WIS International: Hiring, Background Check & Employment Verification FAQs

WIS International traces its history to 1953, when Washington Inventory Services was founded in San Diego, California, and became the first inventory company to offer nationwide coverage in the United States. The business began by servicing grocery stores, expanded into in-store pharmacies and then major drugstore chains, and by the late 1970s and early 1980s had broadened into retail stores, home improvement centers, warehouses, and distribution centers.

The company now describes itself as a global provider of inventory, data collection, and retail technology services, citing more than 70 years of experience, a network of over 200 offices, and more than 3,500 clients worldwide. Its US corporate headquarters is in Plano, Texas, and it maintains a separate Canadian headquarters. Service lines include full-service inventory counting, hybrid and supported inventory, self-scan inventory tools, retail setups and remodels, store closings, floorplan and space mapping, and a dedicated automotive dealership inventory business. Industries served include retail, healthcare, manufacturing and warehousing, and automotive parts dealerships.

The employer and the worksite are usually different companies. WIS field associates are hired, trained, scheduled, and paid by WIS, but the work happens inside a client's store, pharmacy, warehouse, or dealership. That structure has practical consequences for candidates: the employer runs its own hiring process, while a client may impose additional access requirements for people entering its facility, especially in pharmacy, healthcare, and high-security distribution settings.

Company culture and employee programs:

WIS states company values of service, pride, integrity, results, innovation, and teamwork, and its careers materials describe hourly, professional, and corporate opportunities. Typical openings include field inventory associates, field supervisors and field management, recruiting and training roles, and corporate and support services positions. The company publicly lists paid on-the-job training, leadership development programs, referral bonuses, a stated safety commitment, and employee-paid health plans at group rates for US employees, and its benefits materials also reference retirement plans including a 401k and medical, dental, prescription, and vision options for salaried staff. Scheduling in field roles is shaped by client count calendars, which often means early morning, overnight, and weekend shifts, and many positions are part-time. Candidates should confirm pay, schedule, travel expectations, and benefits eligibility with their recruiter.

Yes. Employers in the inventory services and retail support industry, including WIS International, are legally permitted to conduct pre-employment background checks on candidates, provided they follow applicable federal, state, and local law. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires disclosure, written authorization, and a defined adverse action process. Canadian provinces, where the company also operates, apply their own employment and privacy rules to how background information may be collected and used.

WIS International is generally reported to conduct background checks before placing associates in the field, which is consistent with standard practice among companies whose employees work unsupervised inside client facilities. Associates handle merchandise, controlled stockrooms, and in some cases pharmacy or healthcare inventory, and client retailers commonly set minimum vetting expectations for third-party crews entering their stores. The scope of a WIS background check may therefore vary by role, by the types of client sites an associate will work in, and by state or provincial law.

Steps vary by market and role, but field hiring is typically fast and volume oriented. Candidates usually apply online through the company's careers portal, then speak with a recruiter about availability, transportation, and willingness to work early morning, overnight, or weekend shifts. An interview with a field manager or district leader often follows. Candidates who receive a conditional offer are generally asked to complete onboarding paperwork and authorize a background check before a start date is confirmed. Paid training on scanning equipment, counting accuracy, and site safety follows.

Turnaround depends on the searches ordered, how quickly courts and past employers respond, and how many jurisdictions the candidate's history covers. Many reports are returned within a few business days, which suits an industry that staffs against a client count calendar, while checks spanning several counties or requiring manual court retrieval take longer. For a fuller explanation of what drives these timelines, review background check turnaround times.

The employer decides the scope, and client site requirements can influence it. For an inventory services role, a background check may include some or all of the following:

Candidates should read the disclosure and authorization documents provided during onboarding, since those state which searches will actually run for their specific role.

Lookback periods depend on the search type and on the law where the candidate lives or works, which matters for an employer operating across many states and provinces. The FCRA generally restricts consumer reporting agencies from reporting most adverse information older than seven years, with exceptions that can apply to convictions and to positions above certain salary thresholds, and a number of states impose stricter limits or restrict non-conviction records. Canadian rules are set provincially and differ from the US framework.

WIS International does not publish a detailed policy on applicants with felony records, and these decisions are typically made case by case. Because associates work inside client facilities, a retailer or healthcare client may also apply its own access standard, which can affect which sites a given associate is eligible to work even where the employer is willing to hire. Factors that commonly matter include the nature and seriousness of the offense, how long ago it occurred, and its relationship to handling merchandise or entering secured areas. Many states and cities have enacted "ban-the-box" laws that limit when criminal history may be asked about and require individualized assessment. Candidates are encouraged to be accurate on their application and prepared to discuss their history.

Candidates are typically asked to provide written consent on a standalone disclosure form before any report is ordered. Applicants should be ready to supply accurate personal information, including full legal name, date of birth, Social Security number for US-based roles, and address history covering recent years, along with identification for employment eligibility verification. Roles that involve driving between client sites may additionally require a valid driver's license and a motor vehicle records check. Providing complete and accurate information helps ensure searches run in the correct jurisdictions and reduces the chance of a delayed start.

The Fair Credit Reporting Act is the US federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, an employer must obtain written authorization before running a report, provide a copy of the report and a summary of rights before taking adverse action based on it, and give the candidate a reasonable opportunity to dispute inaccurate information before a final decision. For a detailed overview of how the FCRA and Equal Employment Opportunity Commission (EEOC) guidance apply to employment screening, visit Fair Credit Reporting Act (FCRA).

Both can matter. WIS is the employer of record for its field associates, so it runs the hiring process, obtains authorization for any background check, and handles adverse action steps if a report affects a decision. The retailer, pharmacy, warehouse, or dealership controls the facility and can set its own conditions for third-party crews entering the site, which sometimes means an extra check, a badge or vendor credential, or site-specific safety training before an associate can work there. A candidate who clears the employer's process may still find that a particular client site has additional requirements.

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