Yogurtland: Company Profile & Background Check FAQs

Yogurtland was founded in 2006 by entrepreneur Phillip Chang, who opened the first location in Fullerton, California, after running a bubble tea cafe. The self-serve, pay-by-weight format that Yogurtland helped pioneer let guests customize flavors and toppings themselves, and the concept spread quickly during the frozen yogurt boom of the late 2000s. The company is privately held and headquartered in Southern California, with company materials and public profiles placing its offices in the Irvine area.

Yogurtland grows primarily through franchising. According to public sources, the brand maintains a footprint of more than 250 locations, with the largest concentration in California and additional stores in states including Texas, Arizona, Nevada, Colorado, Utah, Florida, New Jersey, Illinois, and Hawaii. The chain also operates internationally, with locations in markets such as Guam, the United Arab Emirates, Oman, Saudi Arabia, Indonesia, Thailand, and Myanmar.

Because most stores are owned by independent franchisees, the franchise owner, not the corporate brand, is usually the employer of record for in-store jobs. Typical store roles include team members who greet guests, stock flavors and toppings, weigh purchases, and keep the store clean, along with shift leads and store managers. Corporate roles in areas like franchise support, supply chain, and marketing are based at the company's California offices.

Company culture and employee programs: Yogurtland stores are small-team, guest-facing environments where training focuses on food safety, cleanliness, and customer service. Scheduling is often part-time and flexible, which suits students and workers seeking supplemental hours. Pay, benefits, and advancement opportunities vary from franchisee to franchisee, so candidates should ask the hiring owner or manager about specifics.

Yes. Employers in the food service industry, including Yogurtland and its franchise owners, are legally permitted to conduct pre-employment background checks on candidates, provided they comply with federal, state, and local laws. In the United States, the Fair Credit Reporting Act (FCRA) governs background screening and requires disclosure, written consent, and specific steps before an employer acts on report findings.

Screening practices at Yogurtland vary because most locations are independently owned franchises, and each franchisee sets its own hiring procedures within the law. Some owners may run background checks for all hires, while others reserve them for shift leads, managers, or roles with cash and safe access. Corporate positions are more likely to involve formal screening. Candidates should expect practices to differ from store to store and review any disclosure forms they receive.

The hiring process is typically simple and quick for team member roles. Candidates usually apply online or in person, then complete a short interview with the store manager or franchise owner. Strong applicants may receive an offer on the spot or within a few days. If the location screens candidates, a background check authorization comes after a conditional offer, and hires then complete food handler requirements where state or county law requires a card or certificate before training begins.

When a background check is part of the process, many reports are completed within a few business days. Timelines depend on which searches are ordered and how quickly courts respond, and checks spanning several counties or states can take longer. Candidates can read more about typical timing at background check turnaround times.

Each employer, including each franchise owner, decides which components to order. For a quick-service food brand like Yogurtland, a background check may include some or all of the following:

Minors make up part of the workforce at some locations, and background checks for applicants under 18 are limited in practice since juvenile records are generally not reportable.

Lookback windows depend on the search and the law where the candidate lives and works. The FCRA generally prevents consumer reporting agencies from reporting most negative information older than seven years, with exceptions, while convictions can often be reported further back where state law allows. Several states apply stricter rules, so results can differ between locations of the same brand.

There is no published brand-wide policy on hiring candidates with felony records, and because stores are franchised, decisions rest with individual owners and are typically made case by case. Factors often include the nature and age of the offense and the role's duties, such as cash handling or key-holder responsibilities. Many states and cities have "ban-the-box" laws that limit when criminal history questions may be asked. Applying honestly and offering context tends to serve candidates best.

If a location runs background checks, candidates will typically sign a written disclosure and authorization first. Expect to provide your full legal name, date of birth, Social Security number, and current and prior addresses. Some states and counties also require food handler cards for store employees, which is a separate requirement from any background check.

The Fair Credit Reporting Act is a US federal law that regulates how consumer reporting agencies gather and report background information and how employers may use it in hiring. It requires written consent before a check is run and gives candidates the right to see the report, receive a summary of their rights, and dispute inaccurate entries before an employer finalizes an adverse decision. Learn more in this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Yogurtland or its franchise owners 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.