Keke's Breakfast Cafe: Hiring, Background Check & Employment Verification FAQs

Keke's Breakfast Cafe was founded in 2006 in Orlando, Florida, built around a scratch-focused breakfast and lunch menu served during daytime hours only. The concept grew steadily across central Florida through the 2010s, expanding through franchising as well as company-operated restaurants, and became one of the better-known regional breakfast brands in the state.

In July 2022, Denny's Corporation completed its acquisition of Keke's in a transaction reported at approximately $82.5 million, adding a daytime breakfast concept to the Denny's portfolio. Trade coverage has consistently described Keke's as continuing to operate as its own brand with separate leadership, menu, marketing, and development plans rather than being folded into Denny's. At the time of the acquisition the chain had roughly fifty locations, most of them franchised and concentrated around Tampa and Orlando, and it has since expanded beyond Florida into additional states with further locations in development.

The restaurants operate a limited daypart, typically opening early and closing in the afternoon, which shapes the jobs on offer. A location generally staffs servers, hosts, line and prep cooks, dishwashers, bussers, shift leaders, and a general manager, with multi-unit supervisors above the restaurant level and support roles at the brand's corporate office. Because the brand is heavily franchised, many restaurants are owned and operated by independent franchisees who employ their own teams, set their own schedules and pay rates, and make their own hiring decisions within brand standards.

Company culture and employee programs:

The daytime-only model is a notable feature for job seekers, since it removes late-night shifts that are common elsewhere in casual dining. Restaurant roles are typically hourly, with tipped positions for front-of-house staff, and many locations hire part-time as well as full-time. Training is generally handled in restaurant, with newer team members shadowing experienced staff before working independently. Pay, benefits, and scheduling practices vary by location and, importantly, by whether the restaurant is company-operated or franchisee-owned, so candidates should confirm details with the specific restaurant they are applying to.

Yes. Employers in the restaurant industry, including Keke's Breakfast Cafe locations, are legally permitted to conduct pre-employment background checks on job candidates provided they follow applicable federal, state, and local law. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires a standalone written disclosure, candidate authorization, and a specific adverse action process before an employer may decline someone based on report results. State and local fair-chance rules can add requirements about when criminal history may be considered.

Keke's restaurants are generally reported to conduct background checks as part of hiring, which is typical across the restaurant industry, though practices differ between company-operated and franchised locations. Restaurant staff handle cash and card payments, work with food safety requirements, and in management roles hold keys, handle deposits, and supervise teams, all of which tend to influence screening decisions. The scope of a Keke's background check may vary by position, by location, and by whether the employer is the brand or an independent franchisee.

The Keke's hiring process is usually straightforward and fast, as it is at most restaurant employers. Candidates generally apply online or in person at a specific restaurant, then interview with a general manager or shift leader, often within a short window of applying. Interviews tend to focus on availability, prior restaurant experience, and comfort in a high-volume morning service environment. Some locations use a short working interview or trial shift. Applicants who receive a conditional offer may be asked to authorize a background check and to complete food handler certification where the state or county requires it, before orientation and their first scheduled shift.

Turnaround depends on which searches are ordered and how quickly courts and previous employers respond. Restaurant screening packages are often relatively narrow, and many reports return within a few business days. Delays are most common when a candidate has records in several counties or states, when a court processes requests manually, or when a prior employer is slow to verify dates. Candidates who want a clearer sense of what affects these timelines can review background check turnaround times.

The employer decides the scope. For a restaurant role, a background check may include some or all of the following:

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

The lookback period depends on the search type and on state law. Under the FCRA, consumer reporting agencies are generally limited from reporting most adverse information older than seven years, with exceptions that can apply to criminal convictions and to positions above a defined salary threshold. Some states apply stricter rules, including restrictions on reporting arrests that did not lead to a conviction. Since Keke's operates in multiple states, the applicable window can differ depending on where the candidate lives and where their records are held.

There is no single published policy, and because many restaurants are independently owned and operated by franchisees, decisions are made locally and case by case. Employers generally weigh the nature and seriousness of the offense, how much time has passed, and whether the record relates to the responsibilities of the position, so a conviction may be viewed differently for a dishwashing role than for a management job with cash accountability. Several states and cities have adopted "ban-the-box" laws limiting when criminal history questions can be asked. Candidates are encouraged to be honest on their application and prepared to discuss their history if the topic comes up.

Candidates are typically asked to sign a disclosure and authorization form before any screening begins. They should be ready to provide accurate personal information, including full legal name, date of birth, Social Security number, and address history. Depending on the state or county, food handler or alcohol service certification may also be required before a first shift, and applicants who will drive on restaurant business generally need a valid license. Providing accurate information helps ensure searches run in the correct jurisdictions and keeps the start date from slipping.

The Fair Credit Reporting Act is the US federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires an employer to obtain written consent before ordering a report, to provide the candidate with a copy of the report and a summary of rights before taking adverse action, and to allow the candidate an opportunity to dispute inaccurate information before a final decision is made. For a fuller explanation of how the FCRA works alongside Equal Employment Opportunity Commission (EEOC) guidance, see Fair Credit Reporting Act (FCRA).

They can. A franchised restaurant is owned and operated by an independent business that employs its own staff, so hiring standards, screening packages, and onboarding steps are set by that franchisee within the brand's requirements and applicable law. A company-operated restaurant follows the policies of the brand's own operating entity. In practice this means two nearby Keke's locations may run somewhat different pre-employment steps. Candidates should ask during the interview who the employing entity is and what the screening process involves for that specific restaurant.

Running a personal background check with Checkr lets you preview what a Keke's Breakfast Cafe employer 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.