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No occupation can guarantee “no background check.” Screening rules and hiring decisions depend on the employer, the work, the person’s record, and local law. The strongest documented leads are location-specific programs—especially a New York City CDL pathway—not a verified nationwide list of 35 jobs. Treat salary figures from those programs as reported outcomes, not promised earnings.
Why a job title cannot promise no background check
An employer may consider criminal-record information when making a final hiring decision, subject to applicable laws. Some jobs also have legal restrictions or required checks. A role that does not screen for one employer may be screened by another, and eligibility for a particular license can depend on the conviction and the jurisdiction.
The EEOC advises that criminal-record policies must not discriminate based on race or national origin. A policy that disproportionately excludes a protected group may be unlawful if it is not closely related to the job and consistent with business necessity. The EEOC identifies the offense’s nature and seriousness, time passed, and the job’s duties as relevant considerations.
What fair-chance protections can change
Federal jobs and federal contractors
According to the EEOC’s job-seeker guidance, most federal agencies and federal contractors generally cannot ask about criminal history until after a conditional offer, subject to exceptions. This is a rule about when an inquiry may occur; it does not promise a job or prohibit every later review.
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New York and New York City
New York State Department of Labor guidance says Article 23-A generally bars denying employment or a license because of a conviction unless there is a direct relationship between the conviction and the work or license, or granting it would create an unreasonable risk to property or safety. Factors include job duties, offense relevance, time passed, age at the time, rehabilitation, and good conduct. The state guidance also says New York City applicants do not have to disclose unsealed convictions until after a conditional offer under the NYC Fair Chance Act. That timing rule should not be assumed to apply to every New York employer.
California
California Civil Rights Department guidance in its June 2025 factsheet says covered employers cannot reject an applicant simply for having a criminal record or a particular conviction type. If a background check raises a concern, the employer must assess the connection between the conviction and the specific job duties. If the employer preliminarily decides to withdraw an offer, the factsheet describes written notice, a copy of the report, and an opportunity to respond with rehabilitation or mitigating information. Coverage and exceptions matter, so check the factsheet and current rules for the situation.
Documented fair-chance pathways to investigate
These are examples of local programs and supports, not endorsements, open-vacancy lists, or proof that a particular employer skips screening. Only the New York City example below reports salary figures; they describe program-connected outcomes rather than typical earnings for the occupation.
| Program and location | What it offers | Reported pay or outcome | What to verify |
|---|---|---|---|
| Next Mile NYC, New York City | The NYC Mayor’s Office describes CDL training and placement support for eligible justice-involved New Yorkers. | The Mayor’s Office announcement of July 16, 2026 reports salaries of $70,000–$125,000 offered by employers connected to program graduates. It reports 111 participants in full-time employment with an average salary of $73,573 and a median of $75,000. The announcement also reports that 97% of participants who earned a CDL received a job offer within six months, and 94% of participants who completed behind-the-wheel training earned a CDL. | These are program-reported figures, not an independent evaluation, national trucking wages, hiring or retention guarantees, or evidence that all trucking employers waive checks. Confirm current eligibility, training details, and employer-specific requirements with the program. |
| Virginia Has Jobs–Fair Chance, Virginia | The Virginia Department of Corrections says the site helps people explore careers, connect with fair-chance employers, and access training, education, support services, and registered apprenticeships. | The department reports that a virtual hiring event connected more than 100 justice-impacted Virginians and 661 people within 90 days of release across 33 facilities, and that employers offered more than 400 opportunities. | Those figures describe a Virginia event, not current vacancies or guaranteed employment. Check the site for available programs and each employer’s criteria. |
| Fair Chance Hiring Initiative, Philadelphia | The City of Philadelphia describes employer referrals and wage reimbursement, plus a potential one-time employee retention grant. | Salary figures are not stated by the City program page. | Eligibility conditions include residency, time since justice-system involvement, and a qualifying employer and retention period. Confirm current requirements and grant terms with the city. |
How to find a role that fits your record and goals
- Start with the duties, not just the title. Identify the actual responsibilities, access to people or property, and any required license. The relevant question is whether your record is legally disqualifying or directly related to those duties under the rules where you will work.
- Check state and local rules. Look up the relevant state licensing board and local fair-chance law. A general “felon-friendly” label is not a legal status and does not establish that a job is open to every applicant.
- Search official local support. Look for state corrections, workforce, reentry, and city employment resources. Ask whether a program is accepting applicants, what it costs, what training it provides, and which employers it actually connects participants with.
- Ask the employer focused questions. You can ask when screening occurs, what the position’s requirements are, whether a specific license or record restriction applies, and how the employer evaluates a record in relation to the duties. Policies vary, so seek an answer for the specific opening.
- Prepare accurate information. The EEOC recommends being ready to discuss relevant history and provide work history, training, rehabilitation information, and references. If a report contains an error, tell the employer and raise the inaccuracy.
How to assess whether an opportunity is genuinely high-paying
Compare the actual posted pay for the location and opening, not a national headline or a program’s best-connected salary. Ask whether the figure is hourly or annual, what schedule and overtime assumptions apply, and whether it is a starting rate or a range. Then weigh training time and cost, licensing eligibility, transportation, physical demands, and opportunities to advance. The sources cited here do not establish a nationwide pay ranking for occupations open to people with felony convictions.
Do these 3 things before closing this tab:
1Repair Windows errors before they cause bigger problems2Fix the driver behind crashes, sound loss and screen glitches3Clear out junk files and repair common Windows errorsFor a practical starting point, investigate local CDL training and placement programs where you live, then check state career resources for registered apprenticeships and employer connections. Verify each opening and its screening process directly; the evidence supports exploring fair-chance pathways, not assuming that any job title guarantees either high pay or no background check.
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