Great Clips: Hiring, Background Check & Employment Verification FAQs

Great Clips, Inc. says it is a 100 percent franchised company with nearly 4,500 salons across the United States and Canada, each offering a haircut at a convenient location and price. According to Wikipedia, the company was founded in 1982 and began franchising in 1983, and it is headquartered in Bloomington, Minnesota, a suburb of Minneapolis.

Because the company is fully franchised, the corporate office supports franchisees rather than running salons directly. Each Great Clips salon is independently owned and operated by local salon owners, and the company says compensation, incentives, and benefits may vary by location.

Great Clips recruits for two main groups. Salon careers include stylists, from new graduates to experienced professionals, and salon management roles. Corporate careers support franchisees from the company's office, and the corporate careers page says corporate employees help franchisees deliver a great customer experience and grow their businesses. Salon candidates apply by submitting interest to a local franchisee, who then reaches out to schedule an interview.

Company culture and employee programs:

Great Clips' salon careers page highlights teamwork, learning that includes the exclusive Great Clips cutting system, creativity, and an immediate customer base. Listed perks include schedule flexibility, recognition, career advancement, and product and tool discounts, and medical, dental, and paid time off may be available, though the company notes these vary because each salon is independently owned. The corporate careers page lists benefits such as medical, dental, vision, and life insurance and a 401(k) match for corporate employees.

Yes. Employers in the salon industry, including Great Clips franchisees, are legally permitted to run background checks, provided they follow the FCRA and applicable state and local laws. The FCRA, a federal law, sets rules for consent, disclosure, and adverse action when a third-party report is used in hiring.

Great Clips salons are generally reported to screen candidates, though each independent franchisee may set its own process. The company does not appear to publish a system-wide screening policy. Background checks are common among employers that place staff in customer-facing, cash-handling roles, and the scope of a Great Clips background check may vary by salon, role, and state.

The Great Clips salon hiring process typically starts with submitting your interest to a local franchisee, who then reaches out to schedule an interview. Candidates who meet the requirements for the position receive an offer from the hiring manager, and those who accept are usually asked to consent to a background check before starting. Corporate candidates apply through the company's corporate careers page. Steps may vary by salon and role.

A Great Clips background check often takes a few business days, though timing depends on the searches ordered and the records involved. Searches that span several counties or states can take longer. Candidates who want a closer look at typical timelines can review background check turnaround times.

A Great Clips background check may include criminal history, identity, registry, and employment checks, depending on the role. For a salon position, the report may include some or all of the following:

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

Whether Great Clips drug tests depends on the franchisee, role, and location, and the company does not appear to publish a system-wide drug-testing policy. Salon employers may require a drug screen for certain positions, typically after a conditional offer. Candidates should ask the salon's hiring manager what applies to their position.

The lookback period for a background check depends on the type of search and the laws of the state or country where the candidate lives or worked. In the United States, the FCRA generally limits consumer reporting agencies from reporting most negative information older than seven years, with certain exceptions for higher-salary positions and specific record types such as convictions. Some states have stricter limits. Candidates with records in multiple jurisdictions may see different lookback windows applied to different searches within the same report.

Great Clips has not published a blanket policy on felony records, and decisions are typically made case by case, often by the hiring franchisee because salons are independently owned. Factors that may matter include the nature of the offense, how much time has passed, and the duties of the role, such as handling cash or working closely with customers. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates are encouraged to answer questions honestly.

Candidates applying to Great Clips will typically be asked for written consent before a background check begins. They should be ready to provide their full legal name, date of birth, Social Security number, and address history, along with identification for work eligibility. Accurate information helps searches run in the correct jurisdictions and can prevent delays. Stylists may also be asked for proof of a current state license. Requirements may vary by role and state.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, employers must obtain written consent before running a background check, provide a copy of the report and a summary of rights if they intend to take adverse action based on the results, and allow the candidate an opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA applies to background checks, visit Fair Credit Reporting Act (FCRA).

Stylist and salon manager roles at Great Clips typically involve standard criminal and identity checks. They may add license verification for stylists or a credit review for managers who handle deposits, where state law allows. Because stylists work closely with customers, a franchisee may place weight on the registry and criminal history searches. Exact searches may vary by salon, franchisee, and state.

Often the hiring franchisee decides what screening to run, because Great Clips says each salon is independently owned and operated by local salon owners. Franchisees may use their own screening provider and process, so steps can differ from one salon to the next. Candidates should ask the salon's hiring manager which company runs the background check.

Running a personal background check with Checkr lets you preview what Great Clips 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.