Quick Answer

Yes, In-N-Out Burger is generally considered a felon-friendly employer, particularly for entry-level store associate positions. As a privately held fast-food chain with approximately 37,000-42,000 employees operating over 420 restaurants across ten states, In-N-Out operates under a decentralized hiring model where individual store managers have significant autonomy in making employment decisions, which creates flexibility for applicants with criminal records. Employment decisions are conditional upon completing the hiring process and are subject to Fair Chance Hiring principles and EEOC guidelines.

The law prohibits companies from having a blanket policy excluding all felons. Instead, they must conduct an individualized assessment of the conviction to determine if it is job-related and consistent with business necessity.

The greatest barriers are created by felonies related to theft and financial crimes (due to daily cash handling responsibilities), violent offenses (customer and employee safety concerns), and fraud or embezzlement (trust-based position concerns). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

The best entry points are Part-Time Associate positions (Levels 1-3) which often undergo minimal background screening, allowing candidates to demonstrate reliability before advancing to positions with more comprehensive checks. In-N-Out offers industry-leading wages starting at $17.50-$23.00/hr depending on location.

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:

• No Blanket Exclusion: Must be aware that the company is not allowed to automatically exclude you solely for being a felon. EEOC guidelines require individualized assessment.

  
  

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

  
  

• Physical Requirements: Must be able to stand for extended periods, work in a fast-paced kitchen environment, and handle food preparation tasks. The work requires continuous movement and ability to lift up to 50 pounds.

  
  

• Drug Screen: In-N-Out generally does not drug test for restaurant positions. Warehouse and distribution center positions involving machinery operation may require drug screening.

  
  

• 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.

  
  

• Minimum Age: Must be at least 16 years old for most store associate positions.

  
  

• Availability: Must be flexible with scheduling including weekends and holidays.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. In-N-Out Burger operates primarily in California and western states with varying fair chance hiring laws, but must comply with federal EEOC guidelines nationwide. California, where the majority of locations operate, has strong fair chance protections.

EEOC Guidelines

The Equal Employment Opportunity Commission advises employers not to automatically refuse to consider an applicant because of a criminal record. Employers must conduct an individualized assessment considering the Green Factors:

(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. Blanket policies excluding all felons are prohibited.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, In-N-Out Burger 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.

State-Specific Considerations

California has strong Fair Chance protections under the California Fair Chance Act (effective January 2018), which prohibits employers with five or more employees from asking about criminal history on job applications or during initial interviews. Employers may only inquire about and consider criminal history after making a conditional offer of employment. If they intend to rescind the offer based on criminal history, they must conduct an individualized assessment, provide written notice of the specific conviction(s), give the applicant five business days to respond, and provide final notice of the decision. Los Angeles County expanded these protections in September 2024 with the Fair Chance Ordinance. Other states where In-N-Out operates have varying levels of ban-the-box protections.

Quick-Service Restaurant-Specific Considerations

The quick-service restaurant industry has historically been more accessible to applicants with criminal records due to high turnover rates and constant staffing needs. However, certain convictions create specific concerns in this environment. Theft-related offenses are particularly scrutinized because employees handle cash, process transactions, and manage inventory daily. Violence-related convictions raise safety concerns in customer-facing roles.

Company Overview

In-N-Out Burger is a privately owned American regional fast-food chain founded in 1948 by Harry and Esther Snyder in Baldwin Park, California. The company remains family-owned under the direction of Lynsi Snyder, the founders' granddaughter who serves as President and CEO. Headquartered in Irvine, California, In-N-Out has never franchised its restaurants, maintaining complete corporate ownership of all locations to ensure consistent quality standards.

As of December 2025, In-N-Out operates over 420 restaurants across ten states: California (285+ locations), Texas (43), Arizona (39), Nevada (23), Utah (17), Colorado (13), Oregon (6), Idaho (3), Washington (1), and Tennessee (3 newly opened locations). The company is actively expanding, with plans to enter New Mexico by 2027.

In-N-Out has built a reputation for offering significantly higher wages than competitors in the fast-food industry. The company employs approximately 37,000-42,000 associates. In-N-Out ranked No. 6 on Glassdoor's 2024 Top 100 Best Places to Work and consistently tops customer satisfaction surveys.

Company Fast Facts

• Founded: 1948 (Baldwin Park, California)

• Headquarters: Irvine, California

• Employees: 37,000-42,000

• President/CEO: Lynsi Snyder

• Business Model: Company-owned restaurants only (no franchising)

• Revenue: Approximately $1.8 billion annually

Hiring Policy Analysis

In-N-Out Burger operates under a pragmatic, trust-based hiring philosophy that allows for case-by-case evaluation of applicants with criminal records. Unlike chain restaurants that use centralized, automated background screening, In-N-Out delegates significant hiring authority to individual store managers, creating opportunities for personal evaluation and second chances. Background checks are typically conducted after a conditional offer is made for positions that require them.

Position-Specific Barriers

Barrier levels are determined by access to cash, keys, safe combinations, and level of supervisory responsibility.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Actual compensation varies by location, shift, and experience.

Career Path Examples

In-N-Out is famous for promoting exclusively from within, with all store managers having started as hourly associates.

Operations Track: Associate Level 1 ($17.50-$23.00/hr) → Associate Level 4-6 ($20.00-$25.00/hr) → Level 7 Supervisor ($19.00-$25.00/hr) → 4th Manager ($35K-$45K/yr). Advancement based on station mastery, reliability, and leadership over 1-3 years.

Management Track: Level 7 Supervisor → 4th Manager → 3rd Manager ($45K-$55K/yr) → 2nd Manager ($70K-$85K/yr). Requires 2-5 years of consistent performance.

Store Leadership Track: 2nd Manager → Store Manager ($95K-$160K/yr). Requires 5-10+ years of demonstrated excellence.

Background Check Process

Understanding In-N-Out Burger's background check process helps you prepare mentally and practically. The company uses a tiered screening approach that allows entry-level hiring with minimal barriers while reserving comprehensive background checks for positions of increased responsibility.

What They Check: Criminal history at county, state, and federal levels for positions requiring checks; identity verification through E-Verify for all positions; employment verification for management; drug screening for warehouse positions only.

Lookback Period: Standard 7-year criminal lookback in California, Colorado, Nevada, and Texas. Some states (Arizona, Utah, Idaho) have no statutory limit.

Timeline: The hiring process averages approximately 12 days. For entry-level positions, many candidates report being hired on the spot or within 1-2 days.

Process Flow: Application → Interview → E-Verify → Hiring for entry-level → Background check at advancement to Level 7 or management → Individualized assessment if issues arise.

Disqualifying Factors

High Risk for Disqualification: Recent theft, burglary, or embezzlement; recent violent felonies; recent fraud or financial crimes; drug distribution or trafficking.

Lower Risk (Case-by-Case): Drug possession charges; older property crimes; non-violent offenses unrelated to restaurant work; expunged or sealed records; traffic offenses.

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. California provides 5 business days to respond (10 days in LA County).

  
  

• EEOC Protection: You have the right to an individualized assessment. Blanket exclusions based solely on criminal record are prohibited.

  
  

• Ban the Box: In California, Colorado, and Oregon, employers cannot ask about criminal history on initial applications.

Application Strategy

1. Target Part-Time Associate Positions: Focus on Associate Level 1-3 positions which have the lowest screening requirements.

   
   

2. Apply Online First: Submit your application through careers.in-n-out.com. You may apply to up to four locations simultaneously.

   
   

3. Follow Up In Person: Visit your preferred location during off-peak hours (2:00-5:00 PM) to introduce yourself to a manager.

   
   

4. Prepare for Group Interviews: Be prepared to discuss how you handle stressful situations and work with others.

   
   

5. Be Completely Honest: Never lie about your criminal history. Wait until asked or after conditional offer to discuss your record.

   
   

6. Prepare Your Narrative: Have a brief, honest explanation ready: acknowledge the offense, describe what you learned, and explain how you've changed.

   
   

7. Document Rehabilitation: Gather evidence of positive changes: certificates, stable housing, employment history, and references.

   
   

8. Check Expungement Eligibility: Research whether your offense qualifies for sealing or expungement.

Tips for Applicants with Records

1. Fast Food Has Constant Hiring Needs: In-N-Out operates over 420 locations. Don't be discouraged by individual rejections—keep applying.

   
   

2. Start Entry-Level, Advance Within: Prove reliability by showing up on time and learning quickly. The company's promote-from-within policy means advancement follows demonstrated performance.

   
   

3. Run Your Own Background Check First: Know what will appear before the employer sees it. Dispute any errors in advance.

   
   

4. Emphasize Reliability and Customer Service: In-N-Out values punctuality, consistency, and positive attitude above almost everything else.

   
   

5. Pass the Drug Test If Required: Warehouse and distribution positions may require screening.

   
   

6. Highlight Stability: Emphasize stable housing, reliable transportation, and consistent work history.

   
   

7. Network and Use Employee Referrals: Employee referrals often receive priority consideration.

   
   

8. Be Flexible on Scheduling: Willingness to work evenings, weekends, and holidays increases your chances.

Benefits Overview

In-N-Out Burger offers one of the most generous benefits packages in the fast-food industry, with meaningful benefits available to both part-time and full-time employees.

Compensation: Starting wages range from $17.50-$23.00/hr depending on location. Store Managers can earn $95,000-$160,000+ annually.

401(k) and Retirement: Company-sponsored 401(k) plan with profit-sharing available after meeting eligibility requirements.

Health Benefits: Dental and vision insurance for part-time employees. Full medical insurance for full-time employees.

Time Off: Paid vacation accrued after 90 days. Paid sick leave provided.

Additional Benefits: Free meal every shift worked. Company store discount. Associate Assistance Program. Basic life insurance. Educational assistance for full-time employees. Pet insurance for full-time employees.

Employee Perspectives

Pros: Industry-leading pay, promote-from-within culture, excellent benefits, free meals, strong company culture, job security.

Cons: Fast-paced and physically demanding work, strict grooming standards, weekend and holiday work expected.

Frequently Asked Questions

1. Does In-N-Out Burger hire people with felonies?

   Yes, In-N-Out Burger does hire individuals with felony convictions on a case-by-case basis. Entry-level positions (Associate Levels 1-3) are most accessible, as many locations do not conduct extensive background checks for these roles. Theft, fraud, and violent felonies face the most scrutiny, but older offenses unrelated to job duties may not be disqualifying.

   
   

2. What is the background check process at In-N-Out Burger?

   In-N-Out uses a tiered background check process. For entry-level part-time positions, many locations rely primarily on identity verification through E-Verify without conducting formal criminal background checks. For supervisors (Level 7) and management positions, comprehensive background checks are typically conducted.

   
   

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

   California, Colorado, Nevada, and Texas generally limit background check reporting to seven years for convictions. Some states where In-N-Out operates (Arizona, Utah, Idaho) have no statutory limit. California's Fair Chance Act prohibits employers from considering convictions that have been sealed, dismissed, or expunged.

   
   

4. What types of convictions make hiring more difficult at In-N-Out Burger?

   The most challenging convictions are those directly related to job duties: recent theft, burglary, embezzlement, or fraud (due to daily cash handling); recent violent felonies (customer and employee safety); and serious drug-related offenses. Older convictions and expunged records are generally less problematic.

   
   

5. What are the best entry-level roles at In-N-Out Burger for applicants with a record?

   The Part-Time Associate position (Levels 1-3) is the best entry point, starting at $17.50-$23.00/hr depending on location. The Early Morning Cleanup Crew position is also accessible, offering similar benefits with shifts ending by mid-day.

   
   

6. Does In-N-Out Burger drug test, and what kind of test do they use?

   In-N-Out Burger generally does not drug test for restaurant positions. Multiple current and former employees report that store-level associates are not required to undergo pre-employment or random drug testing. However, warehouse and distribution center positions may require drug screening.

   
   

7. When during the hiring process will In-N-Out Burger ask about criminal history?

   In California and other ban-the-box states, In-N-Out cannot ask about criminal history on the application or during the initial interview. Criminal history may only be discussed after a conditional job offer is extended.

   
   

8. Can someone advance to management at In-N-Out Burger if they have a felony?

   Advancement to management is possible for individuals with felony records. In-N-Out promotes exclusively from within, so all managers started as hourly associates. By the time someone is considered for management, they've built years of demonstrated reliability that can outweigh older convictions.

   
   

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

   The hiring process averages approximately 12 days. For entry-level positions without formal background checks, many candidates report being hired on the spot or within 1-2 days of their interview.

   
   

10. What can applicants do to improve their chances of getting hired at In-N-Out Burger?

    Focus on making a strong personal impression:

    (1) Apply online then follow up in person.

    (2) Present yourself professionally.

    (3) Demonstrate enthusiasm.

    (4) Emphasize reliability and teamwork.

    (5) Highlight restaurant experience.

    (6) Get an employee referral.

    (7) Apply to multiple locations.

    (8) Be flexible with availability.

Alternative Second Chance Employers

If In-N-Out Burger doesn't work out, consider these employers known for fair chance hiring practices:

Conclusion

In-N-Out Burger represents a solid opportunity for individuals with criminal records seeking to re-enter the workforce and build a sustainable career. The company's decentralized hiring approach, tiered background check process, commitment to promoting exclusively from within, and industry-leading wages create meaningful pathways for applicants with records. While not every conviction will be overlooked, particularly recent theft, fraud, or violent offenses, the case-by-case evaluation and ban-the-box compliance in most operating states give candidates a fair chance.

The key to success is applying strategically: target part-time entry-level positions where background screening is minimal, make a strong personal impression on local managers through in-person follow-ups, demonstrate reliability and positive attitude throughout the interview process, and be honest but prepared if your criminal history becomes relevant. With one of the highest starting wages in fast food and a clear path to six-figure management positions, In-N-Out offers not just a job but a potential career.

Key Success Factors: Target entry-level positions first. Make strong in-person impressions. Demonstrate reliability and customer service skills. Be honest about your record when asked. Document rehabilitation efforts. Apply to multiple locations. Be flexible with scheduling.

Biggest Barriers: Recent theft or financial crimes. Recent violent felonies. Fraud or embezzlement convictions.

Remember that your past does not define your future. Many successful In-N-Out employees and managers have overcome various challenges to build rewarding careers with the company. Focus on what you can control: your presentation, your attitude, your work ethic, and your commitment to reliability.

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 In-N-Out Burger.

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: https://careers.in-n-out.com