Jamba: Company Profile & Background Check FAQs

Jamba traces its roots to 1990, when founder Kirk Perron opened the first store, originally called Juice Club, in San Luis Obispo, California. The chain was renamed Jamba Juice in 1995 and grew into one of the most recognizable smoothie brands in the United States. In 2019, the company dropped "Juice" from its name and rebranded as Jamba to reflect a broader menu that includes smoothies, fresh-squeezed juices, bowls, and snacks.

Jamba was acquired in 2018 by Focus Brands, now known as GoTo Foods, an Atlanta-based platform company affiliated with private equity firm Roark Capital Group. Today, Jamba is headquartered in Atlanta, Georgia, alongside sibling brands in the GoTo Foods portfolio. According to Wikipedia, the chain has more than 850 locations across 36 US states, along with international locations in countries including Japan, the Philippines, Taiwan, South Korea, Thailand, Indonesia, and Australia.

Jamba operates primarily on a franchise model, which means most stores are owned and operated by independent franchisees rather than by the corporate parent. Store-level roles include team members who prepare smoothies and serve guests, shift leads, assistant managers, and general managers, while corporate roles in marketing, operations, franchising, and supply chain support the brand from GoTo Foods. Because franchisees are the legal employers at most locations, hiring practices, pay, and screening policies can vary from one store to the next.

Company culture and employee programs: Jamba positions itself around active, health-oriented lifestyles, and store teams work in fast-paced, guest-facing environments. Team member roles are often entry-level and popular with students and first-time workers, with training provided on food safety, product preparation, and customer service. Benefits, scheduling flexibility, and advancement opportunities vary by location and by franchise owner, so candidates should confirm details with the specific store where they apply.

Yes. Employers in the quick-service restaurant industry, including Jamba and its franchisees, 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, background screening is governed by the Fair Credit Reporting Act (FCRA), which requires written consent from the candidate, clear disclosures, and a defined adverse action process if the results influence a hiring decision.

Jamba's corporate policies on screening are not published in detail, and because most locations are franchised, practices vary by owner. Some franchisees are reported to run background checks, particularly for management roles or positions that handle cash deposits and store keys, while screening for entry-level team member roles may be lighter or vary by market. Candidates should expect that a Jamba Juice background check is possible at any location and can ask the hiring manager what the process involves for their role.

The hiring process at Jamba locations is typically straightforward and quick, as is common in quick-service restaurants. Candidates usually apply online or in person, then complete a short interview with a store manager. Some locations may ask for a second interview for shift lead or management positions. If the store conducts screening, candidates are asked to consent to a background check after a conditional offer. Once any pre-employment steps are complete, new hires move into onboarding and on-the-job training.

Many employment background checks are completed in a few business days, though timing depends on which searches are ordered and how quickly courts and agencies respond. Checks involving county criminal record searches in multiple jurisdictions can take longer than database-only searches. Candidates curious about typical timeframes can read more about background check turnaround times.

Each employer decides which screenings to include. For a quick-service restaurant role at a company like Jamba, a background check may include some or all of the following:

Drug testing is not universal in the quick-service restaurant industry and, where used, typically depends on the franchise owner, the role, and local practice.

Lookback periods depend on the searches ordered and the laws where the candidate lives and works. Under the FCRA, most negative information other than criminal convictions generally cannot be reported after seven years, and several states apply a seven-year limit to conviction records as well. Salary-based exceptions exist for some higher-paying roles. Because store roles are often entry-level, the seven-year framing is the most common reference point for candidates.

There is no published company-wide policy on hiring candidates with felony records, and because most stores are franchisee-owned, decisions are typically made location by location and case by case. Employers commonly consider the nature and age of the offense and its relevance to the job. Many states and cities have "ban-the-box" laws that delay questions about criminal history until later in the hiring process. Candidates with records may find entry-level food service roles more accessible than positions involving cash management or keys, and honesty during the process is always advisable.

If a background check is part of the process, candidates will be asked to provide written consent before it is run. Applicants should be prepared to share their full legal name, date of birth, Social Security number, and address history so that searches cover the right jurisdictions. Candidates should also confirm the minimum hiring age at their location, since age requirements for team member roles can vary by state and franchise.

The Fair Credit Reporting Act is a federal law that governs background checks prepared by consumer reporting agencies for employment purposes. It requires employers to get written permission before ordering a report, to notify candidates and share a copy of the report before taking adverse action based on its contents, and to give candidates a chance to dispute inaccurate information. For a plain-language overview of the law and related EEOC guidance, see this introduction to the Fair Credit Reporting Act (FCRA).

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