The Cheesecake Factory: Company Profile & Background Check FAQs

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The Cheesecake Factory: Company Profile & Background Check FAQs

The Cheesecake Factory draws tens of thousands of job seekers each year across its full-service restaurant locations throughout the United States and internationally. Understanding what The Cheesecake Factory background check and drug test process involves, including pre-employment screening steps and what to expect before your first day, can help you prepare before you apply. Below, we cover The Cheesecake Factory's history, business model, and operations, and straightforward answers to the most-searched questions about The Cheesecake Factory background check and drug test process.

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The Cheesecake Factory: Company overview

The Cheesecake Factory is a full-service restaurant chain known for its extensive menu and signature cheesecakes, operated by The Cheesecake Factory Incorporated, a publicly traded company on the NASDAQ stock exchange under the ticker symbol CAKE. The company is headquartered in Calabasas Hills, California, and operates more than 250 The Cheesecake Factory restaurants across the United States and internationally through licensing agreements.

The concept traces its origins to the late 1950s, when Evelyn Overton established a small cheesecake bakery in Detroit, Michigan. In 1978, her son David Overton opened the first full-service The Cheesecake Factory restaurant in Beverly Hills, California. The restaurant became known for an oversized menu featuring hundreds of items alongside its signature cheesecakes, and the company expanded steadily throughout the following decades. The Cheesecake Factory Incorporated went public in 1992 and has grown into one of the highest-grossing full-service restaurant brands in the United States on a per-unit basis.

In addition to its flagship brand, The Cheesecake Factory Incorporated owns and operates North Italia, a full-service Italian restaurant concept, as well as additional restaurant concepts under its portfolio. The company employs approximately 48,000 or more associates across its restaurant network and support operations.

Company culture and employee programs:

The company offers health benefits to eligible full-time and part-time employees, including medical, dental, and vision coverage, with eligibility based on hours worked and tenure.
The Cheesecake Factory provides a dining benefit for employees working scheduled shifts at restaurant locations.
The company offers competitive hourly and tipped wage structures for front-of-house and back-of-house roles, along with access to direct deposit and flexible pay options at participating locations.
The Cheesecake Factory promotes internal advancement and provides management training programs for associates moving into supervisory and management roles.
The company offers flexible scheduling options across its restaurant locations, including part-time and full-time availability for a range of shifts.

The Cheesecake Factory background check FAQs

Does The Cheesecake Factory do background checks?

Yes. The Cheesecake Factory conducts pre-employment background checks on candidates as part of its standard hiring process. Background screening is generally required across hourly and management roles at restaurant locations. The specific searches included may vary depending on the job function, the candidate's jurisdiction, and the nature of the position.

How long can a Cheesecake Factory background check take?

Most employment background checks can be completed in three to five business days, though the actual timeline for a Cheesecake Factory background check can vary based on several factors:

Criminal record searches requiring manual courthouse retrieval rather than database access
Multi-jurisdiction searches spanning multiple counties, states, or countries
Employment verification dependent on response times from prior employers
High application volume during peak seasonal hiring periods
State-specific requirements that may add processing steps

For a broader overview of what affects screening timelines, see Checkr's guide to background check turnaround times.

What can be revealed in a Cheesecake Factory background check?

A background check report for a Cheesecake Factory position may include the following:

Identity verification: SSN trace to confirm identity and establish name and address history for US-based candidates.
Criminal history: County, state, federal, and national criminal record searches; sex offender registry search; global watchlist screening for international sanctions and compliance records.
Employment verification: Confirmation of prior employers, job titles, and dates of employment, which may apply for management and supervisory roles.
Motor vehicle records: For roles involving driving responsibilities or operating company vehicles, a motor vehicle records search may be included.

The specific combination of searches depends on the nature of the role and applicable legal requirements in the candidate's jurisdiction.

How far back can The Cheesecake Factory's background check go?

The look-back period for a Cheesecake Factory background check typically covers the past seven years for most criminal history searches, consistent with the default limits under the Fair Credit Reporting Act for US-based consumer reports. However, the actual look-back period may vary based on:

The state or jurisdiction where the position is located - some states impose shorter look-back windows by law
The salary or compensation level of the role - FCRA look-back limits on certain record types do not apply above a defined income threshold
The nature of the role and any elevated access or responsibility it involves

Candidates should review applicable state fair-chance and "ban-the-box" laws, which govern when and how an employer may inquire about criminal history during the hiring process.

What is the FCRA and how does it protect candidates?

The Fair Credit Reporting Act (FCRA) is the federal law governing how employers use consumer reports, including background checks, in hiring decisions. Key candidate protections under the FCRA include:

Written consent required: Employers must obtain written authorization from the candidate before ordering a background report.
Pre-adverse action notice: If the employer intends to take adverse action - such as rescinding a conditional offer - based in whole or in part on the background report, it must first provide the candidate with a copy of the report and a written summary of their FCRA rights.
Reasonable dispute window: Candidates are entitled to a reasonable period to review the report and dispute any inaccurate or incomplete information before a final adverse decision is made.
Adverse action notice: If the employer proceeds with the adverse decision, it must send a formal adverse action notice identifying the CRA and providing the candidate with information on how to contact them.
Dispute rights: Candidates can contact the CRA directly to dispute errors, and the CRA is required to investigate and correct inaccurate information.

EEOC guidance further recommends that employers conduct an individualized assessment when criminal history is a factor in a hiring decision, considering the nature of the offense, how much time has passed, and the direct relevance of the conviction to the duties of the specific role.

Does The Cheesecake Factory drug test?

The Cheesecake Factory conducts pre-employment drug screening for many positions as a component of the hiring process. Pre-employment drug tests are typically required before a candidate's first day of work and are administered as part of the conditional offer process. The specific substances screened for and the type of test administered may vary by location and applicable state law.

Whether a specific position - including server and front-of-house roles - includes drug testing for weed or THC, and what kind of drug test The Cheesecake Factory uses for a particular role, will depend on the hiring location's policies and the requirements of that position. Candidates in states with specific protections for lawful off-duty conduct, including marijuana use in states where it is legal, should be aware that pre-employment drug testing policies may still apply depending on the role and applicable state law at the time of hire. Candidates with questions about drug testing requirements should confirm with the hiring manager or review the offer documentation provided during the conditional offer stage.

What is The Cheesecake Factory hiring process?

The Cheesecake Factory hiring process typically follows these steps for most restaurant and management positions:

Application - Submit your application online through The Cheesecake Factory careers portal or in person at a local restaurant location.
Application review - A hiring manager or restaurant management team member reviews your application against the position's requirements and availability.
Interview - One or more interviews with a hiring manager or restaurant management team, typically conducted in person at the restaurant location.
Conditional offer - A written offer of employment is extended, contingent on successful completion of background screening and any other pre-employment requirements.
Consent and background check - The candidate provides written consent, and a background report is initiated through a third-party Consumer Reporting Agency.
Drug test - For positions requiring pre-employment drug screening, a drug test is typically administered before the start date.
Onboarding - Once the background check is cleared and any required drug test is complete, the candidate receives onboarding instructions and a confirmed start date.

Timelines at each stage can vary depending on application volume, role urgency, and the specifics of the background screening.

What are The Cheesecake Factory background check requirements?

The Cheesecake Factory's pre-employment screening requirements generally include the following for US-based candidates:

Written consent: Before a background report can be initiated, candidates must provide written authorization as required by the FCRA.
Accurate application information: The information provided on the job application - including work history, education, and identity details - serves as the basis for verification searches. Discrepancies identified during the background check may affect the hiring decision.
State and local compliance: The specific searches included and the look-back periods applied will reflect applicable state and local laws, including fair-chance hiring requirements in jurisdictions where they exist.
Role-specific screenings: Depending on the position, additional screening components such as employment verification or motor vehicle records may be required.

Candidates with questions about what will be included in their specific background check should review the consent documentation provided during the offer stage or contact The Cheesecake Factory's hiring team directly.

Order your own background check

Running a personal background check with Checkr lets you preview what The Cheesecake Factory may see before your application advances to the screening stage. Reviewing your own report in advance gives you the opportunity to identify inaccuracies and address them before they affect a hiring decision. A personal background check can include:

Criminal history searches: SSN trace, sex offender registry, global watchlists, national criminal database, and county or state court record searches.
Employment verification: Confirmation of prior employment history as it would appear in a background report.

Start your report at Checkr Personal Background Checks. To share verified background information proactively with recruiters or hiring managers, create a free Checkr Profile.

Are you a candidate with an open background check with Checkr?

Check your report status or get answers through the Candidate Portal, or visit the Checkr Help Center for FAQs, dispute steps, and support contact options.

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.