Xpressbet: Hiring, Background Check & Employment Verification FAQs

Xpressbet, LLC was founded in 2002 and is based in Washington, Pennsylvania. The company is privately held and operates as a subsidiary of The Stronach Group, the North American Thoroughbred racing and pari-mutuel wagering business whose racing and technology operations are organized under the 1/ST banner. The Stronach Group's racetracks include Gulfstream Park, Santa Anita Park, and Pimlico Race Course, home of the Preakness Stakes.

The core business is account deposit wagering, often abbreviated ADW. Account holders deposit funds, then watch and wager on Thoroughbred, harness, and quarter horse racing from a computer, phone, or tablet. Xpressbet describes wagering access to more than 300 tracks, and it provides services to racetracks across North America, Australia, Europe, South Africa, and the Middle East. Alongside the consumer platform, the company offers handicapping resources such as daily picks, wagering guides, newsletters, and columns, and its product family has included XBSelect, XBNet, XBGlobal, and a rewards program. Xpressbet also supplies back-end and white label wagering services to other ADW operators, which places it as much in the technology and payments business as in consumer betting.

Within The Stronach Group's structure, Xpressbet sits alongside AmTote International in the 1/ST TECHNOLOGY group, and in 2025 that group added DRF Bets through a purchase from Affinity Interactive. Typical roles at a company of this kind include customer service and wagering support representatives, risk and fraud analysts, compliance and licensing staff, software engineers and quality assurance testers, product managers, payments and treasury specialists, marketing and content roles, and handicapping and racing operations staff.

Company culture and employee programs:

Work at a regulated wagering operator is shaped by licensing and compliance obligations. Employees in many roles handle customer funds, personal account data, and wagering systems, and companies in this sector typically require training on responsible gaming, anti-money-laundering procedures, and data handling. Customer support teams frequently cover extended hours because racing runs across time zones and weekends. Compensation, schedules, and benefits vary by role, department, and location, so candidates should confirm details with a recruiter during the hiring process.

Yes. Employers in the gaming and pari-mutuel wagering industry, including Xpressbet, are legally permitted to conduct pre-employment background checks on job candidates provided they follow federal, state, and local law. In the United States, the Fair Credit Reporting Act (FCRA) sets the framework for candidate disclosure, written authorization, and the adverse action process. Regulated wagering operators are also subject to state racing and gaming commission requirements, which in many jurisdictions call for occupational licensing and separate suitability vetting for certain employees, conducted by the regulator rather than the employer.

Xpressbet is generally reported to conduct background checks as part of its hiring process, consistent with standard practice across licensed wagering and gaming companies. Screening is common in this sector because employees may have access to customer accounts, deposits and withdrawals, wagering systems, and sensitive personal data. The scope of an Xpressbet background check may vary depending on the role, the jurisdiction the position sits in, and whether the position requires a state-issued occupational or gaming license in addition to the employer's own screening.

Exact steps vary by role, but the Xpressbet hiring process generally follows a sequence familiar to technology and regulated-services employers. Candidates apply online, then complete a recruiter screen covering experience, schedule availability, and location. Qualified applicants move on to interviews with the hiring manager and team members, and technical candidates may complete a skills exercise or a systems-focused interview. A conditional offer typically precedes pre-employment steps, which commonly include a background check and, where required, the start of a state gaming or racing license application. Onboarding and compliance training follow once those items clear.

Timing depends on which searches are ordered, how quickly courts and prior employers respond, and how many jurisdictions a candidate's history covers. Many reports come back within a few business days, while searches spanning several counties or states, or those requiring manual court retrieval, take longer. Roles that also require a state gaming or racing occupational license can involve a separate regulator-run review that runs on its own timeline and is often the longer of the two. Candidates who want more detail on what drives employer screening timelines can review background check turnaround times.

The employer decides which searches to include. For a role at a regulated wagering company such as Xpressbet, a background check may include some or all of the following:

Candidates should read the disclosure and consent documents they receive to understand which searches apply to their specific role.

Lookback periods depend on the search type and on the law of the state where the candidate lives or worked. Under the FCRA, consumer reporting agencies are generally restricted from reporting most adverse information older than seven years, with exceptions that can apply to higher-salary positions and to certain record categories such as criminal convictions. Several states apply stricter limits. Separately, state gaming and racing regulators often ask licensees to disclose history that reaches further back than an employer's consumer report would show, since a licensing application is a regulatory filing rather than a consumer report.

Xpressbet has not published a detailed policy on applicants with felony records, and hiring decisions of this kind are typically made case by case. Employers generally consider the nature and seriousness of the offense, how much time has passed, evidence of rehabilitation, and how closely the record relates to the job. Many states and cities have adopted "ban-the-box" laws that restrict when criminal history questions may be asked in the application process. Candidates should also be aware that state gaming and racing commissions apply their own suitability standards to licensed positions, separate from any employer policy, and those standards can treat certain offense categories differently.

Candidates are typically asked to sign a standalone disclosure and give written authorization before a background check is initiated. Applicants should expect to provide accurate personal information, including full legal name, any prior names, date of birth, Social Security number, and address history. Complete address history matters because it determines which courts are searched and helps prevent avoidable delays. For roles requiring a state occupational or gaming license, candidates should also expect to complete a regulator application that may request financial disclosures, references, and fingerprints.

The Fair Credit Reporting Act is a United States federal law governing how consumer reporting agencies collect, use, and share background check information. It requires employers to obtain written consent before running a report, to supply a copy of the report and a summary of rights before taking adverse action based on it, and to give the candidate a reasonable chance to dispute inaccurate or incomplete information before a final decision. For a fuller explanation of how the FCRA and Equal Employment Opportunity Commission (EEOC) guidance apply to background checks, see Fair Credit Reporting Act (FCRA).

Positions that touch wagering operations, customer accounts, or gaming systems frequently require an occupational license issued by a state racing or gaming commission. That process is run by the regulator, not the employer, and commonly involves a personal history disclosure, fingerprint-based criminal record checks, and in some jurisdictions a review of financial standing. Regulators may also require periodic renewal and prompt reporting of certain events. Because requirements differ significantly from state to state, candidates should ask the recruiter early which license, if any, the role requires and which jurisdiction issues it.

Running a personal background check with Checkr lets you preview what Xpressbet may see and gives you time to correct 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 and hiring managers.

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.