Topgolf: Company Profile & Background Check FAQs

Topgolf was founded in 2000, opening its first location in the United Kingdom before expanding into the United States, where the concept took off. The company is headquartered in Dallas, Texas, and has become one of the best-known names in the "eatertainment" category, blending a high-tech driving range with a restaurant and bar experience. Its venues feature climate-controlled hitting bays with microchipped golf balls and gamified scoring, along with full food and beverage service, event spaces, and year-round programming.

Topgolf's ownership has changed hands in recent years. Callaway, the golf equipment maker, combined with Topgolf in 2021 to form Topgolf Callaway Brands. The companies later moved to separate, and effective January 1, 2026, private equity funds managed by Leonard Green & Partners acquired a majority stake of 60 percent in the Topgolf business, including its Toptracer ball-tracing technology, in a transaction that valued the business at approximately 1.1 billion dollars. Callaway retained a minority interest.

According to company profiles, Topgolf operates approximately 80 locations across multiple countries and employs thousands of associates. Venue teams include bay hosts and servers, bartenders, cooks and kitchen staff, guest services and event sales staff, maintenance technicians, and venue managers, supported by corporate teams in Dallas working on technology, marketing, and operations.

Company culture and employee programs: Topgolf refers to its venue associates as Playmakers and promotes a culture centered on fun, hospitality, and inclusion. Many venue roles are part-time and shift-based, which appeals to students and hospitality workers, while salaried paths exist in venue management and corporate functions. Perks, scheduling, and benefits vary by role, venue, and hours worked, so candidates should confirm details like game benefits, tips structures, and insurance eligibility during interviews.

Yes. Employers in the hospitality and entertainment industry, including Topgolf, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow applicable federal, state, and local laws. In the United States, the Fair Credit Reporting Act (FCRA) governs employment screening and requires written consent from the candidate, along with defined adverse action procedures when report findings affect a hiring decision.

Topgolf is generally reported to conduct background checks as part of its hiring process, especially for management roles and positions involving cash handling, alcohol service, or work around guests of all ages. This is consistent with standard practice among large hospitality employers. The scope of a Topgolf background check may vary based on the role, the venue's location, the applicant's age, and state and local law.

The Topgolf hiring process typically begins with an online application to a specific venue or corporate opening. Venue candidates are often invited to an interview with a hiring manager, and some venues hold group interviews or hiring events, particularly ahead of busy seasons or new venue openings. Candidates who receive a conditional offer may be asked to consent to a background check before completing onboarding, orientation, and training. Roles involving alcohol service generally require candidates to meet minimum age requirements and obtain any state-required alcohol service certifications.

Turnaround times depend on which searches are included and how quickly courts and other data sources respond. Many background checks come back within a few business days, while reports involving county court record searches in several jurisdictions can take longer. Candidates can learn more about the factors involved by reviewing background check turnaround times.

Each employer decides which screenings fit the role. For a hospitality and entertainment employer like Topgolf, a background check may include some or all of the following:

Candidates should review the disclosure and consent forms provided during hiring to see exactly which searches apply to their role.

Lookback periods depend on the search type and governing law. Under the FCRA, most negative information other than criminal convictions generally cannot be reported once it is more than seven years old, and convictions may be reportable for longer under federal law, though several states cap conviction reporting at seven years. Salary-based exceptions can also apply. Because Topgolf operates venues in many states, two candidates in different locations may see different lookback rules applied to their reports.

Topgolf does not publish a detailed public policy on hiring candidates with felony records, and decisions are typically made on a case-by-case basis. Employers commonly weigh the nature of the offense, how much time has passed, and how the record relates to the role, and positions involving alcohol service can carry additional state law considerations. Many states and cities have adopted "ban-the-box" laws that limit when criminal history can be discussed in the hiring process. Candidates with records are generally encouraged to be honest on applications and prepared to add context if asked.

Candidates are typically asked to sign a written disclosure and consent form before any background check begins. Applicants should be prepared to provide accurate personal information, including full legal name, date of birth, Social Security number, and address history. Because some venue roles are open to younger workers, minors may face different screening steps and work permit requirements depending on state law, while alcohol-serving roles carry minimum age requirements. Accurate information helps the check search the right jurisdictions and avoids delays.

The Fair Credit Reporting Act is a federal law that regulates how consumer reporting agencies collect, use, and share background check information. Employers must obtain written consent before running a check, and if they intend to take adverse action based on the results, they must give the candidate a copy of the report, a summary of their rights, and a chance to dispute inaccurate or incomplete information before the decision is final. For a fuller overview, read this introduction to the Fair Credit Reporting Act (FCRA) and related EEOC guidance.

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