Firehouse Subs: Hiring, Background Check & Employment Verification FAQs

Firehouse Subs was founded in 1994 in Jacksonville, Florida by brothers Chris and Robin Sorensen, both former firefighters. The firefighting theme runs through the brand, from restaurant decor to the hot specialty subs that anchor the menu. The company began franchising in 1995 and grew primarily through franchise development from there.

In November 2021 Restaurant Brands International announced an all-cash agreement to acquire Firehouse Subs for approximately $1 billion, and the transaction closed in December of that year. Restaurant Brands International also owns Burger King, Tim Hortons, and Popeyes, making Firehouse Subs the fourth brand in that portfolio. The chain remains headquartered in Jacksonville, and in 2025 it relocated its corporate offices within the city to the Deerwood North area.

Since the acquisition the brand has expanded internationally. Firehouse Subs now operates more than 1,300 restaurants across the United States, Canada, Switzerland, Mexico, Albania, and the United Arab Emirates, with announced plans for further markets including Brazil and Australia. Philanthropy is a core part of the brand identity: the Firehouse Subs Public Safety Foundation grants lifesaving equipment and resources to first responders, and the company reports that more than $80 million has been awarded cumulatively to first responders and public safety organizations in the United States and Canada.

The employment picture follows the franchise model. The large majority of restaurants are owned and operated by independent franchisees, who are the legal employers of their own restaurant teams and make their own hiring decisions. Company-operated restaurants and the corporate office employ people directly. Restaurant roles include sandwich makers and crew members, cashiers, shift leaders, assistant managers, and general managers, while corporate roles span franchise development, operations consulting, supply chain, marketing, real estate and construction, finance, technology, and human resources.

Company culture and employee programs:

The brand's public safety mission is a visible part of how it recruits, and many restaurants take part in local fundraising for first responders. Practical expectations for restaurant candidates include the following:

Yes. Employers in the restaurant industry, including Firehouse Subs and its franchisees, are legally permitted to conduct pre-employment background checks on job candidates provided they follow applicable federal, state, and local law. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires a standalone disclosure, written candidate authorization, and a two-step adverse action process before a report can be used to deny employment. Canadian provinces and the chain's other international markets apply their own employment and privacy rules.

Firehouse Subs locations are generally reported to conduct background checks as part of hiring, though practice varies because most restaurants are independently owned and operated by franchisees who set their own policies. Screening is common in quick service and fast casual restaurants, where team members handle cash and card payments and managers are responsible for deposits, inventory, and scheduling. The scope of a Firehouse Subs background check may vary by franchisee, by state, and by whether the role is entry-level crew or restaurant management.

The Firehouse Subs hiring process typically starts with an online application to a specific restaurant or through the brand's careers site. For restaurant roles, a general manager or franchisee usually conducts a short interview covering availability, food service experience, and customer service. Hiring at busy locations can move quickly, sometimes within a day or two. Candidates who receive a conditional offer may be asked to sign a disclosure and authorize a background check, particularly for shift leader and management positions. Food safety training, certification where the state requires it, and on-the-job training follow. Corporate roles in Jacksonville follow a longer path with recruiter screens and multiple interview rounds.

Turnaround depends on which searches are ordered, how quickly courts and prior employers respond, and how many jurisdictions a candidate's history covers. Many restaurant screenings are narrow in scope and are completed within a few business days, while searches reaching multiple counties or states can take longer. Because franchisees choose their own process, timelines vary more across the system than they would at a single-operator chain. Candidates can learn more about what influences these timelines by reading about background check turnaround times.

The employing restaurant or company decides which searches are included. For a fast casual restaurant role, a background check may include some or all of the following:

Read the disclosure and consent paperwork you receive during hiring to see which searches apply to your role.

The lookback window depends on the search type and on the law of the state where the candidate lives or works. Under the FCRA, consumer reporting agencies generally may not report most adverse information older than seven years, with limited exceptions tied to salary thresholds and to record types such as criminal convictions. Some states impose shorter windows or additional restrictions, and several limit the use of credit history in employment decisions. With restaurants in dozens of states and several countries, the rules that apply depend entirely on the location you are applying to.

There is no single published policy covering the whole system, because most restaurants are independently owned and franchisees make their own hiring decisions. Decisions of this kind are typically handled case by case, weighing the nature and severity of the offense, the time that has passed, and its relevance to the duties of the job. Many states and cities have adopted "ban-the-box" laws that limit when criminal history may be asked about during the application process and often require an individualized assessment before a record is used to deny work. Candidates are encouraged to answer application questions honestly and be ready to discuss their background if it is raised.

If the employing restaurant runs a background check, candidates are generally asked to review a standalone disclosure and provide written consent first. Be prepared to supply your full legal name, date of birth, Social Security number, and address history so searches run in the correct jurisdictions. Separately from screening, many states set a minimum age for restaurant work and require a food handler card or food safety certification, which the employer will explain during onboarding. Accurate information helps prevent avoidable delays.

The Fair Credit Reporting Act is the US federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires employers to obtain written authorization before ordering a report, to provide a copy of the report and a summary of rights before taking adverse action based on it, and to give candidates a genuine opportunity to dispute inaccurate or incomplete information before a final decision is made. These obligations apply to an independent franchisee exactly as they do to a corporate employer. For a detailed explanation of how the FCRA interacts with Equal Employment Opportunity Commission guidance, see Fair Credit Reporting Act (FCRA).

For a franchised restaurant, the franchisee does. The large majority of Firehouse Subs restaurants are independently owned and operated, and the franchise company that owns your location is typically the legal employer, sets the hiring standards, and orders any background check. Corporate office roles and company-operated restaurants are handled by the brand directly. This matters in practice: two Firehouse Subs restaurants in the same city can run different screening processes because they are owned by different companies. If you are asked to sign a disclosure and authorization form, the employer named on that form is the one ordering the report.

Running a personal background check with Checkr lets you preview what a Firehouse Subs employer may see and helps you identify potential inaccuracies before they affect your 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.