Restaurant Depot: Company Profile & Background Check FAQs

Restaurant Depot was founded in 1990 and is headquartered in College Point, Queens, New York. The company operates as a members-only, cash-and-carry wholesale distributor, meaning its locations are not open to the general public. Membership is available to qualifying food service businesses, including restaurants, caterers, food trucks, and institutional buyers. This B2B model sets Restaurant Depot apart from traditional grocery or retail chains.

The company is privately held through Jetro Holdings, controlled by the Kirsh family (Nathan Kirsh / Kirsh Group). That independence has allowed Restaurant Depot to grow steadily while maintaining a warehouse-style, no-frills business model focused on bulk pricing and high product turnover. With more than 150 locations across the United States, it ranks among the most significant players in the foodservice distribution space.

Restaurant Depot's workforce reflects the nature of its operations. Roles span warehouse associates, forklift operators, meat cutters, deli counter staff, cashiers, receiving clerks, managers, and delivery drivers. Because the company handles large volumes of perishable food product and operates heavy equipment throughout its facilities, its hiring standards are shaped by both operational safety requirements and food handling regulations.

Company culture and employee programs:

Restaurant Depot's workforce is largely composed of hourly workers in warehouse and food service roles. The company provides role-specific training, particularly for positions involving forklift operation, food safety, and meat processing. Benefits may include health insurance, paid time off, and employee discounts, though specific offerings can vary by location and employment status. Job seekers are encouraged to confirm current benefit details directly with the hiring location.

Yes. Restaurant Depot conducts background checks as part of its hiring process. Given that its roles include forklift operation, food handling, cash management, and delivery driving, pre-employment screening is consistent with the operational responsibilities and regulatory environment the company works within. While the company has not published a detailed public policy on background screening, job seekers should expect a background check to be part of the standard offer process.

The Restaurant Depot hiring process typically follows several stages. Candidates can apply online through the Restaurant Depot careers portal or in person at their local warehouse location. Applications are reviewed by store or regional managers, and qualified candidates are contacted for an interview. Interviews are generally conducted on-site and may involve one or more rounds depending on the role.

Following a conditional job offer, candidates can expect pre-employment screening to begin. This stage may include a background check, drug test, or both, depending on the position. Roles involving forklift operation, delivery driving, or food safety certifications may carry additional requirements. The full process from application to start date can range from a few days to several weeks depending on location, role, and screening outcomes.

Background check timelines vary based on what is being searched and how quickly third-party sources respond. A standard criminal history check often returns results within one to three business days. Checks involving county court records, employment verification, or motor vehicle records may take longer if courts or agencies face processing delays. In some cases, results can return within 24 hours; in others, the process may extend to a week or more. For a broader look at factors that affect timing, see Checkr's guide on how long a background check takes.

A pre-employment background check at Restaurant Depot may include several types of searches depending on the role. Common components include:

The specific searches conducted will depend on the position applied for and the state in which the location operates.

The lookback period for background checks is governed by federal and state law. Under the FCRA, consumer reporting agencies generally cannot report most negative criminal history information older than seven years for positions paying below a certain salary threshold. Some states impose stricter limits, restricting reporting to five years or prohibiting certain older records from consideration entirely. California, for example, has its own rules that apply to employers operating in that state. Restaurant Depot, with locations across many states, is subject to the laws of each jurisdiction where it operates.

Restaurant Depot has not published an explicit public policy on hiring individuals with felony convictions. In practice, most large employers, including Restaurant Depot, evaluate applicants with criminal records on a case-by-case basis rather than applying a blanket exclusion. Factors typically considered include the nature of the offense, how much time has passed, and whether the conviction is relevant to the role being applied for.

Several states where Restaurant Depot operates have enacted ban-the-box laws, which restrict when and how employers can ask about criminal history during the application process. These laws are designed to give applicants with records a fair opportunity to be evaluated on their qualifications first. For an overview of how these laws work, see Checkr's resource on "ban-the-box" laws. Candidates with prior convictions are encouraged to be prepared to discuss their record honestly and to highlight relevant experience and rehabilitation.

To initiate a background check, Restaurant Depot will require applicants to provide written consent under the FCRA before any screening begins. Applicants will need to supply accurate personal information, including their full legal name, date of birth, and Social Security number, to allow the background check provider to conduct accurate searches. Providing false information on an application or during the screening process can result in disqualification. Candidates for driving roles should also be prepared for their motor vehicle record to be reviewed.

The Fair Credit Reporting Act is a federal law that governs how background checks are conducted and how the results can be used in employment decisions. Under the FCRA, employers must obtain written consent before running a background check, notify applicants if a background check result may negatively affect their hiring decision (a process called pre-adverse action), and provide applicants with a copy of the report and a summary of their rights before taking final adverse action. These protections give candidates the opportunity to review their report and dispute any inaccurate or outdated information before a final decision is made. For a detailed overview of these rights, see Checkr's introduction to the FCRA and EEOC.

Running a personal background check with Checkr lets you preview what Restaurant Depot 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.

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.