Texas Roadhouse: Company Profile & Background Check FAQs

Texas Roadhouse was founded in 1993 by W. Kent Taylor in Clarksville, Indiana. Headquartered in Louisville, Kentucky, the company has grown into a major casual dining chain known for hand-cut steaks, made-from-scratch sides, and fresh-baked bread served in a lively, country-themed setting. Texas Roadhouse is publicly traded on the NASDAQ under the ticker symbol TXRH.

The company operates more than 800 locations across the United States and internationally. Its workforce numbers approximately 95,000 or more employees, with the majority in hourly roles including servers, hosts, bussers, bartenders, line cooks, and dishwashers, alongside salaried kitchen managers, service managers, and general managers.

Company culture and employee programs:

Texas Roadhouse offers competitive pay for both hourly and salaried positions. Hourly team members receive employee meal discounts and access to advancement opportunities, with many general managers and managing partners promoted from within. The company emphasizes a fun, team-oriented work environment. Benefits for eligible employees vary by role and tenure and may include health coverage, retirement savings options, and paid time off. Candidates interested in open roles can explore current openings at Texas Roadhouse careers.

Yes. Texas Roadhouse conducts background checks on job applicants as part of its standard hiring process. After extending a conditional offer of employment, Texas Roadhouse uses a third-party consumer reporting agency to run a background check. Written consent is required before any report is ordered, as mandated by the Fair Credit Reporting Act (FCRA).

A Texas Roadhouse background check typically includes a review of criminal history and employment verification. Standard components may include:

The scope of screening may vary by role. Management and salaried positions typically involve more thorough review than entry-level hourly roles. Certain positions may also include additional checks such as professional license verification or motor vehicle record searches if driving is part of the job.

Most employment background checks complete within three to five business days. Timing varies depending on the screenings ordered and how quickly records can be retrieved. Database searches can return results in minutes, while searches requiring manual courthouse retrieval or follow-up on flagged records may extend beyond a week. See Checkr''s guide to background check turnaround times for more detail.

Texas Roadhouse hiring age requirements vary by position:

State and local regulations vary, so minimum age requirements may differ by location. Candidates should confirm the specific requirements with the location where they are applying.

Texas Roadhouse drug testing practices can vary by location and role. Pre-employment drug testing is not universally reported across all Texas Roadhouse locations. Some hiring managers conduct pre-employment screening, particularly for management and kitchen roles, while hourly front-of-house positions may not routinely require it. Post-accident drug testing is common practice in the restaurant industry and may apply regardless of role. Candidates should confirm the drug testing policy directly with their specific hiring location, as practices are not standardized across all restaurants.

Texas Roadhouse evaluates candidates with criminal records on a case-by-case basis. Like most employers that use a third-party consumer reporting agency, Texas Roadhouse is subject to FCRA requirements, including guidance recommending individualized assessment. Under this approach, hiring decisions consider the nature and severity of the offense, how much time has passed since the conviction, and whether the offense is relevant to the duties of the role being sought.

Many jurisdictions have enacted "ban-the-box" laws that restrict employers from asking about criminal history on an initial job application or that limit automatic disqualification based solely on a conviction. Candidates with a criminal record are encouraged to apply, be upfront about their background, and focus on demonstrating qualifications and readiness for the role.

The standard lookback period for most convictions is seven years, though this varies by state. Some states have shorter lookback limits under fair-chance hiring laws, while others may allow or require longer review periods for certain positions. Candidates should review applicable state "ban-the-box" laws to understand any local restrictions that may apply.

The Fair Credit Reporting Act (FCRA) governs how employers use consumer reporting agencies to conduct background checks. Because Texas Roadhouse uses a third-party CRA, FCRA protections apply to all candidates. Key protections include:

EEOC guidance also recommends that employers conduct an individualized assessment weighing the nature of any offense, its age, and its relevance to the job. This helps ensure fair evaluation and reduces the risk of discriminatory hiring practices.

The Texas Roadhouse hiring process for hourly roles is typically straightforward and fast:

The overall timeline from application to start date is often a week or less for hourly positions, depending on background check turnaround and scheduling.

Texas Roadhouse employment verification for past employees is typically handled through the company''s HR department or a third-party employment verification service. Former employees and prospective employers can initiate verification requests through standard channels.

Running a personal background check with Checkr lets you preview what Texas Roadhouse may see and helps you identify potential inaccuracies before they affect your 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 or hiring managers.

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.