Insomnia Cookies: Company Profile & Background Check FAQs

Insomnia Cookies was founded in 2003 by Seth Berkowitz, then a student at the University of Pennsylvania, who began baking and delivering cookies to fellow students craving late-night snacks. The concept grew from a dorm-room operation into a national bakery chain, and the company is headquartered in Philadelphia, Pennsylvania. Its signature model pairs retail bakeries with delivery service that runs late into the night, with many stores open and delivering until 3 a.m.

The company's store base has grown steadily. Public reporting counted more than 250 locations as of late 2023, and coverage in 2025 described a footprint of roughly 350 stores, many located on or near university campuses. The menu centers on warm cookies, along with ice cream, brownies, and other desserts, sold in stores, online, and through the company's delivery operation.

Insomnia Cookies has changed ownership several times. Doughnut chain Krispy Kreme acquired a majority stake in 2018, and in July 2024, investment firms Verlinvest and Mistral Equity Partners purchased a majority ownership stake in a transaction reported at a $350 million total enterprise value. Krispy Kreme initially retained a minority position of approximately 34 percent and later sold its remaining stake, leaving Insomnia Cookies as a privately held company backed by its investor group. The company continues to operate as a standalone brand.

Insomnia's workforce includes in-store bakers and customer service associates, delivery drivers who use cars, bikes, or scooters depending on the market, shift leaders, store managers, and corporate teams in Philadelphia and its support offices. Because delivery is central to the business, driver roles are a significant part of hiring at many locations.

Company culture and employee programs: Insomnia Cookies positions itself as a fun, youthful brand with flexible late-night scheduling that appeals to students and part-time workers. Pay and benefits vary by role, market, and hours worked, so candidates should confirm details during the hiring process. Common features of employment include:

Yes. Employers in the food service and restaurant industry, including Insomnia Cookies, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow applicable federal, state, and local laws. In the United States, employment background screening is governed by the Fair Credit Reporting Act (FCRA), which requires candidate consent, specific disclosures, and adverse action procedures when a background report influences a hiring decision.

Insomnia Cookies is generally reported to conduct background checks for at least some positions, which is consistent with common practice among food delivery employers. Screening is especially standard for delivery driver roles, where employers typically review driving records before allowing employees to deliver by car. The scope of an Insomnia Cookies background check may vary by role, store, and state, so candidates should review the disclosure forms they receive during hiring.

Steps vary by location and role, but the Insomnia Cookies hiring process typically begins with an online application through the company's careers page or a job board. Candidates who advance usually complete a brief interview with a store manager, which may happen in person or virtually. Delivery driver applicants are generally asked about their vehicle, license, and insurance. Candidates who receive a conditional offer may be asked to consent to a background check before their first shift is scheduled, followed by onboarding and training.

Turnaround time depends on the searches ordered and the responsiveness of courts and state agencies. Many background checks for hourly retail and food service roles are completed within a few business days, while checks that involve multiple jurisdictions or motor vehicle records from certain states can take longer. Candidates can learn more by reviewing typical background check turnaround times.

The employer decides which searches to include based on the role. For a bakery or delivery position at a company like Insomnia Cookies, a background check may include some or all of the following:

Candidates should read their consent and disclosure paperwork to confirm which searches apply to their specific role.

The lookback period depends on the type of search and the laws of the state where the candidate lives or works. Under the FCRA, consumer reporting agencies generally cannot report most negative information older than seven years, though criminal convictions can often be reported further back and certain exceptions apply. Several states impose stricter limits, so how far back an Insomnia Cookies background check goes can vary from one candidate and location to another.

Insomnia Cookies does not publicly publish a detailed policy on hiring candidates with felony records, and decisions like these are typically made on a case-by-case basis. Employers commonly consider the nature and severity of an offense, how much time has passed, and the responsibilities of the role, such as whether it involves driving or handling payments. Many states and cities have enacted "ban-the-box" laws that restrict when employers can ask about criminal history during the application process. Candidates with records are encouraged to answer honestly and be prepared to provide context if asked.

Candidates are typically asked to provide written consent before a background check begins. Applicants should be prepared to supply accurate personal information, including full legal name, date of birth, Social Security number, and address history. Delivery driver applicants may also need to provide a valid driver's license and proof of insurance. Accurate information helps searches run in the correct jurisdictions and keeps the hiring timeline on track.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires employers to obtain written consent before ordering a background check, and if an employer intends to take adverse action based on the results, it must provide the candidate with a copy of the report and a summary of rights, plus an opportunity to dispute inaccurate information before the decision is final. For a detailed overview of the law and related Equal Employment Opportunity Commission (EEOC) guidance, visit this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Insomnia Cookies 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.