Smoothie King: Company Profile & Background Check FAQs

Smoothie King was founded in 1973 in Kenner, Louisiana, by Steve and Cindy Kuhnau. Steve Kuhnau began experimenting with blended fruit drinks as a way to manage his own food allergies and nutrition, and the concept grew into a health-focused smoothie bar. In 1989, Smoothie King became the first smoothie franchise business in the United States, helping establish the smoothie shop as a retail category of its own.

In 2012, the company was purchased by Wan Kim, a South Korean entrepreneur who had been one of the brand's international franchisees. Under his leadership, the chain expanded rapidly, approaching 1,000 locations worldwide by early 2018 and continuing to grow from there. Today the privately held company is headquartered in Coppell, Texas, in the Dallas-Fort Worth area, after relocating from the New Orleans region.

Smoothie King's menu centers on purpose-based smoothies organized around goals such as fitness, weight management, and wellness, and the brand has positioned itself as a health and fitness company as much as a quick-service concept. The vast majority of stores are owned and operated by franchisees, which means hiring, pay, and screening practices at a given store are typically set by the local owner rather than the corporate franchisor. Store roles include team members who blend and serve smoothies, shift leaders, assistant managers, and general managers, while corporate roles in areas like marketing, franchise support, and supply chain are based at headquarters.

Company culture and employee programs: Smoothie King stores tend to run small, fast-paced teams with an emphasis on friendly guest service and product knowledge. Entry-level roles usually require no prior experience, and many stores hire students and offer flexible part-time scheduling. Because locations are franchised, wages, benefits, minimum hiring ages, and training programs vary by owner, so candidates should confirm specifics with the store where they apply.

Yes. Employers in the quick-service restaurant industry, including Smoothie King and its franchisees, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow applicable federal, state, and local laws. In the United States, background screening through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which requires written consent, clear disclosures, and specific adverse action steps when results influence a hiring decision.

Background check practices at Smoothie King vary by location because most stores are independently owned and operated by franchisees who set their own hiring procedures. Screening is more common for management roles, which involve cash handling, store keys, and supervisory responsibility, while practices for entry-level team member roles differ from owner to owner. Candidates should ask the hiring manager during the interview whether a background check is part of hiring at that store.

The Smoothie King hiring process is typically quick and informal compared with larger corporate employers. Candidates usually apply online or in person, and applicants who match the store's needs are often invited to a short interview with the manager or owner, sometimes within a few days. Offers can come quickly, particularly for part-time team member roles. If a background check is required, it generally occurs after a conditional offer, and management candidates may meet with the franchise owner or a district leader before a final decision.

When a store runs a background check, turnaround depends on the searches ordered and the jurisdictions involved. Many background checks for retail and food service roles are completed within a few business days, though searches involving multiple counties or slower courts can take longer. Candidates who want more detail on typical timelines can review background check turnaround times.

The components of a background check are chosen by the employer, which for most Smoothie King stores means the local franchise owner. For quick-service roles, a background check may include some or all of the following:

Candidates should review any disclosure and consent forms they receive to understand which searches apply to their role.

Lookback periods depend on the type of search and the laws of the state where the candidate lives or works. Under the FCRA, consumer reporting agencies generally cannot report most negative information older than seven years, though criminal convictions can often be reported further back where state law allows. Several states set stricter limits. Because Smoothie King stores operate across many states, the lookback rules that apply can differ from one location to another.

Because most Smoothie King stores are franchised, decisions about candidates with felony records rest with individual owners and are typically made case by case. Quick-service food roles are often considered accessible to candidates with records, and owners commonly weigh the nature of the offense, how long ago it occurred, and its relevance to the job. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates with records are encouraged to apply, be honest in their answers, and offer context if asked.

If a Smoothie King location runs background checks, candidates will typically be asked to sign a written consent and disclosure form first. Applicants should be prepared to provide accurate personal information, including full legal name, date of birth, Social Security number, and address history. Many stores also set minimum age requirements for team members, and candidates under 18 may need work permits depending on state law. Accurate information helps searches run in the correct jurisdictions and prevents 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, an employer must obtain written consent before ordering a background check, and if it intends to take adverse action based on the report, it must first give the candidate a copy of the report and a summary of rights, with time to dispute inaccurate information. For a fuller overview, see this introduction to the Fair Credit Reporting Act (FCRA) and EEOC guidance.

Running a personal background check with Checkr lets you preview what Smoothie King 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.