Zankou Chicken: Hiring, Background Check & Employment Verification FAQs

Zankou Chicken traces its roots to 1962, when Vartkes Iskenderian and his family opened the original restaurant in the Bourj Hammoud neighborhood of Beirut, Lebanon, naming it after a river in Armenia. The restaurant was the first to serve chicken with garlic sauce, a combination that would become world famous and later spawn numerous imitators. After the family fled the Lebanese Civil War, Iskenderian's son Mardiros opened the first U.S. location in 1983 or 1984 in the East Hollywood neighborhood of Los Angeles known as Little Armenia, at the intersection of Sunset and Normandie, catering initially to the area's growing Armenian and Lebanese immigrant community.

In 1991, the family divided the business, with Mardiros retaining ownership of new locations he planned to open while his parents and two sisters retained ownership of the original Sunset and Normandie store. Vartkes Iskenderian passed away in 1992. The Zankou Chicken name today operates as three separate family-owned restaurant groups rather than a single unified corporate entity, a structure that has occasionally been apparent to customers navigating between locations. Despite this fragmented ownership, Zankou has continued to grow steadily, expanding to locations throughout the greater Los Angeles area, including Hollywood, Burbank, Glendale, Pasadena, and, more recently, Lawndale in the South Bay.

Zankou Chicken has earned strong recognition in the Los Angeles food scene, including being voted Best Chicken by local publications and Best Fast Food in California by national outlets, and has been referenced in television shows and music. The restaurant's workforce includes kitchen staff who prepare rotisserie chicken and shawarma, counter and front-of-house staff, and catering coordinators supporting the chain's expanding catering services for offices, schools, and events.

Company culture and employee programs: Zankou Chicken emphasizes family recipes and fresh, high-quality ingredients as central to its identity, prioritizing quality over rapid geographic expansion. The Iskenderian family has continued to own and operate the various Zankou locations across different branches of the family. Benefits, scheduling, and advancement opportunities can vary by specific location and ownership branch, so candidates should confirm specifics with a hiring manager during the interview process.

Yes. Employers in the restaurant and food service industry, including Zankou Chicken, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with applicable federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires employers to obtain written consent, provide disclosures, and follow adverse action procedures.

Zankou Chicken is generally reported to conduct background checks as part of its hiring process, which is standard for restaurant employers, particularly for roles involving cash handling and food preparation.

The hiring process for kitchen and counter staff positions at Zankou Chicken typically includes an application, an interview with a location manager, and a background check prior to a final offer.

Background check timelines can vary based on the type of screening requested and how quickly records can be verified. Learn more about typical background check turnaround times to understand what factors can affect the process.

A typical pre-employment background check for a restaurant role may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though California state law may impose additional restrictions on how far back employers can consider certain records.

Hiring decisions involving candidates with criminal records are generally made on a case-by-case basis, taking into account the nature of the offense, how much time has passed, and its relevance to the role. California has adopted "ban-the-box" laws and additional fair chance hiring requirements that restrict when and how employers can consider criminal history during the hiring process.

Candidates can generally expect to provide personal information such as full legal name, date of birth, and Social Security number, along with signed consent authorizing the background check, in compliance with FCRA requirements.

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how employers can use background check information in hiring decisions. It requires employers to notify candidates before running a check, obtain written consent, and follow specific adverse action procedures if a decision is made based on background check results.

Running a personal background check with Checkr lets you preview what Zankou Chicken may see during the hiring process, helping you address any concerns before you apply. A personal background check can include:

Learn more about Checkr Personal Background Checks and explore your Checkr Profile to see what information may appear in your own background check.

If you're a candidate with a background check in progress through Checkr as part of your application to Zankou Chicken or another employer, you can check your status through the Candidate Portal. For additional support, visit the Checkr Help Center.

The information provided in this article does not, and is not intended to, constitute legal advice. All information is for general informational purposes only. Checkr does not guarantee the accuracy, completeness, or usefulness of this information and is not responsible for any errors or omissions, or for the results obtained from the use of this information. This article may contain links to other third-party websites. Such links are only for the convenience of the reader. Checkr does not endorse the contents of the third-party sites and disclaims any affiliation with the companies mentioned in this article unless otherwise stated.