A criminal record narrows the job search, but it does not end it. Tens of thousands of employers across the United States hire people with convictions every year, and many of the largest companies in the country have written policies that give applicants a fair shot regardless of their past. The challenge is knowing where to apply and how to handle the record when it comes up.
This guide names companies that hire people with records, points to the industries most open to second-chance hiring, and lays out a direct approach for the application and the interview. The goal is practical: less time wasted on closed doors, more time spent where a record is not an automatic disqualifier.
What “Ban the Box” and Fair-Chance Hiring Mean
“Ban the Box” refers to the practice of removing the checkbox that asks about criminal history from the initial job application. Employers that ban the box do not screen out applicants before anyone has read their qualifications. A background check may still happen later in the process, but the record is no longer the first thing that decides whether an application gets considered at all.
Fair Chance Hiring is the broader term for the laws and company policies that give people with records a fair opportunity to compete for work. More than 30 states and over 150 cities and counties have passed fair-chance laws covering public employers, and many extend to private companies. These rules typically delay the background check until after an interview or a conditional offer, so a record is weighed against actual qualifications rather than used as a shortcut to reject.
The distinction matters when choosing where to apply. A fair-chance employer is far more likely to read past the conviction and judge the person. Time spent on those employers pays off; time spent on companies that auto-reject does not.
Second-Chance Employers Worth Targeting
Several national companies have public records of hiring people with convictions and have signed fair-chance commitments. These are large employers with constant turnover, which means openings are frequent and the hiring process is built to move volume. The following companies are known for second-chance hiring:
- Walmart — retail, stocking, and store operations, with locations in nearly every county.
- Amazon — warehouse, fulfillment, and delivery roles, hiring at large scale year-round.
- The Home Depot — retail floor, freight, and warehouse positions.
- Target — store and distribution-center work.
- UPS — package handling, loading, and driver-helper roles.
- FedEx — sorting, package handling, and ground operations.
- Starbucks — food service and barista positions, with structured second-chance programs.
None of these companies guarantee a hire, and policies can vary by location and by the nature of the offense. A conviction directly related to the job, such as theft for a cash-handling role, may still be a barrier. But these employers are a reasonable starting point because their scale and policies favor applicants who would be rejected elsewhere. Many of their openings fall under jobs hiring immediately, which shortens the gap between applying and starting work.
The Industries Most Open to Hiring
Some fields hire people with records far more readily than others. They share a few traits: high turnover, persistent labor shortages, pay tied to output or reliability rather than credentials, and little or no degree requirement. The four most open industries are warehouse work, construction, food service, and landscaping.
- Warehouse and logistics — Picking, packing, loading, and forklift work reward speed and dependability. Demand is steady because of e-commerce, and many sites hire on the spot. Searching for warehouse jobs near you is one of the most direct paths to a paycheck.
- Construction — Labor, demolition, and trades roles judge workers on showing up and doing the work. Apprenticeships and union programs sometimes accept people with records, and skills learned on the job raise pay quickly.
- Food service — Kitchens, fast food, and restaurant prep hire constantly and train on site. Back-of-house roles in particular tend to focus on reliability over background.
- Landscaping and grounds — Seasonal and year-round outdoor crews need steady hands and often hire with minimal screening.
Concentrating the search on these four industries raises the odds of an offer. They are where second-chance hiring is most common and where a record is least likely to end the conversation before it starts.
How to Approach the Record on an Application
On the application itself, the rule is simple: never lie, but never volunteer more than is asked. If the application bans the box, the record does not belong there at all. If a question is asked, answer it truthfully and briefly. A lie discovered in a background check is grounds for immediate rejection or firing, and it converts a manageable problem into a fatal one.
Lead with qualifications. Fill the application with skills, work history, certifications, and references that show capability. The record is one line in a longer story, and a strong application gives the employer reasons to keep reading rather than reasons to stop.
How to Address the Record in an Interview
The interview is where the record is won or lost. The approach that works is short, honest ownership followed by a fast pivot to the present. Own it briefly: state the conviction plainly, without excuses or a long backstory. A drawn-out explanation reads as defensiveness; a clean, brief acknowledgment reads as maturity.
Then focus on what has changed. Point to time passed, programs completed, steady work since, or skills gained. Emphasize reliability above all, because that is what an employer is actually buying. A useful structure: name it, take responsibility, and finish on why hiring will be a low-risk, dependable decision today.
- State the conviction in one or two sentences, no excuses.
- Avoid blaming others or relitigating the case.
- Describe concrete change: programs, steady work, new skills.
- Close on reliability and readiness to start.
Practicing this answer out loud removes the nervousness that hurts more than the record itself. An employer who has decided to interview a candidate with a record is usually open to hiring one; the interview is a chance to confirm that the decision is safe.
Frequently Asked Questions
Do these companies hire people with felonies or only misdemeanors?
Many hire people with felony convictions, not just misdemeanors. Decisions usually depend on the type of offense, how much time has passed, and whether the crime relates to the job. A nonviolent felony from years ago is treated very differently from a recent conviction tied to the role’s duties.
Should the record be mentioned before the employer asks?
No. There is no reason to raise it on a banned-box application or early in an interview. Answer honestly when asked, but leading with the record gives it more weight than it deserves and skips past the qualifications that earn the job.
Can a background check be run before a job offer?
It depends on state and local law. In fair-chance jurisdictions, the check is often delayed until after an interview or a conditional offer. Where no such law exists, an employer may run it earlier. Either way, honesty on the application protects the candidate when the check arrives.
Which industry is the fastest to get hired in with a record?
Warehouse and logistics tend to move fastest. High turnover and constant demand mean many sites hire within days, sometimes on the spot, and the work rewards reliability over credentials.
Does expunging or sealing a record help?
Yes, where it is available. A sealed or expunged record may not appear in standard background checks, which removes the obstacle entirely. Eligibility varies by state and offense, so it is worth checking local rules or speaking with a legal aid service.
Bottom Line
A record changes the job search but does not close it. The most effective strategy is to target fair-chance and ban-the-box employers, concentrate on warehouse, construction, food service, and landscaping, and handle the record with brief honesty followed by proof of reliability. The companies listed above hire people with convictions every day, and the industries named above hire them fastest. Apply where the door is open, lead with what the work requires, and let the record be one line rather than the whole story.