Vivint: Company Profile & Background Check FAQs

Vivint traces its roots to 1999, when Todd Pedersen and Keith Nellesen founded APX Alarm Security Solutions in Utah. The company originally sold and installed home security systems door to door, and in February 2011 it rebranded as Vivint to reflect its expanding focus on smart home technology and living intelligently. Today the company is headquartered in Provo, Utah.

Vivint went public in 2020 as Vivint Smart Home, Inc., and in December 2022 the energy company NRG Energy announced an agreement to acquire Vivint for approximately $2.8 billion. The acquisition closed in March 2023, making Vivint part of NRG's portfolio of home services brands while the business continues to operate under the Vivint name.

The company's core business is the design, sale, installation, and professional monitoring of smart home security systems. Its product ecosystem includes security panels, doorbell and outdoor cameras, smart locks, sensors, and thermostats, all tied together through the Vivint app and backed by around-the-clock monitoring centers. Vivint reported roughly 12,000 employees as of 2022 and serves more than 2 million customers in the United States. Its workforce spans direct-to-home and inside sales representatives, field service technicians who install and repair systems in customers' homes, monitoring center professionals, and corporate roles in engineering, product, and support functions.

Company culture and employee programs:

Vivint promotes a performance-driven culture, particularly in its sales organization, where seasonal door-to-door sales programs have long been part of the company's growth model. Field technicians receive structured training on installation, safety, and customer service, and many roles include company vehicles or driving responsibilities. Benefits and compensation vary by position, location, and employment type, so candidates should confirm details such as insurance, retirement plans, and commission structures during the hiring process.

Yes. Employers in the home security industry, including Vivint, are legally permitted to conduct pre-employment background checks, provided they follow applicable federal, state, and local laws. Screening in this industry is not just permitted but often required: many states license alarm companies and their employees, and those licensing rules commonly mandate criminal history checks, sometimes with fingerprinting. When background checks are run through a consumer reporting agency, the Fair Credit Reporting Act (FCRA) governs consent, disclosure, and adverse action procedures.

Vivint is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice among home security and alarm monitoring companies. Employees in field roles enter customers' homes, and monitoring and support staff can access customer account and system information, so screening is a routine safeguard across the industry. The specific components of a Vivint background check may vary by role, state licensing requirements, and location.

While steps can differ by role and location, the Vivint hiring process typically begins with an online application, followed by a phone screen or virtual interview with a recruiter. Candidates for technician and sales roles may complete additional interviews with local managers, and some positions include skills assessments. Candidates who receive a conditional offer are usually asked to consent to a background check, and driving roles generally include a motor vehicle record review. Once screening and any state alarm licensing requirements are cleared, new hires move into onboarding and role-specific training.

Turnaround time depends on the searches included, the courts and agencies involved, and the candidate's address history. Many background checks are completed within a few business days, but reports that involve multiple county criminal searches, motor vehicle records, or state alarm licensing reviews can take longer. Candidates can learn more by reviewing background check turnaround times.

Employers choose which searches to include based on the role. For positions at a smart home security company like Vivint, a background check may include some or all of the following:

Candidates should review their disclosure and consent forms to understand exactly which searches apply to the role they are pursuing.

The lookback period depends on the type of search and the laws of the state where the candidate lives or works. Under the FCRA, consumer reporting agencies generally cannot report most negative information older than seven years, though criminal convictions can often be reported further back and exceptions apply for certain higher-salary roles. Some states impose stricter limits, and state alarm licensing agencies may apply their own review standards. Candidates with history in multiple states may see different rules applied to different searches within the same report.

Vivint does not publish a detailed public policy on hiring candidates with felony records, and decisions are typically made case by case. Relevant factors usually include the nature and recency of the offense and the responsibilities of the role; state alarm licensing laws may also restrict individuals with certain convictions from working in installer or monitoring positions. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history during the application process. Candidates with records are encouraged to answer application questions honestly and be prepared to provide context if asked.

Candidates will typically be asked to sign a disclosure and consent form before a background check is initiated. Applicants should be ready to provide accurate personal details, including full legal name, date of birth, Social Security number, and address history, plus a valid driver's license for driving roles. In states that license alarm company employees, candidates may also need to complete fingerprinting or a separate state registration step. Accurate information helps searches run in the correct jurisdictions and prevents avoidable 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 consent before running a background check for employment, to provide a copy of the report and a summary of rights before taking adverse action based on the findings, and to give candidates the opportunity to dispute inaccurate information. For a deeper overview of how the FCRA and Equal Employment Opportunity Commission (EEOC) guidance shape employment screening, see this introduction to the Fair Credit Reporting Act (FCRA).

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