Hat Creek Burger Company: Hiring, Background Check & Employment Verification FAQs

Hat Creek Burger Company was founded in 2008 by Drew Gressett, starting as a food truck on Austin's historic 6th Street. The concept built a loyal following before opening its first brick-and-mortar location on Burnet Road, followed by a flagship restaurant in Westlake, just west of downtown Austin, in 2011. The company is headquartered in West Lake Hills, Texas.

Hat Creek has grown from its food truck origins into a fast-casual chain with more than 25 locations across Austin, Central Texas, Dallas-Fort Worth, Houston, and San Antonio. The restaurants are designed around a barn-style aesthetic, each featuring an outdoor patio and a playscape for children, reflecting the company's emphasis on family-friendly dining. Hat Creek has partnered with Texas rancher and Baseball Hall of Famer Nolan Ryan's Goodstock beef brand to source locally produced beef for its burgers.

Hat Creek's workforce includes cooks, cashiers, and crew members who prepare burgers, fries, and shakes, along with restaurant managers overseeing individual locations. Because many Hat Creek locations serve beer and wine alongside food, staff at these restaurants may also be responsible for age verification and responsible alcohol service.

Company culture and employee programs: Hat Creek describes its mission as bringing communities together through fellowship and fresh cheeseburgers, with restaurants designed to serve as a gathering place for families. The company has been recognized as a top workplace in its Texas markets, emphasizing a family-friendly and community-oriented culture. Benefits, scheduling, and advancement opportunities can vary by location, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the fast-casual restaurant industry, including Hat Creek Burger Company, 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.

Hat Creek is generally reported to conduct background checks as part of its hiring process, consistent with standard practice in the fast-casual restaurant industry, particularly for roles involving alcohol service or cash handling.

The hiring process for crew-level positions at Hat Creek typically includes an application, a brief interview with the restaurant manager, 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, taking into account the nature of the offense, how much time has passed, and its relevance to the role, particularly given the family-oriented, child-friendly environment of Hat Creek locations. 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 Hat Creek Burger Company 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 Hat Creek Burger Company 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.