Twin Peaks Restaurants: Company Profile & Background Check FAQs

Twin Peaks was founded in 2005 in Lewisville, Texas, a suburb of Dallas, by restaurant industry veterans Randy DeWitt and Scott Gordon. The concept pairs a mountain sports lodge atmosphere with a made-from-scratch menu of burgers, wings, and comfort food, a large selection of draft beer served extra cold, and banks of televisions for game-day viewing. Service is provided by the brand's well-known Twin Peaks Girls waitstaff, and locations position themselves as destinations for watching sports.

The company is headquartered in the Dallas area in Addison, Texas, and has grown to more than 110 locations across the United States and Mexico, operated through a mix of company-owned restaurants and franchisees. Twin Peaks is operated by Twin Hospitality Group, which was spun off from franchising company FAT Brands in early 2025. In January 2026, FAT Brands and Twin Hospitality Group filed for Chapter 11 bankruptcy protection, with restaurants expected to continue operating as usual during the restructuring process. Candidates researching the company may want to follow news coverage for the latest developments.

Each Twin Peaks location employs a large hourly team, including servers, bartenders, hosts, line and prep cooks, dishwashers, and heart-of-house staff, along with salaried managers and kitchen leadership. Above the restaurant level, the company employs corporate staff in franchising, marketing, culinary development, and operations support.

Company culture and employee programs: Twin Peaks restaurants run high-energy, high-volume shifts built around sports schedules, weekends, and evenings, so flexibility and teamwork are central to the job. Because the chain serves alcohol, many front-of-house roles carry minimum age requirements and may require state or local alcohol service certifications. Pay structures often combine hourly wages with tips for service roles, and benefits vary by location, franchise operator, and full-time or part-time status. Candidates should confirm specifics with the hiring manager at the location where they apply.

Yes. Employers in the restaurant and hospitality industry, including Twin Peaks, 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, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires written candidate consent, clear disclosures, and a formal adverse action process when results affect a hiring decision.

Twin Peaks locations are generally reported to conduct background checks for at least some roles, particularly management positions that involve cash handling, alcohol service oversight, and supervisory responsibility. Because many restaurants are franchised, screening practices can vary from operator to operator, and hourly hiring at some locations may involve lighter screening. The disclosure and consent forms provided during hiring are the most reliable indication of whether and how a candidate will be screened.

The Twin Peaks hiring process typically starts with an online or in-person application at a specific location. Candidates usually interview with a manager, and service staff may be evaluated on hospitality skills and availability for nights and weekends, while kitchen candidates may be asked about culinary experience. Management applicants often complete multiple interviews with area or franchise leadership. When a conditional offer includes screening, candidates will be asked to consent to a background check before their start date is confirmed, followed by onboarding and any required alcohol service training.

Turnaround time depends on which searches are ordered, court responsiveness, and how many jurisdictions appear in a candidate's address history. Many restaurant-industry background checks are completed within a few business days, while reports involving multiple counties or slower courts can take longer. To learn more about what affects timing, review background check turnaround times.

Employers, including individual franchise operators, choose the searches that make sense for each role. For a sports bar and restaurant position, a background check may include some or all of the following:

Candidates should read their consent paperwork to see exactly which components apply.

Lookback periods depend on the search type and governing law. Under the FCRA, most negative information other than convictions generally cannot be reported after seven years, while convictions can often be reported indefinitely under federal law, subject to state restrictions. Several states limit conviction reporting to seven years, so candidates in different states may see different results on otherwise similar reports.

Twin Peaks does not publish a detailed public policy on hiring candidates with felony records, and decisions are typically made case by case by the company or the local franchise operator. The restaurant industry is often seen as accessible for people rebuilding their work history, and employers commonly consider the nature and age of an offense along with the duties of the role, such as alcohol service or cash handling. Many states and cities have "ban-the-box" laws limiting when criminal history can be discussed. Candidates with records should answer lawful questions honestly and be ready to add context.

If a background check is part of the hiring process, candidates will typically sign a written disclosure and authorization form before it begins, as required by the FCRA. Applicants should be prepared to provide their full legal name, date of birth, Social Security number, and address history. Roles that involve serving alcohol also carry state minimum age requirements, and some jurisdictions require alcohol seller or server permits, which candidates may need to obtain before or shortly after starting.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires employers to obtain written consent before running a check, to share a copy of the report and a summary of rights before taking adverse action, and to give candidates an opportunity to dispute inaccurate information before a final decision. For more on these protections and related EEOC guidance, read this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Twin Peaks or its franchise operators may see and helps 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.