Orangetheory Fitness: Company Profile & Background Check FAQs

Orangetheory Fitness was founded in March 2010 by exercise physiologist Ellen Latham together with Jerome Kern and David Long, with the first studio opening in Fort Lauderdale, Florida. The concept grew out of Latham's earlier Fort Lauderdale Pilates studio and is built around one-hour, coach-led classes that rotate members through treadmill, rowing, and strength training stations while heart rate monitors track effort across five color-coded zones. The company is headquartered in Boca Raton, Florida.

Orangetheory grew rapidly as a franchise. The chain surpassed $1 billion in systemwide sales in 2018, reported more than one million members in 2020, and as of 2023 had over 1,500 studios across all 50 US states and 24 countries. Private equity firm Roark Capital Group invested in the company in 2016 to support its expansion. In 2024, Orangetheory merged with Self Esteem Brands, the parent company of Anytime Fitness, creating a combined franchise organization later named Purpose Brands with more than 7,000 locations and roughly $3.5 billion in combined sales. Orangetheory continues to operate under its own brand.

Because Orangetheory is a franchise system, most studios are independently owned and operated. That matters for job seekers: franchise owners make their own hiring decisions and may follow different screening practices than corporate-owned studios, even though brand standards shape the member experience. Common roles include fitness coaches, sales associates and member experience staff, head coaches, studio managers, and regional and corporate positions.

Company culture and employee programs: Orangetheory promotes an energetic, science-of-fitness culture centered on coaching and member results. Coaches typically hold nationally recognized fitness certifications and receive brand-specific training on the Orangetheory workout format. Compensation, benefits, and development programs vary by studio owner, role, and hours, so candidates should confirm specifics with the hiring studio during the interview process.

Yes. Employers in the fitness industry, including Orangetheory Fitness and its franchisees, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow 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, disclosures, and adverse action procedures when results influence a hiring decision.

Orangetheory studios are generally reported to conduct background checks for at least some roles, consistent with common practice in the fitness industry, where staff work closely with members and handle membership billing information. Because most studios are franchisee-owned, screening practices can vary from one location to another. Candidates should rely on the disclosure documents provided by the specific studio or corporate office where they apply.

While steps vary by studio, the Orangetheory hiring process typically begins with an application submitted online or in person. Coach candidates are usually asked about their fitness certifications and may be invited to an audition or mock coaching session to demonstrate group instruction skills, while sales associate candidates generally complete one or more interviews focused on customer service and sales experience. Candidates who receive an offer may be asked to consent to a background check, and coaches are commonly asked to show proof of certification and CPR/AED credentials before starting.

Many background checks are completed within a few business days, though timing depends on the searches ordered, court responsiveness, and the number of jurisdictions tied to the candidate's address history. Reports involving manual county record searches can take longer. Candidates can learn more by reviewing background check turnaround times.

Each employer, including each franchise owner, decides which screenings to include. For a fitness studio like Orangetheory, a background check may include some or all of the following:

Candidates should review the disclosure and consent forms they receive to understand which searches apply to their specific role and studio.

Lookback periods depend on the type of search and applicable law. Under the FCRA, consumer reporting agencies generally cannot report most negative information older than seven years, though criminal convictions can often be reported for longer depending on state law, with exceptions for certain positions. Several states impose stricter limits, so candidates in different locations may see different lookback windows applied to their reports.

Orangetheory does not publish a company-wide policy on hiring candidates with felony records, and because studios are largely franchisee-owned, decisions are typically made case by case by the hiring studio. Factors commonly weighed include the nature and severity of the offense, how much time has passed, and the responsibilities of the role. Many states and cities have adopted "ban-the-box" laws that limit when employers can ask about criminal history during the application process. Candidates with records are encouraged to answer lawful questions honestly and be prepared to provide context.

When a background check is required, candidates will typically be asked to provide written consent before it begins, along with accurate personal information such as full legal name, date of birth, Social Security number, and address history. Coach candidates should also be ready to document their fitness certifications. Providing accurate information helps ensure the correct records are searched and avoids delays.

Orangetheory coaches are generally expected to hold a nationally recognized personal training or group fitness certification and current CPR/AED credentials, and they complete brand training on the Orangetheory workout format before leading classes. Requirements can vary somewhat by studio and region, so candidates should confirm the exact certification standards with the hiring studio.

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 ordering a background check, and if they intend to take adverse action based on the results, they must provide the candidate a copy of the report and a summary of rights, plus an opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of the FCRA and Equal Employment Opportunity Commission (EEOC) guidance, visit Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Orangetheory may see and helps 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.