Yusen Logistics: Hiring, Background Check & Employment Verification FAQs

Yusen Logistics describes itself as a global supply chain logistics company and says it was founded in 1955. Its services include ocean and air freight forwarding, warehousing, distribution and supply chain management, and the company says it operates distribution centers and offices in 47 countries and regions. Its home page also highlights a recent acquisition that expands its healthcare logistics capabilities.

In the United States the business operates as Yusen Logistics (Americas) Inc., a non-asset-based third-party logistics provider headquartered in Secaucus, New Jersey. The company says it has a network of warehouses across the country with a combined footprint of more than 3 million square feet, and that it has more than 1,600 associates in 48 locations throughout the U.S. Services listed for the Americas include air and ocean freight forwarding, contract logistics, trucking, port drayage, shipment handling and distribution management.

Roles tied to Yusen Logistics (Americas) are generally reported to span office and corporate positions, such as project managers, analysts and product managers, as well as operations and warehouse positions. Applicants are directed from the careers page to an online job search, so most candidates start there.

Company culture and employee programs: Yusen Logistics (Americas) says that working there means continually growing and challenging yourself, and its careers page describes career opportunities that help employees grow with the company. The page also warns about fraudulent recruitment communications that imitate the company. Pay, benefits and schedules vary by role and location, so candidates should confirm details in the job listing and during the hiring process.

Yes. Employers in the logistics and supply chain industry, including Yusen Logistics, are legally permitted to run pre-employment background checks if they follow the FCRA and state law. In the United States, the Fair Credit Reporting Act (FCRA) sets rules for candidate consent, disclosure and adverse action when a third-party report is used. Candidates outside the United States may be covered by the privacy and employment rules of their own country.

Yusen Logistics is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice in logistics. Employees handle customer freight, shipping documents and sometimes secure facilities, so screening is typically a standard step before a start date is confirmed. The scope of a Yusen Logistics background check may vary by role, location and customer requirements.

While exact steps vary by role and location, the Yusen Logistics hiring process typically begins with an online application through the job search linked from its careers page. Qualified applicants may complete screening calls and one or more interviews, and a conditional offer is usually followed by a background check and other pre-employment steps. The careers page warns of fraudulent job communications that were made to look like they came from the company, so candidates should apply only through its official posting site and be cautious about any unexpected request for personal information.

Turnaround varies with the searches ordered, the responsiveness of courts and agencies, and the candidate's history across jurisdictions. Many checks return within a few business days, while court searches across several counties or states can take longer. Candidates who want typical timelines in more detail can review background check turnaround times.

The components of a background check are chosen by the employer. For a role at a logistics company like Yusen Logistics, a check may include some or all of the following:

Candidates should review the disclosure and consent forms they receive to see which searches apply to their role.

Drug testing for Yusen Logistics roles is not publicly detailed, so candidates should not assume either way. Warehouse and driver positions in the industry may require a pre-employment drug screen, and roles that involve operating commercial motor vehicles may be covered by federal Department of Transportation testing rules. Any requirement would typically appear in the offer letter or onboarding materials. This page makes no claim about the company's own policy.

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.

Yusen Logistics' policies on candidates with felony records are not publicly stated in detail, and decisions are typically made case by case. Factors that may matter include the type of offense, how much time has passed and the duties of the role, which can differ between an office position and a role at a secure warehouse or port. New Jersey has a state law on this topic, described in the question below, and many other states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history during the application process.

Candidates should expect to give written consent before a background check is started, usually through a disclosure form during the hiring process. They should be ready to provide accurate personal information, including full legal name, date of birth, Social Security number, address history and government ID. For driving roles, a valid license may also be needed. Accurate details help searches reach the right jurisdictions and 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).

New Jersey's Opportunity to Compete Act generally limits when employers may ask about a job applicant's criminal record during the initial application process. Because Yusen Logistics (Americas) is headquartered in Secaucus, New Jersey, the law may apply to roles based in the state, though the statute has exceptions, including positions where a criminal history check is required by law. The text of the Act is published as P.L. 2014, c. 32, and candidates can ask the recruiter how it applies to a specific job.

Roles that touch freight, ports, airports or secure warehouses may involve extra screening beyond a standard employment background check. Requirements vary by facility, mode of transport, customer and job duties. Driver roles may include a motor vehicle record check, and roles at secure sites may require identity verification or access-related checks. Candidates can ask the recruiter which checks apply to the specific job before they start.

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