Ace Parking Management: Hiring, Background Check & Employment Verification FAQs

Ace Parking Management, Inc. was founded in 1950 and remains headquartered in San Diego, California, at 645 Ash Street. The company is privately held and family owned, and it has passed through multiple generations of the founding Jones family. That continuity is central to how the business presents itself: Ace describes itself as one of the largest privately owned parking companies in the United States.

The company provides a full range of parking and transportation services rather than a single product. Its published service lines cover commercial office, retail, and mixed-use buildings; hotel and valet operations; airport parking and shuttles; stadium, arena, and event parking; healthcare campuses; municipal programs; parking enforcement; shuttle operations; consulting; and a 24-hour call center. Ace has expanded from its western United States base and has announced operations on the East Coast and in markets such as Phoenix.

Technology is a growing part of the offering. Ace markets a proprietary technology suite along with mobile payment tools, license plate recognition, and analytics products aimed at helping property owners manage revenue and security. Those systems mean that frontline staff interact with payment data, customer vehicles, and access control systems as a routine part of the job.

The workforce reflects that mix. Typical roles include valet attendants, cashiers, parking attendants, shuttle and van drivers, maintenance staff, enforcement officers, call center agents, shift supervisors, and facility or account managers, plus corporate functions in San Diego. Many positions involve driving customer vehicles, handling cash and card payments, or working alone on overnight shifts.

Company culture and employee programs:

Ace promotes an operating motto of "Every Thank You Earned" and emphasizes customer service training for frontline teams. The company highlights community involvement, including its Park for Pink breast cancer awareness program, which it has run since 2014. Because sites range from single garages to large hospital and stadium contracts, scheduling, pay, and benefits differ significantly by location and by whether a role is full-time, part-time, or seasonal. Candidates should confirm specifics with the hiring location.

Yes. Employers in the parking and transportation services industry, including Ace Parking Management, are legally permitted to run pre-employment background checks on applicants provided they follow federal, state, and local requirements. The Fair Credit Reporting Act (FCRA) governs consumer reports used for employment decisions and sets rules around disclosure, written consent, and adverse action. California, where Ace is headquartered, adds its own notice and lookback requirements on top of the federal baseline.

Ace Parking is generally reported to conduct background checks as part of hiring, which is typical for parking operators whose employees drive customer vehicles, handle payments, and work on client property. The scope of an Ace Parking background check may vary by role and location, and driving positions commonly carry additional requirements that non-driving roles do not.

Steps vary by market and by the client contract a position supports, but the Ace Parking hiring process usually begins with an online application or an in-person application at a managed location. A recruiter or site manager typically screens applicants by phone and then arranges an interview, which for valet roles may include confirming a valid driver's license and comfort driving manual transmissions. Candidates who receive a conditional offer are generally asked to consent to a background check, and driving roles may also involve a motor vehicle record review. Site-specific orientation and training follow once pre-employment requirements are cleared.

How long a check takes depends on the searches ordered, court and agency responsiveness, and the number of jurisdictions involved. Many reports come back in a few business days, while multi-county criminal searches or out-of-state driving records can add time. Candidates who want more detail on what drives the clock can review background check turnaround times.

The employer decides which searches to include. For a parking services role at a company like Ace Parking Management, a background check may include some or all of the following:

The disclosure and authorization forms provided during hiring describe the searches that actually apply to a specific position, so candidates should read them before signing.

Lookback depends on the search type and the governing state law. Under the FCRA, consumer reporting agencies generally may not report most adverse information older than seven years, with exceptions for criminal convictions and for higher-salary roles. California and several other states impose tighter limits, and driving record availability is set separately by each state's motor vehicle agency. A candidate with history in more than one state may see different windows applied to different parts of the same report.

Ace Parking does not publish a detailed policy on applicants with felony records, and hiring decisions in this industry are typically made case by case. The nature of the offense, how much time has passed, and the duties of the specific role all tend to matter, and driving or cash-handling positions are often evaluated more closely. Many states and cities have adopted "ban-the-box" laws limiting when criminal history may be raised during hiring, and California's fair chance rules are among the most detailed. Candidates should answer honestly and be prepared to discuss their history in context.

Candidates are generally asked to sign a written disclosure and authorization before a check is run. Expect to provide full legal name, date of birth, Social Security number, and address history, and for driving roles, a driver's license number. Accurate details help ensure the right jurisdictions are searched and reduce the chance of a delay or a mismatched record.

The Fair Credit Reporting Act is a federal law that regulates how consumer reporting agencies gather and share background information used for employment. It requires written consent before a report is pulled, a pre-adverse action notice with a copy of the report and a summary of rights, and an opportunity for the candidate to dispute errors before a final decision. For a fuller explanation of how the FCRA works alongside Equal Employment Opportunity Commission guidance, see Fair Credit Reporting Act (FCRA).

Valet and shuttle roles involve operating vehicles that belong to customers or to the company, so they are usually screened more thoroughly than non-driving positions. Employers in this category commonly verify a current, valid driver's license, review a state motor vehicle record for violations and license status, and may apply a minimum age or minimum licensed-years requirement set by the site or by an insurance carrier. Requirements vary by state and by client contract, so candidates should ask the hiring location what applies to the specific position.

Interviewing for a valet, cashier, or attendant role? Running a personal background check with Checkr lets you preview what Ace Parking Management may see and gives you a chance to spot 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 share verified credentials proactively, build a free Checkr Profile you can send to recruiters, hiring managers, or prospective employers.

Check your report status in the Candidate Portal. You can also visit the Checkr Help Center for FAQs, dispute steps, and support contact options.

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.