Sky Zone: Company Profile & Background Check FAQs

Sky Zone was founded in 2004 by entrepreneur Rick Platt, who built a trampoline arena in the Las Vegas area with the original goal of launching a new professional sport. When the sport concept did not take off, the facility found an audience among local visitors who simply wanted to jump, and the indoor trampoline park business model was born. Platt's son Jeff opened a similar park in Missouri in 2006, and the concept grew rapidly from there through both company-owned parks and franchising.

In 2018, Sky Zone was acquired by CircusTrix, a park operator backed by private equity firm Palladium Equity Partners. Today Sky Zone operates as part of CircusTrix Holdings, LLC, and the combined organization describes itself as the world's largest developer, operator, and franchisor of trampoline and active entertainment parks, with a network of more than 300 global locations. Parks operate across much of the United States as well as in Canada and other international markets through franchise arrangements.

A typical Sky Zone park features wall-to-wall trampoline courts along with attractions such as foam pits, dodgeball courts, trampoline basketball, ninja-style obstacle courses, climbing features, and toddler zones. Parks also host birthday parties, group events, fitness programs, and facility rentals. Because the business centers on active play for children and families, frontline safety is a core part of nearly every role in the park.

Company culture and employee programs: Sky Zone parks employ team members in roles such as court monitors, party hosts, front desk and guest services staff, cafe workers, shift leads, and park managers, with corporate roles supporting marketing, franchising, and operations. Many park positions are part-time and popular with students and first-time workers. Training typically emphasizes guest safety, including enforcing jump rules and monitoring courts. Benefits and perks vary by location, role, and whether a park is company-owned or franchised, so candidates should confirm specifics with the hiring location.

Yes. Employers in the family entertainment and recreation industry, including Sky Zone, 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 when using a consumer reporting agency to run a background check.

Sky Zone is generally reported to conduct background checks on candidates for at least some positions, which is consistent with common practice among employers whose staff work closely with children and supervise guest safety. Because many Sky Zone parks are independently owned franchises, screening practices for a Sky Zone background check may vary by location, ownership, role, and local law. Candidates should review the disclosure forms provided during the hiring process to understand what screening applies to their specific position.

The Sky Zone hiring process can differ by park, but it typically starts with an online application through the company's careers page or a job board. Promising candidates are usually invited to an in-person or virtual interview with a park manager, and some locations hold group interviews or open hiring events for seasonal staffing. Candidates who receive a conditional offer may then be asked to consent to a background check and complete onboarding paperwork before a start date is confirmed. New hires generally complete safety and role-specific training during their first shifts.

Turnaround time depends on the types of searches ordered and the jurisdictions involved. Many background checks are completed within a few business days, while reports that require searches of multiple county court records, or courts with slower response times, can take longer. Candidates who want a deeper look at typical timelines can review background check turnaround times.

Each employer decides which screenings to include in a background check. For a role at a family entertainment company like Sky Zone, a background check may include some or all of the following:

Candidates should read the consent and disclosure documents they receive to see exactly which searches apply to their role.

Lookback periods depend on the type of search and the laws where the candidate lives or works. Under the FCRA, consumer reporting agencies generally may not report most types of negative information older than seven years, though criminal convictions can often be reported further back under federal law, and exceptions exist for higher-paying positions. Several states impose stricter limits, so candidates in different states may see different lookback windows applied to the same kinds of records.

Sky Zone does not publish a detailed public policy on hiring candidates with felony records, and decisions are typically made on a case-by-case basis by the hiring park. Factors that may be considered include the nature of the offense, how long ago it occurred, and its relevance to a role that involves supervising children and guest safety. Many states and cities have enacted "ban-the-box" laws that restrict when employers can ask about criminal history. Candidates with records are generally encouraged to apply, answer application questions honestly, and be prepared to discuss their background if asked.

If a Sky Zone location runs a background check, candidates will typically be asked to provide written consent through a standalone disclosure and authorization form. Candidates should be prepared to supply accurate personal information, including full legal name, date of birth, Social Security number, and current address. Providing complete and accurate details helps ensure records are matched correctly and can prevent delays in the screening process. Because many park roles are open to younger workers, age requirements and screening steps can also vary by position and state.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires employers to obtain a candidate's written permission before ordering a background check, and to follow a two-step adverse action process, including providing a copy of the report and a summary of rights, before making a final negative decision based on the results. Candidates also have the right to dispute inaccurate information. For a deeper overview, read this introduction to the Fair Credit Reporting Act (FCRA) and EEOC guidance.

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