Vacations to Go: Company Profile & Background Check FAQs

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Vacations to Go: Company Profile & Background Check FAQs

Vacations to Go is one of the largest cruise and vacation package sellers in the United States, known for its focus on discounted last-minute deals and its deep roots in Houston, Texas. For job seekers exploring Vacations to Go careers, understanding the full picture of what to expect during the hiring process is an important part of preparing a strong application. Part of that preparation includes knowing what to expect from a Vacations to Go background check. Below, we cover Vacations to Go's history and operations, and straightforward answers to the most-searched questions about the Vacations to Go background check and hiring process.

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Vacations to Go: Company overview

Vacations to Go was founded in 1984 by Alan Fox and Robert Carney and is headquartered in Houston, Texas. The company built its reputation around helping travelers find discounted cruise packages, particularly last-minute deals where cruise lines offer reduced fares to fill unsold cabin inventory. Over four decades, Vacations to Go has grown into one of the most recognized names in the cruise booking industry in the United States.

The company operates primarily through phone and online sales channels, connecting customers with cruise packages and vacation deals from major cruise lines. Its business model centers on volume-based sales and deep industry relationships, which has allowed it to negotiate pricing that appeals to value-conscious travelers. The company remains privately held.

Vacations to Go's workforce is concentrated in its Houston headquarters, where the majority of roles are in sales and customer service. Positions such as cruise consultants and travel agents make up a significant portion of the employee base. These roles involve handling customer bookings, processing payments, and managing travel details, which makes them customer-facing and financially sensitive in nature.

Company culture and employee programs:

Sales-driven environment with performance expectations tied to booking volume and customer satisfaction
Phone-based work with structured schedules typical of a call center setting
Travel industry perks that may include discounted travel opportunities for employees
Training programs designed to build product knowledge across major cruise lines and destinations
Office-based roles concentrated in Houston, with limited remote work options depending on the position and timeframe

Vacations to Go background check FAQs

Does Vacations to Go do background checks?

Yes. Vacations to Go conducts background checks for most positions. Given that many roles at the company involve handling customer financial information, including credit card processing and payment management for travel bookings, background screening is a standard part of the hiring process. Roles in sales, customer service, and any position with access to financial systems or sensitive customer data are particularly likely to require a background check before a candidate is formally hired.

Candidates for Vacations to Go jobs in Houston and elsewhere should expect background screening to be part of the standard onboarding sequence following a conditional offer.

How long can a Vacations to Go background check take?

Three to five business days is a typical turnaround for most background checks, though the actual timeline can vary depending on a number of factors. For more detail on what affects timing, see background check turnaround times.

Factors that can affect how long a background check takes include:

The number and type of checks being run (criminal history, employment verification, credit)
The speed at which courts, prior employers, and other third-party sources respond to verification requests
Whether the candidate's records span multiple counties, states, or countries
Accuracy of the information provided by the candidate on their application
State-specific requirements that may add steps to the process

What can be revealed in a Vacations to Go background check?

Background checks can surface a range of information depending on the scope authorized by the employer. Common components include:

Criminal history: A search of county, state, and federal criminal records to identify any convictions or pending charges within the applicable lookback period
SSN trace: An SSN trace verifies the candidate's Social Security Number and identifies addresses and aliases associated with it, which helps determine where to run additional records searches
Sex offender registry: A sex offender registry check screens national and state sex offender databases
Global watchlists: A global watchlist search screens against federal and international sanctions lists, including the Office of Foreign Assets Control (OFAC) and other regulatory watchlists
Employment verification: Confirms the accuracy of prior employment history as reported by the candidate, including job titles, dates of employment, and in some cases, eligibility for rehire
Credit history: For roles that involve handling financial transactions, managing payments, or accessing sensitive financial data, employers may request a credit background check to evaluate financial responsibility

The specific checks run will depend on the role and the employer's screening policies. Candidates should review the disclosure and authorization forms provided during the application process.

How far back can Vacations to Go's background check go?

For most background checks, the standard lookback period is seven years for criminal history records. This timeframe applies in many states and is consistent with common industry practice. Some states have shorter lookback periods, and certain types of records, such as convictions for serious offenses, may not be subject to the same limitations.

Salary thresholds can also affect how far back certain checks, such as credit history, can extend under applicable law. Employers and CRAs operating in multiple states must navigate varying requirements under state and local "ban-the-box" laws, which restrict when and how criminal history can be considered in hiring decisions.

Candidates with questions about how their specific history may be evaluated should review the applicable laws in their state and consult with a qualified legal professional.

What is the FCRA and how does it protect candidates?

The Fair Credit Reporting Act (FCRA) is a federal law that governs how consumer reporting agencies collect, share, and use background information. It establishes rights and protections for individuals who are subject to background checks in the employment context.

Key FCRA protections for candidates include:

Disclosure and consent: Employers must provide a clear, standalone written disclosure informing the candidate that a background check will be conducted, and must obtain written authorization before proceeding
Pre-adverse action notice: If an employer is considering taking an adverse action (such as withdrawing a job offer) based on background check findings, it must provide the candidate with a copy of the report and a summary of their rights before finalizing the decision
Opportunity to dispute: Candidates have the right to dispute inaccurate or incomplete information in their background report directly with the CRA that produced it
Adverse action notice: If an adverse action is taken, the employer must notify the candidate and provide contact information for the CRA so the candidate can follow up
Right to a free copy: Candidates are entitled to a free copy of their report from the CRA within 60 days of any adverse action taken based on it

Understanding these rights can help candidates navigate the hiring process with greater confidence, particularly if any unexpected findings appear in a report.

Does Vacations to Go drug test?

Drug testing policies vary by employer, role, and location. In office and call center environments like those typical at Vacations to Go, pre-employment drug testing is not universal but is not uncommon either. Whether drug testing is part of the hiring process may depend on the specific position, the hiring location, and any applicable state laws governing employer drug testing requirements.

Candidates preparing for Vacations to Go jobs should be ready for the possibility of a drug screen as part of the pre-employment process, particularly if the role involves responsibilities where impairment could affect safety or performance. The best way to confirm whether a drug test is required is to ask directly during the interview or offer stage.

What is the Vacations to Go hiring process?

The hiring process for Vacations to Go positions generally follows a structured sequence common to sales and customer service organizations. While specific steps may vary by role and hiring manager, candidates can typically expect the following:

Application: Submit an application online through the Vacations to Go careers page or a job listing platform, including a resume and any requested information about prior work experience
Resume review: The recruiting team reviews applications to identify candidates whose experience and qualifications align with the open role
Phone or video interview: An initial screening conversation with a recruiter or hiring manager to assess basic qualifications, communication skills, and interest in the role
In-person interview: Candidates who advance are typically invited for an in-person interview at the Houston office, which may involve multiple interviewers or a panel format
Conditional offer: Qualified candidates receive a conditional offer of employment, which is contingent on the successful completion of screening steps
Background check: A background check is initiated following the conditional offer, consistent with FCRA requirements for timing and consent
Orientation and training: Once all pre-employment screening is complete and the offer is confirmed, new hires begin an onboarding and training program covering product knowledge, sales processes, and company systems

Candidates should plan for a process that may span two to four weeks from application to start date, depending on the volume of open roles and scheduling factors.

Order your own background check

Candidates who want to review their own background information before applying for a job have options. Running a personal background check in advance allows you to identify any potential issues, correct inaccuracies, and approach the hiring process with confidence.

Checkr offers tools for individuals to access their own background information:

Checkr Personal Background Checks allows individuals to run a background check on themselves
Checkr Profile lets candidates create a shareable background check profile that can be provided to prospective employers

Are you a candidate with an open background check with Checkr?

If you have an open background check in progress through Checkr, you can track its status and get support through the Candidate Portal or by visiting the Checkr Help Center.

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.