Qwick: Hiring, Background Check & Employment Verification FAQs

Qwick is a Phoenix, Arizona based staffing technology company founded by Jamie Baxter and Chris Loeffler, with the platform launching to the market in 2018. It was built to solve a chronic scheduling problem in hospitality, where a banquet, a busy service, or a call-out can leave an operator short-handed on a few hours' notice. Instead of a traditional agency dispatcher, Qwick uses a marketplace model: businesses post shifts, and qualified professionals in that market claim the ones that fit their schedule.

The platform serves restaurants, bars, hotels, catering companies, retirement communities, resorts, country clubs, event venues, and stadiums. Professionals on the platform cover the standard hospitality job families, including servers, bartenders, banquet servers, line cooks and prep cooks, dishwashers, baristas, food runners, and general event staff. Qwick has reported reaching 500,000 shifts filled across 23 United States cities, representing more than 3.4 million hours worked by hospitality professionals, and the company was ranked 32nd on the Inc. 5000 list of fastest-growing private companies in America on the strength of that growth. It has raised venture funding including a $40 million round.

The organization itself pairs a technology team with market-level operations. Corporate roles include software engineering and product, market managers and account executives who work with local hospitality businesses, professional support and community teams that onboard and assist workers, and central functions such as finance, marketing, and people operations. The professionals who pick up shifts go through Qwick's own vetting and onboarding rather than being hired directly by each venue.

Company culture and employee programs:

Qwick's pitch to hospitality workers centers on flexibility and control, with professionals selecting their own shifts, seeing pay rates before they accept, and building a rating based on completed work. Onboarding typically includes an orientation, verification of relevant certifications, and a review of expectations around punctuality, uniform standards, and professionalism on site. Because assignments take place inside client venues, workers are expected to follow the host business's safety and service standards in addition to Qwick's. Pay rates, available shift types, and any market-specific certification requirements vary by city and by the business posting the shift.

Yes. Employers and staffing platforms in the hospitality industry, including Qwick, are legally permitted to conduct pre-employment and pre-placement background checks as long as they follow applicable federal, state, and local law. In the United States, any check conducted through a consumer reporting agency falls under the Fair Credit Reporting Act (FCRA), which requires a standalone disclosure, the candidate's written authorization, and a defined pre-adverse and adverse action process before results can drive a final decision.

Qwick describes the professionals on its platform as vetted, and background screening is standard practice for staffing companies that place workers inside client businesses. Hospitality venues frequently require that anyone working on site has been screened, since the work can involve cash and card handling, alcohol service, and access to guest areas and storage. The exact scope of a Qwick background check may vary by market, by the type of shift, and by requirements set by the specific business posting the shift, so professionals should confirm details during onboarding.

For hospitality professionals, the Qwick hiring process is closer to an onboarding flow than a traditional interview. Candidates generally create a profile, select the job types they are qualified for, upload identification and any required certifications such as a food handler card or alcohol service permit, and complete the platform's vetting steps, which commonly include background screening. Once approved, a professional can browse and claim open shifts in their market. Candidates applying for corporate roles at Qwick follow a conventional path of application, recruiter screen, interviews with the hiring team, and a conditional offer that may be contingent on a background check.

Turnaround depends on the searches ordered, how quickly county courts respond, and whether the candidate has records in more than one jurisdiction. Many screenings for hourly and shift-based work are completed within a few business days, while searches requiring manual court retrieval or covering several states can take longer. Certification checks, such as confirming a food handler card, are usually fast if the professional uploads current documentation. For a fuller explanation of what affects timing, review background check turnaround times.

The scope of any screening is set by the employer or staffing platform. For hospitality placements, a background check may include some or all of the following:

Professionals should review the disclosure and consent materials presented during onboarding to see which searches apply to them.

The lookback period depends on the search type and on the law of the state where the professional lives or worked. Under the FCRA, consumer reporting agencies are generally restricted from reporting most adverse information older than seven years, although convictions may be reportable longer in many states and exceptions apply to higher-salary positions. Several states impose stricter limits than the federal baseline. A professional with records in multiple states may see different lookback windows applied within the same report.

Qwick does not publish a detailed policy on applicants with felony records, and decisions in staffing are generally handled case by case. Considerations typically include the nature and seriousness of the offense, how much time has passed, and whether it relates to the duties of the shift, such as handling cash or serving alcohol. Client venues may also apply their own standards for who can work on their premises. Many states and cities have adopted "ban-the-box" laws that limit when criminal history can be raised during an application. Candidates are encouraged to be honest and prepared to discuss their history if asked.

Professionals are asked to provide written consent before any screening begins, typically as part of the onboarding flow. Expect to supply a full legal name, date of birth, Social Security number, and address history, along with a government-issued photo ID and any certifications required in your market. Accurate details matter, because searches are run based on the names and addresses provided, and a mismatch is one of the most common causes of delay.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires employers to obtain written permission before running a report, to provide 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 detailed overview of how the FCRA and Equal Employment Opportunity Commission guidance work together, see this introduction to the Fair Credit Reporting Act (FCRA).

Requirements are set by state and local health and liquor authorities rather than by the platform, so they vary by market. A food handler card is commonly required for anyone preparing or serving food, and bartenders and servers who pour alcohol often need a state or local alcohol service certification, such as a training card issued through an approved program. Some venues add their own requirements, including specific uniform standards or site orientation. Professionals should confirm the exact list for their city during onboarding and keep certifications current, since an expired card can block shift access even when a background check is clear.

Running a personal background check with Checkr lets you preview what Qwick may see and gives you a chance to spot potential inaccuracies before they affect a placement. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To show verified credentials to hiring managers before they ask, 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.