Genesis Health Clubs: Company Profile & Background Check FAQs

Genesis Health Clubs traces its history to June 1994, when owner Rodney Steven II acquired the West 13th health club in Wichita, Kansas, a facility that had originally opened in 1986. From that single location, the company expanded steadily across Wichita and the surrounding Kansas communities through the 1990s and 2000s, and it describes itself today as the largest privately owned health club organization in the United States. The company's corporate operations are based at its East Central club in Wichita, and it remains privately held with Rodney Steven II as president.

Much of the company's growth has come through acquisitions. Notable milestones include the purchase of 23 Gold's Gym and 24 Hour Fitness locations across Kansas City, Omaha, and Tulsa in 2016, the Miramont Lifestyle Fitness clubs in Colorado in 2017, expansions into Florida, Kentucky, Indiana, New Jersey, and New York between 2022 and 2024, eight former LA Fitness and Esporta clubs in Kentucky, Arkansas, and Louisiana in 2025, and nine former Wellbridge clubs in Colorado and New Mexico in April 2026. According to the company's website, the network now includes more than 80 clubs across more than a dozen states.

Genesis clubs are positioned as full-service fitness and wellness destinations rather than budget gyms. Depending on the location, amenities can include strength and cardio floors, group fitness studios, indoor and outdoor pools, tennis and pickleball courts, basketball courts, kids clubs, recovery areas, and spa-style services. The company also runs youth summer camps, swim programs, corporate wellness offerings, and a meal prep service. This breadth of programming means the workforce is similarly varied, spanning fitness professionals, aquatics and tennis staff, childcare attendants, sales and membership teams, food service workers, maintenance technicians, and club management.

Company culture and employee programs: The company's stated mission centers on a core value it calls MMFI, or "Make Me Feel Important," and its careers page emphasizes a family-style culture and internal advancement. Benefits highlighted for employees include a free all-access gym membership to Genesis locations, medical and dental coverage, a 401(k) plan, paid time off, employee discounts with partner businesses, and leadership development programs, though eligibility typically varies by role, location, and full-time or part-time status. Common roles include:

Yes. Employers in the fitness and health club industry, including Genesis Health Clubs, are legally permitted to conduct pre-employment background checks on job candidates, as long as they comply with applicable federal, state, and local laws. In the United States, screening conducted through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which requires written consent, specific disclosures, and a defined adverse action process. Because Genesis operates clubs in many states, candidates may also encounter state or city rules that add protections beyond the federal baseline.

Genesis Health Clubs is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice across the health club industry. Gym employees interact closely with members, handle payment and membership information, and in many cases supervise children in kids clubs, camps, and swim programs, all of which make pre-employment screening common. The scope of a Genesis Health Clubs background check may vary by position and location, so candidates should review the disclosure forms provided during hiring for specifics.

While steps can differ by club and role, the Genesis Health Clubs hiring process typically begins with an online application through the company's careers portal. Promising candidates are usually contacted for one or more interviews with a department head or club manager, and applicants for training, aquatics, or tennis roles may be asked about certifications or asked to demonstrate instruction skills. Candidates who receive a conditional offer are generally asked to consent to a background check and complete any other pre-employment requirements before a start date is confirmed.

Turnaround time depends on which searches are included, how quickly courts and past employers respond, and how many jurisdictions appear in a candidate's address history. Many reports are completed within a few business days, while checks that involve multiple county courthouse searches or manual verifications can take longer. Candidates who want a clearer sense of typical timelines can review background check turnaround times.

Each employer decides which searches to include in its screening program. For roles at a health club company like Genesis, a background check may include some or all of the following:

Candidates should read the disclosure and authorization documents they receive to understand exactly which searches apply to their role.

Lookback periods depend on the type of search and on the laws of the state where the candidate lives or works. Under the FCRA, most adverse information older than seven years generally cannot be reported by a consumer reporting agency, though criminal convictions may be reportable further back under federal rules and exceptions exist for certain higher-salary roles. Several states apply stricter limits. Because Genesis operates across many states, two candidates in different locations may see different lookback windows applied to similar searches.

Genesis Health Clubs does not publicly detail its policies on candidates with felony records, and decisions of this kind are typically made case by case. Employers commonly consider the nature and severity of the offense, how long ago it occurred, and how it relates to the duties of the role; positions involving unsupervised contact with minors, for example, often receive closer review. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates with records are encouraged to answer application questions honestly and be prepared to discuss their history if asked.

Before a background check is run, candidates are typically asked to sign a written authorization presented as a standalone disclosure during hiring. Applicants should be prepared to provide accurate personal information, including full legal name, date of birth, Social Security number, and current and prior addresses. Roles that require professional credentials, such as personal training or lifeguard certifications, may also require documentation of those credentials. Accurate information helps ensure the correct records are searched and reduces the chance of delays.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect and report background check information and how employers may use it in hiring. It requires employers to obtain written consent before ordering a report, and if they intend to take adverse action based on the results, to provide the candidate with a copy of the report and a summary of rights, along with an opportunity to dispute inaccurate information before the decision becomes final. For a closer look at these protections and related Equal Employment Opportunity Commission guidance, see this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Genesis Health Clubs may see and helps you spot 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.