Allegiant Air: Hiring, Background Check & Employment Verification FAQs

Allegiant's website says it was founded in 1997 and is certified by the U.S. Department of Transportation as a scheduled air carrier, with authority to fly scheduled and charter operations throughout the United States and charter service to Canada and Mexico. The airline is headquartered in Las Vegas, Nevada, and its careers page says corporate employees work at headquarters in Las Vegas or remotely. Allegiant says its employees receive training that meets all FAA requirements for security, safety, and operations.

According to Wikipedia, Allegiant Travel Company acquired Sun Country Airlines on May 13, 2026, and plans to fold operations under the Allegiant Air brand while keeping a significant presence in Minneapolis-St. Paul. Wikipedia adds that the two carriers will operate independently until a single operating certificate is granted, so candidates should confirm which carrier is hiring for a given role.

Allegiant's careers page groups openings into flight attendants, pilots, customer care, corporate and administration, airport operations, maintenance and operations, students, and a military program built on Hiring Our Heroes and the DOD SkillBridge program. Featured postings at the time of review spanned locations such as Clearwater, Des Moines, Fletcher, Flint, Las Vegas, Pasco, and South Bend. The company also says it runs two training facilities, in Las Vegas and Sanford, Florida, with flight simulators, inflight training equipment, and classrooms.

Company culture and employee programs:

Allegiant's jobs site lists medical, dental, vision, and prescription plans for eligible team members, paid maternity and paternity leave, a company-matched 401(k) with immediate vesting, an employee stock purchase program, profit sharing, and unlimited space-available flights for employees and eligible dependents. It also describes Allegiant University courses for learning and development. Eligibility and details may vary by role and location, so candidates should confirm specifics during the hiring process.

Yes. Employers in the airline industry, including Allegiant Air, are legally permitted to run pre-employment background checks, provided they follow the FCRA and applicable federal, state, and local laws. The Fair Credit Reporting Act sets requirements around candidate consent, disclosure, and adverse action procedures. Airlines also operate under federal security rules that apply to some roles.

Allegiant is generally reported to conduct background checks as part of its hiring process, though it has not published its screening policy in detail. That would be consistent with airlines, where employees work around aircraft, secure airport areas, and travelers. The scope of a check may vary by role, such as pilot, flight attendant, airport operations, or corporate position.

The Allegiant hiring process typically starts with an online application on the Allegiant jobs site, where candidates can search by department, airport, and team. Qualified applicants may then interview with recruiters and hiring managers, and pilot and flight attendant candidates may complete additional assessments or training. Candidates who receive a conditional offer are usually asked to consent to a background check, and airport roles may also involve security badge steps. Requirements may vary by role and location.

An Allegiant background check often takes a few business days, though timing depends on the searches ordered and the records involved. Roles that need airport security clearance can take longer because fingerprint-based checks and badge processing add steps. Candidates who want to understand typical timelines in more detail can review background check turnaround times.

The specific components of a background check are determined by the employer and by federal security rules. For a role at an airline like Allegiant, a check may include some or all of the following:

Candidates should review the disclosure and consent forms provided during hiring to see which searches apply to their role.

Allegiant has not published its own drug-testing policy on its careers pages, and airlines are subject to federal drug and alcohol testing rules for safety-sensitive positions. Some roles, such as pilots, flight attendants, and maintenance staff, may therefore require testing, while many corporate roles may not. Candidates should ask the recruiter what applies to their position.

The lookback period for a background check depends on the type of search and the laws of the state or country where the candidate lives or worked. In the United States, the FCRA generally limits consumer reporting agencies from reporting most negative information older than seven years, with certain exceptions for higher-salary positions and specific record types such as convictions. Some states have stricter limits. Candidates with records in multiple jurisdictions may see different lookback windows applied to different searches within the same report.

Allegiant has not published a blanket policy on felony records, and decisions are typically made case by case. Factors that may matter include the nature of the offense, how much time has passed, and the duties of the role, and some airport roles are subject to federal rules that disqualify certain convictions. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates are encouraged to answer questions honestly.

Candidates applying to Allegiant will typically be asked for written consent before a background check begins. They should be ready to provide their full legal name, date of birth, Social Security number, and address history, and roles involving secure airport areas may also require fingerprints and identity documents. Accurate information helps searches run in the correct jurisdictions and can prevent delays.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, employers must obtain written consent before running a background check, provide a copy of the report and a summary of rights if they intend to take adverse action based on the results, and allow the candidate an opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA applies to background checks, visit Fair Credit Reporting Act (FCRA).

Roles with unescorted access to secure airport areas typically require a fingerprint-based criminal history records check under federal rules. Under 49 CFR 1542.209, an airport operator must ensure no one is granted unescorted access authority unless the check does not disclose a disqualifying offense, and the regulation looks at disqualifying convictions in the 10 years before the application. The airport operator, not the airline, runs that process.

Pilots and flight attendants typically go through standard criminal and identity searches plus airline-specific credential and security steps. Pilots may be asked to document FAA certificates, flight experience, and training records, and both groups may complete security badge processing and training before flying. The exact steps may vary by role, base, and hiring cycle.

Running a personal background check with Checkr lets you preview what Allegiant Air may see and help 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.