Dairy Queen: Company Profile & Background Check FAQs

Dairy Queen was founded in 1940 in Joliet, Illinois, when the first store opened its doors and introduced soft-serve ice cream to the American public. The concept grew quickly, and within a decade Dairy Queen had expanded to hundreds of franchise locations across the country. That franchise-based model has defined the brand ever since, allowing independent business owners to operate DQ locations under the corporate banner while following shared brand and operational standards.

Today, International Dairy Queen (IDQ) serves as the parent company overseeing the Dairy Queen and Orange Julius brands. IDQ is a wholly owned subsidiary of Berkshire Hathaway, the conglomerate led by Warren Buffett, which acquired the company in 1998. That ownership structure brings significant financial stability and corporate resources to the brand, even as the day-to-day operation of most individual locations remains in the hands of franchisees.

The Dairy Queen system includes more than 7,700 locations globally, with a strong concentration in the United States, Canada, and parts of Asia. The menu spans soft-serve treats, Blizzard desserts, burgers, chicken, and hot dogs, positioning DQ as both a dessert destination and a fast-food dining option. Because the vast majority of locations are independently owned franchises rather than company-operated stores, employment practices, pay rates, and benefits can vary from one location to the next.

Staffing at Dairy Queen locations typically includes crew members, shift leaders, assistant managers, and general managers, with corporate and regional roles available through IDQ's corporate offices. Entry-level positions are widely accessible, making Dairy Queen Careers a common starting point for first-time job seekers and those looking for flexible, part-time work.

Company culture and employee programs:

Yes, Dairy Queen does conduct background checks, though the specific approach depends on the individual franchise location doing the hiring. Not every entry-level crew position at every franchise will automatically trigger a background check, while other locations may screen all new hires regardless of role. Candidates applying for management, supervisory, or cash-handling positions are more likely to encounter a background check as part of the hiring process. If you have been extended a conditional offer of employment, your hiring manager or franchisee operator can clarify whether a background check will be required for your specific role and location.

A Dairy Queen background check typically takes three to five business days to complete once the candidate has submitted their consent and the CRA has begun processing the request. Turnaround times can vary based on the types of checks ordered, the number of jurisdictions searched, and the speed at which courts and other record sources respond to queries. Delays are more common when manual court record retrieval is required or when a candidate has lived in multiple states. For a broader explanation of what can affect timelines, see Checkr's guide to background check turnaround times.

The specific records included in a Dairy Queen background check depend on the package ordered by the franchisee or hiring manager. Common components of a standard employment background check include:

In most cases, a Dairy Queen background check covers the past seven years of criminal history. This seven-year standard is established by the Fair Credit Reporting Act (FCRA) for most consumer reports and is also codified in the laws of several individual states. However, there are exceptions: convictions resulting in a sentence of more than one year in prison may be reportable beyond the seven-year window in many states, and some states have stricter limitations that further restrict how far back a report can look. Certain states and municipalities have also enacted "ban-the-box" laws that restrict when in the hiring process an employer may inquire about criminal history, which can affect how and when background check results are used. The specific lookback period for your screening will depend on the state where the job is located and the policies of the hiring franchise.

The Fair Credit Reporting Act (FCRA) is a federal law that governs how consumer reports, including employment background checks, are collected, used, and shared. The FCRA requires employers to obtain written consent from candidates before running a background check. If an employer intends to take an adverse action based on the results of a background check, such as rescinding a conditional offer of employment, the FCRA requires the employer to follow a specific two-step process: first providing the candidate with a pre-adverse action notice that includes a copy of the report and a summary of rights, then waiting a reasonable period before issuing a final adverse action notice. This process gives candidates an opportunity to review their report and dispute any inaccurate or incomplete information with the CRA before a final decision is made. Candidates also have the right to request a free copy of their report and to dispute errors directly with the CRA that produced it.

Dairy Queen does not publish a company-wide blanket policy on hiring candidates with felony convictions, and because most locations are independently owned franchises, the approach varies by operator. Individual franchisees make hiring decisions based on the nature of the role, the type of conviction, how much time has passed since the offense, and applicable state and local laws. Many states have enacted fair chance hiring laws that limit an employer's ability to automatically disqualify a candidate based on a criminal record without first conducting an individualized assessment. If you have a felony conviction on your record, it is worth applying and being prepared to discuss your background honestly during the interview process. The FCRA and EEOC guidance both encourage employers to consider the relevance of a conviction to the specific job rather than treating any record as an automatic disqualifier.

Drug testing policies at Dairy Queen are set at the franchise level and are not uniform across all locations. Some franchise operators require a drug test as part of the pre-employment screening process, particularly for management candidates or in states where testing is a standard business practice. Others may not require drug testing at all for crew-level roles. If you have received a conditional offer of employment, the hiring manager or franchisee can tell you whether a drug test is part of the process for your specific location and role. Drug tests, when conducted, are typically administered at a third-party testing facility after a conditional offer has been extended.

The Dairy Queen hiring process at most franchise locations follows a general sequence, though individual operators may adjust steps based on the role and their internal practices:

Dairy Queen hiring requirements vary by location and role, but the following criteria apply broadly across most franchise locations:

Before your Dairy Queen background check is completed, you can order your own personal background check to review what employers may see. This gives you the opportunity to identify any errors or outdated information in your record and address them before they affect a hiring decision. A personal background check through Checkr may include:

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

If Dairy Queen or another employer has initiated a background check through Checkr and you need to check the status of your report, provide documentation, or get help with a dispute, log in to the Candidate Portal or visit the Checkr Help Center for candidate-specific support 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.