Marquee Cinemas: Hiring, Background Check & Employment Verification FAQs

Marquee Cinemas was founded in 1979 by Curtis McCall, who opened his first movie theater, a twin cinema, in his hometown of Rainelle, West Virginia. Consistent sold-out shows, quality concessions, and strong customer service quickly made the single-location business a standout to both moviegoers and real estate developers, and McCall soon expanded to five theaters across West Virginia. The company grew steadily over the following decades, reaching 18 multiplexes with 166 screens across eight states by June 2007.

Marquee Cinemas has continued to expand its footprint across the Mid-Atlantic region, growing to as many as 19 facilities across ten states, including Connecticut, Florida, Kentucky, New Jersey, New York, North Carolina, Pennsylvania, Tennessee, Virginia, and West Virginia. The company has remained privately held and headquartered in Beckley, West Virginia, throughout its more than 45-year history, maintaining a commitment to investing in the newest available theater technology across its locations as quickly as possible.

Today, Marquee Cinemas employs approximately 500 to 550 people across its theater locations, generating tens of millions of dollars in annual revenue. The company has been recognized as one of the best places to work in its home city of Beckley. Marquee Cinemas' workforce includes box office and concession staff, projectionists, ushers, and theater managers supporting its multiplex locations across the Eastern United States.

Company culture and employee programs: Marquee Cinemas emphasizes exceptional, hometown-friendly customer service as central to its brand identity, along with a stated commitment to constantly scrutinizing and improving its concession offerings to ensure the best tasting, freshest items at every location. The company pledges to maintain industry-leading theater technology across its footprint. Benefits, scheduling, and advancement opportunities can vary by location, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the movie theater and entertainment industry, including Marquee Cinemas, 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.

Marquee Cinemas is generally reported to conduct background checks as part of its hiring process, which is standard for movie theater and entertainment venue employers, particularly for roles involving cash handling and customer service in a public venue setting.

The hiring process for theater-level positions at Marquee Cinemas typically includes an application, an interview with a theater manager, and a background check prior to a final offer.

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 movie theater 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. 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 Marquee Cinemas 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 Marquee Cinemas 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.