Main Event Entertainment: Hiring, Background Check & Employment Verification FAQs

Wikipedia reports that Main Event was founded in 1998 by Neil Hupfauer and David Smith and is headquartered in Coppell, Texas, where its careers site places the Store Support Center. Ardent Leisure acquired the company in 2006, and Dave & Buster's completed its purchase of Main Event in June 2022. Main Event now operates as a distinct family entertainment brand within Dave & Buster's, with its own website and careers page.

Main Event's website describes centers built around bowling, more than 100 arcade games, laser tag, virtual reality, a gravity ropes course, billiards, and a food and beverage menu, all under one roof. Its careers site cites more than 65 locations across the United States, and centers host birthday parties and other events.

Main Event's careers site lists three kinds of openings: hourly roles such as guest services, technical services, kitchen, and operations; leadership and management roles; and Store Support Center jobs at the corporate office in Coppell. The company describes a leadership ladder that runs from Team Member to Certified Trainer, NCO Trainer, Operations Manager, Shift Supervisor, Assistant General Manager, and General Manager, and says team members can become Shift Supervisors after six months once they are 21 or older.

Company culture and employee programs:

Main Event's careers site lists benefits that include medical, vision, and dental coverage for team members working 37 or more hours, a free employee assistance program, pet insurance, a 401(k) for team members 21 and older, paid time off, life insurance, and educational programs. Team stories on the site mention tuition reimbursement and opportunities to travel and help open new centers. Eligibility, pay, and schedules may vary by role and location, so candidates are encouraged to confirm specifics during the hiring process.

Yes. Employers in the family entertainment industry, including Main Event Entertainment, are legally permitted to conduct pre-employment background checks, provided they follow applicable federal, state, and local laws. In the United States, the Fair Credit Reporting Act (FCRA) requires disclosure and written consent when a screening company prepares the report, and it sets out adverse action steps. Some states and cities add their own limits on when and how criminal history can be considered, which may matter for centers in different locations.

Main Event is generally reported to conduct background checks for some roles, though the scope may vary by position and location. That fits the practice of many hospitality and entertainment employers, which commonly confirm identity and review criminal history for roles that involve guests, cash handling, or management duties. Leadership candidates may see a different mix of searches than hourly team members.

The Main Event hiring process typically starts with an online application through the company's careers site, followed by an interview with a center manager. Candidates who receive a conditional offer are usually asked to consent to a background check. Onboarding and training follow once any pre-employment requirements are complete. Steps may vary by role and center, and management and Store Support Center positions may include additional interviews.

Most employment background checks are completed within a few business days, but timing depends on which searches are ordered. Searches that involve county court records, several jurisdictions, or employer confirmation can take longer. For typical timelines, see background check turnaround times. Providing complete and accurate personal information and address history up front helps avoid delays.

A Main Event background check may include some or all of the searches below, depending on the role and location:

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

Some Main Event positions may require a drug test, but requirements typically vary by role, location, and applicable law. Entertainment and food service employers sometimes test for safety-sensitive work, such as operating equipment or supervising guest activities. Candidates should check the job posting and any conditional offer paperwork to see what applies to the role they are pursuing.

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.

A criminal record does not automatically rule out a candidate at many employers, and Main Event Entertainment's decisions are typically made case by case. Factors that may matter include the type of offense, how much time has passed, and the duties of the specific role. Roles that involve guest safety, cash handling, or supervising other team members may be reviewed with those duties in mind. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history during hiring. Candidates should answer application questions honestly and be prepared to discuss their history if it comes up.

Candidates will typically be asked for written consent and basic personal details before a Main Event Entertainment background check begins. That usually includes a full legal name, date of birth, Social Security number for US-based applicants, and address history. Candidates for management roles should also be ready to share detailed work history. Accurate information helps ensure searches run in the right jurisdictions and can prevent delays, so candidates should double-check each field before submitting.

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).

Main Event may run additional checks for leadership and management roles, though the exact scope may vary by position and location. Managers typically handle cash, supervise teams, and are responsible for guest safety, so employers in this industry often review criminal history and confirm work history more closely for those roles. Candidates should review the disclosure and consent forms provided during hiring to see which searches apply.

Running a personal background check with Checkr lets you preview what Main Event Entertainment 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.