Chili's: Company Profile & Background Check FAQs

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Chili's: Company Profile & Background Check FAQs

Chili's Grill & Bar is one of the most recognized casual dining chains in the United States, with more than 1,200 locations across the country and a presence in 29 countries worldwide. As a major employer in the restaurant industry, Chili's routinely conducts background checks as part of its hiring process. This guide covers the Chili's background check process, what candidates can expect during the hiring process, how the Fair Credit Reporting Act protects applicants, and what information a background check may reveal.

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Chili's: Company overview

Chili's Grill & Bar was founded in 1975 in Dallas, Texas by Larry Lavine. The original concept centered on casual, affordable Tex-Mex and American cuisine served in a relaxed bar-and-grill atmosphere. The brand grew steadily through the 1980s and became part of Brinker International, which is publicly traded on the New York Stock Exchange under the ticker symbol EAT. Brinker International also owns Maggiano's Little Italy.

Today, Chili's operates more than 1,200 locations across the United States and has an international presence spanning 29 countries. The chain employs tens of thousands of workers across front-of-house, back-of-house, and management roles. Locations operate under a mix of company-owned and franchise arrangements, which can influence specific hiring policies at the individual restaurant level.

Chili's serves a broad customer base seeking sit-down casual dining experiences. Its menu focuses on Tex-Mex staples, American comfort food, and bar service, positioning it in the casual dining segment rather than quick-service. The brand has maintained consistent consumer recognition over its 50-year history, making it a significant employer in the food and beverage industry.

Company culture and employee programs: Chili's has publicly emphasized team-oriented work environments and has undertaken workforce initiatives aimed at employee retention and development. The company offers training programs for new hires and advancement pathways within its restaurant management structure. Specific benefits and programs vary by location and employment classification, and candidates are encouraged to confirm details directly with their hiring location.

Chili's background check FAQs

Does Chili's do background checks?

Yes. Chili's conducts background checks for most positions across its locations. Because Chili's operates through both company-owned and franchised restaurants, specific screening practices may vary by location, but background screening is a standard component of the hiring process across the brand. Roles involving cash handling, alcohol service, or supervisory responsibilities may be subject to more comprehensive screening relative to other positions.

What is the Chili's hiring process?

The Chili's hiring process generally follows these steps:

Application - Candidates submit an application online through the Chili's careers portal or in person at a location.
Phone screen - A hiring manager or recruiter may conduct a brief phone screen to confirm availability, experience, and interest in the role.
Interview - Qualified candidates are invited for an in-person or video interview with a manager at the restaurant location.
Conditional offer - Candidates who are selected receive a conditional offer of employment, pending completion of the background check and any other screening requirements.
Consent form - Candidates must provide written authorization before a background check can be initiated. This is required under the Fair Credit Reporting Act (FCRA).
Background check - A third-party CRA conducts the background check on behalf of Chili's. The check typically covers criminal history and may include identity verification and other records.
Drug test (if applicable) - Some locations or roles may require a drug test as part of the pre-employment process. Requirements vary by location and applicable state law.
Orientation - Once screening is complete and the offer is confirmed, new hires complete onboarding and orientation.

How long can a Chili's background check take?

A Chili's background check typically takes three to five business days to complete. Turnaround times can vary depending on the scope of the check, the jurisdictions being searched, and how quickly courts or other record sources respond to requests. Delays may occur if additional verification is needed or if a candidate's history involves records from multiple counties or states. For more information on what affects timing, see background check turnaround times.

What can be revealed in a Chili's background check?

A standard background check conducted for Chili's may include the following types of records and searches:

Criminal history - Felony and misdemeanor convictions at the county, state, and federal level, within the timeframe permitted by applicable law.
SSN trace - An SSN trace verifies a candidate's identity and identifies addresses associated with their Social Security Number, which helps determine which jurisdictions to search.
Sex offender registry - A search of the sex-offender registry to identify whether a candidate appears on any state or national registries.
Global watchlists - A review of global watchlists, which may include the OFAC list, terrorist watch lists, and other government sanctions databases.
Employment verification - Confirmation of past employment history as provided by the candidate on their application.
Education verification - Verification of educational credentials, which may be relevant for management or corporate roles.

The specific components of the background check may vary based on the position applied for and location.

How far back can Chili's background check go?

In most cases, a Chili's background check covers the prior seven years of a candidate's history. The seven-year lookback period is a standard established under the FCRA and many state-level laws for non-conviction records and certain civil judgments. Convictions may be reported beyond seven years in some states and for certain types of positions.

State laws vary, and some jurisdictions have enacted "ban-the-box" laws that restrict when and how employers can inquire about criminal history during the hiring process. Candidates should be aware of the specific rules in their state or locality, as these laws can affect what Chili's may consider during the hiring process.

Does Chili's hire felons?

Chili's evaluates candidates with felony convictions on a case-by-case basis. There is no universal blanket policy across all Chili's locations that automatically disqualifies applicants with a felony record. Because Chili's restaurants operate under both company-owned and franchise models, policies may vary by individual location.

Factors that are typically considered include the nature and severity of the offense, how much time has passed since the conviction, and the relevance of the offense to the specific role being filled. Positions involving cash handling, access to alcohol, or supervisory authority may involve a higher level of scrutiny. Candidates with criminal records are encouraged to be transparent during the application process and to review applicable state laws, which in some jurisdictions provide additional protections.

What is the FCRA and how does it protect candidates?

The Fair Credit Reporting Act (FCRA) is a federal law that governs how consumer reporting agencies collect and report information used in background checks, and how employers may use that information in hiring decisions. The FCRA establishes specific obligations for employers conducting background checks:

Disclosure - Employers must provide a clear and conspicuous written disclosure that a background check will be conducted, in a document that consists solely of the disclosure.
Authorization - Employers must obtain written consent from the candidate before initiating the background check.
Pre-adverse action notice - If an employer is considering taking an adverse action (such as not hiring a candidate) based on information in the background check, they must first provide the candidate with a copy of the report and a summary of their rights under the FCRA.
Adverse action notice - If the employer proceeds with the adverse action, they must notify the candidate and provide information about the CRA that supplied the report, including the candidate's right to dispute inaccurate information.
Right to dispute - Candidates have the right to dispute inaccurate or incomplete information in their background check report directly with the CRA.

The FCRA applies to background checks conducted by third-party CRAs. These protections are designed to ensure candidates are treated fairly and have the opportunity to address errors in their records before a final hiring decision is made.

Order your own background check

Candidates who want to review their own background information before applying for a job at Chili's or any other employer can order a personal background check through Checkr. Knowing what is in your record gives you the opportunity to identify and dispute any inaccurate information in advance. A personal background check through Checkr may include:

Criminal records search
SSN trace and identity verification
Sex offender registry search
Global watchlist screening

To get started, visit Checkr Personal Background Checks or create a shareable Checkr Profile that you can provide to prospective employers.

Are you a candidate with an open background check with Checkr?

If you have an open background check in progress and need to check your status or get support, log in to the Candidate Portal or visit the Checkr Help Center for candidate-specific resources and assistance.

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.