As one of the largest online food ordering and delivery platforms, Grubhub has created flexible earning opportunities for thousands of drivers across the country. But for job seekers with a criminal history, there‘s one big question looming: does Grubhub hire felons?
The answer is not a simple yes or no. While Grubhub doesn‘t institute a complete ban on applicants with felony convictions, the company is quite strict when it comes to background checks. Many ex-offenders applying for a role as a Grubhub driver will face an uphill battle to get hired.
In this in-depth guide, we‘ll untangle Grubhub‘s background check policy and analyze what it means for job seekers with a criminal past. We‘ll look at the specific factors Grubhub considers, the legal landscape around background checks in the gig economy, and strategies felons can use to improve their chances. Let‘s dive in!
How Common Are Background Checks In The Gig Economy?
First, it‘s important to understand that Grubhub is far from alone in screening potential workers for criminal histories. Background checks have become ubiquitous in the gig economy, particularly for jobs that involve interacting with customers or entering their homes.
A 2021 survey by the Professional Background Screening Association found that 94% of employers conduct background checks on at least some candidates. For jobs primarily focused on delivery or transportation, that number is likely even higher.
Other major players in the food delivery space have similar policies to Grubhub when it comes to background checks:
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DoorDash states in its Help Center that all Dasher applicants are subject to a motor vehicle and criminal background check and may be disqualified for major violations.
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Uber Eats‘ terms for delivery people specify that the company performs comprehensive criminal and driving history checks and reserves the right to reject applicants who don‘t meet their safety standards.
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Instacart details in its shopper help pages that the platform requires a background check through third-party provider Checkr and automatically disqualifies applicants with certain felony convictions.
So if you‘re applying for gig work that involves delivery, you should expect to undergo a background check as a matter of course. The question is more about how each individual company weighs the results.
What Shows Up On A Grubhub Background Check?
To evaluate applicants, Grubhub partners with Checkr, a leading online background check provider. Through Checkr‘s online portal, Grubhub can quickly and cost-effectively screen large volumes of candidates without having to do the research legwork themselves.
When you consent to a background check during the Grubhub application process, you‘re authorizing Checkr to pull information from a variety of databases and compile a report. The two main components of this report are:
Criminal History Screening
Using your name, birthdate, social security number, and any other identifiers you provide, Checkr will comb through multiple levels of criminal records, including:
- County, state, and federal court databases
- Sex offender registries
- Domestic and global watch lists
- Office of Foreign Asset Control (OFAC) sanctions lists
Their algorithms look for matches indicating any felony or misdemeanor convictions, as well as pending charges, arrests, warrants, or incarceration records. Traffic offenses are typically only included if they‘re criminal violations, not minor infractions.
Motor Vehicle Records Check
Since Grubhub drivers are operating vehicles as a key part of their job duties, your driving history is also heavily scrutinized. With your personal info and driver‘s license number, Checkr will pull a report detailing:
- The status of your license (valid, suspended, expired, etc.)
- Any moving violations like speeding tickets or reckless driving citations
- DUI/DWI charges and license revocations
- Accidents and vehicular crimes
- Other infractions that could flag you as a risky driver
Generally this report will span at least the last 3-7 years, depending on the regulations in each state you‘ve held a license.
It‘s important to note that Checkr just collects and organizes all this information – they don‘t make any hiring decisions themselves. That‘s entirely up to Grubhub. The company will analyze your background check results (usually electronically) and compare them to their internal hiring criteria to see if you meet their standards.
Why Is Grubhub So Strict With Criminal Histories?
At first glance, Grubhub‘s selectiveness when it comes to applicants with criminal records may seem severe, especially for relatively minor convictions. But the company has some compelling reasons for being cautious about who they allow to represent their brand.
Liability Concerns
Imagine this nightmare scenario – a Grubhub driver with a history of violence or sexual misconduct assaults a customer while out on a delivery. Beyond the human toll, Grubhub would almost certainly face an expensive lawsuit and public backlash for not properly vetting the offender‘s background. In the court of public opinion, the company would be crucified for putting customers at risk.
By setting a high bar for their background check policy, Grubhub mitigates the chances of a worst-case incident and protects themselves from liability. Even if an individual ex-offender is actually low-risk, it‘s often easier for Grubhub to pass on them than to take on that perceived risk.
Customer Trust and Safety
In the competitive world of on-demand delivery, customer trust is everything. People want to feel confident that when they open their door to accept a meal, the person on the other side has been vetted and is safe to interact with.
If word got out that Grubhub was loosening their standards and bringing on hordes of recently released felons, that trust would quickly erode. Fair or not, many customers would likely feel uncomfortable accepting deliveries from people with serious criminal histories. Grubhub doesn‘t want to chance that negative association.
Brand Management
Like any business, Grubhub has a brand image to uphold. They aim to position themselves as a reputable, family-friendly service that‘s there to make customers‘ lives easier. Hiring drivers with spotty backgrounds could undermine that clean-cut reputation.
This is especially important for a company like Grubhub that‘s constantly in the public eye. Even a single incident of a driver with a record committing a crime while on the job could ignite a media firestorm and do untold damage to their brand.
Insurance Requirements
It‘s not just Grubhub being picky – the company‘s insurance providers likely have a big influence over who can and can‘t be hired. Most commercial auto policies have restrictions around insuring drivers with poor driving records or criminal histories.
Grubhub has to be able to prove to insurers that their drivers are "risk-averse" in order to get affordable coverage. If they start onboarding applicants who are flagged as potentially dangerous or untrustworthy, their premiums could skyrocket.
So while a blanket criminal history disqualification can feel overly harsh, it‘s not hard to see why a corporation like Grubhub would institute one. They‘re balancing a lot of competing concerns beyond just filling open positions.
Are Ex-Offenders Really a Greater Risk Though?
Grubhub‘s hesitance to hire job seekers with felony records is based on an assumption that ex-offenders are more likely to re-offend and put customers or the company at risk. But is that assumption actually supported by data?
Looking at the numbers, there‘s no doubt that recidivism is a serious problem in the U.S. An estimated 68% of released prisoners are re-arrested within 3 years, 79% within 6 years, and 83% within 9 years, according to the Bureau of Justice Statistics.
However, those figures encompass all types of crime, not just offenses relevant to a delivery job. And research indicates recidivism rates vary significantly based on individual factors like:
- Type of offense (violent crimes have higher recidivism than property or drug offenses)
- Age at release (older ex-offenders are less likely to be rearrested)
- Level of education (those with a college degree are re-incarcerated less often)
- Substance abuse and mental health factors
- Family and community support systems
A 2021 paper from the Brookings Institution also noted that ex-offenders are much more likely to re-offend if they‘re unable to find legitimate employment after release. Lack of access to job opportunities perpetuates a vicious cycle.
So while the statistics show that ex-offenders face challenges reintegrating into society, they don‘t necessarily support the notion that anyone with a record is too high-risk to be trusted. Blanket bans on hiring former felons are a blunt instrument.
Many advocates argue a more nuanced assessment of each individual‘s circumstances is needed. Factors like the length of time since the offense, efforts toward rehabilitation, and relevance to job duties deserve greater consideration.
What Are An Applicant‘s Rights When It Comes to Background Checks?
Job seekers should be aware that federal law does place some limits on how employers can use background check information in hiring decisions.
The Fair Credit Reporting Act (FCRA) requires companies to:
- Get written permission from applicants before running a background check
- Provide a clear notice if the results of a background check are used to deny employment
- Allow the applicant to review the report and explain or dispute any negative information
Title VII of the Civil Rights Act also prohibits hiring practices that disproportionately screen out racial minorities, who are statistically more likely to have criminal records. The Equal Employment Opportunity Commission (EEOC) has issued guidance advising employers to consider the nature and gravity of a criminal offense, how much time has passed, and the relevance to the specific position.
However, these regulations are somewhat limited when it comes to gig workers who are classified as independent contractors rather than employees. Certain protections may not apply.
Additionally, most of the EEOC criteria are merely recommendations, not legally binding. Companies like Grubhub can often still set their own hiring standards as long as they‘re not overtly discriminatory.
So while job applicants with records aren‘t without rights, they may still face an uphill battle in getting gig economy platforms to look past their history.
Tips for Applying to Grubhub With a Criminal Record
If you have a criminal history but are still eager to work as a Grubhub driver, here are some tips to improve your chances:
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Apply in-person if possible and be prepared to discuss your background openly and honestly. Demonstrate how you‘ve learned from your mistakes.
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Gather proof of your rehabilitation efforts, such as completing treatment programs, volunteering, or pursuing education. Submit character references from mentors or employers.
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Look into whether your record is eligible for expungement or sealing. Some jurisdictions allow certain offenses to be wiped clean after a set period of time.
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Emphasize the length of time since your last conviction and any mitigating factors. A single nonviolent offense from 10 years ago will be viewed more favorably than a string of recent charges.
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Consider other gig economy opportunities as well, like DoorDash, Uber Eats, or Postmates. Each platform has slightly different background check criteria.
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If you believe you were unfairly disqualified by Grubhub, you can try contacting their HR department to plead your case or appeal the decision.
Ultimately, persistence is key. Don‘t let a rejection from Grubhub deter you from continuing to seek out employment. With time and effort, you may find a platform willing to give you a second chance.
The Gig Economy Needs to Rethink Its Approach to Hiring
As you can see, background checks are a major obstacle for many job seekers hoping to get their foot in the door as a Grubhub driver. And it‘s not just Grubhub – strict screening policies are the norm across the gig economy.
But as the demand for gig labor continues to grow post-pandemic, companies may need to reassess whether automatically disqualifying applicants with records is truly warranted or cost-effective. There‘s a massive pool of untapped talent that could help meet rising demand if given the opportunity.
Some gig platforms are already exploring ways to be more inclusive in their hiring while still prioritizing safety. For example:
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Uber has experimented with allowing applicants in certain markets to provide evidence of rehabilitation to potentially override flags on their background check. They also recently donated $5 million to organizations that support reintegration of former prisoners.
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DoorDash partners with the Second Chance Business Coalition to collaborate on expanding economic opportunities for people with criminal records.
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Minded, a new startup focused on training and employing ex-offenders in tech support roles, raised $1.5 million in seed funding last year.
These small steps reflect a growing recognition that automatically shutting out applicants with records may no longer be a tenable approach. As the labor market remains tight and calls for social justice grow louder, the gig economy will likely continue to face pressure to adopt fairer chance hiring practices.
Implementing change while still maintaining safety standards is a tricky balance for large corporations. But with more individualized assessments, clear rehab benchmarks, and a shift in liability frameworks, it‘s possible to create more pathways for ex-offenders to reenter the workforce.
Grubhub and its peers may not be able to hire every applicant with a felony, but they would be wise to start rethinking their criteria. Perpetually punishing people for past mistakes helps no one in the long run. By taking a more nuanced, human approach to background checks, gig platforms could unlock a vast new pool of qualified workers and provide much-needed second chances.
