Church's Texas Chicken: Company Profile & Background Check FAQs

Church's was founded in April 1952 by George W. Church Sr., who opened his first Church's Fried Chicken To-Go stand in downtown San Antonio, Texas, across the street from the Alamo. A retired incubator salesman with deep knowledge of the poultry business, Church built the concept around freshly fried chicken sold at low prices as a convenient takeout meal. The chain grew quickly after his death in 1956, and by the end of 1968 it had expanded to more than 100 restaurants across seven states.

Today the company is headquartered in Atlanta, Georgia, and operates under the Church's Texas Chicken banner in the Americas and as Texas Chicken in many international markets. The brand has grown to roughly 1,700 locations across 26 countries, including hundreds of restaurants in its home state of Texas. The chain is privately owned by High Bluff Capital Partners, a San Diego-based private equity firm, and the majority of restaurants are operated by franchisees rather than the corporate parent.

The menu centers on hand-battered fried chicken, tenders, sandwiches, and classic Southern sides such as mashed potatoes, fried okra, and the brand's signature honey butter biscuits. Restaurant-level roles include team members, cashiers, cooks, shift leaders, assistant managers, and general managers, while the Atlanta support center employs staff in marketing, franchising, supply chain, and other corporate functions.

Company culture and employee programs: Work at Church's restaurants is fast-paced and team-oriented, with a focus on food safety, speed of service, and hospitality. Because most locations are franchised, wages, benefits, scheduling, and advancement programs can differ from one operator to the next. Quick-service restaurants like Church's often promote from within, giving crew members paths toward shift leadership and management, and many locations offer flexible part-time schedules. Candidates should confirm pay, benefits, and training details with the specific restaurant or franchise group where they apply.

Yes. Employers in the restaurant and food service industry, including Church's Texas Chicken and its franchisees, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires written candidate consent, proper disclosures, and adverse action procedures when a report influences a hiring decision.

Church's Chicken restaurants are generally reported to conduct background checks for at least some positions, particularly management roles that involve cash handling, keys, and supervisory responsibility. Because most locations are independently owned franchises, screening practices may vary from one operator to another, and entry-level crew hiring at some locations may involve minimal screening. Candidates should rely on the disclosure forms provided during hiring to know whether a check will be run for their role.

The Church's Chicken hiring process is typically quick, especially for crew positions. Candidates usually apply online or in person at a local restaurant, then complete a short interview with a manager. Management applicants may go through additional interviews with a district manager or franchise owner. If a conditional offer is made and the role requires screening, the candidate will be asked to consent to a background check before a start date is confirmed. Orientation and food safety training generally follow once pre-employment steps are complete.

Timing depends on the searches ordered and the jurisdictions involved. Many reports for restaurant roles are completed within a few business days, while checks that include multiple county courthouse searches or slower court systems can take longer. Candidates who want to understand what affects timing can review background check turnaround times.

Each employer, including each franchise operator, decides which searches to include. For a quick-service restaurant role, a background check may include some or all of the following:

The disclosure and consent forms shared during hiring list the exact searches for a given position.

Lookback windows depend on the type of search and state law. Under the FCRA, most negative information other than convictions generally cannot be reported once it is more than seven years old, while convictions can often be reported indefinitely under federal law. Several states cap conviction reporting at seven years, and salary-based exceptions can apply to some rules. Because Church's restaurants operate in many states, two candidates at different locations may see different lookback periods applied.

Neither Church's Texas Chicken nor its franchisees publish a single detailed policy on hiring candidates with felony records, and decisions are typically made case by case. The restaurant industry is often cited as relatively accessible for people reentering the workforce, and employers commonly weigh the nature of the offense, how long ago it occurred, and its relevance to the role. Many states and cities have "ban-the-box" laws that limit when criminal history questions can be asked. Candidates with records are encouraged to apply and to answer any lawful questions honestly.

When a background check is part of hiring, candidates will typically be asked to sign a written disclosure and consent form first, as required by the FCRA. Applicants should be ready to provide accurate personal information, including their full legal name, date of birth, Social Security number, and address history. In addition, restaurant employees usually need to meet minimum age requirements and complete any food handler certifications required in their state or county.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires employers to get written permission before running a check, to provide a copy of the report and a summary of rights before taking adverse action based on its contents, and to give candidates the chance to dispute inaccurate information. For a fuller explanation of these protections and related EEOC guidance, see this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Church's Texas Chicken or its franchisees may see and helps you catch 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.