Freddy's Frozen Custard & Steakburgers: Hiring, Background Check & Employment Verification FAQs

Freddy's was founded on August 26, 2002, in Wichita, Kansas, by brothers Bill and Randy Simon along with their friend and business partner Scott Redler. The restaurant was named in honor of the brothers' father, Freddy Simon, a World War II veteran who spent decades in the hospitality industry. The concept combined a menu of thin-pressed, cooked-to-order steakburgers, Vienna Beef hot dogs, and fresh frozen custard, styled around a fast-casual dining aesthetic evoking the late 1940s and early 1950s. The company remains headquartered in Wichita, Kansas.

Freddy's has grown substantially since its founding, expanding from a single restaurant to more than 580 locations across most of the United States and into Canada, largely through a franchise model where existing franchisees continue to drive much of the chain's growth. Ownership of the company has changed hands over time: private equity firm Thompson Street Capital Partners acquired Freddy's from its co-founders in 2021, and in 2025 the brand was sold again to investment funds affiliated with Rhône Capital, while retaining its Wichita headquarters and leadership team.

Freddy's restaurants employ crew members, shift leaders, and restaurant managers who handle food preparation, custard service, and customer-facing operations. The company has invested in a dedicated National Training & Innovation Center in Wichita to train managers and franchisees on its operating standards.

Company culture and employee programs: Freddy's builds its culture around hospitality, cleanliness, and the story of its namesake founder, whose history is featured prominently in company training materials and restaurant locations. The company markets itself as offering a fun, inclusive environment for its crew members, often referred to internally as "Fred Heads." Benefits, scheduling, and advancement opportunities can vary by franchise location, so candidates should confirm specifics with the hiring manager at the restaurant where they are applying.

Yes. Employers in the fast-casual restaurant industry, including Freddy'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.

Freddy's is generally reported to conduct background checks as part of its hiring process, consistent with standard practice in the quick-service and fast-casual restaurant industry. Because most Freddy's locations are independently owned franchises, the specific screening requirements and vendors used can vary by location.

The hiring process for crew-level positions at Freddy's typically includes an application, a brief interview with the restaurant manager or franchise owner, and a background check prior to a final offer.

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 fast-casual restaurant 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 by the individual franchise owner, taking into account the nature of the offense, how much time has passed, and its relevance to the role. 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.

What if I disagree with something in my background check?

Under the FCRA, if you believe your background check report contains inaccurate information, you have the right to dispute it directly with the consumer reporting agency that prepared the report. The agency is generally required to investigate the dispute, typically within 30 days, and to correct or remove any information it cannot verify as accurate. If Checkr conducted the background check, dispute instructions are included in the notification sent to your Checkr candidate account.

Can I see a copy of my own background check report?

Yes. Under the FCRA, if a background check is used to make an adverse hiring decision, you are entitled to receive a copy of the report along with a summary of your rights under the law before the decision becomes final.

Running a personal background check with Checkr lets you preview what Freddy'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 Freddy'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.