HotSchedules: Company Profile & Background Check FAQs

HotSchedules was founded in 1999 and is headquartered in Austin, Texas. The company built its reputation on labor scheduling software that lets restaurant and hospitality managers build schedules and lets hourly workers swap shifts and check schedules from their phones, making the HotSchedules app a familiar tool for millions of service industry workers. At the time of its 2019 merger announcement, HotSchedules reported serving 30,000 customers across approximately 173,000 locations in 61 countries.

In July 2019, HotSchedules merged with Fourth, a London-based hospitality software provider also founded in 1999, in a transaction backed by private equity firm Marlin Equity Partners alongside existing investor Insight Partners. The combined, privately held company operates under the Fourth name with dual hubs in Austin and London, while HotSchedules continues as a flagship product brand. The merged company's software suite spans scheduling, time and attendance, applicant tracking, training, inventory management and procurement, and HR, benefits, and payroll services for restaurants, hotels, and retailers.

As a software company, the workforce looks different from the hourly teams its products serve. Roles include software engineers, product managers, and designers who build the platform, along with implementation and onboarding specialists, customer support representatives, account executives, customer success managers, and corporate functions such as finance, people, and marketing across its US, UK, and international offices.

Company culture and employee programs: The company promotes a culture centered on serving hospitality operators and their teams, and many employees come from restaurant or hotel backgrounds themselves. Roles range from entry-level support positions to senior engineering and go-to-market leadership, and hybrid or remote arrangements exist for many positions. Benefits and perks vary by role, office, and country, so candidates should confirm details during the interview process.

Yes. Employers in the software and technology industry, including HotSchedules and its parent company Fourth, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow applicable laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires written candidate consent, proper disclosures, and specific adverse action procedures when results influence a hiring decision. Employees in other countries are screened under local employment and privacy laws.

HotSchedules is generally reported to conduct background checks as part of its hiring process, consistent with standard practice among enterprise software companies. Employees can have access to customer systems and large volumes of workforce data, including payroll-related information processed on behalf of hospitality clients, which makes screening a common step before start dates are confirmed. The scope of a HotSchedules background check may vary by role, seniority, and location.

The HotSchedules hiring process typically begins with an online application through the Fourth careers site, followed by a recruiter phone screen. Candidates who advance usually complete interviews with the hiring manager and team members, and technical roles often include a skills assessment, coding exercise, or portfolio review. Sales and customer-facing candidates may deliver a mock presentation or demo. Candidates who receive a conditional offer are generally asked to consent to a background check before onboarding is finalized.

Turnaround depends on the searches ordered and the responsiveness of courts, universities, and past employers. Many background checks are completed within a few business days, while reports involving several county court searches, education verifications, or international history can take longer. Candidates can learn more by reviewing background check turnaround times.

Employers tailor screening packages to the position. For a software company like HotSchedules, a background check may include some or all of the following:

Candidates should review the disclosure and consent forms they receive to see which searches apply to their role.

Lookback periods depend on the search type and governing law. Under the FCRA, most negative information other than criminal convictions generally cannot be reported once it is more than seven years old, and convictions may be reportable for longer under federal law, though some states limit conviction reporting to seven years. Exceptions tied to expected salary can apply to some professional positions. Candidates outside the United States are subject to their own country's rules on criminal record checks.

HotSchedules and Fourth do not publish a detailed public policy on hiring candidates with felony records, and decisions are typically made on a case-by-case basis. Employers commonly consider the nature and age of the offense and its relevance to the role, particularly for positions with access to sensitive customer or payroll data. Many states and cities have enacted "ban-the-box" laws that restrict when employers can ask about criminal history, allowing candidates to be evaluated on their skills first. Honesty on the application, paired with context where appropriate, is generally the best approach.

Candidates are typically asked to sign a written disclosure and consent form before a background check begins. Applicants should be prepared to provide accurate personal information, including full legal name, date of birth, Social Security number (for US applicants), and address history, along with education and employment details for verification. Complete and accurate information helps searches run in the correct jurisdictions and keeps the offer timeline on track.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. Employers must obtain written consent before ordering a report, and if they plan to take adverse action based on the results, they must provide the candidate with a copy of the report, a summary of their rights, and an opportunity to dispute inaccurate or incomplete information before the decision becomes final. For more detail, read this introduction to the Fair Credit Reporting Act (FCRA) and related EEOC guidance.

Running a personal background check with Checkr lets you preview what HotSchedules may see and helps 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.