Frontier Airlines: Hiring, Background Check & Employment Verification FAQs

Frontier Airlines, Inc. is a subsidiary of Frontier Group Holdings, Inc., which describes Frontier in its annual report as an ultra low-cost carrier headquartered in Denver, Colorado. The airline offers flights throughout the United States and to select near international destinations in the Americas. As of December 31, 2025, it reported a fleet of 176 Airbus single-aisle aircraft and said it served approximately 100 airports in the United States and the Americas during 2025. The annual report says its strategy rests on a low-cost structure and a low-fare brand, with a family-friendly customer experience.

The same annual report gives a picture of the workforce. As of December 31, 2025, Frontier reported approximately 7,750 employees, including approximately 2,300 pilots, 3,700 flight attendants, 500 aircraft technicians, and 1,100 employees in administrative roles, along with aircraft appearance agents, flight dispatchers, material specialists, and maintenance controllers. It also reported that approximately 86 percent of its employees were represented by labor unions under collective bargaining agreements.

Frontier's careers page groups openings into pilots, corporate, flight attendants, technical operations, and airport operations, with a link to all careers on its job board. The page says employees receive competitive compensation, comprehensive health benefits, and travel privileges that include free and discounted flights for employees and their families. Frontier also runs a Crew Careers at Frontier page on social media for crew recruiting updates.

Company culture and employee programs:

Frontier's careers page says the company supports equal employment opportunity and actively recruits veterans, and it lists business resource groups and sustainability commitments. Perks and benefits may vary by role, base, and employment status, and union-represented employee groups may have terms set by collective bargaining agreements. Candidates should confirm pay, schedule, and benefit details for a specific role during the hiring process.

Yes. Employers in the airline industry, including Frontier Airlines, 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. Airlines also operate under federal security rules that apply to some roles.

Frontier 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 agent, technician, or corporate position.

The Frontier hiring process typically starts with an online application through Frontier's careers page and job board for pilot, flight attendant, technician, airport, and corporate openings. Qualified applicants may then complete interviews, 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.

A Frontier Airlines background check often takes a few business days, though timing depends on the searches ordered and the records involved. Court searches across several counties or states can take longer, and manual record retrieval can add time. 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. For a role at an airline like Frontier Airlines, a background check may include some or all of the following:

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

Frontier's careers page refers to a drug-free workplace policy and to pre-employment testing for DOT safety-sensitive roles, so testing may apply to some positions. Which positions count as safety-sensitive, and what applies to other roles, may vary, so candidates should confirm with the recruiter. Airlines are also subject to federal drug and alcohol testing rules for safety-sensitive work.

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.

Frontier 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 Frontier will typically be asked for written consent before a background check begins, usually through a disclosure form provided during the hiring process. 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, a disqualifying offense is a listed conviction in the 10 years before the application for unescorted access authority. The airport operator runs that process, and the details may vary by airport.

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 Frontier Airlines 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.