Chipotle Mexican Grill: Company Profile & Background Check FAQs

Chipotle Mexican Grill was founded in 1993 by Steve Ells, who opened the first restaurant near the University of Denver in Colorado with $85,000 borrowed from his father. Ells modeled the concept on the Mission-style burritos he encountered in San Francisco's Mission District, prioritizing fresh ingredients, simple preparation, and a fast assembly-line service format. The company grew steadily through the late 1990s, with backing from McDonald's Corporation, which held a majority investment stake from 1998 until Chipotle's initial public offering in January 2006. The IPO was one of the most successful restaurant IPOs in history at the time. McDonald's divested its Chipotle stake in 2006. For more on the company's founding and growth history, see Chipotle's investor relations page and the company's values page.

Today, Chipotle operates more than 3,700 restaurants in the United States, Canada, the United Kingdom, France, and Germany, with its headquarters in Newport Beach, California. The company is publicly traded on the New York Stock Exchange under the ticker symbol CMG and is a component of the S&P 500. Unlike many of its competitors in the fast-casual segment, Chipotle operates entirely company-owned restaurants with no franchise model, meaning all locations adhere to uniform operational and employment standards set by corporate leadership. As of 2024, Chipotle employs approximately 130,000 people across its restaurant and support center operations.

Chipotle's menu centers on burritos, burrito bowls, tacos, quesadillas, and salads built from a focused list of ingredients. The company has positioned itself around what it calls "Food With Integrity," a sourcing philosophy that prioritizes responsibly raised meats, organic and locally grown produce when feasible, and transparency about ingredient origins. This positioning has contributed to Chipotle's growth as a distinct brand in the crowded quick-service and fast-casual restaurant categories.

Company culture and employee programs:

Because Chipotle operates all of its own locations, the company maintains consistent human resources policies and benefit structures across its workforce. The company offers structured career advancement pathways, with many restaurant general managers and field leaders promoted from entry-level crew positions. Company benefits for eligible employees include health insurance, dental and vision coverage, a 401(k) retirement plan with company match, paid time off, and a free or discounted meals program. Chipotle also offers tuition assistance and access to college courses through its Cultivate Education program, which covers 100% of tuition for select online degrees through Guild Education partners. The company has cited its promote-from-within culture as a core element of its workforce development strategy.

Most employment background checks can be completed in three to five business days, but timing varies with the screenings ordered and record accessibility. Database searches can close in minutes, whereas searches that require manual courthouse retrieval or follow-up paperwork may extend beyond a week. For Chipotle positions, which typically involve standard criminal background screening, most candidates can expect results within this typical window. Delays may occur if records need to be verified across multiple jurisdictions or if the candidate has lived in several states. See Checkr's guide to background check turnaround times for details.

A background check report may include:

The specific components included in a Chipotle background check can depend on the position level and applicable state or local regulations. Crew member and food prep roles typically undergo standard criminal background screening, while management and support center roles may involve more comprehensive checks.

Look-back periods vary by state law, position, and the consumer reporting agency's data sources. Many employers focus on the past seven years for most convictions, following guidelines established by the Fair Credit Reporting Act (FCRA). However, certain states impose specific limitations on how far back employers may review criminal history, and some jurisdictions prohibit consideration of particular types of records altogether.

Several states limit reporting of most criminal convictions to seven years, while others have adopted "ban-the-box" laws that restrict when and how employers can inquire about criminal history during the hiring process. Candidates should review their state's fair-chance laws to understand local limits that may apply to their Chipotle application.

Chipotle does not maintain a publicly stated blanket policy that automatically disqualifies all candidates with felony convictions. Like many large employers, Chipotle evaluates candidates with criminal records on an individualized basis, taking into account factors such as the nature and severity of the offense, how much time has passed since the conviction, and the relevance of the offense to the duties of the position being applied for.

Entry-level crew member roles, which make up the majority of Chipotle's workforce, are generally more accessible for candidates with prior convictions than roles involving cash handling, management responsibilities, or access to sensitive systems. Convictions involving food safety violations, theft, violent crimes, or offenses directly relevant to a food service environment may receive additional scrutiny during the review process.

Because Chipotle operates entirely company-owned locations, the company's fair-chance hiring approach is applied through a consistent corporate framework rather than varying by individual franchise operator. Candidates with criminal records are encouraged to be prepared to discuss their background honestly during the hiring process and to understand their rights under applicable state fair-chance laws.

The Fair Credit Reporting Act (FCRA) is a federal law that governs how employers can obtain and use background check information. The FCRA requires employers to:

Equal Employment Opportunity Commission (EEOC) guidance also recommends that employers consider the specific circumstances of each case rather than applying blanket disqualification policies. This individualized assessment approach supports fair-chance hiring practices by allowing candidates to explain their background and demonstrate their qualifications for the role.

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

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.