Zumiez: Hiring, Background Check & Employment Verification FAQs

Zumiez is a publicly traded specialty retailer based in Lynnwood, Washington. Reference sources report that Thomas Campion and Gary Haakenson founded the company in 1978, when the first store opened as Above the Belt at Northgate Mall in Seattle, and that the corporate name later changed to Zumiez. The company has traded publicly since 2005 under the Nasdaq symbol ZUMZ, and its corporate office moved from Everett to Lynnwood in 2012.

Zumiez describes itself as a specialty retailer of apparel, footwear, accessories, and hardgoods for young men and women, with a focus on action sports such as skateboarding, snowboarding, BMX, and motocross. Reference sources report that it has operated stores in the United States, Canada, Europe, and Australia, and that it has grown in part through acquisitions, including Blue Tomato in 2012 and Fast Times in 2015.

The company's jobs page directs applicants to separate openings for its stores, its distribution center in Corona, California, its web fulfillment center, and its home office in Lynnwood, Washington. It says applicants must be at least 16 years old, and it notes that depending on age and state, the hours a younger employee can work may be limited. Zumiez also says there is no formal dress code, so employees are not required to wear clothing of a particular design, color, or brand, and that interviews can vary from store to store.

Company culture and employee programs:

Zumiez's jobs page describes a fast-paced, competitive environment and says the company looks to promote as many internal employees as it can. It lists medical, dental, vision, paid parental leave, life insurance, and paid time off for full-time employees, and product discounts, a casual dress code, and scholarship opportunities for all employees. The page says the employee discount applies right away and ranges between 25 percent and 50 percent depending on the type of product and the employee's position. Benefits and schedules typically vary by role and by whether a position is full-time or part-time, so candidates should confirm details during the hiring process.

Yes. Employers in the specialty retail industry, including Zumiez, 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 for employment is governed by the Fair Credit Reporting Act (FCRA), which sets requirements around candidate consent, disclosure, and adverse action procedures. State and local rules may add further requirements depending on where the job is located.

Zumiez is generally reported to conduct background checks for at least some positions as part of its hiring process, and the scope may vary by role and location. This is consistent with standard practice in retail, where store employees handle cash, merchandise, and customer information, and where distribution and home office roles may involve inventory or financial systems. Candidates should rely on the disclosure and consent form they receive during hiring to learn which searches apply to their specific position.

The Zumiez hiring process typically begins with an online application. The company's jobs page tells applicants to pick the area they want, either stores, the distribution center, or the home office, then log in or create a user account, complete a profile, and select the local stores and jobs to apply to. After applying, candidates are encouraged to check in with the location, and the company suggests stopping by a local store to meet the store manager. Interviews may include conversations about customer service and the brands the store carries. Candidates who receive a conditional offer are usually asked to consent to a background check and complete other pre-employment requirements before a start date is confirmed. Steps may vary by store and role.

A Zumiez background check typically takes anywhere from a few business days to longer, depending on the searches ordered and how quickly courts and agencies respond. Checks that involve records in several counties or states can take more time. Candidates who want to understand typical timelines in more detail can review background check turnaround times.

The employer decides which searches to order. For a specialty retail employer like Zumiez, a background check may include some or all of the following:

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

Zumiez may require a drug test for certain roles, but candidates should confirm the requirement for their specific position. Drug screening is less standard for entry-level store jobs than for driving or safety-sensitive positions, and policies may vary by role, location, and state law. The job listing and offer paperwork are the best source for what applies to a particular opening.

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.

Zumiez is generally reported to review criminal history on a case-by-case basis, so a record does not automatically rule out every role. Factors that may influence a decision include the type of offense, how much time has passed, and the duties of the job, such as handling cash or inventory. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history during the application process. Candidates are encouraged to answer application questions honestly and to be prepared to discuss their background if asked.

Candidates applying to Zumiez will typically be asked to provide written consent before a background check begins. This consent is usually part of a disclosure form presented during the hiring process. Applicants should be ready to supply accurate personal information, including their full legal name, date of birth, Social Security number, and address history. Accurate information helps ensure searches are run in the correct jurisdictions 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).

Zumiez says applicants must be at least 16 years old. Depending on an employee's age and the state where the job is located, the number of hours a younger worker can be scheduled may be limited. Young applicants may still be asked to consent to a background check, though the searches that apply can differ for candidates with little or no work or court history. Candidates under 18 who have questions about hours, work permits, or screening should ask the store manager during the application process.

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