Larry's Giant Subs: Hiring, Background Check & Employment Verification FAQs

Larry and Mitch Raikes opened the first Larry's Giant Subs in Jacksonville, Florida in 1982. The store did well enough that the brothers began franchising the concept in 1986, and the brand expanded across Florida and into neighboring states over the following decades. The company remains headquartered in Jacksonville, and the menu is still built around the oversized subs, deli meats, cheeses, and fresh produce that defined the original store.

The chain operates on a franchise model, which is the single most important thing for a job seeker to understand. Most locations are owned and operated by independent franchisees rather than by the corporate office, alongside a smaller number of company-operated stores. That structure means the person hiring you at a given store is usually the franchisee or their general manager, and employment terms, including pay, scheduling, and screening practices, are set at that level within the brand's overall standards. Published counts of open locations vary across sources, and the footprint is concentrated in Florida with additional stores elsewhere in the Southeast.

Roles at a Larry's Giant Subs restaurant follow the pattern of counter-service fast casual dining. Typical positions include sandwich makers and line staff, cashiers and front counter associates, prep cooks, catering and delivery staff at locations that offer those services, shift leaders, assistant managers, and general managers. Corporate and franchise-support roles cover franchise development, operations support, marketing, and supply chain.

Company culture and employee programs:

Restaurant work at Larry's Giant Subs is shift-based and customer-facing, with lunch rushes driving much of the staffing need and evening and weekend hours common. Training generally covers food safety and handling, portioning and recipe standards, point-of-sale operation, and customer service, and shift leaders take on cash handling, opening and closing duties, and scheduling support. Because the majority of restaurants are independently owned, benefits, pay rates, scheduling practices, and advancement paths differ from one franchisee to another, so candidates should ask about the specifics at the location where they are applying rather than assuming a single brand-wide policy.

Yes. Employers in the restaurant and food service industry, including Larry's Giant Subs and its franchisees, are legally permitted to conduct pre-employment background checks on job candidates as long as they follow applicable federal, state, and local law. In the United States, screening performed through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which requires a standalone written disclosure, the candidate's authorization, and a pre-adverse and adverse action process before a hiring decision is finalized based on the results.

Screening practices at Larry's Giant Subs are set largely at the franchise level and are not published in detail. Background checks are common in restaurant hiring, particularly for shift leaders and managers who handle deposits, and for delivery or catering roles that involve driving. Some franchisees screen every hire, while others screen only for positions with cash accountability or driving duties. Any Larry's Giant Subs background check may therefore vary by owner, by location, and by the responsibilities of the specific role.

The hiring process is typically run by the individual restaurant. Candidates generally apply in person or through an online listing for a specific location, then interview with the general manager or franchise owner, often in a single conversation for hourly roles. Restaurants frequently hire quickly when they need coverage, and a conditional offer may follow the same day. Candidates who receive an offer may be asked to consent to a background check, and roles that involve driving usually include a review of the driving record. Food safety certification, onboarding paperwork, and hands-on training follow once pre-employment steps are complete. Management positions typically involve additional interviews, sometimes with a multi-unit operator.

Timing depends on what is ordered and on how quickly the relevant courts and agencies respond. Many restaurant background checks are completed within a few business days, especially when they are limited to a county criminal search in a single jurisdiction. Reports covering multiple states, requiring manual court retrieval, or including employment verification generally take longer, and a motor vehicle record check runs on the responding state's timeline. Candidates who want more detail on the factors involved can review background check turnaround times.

The employer, which in most cases is the franchisee, determines the scope. For a restaurant role, a background check may include some or all of the following:

Candidates should read any disclosure and consent forms they are given, since the searches depend on the owner and the role.

The lookback period depends on the search type and the law of the state where the candidate lives or worked. Under the FCRA, consumer reporting agencies are generally limited from reporting most adverse information older than seven years, with exceptions for criminal convictions in many states and for positions above certain salary thresholds. Some states apply stricter limits than the federal baseline, while others rely on the FCRA framework alone. A candidate with records in more than one state may see different windows applied to different parts of a single report.

There is no published brand-wide policy on applicants with felony records, and because most restaurants are independently owned, decisions rest with the individual franchisee and are generally made case by case. Employers typically weigh the nature and seriousness of the offense, how long ago it occurred, and how it relates to the duties of the role, such as handling cash or driving for deliveries. Many states and cities have enacted "ban-the-box" laws that limit when an employer may ask about criminal history during the application process. Candidates are encouraged to answer honestly and to be ready to discuss their background.

Where a background check is run, candidates are asked to provide written consent first, usually through a disclosure form presented with a conditional offer. Expect to supply a full legal name, date of birth, Social Security number, and address history, plus a driver's license number and state for delivery or catering roles. Providing complete and accurate information helps ensure the searches are run in the correct jurisdictions and avoids delays caused by name or address mismatches.

The Fair Credit Reporting Act is a 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 a copy of the report and a summary of rights before taking adverse action, and to give the candidate an opportunity to dispute inaccurate information before the decision becomes final. For a detailed overview of how the FCRA and Equal Employment Opportunity Commission guidance apply to hiring, see this introduction to the Fair Credit Reporting Act (FCRA).

At a franchised restaurant, the franchisee is the employer. That means the owner or their management team posts the job, conducts the interview, extends the offer, and decides whether a background check is part of the process and what it covers, subject to the brand's operating standards and to state and local law. Company-operated locations follow the corporate office's practices instead. Candidates should direct questions about screening, pay, scheduling, and benefits to the location where they are applying, since answers from one restaurant will not necessarily hold at another.

Running a personal background check with Checkr lets you preview what Larry's Giant Subs may see and gives you time to identify potential inaccuracies before they affect your application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To share verified credentials with hiring managers, build a free Checkr Profile.

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.