Quick Answer

Yes, Boeing does hire individuals with felony convictions for certain positions. As America's largest aerospace and defense contractor with approximately 170,000 employees across the United States and 65 countries, Boeing offers opportunities ranging from manufacturing and assembly to engineering and corporate support. Employment decisions are conditional upon passing a background check, pre-employment drug screening, and in many cases, obtaining appropriate security clearance.

The law prohibits companies from having a blanket policy excluding all felons. Boeing must conduct an individualized assessment of each conviction to determine if it is job-related and consistent with business necessity. Washington State, where Boeing has its largest manufacturing operations, has strong Fair Chance Act protections that delay criminal history inquiries until after initial qualification determination.

The greatest barriers are created by felonies related to national security concerns (espionage, treason, terrorism), financial crimes (fraud, embezzlement, tax evasion), and severe drug offenses (trafficking, distribution). Positions requiring security clearance face the most extensive scrutiny with indefinite lookback periods. Recent offenses within the past 7-10 years face the highest scrutiny regardless of type.

Best entry points for applicants with records include non-clearance manufacturing technician, assembler, production support, and corporate support positions at facilities in Washington, South Carolina, and other manufacturing locations. Focus on positions explicitly marked 'Clearance: None' or 'Public Trust' to maximize opportunities.

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:

• No Blanket Exclusion: Boeing is not allowed to automatically exclude you solely for having a felony. EEOC guidelines require individualized assessment based on the nature of your offense and its relationship to the job.

  
  

• Job-Related Assessment: Be prepared for evaluation of whether your felony is related to job duties using the Green Factors: nature of crime, time elapsed since offense, and nature of job sought.

  
  

• Physical Requirements: Manufacturing and assembly positions require ability to stand for extended periods, lift up to 50 pounds, work in confined spaces, and use hand tools. Some positions involve working at heights or in noise-intensive environments.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. Boeing maintains a strict drug-free workplace policy. Testing is typically a urine screening for controlled substances. Failure results in offer rescission and two-year waiting period to reapply.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked. For security clearance positions, any dishonesty or omission on the SF-86 form is grounds for immediate and permanent disqualification.

  
  

• Work Authorization: Must be legally authorized to work in the United States and able to provide required I-9 documentation. Many positions require U.S. citizenship for security clearance eligibility.

  
  

• Security Clearance (Position-Dependent): Many positions require Secret or Top Secret security clearance. Having a criminal record does not automatically disqualify you, but it significantly complicates the clearance process and extends investigation timeline.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Boeing operates in multiple states with varying fair chance hiring laws, with major manufacturing facilities in Washington and South Carolina, defense operations in Missouri and Arizona, and corporate headquarters in Virginia. Washington State has strong Fair Chance Act protections, while other states have more limited coverage.

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.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, Boeing 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 to dispute inaccuracies;

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

State-Specific Considerations

Washington State has strong Fair Chance protections through the Washington Fair Chance Act. Employers cannot inquire about criminal history until after determining an applicant is otherwise qualified for the position. Criminal history questions are prohibited on initial applications, and employers cannot advertise with statements like 'no felons' or 'no criminal backgrounds.' Seattle and Spokane have additional local protections. Beginning July 2026, employers with 15+ employees must wait until after a conditional offer to inquire about criminal history.

South Carolina has more limited protections. There is no statewide ban-the-box law for private employers. The FCRA 7-year lookback applies to non-conviction records, but convictions can be reported indefinitely. Positions paying $75,000 or more are exempt from lookback limitations.

Missouri (St. Louis operations) has ban-the-box for public employers only. Arizona (Mesa helicopter facility) has limited state-level protections. Virginia (corporate headquarters in Arlington) has ban-the-box for state agencies but limited private sector coverage.

Defense Contractor-Specific Considerations

As America's fourth-largest defense contractor, Boeing operates under specific federal requirements that significantly impact hiring of individuals with criminal records. The security clearance process is the primary barrier for many positions.

• SF-86 Requirements: For security clearance positions, applicants must complete Standard Form 86, disclosing every arrest, charge, citation, or fingerprinting in their history. Questions cover felonies ever, and misdemeanors within 7 years. Financial problems (heavy debt, tax liens, bankruptcies) are major clearance concerns due to blackmail vulnerability.

  
  

• Bond Amendment: Federal law bars individuals convicted and incarcerated for more than one year from accessing Sensitive Compartmented Information (SCI), Special Access Programs (SAP), and Restricted Data (RD) unless a meritorious waiver applies.

  
  

• Mitigating Factors: Security clearance is possible if mitigating factors apply: the criminal behavior was not recent, was isolated, and there is clear evidence of successful rehabilitation. The focus is on current security risk, not punishment for past conduct.

Company Overview

The Boeing Company is an American multinational corporation that designs, manufactures, and sells airplanes, rotorcraft, rockets, satellites, and missiles worldwide. Founded in 1916 by William E. Boeing in Seattle, Washington, Boeing is among the largest global aerospace manufacturers and is the fourth-largest defense contractor in the world. The company merged with McDonnell Douglas in 1997 and relocated its corporate headquarters from Seattle to Chicago in 2001, then to Arlington, Virginia in 2022 to be closer to government customers and policymakers.

Boeing employs approximately 170,000 people across the United States and more than 65 countries. The company is organized into three primary divisions: Boeing Commercial Airplanes (BCA) builds the 737, 767, 777, and 787 families; Boeing Defense, Space & Security (BDS) builds military aircraft, missiles, and space systems; and Boeing Global Services (BGS) provides aftermarket support and maintenance.

Major manufacturing facilities include the Everett Production Facility in Washington (world's largest building by volume, producing 747, 767, 777, and 787 widebody aircraft), Renton in Washington (737 family production), North Charleston in South Carolina (787 Dreamliner final assembly), St. Louis in Missouri (defense aircraft including F-15 and F/A-18), and Mesa in Arizona (AH-64 Apache helicopter production). The company operates under collective bargaining agreements with several unions including the International Association of Machinists (IAM) and Society of Professional Engineering Employees in Aerospace (SPEEA).

Company Fast Facts

• Founded: 1916 (Seattle, Washington)

• Headquarters: Arlington, Virginia

• Employees: ~170,000 in the U.S. and 65+ countries

• Industry Rank: Largest aerospace manufacturer in the U.S.; 4th largest defense contractor globally

• Major Operations: Everett WA, Renton WA, Charleston SC, St. Louis MO, Mesa AZ

• Stock Exchange: NYSE: BA

• CEO: Kelly Ortberg (as of 2024)

• Business Model: Commercial aircraft, defense systems, space systems, and global services

• Revenue: ~$66 billion annually

Hiring Policy Analysis

Boeing does not have a blanket policy excluding individuals with felony convictions. The company conducts individualized assessments as required by EEOC guidelines, evaluating the severity and recency of offenses, their relevance to the job applied for, and evidence of rehabilitation. In Washington State, Boeing complies with the Fair Chance Act, which prohibits criminal history inquiries until after initial qualification determination.

Boeing requires all applicants to sign a pre-employment background check consent form. The company uses a registered Consumer Reporting Agency compliant with the Fair Credit Reporting Act. Background checks focus on criminal records, education, financial standing, and employment history. For positions requiring security clearance, significantly more extensive federal background investigations are conducted through the Defense Counterintelligence and Security Agency (DCSA).

According to employee reports, Boeing has hired individuals with felony convictions, particularly when offenses occurred more than 5-7 years ago and for non-clearance positions. The company evaluates applicants on qualifications, work history, and demonstration of rehabilitation rather than automatic exclusion. However, certain offenses—particularly those involving dishonesty, financial crimes, violence, or drug trafficking—face significantly more scrutiny.

Position-Specific Barriers

Barrier levels are determined by security clearance requirements, access to sensitive technology, financial responsibility, and customer-facing duties.

Available Positions and Pay

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

Career Path Examples

Boeing emphasizes internal advancement and promotes heavily from within. The company offers extensive training programs, tuition assistance up to $25,000/year for graduate degrees, and union-protected career progression. Many supervisory and management positions are filled through internal promotion, typically requiring 3-5 years of demonstrated performance.

Manufacturing Track: Assembler ($20-$26/hr) → Assembly Mechanic ($25-$36/hr) → Lead Mechanic ($35-$42/hr) → Manufacturing Supervisor ($65,000-$85,000/yr). Union progression provides automatic pay increases over 6 years. Leadership roles may require clearance.

Skilled Trades Track: Apprentice ($22-$28/hr) → Journeyman Machinist/Welder ($30-$40/hr) → Master Craftsman ($40-$48/hr) → Trades Supervisor ($70,000-$90,000/yr). Apprenticeship programs available. Certifications increase earning potential.

Quality Track: Production Associate ($20-$26/hr) → Quality Inspector ($28-$38/hr) → Senior QA Specialist ($35-$45/hr) → Quality Manager ($80,000-$110,000/yr). FAA certification beneficial. Increased responsibility for flight safety.

Background Check Process

Understanding Boeing's background check process helps you prepare mentally and practically for what to expect. The company conducts background checks after a conditional offer is extended, which means you'll have the opportunity to demonstrate your qualifications before your record is reviewed. For positions requiring security clearance, additional federal investigation is conducted through DCSA.

• 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 (typically 7-10 years); education verification for positions requiring specific credentials; mandatory pre-employment drug screening (urine test); credit check for positions with financial responsibility; motor vehicle records for driving positions. Security clearance positions require extensive federal investigation including personal interviews and reference checks.

  
  

• Lookback Period: Standard 7-year criminal lookback in most states for non-clearance positions. Washington State limits consideration of non-conviction records. Security clearance positions review criminal conduct indefinitely, with felony conviction within past 10 years cited as major concern. Employment verification typically extends 7-10 years.

  
  

• Timeline: The hiring process averages approximately 4-6 weeks from application to start date for non-clearance positions based on employee reports. Background checks typically take 5-7 business days to complete after conditional offer. Security clearance investigations can take 3-12 months or longer depending on complexity. Some applicants report extended timelines of 6 months when issues arise during background check.

  
  

• Process Flow: Application submitted → Resume screening → Phone interview → In-person or virtual interview(s) → Conditional offer extended → Background check and drug test authorization signed → Drug test completed (within 2 business days) → Background check conducted → Results reviewed using individualized assessment → Final hiring decision made → Pre-adverse or adverse action notice if applicable → Start date confirmed → Orientation and onboarding.

Disqualifying Factors

High Risk for Disqualification:

• Espionage, treason, or terrorism-related offenses (permanent bar for clearance positions)

• Financial crimes: fraud, embezzlement, tax evasion (high blackmail vulnerability)

• Drug trafficking or manufacturing (vs. simple possession)

• Violent felonies: murder, assault with deadly weapon, sexual offenses

• Dishonesty or falsification on application or SF-86 (automatic disqualifier)

• Failed drug test (two-year waiting period to reapply)

Lower Risk (Case-by-Case):

• Non-violent property crimes with significant time elapsed (5+ years)

• Simple drug possession with evidence of rehabilitation

• DUI/DWI (more scrutinized for driving positions)

• Older offenses (10+ years) with documented rehabilitation and stable work history

  
  

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 to respond and explain mitigating circumstances.

  
  

• EEOC Protection: You have the right to an individualized assessment. Blanket exclusions based solely on criminal record are prohibited.

  
  

• Washington Fair Chance Act: In Washington State, employers cannot ask about criminal history on initial applications. Criminal history inquiry occurs after initial qualification determination.

  
  

• 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-Clearance Manufacturing Positions: Focus on Assembler, Production Support, and Warehouse roles which have the lowest barriers and highest volume hiring. Look for job postings explicitly stating 'Clearance: None' or 'No security clearance required.' Avoid engineering, defense, or IT roles initially if your record is recent.

   
   

2. Apply Through Official Channels: Submit your application through jobs.boeing.com. Boeing posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as manufacturing positions are posted frequently. Consider applying to multiple locations (Everett, Renton, Charleston) to maximize opportunities.

   
   

3. Leverage Boeing Pre-Employment Training (BPET): BPET is a certified training program at community colleges that provides direct pathways to Boeing manufacturing positions. Completing BPET demonstrates commitment and may bypass some traditional hiring hurdles.

   
   

4. Be 100% Honest About Your Record: Never lie about your criminal history. Dishonesty is an automatic disqualifier and can result in termination if discovered later. For security clearance positions, any omission on the SF-86 is considered falsification—a felony that permanently bars clearance.

   
   

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 Extensively: Gather evidence of positive changes: completion of treatment programs, educational certificates, vocational training, stable housing, consistent employment history, community involvement, and character references from employers, probation officers, or community members.

   
   

7. Address Financial Issues Proactively: Financial problems are major security clearance concerns due to blackmail vulnerability. Resolve outstanding debts, tax liens, and bankruptcies before applying. Demonstrate financial responsibility and stability.

   
   

8. Check Expungement Eligibility: Research whether your offense qualifies for sealing or expungement in your state. Washington, South Carolina, and other states have varying expungement procedures. Contact local legal aid organizations for assistance. Expunged records typically cannot be reported on background checks.

Tips for Applicants with Records

1. Aerospace Manufacturing Has Constant Hiring Needs: Boeing has a 10-year backlog of aircraft orders and operates multiple shifts across massive facilities. The industry is experiencing labor shortages in skilled trades. Don't be discouraged by individual rejections—keep applying to different locations and positions.

   
   

2. Start Entry-Level, Build Toward Clearance: Begin in non-clearance manufacturing roles. Prove reliability through consistent attendance and quality work. After several years of stable employment and demonstrated rehabilitation, opportunities for clearance positions may become more accessible.

   
   

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. This prevents surprises and gives you time to prepare explanations.

   
   

4. Prepare for Aerospace-Specific Requirements: Aerospace environments demand precision and safety awareness. Demonstrate understanding of quality control, attention to detail, and following procedures exactly. Consider obtaining FAA certifications or completing aerospace manufacturing training programs.

   
   

5. Pass the Drug Test—No Exceptions: If you have substance issues, address them completely before applying. Boeing requires pre-employment drug screening for all positions. Testing must be completed within 2 business days of conditional offer. Failure results in two-year waiting period.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and consistent work history—even informal work demonstrates dependability. Aerospace employers especially value punctuality, attendance, and safety consciousness.

   
   

7. Network and Use Employee Referrals: Current Boeing employees can provide referrals. Employee referrals often receive priority consideration. Network through LinkedIn, workforce development programs, or community colleges with BPET programs to connect with current employees.

   
   

8. Be Flexible on Shift and Location: Willingness to work second or third shift increases your chances significantly. Boeing operates around the clock. Evening and night shifts often have more openings and may offer shift differentials.

Benefits Overview

Boeing offers one of the most comprehensive benefits packages in American manufacturing. Most teammates are eligible for Boeing-sponsored benefits on their first day on the job, including the 401(k) plan and tuition assistance program. Health and insurance benefits become effective on the first day of the month following employment.

• Compensation: Entry-level manufacturing positions start at $20-$26/hr with union-protected pay progression to $35-$45/hr over 6 years. Skilled trades earn $30-$45/hr. Engineering and professional roles range from $75,000-$150,000+. Overtime opportunities available with time-and-a-half pay.

  
  

• 401(k) and Retirement: Boeing automatically contributes 4% of salary regardless of employee contribution. Additionally, 100% match on first 8% of employee contributions for total company contribution of 12%. Immediate vesting on all Boeing contributions. Student loan match program counts loan payments toward 401(k) match.

  
  

• Health Benefits: Multiple medical plan options including Advantage+ with $1,650 individual deductible. Coverage begins first of month following hire date. Preventive care at little or no cost. Prescription drug coverage at retail and mail-order. Delta Dental plans. Vision coverage. Access to Cleveland Clinic Centers of Excellence for specialized care.

  
  

• Time Off: Entry-level employees receive 2 weeks vacation, 2 weeks sick leave, and approximately 2 weeks paid holidays. PTO increases with tenure. Paid parental leave (12 weeks). Company-wide shutdown between Christmas and New Year's.

  
  

• Additional Benefits: Tuition assistance up to $15,000/year for bachelor's degrees and $25,000/year for graduate degrees. Charitable matching up to $10,000/year. Employee discounts. Relocation assistance for some positions. Employee Assistance Program. Short-term and long-term disability. Life insurance.

Employee Perspectives

Pros:

• Industry-leading 401(k) match (up to 12% company contribution)

• Union representation provides job security and pay progression

• Generous tuition assistance for continuing education

• Pride in building aircraft and contributing to aerospace industry

• Extensive training and career development opportunities

Cons:

• Slow pay progression for assembly mechanics (6 years to top rate)

• Recent health insurance changes have increased costs

• Large company bureaucracy and management challenges

• Strict security protocols and limited flexibility in some areas

• Recent layoffs and industry uncertainty create job security concerns

Frequently Asked Questions

1. Does Boeing hire people with felonies?

   Yes, Boeing does hire individuals with felony convictions, particularly for non-clearance manufacturing and production support positions. The company conducts individualized assessments considering the nature and severity of the offense, time elapsed, rehabilitation efforts, and job relevance. Best opportunities are in Assembler, Production Support, and Warehouse roles at manufacturing facilities in Washington and South Carolina. Positions requiring security clearance face significantly higher barriers, with convictions within the past 10 years being major concerns.

   
   

2. What is the background check process at Boeing?

   Boeing conducts background checks after extending a conditional offer. The check includes criminal history at county, state, and federal levels; identity verification; employment and education verification; and credit check for certain positions. All candidates must complete a pre-employment drug screening within 2 business days. For security clearance positions, additional federal investigation is conducted through DCSA, which can take 3-12 months. Boeing uses FCRA-compliant consumer reporting agencies and provides pre-adverse action notice before any negative decision.

   
   

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

   For standard non-clearance positions, Boeing typically looks back 7-10 years for criminal history, with some states limiting reportable convictions to 7 years. However, positions requiring security clearance review criminal conduct indefinitely—there is no lookback limitation. The federal SF-86 form asks about felonies ever, and misdemeanors within 7 years. Felony convictions within the past 10 years are cited as major concerns for clearance. Employment verification typically extends 7-10 years.

   
   

4. What types of convictions make hiring more difficult at Boeing?

   The most difficult convictions are those involving national security (espionage, treason), financial crimes (fraud, embezzlement, tax evasion), and drug trafficking—these face near-automatic disqualification for clearance roles. Violent felonies including murder, assault with deadly weapon, and sexual offenses face significant barriers across all positions. Dishonesty or falsification on applications is an absolute disqualifier. DUI/DWI offenses are heavily scrutinized. Non-violent property crimes and simple drug possession with significant time elapsed (5+ years) and rehabilitation evidence have better outcomes.

   
   

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

   The best opportunities are in manufacturing and production support roles that do not require security clearance: Assembler ($20-$26/hr), Production Support/Warehouse ($19-$24/hr), Wire Harness Assembler ($20-$27/hr), and Janitor/Custodial positions. Look for job postings explicitly marked 'Clearance: None' or 'No clearance required.' The Everett and Renton facilities in Washington and Charleston facility in South Carolina have the highest volume of these positions. Entry through Boeing Pre-Employment Training (BPET) programs at community colleges can improve chances.

   
   

6. Does Boeing drug test, and what kind of test do they use?

   Yes, Boeing requires mandatory pre-employment drug screening for all positions. Testing is typically a urine test that must be completed within 2 business days of conditional offer. Boeing maintains a strict drug-free workplace and tests for controlled substances including marijuana, regardless of state legalization. Failed tests result in offer rescission and a two-year waiting period before reapplying. Random drug testing may occur post-hire for safety-sensitive positions and is conducted following any workplace accident.

   
   

7. When during the hiring process will Boeing ask about criminal history?

   In Washington State, where Boeing's largest manufacturing facilities are located, the Fair Chance Act prohibits criminal history inquiries until after determining an applicant is otherwise qualified for the position—meaning after initial screening. Criminal history questions are not on the initial application. For security clearance positions, detailed criminal history disclosure occurs after conditional offer when completing the SF-86 form. South Carolina facilities have less restriction, but Boeing generally follows fair chance practices across locations.

   
   

8. Can someone advance to management at Boeing if they have a felony?

   Advancement to supervisory and management positions is possible for individuals with felony records, particularly in non-clearance areas. Boeing promotes heavily from within, and many supervisors started as assemblers. However, management roles often require higher-level background checks and may eventually require security clearance. The longer you work successfully at Boeing, the more rehabilitation evidence you accumulate. Financial crimes remain particularly problematic for advancement due to increased responsibility. Professional roles like engineering and program management typically require clearance.

   
   

9. How long does the hiring and background check process take at Boeing?

   For non-clearance manufacturing positions, the hiring process typically takes 4-6 weeks from application to start date. Background checks take approximately 5-7 business days after conditional offer. Some employees report extended timelines of up to 6 months when background issues require additional review. Security clearance positions have significantly longer timelines—3-12 months for investigation, potentially longer if issues arise. Boeing's hiring process is notoriously slower than many employers due to extensive verification requirements.

   
   

10. What can applicants do to improve their chances of getting hired at Boeing?

    Key strategies include:

    (1) Target non-clearance manufacturing positions marked 'Clearance: None';

    (2) Complete Boeing Pre-Employment Training (BPET) through community colleges; (3) Be 100% honest about your record—dishonesty is automatic disqualification;

    (4) Document rehabilitation extensively with certificates, employment history, and character references;

    (5) Address any financial issues before applying;

    (6) Run your own background check first to identify and dispute errors;

    (7) Research expungement eligibility;

    (8) Be flexible on shift and location; and

    (9) Keep applying—Boeing's massive facilities have constant hiring needs.

Alternative Second Chance Employers

If Boeing doesn't work out due to security clearance requirements or hiring limitations, consider these employers known for fair chance hiring practices in aerospace, manufacturing, and related industries:

Conclusion

Boeing offers conditional opportunities for individuals with criminal records, primarily in non-clearance manufacturing and production support positions. As America's largest aerospace manufacturer with approximately 170,000 employees, the company provides pathways to stable, well-compensated employment with industry-leading benefits. However, Boeing's status as a major defense contractor means that many positions require security clearances that present significant barriers for individuals with felony records.

The work environment demands precision, safety awareness, and adherence to strict quality standards. Manufacturing positions are physically demanding and often require shift flexibility. However, compensation is competitive starting at $20-$26/hr for entry-level roles with union-protected progression to $35-$45/hr, and the benefits package—including 12% company 401(k) contribution and generous tuition assistance—ranks among the best in American manufacturing. Career advancement is possible through internal promotion, with many supervisors and managers having started on the production floor.

Key Success Factors:

• Target non-clearance manufacturing positions marked 'Clearance: None'

• Complete Boeing Pre-Employment Training (BPET) through community colleges

• Be 100% honest—dishonesty is permanent disqualification

• Document rehabilitation with certificates, stable work history, and references

• Resolve financial issues before applying

  
  

Biggest Barriers:

• Security clearance requirements for many positions eliminate applicants with recent felonies

• Financial crimes, drug trafficking, and violent offenses face near-automatic disqualification

• Indefinite lookback for clearance positions vs. 7-10 years for standard roles

• Failed drug tests result in two-year waiting period

• With patience, honesty, and persistence, Boeing can be a viable employer for individuals with criminal records who focus on non-clearance roles and demonstrate genuine rehabilitation. The company's size and constant hiring needs create ongoing opportunities, and its commitment to EEOC guidelines ensures individualized consideration. Start in entry-level manufacturing, prove your reliability, and build toward long-term aerospace career success.

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 Boeing.

Inclusion in this guide does not guarantee employment. Background check laws, expungement procedures, security clearance requirements, and fair chance hiring requirements vary by state and federal regulation. Consult with an employment attorney or legal aid organization for specific legal advice about your situation. Security clearance decisions are made by federal agencies, not Boeing, and involve separate adjudication standards.

Apply Now: https://jobs.boeing.com