STK Steakhouse: Hiring, Background Check & Employment Verification FAQs

STK Steakhouse is a restaurant brand owned by The ONE Group Hospitality, Inc., a company listed on Nasdaq under the symbol STKS. According to the parent company's investor relations site, STK is a modern twist on the American steakhouse concept, with restaurants in major metropolitan cities in the United States, Europe, and the Middle East. The menu centers on premium steaks, seafood, and specialty cocktails, served in what the company calls an energetic upscale atmosphere.

The ONE Group describes itself as an international restaurant company that develops and operates upscale and polished casual, high-energy restaurants and lounges, and it says its focus is to be the global leader in what it calls Vibe Dining. Besides STK, its brands have included Benihana, Kona Grill, and RA Sushi, according to its investor relations site, and its ONE Hospitality business provides food and beverage services for hotels, casinos, and other high-end venues. The company lists a corporate address in Denver, Colorado, and it reported third quarter 2026 results in early November 2026.

STK's website lists locations in U.S. cities including Phoenix and Scottsdale in Arizona, Los Angeles, San Diego, and San Francisco in California, Denver in Colorado, and Washington, D.C., and it organizes its locations by region, including Canada, Europe, the Middle East, Puerto Rico, and the United States. Because each restaurant is operated within a larger hospitality group, hiring practices may vary by location, and the screening steps for a given role may depend on the restaurant and the market.

STK's careers page is hosted through a restaurant hiring platform and lets candidates browse jobs by location, sign up for job alerts, and join a talent pool. Roles at upscale restaurants typically include servers, bartenders, hosts, food runners, line cooks, and managers, though available positions vary by location and change over time.

Company culture and employee programs:

The ONE Group describes its restaurants as high-energy venues built around the Vibe Dining concept, which suggests an emphasis on hospitality, service, and atmosphere. Candidates can expect training that varies by position, and pay, tips, benefits, and schedules may vary by location, role, and whether a position is full-time or part-time. Candidates are encouraged to confirm specifics during the hiring process.

Yes. Employers in the restaurant and hospitality industry, including STK, are legally permitted to run pre-employment background checks, 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 sets rules for candidate consent, disclosure, and adverse action. State and local laws, including fair chance rules in some cities, may add further requirements.

STK is generally reported to conduct background checks for at least some positions, although the scope may vary by location and role. This is consistent with standard practice in upscale hospitality, where staff handle cash, serve alcohol, and work in guest-facing settings. The specific scope of the STK background check may differ between hourly restaurant staff and managers, and candidates should confirm details with the hiring team.

While the exact steps vary by location and role, the STK hiring process typically follows a sequence common to upscale restaurants. Candidates generally search openings through the careers page, submit an application, and complete one or more interviews with a hiring manager. Applicants who receive a conditional offer are usually asked to consent to screening before a start date is confirmed, followed by onboarding and training. Candidates for bartending or serving roles should also be ready to show any alcohol-service training or permit required in their city or state.

Turnaround depends on the searches ordered, the responsiveness of courts and agencies, and the candidate's history across jurisdictions. Many checks return within a few business days, while searches covering several counties or states can take longer. Candidates who want to understand typical timelines in more detail can review background check turnaround times.

An STK background check may reveal criminal history, identity details, employment records, and, for some roles, credit history. The specific components are set by the employer and may vary by position. For a restaurant role, a background check may include some or all of the following:

STK does not publicly state a drug-testing policy on the pages reviewed, and testing may vary by location, role, and local law. Some hospitality employers screen for management or safety-sensitive roles more often than for hourly guest-facing roles, but this varies. Candidates should read their offer paperwork to see whether testing applies. This answer describes common industry practice and does not state STK's confirmed internal policy, and it makes no claim about state marijuana laws.

The lookback period for a background check depends on the type of search and the laws of the state or country where the candidate lives or worked. In the United States, the FCRA generally limits consumer reporting agencies from reporting most negative information older than seven years, with certain exceptions for higher-salary positions and specific record types such as convictions. Some states have stricter limits. Candidates with records in multiple jurisdictions may see different lookback windows applied to different searches within the same report.

STK's policies regarding candidates with felony records are not publicly stated in detail, and decisions are typically made case by case. Factors that may influence a decision include the type of offense, how much time has passed, and the responsibilities of the role, such as handling cash or serving alcohol. Many states and cities have enacted "ban-the-box" laws that limit when and how employers can ask about criminal history during the application process. Candidates are encouraged to be honest on their application and prepared to discuss their background during the hiring process.

Candidates will typically be asked for written consent before a background check begins, usually through a disclosure form provided during the hiring process. Candidates should be prepared to supply their full legal name, date of birth, Social Security number, and address history. Providing accurate information helps ensure searches are run in the correct jurisdictions and can prevent 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, employers must obtain written consent before running a background check, provide a copy of the report and a summary of rights if they intend to take adverse action based on the results, and allow the candidate an opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA applies to background checks, visit Fair Credit Reporting Act (FCRA).

Servers and bartenders at STK are typically screened with criminal history and identity checks, and employers may also verify work history. Depending on the state or city, bartenders and servers may need alcohol-service training or permits, which are separate from a background check. Roles that handle cash or closing duties may draw closer attention to financial history, subject to applicable law. Because STK locations are in different states and cities, requirements may vary by market, and candidates should review the job posting and consent forms.

Running a personal background check with Checkr lets you preview what STK Steakhouse may see and help you identify potential inaccuracies before they affect your job application. In one secure report you can review:

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The resources and information provided here are for educational and informational purposes only and do not constitute legal advice.