Crunch Fitness: Hiring, Background Check & Employment Verification FAQs

Crunch Fitness was founded in 1989 by Doug Levine, a former stockbroker, in New York City's Greenwich Village neighborhood. The gym built a distinctive brand around irreverent, entertainment-driven group fitness classes and a philosophy of making working out fun rather than intimidating, differentiating itself from more traditional health clubs from its earliest days. Crunch grew into a recognizable national fitness brand headquartered in New York City.

Ownership of Crunch has changed hands multiple times over the decades. In 2005, private equity firm Angelo, Gordon & Co. purchased Crunch from Bally Total Fitness for $45 million. In 2009, New Evolution Fitness Company, founded by 24 Hour Fitness founder Mark Mastrov and fitness industry veteran Jim Rowley, joined as an equity and operating partner, with Rowley later becoming Crunch's worldwide CEO. In July 2019, private equity firm TPG acquired Crunch Fitness, and more recently, Leonard Green & Partners acquired the company in April 2025.

Today, Crunch operates as a franchise system with more than 500 locations serving roughly 3 million members across the United States, Puerto Rico, Canada, Spain, Portugal, Costa Rica, and Australia, generating hundreds of millions of dollars in system-wide revenue. Large multi-unit franchisees, such as Fitness Ventures LLC, which grew from two locations in 2016 to more than 115 clubs across 30 states, have played a significant role in the brand's rapid expansion. Crunch's workforce includes group fitness instructors, personal trainers, front desk and membership sales staff, and club managers supporting its gym locations.

Company culture and employee programs: Crunch emphasizes an inclusive, entertainment-forward approach to fitness, positioning itself as a welcoming community for members with a wide range of fitness goals and backgrounds. Because Crunch operates primarily as a franchise system, workplace culture, benefits, and scheduling can vary considerably depending on whether a location is corporate-owned or independently franchised; candidates should confirm specifics with the specific club's management during the hiring process.

Yes. Employers in the fitness and health club industry, including Crunch Fitness locations, 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, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires employers to obtain written consent, provide disclosures, and follow adverse action procedures.

Crunch Fitness locations are generally reported to conduct background checks as part of their hiring process, which is standard for health club employers, particularly for personal training and instructor roles involving close physical contact with members.

The hiring process for gym staff positions at Crunch Fitness typically includes an application, an interview with a club manager, and a background check prior to a final offer. Personal trainer and group fitness instructor roles may also require relevant certifications.

Background check timelines can vary based on the type of screening requested and how quickly records can be verified. Learn more about typical background check turnaround times to understand what factors can affect the process.

A typical pre-employment background check for a health club role may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though state laws may extend or restrict this timeframe depending on the type of record and jurisdiction.

Hiring decisions involving candidates with criminal records are generally made on a case-by-case basis, taking into account the nature of the offense, how much time has passed, and its relevance to the role, particularly for positions involving close physical contact with members. Some states have adopted "ban-the-box" laws that restrict when employers can ask about criminal history during the hiring process.

Candidates can generally expect to provide personal information such as full legal name, date of birth, and Social Security number, along with signed consent authorizing the background check, in compliance with FCRA requirements.

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how employers can use background check information in hiring decisions. It requires employers to notify candidates before running a check, obtain written consent, and follow specific adverse action procedures if a decision is made based on background check results.

Running a personal background check with Checkr lets you preview what Crunch Fitness may see during the hiring process, helping you address any concerns before you apply. A personal background check can include:

Learn more about Checkr Personal Background Checks and explore your Checkr Profile to see what information may appear in your own background check.

If you're a candidate with a background check in progress through Checkr as part of your application to Crunch Fitness or another employer, you can check your status through the Candidate Portal. For additional support, visit the Checkr Help Center.

The information provided in this article does not, and is not intended to, constitute legal advice. All information is for general informational purposes only. Checkr does not guarantee the accuracy, completeness, or usefulness of this information and is not responsible for any errors or omissions, or for the results obtained from the use of this information. This article may contain links to other third-party websites. Such links are only for the convenience of the reader. Checkr does not endorse the contents of the third-party sites and disclaims any affiliation with the companies mentioned in this article unless otherwise stated.