Southwest Airlines: Company Profile & Background Check FAQs

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Southwest Airlines: Company Profile & Background Check FAQs

Southwest Airlines is one of the largest domestic carriers in the United States, operating hundreds of destinations and employing tens of thousands of people across flight, ground, and corporate roles. Whether you are applying to be a pilot, flight attendant, ramp agent, or customer service representative, understanding how Southwest's hiring process works, including its background check requirements, can help you prepare. Below, we cover Southwest's company history, business model, and straightforward answers to the most-searched questions about the Southwest Airlines background check process.

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Southwest Airlines: Company overview

Southwest Airlines was founded in 1967 by Herb Kelleher and Rollin King and began commercial service in Texas in 1971. Operating initially as an intrastate carrier connecting Dallas, Houston, and San Antonio, Southwest grew steadily by applying a low-cost, point-to-point route model that distinguished it from the hub-and-spoke networks used by legacy carriers. The airline expanded beyond Texas following federal deregulation of the airline industry in 1978 and has since grown into the largest domestic airline in the United States by passenger volume. Southwest is headquartered in Dallas, Texas, and trades on the New York Stock Exchange under the ticker symbol LUV.

Today, Southwest operates more than 800 aircraft, primarily Boeing 737s, and serves over 100 destinations across the United States and select international markets including Mexico, the Caribbean, and Central America. The airline employs approximately 70,000 people across pilot, flight attendant, ground operations, customer service, maintenance, and corporate functions. Southwest remains a publicly traded company with no single controlling shareholder, and its stock is widely held by institutional and retail investors.

Southwest's business model is built around a simplified cabin configuration, a single aircraft type to reduce maintenance complexity, and a focus on keeping fares accessible. For decades the airline did not charge fees for the first two checked bags, a policy that was a central part of its brand positioning. In 2024 the company announced plans to transition to assigned seating and introduce premium seating options, and in 2025 Southwest ended its long-standing free checked bag policy for most passengers, representing significant shifts in its historically distinct customer experience.

Company culture and employee programs: Southwest has historically emphasized a people-first workplace philosophy, reflected in early adoption of profit-sharing for employees. The company offers benefits including medical, dental, and vision coverage, a 401(k) plan with company matching contributions, and travel privileges for employees and eligible family members on Southwest and partner airlines. Southwest also operates the University for People, an internal training and development program. The airline has appeared on various employer recognition lists over the years for its culture and employee satisfaction initiatives.

Southwest Airlines background check FAQs

Does Southwest Airlines do background checks?

Yes. Southwest Airlines conducts background checks as part of its hiring process for most, if not all, positions. Aviation employers are subject to federal regulatory requirements that mandate specific screening for safety-sensitive roles, including pilots, flight attendants, and maintenance technicians. Non-safety-sensitive roles such as customer service agents, administrative staff, and corporate employees are also typically screened. The scope of the background check may vary by role, location, and applicable regulations.

How long can a Southwest Airlines background check take?

Most employment background checks can be completed in three to five business days, though timing depends on the specific screenings ordered and how quickly records can be accessed. Standard database searches may return results in hours, while checks that require manual courthouse record retrieval, prior employer contact for the DOT-mandated five-year employment history, or follow-up on discrepancies can extend the process beyond a week. Aviation roles requiring DOT or FAA compliance checks may take longer than background checks for non-regulated positions. Factors that can affect turnaround time include:

The number and type of screenings ordered (criminal, MVR, employment verification, drug testing coordination)
Geographic scope of criminal record searches
Completeness and accuracy of the information provided on your application
Response times from prior employers contacted for employment verification
Any additional review triggered by record findings

See Checkr's guide to background check turnaround times for more detail on what affects processing speed.

What can be revealed in a Southwest Airlines background check?

A Southwest Airlines background check report may include several categories of information depending on the role:

Identity and criminal history: SSN trace; county, state, federal, and national criminal record searches; sex-offender registry; global watchlists.
Motor vehicle records (MVR): For roles involving vehicle operation on airport property or driving responsibilities, Southwest may review driving history including license status, violations, and suspensions.
Employment history verification: DOT regulations require airlines to obtain five years of prior employment history from safety-sensitive position candidates, including information about drug and alcohol program participation and any violations at previous employers.
Education and credential verification: Confirmation of degrees, certifications, or professional licenses listed on your application, particularly for technical and aviation-specific roles.
DOT drug and alcohol program history: Under DOT regulations, applicants for safety-sensitive positions must authorize the release of records related to prior drug and alcohol violations from previous regulated employers.
FAA records: For pilot and maintenance roles, FAA certification status and any enforcement history may be reviewed.

The specific screenings conducted depend on the position type, the applicable federal regulations, and Southwest's internal hiring policies.

How far back can Southwest Airlines' background check go?

Look-back periods vary based on the role, applicable law, and the nature of the records reviewed. For most positions, criminal record checks commonly cover the past seven years, consistent with Fair Credit Reporting Act (FCRA) limitations that apply in many states. However, aviation is a federally regulated industry with requirements that extend beyond standard employment screening:

DOT regulations require airlines to obtain five years of prior employment history for candidates applying for safety-sensitive positions, which can surface drug and alcohol violations from those prior roles.
FAA records and enforcement history for pilots and mechanics may not be subject to the same look-back limits as general criminal records.
Some states have laws that restrict how far back employers can review criminal records or limit what can be considered in hiring decisions.

Candidates should review applicable state fair-chance or "ban-the-box" laws to understand local restrictions that may apply to their application.

What is the FCRA and how does it protect candidates?

The Fair Credit Reporting Act (FCRA) establishes rights for job candidates when employers use third-party CRAs to conduct background checks. Under the FCRA, Southwest Airlines must:

Obtain written consent from the candidate before ordering a background report.
Provide a copy of the report and a "pre-adverse action" notice if the company is considering taking negative action based in whole or in part on the report's findings.
Allow a reasonable period, typically five business days, for the candidate to review the report and dispute any inaccurate or incomplete information before a final decision is made.
Issue a final adverse action notice if the decision is confirmed after the review period.

EEOC guidance also recommends that employers conduct an individualized assessment that considers the nature of any offense, how much time has passed, and the relevance of the record to the specific job responsibilities before making a final hiring decision.

What does Southwest Airlines look for on a background check?

Southwest Airlines reviews background information with a focus on factors relevant to job duties, regulatory compliance, and workplace safety. For aviation and safety-sensitive roles, federal regulations drive much of what is reviewed. In general, Southwest looks at:

Criminal conviction history, with attention to the nature of the offense, its recency, and its relevance to the specific role
Driving record, particularly for positions that involve operating vehicles on airport grounds or in connection with airline operations
Accuracy of the application, including whether information provided about employment history, education, and credentials is consistent with what background screening reveals
DOT-required employment history, including any prior drug and alcohol violations for candidates applying to safety-sensitive roles
Professional licenses and certifications, for roles that require FAA or other regulatory credentials

Southwest, like other employers, is expected to evaluate findings individually rather than applying blanket disqualification policies, in keeping with EEOC guidance on fair hiring.

What are Southwest Airlines background check disqualifiers?

Certain findings in a background check can affect a candidate's eligibility for employment at Southwest Airlines, particularly for aviation and safety-sensitive positions. While Southwest evaluates records individually, common disqualifying factors in the airline industry include:

Felony convictions, especially those involving violence, theft, fraud, or offenses related to aviation security
Drug and alcohol violations, including prior DOT drug and alcohol program violations that are required to be disclosed under federal regulations governing safety-sensitive transportation roles
Falsified application information, including misrepresentation of employment history, credentials, or certifications, which can result in immediate disqualification regardless of the underlying record
Revoked or suspended professional licenses, such as an FAA airman certificate or mechanic's certification, for roles that require those credentials
Serious or repeated driving violations, for roles requiring vehicle operation

The impact of a specific finding depends on the position applied for, applicable federal regulations, and the outcome of Southwest's individual assessment process.

What is the Southwest Airlines hiring process?

Southwest Airlines' hiring process typically follows these general steps, though the specific sequence and timeline may vary by role:

Application submission - Candidates apply online through Southwest's careers portal, submitting a resume and completing any required application materials.
Resume and application review - Southwest's recruiting team screens applications against the qualifications and experience required for the role.
Assessments or pre-screens - Some roles include online assessments or initial phone screens to evaluate qualifications and fit before advancing candidates.
Interviews - Qualifying candidates participate in structured interviews, which may be conducted by phone, video, or in person. Panel interviews are common for customer-facing and operational roles.
Conditional offer of employment - Candidates who advance through the interview process receive a conditional job offer, contingent on completion of background screening, drug testing, and any other pre-employment requirements.
Background check and drug testing - Southwest initiates the background screening process, which for safety-sensitive roles includes DOT-required drug testing and employment history verification. Candidates are required to provide written authorization and complete any necessary paperwork.
Final offer and onboarding - Once screening is complete and findings are reviewed, candidates who meet requirements receive a final offer and begin onboarding, which for aviation roles includes role-specific training programs.

Timelines for the overall hiring process vary by role and volume of applicants. Flight crew and technical positions may involve additional qualification steps such as simulator evaluations for pilots.

Order your own background check

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

Criminal history searches: Search databases and registries; SSN trace, sex-offender registry, global watchlists, plus national, county, state, and federal court records.
Motor vehicle records: Search a state's DMV, confirm driver's license status, and identify driving incidents relevant to aviation or vehicle-operating roles.
Employment and education history: Understand what previous employers or educational institutions may report when contacted for verification.

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.

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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.