Quick Answer

Conditional. Bass Pro Shops (including Cabela's) hires individuals with felony convictions for non-firearms positions, though significant regulatory barriers exist. As North America's premier outdoor and conservation company with approximately 40,000 employees across 150+ stores, Bass Pro Shops adheres to EEOC guidelines requiring individualized assessment of criminal records. However, a critical federal barrier exists: Under 18 U.S.C. § 922(g), convicted felons are prohibited from possessing firearms, which disqualifies them from any position involving firearms sales, transfers, or handling.

The law prohibits companies from having a blanket policy excluding all felons. Instead, they must conduct an individualized assessment of the conviction to determine if it is job-related and consistent with business necessity. However, federal firearms regulations create absolute barriers for certain positions that no employer can waive.

The greatest barriers are created by: Any felony conviction (for firearms-related positions due to federal law), theft, fraud, or embezzlement (high-value inventory and cash handling), and violent crimes (customer and employee safety concerns). Recent offenses within the past 7-10 years face the highest scrutiny regardless of type.

Best entry points include Stocker/Night Crew, Warehouse positions, Restaurant roles, and Sales Associate positions in non-firearms departments such as Camping, Clothing, Footwear, or Marine accessories. These positions offer genuine opportunities while avoiding the federal firearms prohibition.

Table of Content

1. Quick Answer

2. Felon-Friendly Scorecard

3. Eligibility Checklist

4. Critical Regulatory Information

5. Company Overview

6. Hiring Policy Analysis

7. Background Check Process

8. Application Strategy

9. Tips for Applicants with Records

10. Benefits Overview

11. Frequently Asked Questions

12. Alternative Second Chance Employers

13. Conclusion

14. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

Before applying, honestly assess whether you meet these baseline requirements:

• Federal Firearms Prohibition: If you have ANY felony conviction, you are permanently disqualified from firearms-related positions under 18 U.S.C. § 922(g). This is federal law that the company cannot waive. Target non-firearms departments.

  
  

• No Blanket Exclusion for Non-Firearms Roles: For positions not involving firearms, the company is not allowed to automatically exclude you solely for having a felony. EEOC guidelines require individualized assessment.

  
  

• Job-Related Assessment: Must be prepared for the company to evaluate whether your felony is related to the job duties using the Green Factors (nature of crime, time elapsed, nature of job).

  
  

• Physical Requirements: Many positions require standing for extended periods, lifting up to 50 lbs, and ability to work in varying temperatures. Warehouse roles may have more strenuous requirements.

  
  

• Drug Screen: Must pass a pre-employment drug test. Bass Pro Shops maintains a drug-free workplace policy. Testing is typically an oral swab (mouth swab) or urine screening for cannabis, opiates, amphetamines, benzodiazepines, and cocaine.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked (after conditional offer). Lying is an automatic disqualifier and can result in termination if discovered later.

  
  

• Work Authorization: Must be legally authorized to work in the United States and able to provide required I-9 documentation.

  
  

• Age Requirement: Must be at least 18 years old for most positions; some states require 21 for positions handling alcohol or tobacco sales.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Bass Pro Shops operates in all 50 states, each with varying fair chance hiring laws. The company is headquartered in Springfield, Missouri, which does not have local ban-the-box protections for private employers, though EEOC guidelines apply nationwide. Federal firearms regulations create unique barriers that distinguish this employer from most retailers.

EEOC Guidelines

The Equal Employment Opportunity Commission advises employers not to automatically refuse to consider an applicant because of a criminal record. Employers must conduct an individualized assessment considering the Green Factors:

(1) Nature and gravity of the offense;

(2) Time elapsed since the offense and/or completion of sentence;

(3) Nature of the job sought and its relationship to the offense. Blanket policies excluding all felons are prohibited under Title VII when they result in disparate impact on protected classes.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, Bass Pro Shops must comply with the Fair Credit Reporting Act (FCRA) adverse action procedures:

(1) Provide pre-adverse action notice with a copy of the report and summary of FCRA rights;

(2) Allow reasonable time (typically 5 business days) to dispute inaccuracies;

(3) Provide final adverse action notice if decision stands after review.

State-Specific Considerations

Missouri, where Bass Pro Shops is headquartered, has ban-the-box for public sector only at the state level. However, Kansas City and St. Louis have local ordinances that apply to private employers, delaying criminal history inquiries until after interview. Springfield does not have local fair chance protections. Bass Pro Shops operates in states with varying protections: California, Illinois, New Jersey, and Minnesota have strong fair chance laws for private employers; most other states have public-sector-only or no protections. Many states limit background check lookback to 7 years for non-conviction records.

Firearms Retailer-Specific Considerations

Bass Pro Shops operates as a Federal Firearms Licensee (FFL) under regulations from the Bureau of Alcohol, Tobacco, Firearms and Explosives (ATF). Under 18 U.S.C. § 922(g), convicted felons are prohibited from possessing firearms under federal law. This creates an absolute barrier to employment in any position involving handling, selling, or transferring firearms. This federal prohibition cannot be waived by the employer, regardless of the nature of the underlying felony, time elapsed, or evidence of rehabilitation. Misdemeanor crimes of domestic violence also trigger this prohibition. Applicants with felony convictions must target non-firearms departments to have any chance of employment.

Company Overview

Bass Pro Shops is North America's premier outdoor and conservation company, founded in 1972 when Johnny Morris began selling fishing tackle from an 8-square-foot space in his father's liquor store in Springfield, Missouri. Today, the privately-held company operates more than 150 Bass Pro Shops and Cabela's retail stores across the United States and Canada, featuring massive destination stores with indoor aquariums, wildlife displays, archery ranges, and restaurants. The company acquired Cabela's in 2017 for approximately $4.5 billion, creating a combined outdoor retail powerhouse. Bass Pro Shops also operates White River Marine Group (one of the world's largest boat manufacturers), Big Cedar Lodge (America's Premier Wilderness Resort in the Missouri Ozarks), and the Wonders of Wildlife National Museum & Aquarium. The company employs approximately 40,000 team members (called 'Outfitters') and generates estimated annual revenue of approximately $6.5 billion.

Bass Pro Shops has been named one of 'America's Best Employers' by Forbes and is recognized for its commitment to conservation, having donated hundreds of millions to wildlife habitat conservation. The company emphasizes a family-oriented culture and promotes outdoor recreation and conservation education. Employee benefits include generous merchandise discounts (45% on store brands, 15% on national brands), 401(k) with company match, and health insurance for full-time employees.

Company Fast Facts

• Founded: 1972 (Springfield, Missouri)

• Headquarters: Springfield, Missouri

• Employees: ~40,000 across US and Canada

• Store Count: 150+ Bass Pro Shops and Cabela's locations

• Estimated Revenue: ~$6.5 billion annually

• Ownership: Privately held by founder Johnny Morris

• Founder/CEO: Johnny Morris

• Business Model: Outdoor recreation retail, marine manufacturing, hospitality resorts

• Major Subsidiaries: Cabela's, White River Marine Group, Big Cedar Lodge, Wonders of Wildlife

Hiring Policy Analysis

Bass Pro Shops has not officially stated it is a 'felon-friendly' employer and has not signed the Fair Chance Business Pledge. However, the company adheres to EEOC guidelines requiring individualized assessment of criminal records for non-firearms positions. Background checks are conducted after a conditional offer of employment, giving applicants the opportunity to demonstrate qualifications before criminal history is considered. The hiring process typically includes online application, phone screening, in-person interview with department manager or store leadership, conditional offer, drug screening and background check, and final hiring decision. The company emphasizes hiring passionate outdoor enthusiasts who can provide legendary customer service. Large seasonal hiring needs during hunting/fishing seasons and holidays create regular opportunities for entry-level positions.

Position-Specific Barriers

Barrier levels are determined by federal firearms regulations, cash/inventory handling responsibilities, customer interaction requirements, and role sensitivity.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Actual compensation varies by location, experience, department, and shift.

Career Path Examples

Bass Pro Shops emphasizes internal promotion and offers training programs for career advancement. Many management positions are filled through internal promotion. Advancement from entry-level to supervisory roles is achievable with demonstrated performance, reliability, and customer service excellence.

Retail Operations Track: Stocker ($15-$19/hr) → Sales Associate ($12-$19/hr) → Team Lead ($18-$24/hr) → Department Supervisor ($40K-$50K/yr) → Assistant Manager ($50K-$73K/yr). Requires 1-2 years between levels with strong performance reviews.

Warehouse/Distribution Track: Warehouse Associate ($16-$21/hr) → Warehouse Lead ($18-$22/hr) → Warehouse Supervisor ($45K-$55K/yr) → Distribution Manager ($60K-$80K/yr). Internal promotion based on efficiency, accuracy, and leadership.

Restaurant Track: Server/Cook ($12-$18/hr) → Shift Lead ($15-$19/hr) → Restaurant Manager ($40K-$50K/yr). Food service experience and leadership skills required for advancement.

Background Check Process

Understanding Bass Pro Shops' background check process helps you prepare mentally and practically for what to expect. The company conducts background checks after extending a conditional job offer, which means you'll have the opportunity to interview and demonstrate your qualifications before your criminal history is reviewed.

• What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; identity verification through SSN trace and address history; employment history verification; drug screening (oral swab or urine test); for management positions, education verification may apply.

  
  

• Lookback Period: Standard 7-year criminal lookback in most states. Some states limit reporting to 7 years for non-conviction records. Serious violent felonies and firearms-related offenses may be considered regardless of age due to business necessity and federal firearms regulations.

  
  

• Timeline: The hiring process averages approximately 1-2 weeks from application to hire based on employee reports. Background checks typically take 3-7 business days to complete after authorization. Drug screening results usually return within 2-3 days.

  
  

• Process Flow: Application submitted → Phone screening (some positions) → In-person interview with manager → Conditional offer extended → Background check and drug test authorization signed → Background check conducted by third-party provider → Drug screening administered → Results reviewed using individualized assessment → Final hiring decision made → Pre-adverse or adverse action notice if applicable → Start date confirmed → Orientation/training begins.

Disqualifying Factors

Automatic Disqualification (Federal Law): Any felony conviction for firearms-related positions due to 18 U.S.C. § 922(g). Misdemeanor crimes of domestic violence also trigger federal firearms prohibition. These cannot be waived regardless of circumstances.

High Risk for Non-Firearms Positions: Recent theft, fraud, embezzlement, or larceny (high-value inventory and cash handling); violent crimes including assault, battery, weapons offenses (customer/employee safety); recent drug convictions (drug-free workplace); sexual offenses; recent felonies within 2-3 years; falsification of application (automatic disqualification).

Lower Risk (Case-by-Case): Non-violent offenses unrelated to retail or customer service; older convictions 7+ years with documented rehabilitation; traffic violations (except for driving positions); minor drug possession charges (older); offenses with evidence of rehabilitation. All subject to individualized assessment considering Green Factors.

Your Rights as Applicant

• FCRA Protections: You must receive written notice and provide consent before a background check. If denied based on the report, you're entitled to a copy and the right to dispute inaccuracies.

  
  

• Pre-Adverse Action Notice: Before a final decision, you must receive notice with a copy of the report and a summary of your rights. You have reasonable time (typically 5 business days) to respond with corrections or mitigating information.

  
  

• EEOC Protection: You have the right to an individualized assessment for non-firearms positions. Blanket exclusions based solely on criminal record are prohibited for positions where federal law doesn't mandate exclusion.

  
  

• State Fair Chance Laws: In states with ban-the-box protections (California, Illinois, New Jersey, etc.), criminal history inquiry cannot occur until after conditional offer. Know your state's specific protections.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the reporting agency. Check your own records beforehand through consumer reporting agencies.

Application Strategy

1. Target Non-Firearms Positions Only: If you have any felony conviction, you are federally prohibited from positions involving firearms. Focus exclusively on Camping, Clothing, Footwear, Marine accessories, Restaurant, Warehouse, and Stocking positions. Do not apply for Gun Counter, Hunting, or Firearms Sales roles.

   
   

2. Apply Through Official Channels: Submit your application through careers.basspro.com. Bass Pro Shops also posts on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as entry-level positions are posted frequently, especially before hunting/fishing seasons and holidays.

   
   

3. Demonstrate Outdoor Passion: Bass Pro Shops seeks employees who genuinely love the outdoors. Research the company's conservation initiatives. Be prepared to discuss your outdoor interests—fishing, camping, hiking—during the interview.

   
   

4. Be Completely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier and can result in termination even after hire if discovered later. Wait until asked or until the appropriate stage (after conditional offer) to discuss your record.

   
   

5. Prepare Your Narrative: Have a brief, honest explanation ready: acknowledge the offense without making excuses, describe what you learned, and explain how you've changed. Focus on rehabilitation, personal growth, and stability. Keep it concise (30-60 seconds).

   
   

6. Document Rehabilitation: Gather evidence of positive changes since your conviction: completion of treatment programs, educational certificates, vocational training, stable housing, employment history, community involvement, and references from employers, probation officers, or community members.

   
   

7. Check Expungement Eligibility: Research whether your offense qualifies for sealing or expungement in your state. Sealed records typically cannot be reported on background checks. Contact legal aid organizations for assistance.

   
   

8. Apply to Multiple Locations: Apply to multiple Bass Pro Shops and Cabela's locations to increase your chances. Different store managers may have different perspectives on second chance hiring.

Tips for Applicants with Records

1. Understand the Federal Firearms Barrier: Accept that firearms positions are permanently closed due to federal law—this cannot be appealed or waived. Focus your energy on departments where you can legally work: camping, clothing, footwear, marine accessories, restaurant, warehouse, and stocking.

   
   

2. Start Entry-Level, Prove Your Value: Begin with stocker, warehouse, or restaurant positions where barriers are lowest. Demonstrate reliability, punctuality, and strong work ethic. Internal advancement opportunities exist for proven performers.

   
   

3. Run Your Own Background Check First: Know what will appear before the employer sees it. Order your own criminal background check from a consumer reporting agency. Dispute any errors or outdated information in advance.

   
   

4. Pass the Drug Test: If you have substance issues, address them completely before applying. Bass Pro Shops maintains a drug-free workplace with pre-employment testing (typically oral swab). Testing is for cannabis, opiates, amphetamines, benzodiazepines, and cocaine.

   
   

5. Highlight Outdoor Knowledge: Emphasize any fishing, camping, hiking, or boating experience. Bass Pro Shops values employees who can authentically connect with customers about outdoor activities. Product knowledge can distinguish you from other candidates.

   
   

6. Be Flexible on Scheduling: Willingness to work nights, weekends, and holidays increases your chances significantly. Retail environments require scheduling flexibility. Many stocker positions are overnight shifts.

   
   

7. Target Seasonal Hiring Periods: Apply during high-volume hiring seasons: before fishing season (spring), hunting season (fall), and holiday shopping season (November-December). Hiring managers are more likely to give second chances when staffing needs are urgent.

   
   

8. Network and Use Employee Referrals: Current Bass Pro Shops employees can provide referrals. Employee referrals often receive priority consideration. Network through LinkedIn or local workforce development programs.

Benefits Overview

Bass Pro Shops offers a competitive benefits package for full-time employees. Part-time employees have access to limited benefits. Benefits eligibility typically begins after 90 days of employment.

• Compensation: Entry-level positions range from $12-$21/hr depending on role and location. Team leads and supervisors earn $18-$24/hr. Management positions range from $45K-$70K annually. The company is competitive with regional retail wages.

  
  

• 401(k) and Retirement: 401(k) plan with company match up to 4-6% of salary. Part-time employees can participate in the 401(k) plan.

• Health Benefits: Medical, dental, and vision insurance available for full-time employees. Multiple plan options available. Health savings accounts (HSA) and flexible spending accounts (FSA) offered. Part-time employees can purchase dental, vision, and life insurance.

  
  

• Time Off: Paid time off (PTO) for full-time employees. Accrual rates increase with tenure. Part-time employees have limited or no paid time off.

  
  

• Employee Discounts: Generous merchandise discounts are a major benefit: 45% off Bass Pro/Cabela's branded items, 15% off national brands, 7% off firearms and ammunition. Discounts increase during special employee sales events to 50% on store brands and 25% on national brands.

  
  

• Additional Benefits: Life insurance, employee assistance program (EAP), wellness programs, and career development opportunities. Access to company resorts and outdoor experiences.

  
  

Employee Perspectives

Pros: Excellent employee discounts, passion for outdoors aligns with interests, friendly coworkers, fun store environment, conservation-focused culture, stable employment with established company.

Cons: Part-time positions often have limited hours and benefits, inconsistent scheduling, management varies by location, pressure to sign up customers for credit cards, limited advancement opportunities in some departments, retail wages can be modest.

Frequently Asked Questions

1. Does Bass Pro Shops hire people with felonies?

   Conditionally. Bass Pro Shops will consider applicants with felony convictions for non-firearms positions only. Federal law (18 U.S.C. § 922(g)) prohibits convicted felons from possessing firearms, which creates an absolute barrier to firearms-related employment. For other positions—stocking, warehouse, restaurant, camping, clothing, footwear, marine accessories—the company conducts individualized assessments following EEOC guidelines. Best opportunities are in departments completely separated from firearms, particularly overnight stocking and warehouse roles.

   
   

2. What is the background check process at Bass Pro Shops?

   Background checks are conducted through a third-party provider after a conditional offer of employment. The check includes criminal history at county, state, and federal levels, identity verification, and employment history. Drug screening (typically oral swab) is also required. Results are reviewed using an individualized assessment. If issues arise, you'll receive a pre-adverse action notice with a copy of the report and opportunity to respond before a final decision.

   
   

3. How far back does the background check go at Bass Pro Shops—what is the lookback period?

   Standard lookback is 7 years for most criminal records in states that limit reporting. However, serious violent felonies and firearms-related offenses may be considered regardless of age due to business necessity and public safety concerns. Employment verification typically extends 7-10 years. Some states (California, New York, etc.) have laws limiting reporting of older convictions for positions under certain salary thresholds.

   
   

4. What types of convictions make hiring more difficult at Bass Pro Shops?

   Absolute barriers: Any felony conviction for firearms positions (federal law). High difficulty: Recent theft, fraud, embezzlement (cash/inventory handling); violent crimes (safety concerns); weapons offenses; drug trafficking; sexual offenses. Lower difficulty: Non-violent offenses unrelated to retail; older convictions (7+ years); traffic violations; minor drug possession with time elapsed. All assessed using Green Factors.

   
   

5. What are the best entry-level roles at Bass Pro Shops for applicants with a record?

   Best opportunities are in positions with no firearms contact: Stocker/Night Crew ($15-$19/hr)—minimal customer interaction, overnight shifts; Warehouse Worker ($16-$21/hr)—distribution center roles; Restaurant Server/Cook ($12-$18/hr)—in-store restaurant positions. Sales Associate in Camping, Clothing, or Footwear departments ($12-$19/hr) are options if your record doesn't include theft-related offenses.

   
   

6. Does Bass Pro Shops drug test, and what kind of test do they use?

   Yes. Bass Pro Shops maintains a drug-free workplace policy. Pre-employment drug testing is typically an oral swab (mouth swab) test, though some locations may use urine testing. Testing occurs after the interview/conditional offer. The test screens for cannabis, opiates, amphetamines, benzodiazepines, and cocaine. Post-accident and reasonable suspicion testing also apply. Note: Even in states with legal recreational cannabis, the company can still test for and disqualify based on THC.

   
   

7. When during the hiring process will Bass Pro Shops ask about criminal history?

   Criminal history inquiry typically occurs after a conditional job offer when the background check is initiated. In states with ban-the-box laws (California, Illinois, New Jersey, Minnesota, etc.), inquiries must wait until after the conditional offer. Missouri (headquarters state) does not have statewide ban-the-box for private employers, though Kansas City and St. Louis have local ordinances. During the interview, focus on your qualifications—do not volunteer criminal history information unless specifically asked.

   
   

8. Can someone advance to management at Bass Pro Shops if they have a felony?

   Yes, advancement is possible in non-firearms departments. Start in an entry-level role, demonstrate exceptional performance, reliability, and leadership potential. Team Lead and Department Supervisor positions in camping, clothing, footwear, marine, restaurant, and warehouse are accessible pathways. Management positions face more rigorous background review. Build a track record of 2-3 years of excellent performance before pursuing supervisory roles. Avoid departments that could require firearms contact.

   
   

9. How long does the hiring and background check process take at Bass Pro Shops?

   The overall hiring process averages 1-2 weeks from application to start date based on employee reports. Initial interview typically occurs within 1 week of application. Background check takes 3-7 business days after authorization. Drug screening results return within 2-3 days. The process may be faster during high-volume hiring seasons (spring fishing, fall hunting, holiday shopping). Some positions may hire same-day or within days for urgent staffing needs.

   
   

10. What can applicants do to improve their chances of getting hired at Bass Pro Shops?

    (1) Target non-firearms positions exclusively;

    (2) Demonstrate genuine passion for outdoor activities during interview;

    (3) Be completely honest about your record when asked;

    (4) Prepare a brief, positive narrative about rehabilitation;

    (5) Gather rehabilitation documentation (certificates, references, employment history);

    (6) Apply during seasonal hiring peaks;

    (7) Run your own background check first and dispute any errors;

    (8) Be flexible on scheduling—nights, weekends, holidays;

    (9) Apply to multiple locations;

    (10) Consider starting in warehouse or overnight stocking where barriers are lowest.

Alternative Second Chance Employers

If Bass Pro Shops doesn't work out, consider these employers known for fair chance hiring practices in retail and related industries:

Conclusion

Bass Pro Shops presents limited but real opportunities for individuals with criminal records, specifically in non-firearms departments. The critical factor distinguishing this employer from typical retailers is federal firearms law: under 18 U.S.C. § 922(g), convicted felons cannot legally possess firearms, creating an absolute barrier to employment in firearms sales, hunting department, gun counter, and ammunition roles. This federal prohibition cannot be waived regardless of the nature of the underlying conviction, time elapsed, or rehabilitation evidence.

For applicants who understand and accept this limitation, genuine opportunities exist in stocker/night crew, warehouse, restaurant, and non-firearms retail departments. The company's high-volume hiring needs, particularly during seasonal peaks, create regular entry points. Compensation is competitive with retail industry standards ($12-$21/hr for entry-level), and the generous employee discount (45% on store brands) adds meaningful value. Benefits for full-time employees include 401(k) with company match and health insurance.

Key Success Factors:

• Target exclusively non-firearms positions—stocker, warehouse, restaurant, camping, clothing, footwear

• Apply during seasonal hiring peaks (spring fishing, fall hunting, holiday shopping)

• Demonstrate genuine passion for outdoor recreation

• Be completely honest about your record and prepare a positive rehabilitation narrative

• Biggest Barriers:

• Federal firearms prohibition (18 USC 922(g)) permanently bars firearms-related employment

• Theft/fraud convictions face heavy scrutiny due to high-value inventory

• No official second chance program or Fair Chance Business Pledge commitment

If Bass Pro Shops doesn't work out due to these barriers, consider employers like Walmart, Target, Home Depot, REI, or Dave's Killer Bread that offer similar opportunities without the firearms complications. Your outdoor knowledge and retail skills transfer readily to these alternatives.

Disclaimer

This guide provides general information and should not be considered legal advice. Hiring policies vary by position, location, and individual circumstances. While we strive for accuracy using publicly available sources including company websites, job postings, employee reviews (Glassdoor, Indeed), and salary databases (PayScale, ZipRecruiter), employment information and company policies may change without notice. Always verify current practices directly with Bass Pro Shops.

Inclusion in this guide does not guarantee employment. Background check laws, expungement procedures, and fair chance hiring requirements vary by state and should be confirmed with legal professionals. The federal firearms prohibition (18 U.S.C. § 922(g)) described in this guide is settled federal law that applies uniformly across all states. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

Apply Now: https://careers.basspro.com