In-N-Out Burger: Company Profile & Background Check FAQs

In-N-Out Burger was founded in 1948 by Harry and Esther Snyder in Baldwin Park, California, making it the first drive-through hamburger stand in the state. Harry Snyder's concept was straightforward: a two-way speaker box that let customers order from their cars without leaving them. That focus on simplicity and quality has defined the chain ever since. The company has remained family-owned and operated across multiple generations of the Snyder family and has never franchised a single location, a distinction that sets it apart from nearly every other major fast food brand in the United States.

In-N-Out operates on a deliberately regional footprint, with locations concentrated in California, Nevada, Arizona, Utah, Texas, Colorado, Oregon, Idaho, Washington, and Tennessee. The company has more than 400 locations and employs more than 40,000 associates across its restaurants, distribution centers, and support offices. Rather than pursuing rapid national expansion, In-N-Out has grown steadily and selectively, maintaining supply chain control by operating its own patty-making facilities and produce distribution.

The menu is intentionally concise: hamburgers, cheeseburgers, the Double-Double, french fries, and hand-spun milkshakes. All beef patties are made fresh and never frozen, tomatoes and lettuce are prepared daily in each restaurant, and no heat lamps or microwaves are used. This commitment to made-to-order preparation at a consistent standard requires a reliable, trained workforce at every location.

In the quick-service restaurant (QSR) industry, In-N-Out has a reputation as one of the higher-paying fast food employers. Starting wages at many locations have historically exceeded local minimum wage requirements, which the company positions as part of its broader approach to associate retention and operational consistency.

Company culture and employee programs:

In-N-Out offers compensation and benefits that extend to both part-time and full-time associates. The company has publicly stated that it offers flexible scheduling, competitive pay, free meals during shifts, and paid vacation for eligible employees. Associates who remain with the company and advance into management roles may access additional benefits including medical coverage. In-N-Out has a long-standing internal promotion philosophy: the company states that all of its managers began as hourly associates, and store managers are expected to have worked their way up through the operation. The company also offers a tuition reimbursement program for associates pursuing post-secondary education.

Yes. In-N-Out Burger conducts background checks as part of its hiring process. Because the company has never franchised, all locations operate under consistent corporate policies, which means hiring standards and screening practices are applied uniformly across the chain rather than varying by franchise owner. The scope of a background check may differ depending on the role, with management and supervisory positions potentially subject to more comprehensive reviews than entry-level crew positions.

Most employment background checks for QSR roles can be completed in three to five business days, though actual timing depends on the types of searches ordered and how quickly records can be accessed. Several factors can extend the timeline beyond that window:

See Checkr's guide to background check turnaround times for a detailed breakdown of what affects screening speed.

An In-N-Out Burger background check report may include:

The specific searches conducted depend on the position, state regulations, and the company's screening requirements for that role.

The standard look-back period under the FCRA is seven years for most criminal records, though this varies by state and by the nature of the position. In-N-Out operates across multiple states, each with its own laws governing employment screening. California, where the majority of In-N-Out locations are concentrated, has specific restrictions on how employers may use criminal records information and limits certain look-back periods. Other states where In-N-Out operates may have different rules.

Candidates should review applicable state fair-chance or "ban-the-box" laws to understand what restrictions may apply in their location.

The Fair Credit Reporting Act (FCRA) is a federal law that governs how consumer reporting agencies collect and share information, and how employers may use that information in hiring decisions. Under the FCRA, employers must:

EEOC guidance also recommends that employers conduct an individualized assessment before disqualifying a candidate based on criminal history, taking into account the nature of the offense, how much time has passed, and how the offense relates to the specific job duties.

In-N-Out Burger does not publish a blanket policy against hiring individuals with felony records. Under EEOC guidelines, employers are expected to conduct an individualized assessment that weighs the nature of the conviction, how long ago it occurred, and its relevance to the role being applied for. Several states where In-N-Out operates, including California, Colorado, and Oregon, have enacted strong ban-the-box or fair chance hiring protections that restrict when and how employers can consider criminal history during the hiring process.

Candidates with a felony record are encouraged to review the background check and fair chance laws in their state, be prepared to discuss their history honestly if asked, and consider requesting a copy of their own background report in advance to identify any inaccuracies.

The In-N-Out Burger hiring process for crew positions generally follows these steps:

Management roles or positions at distribution and support facilities may involve a more involved interview process and additional screening steps.

In-N-Out Burger may conduct pre-employment drug screening as part of the onboarding process. Drug testing policies can vary by state, location, and role type. Candidates should be prepared for the possibility of a drug test as a condition of employment.

Running a personal background check with Checkr lets you preview what In-N-Out Burger may see and identify any inaccuracies before they affect a hiring decision. 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 and hiring managers.

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 with regard to your practices, needs, and compliance with applicable laws.

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 with regard to your practices, needs, and compliance with applicable laws.