First Watch: Hiring, Background Check & Employment Verification FAQs

First Watch opened its first restaurant in 1983 in Pacific Grove, California, founded by Ken Pendery and John Sullivan, and relocated its headquarters to Bradenton, Florida in 1986. The parent company, First Watch Restaurant Group, Inc., completed an initial public offering in 2021 and trades on the Nasdaq under the ticker FWRG. It both operates company-owned restaurants and franchises the brand to independent operators.

The concept is defined by its hours. First Watch restaurants serve breakfast, brunch, and lunch and close in the afternoon rather than running a dinner service, which gives the chain a distinctive operating rhythm and makes it unusual among full-service restaurant employers. The menu emphasizes made-to-order preparation, seasonal rotations, and fresh juice, and the daytime-only model means staff work daytime shifts rather than late nights.

The chain has grown steadily. The company reported 633 restaurants at the close of its 2025 fiscal year after opening 64 new locations that year, with restaurants operating in more than 30 states and Florida representing the largest single-state concentration. Company filings put fiscal 2025 revenue at roughly $1.2 billion. The workforce spans servers, hosts, line cooks, prep cooks, dishwashers, baristas and juice station staff, shift leaders, assistant managers, general managers, multi-unit field leaders, and a corporate support team in Bradenton.

Company culture and employee programs:

First Watch markets its daytime-only schedule as a differentiator for restaurant workers, since closing in the afternoon means no late-night shifts. Hourly roles are often entry accessible, with structured paths into shift leadership and restaurant management, and training is typically delivered in restaurant across stations. Because the brand includes both company-operated and franchised restaurants, employment terms, pay, and benefits can differ depending on who operates a given location, so candidates should confirm details with the specific restaurant during the hiring process.

Yes. Employers in the restaurant and hospitality industry, including First Watch, are legally permitted to conduct pre-employment background checks on job candidates as long as they comply with applicable federal, state, and local law. The Fair Credit Reporting Act (FCRA) governs employment screening in the United States, setting requirements for written disclosure, candidate authorization, and the adverse action process. Because First Watch operates in more than 30 states, additional state and municipal rules can apply depending on the restaurant's location.

First Watch is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice among national restaurant brands. Restaurant employees handle cash and payment cards, work with the public, and in management roles control deposits, scheduling, and inventory, all of which are common reasons a hospitality employer screens. The specific components of a First Watch background check may vary by role, by state, and by whether the restaurant is company-operated or franchised.

The First Watch hiring process typically begins with an online application for a specific restaurant and position. Candidates who advance are usually invited to an in-person interview with the general manager or a hiring manager, and management candidates may complete additional interviews with field leadership. Because restaurants staff to forecasted volume, hourly hiring can move quickly. Applicants who receive a conditional offer may be asked to authorize a background check before a start date is set, with station training and onboarding following once pre-employment steps are complete.

Turnaround depends on which searches are ordered, how quickly courts and prior employers respond, and how many jurisdictions the candidate's history covers. Many restaurant background checks return within a few business days, while searches spanning multiple counties or states, or verifications that rely on a third party, can take longer. Candidates who supply accurate address and employment history at the outset generally see fewer delays. For more detail on what drives timing, see background check turnaround times.

The employer decides the scope of a report. For a restaurant role, a background check may include some or all of the following:

Candidates should read the disclosure and consent forms provided during hiring to confirm which searches apply to their role.

Lookback windows depend on the search type and on state law. The FCRA generally restricts consumer reporting agencies from reporting most adverse non-conviction information older than seven years, with exceptions for certain records and for positions above a salary threshold, which can be relevant for restaurant leadership roles. A number of states apply narrower limits, including caps on reporting older convictions. Candidates whose history spans several states may see different lookback windows applied within a single report.

First Watch does not publish a detailed policy on applicants with felony records, and restaurant employers typically handle these decisions case by case. Common considerations include the nature and seriousness of the offense, how much time has passed, evidence of rehabilitation, and whether the record relates to the duties of the position. Many states and cities have enacted "ban-the-box" laws that restrict when employers may ask about criminal history during hiring. Candidates are encouraged to answer application questions honestly and to be prepared to discuss their history if it is raised.

Candidates are generally asked to provide written consent before a background check begins, presented as a standalone disclosure form during hiring. Applicants should expect to supply their full legal name, date of birth, Social Security number, and address history, and to present identification and work authorization documents during onboarding. Some states also require food handler cards or alcohol service certifications for specific positions, which are separate from the background check. Accurate information helps searches run in the right jurisdictions and reduces preventable delays.

The Fair Credit Reporting Act is the United States 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 its contents, and to allow the candidate time to dispute inaccurate information before a final decision. For a detailed explanation of how the FCRA and Equal Employment Opportunity Commission guidance apply to background checks, visit Fair Credit Reporting Act (FCRA).

It can be. First Watch operates a mix of company-owned and franchised restaurants, and at a franchised location the independent operator is generally the employer of record. That operator typically manages its own applications, interviews, offers, and onboarding paperwork, and sets pay and benefits, though it operates the restaurant under brand standards. For candidates, the practical difference is that screening scope and timing may not be identical across every First Watch restaurant. Applicants who want to know exactly what applies to them should ask the hiring manager whether the location is company-operated or franchised, and direct questions about a report to whoever extended the offer.

Running a personal background check with Checkr lets you preview what First Watch 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.