Crumbl Cookies: Company Profile & Background Check FAQs

Crumbl Cookies was founded in 2017 by Jason McGowan and Sawyer Hemsley in Logan, Utah. The company built its reputation on large, gourmet cookies and a rotating weekly menu that changes every Sunday, keeping its product lineup fresh and its social media following highly engaged. Operating under the parent company Crumbl LLC, Crumbl Cookies operates through a franchise model with more than 1,100 locations across the United States, making it one of the fastest-growing food franchises in the country.

Company culture and employee programs: Crumbl Cookies primarily hires for entry-level food service roles, including crew members and bakers, as well as store managers at franchise locations. The minimum hiring age is typically 16, though this can vary by location and applicable state law. Positions generally involve food preparation, customer service, and maintaining the in-store experience. Roles often require flexible availability, including evenings and weekends, in line with standard food service scheduling.

Yes, background checks are a standard part of the Crumbl Cookies hiring process. Because Crumbl Cookies operates as a franchise, individual franchise owners are responsible for day-to-day hiring decisions at their locations. This means that the specific background check requirements, the scope of the screening, and the criteria used to evaluate results may vary somewhat from one location to another. Candidates should expect that background checks are standard practice across franchise locations, particularly for roles involving direct customer interaction or food handling.

Most background checks are completed within three to five business days, though the actual turnaround time can vary depending on several factors. These include:

For a detailed breakdown of background check timelines and what can cause delays, see How Long Does a Background Check Take.

A standard employment background check conducted by a CRA may include a review of the following:

The specific components included in a background check will depend on the screening package selected by the individual Crumbl Cookies franchise location.

Under the FCRA, most consumer reporting agencies are limited to reporting criminal records from the past seven years for positions with an annual salary below a certain threshold. Some states have additional restrictions that apply regardless of salary level. Arrests that did not result in a conviction, for example, may be excluded from background check reports in certain states.

Separately, "ban-the-box" laws in many cities and states restrict when employers can ask about criminal history during the application process, often requiring that a conditional offer of employment be extended before a background check is initiated. The rules that apply will depend on the state and city where the Crumbl Cookies location is based.

The Fair Credit Reporting Act (FCRA) is a federal law that governs how consumer reporting agencies collect, share, and use personal information, including for employment background checks. Key protections for candidates include:

The Equal Employment Opportunity Commission (EEOC) provides additional guidance on how employers should evaluate criminal history in a way that avoids discriminatory practices. For a full overview, see An Introduction to the FCRA and EEOC.

Crumbl Cookies is not a Department of Transportation (DOT)-regulated employer, so there is no federal mandate requiring drug testing for its workforce. Drug testing policies for crew members, bakers, and other entry-level food service roles are generally at the discretion of individual franchise owners. Pre-employment drug testing is not universally confirmed as a standard requirement across Crumbl Cookies locations, and many food service employers at this level do not require drug tests for entry-level positions. Candidates should contact the specific franchise location where they are applying to confirm whether a drug test is required as part of that location's hiring process.

Crumbl Cookies franchise locations are generally expected to evaluate criminal history on a case-by-case basis, consistent with FCRA and EEOC guidelines. This means that a felony conviction does not automatically disqualify a candidate from employment. Relevant factors in the individualized assessment typically include:

Candidates with a prior record are encouraged to be forthright during the hiring process and to understand their rights under applicable "ban-the-box" laws, which may limit when and how an employer can inquire about criminal history.

The Crumbl Cookies hiring process for entry-level positions is generally straightforward and moves quickly. A typical process looks like this:

Requirements for Crumbl Cookies positions vary by role and location, but general expectations for entry-level positions include:

Running a personal background check with Checkr lets you preview what Crumbl Cookies may see and help you identify potential inaccuracies. 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 families.

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.