Quick Answer

Yes, Vail Resorts is known to consider individuals with felony convictions, particularly for high-volume seasonal positions. As the largest ski resort operator in the world with approximately 47,000 employees (6,800 year-round and 44,900 seasonal), Vail Resorts operates 42 mountain resorts across four countries.

Employment decisions are conditional upon passing a background check and are subject to Colorado's Chance to Compete Act and EEOC guidelines.

The law prohibits companies from having a blanket policy excluding all felons. Instead, they must conduct an individualized assessment of the conviction to determine if it is job-related and consistent with business necessity.

The greatest barriers are created by felonies related to sex offenses or crimes against minors (automatic disqualification for youth-facing roles), violent crimes (safety concerns in guest-facing positions), and theft or fraud (for positions handling cash or valuables). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

The best entry points are non-customer-facing seasonal roles like Warehouse Crew, Rental Technician, Maintenance Crew, and Food Service positions. These roles have lower barriers, high volume hiring needs, and start at $20/hour with access to the free Epic Pass.

Table of Content

1. Quick Answer

2. Felon-Friendly Scorecard

3. Eligibility Checklist

4. Critical Regulatory Information

5. Company Overview

6. Hiring Policy Analysis

7. Background Check Process

8. Application Strategy

9. Tips for Applicants with Records

10. Benefits Overview

11. Frequently Asked Questions

12. Alternative Second Chance Employers

13. Conclusion

14. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

Before applying, honestly assess whether you meet these baseline requirements:

• No Blanket Exclusion: Must be aware that the company is not allowed to automatically exclude you solely for being a felon. EEOC guidelines require individualized assessment.

  
  

• Child Safety Compliance: Must NOT have a history of sex offenses or offenses against minors (child endangerment, abuse) as these are typically permanent disqualifiers for positions involving youth under SafeSport guidelines.

  
  

• Job-Related Assessment: Must be prepared for the company to evaluate whether your felony is related to the job duties using the Green Factors (nature of crime, time elapsed, nature of job).

  
  

• Physical Requirements: Many positions require ability to work at high altitude (7,000-13,000+ feet), outdoors in extreme weather, standing for extended periods, and lifting up to 50 pounds.

  
  

• Drug Screen: May be required to pass a drug test for certain positions, particularly shuttle drivers, ski patrol, and safety-sensitive roles. Employee reports indicate not all positions require pre-employment drug testing.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked (after conditional offer). Lying is an automatic disqualifier and can result in termination if discovered later.

  
  

• Work Authorization: Must be legally authorized to work in the United States and able to provide required I-9 documentation. Vail Resorts uses E-Verify.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Vail Resorts is headquartered in Colorado and operates resorts across multiple states, but must comply with federal EEOC guidelines nationwide. Colorado, where many major facilities are located, has strong fair chance protections under the Chance to Compete Act.

EEOC Guidelines

The Equal Employment Opportunity Commission advises employers not to automatically refuse to consider an applicant because of a criminal record. Employers must conduct an individualized assessment considering the Green Factors:

(1) Nature and gravity of the offense;

(2) Time elapsed since the offense and/or completion of sentence;

(3) Nature of the job sought and its relationship to the offense. Blanket policies excluding all felons are prohibited.

FCRA Requirements

If a third party conducts the background check (Vail Resorts uses Verified Credentials) and a job offer is denied based on the report, Vail Resorts must comply with the Fair Credit Reporting Act (FCRA) adverse action procedures:

(1) Provide pre-adverse action notice with a copy of the report and summary of FCRA rights;

(2) Allow reasonable time to dispute inaccuracies;

(3) Provide final adverse action notice if decision stands after review.

State-Specific Considerations

Colorado has strong Fair Chance protections. The Colorado Chance to Compete Act (effective September 1, 2019 for employers with 11+ employees; September 1, 2021 for all employers) prohibits employers from:

(1) Asking about criminal history on initial job applications;

(2) Stating in advertisements that people with criminal histories may not apply;

(3) Requiring disclosure of criminal history on initial applications. Criminal history inquiries may only occur after a conditional offer of employment or after determining an applicant is a finalist. Violations result in warnings (first offense), $1,000 fines (second offense), or $2,500 fines (subsequent offenses). Other states where Vail Resorts operates (California, Vermont, Utah, Pennsylvania) have varying levels of Ban-the-Box protections.

Resort and Recreation Industry-Specific Considerations

The ski resort and recreation industry has specific regulatory considerations related to child safety and SafeSport compliance. Roles involving instruction, youth programs, or unsupervised access to minors must comply with U.S. Center for SafeSport guidelines. These guidelines flag all sex offenses and certain violent crimes regardless of time elapsed, making them an automatic bar for ski instructors, children's center attendants, and similar youth-facing roles. Additionally, CDL positions (shuttle drivers, heavy equipment operators) face DOT regulations including mandatory drug testing, DUI lookback requirements, and safety-sensitive role restrictions. Guest-facing positions involving cash handling (ticket sales, retail) face heightened scrutiny for theft and fraud convictions.

Company Overview

Vail Resorts, Inc. (NYSE: MTN) is the world's largest mountain resort company, operating 42 mountain resorts across North America, Europe, and Australia. Founded in 1962 with the opening of Vail Mountain in Colorado, the company has grown through strategic acquisitions to become the dominant player in the ski industry. Headquartered in Broomfield, Colorado, Vail Resorts employs approximately 47,000 people (6,800 year-round and 44,900 seasonal employees). The company's properties include iconic destinations such as Vail, Breckenridge, Park City, Whistler Blackcomb, and Stowe.

Vail Resorts is committed to creating the "Experience of a Lifetime" for both employees and guests. The company's EpicPromise initiative focuses on environmental sustainability, community support, and making skiing more accessible and inclusive. In 2025, Vail Resorts was recognized by Newsweek as one of "America's Most Trustworthy Companies" for the third consecutive year and by TIME Magazine as one of "America's Best Mid-Size Companies."

Company Fast Facts

• Founded: 1962 (Vail, Colorado)

• Headquarters: Broomfield, Colorado

• Employees: ~47,000 (6,800 year-round; 44,900 seasonal)

• Resorts: 42 owned and operated mountain resorts across 4 countries

• Stock Exchange: NYSE: MTN

• CEO: Kirsten Lynch

• Revenue: ~$2.96 billion (trailing 12 months)

• Business Model: Mountain resorts, lodging, retail, and the Epic Pass season pass program

• Key Colorado Resorts: Vail, Breckenridge, Keystone, Beaver Creek, Crested Butte

Hiring Policy Analysis

Vail Resorts operates within a high-volume, seasonal hiring environment that necessitates thousands of new employees annually across mountain operations, hospitality, retail, and food and beverage. The company conducts individualized assessments as required by EEOC guidelines and complies with Colorado's Chance to Compete Act and similar Ban-the-Box laws in other states. Background checks are conducted after a conditional offer of employment, giving applicants the opportunity to interview and receive an offer before their criminal history is reviewed. Employee reports on Indeed indicate that non-violent misdemeanors are generally manageable: "If you have been arrested for typical stuff you are fine" and "Yes as long as it isn't violent."

Position-Specific Barriers

Barrier levels are determined by guest safety responsibility, access to minors, handling of cash/valuables, and driving requirements.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Vail Resorts advertises a $20/hr starting wage. Actual compensation varies by location, position, experience, and seasonal demand.

Career Path Examples

Vail Resorts emphasizes internal advancement through their Epic Service development program. Many leadership positions are filled through internal promotion, and the company offers opportunities to transfer between their 42+ resorts worldwide.

Mountain Operations Track: Lift Operator ($20-22/hr) → Lift Operations Lead ($22-25/hr) → Lift Operations Supervisor ($52K-73K/yr) → Lift Operations Manager. Requires reliability, safety compliance, and leadership skills.

Food & Beverage Track: Dishwasher/Cook ($18-22/hr) → Line Cook ($21-24/hr) → Kitchen Supervisor ($24-28/hr) → F&B Assistant Manager ($52K-65K/yr). Advancement based on culinary skills and team leadership.

Maintenance Track: Maintenance Crew ($18-21/hr) → Maintenance Technician ($21-24/hr) → Maintenance Supervisor ($25-30/hr) → Facilities Manager. Technical certifications enhance advancement opportunities.

Background Check Process

Understanding Vail Resorts' background check process helps you prepare mentally and practically for what to expect. The company conducts background checks after extending a conditional offer of employment, in compliance with Colorado's Chance to Compete Act. This means you'll have the opportunity to interview, showcase your skills, and receive an offer before your criminal history is reviewed.

What They Check: Criminal history (felonies and misdemeanors) at county, state, and national levels; identity verification through SSN trace and address history; employment history verification; sex offender registry check; motor vehicle records (for driving positions); drug screening (for safety-sensitive positions).

Lookback Period: Standard 7-year criminal lookback in Colorado for non-conviction records under FCRA. Convictions may be reported indefinitely. Sex offenses and crimes against minors have indefinite lookback under SafeSport guidelines for positions involving youth. Employment verification typically extends 5-7 years.

Timeline: Background checks typically take 1-14 days to complete after you sign the authorization. The overall hiring process varies by position and season. After signing your offer letter, expect an email from vailresortscareers@vailresorts.com with background check instructions through Verified Credentials.

Process Flow: Application submitted → Phone screening/Interview → Conditional offer extended → Offer letter signed → Background check authorization email sent → Background check conducted by Verified Credentials → Results reviewed using individualized assessment → Final hiring decision made → Pre-adverse or adverse action notice if applicable → Start date confirmed → Orientation and onboarding completed.

Disqualifying Factors

High Risk for Disqualification: Any conviction for a sex offense or felony involving harm to a minor (automatic disqualification for youth-facing roles indefinitely); felony convictions for violence against a person within the previous 7-10 years; felony convictions for drug distribution/trafficking within the previous 7 years; lying or omitting criminal history information after conditional offer; registered sex offenders.

Lower Risk (Case-by-Case): Non-violent, older felonies (7+ years old) unrelated to financial or sex crimes; misdemeanors related to simple drug possession (especially older than 7 years); older, non-felony DUI (for non-driving roles); property crimes with restitution paid. All subject to individualized assessment considering rehabilitation evidence.

Your Rights as Applicant

• FCRA Protections: You must receive written notice and provide consent before a background check. If denied based on the report, you're entitled to a copy and the right to dispute inaccuracies.

  
  

• Pre-Adverse Action Notice: Before a final decision, you must receive notice with a copy of the report and a summary of your rights. You have reasonable time to respond and dispute.

  
  

• EEOC Protection: You have the right to an individualized assessment. Blanket exclusions based solely on criminal record are prohibited.

  
  

• Colorado Chance to Compete Act: Employers cannot ask about criminal history on initial applications. Criminal history inquiry occurs only after conditional offer or finalist determination.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with Verified Credentials, the reporting agency. Check your own records beforehand.

Application Strategy

1. Target Entry-Level Seasonal Positions: Focus on Warehouse Crew, Rental Associate, Maintenance Crew, and kitchen positions which have the lowest barriers and highest volume hiring needs. Avoid ski instruction, ski patrol, and children's program positions initially if your record includes any violence or sex-related offenses.

   
   

2. Apply Through Official Channels: Submit your application through jobs.vailresortscareers.com. Vail Resorts posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as seasonal positions are posted in waves before each ski season.

   
   

3. Prepare for the Interview: Research Vail Resorts' mission to create the "Experience of a Lifetime." Be ready to discuss your passion for outdoor recreation, guest service skills, and ability to work in a fast-paced, seasonal environment.

   
   

4. Be Completely Honest: Never lie about your criminal history. Under Colorado's Chance to Compete Act, you won't be asked until after a conditional offer. Dishonesty is an automatic disqualifier and can result in termination even after hire if discovered later.

   
   

5. Prepare Your Narrative: Have a brief, honest explanation ready: acknowledge the offense without making excuses, describe what you learned, and explain how you've changed. Focus on rehabilitation, personal growth, and stability. Keep it concise (30-60 seconds).

   
   

6. Document Rehabilitation: Gather evidence of positive changes since your conviction: completion of treatment programs, educational certificates, vocational training, stable housing, employment history, community involvement, and references from employers, probation officers, or community members.

   
   

7. Check Expungement Eligibility: Research whether your offense qualifies for sealing or expungement in your state. Colorado's clean slate laws allow certain records to be sealed. Contact legal aid for assistance. Sealed records generally cannot be reported on background checks.

   
   

8. Apply to Multiple Locations: Vail Resorts operates 42 resorts across four countries. Consider applying to multiple locations to maximize opportunities. Each resort has its own hiring managers and seasonal needs.

Tips for Applicants with Records

1. The Ski Industry Has Constant Hiring Needs: Vail Resorts hires approximately 45,000 seasonal employees annually across their 42 resorts. The industry experiences significant turnover. Don't be discouraged by individual rejections—keep applying to different resorts and positions.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at Vail Resorts begin in entry-level positions. Prove reliability by showing up on time, completing the full season, and maintaining a positive attitude. Epic Service training provides pathways for advancement into supervisory roles.

   
   

3. Run Your Own Background Check First: Know what will appear before the employer sees it. Order your own criminal background check from a consumer reporting agency. Dispute any errors or outdated information in advance.

   
   

4. Prepare for High-Altitude Work: Most Vail Resorts locations operate at 7,000-13,000+ feet elevation. Be prepared for physical demands, extreme weather, and altitude adjustment. Good physical condition demonstrates commitment.

   
   

5. Be Mindful of Drug Testing Policies: While employee reports indicate not all positions require pre-employment drug testing, safety-sensitive roles (shuttle drivers, ski patrol) do require testing. Address any substance issues completely before applying to these positions.

   
   

6. Highlight Season Commitment: Emphasize your ability to commit to the full ski season (typically November-April). Seasonal employers especially value reliability and commitment. Having housing arranged demonstrates seriousness.

   
   

7. Consider Employee Housing: Vail Resorts offers subsidized employee housing at many locations—a significant benefit in high-cost mountain towns. Apply for housing early as it fills quickly. Stable housing shows stability to employers.

   
   

8. Network and Use Employee Referrals: Current Vail Resorts employees can provide referrals. Employee referrals often receive priority consideration. Network through LinkedIn or local workforce development programs to connect with current employees.

Benefits Overview

Vail Resorts offers a benefits package that emphasizes recreation and mountain lifestyle perks. Benefits vary by employment status (full-time year-round vs. seasonal).

Compensation: Starting wage of $20/hour advertised for most positions. Seasonal positions range from $16-35/hr depending on role and certification level. Supervisory positions range from $52K-73K annually.

Epic Pass: Free unlimited Epic Pass for all employees—the signature benefit providing access to all Vail Resorts properties worldwide. Discounted passes for friends and family. This benefit alone is valued at $800-1,000+.

401(k) and Retirement: 401(k) plan with company match of 50% on the first 6% contributed. Administered by Empower Retirement. 5-year vesting schedule. Loan provisions available.

Health Benefits (Full-Time Year-Round): Gold Basic and Gold Enhanced medical coverage options through Guardian; dental and vision coverage through VSP; flexible spending accounts (FSA); short and long-term disability; life and AD&D insurance.

Employee Housing: Subsidized employee housing available at many resort locations—critical in high-cost mountain towns. Housing costs typically $70/week and up including meals. Apply early as housing fills quickly.

Additional Benefits: Free ski/snowboard lessons; 40% retail discount at Vail Resorts stores; discounts on food, lodging, transportation, and mountain activities; Employee Assistance Program (EAP) with 6 free therapy sessions per season (12 for year-round employees); free shift meals for F&B workers; Epic Service training and development program.

Employee Perspectives

Pros: Free Epic Pass is consistently rated as the best benefit; fun work environment and culture; opportunity to ski/ride on breaks; beautiful mountain locations; diverse and international workforce; internal transfer opportunities across 42 resorts; generous PTO for some positions.

Cons: Pay is low relative to high cost of living in mountain towns; hours can be inconsistent; employee housing quality varies; corporate decisions sometimes don't support frontline staff; recent layoffs and restructuring; 401(k) match has been modified; weather-dependent work availability.

Frequently Asked Questions

1. Does Vail Resorts hire people with felonies?

   Yes, but hiring is conditional and depends on the nature of the offense, time elapsed, and the position sought. Vail Resorts conducts individualized assessments as required by EEOC guidelines. Employee reports on Indeed indicate non-violent offenses are generally manageable: "Yes as long as it isn't violent" and "If you have been arrested for typical stuff you are fine." However, sex offenses and crimes against minors are typically automatic disqualifiers for positions involving youth. The best opportunities are in entry-level seasonal roles like warehouse, maintenance, and food service where barriers are lowest.

   
   

2. What is the background check process at Vail Resorts?

   Vail Resorts conducts background checks through Verified Credentials after you accept a conditional offer and sign the offer letter. You'll receive an email from vailresortscareers@vailresorts.com with instructions to complete the Law Violation/Background Check form. The check includes criminal history at county, state, and national levels; identity verification; and sex offender registry screening. Motor vehicle checks are conducted for driving positions. The process complies with Colorado's Chance to Compete Act, meaning criminal history is not inquired about until after a conditional offer.

   
   

3. How far back does the background check go at Vail Resorts—what is the lookback period?

   Colorado limits reporting of non-conviction adverse information (arrests without conviction) to 7 years under FCRA. Convictions may be reported indefinitely under federal law. For positions involving minors (ski instructors, children's programs), SafeSport guidelines require checking for sex offenses with an indefinite lookback period. Employment verification typically extends 5-7 years. Drug-related and theft convictions older than 7 years receive more favorable consideration, especially for entry-level roles.

   
   

4. What types of convictions make hiring more difficult at Vail Resorts?

   The most difficult convictions include: (1) Sex offenses or crimes against minors—automatic disqualification for youth-facing roles indefinitely; (2) Violent felonies within 7-10 years—high scrutiny for all guest-facing positions; (3) Theft, fraud, and embezzlement—problematic for positions handling cash, retail, or ticket sales; (4) DUI/vehicular crimes—disqualifying for driving positions (shuttle, CDL roles); (5) Drug distribution/trafficking within 7 years. Non-violent, older felonies unrelated to the job duties have the best chances through individualized assessment.

   
   

5. What are the best entry-level roles at Vail Resorts for applicants with a record?

   The best opportunities are: Maintenance Crew ($18-21/hr)—facility maintenance with limited guest contact; Warehouse Crew ($18-20/hr)—inventory and equipment handling; Rental Associate ($20+/hr)—ski equipment rental operations; Cook/Kitchen positions ($21-22/hr)—back-of-house food preparation with free shift meals; Dishwasher ($18-20/hr)—entry-level kitchen support. These roles have the highest volume hiring, lowest barriers, and provide access to the free Epic Pass while you prove reliability. Lift Operator ($20-22/hr) is also accessible for non-violent records.

   
   

6. Does Vail Resorts drug test, and what kind of test do they use?

   Drug testing policies vary by position. Employee reports on Indeed indicate that many positions do not require pre-employment drug testing: "No they don't unless they suspect you're under the influence" and "No, free housing with 70 dlls charged a week for meals." However, safety-sensitive positions including shuttle bus drivers, ski patrol, and positions operating heavy equipment do require drug screening and physical examinations. Workers' compensation claims may trigger drug testing. The type of test varies but is typically urine-based. Colorado's recreational marijuana laws do not prevent employers from enforcing drug-free workplace policies.

   
   

7. When during the hiring process will Vail Resorts ask about criminal history?

   Under Colorado's Chance to Compete Act (Ban-the-Box), Vail Resorts cannot ask about criminal history on the initial job application or during the interview process. Criminal history inquiry occurs only after a conditional offer of employment has been extended. After you accept the offer and sign the offer letter, you'll receive an email with instructions to complete the background check authorization through Verified Credentials. This gives you the opportunity to interview, demonstrate your qualifications, and receive an offer before your record is reviewed.

   
   

8. Can someone advance to management at Vail Resorts if they have a felony?

   Yes, advancement is possible through Vail Resorts' Epic Service development program. Many supervisory and management positions are filled through internal promotion. The company emphasizes internal advancement and offers opportunities to transfer between their 42 resorts worldwide. Once you've established a track record of reliability, attendance, and performance, past convictions become less significant. Employees have noted: "Opportunities for internal transfers and promotions are plentiful." The key is demonstrating commitment, building a positive work history, and developing leadership skills through available training programs.

   
   

9. How long does the hiring and background check process take?

   Background checks typically take 1-14 days to complete after you sign the authorization, according to Vail Resorts' official onboarding documentation. The overall hiring timeline varies by position and seasonal demand. During peak hiring periods before ski season (September-November), the process may move faster due to high volume needs. After the background check clears, you'll receive your Vail Resorts user ID and complete final onboarding forms no earlier than 2 weeks before your start date. Seasonal positions generally have faster turnaround than year-round corporate roles.

   
   

10. What can applicants do to improve their chances of getting hired at Vail Resorts?

    Key strategies include:

    (1) Target entry-level seasonal positions with lowest barriers;

    (2) Apply early—seasonal hiring often begins in late summer;

    (3) Apply to multiple resort locations to maximize opportunities;

    (4) Run your own background check first and dispute any errors;

    (5) Prepare a brief, honest explanation of your record focusing on rehabilitation;

    (6) Document rehabilitation evidence (certificates, stable employment, references); (7) Research expungement eligibility in your state;

    (8) Be flexible on location, schedule, and shift preferences;

    (9) Commit to the full season—reliability is highly valued;

    (10) Apply for employee housing early if needed;

    (11) Network with current employees for referrals.

Alternative Second Chance Employers

If Vail Resorts doesn't work out, consider these employers known for fair chance hiring practices in the resort, hospitality, and outdoor recreation industries:

Conclusion

Vail Resorts offers conditional opportunities for individuals with criminal records, particularly in entry-level seasonal positions. As the world's largest ski resort operator with approximately 45,000 seasonal employees hired annually, the company provides a realistic pathway to stable employment with unique lifestyle benefits. Colorado's Chance to Compete Act provides strong fair chance protections, ensuring criminal history is not inquired about until after a conditional offer.

The work is physically demanding and seasonal, often in extreme weather at high altitude. However, the compensation starts at $20/hour with access to the free Epic Pass—a benefit valued at $800-1,000+ that provides unlimited skiing and riding at 42 resorts worldwide. Employee housing helps offset the high cost of living in mountain communities. Career advancement is possible through Epic Service training and internal promotion opportunities.

Key Success Factors: Target entry-level seasonal positions in maintenance, warehouse, kitchen, or rental operations; apply early before peak hiring season; be completely honest about your record; document rehabilitation efforts; commit to the full season; be flexible on location across Vail's 42 resorts.

Biggest Barriers: Sex offenses and crimes against minors face automatic disqualification for youth-facing roles under SafeSport guidelines; violent felonies within 7-10 years create high barriers for guest-facing positions; theft and fraud convictions complicate roles handling cash or valuables; DUI history disqualifies from driving positions.

For those who can meet the requirements, Vail Resorts offers more than just a job—it's an opportunity to build a career in a world-class outdoor recreation environment while demonstrating reliability and earning a second chance.

Disclaimer

This guide provides general information and should not be considered legal advice. Hiring policies vary by position, location, and individual circumstances. While we strive for accuracy using publicly available sources including the Vail Resorts careers website, job postings, employee reviews (Glassdoor, Indeed), salary databases (PayScale, ZipRecruiter), and official company documentation, employment information and company policies may change without notice. Always verify current practices directly with Vail Resorts.

Inclusion in this guide does not guarantee employment. Background check laws, expungement procedures, and fair chance hiring requirements vary by state and should be confirmed with legal professionals. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

Apply Now: https://jobs.vailresortscareers.com