Applebee's: Company Profile & Background Check FAQs

Applebee's was founded in 1980 in Decatur, Georgia by Bill and T.J. Palmer. The original concept was built around the idea of a neighborhood bar and grill offering affordable, familiar food in a relaxed, community-oriented setting. The chain expanded rapidly through the 1980s and 1990s, becoming one of the defining names in American casual dining.

Today, Applebee's operates under Dine Brands Global (formerly DineEquity), which also owns IHOP. The chain has approximately 1,500 or more locations across the United States and international markets, making it one of the largest casual dining brands in the world by location count. The overwhelming majority of Applebee's restaurants are franchise-operated, meaning individual franchise owners manage day-to-day operations, staffing, and hiring decisions within their own locations.

Because most locations are franchises rather than corporate-owned restaurants, hiring policies, compensation structures, and background check practices can vary from one location to the next. Applicants should be aware that the experience at one Applebee's may differ meaningfully from another, depending on the franchisee involved.

Company culture and employee programs:

Applebee's workforce is composed primarily of hourly employees, including servers, hosts, bartenders, line cooks, and dishwashers, along with salaried management staff such as shift supervisors and general managers. The company and its franchise operators offer training programs for new hires, and benefits eligibility varies by franchisee and employment status. Benefits may include flexible scheduling, meal discounts, and health coverage options for qualifying full-time employees, though specifics depend on the individual franchise operator.

Yes, Applebee's conducts background checks on job applicants. Because the chain is primarily franchise-operated, the exact scope and timing of background screening may vary by location and franchisee. Corporate-owned locations follow Dine Brands Global standards, while individual franchise operators may apply their own supplemental screening policies within the bounds of applicable law.

Background checks at Applebee's typically occur after a conditional offer of employment has been extended. This means a candidate may receive and accept an offer before the background check is completed, with final employment contingent on the results. The type of positions being filled, including whether the role involves cash handling, alcohol service, or management responsibilities, may influence the depth of screening conducted.

The Applebee's hiring process generally follows these steps:

Most background checks conducted for Applebee's positions are completed within 3 to 5 business days. Turnaround times depend on several factors, including the scope of the search, the number of jurisdictions checked, and how quickly courts or other record sources respond to data requests.

Delays can occur in cases involving records from counties with slower court systems, discrepancies in personal information provided by the applicant, or when additional verification steps are required. For more information on what can affect turnaround times, see Checkr's guide to background check turnaround times.

A background check conducted as part of the Applebee's hiring process may reveal information across several categories, depending on the scope of screening ordered by the franchisee or employer. Common components include:

Under the FCRA, most background check reports are limited to seven years of history for non-conviction records, including arrests that did not result in a conviction. Convictions may generally be reported without a time limit, though some states impose stricter rules.

State laws vary significantly in how far back criminal records can be reported. Several states have enacted ban-the-box legislation and other restrictions that affect when and how criminal history can be considered in hiring decisions. For a full overview of how these laws may apply, see Checkr's resource on "ban-the-box" laws.

The look-back period that applies to a specific Applebee's applicant will depend on the location of the restaurant and applicable state law.

Applebee's has not published a blanket policy categorically excluding applicants with felony convictions. In practice, hiring decisions involving applicants with criminal records are evaluated on a case-by-case basis, with outcomes influenced by the nature and recency of the offense, the specific role being filled, and the policies of the individual franchise operator.

Because most Applebee's locations are franchise-operated, hiring managers at individual restaurants exercise meaningful discretion in these decisions. Entry-level positions such as dishwasher, host, or line cook may be more accessible to applicants with older or less serious convictions than roles involving cash handling, management responsibilities, or alcohol service oversight.

Relevant factors that may be considered include the nature of the offense and its relationship to the duties of the role, the amount of time that has passed since the offense, and evidence of rehabilitation or subsequent employment history. Applicants are encouraged to be transparent during the hiring process and to ask about the employer's individualized assessment process.

Applicants undergoing a background check as part of the Applebee's hiring process can generally expect the following requirements:

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how employers use consumer reports, including background checks, in hiring decisions. Under the FCRA, employers must obtain a candidate's written consent before ordering a background check, provide a copy of the report if it is used to make an adverse decision, and allow the candidate an opportunity to dispute inaccurate information before a final decision is made. This process is known as pre-adverse action notice.

The Equal Employment Opportunity Commission (EEOC) also provides guidance on how criminal history information should be used in hiring. Employers are generally expected to conduct an individualized assessment that considers the nature of the offense, the time elapsed, and the relevance of the record to the specific job rather than applying blanket exclusions. For a detailed overview of both laws and how they interact, see Checkr's resource on the FCRA and EEOC.

Running a personal background check with Checkr lets you preview what Applebee's 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 information provided in this article is intended for general informational purposes only and does not constitute legal advice. Background check policies, hiring practices, and applicable laws vary by location, franchisee, and role. Applebee's franchise operators set their own hiring standards within the bounds of applicable law. Candidates with questions about a specific background check should contact the hiring location directly or refer to the resources available through the Checkr Help Center.

*The information provided in this article is intended for general informational purposes only and does not constitute legal advice. Background check policies, hiring practices, and applicable laws vary by location, franchisee, and role. Applebee's franchise operators set their own hiring standards within the bounds of applicable law. Candidates with questions about a specific background check should contact the hiring location directly or refer to the resources available through the Checkr Help Center.*