Five Guys: Company Profile & Background Check FAQs

Five Guys was founded in 1986 by Jerry Murrell and his four sons in Arlington, Virginia. The name comes directly from the family: Jerry and his sons Jim, Matt, Chad, and Ben. The original location operated as a carryout burger joint, built around a short menu of hand-formed burgers, hand-cut fries, and fresh ingredients. The Murrell family's approach was deliberate simplicity: a small menu executed consistently, with no frozen beef and no heat lamps.

The company began franchising in 2003, and expansion accelerated sharply. From roughly 200 locations in 2006, Five Guys grew to more than 1,000 locations by 2012 and has since expanded to over 1,900 locations across approximately 30 countries including the United Kingdom, Canada, France, Germany, Saudi Arabia, and Australia. Despite that global footprint, Five Guys remains privately held and family-owned. The company has never gone public, which means its hiring and operations policies are set internally rather than under public shareholder scrutiny.

The menu remains intentionally narrow: burgers, hot dogs, sandwiches, and fries, with a wide range of free toppings. All beef is fresh and never frozen, and fries are hand-cut from whole potatoes in each restaurant. This model requires staffing that can execute consistently across high-volume service, making crew-level hiring a continuous operational need.

Five Guys is a significant employer of first-time workers, students, and career changers. Crew positions typically involve food preparation, order assembly, and customer-facing counter service. Because many locations operate under franchise agreements, specific employment policies including pay rates, scheduling, and screening practices can vary somewhat by ownership group.

Company culture and employee programs:

Five Guys crew members work in a fast-paced kitchen environment with structured roles in food prep, order assembly, and customer service. The company has a reputation for competitive pay at the hourly level relative to other quick-service burger chains. Employee benefits may include flexible scheduling to accommodate students and part-time workers, free or discounted meals during shifts, and advancement opportunities from crew to shift lead and management roles. Because a significant portion of locations are franchised, the full scope of benefits, pay rates, and programs available to a given employee depends on the franchise owner operating that location.

Yes. Five Guys conducts background checks as part of its hiring process for most positions. Because a significant share of Five Guys locations are franchised rather than corporate-owned, the specific scope and depth of background screening can vary by ownership group and by state. Entry-level crew positions may be subject to lighter screening than management, shift lead, or back-office roles. Candidates for positions with greater responsibility over cash, staff supervision, or facility access may face a more comprehensive review. Regardless of franchise vs. corporate structure, all screening must comply with applicable federal and state employment laws.

Most employment background checks for quick-service restaurant roles are completed in three to five business days, though actual timing depends on what types of searches are ordered and how accessible the underlying records are. Several factors can extend the timeline:

See Checkr's guide to background check turnaround times for a detailed breakdown of what affects screening speed.

A Five Guys background check report may include:

The specific searches conducted depend on the role applied for, the state where the location operates, and the screening requirements set by the franchise owner or corporate entity for that position.

The standard look-back period under the FCRA is seven years for most criminal records, though this varies by state and by the nature of the role. Five Guys operates in all 50 states and internationally, meaning the governing rules on look-back periods and how criminal history may be used in hiring decisions differ by location. Several states have enacted restrictions that limit how far back employers can search or when in the hiring process criminal history can be considered.

Candidates should review applicable state fair-chance or "ban-the-box" laws to understand what restrictions may apply in their state or city.

The Fair Credit Reporting Act (FCRA) is a federal law that governs how consumer reporting agencies collect and share background information and how employers may use it in hiring decisions. Under the FCRA, employers must:

EEOC guidance also recommends that employers conduct an individualized assessment before disqualifying a candidate based on criminal history, taking into account the nature of the offense, how much time has passed, and the degree to which the offense relates to the specific job duties.

The Five Guys hiring process for crew positions generally follows these steps:

Management and shift lead positions may involve a more structured interview process with multiple rounds and additional screening steps beyond what is standard for crew roles.

Five Guys typically requires applicants to be at least 16 years old for entry-level crew positions. Some franchise locations in states with more permissive child labor laws may hire at 15 with appropriate work permits. Management and shift lead roles generally require applicants to be 18 or older, as those positions involve greater responsibility over operations, cash handling, and in some cases supervising minors. Because age requirements can vary by state law and by franchise policy, applicants under 18 should confirm the minimum age requirement directly with the location where they plan to apply.

Five Guys may conduct pre-employment drug screening as part of the onboarding process, particularly for management and supervisory roles. Drug testing policies in the restaurant industry vary by franchise owner, state law, and role type. In states where cannabis has been legalized, employers may face additional restrictions on how drug testing results can be used in hiring decisions. Candidates should be prepared for the possibility of drug testing and review the applicable laws in their state.

Five Guys crew members wear a company-issued uniform that typically includes a Five Guys branded t-shirt or polo, a hat or visor, and an apron. Specific uniform requirements, including approved footwear (typically closed-toe, non-slip shoes) and any grooming standards, are generally communicated during onboarding. Uniform pieces are typically provided by the employer at hire. Franchise locations may have minor variations in uniform components, but all locations operate under food safety requirements that dictate standards for hair covering and protective gear in food preparation areas.

The company does not publish a widely detailed formal policy on visible tattoos, though individual franchise owners may set their own standards for visible body art. Candidates with questions about specific appearance policies are encouraged to ask during the interview process.

Pay frequency at Five Guys varies by location and franchise ownership. Many Five Guys franchise locations pay employees on a bi-weekly (every two weeks) schedule, though some locations offer weekly pay. Because the company is largely franchised, there is no single corporate-wide pay schedule that applies to all employees. Applicants can confirm the pay frequency for a specific location during the offer and onboarding process. In some states, labor laws set minimum pay frequency requirements that franchise owners must follow regardless of their preferred schedule.

Running a personal background check with Checkr lets you preview what Five Guys may see and identify any inaccuracies before they affect a hiring decision. 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 and hiring managers.

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.