Hardee's: Hiring, Background Check & Employment Verification FAQs

Hardee's was founded on September 3, 1960, when Wilber Hardee opened his first restaurant in Greenville, North Carolina, offering a limited menu, fast service, and low prices inspired in part by an early visit to a McDonald's location in Greensboro. The company grew rapidly under later leadership, becoming Hardee's Food Systems and moving its headquarters to Rocky Mount, North Carolina. Through acquisitions including the Sandy's chain in 1972, Burger Chef, and 648 Roy Rogers restaurants in 1990, Hardee's grew into the third-largest fast-food restaurant company in the world by the early 1990s, with annual sales exceeding $4 billion.

In April 1997, CKE Restaurants Holdings, the parent company of Carl's Jr., acquired Hardee's for $327 million, combining the two chains under one corporate umbrella while keeping both brand names. Hardee's corporate headquarters later moved to St. Louis, Missouri, in 2001, and CKE Restaurants is now headquartered in Franklin, Tennessee. In June 2018, CKE announced that Carl's Jr. and Hardee's would operate as more clearly separated brands, citing a desire for Hardee's marketing to reflect a more family-oriented image. Today, Hardee's operates thousands of locations across the United States and numerous countries in the Middle East and elsewhere internationally.

Hardee's operates predominantly through franchised locations, alongside a smaller number of company-operated restaurants. The chain's workforce includes cooks, cashiers, drive-thru staff, and restaurant managers who support its breakfast, lunch, and dinner service.

Company culture and employee programs: Hardee's has built its brand around Southern hospitality and a return to charbroiled burgers and scratch-made biscuits, following a turnaround effort after its acquisition by CKE. Because most Hardee's locations are independently owned franchises, workplace culture, benefits, and scheduling can vary considerably by location. Candidates should confirm specifics with the franchise owner or manager where they are applying.

Yes. Employers in the fast-food restaurant industry, including Hardee'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.

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

The hiring process for crew-level positions at Hardee'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-food 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 Hardee'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 Hardee'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.