Cracker Barrel: Company Profile & Background Check FAQs

Cracker Barrel Old Country Store, Inc. was founded in 1969 by Dan Evins in Lebanon, Tennessee, where the company remains headquartered today. What began as a single roadside location combining a gas station, restaurant, and country store eventually evolved into a publicly traded company listed on NASDAQ under the ticker symbol CBRL.

Each Cracker Barrel location follows the same distinctive format: a full-service restaurant serving Southern-style food alongside a retail store stocked with country-themed gifts, apparel, and food products. Guests are typically greeted by the signature row of rocking chairs on the front porch. The company has deliberately placed its locations along US interstates and highways, making Cracker Barrel a recognizable stop for travelers throughout much of the country.

With approximately 660 locations across 44 states and a workforce exceeding 70,000 employees, Cracker Barrel is one of the larger casual dining employers in the United States. The company operates as a standalone public entity with no parent corporation.

Company culture and employee programs: Cracker Barrel has positioned itself as a family-friendly employer with a focus on hospitality and community. The company offers hourly positions in restaurant service, kitchen operations, and retail, as well as salaried management roles. Employee benefits vary by role and hours worked and may include health insurance, a 401(k) plan, and an employee discount on food and retail merchandise.

Yes. Cracker Barrel conducts background checks as a standard part of the hiring process for most positions. Given the company's scale and the nature of its work, which involves interacting with guests and handling cash transactions, background screening is a routine step before employment is finalized.

Most background checks are completed within three to five business days, though the actual timeline can vary depending on several factors. For more context on what influences screening timelines, see Checkr's guide to background check turnaround times.

Common factors that can affect how long a background check takes include:

A standard employment background check can return a range of information depending on what the employer has requested and what is permitted under applicable law. A Cracker Barrel background check may include:

The exact scope of screening may vary by position. Management roles may involve a broader set of checks than entry-level hourly positions.

In most cases, background checks cover the past seven years of criminal history. This standard comes from FCRA guidelines, which generally limit the reporting of most negative information to seven years. However, some states have their own rules that may further restrict how far back a background check can reach or what types of records can be considered.

Certain positions or salary thresholds may also allow for a longer lookback period under federal law. Additionally, "ban-the-box" laws in some states or localities may affect when in the hiring process an employer can request or consider criminal history information. The rules vary depending on where the job is located, so candidates may want to research the laws in their specific state.

The Fair Credit Reporting Act (FCRA) is a federal law that governs how consumer reporting agencies collect, share, and use background check information. Under the FCRA, candidates have specific rights during the background check process, including:

These protections apply regardless of which employer is conducting the background check, including Cracker Barrel.

Cracker Barrel may conduct drug testing as part of its hiring process, though policies can vary by location, role, and applicable state law. Some locations may require a drug screen before a candidate's start date, particularly for positions that involve operating equipment or working in safety-sensitive environments. Drug testing policies are typically disclosed during the hiring process, and candidates are encouraged to ask directly during the interview or offer stage if they have questions about what is required for a specific position.

Cracker Barrel evaluates candidates on a case-by-case basis and does not publicly maintain a blanket policy against hiring individuals with felony convictions. Whether a past conviction affects a hiring decision generally depends on factors such as the nature of the offense, how long ago it occurred, and the responsibilities of the role being applied for.

Federal and state equal employment guidelines encourage employers to consider the relationship between a conviction and the specific job duties rather than automatically disqualifying all applicants with a criminal record. Candidates with prior convictions are encouraged to be transparent during the application process and to be aware of their rights under the FCRA and any applicable state laws in the location where they are applying.

The Cracker Barrel hiring process typically follows these steps for most hourly positions:

The timeline from application to start date can vary depending on the volume of applicants and the results of the background and drug screening steps.

Candidates who want to review their own background information before applying to Cracker Barrel or any other employer have options to do so. Running a personal background check gives you visibility into what may appear on an employer-requested report, allowing time to address any inaccuracies.

Checkr offers personal background check services designed for this purpose:

To get started, visit Checkr Personal Background Checks or create a Checkr Profile to manage and share your background information with prospective employers.

If Cracker Barrel is using Checkr to process your background check, you can track the status of your report and get support through the following 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.