Century Theatres: Company Profile & Background Check FAQs

Century Theatres traces its history to 1941, when Raymond Syufy founded the business that became Syufy Enterprises in California. The chain grew through the drive-in era and into large multiplexes, adopting the Century Theatres name in the 1990s and becoming well known for locations branded Century 16 and Century 20, named for their screen counts. In October 2006, Century Theatres was acquired by Cinemark, which added Century's roughly 77 theaters and nearly 1,000 screens to its national circuit. Many locations continue to operate under the Century name today.

Cinemark, the parent company, was founded in 1984 by Lee Roy Mitchell and is headquartered in Plano, Texas. It is a publicly traded company listed on the New York Stock Exchange under the ticker CNK. As of March 2025, Cinemark operated 497 theaters across the United States and Latin America, including 304 US locations, and the company reported approximately 18,800 employees as of 2024. The circuit includes premium formats, in-theater dining and bar options at some locations, and the Movie Club subscription program.

Jobs at Century locations are theater jobs within the Cinemark system. Typical roles include team members who rotate through box office, concessions, and usher duties, along with bartenders at licensed locations, projection and facilities staff, and shift managers, assistant managers, and general managers. Many entry-level positions are part-time with evening, weekend, and holiday hours that follow moviegoing demand.

Company culture and employee programs: Century and Cinemark theaters emphasize guest service, and team members are commonly cross-trained across the front of house. Employee perks at many locations include free or discounted movies, and the company promotes advancement paths from team member to management. Pay, benefits, and eligibility vary by role, location, and hours worked, so candidates should confirm details during the hiring process. Common roles include:

Yes. Employers in the movie theater and entertainment industry, including Century Theatres and its parent company Cinemark, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with applicable federal, state, and local laws. In the United States, screening through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which requires written consent, standalone disclosures, and adverse action procedures.

Century Theatres locations are generally reported to conduct background checks as part of the hiring process, consistent with common practice among large theater chains. Theater employees handle cash and card payments, work with the public, and in some locations serve alcohol, all of which make screening standard in the industry. The scope of a Century Theatres background check may vary by role, age of the applicant, location, and state law, and practices for entry-level minors can differ from those for management roles.

While steps vary by location, the hiring process for Century and Cinemark theaters typically begins with an online application through the Cinemark careers site. Candidates who advance are usually invited to an in-person or virtual interview with a theater manager, often focused on availability, customer service skills, and teamwork. Candidates who receive a conditional offer may be asked to consent to a background check, depending on the role and location, before completing onboarding and on-the-job training.

Turnaround depends on which searches are ordered, court response times, and the number of jurisdictions in a candidate's address history. Many background checks are completed within a few business days, while reports involving multiple county courthouse searches can take longer. Candidates who want more detail can review background check turnaround times.

Each employer decides which screenings to include for each role. For a theater employer like Century, a background 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.

Lookback periods depend on the type of search and state law. Under the FCRA, consumer reporting agencies generally cannot report most negative information older than seven years, though convictions can often be reported for longer and exceptions apply to certain higher-salary positions. California and several other western states where Century operates have their own stricter rules about what can be reported or considered, so lookback windows can differ from state to state.

Century Theatres and Cinemark do not publish a detailed public policy on hiring candidates with felony records, and decisions are typically made on a case-by-case basis. Employers commonly weigh the nature and severity of the offense, how much time has passed, and the duties of the role, such as cash handling or working around minors. Many states and cities, including California where many Century locations operate, have "ban-the-box" laws and fair chance ordinances that restrict when criminal history can be considered. Candidates with records should answer application questions honestly and be prepared to provide context.

When a background check is required, candidates will typically be asked to provide written consent through a standalone disclosure and authorization form. Applicants should be prepared to supply accurate personal information, including their full legal name, date of birth, Social Security number, and address history. Roles that involve serving alcohol may also carry minimum age requirements and state-mandated alcohol service training or permits. Accurate information helps searches run in the correct jurisdictions and avoids delays.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. Employers must obtain written consent before ordering a report, and before taking adverse action based on the results they must give the candidate a copy of the report and a summary of rights, along with an opportunity to dispute inaccurate information. For a detailed overview, see this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Century Theatres may see and helps 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.