Arby's: Company Profile & Background Check FAQs

Arby's was founded in 1964 by brothers Forrest and Leroy Raffel in Boardman, Ohio, originally built around roast beef sandwiches at a time when hamburgers dominated the fast food landscape. The chain grew steadily over the following decades and is now headquartered in Sandy Springs, Georgia.

In 2018, Arby's Restaurant Group became part of Inspire Brands, a multi-brand restaurant company that also owns Buffalo Wild Wings, Sonic Drive-In, Dunkin', Baskin-Robbins, and Jimmy John's. Today, Arby's operates a mix of corporate-owned and independently franchised locations across the US and in select international markets. The brand is widely recognized for its roast beef sandwiches, curly fries, and the long-running slogan "We Have the Meats."

Company culture and employee programs: Arby's locations hire for a range of positions, including crew members, cashiers, line cooks, shift managers, and restaurant managers. Entry-level roles are generally available to candidates without prior food service experience, and many locations offer flexible scheduling. Benefits availability and specifics can vary between corporate-owned and franchised locations, so candidates should confirm details directly with the hiring location.

Yes, Arby's conducts background checks as a standard part of the hiring process for most positions. The scope and requirements of those checks may vary depending on the role and the location. Because Arby's operates through a combination of corporate-owned and franchised restaurants, individual franchise operators may have their own background check policies that differ from corporate standards. Candidates should be prepared for a background check regardless of location type.

Most background checks are completed within three to five business days, though the timeline can vary depending on several factors. For general information on what affects processing times, see background check turnaround times.

Factors that can affect how long a background check takes include:

The specific searches included in a background check depend on the role and the employer's screening package. A standard background check for an Arby's position may include:

Not every search listed above is included in every check. The employer determines which searches to run based on position requirements and applicable law.

Background checks typically cover the past seven years of a candidate's history, which is the standard lookback period under the Fair Credit Reporting Act (FCRA) for most types of records. Some states impose stricter limits. For roles with higher salaries, some states allow longer lookback periods.

In addition, many states and localities have enacted "ban-the-box" laws that restrict when and how employers can ask about criminal history during the hiring process. These laws may limit when a background check can be requested, what records can be considered, and how employers must handle adverse action decisions. The rules vary significantly by location, so candidates and employers should be aware of the laws that apply in their specific jurisdiction.

The Fair Credit Reporting Act (FCRA) is a federal law that governs how background checks can be conducted for employment purposes. Key protections under the FCRA include:

The FCRA applies to background checks conducted through third-party CRAs. Employers must follow these requirements regardless of what the report reveals.

Drug testing policies at Arby's can vary by location and by the type of role being filled. Some Arby's locations, particularly those that are corporate-owned or that operate under specific regional policies, may require a pre-employment drug test. Others may not test at all, or may only test in response to a workplace incident. Franchise operators set their own policies within the bounds of applicable law, so practices are not uniform across all locations.

Candidates who have questions about whether a specific location drug tests should ask the hiring manager directly. If a drug test is required, it is typically scheduled after a conditional offer of employment has been extended.

Arby's does not have a publicly stated company-wide blanket policy against hiring candidates with felony convictions. In practice, hiring decisions involving candidates with criminal records are made on a case-by-case basis, taking into account factors such as the nature of the offense, how much time has passed, and the requirements of the specific role.

Federal EEOC guidance discourages blanket exclusion policies based on criminal history, and many states and municipalities have enacted ban-the-box laws that restrict when employers can inquire about criminal history. As a result, candidates with a felony conviction are not automatically disqualified from consideration.

Because policies can differ between corporate-owned and franchised locations, candidates with criminal records may have different experiences depending on where they apply. Applying and being transparent during the process is generally the recommended approach.

The Arby's hiring process for most restaurant-level positions follows a straightforward sequence. The steps below reflect the general process for hourly and entry-level roles:

The total timeline from application to first day can range from a few days to a couple of weeks, depending on how quickly each step is completed and how long the background check takes to return.

Candidates who want to review their own background information before applying for a job at Arby's or any other employer can request a personal background check through Checkr. Reviewing your own report in advance can help you identify any inaccurate information and address discrepancies before they come up during a hiring process.

Checkr Personal Background Checks allow individuals to access their own records. Benefits of ordering your own report include:

You can also create a Checkr Profile to share your background check results directly with prospective employers.

If Arby's or another employer has initiated a background check through Checkr and you have questions about the status of your report, you can log in to the Candidate Portal to check your report status or visit the Checkr Help Center for additional support and resources.

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.

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.