Launch Trampoline Park: Hiring, Background Check & Employment Verification FAQs

The brand launched in 2012, when the first two parks opened in Warwick, Rhode Island and Hartford, Connecticut. Rob Arnold and his wife Erin founded the company, with Ty Law joining as a co-founder, and the original Warwick park at 920 Bald Hill Road also serves as the company's headquarters. After proving out the format, the founders began offering franchises in 2013.

What started as a trampoline park has broadened into a year-round family entertainment center concept, and the corporate brand now operates as Launch Entertainment, with individual parks often carrying Launch Family Entertainment signage. A typical location pairs open jump courts and foam pits with an XP arena, ninja warrior courses, climbing walls, laser tag, dodgeball and battle areas, bowling, arcade games, and a café, plus party rooms for birthdays and group events. As of 2023 the system was reported to have 31 locations across 14 states, and the company has continued signing development deals since, including after a private equity investment in the brand.

Ownership and employment sit at two levels. The franchisor sets brand standards, training frameworks, and operating systems, while individual parks are generally owned and operated by franchisees who hire their own staff. For most applicants, that means the local park operator, not the corporate brand, is the employer of record and sets hiring practices within the franchise system's standards.

Park staffing is built around guest safety and throughput. Common roles include court monitors and safety attendants, front desk and admissions staff, party hosts, café and concessions workers, arcade and attractions attendants, cleaning and maintenance crew, shift leads, and general managers. Many entry-level positions are part-time, weekend, and evening jobs, and a substantial share of the workforce is made up of young workers, which brings state child labor rules on hours and permitted duties into play.

Company culture and employee programs:

Family entertainment centers run on trained, visible floor staff. New employees typically receive orientation on attraction rules, court supervision, injury response, emergency procedures, and guest service before working a shift unsupervised, and court monitors are generally expected to enforce jump rules actively rather than observe passively. Schedules cluster around after-school hours, weekends, holidays, and school breaks. Pay, benefits, and advancement vary by franchise and state, so candidates should confirm details with the local park.

Yes. Employers in the family entertainment and recreation industry, including Launch Trampoline Park locations, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow applicable federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which sets requirements for candidate consent, disclosure, and adverse action. Several states also have statutes governing background checks for people who work with minors, which can apply to recreation employers.

Launch Trampoline Park locations are generally reported to conduct background checks as part of hiring, and screening is standard practice in youth-serving recreation businesses. Staff supervise children on attractions, run birthday parties, and are frequently alone with groups of minors on the floor, so identity and criminal history screening is a common baseline. Because parks are independently owned and operated, the specific components of a Launch Trampoline Park background check may vary by franchise, by role, and by state, and the franchisee generally decides what is ordered.

Steps vary by park, but the Launch Trampoline Park hiring process usually follows a pattern common to family entertainment employers. Candidates apply online or in person at the park, then complete a short phone or in-person screen covering availability, age, and interest. Interviews are typically conducted by a shift lead or general manager and focus on customer service, dependability, and comfort supervising children. A conditional offer is commonly followed by consent to a background check where the park requires one, and by any age or work permit documentation, with hands-on safety training before the first solo shift.

Turnaround depends on the searches ordered, how quickly courts respond, and how many jurisdictions a candidate's history covers. Many entry-level recreation screens are limited in scope and return within a few business days, while searches spanning several counties or states can take longer. Applicants with little prior work history often clear quickly, since there is less to verify. Candidates who want more detail can review background check turnaround times.

The employer determines which searches to include. For a role at a family entertainment center, a background check may include some or all of the following:

Candidates should review the disclosure and consent forms provided by the park to see exactly which searches apply to their role.

Lookback depends on the search type and state. Under the FCRA, consumer reporting agencies are generally limited from reporting most negative information older than seven years, with exceptions for certain record types such as criminal convictions and for higher-salary positions, and several states impose stricter limits or restrict non-conviction records. Sex offender registry information is maintained under separate state registry rules rather than the seven-year reporting framing, which is why registry searches are handled as their own component in youth-serving settings.

There is no single published policy across the brand, and because parks are independently owned, decisions are typically made case by case by the individual franchise. In youth-serving environments, offenses involving children, violence, or sexual misconduct are weighed especially heavily, while unrelated and older records may be viewed differently. Many states and cities have enacted "ban-the-box" laws that limit when an employer may ask about criminal history and require an individualized assessment before a record is used to deny employment, though some states carve out exceptions for positions working with minors. Candidates are encouraged to answer application questions accurately and be prepared to discuss their history.

Candidates should expect to sign a written disclosure and authorization before screening begins, and to provide accurate identifying information including full legal name, date of birth, Social Security number, and address history. Because many park roles are filled by teenagers, applicants under 18 may also need a parent or guardian signature, a work permit or age certificate where the state requires one, and schedules that comply with state limits on hours for minors. Physical requirements such as standing for long shifts and moving quickly on the floor are common. Accurate information helps ensure the correct jurisdictions are searched and prevents delays.

The Fair Credit Reporting Act is a US federal law governing how consumer reporting agencies collect, use, and share background check information. Under the FCRA, an employer must obtain written consent before ordering a report, must provide a copy of the report and a summary of rights before taking adverse action based on it, and must give the candidate an opportunity to dispute inaccurate information before a final decision. For a fuller explanation of how the Fair Credit Reporting Act (FCRA) and Equal Employment Opportunity Commission guidance apply to background checks, see Checkr's introduction to both.

Frequently, yes. Many states have statutes that require or permit expanded checks for people in positions of trust with minors, which can include state criminal history repository searches, child abuse and neglect registry checks, fingerprint-based searches, and in some jurisdictions periodic rescreening. Sex offender registry searches are a standard component in these settings. Requirements differ substantially from state to state and by whether a role is classified as working directly with children, so candidates should ask the hiring park which checks apply locally and whether any of them require fingerprinting or a separate state application.

Running a personal background check with Checkr lets you preview what a Launch Trampoline Park operator may see and help you identify potential inaccuracies before they affect your job application. In one secure report you can review:

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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.