Raising Cane's: Company Profile & Background Check FAQs

Raising Cane's was founded in 1996 by Todd Graves in Baton Rouge, Louisiana. Graves built the concept around a single menu item: chicken fingers. The restaurant's name references his yellow Labrador, Cane. Despite early skepticism from lenders and business school professors about the viability of a one-item menu, Graves launched his first location near Louisiana State University and built a loyal customer base.

The company has since grown to more than 900 locations across 40+ states, with continued expansion underway domestically and internationally. Raising Cane's remains privately held, with Graves serving as Founder and Co-CEO. The chain's workforce has grown to an estimated 50,000+ employees, making it a significant employer in the quick-service restaurant sector.

Raising Cane's is consistently recognized for above-average compensation in the QSR industry and a strong emphasis on internal promotion. The company's operational model is centered on simplicity, quality, and crew development.

Company culture and employee programs:

Yes. Raising Cane's conducts background checks on candidates for most positions. Even entry-level and crew member roles in the quick-service restaurant industry commonly include background screening as part of the hiring process. The specific scope of the background check may vary depending on the position, location, and applicable state or local laws. Candidates are generally notified before a background check is initiated and must provide written authorization.

Three to five business days is a typical timeframe for a Raising Cane's background check to complete, though actual turnaround can be shorter or longer depending on several factors. For more detail on what affects screening timelines, see background check turnaround times.

Factors that can affect how long a background check takes include:

A standard background check for a Raising Cane's position may include several types of records and verifications. Common components include:

The specific components included in any given check will depend on the role and Raising Cane's screening policy at the time of hire.

For most positions, background checks look back seven years for criminal records. This is a common standard in the background screening industry and reflects limits established under the FCRA for consumer reports used in employment decisions. Some states impose stricter lookback limits, and certain jurisdictions have enacted "ban-the-box" laws that restrict when and how criminal history can be considered during the hiring process.

In some cases, such as positions with higher levels of responsibility or trust, lookback periods may extend beyond seven years. Candidates should be aware that applicable state and local laws may provide additional protections depending on where they are applying.

The Fair Credit Reporting Act (FCRA) is a federal law that governs how consumer reports, including employment background checks, can be collected, used, and shared. When Raising Cane's uses a CRA to conduct a background check, FCRA protections apply to the candidate throughout the process.

Key FCRA protections for candidates include:

Drug testing practices in the quick-service restaurant industry vary by employer, location, and role. Raising Cane's does not publicly confirm a universal pre-employment drug testing policy across all locations. As a multi-state employer, testing requirements and policies may differ based on state law, local regulations, and the specific position being filled. Candidates should be prepared for the possibility of a drug test and may wish to inquire during the hiring process. Management and higher-responsibility roles may be more likely to include drug screening than entry-level crew positions.

Raising Cane's, like many employers, evaluates candidates with felony records on a case-by-case basis rather than applying a blanket exclusion policy. This approach aligns with guidance from the Equal Employment Opportunity Commission (EEOC), which advises employers to conduct individualized assessments that consider the nature of the offense, the time elapsed since the conviction, and the relevance of the conviction to the duties of the position.

Additionally, a growing number of states and municipalities have enacted "ban-the-box" laws that restrict employers from asking about criminal history on initial job applications, delaying that inquiry until later in the hiring process. These laws are intended to give candidates with records a fair opportunity to be evaluated on their qualifications first.

No employer can guarantee that any individual with a felony record will be hired, and outcomes will depend on the specifics of the conviction, the role applied for, and applicable laws in the candidate's jurisdiction.

The minimum hiring age at most Raising Cane's locations is 16. This is consistent with federal child labor law, which sets 16 as the minimum age for most non-agricultural employment without restrictions on hours or job duties. Some states permit minors as young as 15 to work in food service with a valid work permit or with additional restrictions on hours and tasks, so requirements may vary by location.

Candidates who are 15 should check with their local Raising Cane's location and review the work permit requirements in their state before applying. Regardless of age, all minors employed at Raising Cane's are subject to applicable federal and state child labor protections governing maximum hours, scheduling, and job tasks.

The Raising Cane's hiring process generally follows these steps:

Before applying for a position at Raising Cane's or any other employer, candidates have the option to run a personal background check on themselves. Reviewing your own report in advance allows you to identify any errors or outdated information and address them before a potential employer sees them.

Checkr offers personal background check options for candidates:

If Raising Cane's is using Checkr to process your background check and you have questions about the status of your report, you can access your results and dispute information through the Candidate Portal or get answers to common questions at the Checkr Help Center.

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.

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.