Finding a job when you have a record feels like running a race with your shoelaces tied together. You’re ready to work, you’ve got the skills, but that background check keeps tripping you up. Honestly, it's exhausting. But here is the thing: the "blacklist" isn't as solid as it used to be. Many major corporations have realized that excluding 70 million Americans with criminal records is just bad for business.
In 2026, the labor market is still tight, and companies are desperate for reliable people. This has pushed the "Second Chance" movement from a nice-sounding HR slogan into a real, everyday hiring practice.
The Heavy Hitters: What Businesses Hire Felons Now?
Let's get straight to the names you know. You might think the biggest companies are the strictest, but often they’re the ones with the most formalized "fair chance" policies.
Amazon is arguably the largest player here. They’ve basically built a massive chunk of their warehouse workforce on second-chance hiring. They don't just "tolerate" records; they’ve actively campaigned for "Ban the Box" legislation. If you can handle the physical pace, they’re often one of the fastest ways to get back into the paycheck cycle.
Then you have Walmart. For years, they've been a go-to. They use a case-by-case evaluation. Basically, if your conviction isn't related to the specific job (like a theft charge for a cashier role), they are usually willing to talk.
JPMorgan Chase is a surprising one. You’d think a bank would be a hard "no." However, their CEO, Jamie Dimon, has been a massive advocate for second-chance employment. In recent years, they've hired thousands of people with criminal backgrounds for roles that don't involve handling sensitive financial data. They even helped found the Second Chance Business Coalition, which is a group of huge companies committed to this exact cause.
A Quick List of Other Major Players
- Starbucks: They’re famous for their "barista" path, and they generally look at how long it’s been since your conviction.
- Microsoft and Google: In the tech world, skills often trump history. They've signed the Fair Chance Business Pledge.
- Tyson Foods: They actually have a policy where they don't even ask about convictions on the initial application.
- Mod Pizza: This is a brand that built its entire culture around "Impact Hiring," specifically targeting people who need a second chance.
- Gap Inc. (including Old Navy and Banana Republic): They focus heavily on retail and distribution roles for those with records.
Why the Industry You Choose Matters
Some industries are naturally more "felon-friendly" than others. It’s just how the risk management side of business works.
Construction and trades are the gold standard. If you can weld, frame a house, or drive a forklift, most site foremen won't care what happened five years ago. They care if you show up at 6:00 AM. Companies like Paul Johnson Drywall or large HVAC firms are constantly looking for bodies.
The trucking industry is another big one. While a DUI might disqualify you from driving for a while, many trucking companies like Swift Transportation or J.B. Hunt have programs to help people get their CDL even with a record.
Manufacturing is also huge. Factories operated by companies like Georgia-Pacific or Koch Industries often have entry-level positions in production where a record isn't an automatic disqualifier. They need people who can follow safety protocols and work a shift.
The "Ban the Box" Law Factor
You've probably noticed that some applications don't ask about your record until the very end. That’s not an accident. Many states and cities have passed "Ban the Box" laws. These laws make it illegal for an employer to ask about your criminal history on the initial job application.
The idea is to let you get your foot in the door first. If you nail the interview and they see you’re a great fit, the background check at the end becomes a conversation rather than a brick wall. Companies like Target and Home Depot moved to this model years ago, partly to comply with these laws and partly to widen their talent pool.
What Most People Get Wrong About Background Checks
People often think a background check is a "pass/fail" grade. It's not.
Most modern HR departments use what's called the "Nature-Time-Nature" test. They look at the nature of the offense, the time that has passed since it happened, and the nature of the job you're applying for.
Example: If you have a ten-year-old drug possession charge and you're applying for a job in a warehouse, that’s a very different conversation than if you have a recent fraud conviction and you're applying to be an accountant.
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Actionable Steps to Get Hired
Don't just blast out resumes and hope for the best. You need a strategy.
- Check the "Fair Chance" Pledges: Look for companies that have signed the Fair Chance Business Pledge or are members of the Second Chance Business Coalition. These companies have publicly committed to giving you a fair shake.
- Be Honest but Brief: If it comes up in an interview, don't over-explain. Admit the mistake, explain what you learned, and pivot immediately to why you're a great worker today.
- Get Your Paperwork Ready: Have your certificates, letters of recommendation, or proof of completed programs ready. If you can show a "Certificate of Rehabilitation" or similar document from your state, it goes a long way.
- Target Small to Mid-Sized Businesses: While the big names are great, local "mom and pop" shops often have more flexibility. If you can talk directly to the owner, you can explain your situation human-to-human.
- Use Specialized Job Boards: Websites like 70MillionJobs or Honest Jobs specifically list openings from employers who are looking for people with records.
The reality of what businesses hire felons is changing. It's not just about "forgiveness"—it's about the fact that the economy needs workers, and people with a past are often the most loyal, hardest-working employees once given a shot. Your record is a chapter in your book, not the whole story. Focus on the industries that need your specific skills, leverage "Ban the Box" protections, and lead with the value you bring to the table right now.