Red Robin: Hiring, Background Check & Employment Verification FAQs

Red Robin Gourmet Burgers, Inc. trades on the Nasdaq under the ticker RRGB and operates its restaurants through its wholly owned subsidiary Red Robin International, Inc., under the trade name Red Robin Gourmet Burgers and Brews. The company's own investor materials describe it as founded in 1969, the year the Seattle tavern that became the brand adopted the burger-focused menu it is known for today; the underlying Seattle establishment dates back further, to 1940. The first franchised location opened in Yakima, Washington, in 1979.

Red Robin is headquartered in Greenwood Village, Colorado. As of the close of its fiscal year on December 28, 2025, the company operated 475 restaurants across the United States and in British Columbia, Canada, of which 385 were company-owned and 90 were run by franchisees. That mix matters for job seekers, because a franchised location is operated by an independent business owner whose hiring and screening practices are set separately from the corporate organization.

The menu centers on gourmet burgers and classic American fare, extended over time to chicken sandwiches, salads, appetizers, entrees, desserts, and signature beverages. Through a partnership with Donatos Pizza, many locations also serve Donatos thin crust pizza. Red Robin supports off-premise business through online ordering for takeout, delivery, and catering, alongside its dine-in operation.

Restaurant roles include servers, hosts and hostesses, bartenders, line and prep cooks, dishwashers, expediters, to-go and catering specialists, shift supervisors, assistant managers, and general managers. Corporate and field roles based out of Greenwood Village cover operations support, marketing, supply chain, finance, technology, and human resources. Many restaurant positions involve handling cash and card payments and, in bartending and serving roles, serving alcohol.

Company culture and employee programs:

Red Robin frames its brand around hospitality and connection, and the company describes wanting guests to relax and enjoy time together around the table. Restaurant work is scheduled in shifts and often includes evenings, weekends, and holidays, with training delivered on the job and through structured onboarding for kitchen and service positions. Compensation structures differ between tipped and non-tipped roles, and benefits eligibility generally depends on hours worked, position, and whether the restaurant is company-owned or franchised. Candidates should confirm specifics with the hiring manager at the location they are applying to.

Yes. Employers in the restaurant and hospitality industry, including Red Robin, are legally permitted to conduct pre-employment background checks on job candidates, so long as they follow applicable federal, state, and local law. In the United States, the Fair Credit Reporting Act (FCRA) governs employment screening, setting rules for disclosure, written consent, and the adverse action steps that must precede a decision based on a report. In Canada, provincial employment and privacy legislation governs how background information may be collected and used.

Red Robin is generally reported to conduct background checks as part of hiring, which is consistent with common practice in casual dining. Restaurant employees handle cash and payment cards, serve alcohol in many positions, and work in close contact with guests, all of which are typical reasons employers screen. The scope of a Red Robin background check is not published, and it may vary by role, by state or province, and by whether the restaurant is company-owned or operated by a franchisee.

The Red Robin hiring process is usually quick relative to corporate roles. Candidates apply online or in person at a specific restaurant, and a manager typically reaches out for an interview within days. Interviews are often conducted on site by a general manager or assistant manager and focus on availability, prior restaurant experience, and guest service. Some locations run a short second interview or a working trial. A conditional offer normally comes before any background check, at which point the candidate signs a disclosure and authorization form. Alcohol service certification, food handler cards, and orientation follow before the first shift.

Timelines differ from candidate to candidate. The number of searches ordered, the court systems involved, and the accuracy of the information a candidate supplies all affect the pace. Some reports clear in a day or two, and others take longer when a court is backlogged or a past employer is slow to respond. More detail is available in this overview of background check turnaround times.

The employer sets the scope of the report. For a restaurant role at a chain like Red Robin, a background check may include some or all of the following:

The disclosure paperwork handed over during hiring identifies exactly which searches apply to a specific role and location.

It depends on the search and on where the candidate has lived. The FCRA's general rule keeps most adverse information older than seven years out of a consumer report, subject to exceptions including certain convictions and higher-paying positions. State law can shorten that window, and a report covering several jurisdictions may apply different limits to different sections.

Red Robin has not published a detailed policy on applicants with felony records, and restaurant employers commonly assess criminal history case by case. Factors that typically matter include the nature and severity of the offense, how long ago it happened, evidence of rehabilitation, and whether the record bears on the duties of the position. Many states and cities where Red Robin operates have enacted "ban-the-box" laws that restrict when criminal history can be raised and require an individualized review before a record is used to reject an applicant. Being accurate on the application and prepared to discuss context is generally the best approach.

Expect a consent step. Before a report is ordered, candidates typically sign a disclosure and authorization form. Applicants should also be prepared to confirm identifying details such as full legal name, date of birth, Social Security number, and previous addresses, and to list past employers or schools when the role calls for verification. Candidates for bartending or serving roles should also expect to meet minimum age requirements and to obtain any alcohol service or food handler certification their state or province requires.

The FCRA is the main federal protection candidates have in the screening process. It requires clear disclosure and written consent, restricts how long most negative information can be reported, and builds in an adverse action sequence so a candidate learns what a report says and can challenge it before a decision is finalized. Candidates can read more about the Fair Credit Reporting Act (FCRA) and related EEOC guidance.

Typically, yes, though the requirements come from state and provincial law rather than from a single company rule. Jurisdictions set a minimum age for serving or pouring alcohol, and many require a responsible alcohol service certification obtained through an approved training program. Some states also restrict alcohol service licensing for individuals with certain recent convictions. These are licensing and eligibility requirements layered on top of any background check, and a hiring manager should be able to explain what applies at a specific restaurant.

Running a personal background check with Checkr lets you preview what Red Robin may see and gives you a chance to spot inaccuracies before they affect your application. One secure report covers:

Create your report in minutes at Checkr Personal Background Checks. To share verified credentials with recruiters and hiring managers proactively, build a free Checkr Profile.

Check your report status in the Candidate Portal. You can also visit the Checkr Help Center for FAQs, dispute steps, and support contacts.

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.