Dave & Buster's: Hiring, Background Check & Employment Verification FAQs

Dave & Buster's was founded by David "Dave" Corriveau and James "Buster" Corley, who each separately ran neighboring establishments in the late 1970s: Buster operated a well-liked restaurant while Dave ran an entertainment and games venue nearby, and the two noticed customers rotating between both spots. Deciding to combine the concepts under one roof, the pair converted a 40,000-square-foot warehouse on Dallas's "Restaurant Row" and opened the first Dave & Buster's in December 1982, with Dave's name placed first after winning a coin toss.

The concept was considered unconventional at the time, but Dave & Buster's pioneered what became known as the "eatertainment" category, merging upscale dining and a full bar with a sophisticated arcade experience. In 1989, seven years after opening, Edison Brothers Stores acquired majority ownership, providing capital for expansion into additional cities including Houston (1991), Atlanta (1992), and Philadelphia (1994). Edison Brothers spun off its stake to shareholders in 1995 as each new location required roughly $10 million to build. The company has remained headquartered in the Dallas, Texas area (with some sources citing nearby Coppell, Texas) and trades publicly on the Nasdaq under the ticker symbol PLAY.

In June 2022, Dave & Buster's acquired Main Event Entertainment, a family-oriented entertainment center chain founded in 1998 that had previously been owned by Australian company Ardent Leisure, adding a second, more family-focused brand to its portfolio alongside the more adult-social, arcade-led Dave & Buster's brand. Today, the combined company generates more than $2 billion in annual revenue and operates well over 200 company-owned venues across both brands. Dave & Buster's workforce includes servers and bartenders, arcade and midway attendants, kitchen staff, and venue managers supporting its large-format entertainment and dining locations.

Company culture and employee programs: Dave & Buster's has built its brand identity around the phrase "There's no place quite like it," emphasizing a unique blend of dining, games, and social entertainment. The company continues to invest in new gaming technology and menu offerings to differentiate its venues. Benefits, scheduling, and advancement opportunities can vary by location and brand (Dave & Buster's vs. Main Event), so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the restaurant and entertainment industry, including Dave & Buster's, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with applicable federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires employers to obtain written consent, provide disclosures, and follow adverse action procedures.

Dave & Buster's is generally reported to conduct background checks as part of its hiring process, which is standard for restaurant and entertainment venue employers, particularly given the combination of alcohol service, cash handling, and family-oriented environments in a single venue.

The hiring process for server, bartender, and arcade attendant positions at Dave & Buster's typically includes an application, an interview with a venue manager, and a background check prior to a final offer. Bartending and alcohol service roles may require completion of responsible beverage service training.

Background check timelines can vary based on the type of screening requested and how quickly records can be verified. Learn more about typical background check turnaround times to understand what factors can affect the process.

A typical pre-employment background check for a restaurant and entertainment venue role may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though state laws may extend or restrict this timeframe depending on the type of record and jurisdiction.

Hiring decisions involving candidates with criminal records are generally made on a case-by-case basis, taking into account the nature of the offense, how much time has passed, and its relevance to the role, particularly for positions involving alcohol service or working around children in the family-entertainment sections of venues. Some states have adopted "ban-the-box" laws that restrict when employers can ask about criminal history during the hiring process.

Candidates can generally expect to provide personal information such as full legal name, date of birth, and Social Security number, along with signed consent authorizing the background check, in compliance with FCRA requirements.

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how employers can use background check information in hiring decisions. It requires employers to notify candidates before running a check, obtain written consent, and follow specific adverse action procedures if a decision is made based on background check results.

Running a personal background check with Checkr lets you preview what Dave & Buster's may see during the hiring process, helping you address any concerns before you apply. A personal background check can include:

Learn more about Checkr Personal Background Checks and explore your Checkr Profile to see what information may appear in your own background check.

If you're a candidate with a background check in progress through Checkr as part of your application to Dave & Buster's or another employer, you can check your status through the Candidate Portal. For additional support, visit the Checkr Help Center.

The information provided in this article does not, and is not intended to, constitute legal advice. All information is for general informational purposes only. Checkr does not guarantee the accuracy, completeness, or usefulness of this information and is not responsible for any errors or omissions, or for the results obtained from the use of this information. This article may contain links to other third-party websites. Such links are only for the convenience of the reader. Checkr does not endorse the contents of the third-party sites and disclaims any affiliation with the companies mentioned in this article unless otherwise stated.