Dutch Bros Coffee: Company Profile & Background Check FAQs

Dutch Bros Coffee was founded in 1992 by brothers Dane and Travis Boersma in Grants Pass, Oregon. The company started as a pushcart selling espresso drinks and grew steadily through a franchise model focused on drive-through service. Over the following decades, Dutch Bros expanded from its Pacific Northwest roots into new markets across the western and southern United States.

In September 2021, Dutch Bros went public on the New York Stock Exchange under the ticker symbol BROS, marking a significant milestone in the company's growth. The company has since relocated its headquarters to Tempe, Arizona, and as of 2024 operates more than 900 locations across approximately 30 states. Its expansion continues to accelerate, with new locations opening regularly in established and new markets alike.

Dutch Bros operates primarily through drive-through kiosks rather than traditional sit-down cafes. This format shapes the company's workforce, which consists largely of hourly employees in roles such as broistas, shift leads, and operators. The company's workforce is notably young, and Dutch Bros hires in some locations at age 16, making it a common entry-level employer for first-time job seekers.

Company culture and employee programs:

Dutch Bros places significant emphasis on its company culture, centered on what it describes as speed, quality, and service. The broista identity is central to the brand, with employees expected to engage customers with energy and friendliness. The company offers opportunities for advancement through its internal operator model, where high-performing employees can work toward running their own Dutch Bros location. Dutch Bros also maintains a charitable arm, the Dutch Bros Foundation, which funds programs supporting youth organizations, those affected by life-threatening illness, and other community causes.

Dutch Bros Coffee does conduct background checks on job applicants, though the specific scope and timing may vary by location, role, and state regulations. As a company with hundreds of locations across multiple states, Dutch Bros franchisees and corporate locations may have some variation in their background screening practices. Applicants should expect that a background check is part of the standard hiring process, particularly for roles with access to cash handling or supervision responsibilities.

The Dutch Bros Coffee hiring process typically begins with an online application submitted through the company's careers website or a third-party job board. Qualified applicants are generally contacted for an initial interview, which may be conducted in person at the location or by a district manager. The process can also include a second interview for certain roles.

After interviews are completed and an applicant receives a conditional offer of employment, Dutch Bros may initiate a background check. At this stage, the company is required under the FCRA to provide the applicant with a disclosure and obtain written authorization before the check is run. Applicants who pass the background check screening are then typically moved forward to onboarding and training.

The time required to complete a Dutch Bros background check depends on several factors, including the types of searches conducted, the counties or states where records are requested, and the responsiveness of courts and databases. Many background checks are returned within one to three business days. Others may take longer if manual court searches are required or if there are records that need further review. For more information on typical turnaround times, see background check turnaround times.

A Dutch Bros background check may include several types of searches depending on the scope requested. Common components can include:

The specific searches conducted may vary by role and location.

The lookback period for a Dutch Bros background check depends on applicable federal and state laws. Under the FCRA, consumer reporting agencies generally cannot report certain adverse information, including most criminal convictions, that is more than seven years old. However, this limitation does not apply when the position pays above a certain salary threshold, and some states have stricter lookback period restrictions than the federal standard.

Additionally, some states and cities have enacted ban-the-box laws that restrict when and how employers may inquire about criminal history. Applicants in those jurisdictions may have additional protections. For a detailed overview, see "ban-the-box" laws.

Dutch Bros Coffee does not appear to have a blanket policy excluding all applicants with felony convictions from employment consideration. Whether an applicant with a felony record is hired may depend on factors such as the nature of the offense, how much time has passed, the role being applied for, and applicable state laws.

Employers are generally encouraged under EEOC guidance to evaluate criminal history on a case-by-case basis, considering the nature and gravity of the offense, the time elapsed, and the nature of the job. Ban-the-box laws in certain states may also restrict when criminal history can be considered in the process. Applicants with criminal records who are concerned about how their history may affect their application should review the FCRA and EEOC overview for candidate rights information.

Dutch Bros Coffee's drug testing policies vary by location and state. Not all Dutch Bros locations conduct pre-employment drug tests, and the company's approach may differ for corporate versus franchised locations. Some states have laws that limit employer drug testing practices, particularly regarding marijuana, which has been legalized in various forms across many states where Dutch Bros operates.

Applicants who have questions about drug testing at a specific Dutch Bros location should ask during the interview or review any offer documentation provided, as the company's policies are not uniformly published.

Dutch Bros Coffee's background check requirements are not publicly detailed in a standardized policy. General requirements that apply across most employment background checks include providing accurate personal information such as legal name, date of birth, and Social Security Number, and signing an FCRA-compliant authorization form before the check is initiated.

Specific disqualifying criteria, if any, are not publicly listed by Dutch Bros. However, under the FCRA, if a background check result is used to make an adverse hiring decision, the employer is required to provide the applicant with a pre-adverse action notice, a copy of the report, and a summary of the applicant's FCRA rights before a final decision is made.

The Fair Credit Reporting Act (FCRA) is a federal law that governs how consumer reporting agencies collect, share, and use information, including background check data. For job applicants, the FCRA provides several important protections:

For a full overview of the FCRA and how it applies to job seekers, see the FCRA and EEOC introduction.

Running a personal background check with Checkr lets you preview what Dutch Bros Coffee may see and help you identify 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.

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.