Varsity Tutors: Company Profile & Background Check FAQs

Varsity Tutors was founded in 2007 by Chuck Cohn, who launched the business while he was still an undergraduate at Washington University in St. Louis. What began as a directory for finding local, in-person tutors has grown into one of the larger online learning platforms in the United States. The company is headquartered in St. Louis, Missouri, and operates as the flagship brand of Nerdy Inc., a publicly traded company listed on the New York Stock Exchange under the ticker NRDY since 2021.

The Varsity Tutors platform offers one-on-one tutoring, small group classes, large-format live courses, adaptive self-study tools, and test preparation. The company reports that its network includes tens of thousands of tutors and experts covering more than 3,000 subjects, from elementary reading and math through college coursework, graduate admissions exams, languages, and professional certifications. Sessions are delivered primarily through the company's proprietary live learning platform, which incorporates video instruction, collaborative tools, and artificial intelligence features that help match learners with appropriate instructors.

In addition to serving individual consumers, Varsity Tutors works with schools and districts through its institutional business, providing high-dosage tutoring and academic support programs. The workforce behind the platform includes two distinct groups: the tutors and instructors who deliver learning sessions, many of whom work as independent contractors, and the corporate employees who work in engineering, product, marketing, sales, customer experience, and operations roles.

Company culture and employee programs: Varsity Tutors and its parent company Nerdy describe a culture built around expanding access to learning through technology. Corporate roles are frequently remote-friendly, and the company provides onboarding and platform training for tutors who join its network. Compensation, benefits, and schedule flexibility vary significantly between contractor tutoring positions and full-time corporate employment, so candidates should confirm the details for their specific role during the hiring process.

Yes. Employers in the education and tutoring industry, including Varsity Tutors, are legally permitted to conduct background checks on job candidates and contractors, provided they comply with federal, state, and local laws. In the United States, employment screening conducted through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which requires disclosure, written consent, and specific procedures before any adverse decision is made based on a report. Screening is especially common, and in some cases expected by schools and families, for roles that involve working with minors.

Varsity Tutors is generally reported to conduct background checks as part of its vetting process for tutors, and screening is also standard for corporate hires at companies of its size. This is consistent with common practice across the tutoring and education industry, where instructors often work directly with children in one-on-one settings. The exact scope of a Varsity Tutors background check may vary by role, by whether the position is a contractor or employee role, and by the state where the candidate lives.

The process differs depending on the type of role. Prospective tutors typically apply online, provide details about their education and subject expertise, and may complete subject assessments or a mock tutoring exercise before being approved to take sessions on the platform. Corporate applicants generally move through a more traditional sequence of an online application, recruiter screening, and one or more interviews with hiring managers. In both tracks, candidates who advance are usually asked to consent to a background check before they are cleared to start. Onboarding and platform or role-specific training follow once pre-hire requirements are complete.

Turnaround time depends on which searches are included and how quickly courts and other data sources respond. Many background checks are completed within a few business days, while reports that require county courthouse research across multiple jurisdictions can take longer. Candidates who have lived in several states may see longer processing times than those with a single address history. For a deeper look at typical timelines, see this guide to background check turnaround times.

Employers choose which searches to include based on the role. For a tutoring platform like Varsity Tutors, where instructors may work with minors, a background check could include some or all of the following:

Candidates should review the disclosure forms they receive during onboarding to understand exactly which searches apply to their role.

Lookback periods depend on the type of search and the laws of the candidate's state. Under the FCRA, consumer reporting agencies generally cannot report most types of negative information older than seven years, although criminal convictions can often be reported beyond that window under federal law, and exceptions exist for higher-paying positions. Several states impose stricter limits on what can be reported and when. Because tutoring candidates may have lived in multiple states, different lookback rules can apply to different searches within the same report.

Varsity Tutors does not publish a detailed public policy on hiring candidates with felony records, and decisions of this kind are typically made on a case-by-case basis. Relevant factors usually include the nature of the offense, how long ago it occurred, and the responsibilities of the role, and positions involving unsupervised work with minors are generally evaluated more strictly. Many states and cities have adopted "ban-the-box" laws that restrict when employers can ask about criminal history. Candidates with records are encouraged to answer application questions honestly and be prepared to provide context if asked.

Candidates and prospective tutors are typically required to provide written consent before a background check is run, usually through a disclosure and authorization form presented during the application or onboarding process. Applicants should be ready to supply accurate personal information, including their full legal name, date of birth, Social Security number, and current and past addresses. Accurate information helps the screening process search the right jurisdictions and reduces the chance of delays or mismatched records.

The Fair Credit Reporting Act is a federal law that regulates how consumer reporting agencies compile and share background check information and how employers may use it. It requires employers to obtain written authorization before ordering a report, and if an employer intends to take adverse action based on the results, it must first give the candidate a copy of the report and a summary of their rights, along with a chance to dispute inaccurate information. For a fuller explanation of these protections, read this introduction to the Fair Credit Reporting Act (FCRA) and EEOC guidance.

Running a personal background check with Checkr lets you preview what Varsity Tutors may see and help you identify potential inaccuracies before they affect your 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.