MOD Pizza: Hiring, Background Check & Employment Verification FAQs

MOD Pizza was founded in February 2008 in Seattle, Washington, by Scott and Ally Svenson, who previously built and sold the Seattle Coffee Company to Starbucks. The name MOD stands for "Made on Demand," reflecting the restaurant's build-your-own-pizza model, where customers choose their own toppings for one set price and watch their order prepared in front of them. The company grew from a single Seattle location into a chain with more than 460 locations in the United States and Canada by the mid-2020s, and previously operated in the United Kingdom as well. MOD Pizza is headquartered in Bellevue, Washington.

MOD Pizza has emphasized an employee-first business philosophy throughout its growth, built around what the company calls the "MOD Squad," its term for frontline restaurant staff. In July 2024, MOD Pizza was acquired by Elite Restaurant Group after the company had reportedly considered bankruptcy amid a broader slowdown in the fast-casual pizza category. Beth Scott joined as CEO around the time of the acquisition, with co-founder Scott Svenson transitioning to an executive chairperson role.

MOD Pizza's workforce consists primarily of restaurant crew members who prepare pizzas and salads, work registers, and support kitchen operations, along with shift leads and store managers. The company operates both corporate-owned and franchised locations.

Company culture and employee programs: MOD Pizza has publicly emphasized paying living wages and building a culture of opportunity, belonging, and community for its employees, positioning its people-first approach as central to its brand identity. The company has also highlighted providing opportunities to individuals who may face barriers to employment as part of its hiring philosophy. Benefits, scheduling, and advancement opportunities can vary by location and whether it is corporate-owned or franchised, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the fast-casual restaurant industry, including MOD Pizza, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with applicable federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires employers to obtain written consent, provide disclosures, and follow adverse action procedures.

MOD Pizza is generally reported to conduct background checks as part of its hiring process, consistent with standard practice in the fast-casual restaurant industry.

The hiring process for crew-level positions at MOD Pizza typically includes an application, a brief interview with the store manager, and a background check prior to a final offer.

Background check timelines can vary based on the type of screening requested and how quickly records can be verified. Learn more about typical background check turnaround times to understand what factors can affect the process.

A typical pre-employment background check for a fast-casual restaurant role may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though state laws may extend or restrict this timeframe depending on the type of record and jurisdiction.

Hiring decisions involving candidates with criminal records are generally made on a case-by-case basis, taking into account the nature of the offense, how much time has passed, and its relevance to the role. MOD Pizza has publicly highlighted a commitment to giving opportunities to people who may face barriers to employment, though hiring remains subject to store-level and legal considerations. Some states have adopted "ban-the-box" laws that restrict when employers can ask about criminal history during the hiring process.

Candidates can generally expect to provide personal information such as full legal name, date of birth, and Social Security number, along with signed consent authorizing the background check, in compliance with FCRA requirements.

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how employers can use background check information in hiring decisions. It requires employers to notify candidates before running a check, obtain written consent, and follow specific adverse action procedures if a decision is made based on background check results.

What if I disagree with something in my background check?

Under the FCRA, if you believe your background check report contains inaccurate information, you have the right to dispute it directly with the consumer reporting agency that prepared the report. The agency is generally required to investigate the dispute, typically within 30 days, and to correct or remove any information it cannot verify as accurate. If Checkr conducted the background check, dispute instructions are included in the notification sent to your Checkr candidate account.

Can I see a copy of my own background check report?

Yes. Under the FCRA, if a background check is used to make an adverse hiring decision, you are entitled to receive a copy of the report along with a summary of your rights under the law before the decision becomes final.

Running a personal background check with Checkr lets you preview what MOD Pizza may see during the hiring process, helping you address any concerns before you apply. A personal background check can include:

Learn more about Checkr Personal Background Checks and explore your Checkr Profile to see what information may appear in your own background check.

If you're a candidate with a background check in progress through Checkr as part of your application to MOD Pizza or another employer, you can check your status through the Candidate Portal. For additional support, visit the Checkr Help Center.

The information provided in this article does not, and is not intended to, constitute legal advice. All information is for general informational purposes only. Checkr does not guarantee the accuracy, completeness, or usefulness of this information and is not responsible for any errors or omissions, or for the results obtained from the use of this information. This article may contain links to other third-party websites. Such links are only for the convenience of the reader. Checkr does not endorse the contents of the third-party sites and disclaims any affiliation with the companies mentioned in this article unless otherwise stated.