Pigtails & Crewcuts: Hiring, Background Check & Employment Verification FAQs

Pigtails & Crewcuts is a children's hair salon franchise with corporate offices in Atlanta, Georgia. Its salons are designed for kids, with services that include children's haircuts, a first haircut package, ear piercing, and haircuts for parents under the names Mom Cuts and Dad Cuts. The brand says it serves boys and girls from birth to age 12.

A July 2026 company announcement published by 1851 Franchise describes the brand as having more than 80 locations and says it signed new franchise agreements in the first half of 2026. The same announcement describes Pigtails & Crewcuts University, a learning platform with role-specific training for franchise owners, salon managers, and stylists, and a Certified Service Provider program tied to its Wigs 4 Kids partnership.

Each salon is independently owned and operated by a franchisee. Job listings on the brand's website say applications go directly to the franchisee and that all hiring decisions are made by the management of that location. Stylist postings typically ask for a current cosmetology or barber license, patience with active young children, and strong customer service skills.

Company culture and employee programs: Stylist postings describe a team-focused, community-driven salon culture, family-friendly hours, a guaranteed base wage plus tips, and opportunities to grow within the brand, and they note that additional benefits may vary by location. The brand also highlights community programs such as its Wigs 4 Kids partnership. Pay, schedules, and benefits are typically set by each franchise owner, so candidates should confirm specifics with the salon during the hiring process.

Yes. Employers in the salon and personal care industry, including Pigtails & Crewcuts, are legally permitted to conduct pre-employment background checks, provided they follow federal, state, and local law. In the United States, the Fair Credit Reporting Act (FCRA) governs how third-party background reports are used, including consent, disclosure, and adverse action. Because each salon is independently owned, the franchise owner is typically the employer that decides whether to run one.

Pigtails & Crewcuts salons are generally reported to conduct background checks, though each franchise owner typically decides the scope. Businesses that serve children and work closely with families often screen employees. The Pigtails & Crewcuts background check may vary by salon, role, and state.

The Pigtails & Crewcuts hiring process typically begins with an application to a specific salon, which goes directly to that salon's franchise owner. Candidates may then interview with the salon's management, and stylists are usually asked to show a current state license. Those who receive an offer may be asked to consent to a background check before they start. Steps may vary by salon, role, and location.

Many background checks are returned within a few business days, though a Pigtails & Crewcuts background check may take longer when records span several jurisdictions. Because each salon is independently owned, the timeline may also depend on how the franchise owner handles hiring. Candidates can review background check turnaround times to see what affects speed.

A background check may reveal criminal records, identity details, employment history, and professional licenses, depending on the role. For a position at a salon like Pigtails & Crewcuts, a check may include some or all of the following:

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

Drug testing at Pigtails & Crewcuts is not described in its job postings, so any testing may depend on the individual franchise owner. Because salons are independently owned, practices may vary by location. Candidates should ask the salon about any pre-employment requirements during the hiring process.

The lookback period for a background check depends on the type of search and the laws of the state or country where the candidate lives or worked. In the United States, the FCRA generally limits consumer reporting agencies from reporting most negative information older than seven years, with certain exceptions for higher-salary positions and specific record types such as convictions. Some states have stricter limits. Candidates with records in multiple jurisdictions may see different lookback windows applied to different searches within the same report.

Pigtails & Crewcuts does not publish a company-wide felony hiring policy, and each franchise owner typically makes hiring decisions case by case. Because salons serve children, owners may pay particular attention to the type of offense, how much time has passed, and the duties of the role. Many states and cities have enacted "ban-the-box" laws that limit when employers may ask about criminal history, so rules may differ depending on where the salon is located. Candidates should answer application questions honestly.

Candidates for Pigtails & Crewcuts roles will typically be asked to provide written consent before a background check begins. Applicants should be ready to provide accurate personal details, including full legal name, date of birth, address history, and Social Security number, along with license details for stylist and barber roles. Employment history may be verified. Accurate information helps searches run in the right jurisdictions and avoids delays.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, employers must obtain written consent before running a background check, provide a copy of the report and a summary of rights if they intend to take adverse action based on the results, and allow the candidate an opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA applies to background checks, visit Fair Credit Reporting Act (FCRA).

Each Pigtails & Crewcuts salon is independently owned and operated by a franchisee, and the franchisee makes the hiring decisions. Job listings on the brand's website say applications go directly to the franchisee and that questions about employment at a salon should go to the franchisee rather than to the franchise company. That also means background check practices may differ from one salon to the next.

Pigtails & Crewcuts stylist postings typically ask for a current cosmetology and/or barber license in the state where the salon is located. The online application also asks whether the applicant holds a current license in the state. Employers can confirm a license through professional license verification. Requirements may vary by state and salon, so candidates should check the posting for the salon they are applying to.

Running a personal background check with Checkr lets you preview what Pigtails & Crewcuts may see and help 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.