Biscuitville: Company Profile & Background Check FAQs

Biscuitville traces its history to 1966, when former flour salesman Maurice Jennings began selling take-out pizza from two bread and milk stores in Burlington, North Carolina, under the name Pizzaville. To boost morning sales, Jennings started serving fresh biscuits, and the concept proved so popular that the first biscuit-only store opened in Danville, Virginia, in 1975. Over time, the remaining Pizzaville locations were converted to Biscuitville restaurants, and the brand became a beloved breakfast institution in the region.

The company remains owned by the Jennings family and is headquartered in Greensboro, North Carolina, where it moved its home office from Graham in 2007. As of 2023, Biscuitville operated 82 locations across North Carolina, South Carolina, and Virginia, and the chain has continued opening new restaurants in the years since. Biscuitville markets itself as the home of the Biscuit Window and emphasizes Southern hospitality, locally sourced ingredients, and biscuits made from scratch throughout the morning.

One distinctive feature of the business model matters to job seekers: Biscuitville restaurants focus on breakfast and lunch, with locations generally closing in the early afternoon. That daytime schedule means employees typically are not asked to work late-night shifts, which the company promotes as a quality-of-life advantage compared with many other quick-service restaurant employers. The workforce consists largely of restaurant team members, bakers, cashiers, drive-through staff, shift supervisors, and restaurant managers, supported by field leadership and a corporate team in Greensboro.

Company culture and employee programs: Biscuitville presents itself as a family business that values long tenure and internal promotion, and restaurant careers can progress from team member to shift leader to management. Benefits vary by role, hours, and location, so candidates should confirm specifics during interviews. Typical roles include:

Yes. Employers in the restaurant and food service industry, including Biscuitville, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow applicable federal, state, and local laws. When screening is performed through a consumer reporting agency, it is governed by the Fair Credit Reporting Act (FCRA), which requires disclosure, written consent, and specific adverse action procedures. North Carolina, South Carolina, and Virginia each have their own employment laws that can affect how background information is gathered and used.

Biscuitville is generally reported to conduct background checks for at least some positions, particularly management and other roles with greater responsibility, which is consistent with common practice in the restaurant industry. Screening for entry-level crew roles varies across restaurant employers, and practices can differ by location and role. The scope of a Biscuitville background check may depend on the position, so candidates should review any disclosure forms they receive during hiring for specifics.

While steps can vary by restaurant, the Biscuitville hiring process typically begins with an online application through the company's careers page or an in-person inquiry at a local restaurant. Promising candidates are usually contacted for an interview with a restaurant manager, and management candidates may complete additional interviews with field leadership. Candidates who receive an offer may be asked to consent to a background check, particularly for supervisory roles, before completing onboarding, paperwork, and training. Because restaurants close in the early afternoon, interviews are often scheduled during daytime hours.

Turnaround time depends on the searches included and the jurisdictions involved. Many background checks for restaurant roles are completed within a few business days, while reports that involve county court record searches across several counties or states can take longer. Candidates who want to understand what affects timing can review background check turnaround times.

The employer determines which searches to include for each role. For a quick-service restaurant position, a background check may include some or all of the following:

Candidates should read the disclosure and consent forms provided during hiring to see exactly which searches apply to their role.

The lookback period depends on the search type and governing law. Under the FCRA, consumer reporting agencies generally cannot report most types of negative information older than seven years, though criminal convictions may be reported for longer in many states, with exceptions for certain higher-paying positions. State rules in the Carolinas and Virginia, along with the policies of the individual employer, shape what is actually considered in a hiring decision.

Biscuitville does not publicly publish a detailed policy on hiring candidates with felony records, and decisions of this kind are typically made case by case. Restaurant employers commonly weigh the nature of the offense, how long ago it occurred, and the responsibilities of the role, and many hire candidates with records for crew positions. A growing number of states and cities have "ban-the-box" laws that limit when employers can ask about criminal history during the application process. Candidates with records are encouraged to apply, answer questions honestly, and be ready to discuss their background if asked.

Biscuitville's drug testing practices are not publicly detailed and may vary by role and location. Drug testing is less common for entry-level restaurant crew positions across the industry, while some employers test candidates for management roles or after workplace incidents. Candidates should ask during the interview process or review their offer paperwork if this is a concern.

If a background check is required for a role, candidates will typically be asked to sign a written disclosure and consent form before screening begins. Applicants should be prepared to provide accurate personal information, including full legal name, date of birth, Social Security number, and address history. Providing complete and accurate details helps the check run in the correct jurisdictions and avoids unnecessary 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 ordering a background check, and if they intend to take adverse action based on the results, they must give the candidate a copy of the report and a summary of rights, plus a reasonable opportunity to dispute inaccurate information. For a detailed overview of the Fair Credit Reporting Act (FCRA) and EEOC guidance, review Checkr's introduction to these protections.

Running a personal background check with Checkr lets you preview what Biscuitville may see and helps you identify potential inaccuracies before they affect your 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.