Zips Car Wash: Hiring, Background Check & Employment Verification FAQs

Zips Car Wash was founded in 2004 with two locations in rural Arkansas. The company began expanding its footprint in 2009, entering new markets in Kansas, Oklahoma, and Florida, laying the groundwork for the 2013 launch of its Unlimited Wash Club (UWC) membership program, a pivotal step that propelled Zips' national growth across the southeastern United States. Zips grew primarily through a combination of organic expansion and strategic acquisitions, eventually operating through three distinct brands: Zips, Jet Brite, and Rocket Express.

In 2020, private equity firm Atlantic Street Capital acquired a stake in Zips Car Wash, and in 2022 made an additional investment to acquire the remaining common equity from the company's founding shareholders, installing a new management team to drive further growth and brand development; that same year, Zips acquired Jet Brite Car Wash. The company grew to become the largest privately held car wash operator in the United States, operating more than 280 locations across roughly 25 states, washing approximately 24 million cars annually and generating more than $300 million in revenue. However, in early 2025, Zips Car Wash filed for Chapter 11 bankruptcy protection due to approximately $654 million in debt, and as part of a restructuring plan, agreed to reduce its debt obligations by roughly $279 million while selling off certain locations.

Zips Car Wash is headquartered in Plano, Texas, with a substantial concentration of locations in states including Tennessee, Texas, North Carolina, Arkansas, and Florida. The company's workforce includes car wash attendants who guide vehicles through the wash tunnel and assist customers, membership sales associates, site managers, and maintenance staff supporting its car wash equipment and facilities.

Company culture and employee programs: Zips Car Wash emphasizes high-performance employees, advanced technology, and community partnerships, including sponsorships of local military non-profit organizations and universities. The company has been recognized by Newsweek for customer service quality. Benefits, scheduling, and advancement opportunities can vary by location, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the car wash and automotive services industry, including Zips Car Wash, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with applicable federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires employers to obtain written consent, provide disclosures, and follow adverse action procedures.

Zips Car Wash is generally reported to conduct background checks as part of its hiring process, which is standard for car wash employers, particularly for roles involving driving customer vehicles through the wash tunnel and cash or membership transactions.

The hiring process for attendant and site staff positions at Zips Car Wash typically includes an application, an interview with a site manager, and a background check prior to a final offer.

Background check timelines can vary based on the type of screening requested and how quickly records can be verified. Learn more about typical background check turnaround times to understand what factors can affect the process.

A typical pre-employment background check for a car wash role may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though state laws may extend or restrict this timeframe depending on the type of record and jurisdiction.

Hiring decisions involving candidates with criminal records are generally made on a case-by-case basis, taking into account the nature of the offense, how much time has passed, and its relevance to the role, particularly for positions involving driving customer vehicles. Some states have adopted "ban-the-box" laws that restrict when employers can ask about criminal history during the hiring process.

Candidates can generally expect to provide personal information such as full legal name, date of birth, and Social Security number, along with signed consent authorizing the background check, in compliance with FCRA requirements. Roles involving driving customer vehicles may also require a valid driver's license.

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how employers can use background check information in hiring decisions. It requires employers to notify candidates before running a check, obtain written consent, and follow specific adverse action procedures if a decision is made based on background check results.

Running a personal background check with Checkr lets you preview what Zips Car Wash may see during the hiring process, helping you address any concerns before you apply. A personal background check can include:

Learn more about Checkr Personal Background Checks and explore your Checkr Profile to see what information may appear in your own background check.

If you're a candidate with a background check in progress through Checkr as part of your application to Zips Car Wash or another employer, you can check your status through the Candidate Portal. For additional support, visit the Checkr Help Center.

The information provided in this article does not, and is not intended to, constitute legal advice. All information is for general informational purposes only. Checkr does not guarantee the accuracy, completeness, or usefulness of this information and is not responsible for any errors or omissions, or for the results obtained from the use of this information. This article may contain links to other third-party websites. Such links are only for the convenience of the reader. Checkr does not endorse the contents of the third-party sites and disclaims any affiliation with the companies mentioned in this article unless otherwise stated.