LA Fitness: Hiring, Background Check & Employment Verification FAQs

LA Fitness was founded in 1984 in Covina, California, by Chinyol Yi and Louis Welch, who built the business from a single location into a chain through acquisitions of other gyms across Southern California over the following decade. The company, formally known as Fitness International, LLC, is headquartered in Irvine, California, and has grown into a major national gym operator with roughly 700 clubs across the United States and Canada.

Over the years, Fitness International has acquired and operated a portfolio of fitness brands beyond the core LA Fitness banner, including City Sports Club and Club Studio Fitness, and previously operated the Esporta Fitness brand before winding it down in 2024. In July 2024, the company acquired XSport Fitness, rebranding many of its locations under LA Fitness and its other brand names. Co-founder Louis Welch served as president and co-CEO of the company until his death in September 2023.

LA Fitness clubs employ front desk staff, personal trainers, group fitness instructors, sales representatives who handle membership sign-ups, and facility maintenance staff. Given that clubs serve members of all ages, including supervised youth areas and childcare services at many locations, staffing considerations around member and child safety are relevant to certain roles.

Company culture and employee programs: LA Fitness positions itself around accessibility and value in the fitness industry, competing with both premium and budget-focused gym chains. The company has grown substantially through acquisitions, giving it a broad portfolio of complementary fitness brands under one corporate structure. Benefits, scheduling, and advancement opportunities can vary by role and location, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the fitness and health club industry, including LA Fitness, 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.

LA Fitness is generally reported to conduct background checks as part of its hiring process, which is standard for fitness club employers, particularly for roles that involve interacting with members, including in childcare or youth-focused areas of a club.

The hiring process for club-level positions at LA Fitness typically includes an application, an interview with a club manager, and a background check prior to a final offer. Roles involving childcare or personal training certifications may involve additional verification steps.

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 fitness 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 direct supervision of children or vulnerable 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.

What if I disagree with something in my background check?

Under the FCRA, if you believe your background check report contains inaccurate information, you have the right to dispute it directly with the consumer reporting agency that prepared the report. The agency is generally required to investigate the dispute, typically within 30 days, and to correct or remove any information it cannot verify as accurate. If Checkr conducted the background check, dispute instructions are included in the notification sent to your Checkr candidate account.

Can I see a copy of my own background check report?

Yes. Under the FCRA, if a background check is used to make an adverse hiring decision, you are entitled to receive a copy of the report along with a summary of your rights under the law before the decision becomes final.

Running a personal background check with Checkr lets you preview what LA 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 LA 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.