Zaxby's: Company Profile & Background Check FAQs

Zaxby's was founded in March 1990 in Statesboro, Georgia, by childhood friends Zach McLeroy and Tony Townley, who opened the first restaurant near the Georgia Southern University campus. The concept built its identity around chicken fingers and wings served with a lineup of house sauces, plus salads, sandwiches, and sides, in a fast-casual setting with a distinctly Southern personality.

The company is privately held and grew for decades from its longtime base in Athens, Georgia; its corporate offices moved to the metro Atlanta area in 2023. Zaxby's has expanded to more than 900 locations, operating primarily across the Southern United States, and it made its first push outside the Southeast in 2013 with locations in Utah. The overwhelming majority of Zaxby's restaurants are owned and operated by franchisees, meaning individual restaurants are run by independent business owners who make their own day-to-day employment decisions within brand standards.

A typical Zaxby's restaurant employs a team of hourly and salaried workers, including cashiers and front-of-house crew, cooks and kitchen staff, shift leaders, assistant managers, and general managers. The franchisor also employs corporate staff in areas such as marketing, franchise support, supply chain, and technology.

Company culture and employee programs: Zaxby's restaurants operate in a fast-paced, team-oriented quick-service environment, and the brand leans into a fun, irreverent voice in its marketing and store culture. Training is typically hands-on, covering food preparation, food safety, and guest service, with advancement paths from crew roles into shift and restaurant management. Because most locations are franchised, wages, benefits, and scheduling practices vary by owner and location, so candidates should confirm specifics where they apply.

Yes. Employers in the restaurant industry, including Zaxby's and its franchise owners, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with federal, state, and local laws. In the United States, background checks run through a consumer reporting agency are governed by the Fair Credit Reporting Act (FCRA), which requires written candidate consent and specific procedures before an employer can take adverse action based on a report.

Zaxby's locations are generally reported to conduct background checks for at least some roles, and screening is common across the quick-service restaurant industry, particularly for management positions and roles that handle cash and deposits. Because nearly all Zaxby's restaurants are franchisee-owned, whether a check is run, and what it includes, may vary from one owner to the next and by role and location. Entry-level crew hiring at some locations may involve minimal screening, while manager candidates often see fuller checks.

The Zaxby's hiring process typically follows a pattern familiar across fast-casual restaurants. Candidates usually apply online or in person at a local restaurant, then complete a short interview with a manager; entry-level hires may receive a decision after a single conversation. Management candidates often complete additional interviews with the franchise owner or a district-level leader. If the employer screens for the role, candidates are asked to consent to a background check after a conditional offer, with orientation and training scheduled once pre-employment steps are complete.

Many employment background checks are completed within a few business days, though timing depends on the searches ordered and the courts involved. Reports that include county criminal searches across several jurisdictions, or courts with slower processes, can take longer. Candidates who want a deeper look at typical timelines can review background check turnaround times.

The employer decides which searches to include in a background check. For a quick-service restaurant role at a brand like Zaxby's, a report may include some or all of the following:

Candidates should review the disclosure and consent forms they receive to understand exactly which searches apply.

Lookback periods depend on the type of search and applicable law. Under the FCRA, most negative information other than convictions generally cannot be reported once it is more than seven years old, with exceptions for certain higher-salary positions, and convictions can often be reported further back under federal law. Some states impose stricter limits on reporting or on how employers may use older records. Candidates who have lived in multiple states may see different lookback windows applied to different searches within the same report.

Zaxby's does not publish a detailed public policy on hiring candidates with felony records, and because restaurants are franchisee-owned, decisions are typically made case by case by the individual employer. Factors that commonly matter include the nature and severity of the offense, how long ago it occurred, and its relevance to the job. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history during the application process. Candidates with records are encouraged to apply, answer honestly, and be prepared to discuss their background if asked.

Where a background check is part of the process, candidates will typically be asked to sign a written disclosure and consent form before screening begins, as the FCRA requires. Applicants should be ready to provide accurate personal information, including full legal name, date of birth, Social Security number, and address history. Candidates for roles that involve driving should expect to provide a valid driver's license. Supplying complete and accurate information helps ensure searches run in the correct jurisdictions and avoids delays.

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 ordering a report and, before taking adverse action based on the results, to give the candidate a copy of the report and a summary of rights along with a chance to dispute inaccurate information. For a more detailed look at the FCRA 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 Zaxby's 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.