People are more than their record. RMO actively considers qualified applicants with criminal histories on a case-by-case basis, with the role and your future in mind.
We believe in second chances because we've seen them work. People returning to the workforce after incarceration bring resilience, perspective, and a drive to build something durable. Across our divisions we hire returning citizens into roles ranging from entry-level operations to skilled trades to corporate functions.
Our hiring practice follows fair-chance principles: we don't ask about your record on the initial application. When a background check is run later in the process, any history is reviewed in context — how long ago, the nature of the offense, its relevance to the specific role, and what you've done since.
Submit your application like any other candidate. We don't ask about criminal history on the initial form.
If you're a fit, you'll go through interviews and receive a conditional offer based on the work, not your past.
If a background check surfaces something, we discuss it with you directly — with the role, time elapsed, and what you've done since all factored in.
Some roles — particularly those requiring specific licensing, fiduciary access, or working with vulnerable populations — have legal restrictions we're required to follow regardless of policy.
If you're navigating the return-to-work process, you don't have to do it alone. Organizations we partner with or refer applicants to include reentry programs in your community, your state's workforce development office, and national initiatives like the Fair Chance Business Pledge.
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