Your record is part of your history. It doesn't have to be the end of your story.
You have a felony on your record. You need a job. And you're wondering if there's even a point to writing a resume with a felony when you know the background check is coming. There is. This guide shows you how to write a resume for felons that gets interviews, without lying and without leading with your record.
Here's the truth: most employers run background checks. That isn't going away. Pretending your record doesn't exist isn't a strategy. It's a time bomb.
The background check isn't the only look they take. Plenty of hiring managers type your name into Google before they ever call. Clean up what they'll find before you send a single application.
But here's the other truth: some big companies have said publicly that a record is not an automatic no. As of September 2026, the Second Chance Business Coalition member list includes Walmart, Target, CVS Health, Home Depot, and JPMorgan Chase. There are employers who will hire you. The question is whether your resume gets you in front of them, and whether you know how to handle the conversation when it comes up.
I've spent over a decade helping people in exactly this spot. This guide is everything I know about how to do both.
What Employers Actually See (And When)
Before you write a single word on your resume, you need to understand what's actually happening on the employer's side. I walk every client through this because it changes how you think about the whole process.
The Timeline of a Background Check
Many employers don't run a background check until after they've decided they want you. Here's the typical sequence:
- Application: They see your resume
- Interview: They meet you, ask questions
- Conditional offer: They say "you're hired, pending background check"
- Background check: They run your record
- Final decision: They decide if the record is a dealbreaker
This matters because your resume's job is to get you to step 2 (the interview), not to confess your entire life story at step 1. I tell every client the same thing: the resume opens the door. That's it. Don't make it do a job it was never meant to do.
How Far Back Do Background Checks Go?
It depends on the state, the job, and the type of check:
- Federal law (the Fair Credit Reporting Act) puts no time limit on reporting criminal convictions
- Some states limit how far back a background check company can report convictions, often 7 years. Those limits usually count from when you were sentenced, released, or finished parole, not from the offense date, and many have exceptions. In New York, for example, the 7-year limit does not apply to jobs paying $25,000 a year or more (as of September 2026). Check your own state's rule.
- Wisconsin does not add its own time limit on top of federal law, as far as we can find as of September 2026. That means an old Wisconsin conviction can show up on a background check. Confirm with legal aid if it matters for your case.
These rules change, and the details matter. If you're outside Wisconsin, check your own state's current rule or ask a legal aid office.
Ban the Box: What It Actually Means
You've probably heard the term "Ban the Box." I get asked about it constantly. Here's what it actually does, and doesn't do.
What Ban the Box Laws Require
By the National Employment Law Project's October 2021 count, 37 states and many cities and counties had some form of Ban the Box policy (also called fair-chance hiring), and 15 states applied it to private employers. Laws have changed since then, so check your state's current rules. Depending on where you live, these laws may:
- Remove the criminal history checkbox from the initial job application
- Delay background check questions until after an interview or conditional offer
- Require the employer to look at your specific situation before turning you down, in some places
What Ban the Box Laws Don't Do
- They don't prevent employers from ever asking about your record
- They don't force employers to hire you
- They don't erase your conviction
Ban the Box changes the timing of when employers can ask. It doesn't change the fact that they'll eventually find out. I've seen people treat Ban the Box like a magic shield. It's not. It just buys you time to make a first impression before the record enters the conversation.
Wisconsin's Rules (Private vs. Public Employers)
Wisconsin does not have a statewide Ban the Box law for private employers. Private employers can ask about your criminal history on the application.
However, Wisconsin law does protect you from discrimination based on arrest and conviction record under certain circumstances:
- Employers can only hold a conviction against you if it is "substantially related" to the job
- Employers cannot refuse to hire based solely on an arrest record (arrests without conviction)
- Employers can consider pending charges only if substantially related to the job duties
For Wisconsin state government jobs (the state civil service), a 2016 law (2015 Wisconsin Act 150) bars the state from asking about convictions on the application. It can ask once you're certified for the job, or earlier if a specific conviction would legally rule you out for that job. City and county jobs are covered only if that city or county has its own rule.
Local policies: Madison, Dane County, the City of Milwaukee, Milwaukee County, and the City of Racine have their own Ban the Box rules for their own government jobs. Madison also makes companies with certain city contracts wait until after a conditional offer (as of September 2026).
How to Write a Resume With a Felony: What Goes On It (And What Doesn't)
Your resume is a marketing document, not a confession booth. The biggest mistake I see is people sabotaging themselves before they even get to the interview.
The Golden Rule
Your resume doesn't need to mention your criminal record. Not in your summary. Not in your cover letter.
Why? Because:
- You're giving them a reason to reject you before they've met you
- You're wasting valuable resume space on something negative
- You're making the conversation about your past instead of your future
Leaving it off is not lying. Making things up is. The resume gets you to the interview. The interview is where you handle the hard questions. I've seen people put "I have a felony but I'm a hard worker" right in their summary statement. Don't do that to yourself.
What Your Resume Should Emphasize
Focus on transferable skills, work ethic, and reliability: the exact things employers worry about when they see a record:
Skills that translate everywhere:
- Physical stamina and consistent work ethic
- Following safety procedures
- Meeting deadlines and quotas
- Working on teams
- Problem-solving under pressure
- Operating equipment (list specific types)
Metrics that prove reliability:
- Attendance records
- Safety record (days without incident)
- Production numbers or speed
- Customer satisfaction or quality scores
Certifications that show investment:
- Forklift certification
- OSHA safety training
- Food handler's card
- CDL (if applicable)
- Any industry-specific training
I always tell clients: every line on your resume should answer the question "Why should I trust this person to show up and do the work?" That's the real question behind every hiring decision for someone with a record.
How to Explain a Prison Gap on Your Resume
If you were incarcerated, you'll have a gap. Some gaps come from situations you didn't choose: exploitation, trafficking, circumstances that weren't your fault. You don't owe anyone every detail. You do owe them the truth, and proof you're ready now.
Here are your options:
Option 1: Fill the gap with what you really did
Instead of leaving a blank, list real things from that time, by their real names:
- A work assignment you held (kitchen, maintenance, laundry, tutoring), with the dates
- Education or training you finished (GED, a vocational certificate, a course)
- Volunteer or peer-support work
If there's nothing to list, a plain "Career break" with the dates is honest. Be ready to say the true reason, briefly, if they ask.
Do not invent a cover label like "family responsibilities" or "personal development" if that is not what happened. A made-up label can be treated as a false statement later, and when the background check contradicts it, you look like you lied. That costs more than the gap ever would. You are not required to volunteer your record on a resume. You are required not to make things up.
Option 2: Show what you did inside
If you completed programs, got certifications, or worked while incarcerated, you can list those:
GED Completion | [State] Department of Corrections | 2021
Forklift Certification | Completed during work release program | 2022
A job in the prison kitchen is still food service experience. List it as the real work it was, and fill the employer line honestly. The institution's name or "[State] Department of Corrections" is fine. Never invent an outside company name, and don't write it in a way meant to make someone believe you worked somewhere you didn't.
Option 3: Use a combination (hybrid) format
A hybrid resume leads with a skills section, then lists your work history with dates. It puts what you can do first without hiding your timeline. Skills-only (functional) resumes with no dates can backfire: many hiring managers read them as hiding something, and some applicant tracking systems read them poorly.
When They Ask About Your Felony: Scripts That Actually Work
At some point (on the application, in the interview, or when they run the background check), someone will ask about your record. Here's what works.
If the Application Asks Directly
In states without Ban the Box for private employers (like Wisconsin), you might see the question on the application.
Do not lie. Lying on an application can get you fired, even years later if they discover it. But you can be strategic:
For "Have you ever been convicted of a felony?" checkboxes:
- Check "Yes" if you have a conviction that the question covers
- If there's a space for explanation, keep it brief: "I'm happy to discuss in an interview"
For "Explain any criminal convictions" boxes:
Keep it to one or two sentences:
"I was convicted of [general category] in [year]. Since then, I have [specific positive action]. I'm fully committed to [relevant to this job]."
Example:
"I was convicted of a drug-related offense in 2019. Since then, I've completed treatment, maintained sobriety, and earned my forklift certification. I'm fully committed to being a reliable, long-term employee."
If They Ask in the Interview
This is actually your best-case scenario. You have a chance to make an impression before the record comes up, and you can control how the story gets told.
The 30-Second Framework:
- Acknowledge briefly (2-3 seconds)
- Take responsibility (5 seconds)
- Pivot to what's changed (10 seconds)
- Connect to this job (10 seconds)
Example script:
"Yes, I have a felony on my record from [year]. I made a serious mistake, and I've taken full responsibility for it. Since then, I've [specific changes: completed treatment, maintained employment, gotten certified, etc.]. What I'm focused on now is being the most reliable, hardest-working person on your team. That's why I'm here. I want to prove myself through my work."
What NOT to do:
- Don't over-explain or give your whole life story
- Don't blame others or make excuses
- Don't get emotional or defensive
- Don't bring it up repeatedly. Say it once and move on
If the Background Check Comes Back
Sometimes you'll get the interview, nail it, get a conditional offer, and then the background check comes back. The employer may call you to discuss.
Your goal: Give them the confidence to proceed with the hire.
Script for the phone call:
"Thank you for giving me a chance to discuss this. I understand you need to do your due diligence. What I can tell you is that I've spent the last [X years] working on becoming someone you can count on. I've [specific proof: held steady employment, completed programs, stayed out of trouble, etc.]. I want this job because [specific reason], and I'm prepared to work harder than anyone to prove I was the right choice."
Jobs for Felons: Industries That Actually Hire
Not every industry is equally open to people with records. Here's where your odds tend to be best, and worst.
More Likely to Hire
Manufacturing & Warehouse
- High turnover means constant need for workers
- Focus is on reliability and physical ability
- Many companies in this sector hire people with records; ask your local job center which ones near you actually do
Food Service
- Similar high turnover, constant hiring
- Experience matters more than background
- Back-of-house positions especially accessible
Construction & Skilled Trades
- Short on workers in many areas
- Skills and certifications carry weight
- Some small contractors don't run checks
- Focus: Can you do the job safely?
Transportation & Delivery
- CDL drivers in high demand
- Record matters for driving-related offenses (DUI especially)
- Non-driving delivery and warehouse roles more accessible
More Difficult (But Not Impossible)
Healthcare
- Heavily regulated, especially for direct patient care
- Nursing homes and hospitals have strict requirements
- Non-clinical roles (housekeeping, food service, maintenance) may be accessible
Financial Services
- Federal law (Section 19 of the Federal Deposit Insurance Act) bars people with convictions for dishonesty, breach of trust, or money laundering from working at FDIC-insured banks unless the FDIC consents
- Many older convictions don't count anymore: generally 7 years after the offense, or 5 years after release if you were locked up (30 months after sentencing if you were 21 or younger). A short list of serious bank-crime convictions is excluded from those time limits
- Simple drug possession is not covered, and you can apply to the FDIC for consent yourself. Rules as of September 2026
- Back-office and support roles may be possible
Working with Children
- Sex offenses are barred for most jobs working with children, but the exact rules depend on the state and the role
- Other offenses may be case-by-case
Government Jobs
- State and federal jobs have their own rules
- Jobs that need a security clearance are much harder
Companies That Have Said They Hire People With Records
The Second Chance Business Coalition is a group of more than 50 large companies that have committed publicly to hiring people with records. As of September 2026, its member list includes:
- Walmart
- Target
- Best Buy
- CVS Health
- Home Depot
- Kroger
- Lowe's
- McDonald's
- Koch Industries
- Microsoft
- PepsiCo
- JPMorgan Chase
Member list checked against the coalition's own website in September 2026. Membership changes, so check secondchancebusinesscoalition.org for the current list.
Being on this list means the company has said publicly that a record is not an automatic no. It does not mean every location or every job will hire you. Hiring decisions are still made store by store and role by role, so apply the same way you would anywhere else: strong resume first, honest conversation when it comes up.
Wisconsin Resources: Where to Get Help
State Programs
Wisconsin Department of Corrections Reentry Unit
- Employment resources for people transitioning from incarceration
- Can point you to the Federal Bonding Program, a free bond that covers an employer against employee theft or dishonesty for your first months on the job
Pardons
Wisconsin's governor can grant pardons for Wisconsin felony convictions. Under the current rules (as of September 2026), you have to be at least 5 years past the end of your whole sentence, including supervision, with no pending charges, and not on the sex offender registry. A pardon does not erase or seal the record, but the record gets updated to show the pardon, and that can help with jobs and licenses. Applying is free. Legal Action of Wisconsin or a defense attorney can tell you if it's worth it. The rules are set by each governor and can change.
Milwaukee/Waukesha Area
Employ Milwaukee
- Reentry-focused employment programs
- Job training and placement services
- Works with employers who hire people with records
- Contact: employmilwaukee.org
Wisconsin Community Services: Center for Driver's License Recovery and Employability
- Helps with license issues that block employment
United Way of Greater Milwaukee & Waukesha County
Funds a range of job-training and barrier-reduction programs. Call 211 to find what's running near you now.
Expungement: Is It an Option?
Wisconsin's expungement law is narrow, but worth checking:
Current law (Wis. Stat. 973.015) requires:
- Offense committed when you were under age 25
- An offense with a maximum prison penalty of 6 years or less (some offenses are excluded, including many violent felonies and Class H or I felonies if you already had a prior felony)
- The judge must have ordered expungement eligibility at sentencing
- Successful completion of your sentence
Bills to widen eligibility, including one in the 2025 state budget proposal, have not passed as of September 2026. Check whether anything has passed before you count on it, and talk to a criminal defense attorney or legal aid office if you think you might qualify.
Once your resume is ready, point it at employers with proof they hire people with records: see jobs for felons, with state pages for Wisconsin, Montana and Michigan.
Common questions
Should I put my felony on my resume?
No. Your resume doesn't need to mention your criminal record, and leaving it off is not lying. The resume's job is to get you an interview. You handle the record honestly when an application question, an interviewer, or a background check brings it up.
Should I bring up my record in the interview if they don't ask?
You don't have to. If there's no application question and they don't ask, spend the interview selling yourself. Some people choose to raise it briefly right before the background check so the employer hears it from them first. Either way, never deny it if they ask. See our disclosure planning guide for when each approach makes sense.
What do I say when they ask about my felony in an interview?
Keep it to about 30 seconds. Say it plainly ("Yes, I have a felony from [year]"), take responsibility ("I made a serious mistake"), say what's changed ("Since then I've completed treatment and earned my forklift certification"), and connect it to the job ("I want to prove myself through my work here"). Don't over-explain, and don't get defensive.
What happens if I lie about my record on a job application?
If they find out, even years later, you can be fired for it. The lie is usually a bigger problem than the original offense. If the application asks directly, answer honestly. If there's space to explain, keep it short: "I'm happy to discuss in an interview."
How do I explain a prison gap on my resume?
List what you actually did during that time, by its real name: a work assignment, a GED or certificate, volunteer work. If there's nothing to list, "Career break" with the dates is honest. Do not invent a cover story like "family responsibilities" if that isn't what happened. A background check will contradict it, and then you look like you lied.
How far back do background checks go for jobs?
Federal law puts no time limit on reporting convictions. Some states limit how far back a background check company can report, often 7 years, usually counted from when you were sentenced, released, or finished parole, and with exceptions (New York's limit does not apply to jobs paying $25,000 a year or more). Wisconsin does not add its own time limit, as far as we can find as of September 2026. Check your own state's current rule.
Can an employer legally refuse to hire me because of a felony?
Often yes, but with limits. Federal EEOC guidance from 2012 warns employers that blanket "no felons" policies can violate civil rights law (Title VII), and some states and cities go further. Heads up: since 2025 the EEOC itself has stepped back from these cases, so as of September 2026 your stronger move is usually your state's civil rights agency. In Wisconsin that's the DWD Equal Rights Division. You can still bring a Title VII claim in court after the EEOC gives you a right-to-sue letter. In Wisconsin, an employer can only hold a conviction against you if it is "substantially related" to the job, and can't refuse to hire you based only on an arrest. If you think you were turned down unfairly in Wisconsin, you can file a complaint with the Equal Rights Division of the Department of Workforce Development.
What is Ban the Box, and does Wisconsin have it?
Ban the Box laws move the criminal history question off the first job application and push it later in hiring. By NELP's October 2021 count, 37 states had some form of it and 15 applied it to private employers; laws have changed since, so check your state. Wisconsin does not have it for private employers. It does for state civil service jobs (since 2016), and Madison, Dane County, the City of Milwaukee, Milwaukee County, and the City of Racine have rules for their own government jobs. Madison also covers companies with certain city contracts (as of September 2026).
Which companies hire people with felonies?
As of September 2026, the Second Chance Business Coalition's member list includes Walmart, Target, Best Buy, CVS Health, Home Depot, Kroger, Lowe's, McDonald's, Koch Industries, Microsoft, PepsiCo, and JPMorgan Chase. Membership means the company has said a record is not an automatic no. It does not mean every location or every job will hire you. Check the coalition's website for the current list.
Can I get my felony expunged in Wisconsin?
Maybe, but the rules are narrow. Under current law you generally had to be under 25 when you committed the offense, the offense had to carry a maximum of 6 years or less, the judge had to order expungement eligibility at sentencing, and you had to complete your sentence successfully. Talk to legal aid or a defense attorney to check your case.
The Bottom Line
Having a felony on your record makes the job search harder. Not impossible. Harder.
People with violent felonies, drug charges, and fraud convictions get hired. The ones who do it tend to have three things in common: they're honest about where they've been, they can prove what has changed, and they don't let the record run the conversation.
Your resume is one piece of the puzzle. It gets you in the door. From there, your honesty, your attitude, and your ability to show what you've learned will decide whether you get hired.
Don't hide from your past. Don't over-explain it. Own it, frame it, and move forward.
There are employers who will give you a chance. Your job is to be ready when you find them.
Ready to Build Your Resume?
The Forge is a free career intelligence tool. It analyzes your background, identifies your strongest selling points, and builds a foundation for a resume, even with a complicated history.
No cost. No credit card. Just honest help.
I've been helping people with messy histories find real jobs for over a decade. I don't do fluff. I don't do lies. I build the strongest possible case for who you are today. That's what this whole thing is about.
Questions? Call (262) 391-8137 or email troy@steelmanresumes.com
Last Updated: September 2026
Sources: EEOC Enforcement Guidance 915.002 (2012); Wisconsin Fair Employment Act (Wis. Stat. 111.321, 111.335) and Wisconsin DWD Equal Rights Division; Wis. Stat. 973.015 (expungement); Fair Credit Reporting Act (15 U.S.C. 1681c); National Employment Law Project, Ban the Box state and local guide (October 2021); Second Chance Business Coalition member list (checked September 2026); Employ Milwaukee; Wisconsin Department of Corrections