EōS Fitness: Hiring, Background Check & Employment Verification FAQs

EōS Fitness is a privately held gym operator headquartered in the Dallas-Fort Worth metroplex, where it established its corporate office in 2022 after relocating from Phoenix. The brand name stands for Energy, Optimum Value, and Serious Fitness, and the company markets itself under the High Value. Low Price. positioning, with memberships advertised starting at 9.99 dollars per month. Rich Drengberg is chief executive officer.

The company celebrated a decade of growth in 2024 and has expanded quickly since. In its February 2026 announcement, EōS reported surpassing two million members, with more than 200 gym locations open and on the way across Arizona, Florida, Georgia, Nevada, Southern California, Texas, and Utah. Southern California is its largest market, and the company has stated a goal of 250 gyms by 2030. Growth has come through new construction and acquisition, including a 23-gym purchase in Southern California in October 2025 and an earlier acquisition of the Texans Fit chain. EōS was acquired by the investment firm TSG Consumer.

Clubs offer weight and cardio equipment, group fitness classes, personal training, recovery amenities at some locations, basketball courts, saunas, a cinema-style cardio area branded MOVEōS Cinema, and supervised kids club areas at participating gyms. Membership tiers vary by location.

Workforce roles reflect a multi-site retail fitness operation: front desk and member services representatives, sales and membership advisors, certified personal trainers and training managers, group fitness instructors, kids club attendants, facility and janitorial staff, maintenance technicians, general managers and assistant general managers, district and regional leaders, and corporate teams in marketing, real estate, construction, finance, technology, and human resources.

Company culture and employee programs:

EōS describes a core purpose of creating loyal, lifelong fans and exercise practitioners, built on five stated core values. The company reported more than 7,000 team members at its 2024 decade milestone and runs community giving partnerships with the Challenged Athletes Foundation and the American Diabetes Association. Gym roles typically involve early morning, evening, and weekend coverage. Personal training positions generally require a recognized certification and current CPR credentials. Pay, benefits, and scheduling vary by role and market, so candidates should confirm details with the hiring gym.

Yes. Employers in the fitness and health club industry, including EōS Fitness, are legally permitted to conduct pre-employment background checks on job candidates as long as they follow applicable federal, state, and local law. Screening performed through a third-party provider is governed by the Fair Credit Reporting Act (FCRA), which requires a standalone disclosure, written candidate authorization, and a defined adverse action process. Because EōS operates in several states, additional state and local rules can apply depending on where a club is located, and California in particular has its own requirements.

EōS Fitness is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice among national gym operators. Club employees have keyed access to facilities, handle membership payments and member records, and in kids club and youth-adjacent roles work around minors, which is a common reason fitness employers include registry searches in their screening. Members as young as 13 may use the gyms under the company's stated policy. The scope of a background check may vary by role and by state.

Candidates generally apply online for a specific club and position. A recruiter or club manager typically follows up with a phone screen covering availability, certifications, and experience. Most roles involve an in-person interview at the gym, and personal training candidates are often asked about their certification, client experience, and sometimes a practical demonstration or mock session. Sales and membership roles may include a conversation about consultative selling. Applicants who receive a conditional offer are usually asked to authorize a background check before a start date is confirmed. New hire orientation, systems training, and safety instruction follow once pre-employment steps are complete.

Turnaround depends on the searches ordered, the jurisdictions involved, and how quickly courts and former employers respond. Many checks come back within a few business days. Reports that require records to be pulled by hand from several county courts, or that involve a candidate who has lived in multiple states, take longer. Certification and license verification can add time when the issuing body is slow to respond. For more on what affects the timeline, review background check turnaround times.

The employer decides which searches to include. For a health club role, a pre-employment background check may cover some or all of the following:

Candidates should read the disclosure and authorization paperwork they receive during hiring, because it identifies the searches that apply to their specific role.

The lookback window depends on the search type and on state law. Under the FCRA, consumer reporting agencies are generally limited from reporting most adverse information older than seven years, with exceptions for criminal convictions and positions above a defined salary threshold. Several of the states where EōS operates apply stricter rules, and California has its own framework governing the consideration of conviction history in hiring. Sex offender registry information is treated separately from the standard reporting window under many state schemes. A candidate who has lived in more than one state may see different windows applied within a single report.

EōS Fitness does not publish a detailed policy on applicants with felony records, and decisions of this kind are typically made on a case-by-case basis. Employers generally weigh the nature and seriousness of the offense, how long ago it occurred, evidence of rehabilitation, and whether the record relates to the responsibilities of the role, with particular attention where a position involves access to a facility used by minors. Many states and cities have adopted "ban-the-box" laws that restrict when criminal history questions may be asked during the application process. Candidates should answer accurately and be prepared to discuss their background if it comes up.

Applicants are typically asked to sign a disclosure and give written consent before any screening begins. Candidates should expect to provide accurate personal information, including full legal name, date of birth, Social Security number, and address history, since those details determine which courts and records get searched. Personal trainers and group fitness instructors should be ready to supply certification numbers and CPR documentation so credentials can be verified. Roles involving driving generally require a valid license and consent to a motor vehicle records check.

The Fair Credit Reporting Act is the US federal law that governs how consumer reporting agencies collect, use, and share background check information for employment. It requires an employer to obtain written authorization before ordering a report, to provide a pre-adverse action notice with a copy of the report and a summary of rights if it is considering a negative decision, and to allow the candidate a reasonable opportunity to dispute inaccurate information before that decision becomes final. For a detailed explanation of how the FCRA and Equal Employment Opportunity Commission guidance apply to hiring, see Fair Credit Reporting Act (FCRA).

Positions that involve supervising children, including kids club attendants and youth program staff, commonly carry extra requirements in the fitness industry. Depending on the state, that can include broader registry searches, child abuse or neglect registry checks where such a registry exists and the employer is eligible to query it, additional reference checks, and mandatory reporter or child safety training. Some states also require specific certifications for childcare supervision. Requirements are set by state law and by the employer, so candidates should ask the hiring manager what applies at their location.

Running a personal background check with Checkr lets you preview what EōS Fitness may see and gives you time to correct potential inaccuracies before they affect your application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To share verified credentials with a club manager before you interview, build a free Checkr Profile.

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.