Urban Air Adventure Park: Company Profile & Background Check FAQs

Urban Air was founded in 2011 and grew from its Texas roots into what its parent company describes as the nation's leading indoor adventure park brand. Originally known as Urban Air Trampoline Park, the concept expanded well beyond trampolines and rebranded as Urban Air Adventure Park to reflect a broader mix of attractions, including climbing walls, zip lines and the Sky Rider, warrior obstacle courses, soft play toddler zones, and private party rooms for birthdays and group events.

Urban Air is the flagship brand of Unleashed Brands, a youth enrichment franchise platform headquartered in Bedford, Texas, whose portfolio also includes Sylvan Learning, The Little Gym, Premier Martial Arts, Snapology, Class 101, and Water Wings Swim School. According to Unleashed Brands, Urban Air has more than 400 locations nationwide serving guests of all ages, with millions of visits annually across the system.

Urban Air operates primarily through franchising, meaning most parks are owned and run by independent franchise owners rather than the corporate parent. Typical park roles include front desk and guest services staff, court monitors who supervise attractions and enforce safety rules, party hosts, cafe attendants, and shift and general managers, along with corporate roles at the parent company. Because the business revolves around children and active play, safety supervision is a core part of nearly every position.

Company culture and employee programs: Urban Air emphasizes energetic guest service and safety-first operations. Many park roles are entry-level and part-time, making them popular first jobs for students, with training provided on attraction safety, guest interaction, and emergency procedures. Pay, minimum age requirements, scheduling, and benefits vary by location and franchise owner, so candidates should confirm details with the specific park where they apply.

Yes. Employers in the family entertainment industry, including Urban Air and its franchisees, 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, background screening is governed by the Fair Credit Reporting Act (FCRA), which requires written consent, proper disclosures, and adverse action procedures. Businesses whose employees work around children often treat screening as an important part of their safety practices.

Because most Urban Air parks are independently owned franchises, screening practices can vary by location. Many family entertainment employers are reported to run background checks, particularly for management roles and positions involving supervision of children, cash handling, or facility keys. Candidates should expect that an Urban Air background check is possible at any location and can ask the hiring manager what the process involves for their role.

The hiring process at Urban Air parks is typically quick and straightforward. Candidates usually apply online or in person, then complete an interview with a manager, sometimes in a group format for seasonal hiring pushes. Successful candidates for team member roles can often move from application to offer within days. If the location runs background checks, candidates are asked to provide consent after a conditional offer. Onboarding generally includes safety training before new hires begin supervising attractions or hosting parties.

Many employment background checks are completed within a few business days, though timing depends on the searches included and the responsiveness of courts and agencies. Checks that involve county criminal record searches in multiple jurisdictions can take longer. Candidates who want to understand typical timelines can review this guide to background check turnaround times.

Each employer decides which screenings to include. For a role at a family entertainment venue like Urban Air, a background check may include some or all of the following:

Drug screening is not universal in this industry and, where used, typically depends on the franchise owner and the role. Candidates should review their consent forms to see which searches apply.

Lookback periods depend on the type of search and the laws of the state where the candidate lives or works. Under the FCRA, most negative information other than criminal convictions generally cannot be reported once it is more than seven years old, and some states apply a seven-year limit to convictions too. Exceptions exist for certain higher-paying positions. Since many park roles are entry-level, the seven-year framework is the most common reference point.

There is no published brand-wide policy on hiring candidates with felony records, and because parks are franchisee-owned, decisions are typically made location by location and case by case. Employers in child-focused businesses often weigh offenses involving violence or crimes against minors most heavily, while older or unrelated offenses may carry less weight. Many states and cities have "ban-the-box" laws that limit when employers can ask about criminal history. Honesty on the application is always the best approach.

If a background check is part of the process, candidates will be asked to sign a written consent and disclosure form first. Applicants should be prepared to provide their full legal name, date of birth, Social Security number, and address history. Candidates should also confirm the minimum hiring age for their target role, since age minimums for attraction monitors and party hosts can vary by state and by franchise location.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect and share background check information for employment purposes. It requires employers to obtain written permission before ordering a report, to share a copy of the report and a summary of rights before taking adverse action based on the results, and to allow candidates to dispute inaccurate information. For a deeper overview, see this introduction to the Fair Credit Reporting Act (FCRA) and related EEOC guidance.

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

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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.