The Walt Disney Company: Company Profile & Background Check FAQs

The Walt Disney Company was founded in 1923 by brothers Walt and Roy Disney, beginning as a small animation studio and growing into a global entertainment powerhouse over the following century. The company is headquartered in Burbank, California, and is publicly traded on the New York Stock Exchange under the ticker DIS. Its long history includes landmark animated films, the opening of Disneyland in 1955, and decades of expansion into television, consumer products, cruises, and streaming.

Today, Disney organizes its operations around three core business segments. Disney Entertainment includes the company's film and television studios, its television networks, and streaming services such as Disney+ and Hulu. The ESPN segment houses the ESPN family of television networks and streaming sports offerings. Disney Experiences covers the company's theme parks, resorts, cruise line, and vacation destinations, along with merchandise licensing.

Disney's brand portfolio includes some of the most recognizable names in entertainment, including Disney, Pixar, Marvel, Star Wars, ESPN, and National Geographic. Its theme park destinations include the Walt Disney World Resort in Florida and the Disneyland Resort in California, along with international parks, and the Disney Cruise Line sails from ports around the world. According to public company profiles, Disney employs more than 230,000 people worldwide, making it one of the largest private employers in the United States.

The company's workforce is unusually varied. Roles range from theme park cast members, entertainers, culinary staff, and hotel workers to film production crews, animators, engineers (known at the parks as Imagineers), software developers, journalists and sports broadcasters, and corporate professionals in finance, marketing, legal, and human resources.

Company culture and employee programs: Disney describes its parks employees as cast members and places heavy emphasis on guest service standards, safety, and brand training, including well-known onboarding traditions for new hires. The company offers structured training and development programs across its businesses, and college and hospitality-focused programs have historically been part of its parks staffing model. Benefits and scheduling vary widely by role, location, and full-time or part-time status, so candidates should confirm details for their specific position during hiring.

Yes. Employers in the entertainment and hospitality industry, including The Walt Disney Company, are legally permitted to conduct pre-employment background checks on candidates, provided they comply with federal, state, and local laws. In the United States, background checks run through a consumer reporting agency are governed by the Fair Credit Reporting Act (FCRA), which requires clear disclosure, written consent, and specific procedures before an employer takes adverse action based on the results.

Disney is generally reported to conduct background checks as part of its hiring process. This is consistent with standard practice among major employers in entertainment, hospitality, and media, particularly for roles at theme parks and resorts where employees interact closely with families and children. The specific scope of a Disney background check may vary by business segment, role, and location, and requirements for a studio position may differ from those for a parks or corporate role.

The Disney hiring process depends on the business and role. Parks and resorts candidates typically apply online, complete a web-based interview or assessment, and then participate in a phone or in-person interview; some entertainment roles involve auditions. Corporate, studio, and technology candidates generally complete recruiter screens followed by one or more interview rounds. Candidates who receive a conditional offer are usually asked to consent to a background check and complete any remaining pre-employment steps, which for some roles may include a drug test, before onboarding is scheduled.

Turnaround time depends on which searches are included, how quickly courts and past employers respond, and how many jurisdictions appear in a candidate's address history. Many reports come back within a few business days, while checks that involve multiple county court searches or manual verifications can take longer. Candidates hired for seasonal surges may find that timing varies as well. For a detailed look at typical timelines, see background check turnaround times.

Each employer decides which screenings to run for a given role. For a company like Disney, whose businesses span theme parks, media, and corporate operations, a background check may include some or all of the following:

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

How far back a background check reaches depends on the type of search and state law. Under the FCRA, most non-conviction negative information generally cannot be reported once it is more than seven years old, while criminal convictions can often be reported for longer under federal law. Several states, including California, where Disney is headquartered, apply a seven-year limit to conviction reporting in many situations. Because Disney hires in many states, the practical lookback period for a Disney background check can differ from one candidate to the next.

Disney does not publish a detailed public policy about hiring candidates with felony records, and decisions are typically made on a case-by-case basis. Employers commonly weigh the nature and seriousness of an offense, how long ago it occurred, and its relevance to the role in question; positions involving children, security, or financial responsibility may receive extra scrutiny. Many states and localities, including California and Florida jurisdictions where Disney operates parks, have adopted "ban-the-box" laws or fair chance ordinances that limit when criminal history can be considered. Candidates should answer application questions honestly and be prepared to provide context if asked.

Before a background check is run, candidates are typically asked to sign a written disclosure and authorization form as required by the FCRA. Expect to provide accurate personal information, including your full legal name, date of birth, Social Security number, and address history. Depending on the role, Disney background check requirements may also extend to education, employment, and driving history verification. Complete and accurate information helps ensure records are matched correctly and avoids processing delays.

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 written permission before ordering a report, and if the results may lead to an adverse hiring decision, the employer must first provide the candidate with a copy of the report and a summary of their rights, along with a reasonable opportunity to dispute inaccurate or incomplete information. To learn more about the FCRA and related Equal Employment Opportunity Commission (EEOC) guidance, visit this introduction to the Fair Credit Reporting Act (FCRA).

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