Pickleman's Gourmet Cafe: Company Profile & Background Check FAQs

Pickleman's Gourmet Cafe was founded in 2005 in Columbia, Missouri, where its first restaurant opened. The concept centers on fresh, high-quality ingredients served quickly in a casual, comfortable environment, with a menu built around toasted sandwiches, savory soups, fresh salads, and thin-crust pizzas. The company is privately held, operating under Pickleman's Holdings, LLC, and it grows primarily through franchising.

From its Missouri roots, Pickleman's has expanded to more than 30 locations across Missouri, Kansas, Arkansas, Oklahoma, Indiana, Nebraska, and Texas. The brand has announced continued expansion plans, including multi-unit franchise agreements in the Dallas-Fort Worth area of Texas. Because most restaurants are franchise-owned, individual locations are operated by independent business owners who follow the brand's standards while making their own local employment decisions.

Each Pickleman's cafe relies on a team of hourly and salaried workers, including cashiers and crew members, sandwich makers and other kitchen staff, delivery drivers, shift leaders, assistant managers, and general managers. Delivery is a meaningful part of the business model at many locations, which means driving roles and the screening considerations that come with them are common in Pickleman's hiring.

Company culture and employee programs: Pickleman's emphasizes community involvement, participating in profit shares with local schools, supporting local charities, and sponsoring community groups, and it encourages franchise owners to do the same. Restaurant roles typically involve hands-on training in food preparation, customer service, and food safety. Because locations are largely franchised, pay, benefits, and scheduling practices can vary from one owner to the next, so candidates should confirm specifics with the location where they apply.

Yes. Employers in the restaurant and food service industry, including Pickleman's Gourmet Cafe and its franchise owners, are legally permitted to conduct pre-employment background checks on job candidates, as long as they comply with applicable federal, state, and local laws. In the United States, screening conducted through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which requires employers to obtain written consent and follow specific procedures before taking adverse action based on a report.

Restaurant employers like Pickleman's are generally reported to conduct background checks for at least some positions, and screening is common across the fast-casual industry, particularly for delivery drivers and management roles. Because most Pickleman's locations are independently owned franchises, the decision to run a background check, and what it includes, may vary by owner, role, and location. A crew member position may involve lighter screening than a job that includes driving or handling deposits.

The Pickleman's hiring process typically follows steps common to fast-casual restaurants. Candidates usually apply online or in person at a local cafe, then complete a brief interview with a manager or franchise owner. For entry-level crew roles, hiring decisions can come quickly, sometimes after a single interview. Candidates for delivery, shift lead, or management positions may go through additional interviews or checks. If the employer screens for the role, candidates are generally asked to consent to a background check after a conditional offer, with onboarding and training scheduled once pre-employment steps are complete.

Turnaround time depends on the searches included and the jurisdictions involved. Many background checks are completed within a few business days, while reports that require county court record searches in multiple places, or responses from slower courts, can take longer. Candidates who want a deeper look at typical timelines can review background check turnaround times.

Each employer decides which searches to include in its screening program. For a fast-casual restaurant role at a company like Pickleman's, a background check may include some or all of the following:

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

Lookback periods depend on the type of search and the laws where the candidate lives and works. Under the FCRA, consumer reporting agencies generally cannot report most types of negative information older than seven years, though convictions can often be reported further back under federal law, and exceptions exist for certain higher-paying positions. Several states impose stricter limits on what can be reported. As a result, two candidates applying for the same Pickleman's job in different states might see different lookback windows applied to their reports.

Pickleman's does not publish a detailed public policy on hiring candidates with felony records, and because locations are franchised, decisions are typically made case by case by the individual employer. Factors that often matter include the nature of the offense, how long ago it occurred, and its relevance to the role, for example, driving offenses for a delivery position. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates with records are encouraged to apply, answer honestly, and be ready to provide context if asked.

If a background check is part of the process, candidates will typically be asked to sign a written disclosure and consent form before any screening begins, as the FCRA requires. Candidates should be prepared to provide accurate personal information, including their full legal name, date of birth, Social Security number, and current address. Applicants for delivery roles should also expect to share a valid driver's license and may need to show proof of insurance. Accurate information helps searches run in the correct jurisdictions and reduces delays.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect and share background check information and how employers may use it. It requires written consent before a check is run, and if an employer intends to take adverse action based on the results, the candidate must receive a copy of the report and a summary of their rights, along with a chance to dispute inaccurate information before a final decision. For a deeper overview of these protections 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 Pickleman's 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.