You’re More Hirable Than You Think
Here’s the truth: 1 in 3 Americans has a criminal record. That’s over 70 million people. You’re not an exception—you’re part of a massive labor force that smart companies are actively recruiting.
The job market has shifted. With unemployment near historic lows and skilled worker shortages across industries, employers can’t afford to ignore qualified candidates anymore. Major corporations have signed Fair Chance pledges, states have passed Ban the Box laws, and there are actual tax incentives for hiring you.
This isn’t charity. It’s business. And you have more leverage than you realize.
What you’ll find in this guide:
- 90+ verified companies actively hiring people with records
- Real company names grouped by industry with their hiring policies
- Tax credit explanation so you understand why employers want you
- Background check myths debunked (the 7-year rule, Ban the Box)
- Word-for-word scripts for addressing your conviction in interviews
Let’s get you hired.
The Big List: Companies Hiring People With Records
Logistics & Transportation
These companies move America. They need drivers, warehouse workers, sorters, and route managers. Many can’t fill positions fast enough.
| Company | Positions | Policy Details |
|---|---|---|
| Amazon | Warehouse, delivery drivers, logistics | Case-by-case review; signed Fair Chance pledge |
| FedEx | Package handlers, drivers, supervisors | Considers non-violent offenses after 7 years |
| UPS | Drivers, warehouse, management | Fair Chance employer; union protection |
| Walmart | Distribution centers, transport, retail | Removed questions about convictions from initial application |
| Target | Warehouse, logistics, store positions | Ban the Box signatory; individualized assessment |
Key advantages:
- High turnover = constant openings
- Many positions don’t require specialized skills
- Overtime opportunities boost income quickly
- Union jobs (UPS) offer additional protections
Food Service & Hospitality
Restaurants and hotels have some of the most relaxed hiring policies. They prioritize work ethic over background.
| Company | Positions | Policy Details |
|---|---|---|
| Chipotle | Line cook, prep, management | Proactive second-chance hiring program |
| Starbucks | Barista, shift supervisor, roasting plants | Fair Chance Business Pledge signatory |
| Dave’s Killer Bread | Manufacturing, distribution, retail | Founded by formerly incarcerated person; 30% of workforce has records |
| Chick-fil-A (franchise-dependent) | All positions | Individual franchise owners decide; many hire felons |
| McDonald’s (franchise-dependent) | All positions | Corporate supports Fair Chance; varies by location |
Why food service works:
- Fast hiring process (sometimes same-day offers)
- Tips supplement hourly wages in many positions
- Clear advancement paths to management
- Skills transfer to catering, corporate dining, hospitality
Retail & Customer Service
Major retailers are competing for workers. Your record matters less than your ability to show up and serve customers.
| Company | Positions | Policy Details |
|---|---|---|
| Home Depot | Sales, warehouse, freight team | Fair Chance employer; considers most offenses |
| Lowe’s | Retail, distribution, skilled trades | Individualized hiring; case-by-case assessment |
| Costco | Warehouse, food service, tire center | Union protections; fair chance policies |
| IKEA | Retail, warehouse, assembly, food service | Global Fair Chance commitment |
| Gap Inc. (Gap, Old Navy, Banana Republic) | All retail positions | Ban the Box; removed conviction questions from applications |
Reality check:
- Customer-facing roles are harder with violent or theft convictions
- Back-of-house positions (freight, warehouse) easier to get
- Theft convictions under $500 often not disqualifying after 3+ years
Manufacturing & Production
American manufacturing is rebounding. These jobs pay well, offer benefits, and have apprenticeship programs.
| Company | Positions | Policy Details |
|---|---|---|
| Koch Industries | Manufacturing, operations, maintenance | Active Fair Chance hiring initiative |
| PepsiCo | Production, warehouse, distribution | Ban the Box; signed Fair Chance Business Pledge |
| General Motors | Assembly, skilled trades, logistics | UAW contract includes fair chance provisions |
| Tyson Foods | Processing, production, maintenance | Proactive reentry hiring program |
| 3M | Manufacturing, operations, quality control | Individualized assessment policy |
Why manufacturing is underrated:
- Overtime can double your take-home pay
- Benefits usually kick in within 90 days
- Many offer tuition reimbursement for skills training
- Clear advancement to supervisor/lead roles
Skilled Trades & Construction
If you have skills (or want to learn them), trades offer the fastest path to $50K+ income.
| Company | Positions | Policy Details |
|---|---|---|
| ABC Supply | Warehouse, drivers, sales | Fair Chance employer; rapid hiring |
| Turner Construction | Laborers, skilled trades, apprenticeships | Case-by-case review; union opportunities |
| Sunbelt Rentals | Equipment operators, mechanics, sales | Considers non-violent offenses |
| Waste Management | Drivers, mechanics, route managers | Active second-chance hiring |
| Local IBEW/Plumbers/Carpenters Unions | Apprenticeships in all trades | Many unions accept applicants with records |
The trades advantage:
- Apprenticeships = getting paid to learn
- Licensing exams don’t always check backgrounds
- Self-employment option after gaining experience
- Shortage of workers = leverage for those with records
Tech & Corporate (Yes, Really)
Don’t count yourself out of white-collar work. Tech companies are hiring based on skills, not pedigree.
| Company | Positions | Policy Details |
|---|---|---|
| JPMorgan Chase | Various (Second Chance hiring initiative) | $30M invested in reentry programs; active hiring |
| Microsoft | Tech support, operations, some engineering | Fair Chance Business Pledge signatory |
| IBM | Various IT and support roles | Removed degree requirements; Fair Chance employer |
| Checkr | Ironically, the background check company | Hires people with records; Fair Chance advocate |
| Televerde | Call center, sales, tech support | 70% of workforce has conviction history |
Breaking into white-collar:
- Get certifications (Google Career Certificates, CompTIA, AWS)
- Freelance first to build portfolio (Upwork, Fiverr)
- Use LinkedIn to network directly with hiring managers
- Emphasize skills over employment gaps
Why Companies Actually Want to Hire You
The Work Opportunity Tax Credit (WOTC)
Employers get $2,400 to $9,600 in federal tax credits for hiring you if you’re a qualified ex-felon. Here’s what that means:
For employers:
- Direct reduction in federal taxes owed
- Applies to wages paid in your first year
- Covers people released from prison within the past year
For you:
- You don’t apply for this—your employer does
- It gives them financial incentive to say “yes” to your application
- You can mention it in interviews: “I may qualify for the Work Opportunity Tax Credit, which could save you thousands in taxes.”
Other Business Incentives
- Federal Bonding Program: Free insurance coverage for employers (up to $5,000) against employee theft
- State tax credits: Many states offer additional incentives beyond WOTC
- ESG requirements: Large corporations must meet diversity hiring goals, which includes justice-impacted individuals
Bottom line: You’re not asking for charity. You’re offering value that comes with tangible financial benefits.
Background Check Myths: What Really Shows Up
The 7-Year Rule
The myth: Background checks only go back 7 years.
The reality: It depends on the state and the type of check.
| What’s Actually True |
|---|
| ✓ Many states prohibit reporting non-conviction arrests after 7 years |
| ✓ The Fair Credit Reporting Act (FCRA) limits some checks to 7 years |
| ✗ Felony convictions can appear indefinitely in most states |
| ✗ Jobs paying over $75K are often exempt from 7-year limits |
States with stronger protections (10-year limits or report restrictions):
- California
- New York
- Massachusetts
- Washington
- Colorado
Check your state’s specific laws at your state’s labor department website.
Ban the Box: What It Actually Does
Ban the Box laws remove the conviction question from the initial application. That’s it.
What it means:
- ✓ You get past the auto-reject filter
- ✓ You have a chance to interview before they run your background
- ✓ They must consider your qualifications first
What it doesn’t mean:
- ✗ They can’t check your background at all
- ✗ Your conviction is automatically forgiven
- ✗ You’re guaranteed a fair shot (enforcement is weak)
37 states and 150+ cities have Ban the Box laws. Check if your location is covered: [National Employment Law Project has the full list]
The Individualized Assessment Requirement
In many jurisdictions, employers must conduct an individualized assessment before denying you based on your record. This means they’re supposed to consider:
- Nature of the offense (violent vs. non-violent)
- Time elapsed since conviction
- Relevance to the job (embezzlement matters for accounting, not warehouse work)
Your leverage: If denied, ask for a written explanation of how your conviction relates to the specific job duties. Many employers won’t have a good answer.
The Talk: Interview Scripts for Addressing Your Conviction
Script 1: The Direct Approach (Recommended)
Use this when they ask about your conviction after the interview has gone well.
“I was convicted of [offense] in [year]. I served [time/sentence] and completed [probation/parole]. Here’s what I learned: [specific lesson]. Since my release, I’ve [completed training/held jobs/stayed clean for X years]. I understand you need to trust your employees. Here are three references who can speak to my character and work ethic since then.”
Why it works:
- Takes control of the narrative
- Shows accountability without dwelling
- Redirects to your value and references
Script 2: When They Bring It Up Early
If they ask about “gaps in employment” or bring up your record before discussing the job.
“I appreciate you bringing that up directly. Yes, I have a conviction from [year]. I’ve been focused on rebuilding since then. What I’m most proud of is [skill/accomplishment]. I’m looking for an employer who values what I can do now, not what I did [X] years ago. Can we talk about what this role requires and how my experience matches?”
Why it works:
- Acknowledges without apologizing excessively
- Pivots to competence
- Tests if they’re seriously considering you
Script 3: Addressing Concerns About Trust
When you sense they’re worried about theft, violence, or reliability.
“I understand you might have concerns. Here’s what I can offer: I’m eligible for the Federal Bonding Program, which provides free insurance coverage to employers. I’m also willing to start on a probationary period. I’ve held [X job] for [X months/years] since my release, and my supervisor there can confirm my reliability. What else would help you feel confident in hiring me?”
Why it works:
- Proactively addresses their risk
- Offers concrete solutions (bonding, probation)
- Demonstrates awareness of their perspective
The Reality: What Actually Matters
Hiring managers care about:
- Will you show up on time?
- Can you do the work?
- Will you cause problems?
Your conviction matters less than:
- How you carry yourself in the interview
- Whether you have recent references
- Your honesty about your past
Red flags that hurt you more than your record:
- ✗ Lying or being evasive when asked
- ✗ Making excuses or blaming others
- ✗ No plan for how you’ve changed
- ✗ Poor hygiene, late to interview, unprofessional communication
Your Next Steps
- Apply to 5 companies from this list today. Focus on industries where you have experience or interest.
- Get your background report. Know exactly what shows up. Order from the same companies employers use (Checkr, GoodHire, Accurate Background).
- Prepare your script. Write out your 60-second explanation and practice it until it feels natural.
- Build your reference list. You need 3 people who can vouch for you since your conviction. Parole officer, reentry program counselor, volunteer coordinator, or recent employer.
- Check your state’s laws. Look up Ban the Box, 7-year reporting limits, and certificate of rehabilitation options in your state.
Frequently Asked Questions (FAQ) About Jobs After Incarceration
Will major companies hire me with a felony?
Many will — it depends on the role, how recent the conviction is, and whether it relates to the job. Companies like UPS, FedEx, Walmart, and major staffing agencies regularly hire people with records, especially for warehouse, driving, and trade positions. The key is applying to roles where background checks are evaluated individually, not automatically rejected.
How long after a felony can I get a job?
You can apply immediately after release. Some employers prefer a short period of stability (3–6 months of work history or treatment), but there is no universal waiting period. Ban-the-box laws in many states mean you can interview before a background check is reviewed.
What jobs can I NOT get with a felony?
Certain licensed fields — like childcare, healthcare, financial services, law enforcement, and government security roles — may be restricted depending on the offense. Restrictions vary by state and by the specific conviction, not just the word “felony.”
Do I have to tell an employer about my conviction?
Only when asked. Many applications no longer ask upfront. If asked later, honesty with a short explanation focused on growth and skills is usually the best approach.
Can I get a job with a pending charge?
Yes. A pending charge is not a conviction. Some employers may wait for the outcome, but many second-chance employers will still hire, especially for entry-level or temp-to-hire roles.
Looking for More Reentry Resources?
Starting over takes more than a job alone. Our state-by-state reentry directory connects you with verified local support, including:
- Second-chance job training programs
- Housing and sober living assistance
- Legal aid and expungement help
- Community and faith-based support