Startup companies are known for having progressive, forward-thinking, free-wheeling office cultures. The rejection of societal norms to “hack” or “disrupt” the world is a common attribute among the startup community. But how does this disruptive mindset fare when faced with the sticky issue of hiring someone with a felony conviction?<p>I’m co-founder of a startup called Comeback, (www.comebackasap.com). We’re the first to offer custodial insurance--an insurance policy that covers an arrestee’s expenses in the event they get taken into custody, (i.e. jail/prison).<p>Comeback’s business model relies on keeping our policyholders out of jail, whereby reducing the likelihood they’ll ever file a claim. Given that 90% of people currently in prison were unemployed at the time of their arrest, the key is to offer career training and job placement.<p>As such, we’re partnering with a variety of mid to large-sized companies to offer entry-level employment opportunities to our clients. With moderate success thus far, we’d like to expand our biz-dev efforts to include startups.<p>Startups encourage their employees to break social conventions and shatter societal norms. Is an aversion to hiring felons a norm that startups choose not to “disrupt”?<p>So let’s say you have an applicant that has a felony conviction, (nothing violent or sexual in nature), has spent time in prison, yet has the qualifications necessary for an entry-level position with your company. Would you hire her?<p>Much has been made on HN about the importance, (or lack thereof) of hiring someone that’s a good “cultural fit”. Is there an underlying fear that hiring a felon inherently disrupts a startup’s culture?
This is a really hard question to answer, personally. I really love the problem you are solving and wish you the best of luck, but I'm embarrassed to say that all things being equal, I don't think I'd make the hire.<p>I was going to put in a list of reasons why and examples, but it reduces down to one thing (and I realize that it's incredibly close-minded). In startups, every move you make has incredible risk and consequences. Given two people of equal qualifications, and one with an incarceration, I'd have to de-risk where possible. Despite being altruistic, there is no real upside for the startup, with the potential for a severe downside.
I'm not a hiring manager but as a peer I'd be very uncomfortable sitting next to a felon.<p>Now, a guy convicted of a non-violent misdemeanor, that's another story. Depends on circumstances.<p>I myself was guilty, in the Marines, for offenses that would be classified by a civilian court as misdemeanors. I was young, and stupid. After the second office hours hearing I got with the program. Too late to have a career in the Marines, but I finished my enlistment, honorable discharge, and got on with life.<p>And I'm a pretty good employee.
Maybe. Depends on the felony and the nature of the crime. I'd probably say no to sexual and violent crimes and some non-violent crimes (fraud, theft). Not to be judgemental, but some people really do have physiological issues. Not everyone, but it's hard to pinpoint from a few job interviews. I'd consider it though if I can get some guarantees (but lawyers struggle with this all the time, no?).<p>In the US I've noticed, some felonies are really nonsense and it's just an over-law'ed system all together. For those, I would probably hire.
Yes, I would, I have, and will do it again. Being a felon is not a standard definition. People can go to jail for very different things. Of course, I won't work with anyone who committed a violent crime, but I will consider people who have committed small stuff. You can't measure everyone with the same ruler.
Personally? Depends on the offense, but in general, hell no. Many non-violent offenses are worse than the violent ones - I could care less about a weapons possession charge, but theft or fraud is an absolute non-starter.
Having represented these people for 15 years, no. Non-sexual and non violent. Whats left. Some form of theft - worse for a company than violence. Multiple DWIs? Drunk. Drug offenses? No.