WM (Waste Management): Company Profile & Background Check FAQs

Waste Management, Inc. was founded in 1968 by Wayne Huizenga, Dean Buntrock, and Larry Beck, and it grew through decades of acquisitions into the leading waste services company in North America. The company is headquartered in Houston, Texas, and trades publicly on the New York Stock Exchange under the ticker symbol WM. In 2022, the company began doing business simply as WM, emphasizing its focus on sustainability and environmental solutions, though many customers and job seekers still know it as Waste Management.

WM provides trash collection, recycling, and disposal services to residential, commercial, industrial, and municipal customers across the United States and Canada. The company operates an extensive network of hundreds of collection operations, transfer stations, landfills, and recycling facilities, along with renewable energy projects that capture landfill gas. Its scale makes it one of the most recognizable environmental services brands in North America, with a workforce numbering in the tens of thousands.

Jobs at WM span a wide range of functions. Commercial and residential route drivers operate collection trucks in local communities, while heavy equipment operators, landfill technicians, and sorters keep disposal and recycling facilities running. The company also employs diesel mechanics and fleet technicians, dispatchers, customer service representatives, sales professionals, and corporate staff in areas like technology, finance, and sustainability.

Company culture and employee programs: WM emphasizes safety as a central part of its operating culture, which is common among companies whose employees operate heavy vehicles and equipment daily. The company promotes stable, essential service work with training programs for drivers and technicians and advancement paths into supervisory roles. Benefits vary by position, location, and union representation where applicable, so candidates should confirm specifics such as insurance, retirement contributions, and education programs during the hiring process.

Yes. Employers in the waste and environmental services industry, including WM, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow applicable federal, state, and local laws. In the United States, background screening is governed by the Fair Credit Reporting Act (FCRA), which requires written consent and defined adverse action procedures. Because many WM roles involve driving commercial vehicles, Department of Transportation (DOT) regulations add mandatory screening and testing requirements for those positions.

Waste Management is generally reported to conduct background checks as part of its hiring process, consistent with standard practice for large employers whose workers drive commercial trucks, operate heavy equipment, and serve customer properties. Screening typically happens after a conditional offer of employment. The components of a Waste Management background check may vary by role, with driver positions generally subject to the most extensive checks due to federal motor carrier regulations.

The hiring process typically begins with an online application through the WM careers site. Candidates who move forward usually complete a phone screen and one or more interviews with hiring managers or operations leaders. For driver roles, applicants can expect steps tied to DOT requirements, including a review of their commercial driver's license and driving record. Candidates who receive a conditional offer are generally asked to consent to a background check, and many roles include a pre-employment drug test and, for drivers, a DOT physical before a start date is set.

Timing depends on the searches ordered and the responsiveness of courts, state motor vehicle agencies, and past employers. Many background checks are completed within a few business days, while reports involving several county court searches or employment verifications can take longer. Candidates can read more about what drives timing in this overview of background check turnaround times.

Employers choose screening components based on the role. For an environmental services company like WM, a background check may include some or all of the following:

Candidates should review their disclosure and consent forms to understand which searches apply to their specific role.

Lookback periods depend on the search type and applicable law. Under the FCRA, most negative information other than convictions generally cannot be reported once it is more than seven years old, while criminal convictions can be reported for longer under federal law, though some states impose stricter limits. Driving record lookbacks vary by state, and DOT rules require a three-year safety performance history review for commercial drivers. The result is that lookback windows can differ from candidate to candidate depending on location and role.

WM 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 consider the nature and severity of an offense, how long ago it occurred, and its relevance to the role, and driving positions can carry added insurance and regulatory considerations. Many states and cities have passed "ban-the-box" laws that delay criminal history questions until later in the hiring process. Candidates with records are generally encouraged to be honest and prepared to explain their history if asked.

Before a background check begins, candidates are typically asked to sign a written disclosure and consent form. Applicants should be ready to provide their full legal name, date of birth, Social Security number, and address history, and driver candidates will also need to supply commercial driver's license details and employment history for DOT verification. Complete and accurate information helps the screening cover the right jurisdictions and avoids unnecessary delays.

Specific requirements are set by the company and may vary by location and route type, but commercial driving roles in the waste industry generally require a valid commercial driver's license for larger vehicles, a driving record that meets company and insurer standards, a DOT physical, and participation in federally mandated drug and alcohol testing programs. Residential and commercial route drivers also perform physical work in all weather conditions, so roles may include physical ability requirements. Candidates should confirm the license class and experience expectations for the specific opening.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information. Employers must obtain written consent before ordering a report, and if they intend to take adverse action based on the results, they must provide the candidate with a copy of the report, a summary of rights, and an opportunity to dispute inaccurate information before finalizing the decision. Learn more in this introduction to the Fair Credit Reporting Act (FCRA) and related EEOC guidance.

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