The Friendly Toast: Hiring, Background Check & Employment Verification FAQs

The Friendly Toast started in Portsmouth, New Hampshire, in 1994 with what its website calls a simple idea: make great food, make people feel welcome, and never take yourself too seriously. The company says that more than 30 years later it serves bold, scratch-made breakfast, brunch, and lunch in communities across New Hampshire, Massachusetts, Maine, Connecticut, and Vermont. Its menu is known for big flavors, generous portions, and colorful cocktails.

The restaurant locations page lists restaurants in West Hartford, Connecticut; Portland, Maine; Boston, Burlington Mall, Cambridge, Chestnut Hill, Dedham, and North Andover, Massachusetts; Bedford, Portsmouth, Nashua, Salem, and Concord, New Hampshire; and Burlington, Vermont. Because the company operates across five states, hiring and screening rules can differ from one restaurant to the next.

The Friendly Toast's careers page describes a team of scratch chefs, experience creators, problem-solvers, and early risers. It says careers can grow from host to server, cook to kitchen leader, or restaurant team member to management. Restaurant roles involve food handling, guest payments, and, where a restaurant serves cocktails, alcohol service, which can shape the checks an employer considers.

Company culture and employee programs:

The Friendly Toast's careers page lists perks that include a 401(k) with employer matching, health, dental, and vision insurance, paid sick and vacation time, an employee discount, and a referral program. It names its values as Trust Together, Own It, Authenticity, Sweat the Details, and Take Pride, and it states that it is an equal opportunity employer. Pay and benefits vary by role, location, and hours, so candidates should confirm specifics during the hiring process.

Yes. Employers in the restaurant and hospitality industry, including The Friendly Toast, 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 is governed by the Fair Credit Reporting Act (FCRA), which sets requirements around candidate consent, disclosure, and adverse action procedures. Because The Friendly Toast operates in five states, the specific rules that apply to a candidate can also depend on which restaurant is hiring.

The Friendly Toast is generally reported to conduct background checks for some roles. This is consistent with restaurant employers that hire for cash handling and supervisory positions. The scope of a Friendly Toast background check may vary by role, restaurant, and state, with management roles potentially involving more searches than entry-level restaurant roles.

The Friendly Toast hiring process typically starts with an online application through the careers page, followed by an interview with a restaurant manager for candidates who move forward. Kitchen candidates may be asked about their experience, and management candidates may meet additional leaders. Candidates who receive an offer are usually asked to complete onboarding paperwork, which may include consent for a background check. Steps vary by role and restaurant.

A Friendly Toast background check can take from a few business days to longer, depending on the searches ordered and how quickly courts and agencies respond. Records across multiple counties or states can add time. Candidates who want more detail can review background check turnaround times.

A Friendly Toast background check may include criminal history, identity, and work history checks, with extra searches for some roles. Components may include:

Candidates should review any disclosure and consent forms provided during hiring to understand which searches will be conducted for their specific role.

The Friendly Toast's drug-testing practices are not publicly detailed, and any testing may vary by role, restaurant, and applicable law. Restaurant roles are often treated differently from driving or heavy-equipment roles. Candidates should read the posting and any offer paperwork to see which screening steps apply to their position.

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.

The Friendly Toast's policies on candidates with felony records are not publicly stated in detail, and decisions are typically made case by case. Factors that may be considered include the nature of the offense, how much time has passed, and the duties of the role, such as handling cash or working alone at opening or closing. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates are encouraged to be honest on their application and prepared to discuss their background if asked.

Candidates applying to The Friendly Toast will typically be asked for written consent before a background check begins, usually through a disclosure form provided during hiring. Candidates should be ready to provide their full legal name, date of birth, Social Security number, and address history. Accurate information helps make sure searches run in the right 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).

Server and cook candidates typically give written consent and personal details for a standard pre-employment check. The careers page describes a path from host to server and from cook to kitchen leader, and these roles involve guest payments and food handling. Employers may consider criminal history and employment verification searches, and the exact mix may vary by restaurant and state.

The Friendly Toast may screen management candidates more closely, though the steps are not publicly detailed. Its careers page describes growth from restaurant team member to management, and managers often handle cash, scheduling, and opening or closing duties. Candidates for these roles may see employment verification and, where state law allows, a credit review in addition to criminal history.

Running a personal background check with Checkr lets you preview what The Friendly Toast 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.