becomes final.

Running a personal background check with Checkr lets you preview what Whirlpool may see during the hiring process, helping you address any concerns before you apply. A personal background check can include:

Learn more about Checkr Personal Background Checks and explore your Checkr Profile to see what information may appear in your own background check.

If you're a candidate with a background check in progress through Checkr as part of your application to Whirlpool or another employer, you can check your status through the Candidate Portal. For additional support, visit the Checkr Help Center.

The information provided in this article does not, and is not intended to, constitute legal advice. All information is for general informational purposes only. Checkr does not guarantee the accuracy, completeness, or usefulness of this information and is not responsible for any errors or omissions, or for the results obtained from the use of this information. This article may contain links to other third-party websites. Such links are only for the convenience of the reader. Checkr does not endorse the contents of the third-party sites and disclaims any affiliation with the companies mentioned in this article unless otherwise stated.