Quick Answer

Yes, Cracker Barrel Old Country Store, Inc. can hire individuals with felony convictions for certain positions. Cracker Barrel is a major national restaurant and retail chain with about 657 stores in 43 states and roughly 76,700 employees (2025). Records are reviewed case by case, and a felony conviction is not necessarily an automatic disqualifier.

A criminal-record restriction may violate Title VII or applicable state or local law, depending on the circumstances. The EEOC rescinded its 2012 criminal-record guidance in October 2026, so it should not be treated as a current universal individualized-assessment requirement.

The greatest barriers are created by felonies related to violent crimes (due to high customer interaction), theft and fraud (due to cash handling and retail inventory), and drug offenses (particularly in food service). Recent offenses generally face the most scrutiny regardless of type.

Best entry points include Dishwasher, Host/Hostess, Grill Cook, and Retail Associate positions. Background checks typically happen later in the hiring process, giving applicants the opportunity to demonstrate their qualifications before their record is reviewed.

Table of Content

1. Quick Answer

2. Felon-Friendly Scorecard

3. Eligibility Checklist

4. Critical Regulatory Information

5. Company Overview

6. Hiring Policy Analysis

7. Background Check Process

8. Application Strategy

9. Tips for Applicants with Records

10. Benefits Overview

11. Frequently Asked Questions

12. Alternative Second Chance Employers

13. Conclusion

14. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

Before applying, honestly assess whether you meet these baseline requirements:

• Criminal-record protections: The EEOC rescinded its 2012 arrest-and-conviction-record guidance in October 2026. Title VII continues to prohibit unlawful employment discrimination. Applicable state and local laws may require individualized assessment or provide other fair-chance protections; coverage depends on the employer, job and location.

  
  

• Job-Related Assessment: Be prepared for the company to evaluate whether your felony is related to the job duties (nature of the crime, time elapsed, nature of the job).

  
  

• Physical Requirements: Must be able to stand for extended periods, lift up to 50 pounds, and work in a fast-paced restaurant environment. Kitchen positions involve heat exposure.

  
  

• Drug Screen: Drug testing policies vary by location. Some positions, particularly management and driving roles, may require pre-employment drug screening. Reasonable suspicion and post-accident testing may apply to all employees.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked (after conditional offer). Lying is an automatic disqualifier and can result in termination if discovered later.

  
  

• Work Authorization: Must be legally authorized to work in the United States and able to provide required I-9 documentation.

  
  

• Age Requirement: Must be at least 16 years old for most positions. Some positions may require candidates to be 18 or older.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Cracker Barrel is headquartered in Tennessee and operates in 43 states with varying fair chance hiring laws. The rescinded 2012 EEOC guidance is not a current nationwide individualized-assessment requirement; applicable state or local law may impose such a requirement. While Tennessee has Ban the Box legislation for public employers, private employers like Cracker Barrel are not covered by state Ban the Box law but must still follow federal anti-discrimination requirements.

Criminal-record screening: current legal protections

The EEOC rescinded its 2012 arrest-and-conviction-record guidance in October 2026. Title VII continues to prohibit unlawful employment discrimination. Applicable state and local laws may require individualized assessment or provide other fair-chance protections; coverage depends on the employer, job and location. The following offense, time and job-related factors can be useful when preparing an explanation of a record; they are not presented here as a universal federal assessment mandate.

(1) Nature and gravity of the offense;

(2) Time elapsed since the offense and/or completion of sentence;

(3) Nature of the job sought and its relationship to the offense.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, Cracker Barrel must comply with the Fair Credit Reporting Act (FCRA) adverse action procedures:

(1) Provide pre-adverse action notice with a copy of the report and summary of FCRA rights;

(2) Allow reasonable time to dispute inaccuracies;

(3) Provide final adverse action notice if decision stands after review. You have the right to know what appears on your background check and to dispute any inaccurate information.

State-Specific Considerations

Tennessee, where Cracker Barrel is headquartered, has a Ban the Box law that applies only to public sector employers. Private employers like Cracker Barrel are not required to remove criminal history questions from applications under state law. Cracker Barrel operates in states with varying protections. States like California, Colorado, Illinois, New Jersey, and New York have stronger fair chance laws that restrict when employers can ask about criminal history, and some states limit how far back convictions can be reported.

Restaurant and Retail-Specific Considerations

The restaurant and retail industry presents unique considerations for individuals with criminal records. Cracker Barrel's dual business model combines a full-service restaurant with a retail gift shop. Key factors include: cash handling in both restaurant and retail operations, high customer interaction requiring interpersonal skills, food safety regulations governed by state health departments, and alcohol service at locations serving beer and wine. Some states require food handler permits or alcohol server certifications that may have restrictions for certain convictions.

Company Overview

Cracker Barrel Old Country Store, Inc. is an American chain of combined restaurant and gift stores with a Southern country theme. Founded in 1969 by Dan Evins in Lebanon, Tennessee, the company has grown to about 657 stores in 43 states, with roughly 76,700 employees as of 2025. Each location features a full-service restaurant serving traditional Southern cuisine alongside a retail gift shop selling country-themed merchandise, nostalgic items, and specialty foods.

The company is publicly traded on NASDAQ (CBRL) with annual revenue of approximately $3.47 billion. Cracker Barrel is known for its distinctive front porch with rocking chairs, stone fireplace interiors, and commitment to "pleasing people" through hospitality. The company has established Cracker Barrel Cares Inc., an employee-funded nonprofit providing support to employees in need, demonstrating commitment to its workforce.

Company Fast Facts

• Founded: 1969 (Lebanon, Tennessee)

• Headquarters: Lebanon, Tennessee

• Employees: About 76,700 (2025)

• Locations: About 657 stores in 43 states (2025)

• Stock Exchange: NASDAQ: CBRL

• CEO: Julie Felss Masino

• Business Model: Full-service restaurant and retail gift shop

• Revenue: $3.47 billion (FY 2024)

Hiring Policy Analysis

Cracker Barrel reviews applicants with criminal backgrounds case by case, weighing the offense, time passed, and the role. Background checks typically happen later in the hiring process, giving applicants the opportunity to demonstrate their qualifications and character before their record is reviewed.

The company's hiring process typically includes:

(1) Online application submission;

(2) Assessment test completion;

(3) In-person or phone interview;

(4) Background check authorization;

(5) Conditional offer;

(6) Orientation and onboarding. Running background checks later in the process gives applicants a chance to be evaluated on their qualifications first.

Position-Specific Barriers

Barrier levels are determined by customer interaction, cash handling responsibilities, and supervisory duties.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Actual compensation varies by location, shift, experience, and tips. Server pay is base wage plus tips.

Career Path Examples

Cracker Barrel offers formal training programs and emphasizes internal advancement. The company's PAR program provides structured advancement, with pay increases and expanded employee discounts as employees reach new levels.

Kitchen Track: Dishwasher ($13-16/hr) → Prep Cook ($13-15/hr) → Grill Cook ($14-17/hr) → Line Cook ($14-19/hr) → Kitchen Manager ($45K-55K/yr). Requires demonstrated reliability, food safety certification, and 2-3 years experience.

Server Track: Host/Hostess ($10-14/hr) → Server ($13-15/hr with tips) → Server Trainer ($14-16/hr with tips) → Shift Leader ($14-18/hr) → Restaurant Manager ($48K-55K/yr). Requires excellent customer service skills, reliability, and leadership abilities.

Retail Track: Retail Associate ($12-16/hr) → Senior Retail Associate ($14-17/hr) → Retail Supervisor ($16-20/hr) → Retail Manager ($50K-60K/yr). Requires sales performance, inventory management skills, and customer service excellence.

Background Check Process

Understanding Cracker Barrel's background check process helps you prepare mentally and practically for what to expect. The company conducts background checks after the interview, which means you'll have the opportunity to demonstrate your qualifications and make a positive impression before your record is reviewed. This approach allows managers to get to know candidates as individuals before focusing on past mistakes.

• What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; identity verification through SSN trace and address history; employment history verification; education verification for positions requiring specific credentials. Drug screening may apply to management and driving positions.

  
  

• Lookback Period: How far back a check can report depends on the type of record and state law. Some states limit how far back convictions can be reported, often with exceptions based on salary or job type. Employment verification typically covers recent employers.

  
  

• Timeline: Hiring timelines vary by location. Background checks often take several business days. Management positions may take longer due to additional screening.

  
  

• Process Flow: Application submitted → Assessment test completed → Interview conducted → Conditional offer extended → Background check authorization signed → Background check conducted → Results reviewed using individualized assessment → Final hiring decision made → Pre-adverse or adverse action notice if applicable → Start date confirmed → Orientation.

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Disqualifying Factors

High Risk for Disqualification: Violent felonies (assault, robbery, weapons offenses) due to high customer interaction; recent theft, fraud, or embezzlement due to cash handling; sexual offenses; drug trafficking; any pending charges. These convictions face the strongest barriers across all positions.

Lower Risk (Case-by-Case): Older non-violent property crimes; drug possession misdemeanors; DUI/DWI (for non-driving positions); white-collar offenses unrelated to retail operations. All reviewed case by case, considering rehabilitation evidence and time elapsed.

Your Rights as Applicant

• FCRA Protections: You must receive written notice and provide consent before a background check. If denied based on the report, you're entitled to a copy and the right to dispute inaccuracies.

  
  

• Pre-Adverse Action Notice: Before a final decision, you must receive notice with a copy of the report and a summary of your rights. You have reasonable time to respond and provide mitigating information.

  
  

• Federal and local protections: The EEOC rescinded its 2012 arrest-and-conviction-record guidance in October 2026. Title VII continues to prohibit unlawful employment discrimination. Applicable state and local laws may require individualized assessment or provide other fair-chance protections; coverage depends on the employer, job and location. Offense, time elapsed, and job relevance can be useful when explaining a record; legal assessment requirements depend on the applicable law.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the reporting agency. Check your own records beforehand through services like the National Crime Information Center or consumer reporting agencies.

Application Strategy

1. Target Back-of-House Positions First: Focus on Dishwasher, Prep Cook, or Grill Cook positions which have the lowest barriers due to minimal customer contact and no cash handling. These roles offer the best opportunity to get your foot in the door and prove reliability before advancing.

   
   

2. Apply Through Official Channels: Submit your application through careers.crackerbarrel.com. Cracker Barrel also posts positions on Indeed, LinkedIn, and Glassdoor. Apply to multiple locations to maximize opportunities, as hiring decisions are often made at the store level.

   
   

3. Prepare for the Interview: Be ready to discuss your customer service skills, ability to work in fast-paced environments, and commitment to teamwork. Research Cracker Barrel's Southern hospitality culture and emphasize your enthusiasm for the company's values.

   
   

4. Be Completely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier and can result in termination even after hire if discovered later. Wait until asked or until after the conditional offer to discuss your record.

   
   

5. Prepare Your Narrative: Have a brief, honest explanation ready: acknowledge the offense without making excuses, describe what you learned, and explain how you've changed. Focus on rehabilitation, personal growth, and stability. Keep it concise (30-60 seconds).

   
   

6. Document Rehabilitation: Gather evidence of positive changes since your conviction: completion of treatment programs, educational certificates, vocational training, stable housing, employment history, community involvement, and references from employers, probation officers, or community members.

   
   

7. Check Expungement Eligibility: Research whether your offense qualifies for sealing or expungement in your state. Many states have expanded expungement eligibility in recent years. Contact legal aid organizations for assistance. Sealed records cannot be reported on background checks.

   
   

8. Follow Up Professionally: After applying, follow up with the store manager if you don't hear back within 1-2 weeks. If you receive a pre-adverse action notice, respond promptly with rehabilitation documentation. Persistence and professionalism demonstrate the qualities employers value.

Tips for Applicants with Records

1. Restaurants Hire Throughout the Year: Many restaurant locations hire year-round. Cracker Barrel operates about 657 stores open for breakfast, lunch, and dinner seven days a week. Don't be discouraged by individual rejections—keep applying to multiple locations.

   
   

2. Start Entry-Level, Advance Within: Many careers at Cracker Barrel begin washing dishes or bussing tables. Prove reliability by showing up on time consistently, working hard, and being a team player. The PAR program provides structured advancement with pay increases as you progress.

   
   

3. Run Your Own Background Check First: Know what will appear before the employer sees it. Order your own criminal background check from a consumer reporting agency. Dispute any errors or outdated information in advance. This allows you to prepare honest explanations.

   
   

4. Food Service Preparation: Restaurant environments require standing for long shifts, working in heat, and handling fast-paced rushes. Demonstrate understanding of food safety basics. Consider obtaining a food handler's certification beforehand to stand out.

   
   

5. Address Substance Issues Completely: If you have substance issues, address them before applying. While Cracker Barrel's drug testing varies by location, reasonable suspicion testing applies everywhere. Sobriety demonstrates commitment to change.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and any consistent work history—even informal work shows you can be counted on. Restaurant employers especially value dependability and the ability to work scheduled shifts.

   
   

7. Network and Use Employee Referrals: A referral from a current Cracker Barrel employee can help your application get noticed. Network through community organizations or local workforce development programs.

   
   

8. Be Flexible on Scheduling: Willingness to work early morning breakfast shifts, evenings, weekends, and holidays increases your chances significantly. Cracker Barrel serves breakfast, lunch, and dinner seven days a week, and flexibility demonstrates commitment. Many entry positions offer variable scheduling.

Benefits Overview

Cracker Barrel offers a comprehensive benefits package for eligible employees. Full-time employees (averaging 30+ hours/week) qualify for medical benefits after a waiting period. Part-time employees have access to limited benefits.

• Compensation: Competitive hourly wages ranging from $10-20/hr for hourly positions. Servers earn base wage plus tips. Management salaries range from $42K-92K annually. Performance bonuses available for management.

  
  

• 401(k) and Retirement: 401(k) retirement savings plan available with company match. Employees can contribute pre-tax dollars toward retirement.

  
  

• Health Benefits: Medical, dental, and vision insurance for eligible full-time employees. Health Savings Account (HSA) and Flexible Spending Account (FSA) options. Disability coverage available.

  
  

• Time Off: Paid vacation for eligible employees. Holiday pay available. Flexible scheduling accommodates work-life balance.

  
  

• Additional Benefits: Employee meal discounts that grow with PAR level progression; tuition assistance and scholarship programs for employees and dependents; life insurance; employee assistance program; Cracker Barrel Cares emergency assistance fund; flexible scheduling.

  
  

• Employee Perspectives - Pros: Flexible scheduling, family-like atmosphere, meal discounts, advancement opportunities, consistent hours, good training program.

  
  

• Employee Perspectives - Cons: Lower pay compared to some competitors, limited hours for part-time workers, fast-paced and sometimes stressful environment, early morning shifts for breakfast service.

Frequently Asked Questions

1. Does Cracker Barrel hire people with felonies?

   Yes, Cracker Barrel can hire individuals with felony convictions for certain positions, particularly back-of-house roles like Dishwasher and Cook. Records are reviewed case by case. Violent felonies and recent theft offenses face the strongest barriers, while older, non-violent convictions are typically considered more favorably.

   
   

2. What is the background check process at Cracker Barrel?

   Background checks typically happen later in the hiring process, which gives applicants the chance to make a positive impression before their record is reviewed. The check generally includes criminal history at county, state, and federal levels, identity verification, and employment history verification. How the results are used depends on the role and applicable law.

   
   

3. How far back does the background check go—what is the lookback period?

   How far back a check can report depends on the type of record and state law. Some states limit how far back convictions can be reported, often with exceptions based on salary or job type. Employment verification typically covers recent employers. Older convictions may carry less weight even when they appear.

   
   

4. What types of convictions make hiring more difficult at Cracker Barrel?

   Violent crimes (assault, robbery, weapons offenses) face the strongest barriers due to high customer interaction. Theft, fraud, and embezzlement are closely scrutinized because of cash handling responsibilities. Sexual offenses, drug trafficking, and any pending charges are high risk. DUI/DWI may affect driving-related positions. Older non-violent property crimes pose fewer barriers.

   
   

5. What are the best entry-level roles at Cracker Barrel for applicants with a record?

   Dishwasher ($13-16/hr) is the most accessible position with minimal customer contact and no cash handling. Prep Cook ($13-15/hr), Grill Cook ($14-17/hr), and Busser positions are also good entry points. These back-of-house roles allow you to demonstrate reliability before advancing to customer-facing or cash-handling positions.

   
   

6. Does Cracker Barrel drug test, and what kind of test do they use?

   Drug testing policies vary by location and position. Management and driving positions are more likely to require screening, and reasonable suspicion or post-accident testing may apply. Ask the hiring manager about the policy for the job you're applying for.

   
   

7. When during the hiring process will Cracker Barrel ask about criminal history?

   Background checks typically happen later in the hiring process. Where state or local fair-chance laws apply, employers must wait until later in the process to ask about criminal history. Be prepared to discuss your record honestly if asked during the interview or after a conditional offer.

   
   

8. Can someone advance to management at Cracker Barrel if they have a felony?

   Advancement to management is possible but faces increased scrutiny. Management positions involve safe access, bank deposits, and supervisory responsibilities. Success requires demonstrating extended reliability, strong performance, and leadership skills over time. Starting in entry-level positions and advancing through the PAR Program shows commitment. Violent or theft-related convictions create significant barriers to management.

   
   

9. How long does the hiring and background check process take?

   Hiring timelines vary by location and position. Background checks often take several business days after authorization. Management positions require additional screening and may take longer.

   
   

10. What can applicants do to improve their chances of getting hired at Cracker Barrel?

    Key strategies include: target back-of-house positions first; apply to multiple locations; prepare a brief, honest narrative about your record; document rehabilitation efforts; maintain a professional appearance at interviews; emphasize reliability, customer service skills, and willingness to work flexible hours; follow up professionally after applying; consider obtaining food handler certification beforehand; and if possible, get an employee referral.

Alternative Second Chance Employers

If Cracker Barrel doesn't work out, consider these employers in the restaurant and retail industries:

Conclusion

Cracker Barrel offers genuine opportunities for individuals with criminal records, particularly in back-of-house kitchen positions and entry-level roles. As one of America's largest restaurant and retail chains, with about 657 stores and roughly 76,700 employees, the organization provides a realistic pathway to stable employment with benefits for full-time workers. Background checks typically happen later in the hiring process, giving applicants the chance to demonstrate their qualifications first.

The work is fast-paced, physically demanding, and requires standing for extended periods, but the environment offers consistent hours and flexible scheduling according to employee reviews. Compensation ranges from $10-20/hr for hourly positions, with servers earning tips. The benefits package includes health insurance, 401(k), employee meal discounts, and tuition assistance for eligible employees. Career advancement is possible through the structured PAR program.

Key Success Factors: Target Dishwasher, Prep Cook, or Grill Cook positions first; be completely honest about your record; document rehabilitation efforts; apply to multiple locations; demonstrate reliability and willingness to work flexible hours; follow up professionally.

Biggest Barriers: Violent felonies face strong barriers due to customer interaction; recent theft, fraud, or embezzlement convictions are closely scrutinized due to cash handling; management positions require additional background review and face higher barriers. Older non-violent offenses have the best outcomes.

Disclaimer

This guide provides general information and should not be considered legal advice. Hiring policies vary by position, location, and individual circumstances. While we strive for accuracy using publicly available sources including company websites, job postings, employee reviews (Glassdoor, Indeed), and salary databases (PayScale, ZipRecruiter), employment information and company policies may change without notice. Always verify current practices directly with Cracker Barrel.

Inclusion in this guide does not guarantee employment. Background check laws, expungement procedures, and fair chance hiring requirements vary by state and should be confirmed with legal professionals. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

Apply Now: careers.crackerbarrel.com