Big Air Trampoline Park: Hiring, Background Check & Employment Verification FAQs

Big Air describes itself as a Southern California-based family entertainment company founded in 2012. Its franchisor, Big Air Franchising, LLC, lists a corporate office in Ladera Ranch, California, and a franchise directory says the company has been franchising since 2015. In 2022 Big Air announced that three former Airhouse Adventure Park locations in Columbus, Ohio, Aurora, Colorado, and Auburn, Washington would join the Big Air family.

Big Air's website lists parks in many states, including California, Arizona, Washington, Ohio, Illinois, Minnesota, Georgia, and the Carolinas. Its parks feature attractions such as a main court, Battle Beam, Extreme Dodgeball, Orbit, a gauntlet, and a zip line, along with birthday parties, private events, and membership options. The company's announcements also describe Toddler Time, a jump session for children ages six and under, and Cosmic Nights, a Friday and Saturday night event with neon lights and lasers.

Big Air grows through franchising, so the business that employs a park's staff may be a franchise owner rather than the corporate company, and it can differ from one location to the next. The careers page says openings range from part-time team members to management, and it groups teams into court monitors, events specialists, and managers.

Company culture and employee programs:

Big Air's careers page describes a "work together, win together" culture and says the company is dedicated to promoting from within and to providing staff with training and mentorship. The company also runs a community program called Big Care, which includes the Hometown Heroes initiative and partnerships with local charities. Pay, schedules, and benefits typically vary by park and role, so candidates should confirm details with the location they apply to.

Yes. Employers in the entertainment industry, including Big Air Trampoline Park, are legally permitted to run background checks, provided they follow the FCRA and applicable state and local laws. The FCRA, a federal law, sets rules for consent, disclosure, and adverse action when a third-party report is used in hiring.

Big Air Trampoline Park is generally reported to screen candidates before they start, though the company has not published its screening policy in detail. Employers that serve children and families often review criminal history for roles with guest and event responsibilities. The scope of a Big Air background check may vary by park, role, franchise owner, and state.

The Big Air Trampoline Park hiring process typically starts with an application for a specific park, either through the careers page or through an application link the local park provides. A manager may interview candidates, and those who receive an offer are usually asked to consent to a background check before starting. Because many parks are run by franchise owners, steps may vary by location and role.

A Big Air background check often takes a few business days, though timing depends on the searches ordered and the records involved. Searches that span several counties or states can take longer, which may matter for candidates who have moved recently. Candidates who want a closer look at typical timelines can review background check turnaround times.

A Big Air Trampoline Park background check may include criminal history, identity, registry, and employment checks, depending on the role. For a park position, the report 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.

Whether Big Air Trampoline Park drug tests depends on the park and role, and the company does not appear to publish a drug-testing policy on its careers page. Employers in the entertainment industry may require a drug screen for certain positions, typically after a conditional offer. Because parks may be run by franchise owners, candidates should ask the hiring manager 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.

Big Air 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, such as supervising guests or handling cash. 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 Big Air Trampoline Park 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, along with identification for work eligibility. Accurate information helps searches run in the correct jurisdictions and can prevent delays. Younger applicants may also be asked for age and work-permit documentation required by state law. Requirements may vary by role and state.

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).

Court monitor and events roles at Big Air typically involve standard criminal and identity checks, and sex offender registry searches are common for jobs that involve supervising guests, including children. Managers who handle cash deposits or oversee staff may also see employment verification. Exact searches may vary by park, franchise owner, and state.

Hiring and screening for a Big Air park may be handled by the corporate company or by the franchise owner that operates the location, depending on the park. Big Air says it grows through franchising, so the employer named on an offer can differ from one park to the next. Candidates should confirm with the park's hiring manager which company runs the background check.

Running a personal background check with Checkr lets you preview what Big Air Trampoline Park 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.