Quick Answer

Yes, Booz Allen Hamilton hires individuals with felony convictions, but employment opportunities are severely limited by federal security clearance requirements. As a Fortune 500 government consulting firm with approximately 35,000 employees globally and nearly all revenue from U.S. government contracts, most positions require Secret, Top Secret, or TS/SCI security clearances. A criminal record is not an automatic disqualifier for a security clearance under federal adjudication guidelines, but it significantly complicates the process. The hiring process involves two phases: first, a standard company background check after a conditional offer, and second, a federal investigation for security clearance (conducted by DCSA). Entry-level positions without clearance requirements in corporate support, HR, and general administration offer the most accessible entry points, with salaries starting around $50,000-70,000/year. The greatest barriers are created by offenses demonstrating lack of trustworthiness, integrity, or allegiance—and most critically, lying or omitting information on the SF-86 security questionnaire is an absolute, permanent bar to employment.

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

• U.S. Citizenship: Required for all positions requiring security clearances (Secret, Top Secret, TS/SCI). Some non-clearance corporate positions may be open to permanent residents, but the vast majority of roles require citizenship.

  
  

• Education Requirements: Most consulting and technical positions require a bachelor's degree minimum. Many roles prefer or require master's degrees or higher. Administrative and support roles may have more flexible education requirements.

  
  

• No Clearance Disqualification: For clearance-required positions, must not have convictions that would lead to denial under National Security Adjudicative Guidelines. Major disqualifiers include treason, espionage, terrorism, and patterns of criminal conduct.

  
  

• Full Disclosure Requirement: Must be prepared to fully disclose all criminal history on the SF-86, including expunged and sealed records. The SF-86 specifically requires disclosure of records sealed under state law. Never lie or omit information.

  
  

• Drug Testing: Pre-employment drug testing required. For clearance positions, drug use history is extensively examined on SF-86, including marijuana use regardless of state legality. Recent illegal drug use is highly disqualifying.

Critical Regulatory Information

Security Clearance Requirements

The primary barrier to employment at Booz Allen Hamilton is federal security clearance requirements. Nearly all of Booz Allen's revenue comes from U.S. government contracts, and most positions require security clearances. The clearance process is governed by Executive Order 12968 and the National Security Adjudicative Guidelines, which supersede general employment law. The Defense Counterintelligence and Security Agency (DCSA) conducts investigations and adjudicates eligibility. Clearance levels include Public Trust (lowest), Secret, Top Secret, and TS/SCI (highest). Each level involves increasingly thorough investigation and longer processing times.

Adjudicative Guidelines - Criminal Conduct (Guideline J)

Security clearance eligibility is determined by reviewing the background investigation against 13 Adjudicative Guidelines. Criminal Conduct (Guideline J) is a key area. Disqualifying conditions include: a pattern of criminal activity regardless of conviction, a single serious crime, and individual criminal acts that create doubt about judgment and trustworthiness. Mitigating factors include: behavior was not recent, it was an isolated incident, there is evidence of successful rehabilitation, and the individual has taken positive steps demonstrating changed behavior. Clearance is possible with a criminal record if mitigating factors clearly outweigh the concerns.

SF-86 Disclosure Requirements

The Standard Form 86 (SF-86) is the security questionnaire required for Secret and Top Secret clearances. It requires disclosure far beyond standard employment applications, including: criminal history (even expunged/sealed records in many cases), illegal drug use, foreign contacts, financial problems (bankruptcies, delinquent debts), mental health treatment (in certain circumstances), and foreign travel. Falsification or omission on the SF-86 is a federal crime under 18 U.S.C. § 1001, punishable by up to 5 years imprisonment and is an automatic, permanent bar to obtaining clearance.

EEOC and Company Background Check

Standard EEOC guidelines and FCRA regulations apply to Booz Allen's internal pre-hire screening process. This includes requirements for written consent, individualized assessment, and adverse action procedures. However, federal law governing security clearance determinations supersedes these protections for clearance-related decisions. The company conducts its own criminal and financial background check before sponsoring an employee for federal clearance, to assess risk before initiating the costly federal investigation process.

Company Overview

Booz Allen Hamilton is an American management and technology consulting firm providing services primarily to the United States government. The company was founded in 1914 in Evanston, Illinois, when Northwestern University graduate Edwin G. Booz established the Business Research Service, based on his theory that companies would be more successful with access to expert, impartial outside advice. The firm pioneered the management consulting industry and has served government clients since World War II. In 2008, the commercial consulting arm split off to form Booz & Company (later acquired by PwC and renamed Strategy&), leaving Booz Allen Hamilton focused on government consulting.

Today, Booz Allen Hamilton is headquartered in McLean, Virginia (relocating to Reston in 2025), in the Washington D.C. metropolitan area, with approximately 80 additional offices globally. The company is publicly traded on the New York Stock Exchange under the symbol BAH. Booz Allen specializes in digital transformation, artificial intelligence, cybersecurity, systems engineering, and analytics. Bloomberg has described the firm as "the world's most profitable spy organization" due to its extensive work with intelligence agencies. The company employs more than 10,000 personnel who have cleared TS/SCI background checks and has long-standing relationships with the Department of Defense, intelligence community, and civil government agencies.

The firm gained widespread public attention in 2013 when contractor Edward Snowden, a Booz Allen employee for less than three months, leaked classified NSA documents revealing government surveillance programs. Booz Allen immediately terminated Snowden and cooperated with authorities. Despite the incident, the company remained one of the government's most trusted contractors. The firm's core business continues to be providing consulting, analysis, engineering, and cybersecurity services to public-sector clients, with nearly all revenue derived from U.S. government contracts.

Company Fast Facts

• Founded: 1914 (Business Research Service); publicly traded since 2010

• Employees: Approximately 35,000 globally; 10,000+ with TS/SCI clearances

• Locations: Headquarters in McLean, VA (relocating to Reston); 80+ offices worldwide

• Ownership: Public company (NYSE: BAH)

• Industry Ranking: Fortune 500 (approximately #350-450 range); one of largest government contractors

• Annual Revenue: Approximately $10+ billion annually, nearly all from U.S. government contracts

Hiring Policy Analysis

Booz Allen Hamilton is an Equal Opportunity Employer that complies with EEOC guidelines for its internal hiring processes. However, the company's primary business requires federal security clearances, which are governed by national security regulations that supersede standard employment law. The company does not have a formal "second chance" hiring program. Employment decisions for clearance-required positions are ultimately subject to federal adjudication by DCSA. For non-clearance roles, standard EEOC individualized assessment applies, though such positions represent a small minority of the company's workforce.

Key Regulatory Constraints

• Federal Security Clearance: DoD/DCSA conducts and adjudicates security clearance investigations under national security authority

• Executive Order 12968: Establishes uniform federal policy for access to classified information

• Internal Pre-Screening: BAH performs detailed criminal and financial check before initiating federal clearance sponsorship

• FCRA/EEOC: Applies to company's internal screening but federal law governs clearance determination

  
  

Factors in Clearance Decisions

• Nature and severity of the offense (felonies involving violence, fraud, or breach of trust are highest risk)

• Time elapsed since the offense (crimes 10+ years old are generally easier to mitigate)

• Pattern vs. isolated incident (single youthful indiscretion viewed differently than pattern of conduct)

• Evidence of rehabilitation (education, stable employment, community involvement, compliance with law)

• Complete honesty and candor (lying or omission is worse than the underlying conduct)

  
  

Position-Specific Barriers

Available Positions and Pay

Salary data compiled from Glassdoor, PayScale, Levels.fyi, and company job postings as of December 2025. Compensation at Booz Allen varies significantly based on clearance level, role, location (DC metro commands premium), and experience. The company is known for competitive government contractor compensation with strong benefits.

Career Path Examples

• Consulting Track: Senior Consultant → Associate → Lead Associate → Principal → Vice President (promotions typically every 2-3 years)

• Technical Track: Engineer → Senior Engineer → Lead Engineer → Principal Engineer → Fellow

• Corporate Track: Administrative Assistant → Coordinator → Specialist → Manager → Director

Background Check Process

What They Check

• Company Pre-Hire Check: Criminal history (multi-state/national), employment verification, education verification, credit/financial history, professional references, and drug screening

  
  

• Federal Investigation (Clearance Roles): In-depth criminal records (federal, state, local), FBI fingerprint check, interviews with references/neighbors/coworkers, foreign travel/contacts, financial records, employment history, residence history, drug use, mental health (in certain cases)

  
  

• SF-86 Questionnaire: 127-page security questionnaire covering 10+ years of history for Top Secret. Includes questions about criminal conduct, drug use, alcohol issues, financial problems, foreign contacts, employment, residence, and personal references

  
  

• Drug Screening: Pre-employment drug test required. For clearance positions, drug use history is extensively examined including marijuana regardless of state legality

  
  

Lookback Period Summary

Timeline

Company pre-hire background check typically completes in 1-2 weeks. Federal clearance timelines vary significantly: Secret clearance typically takes 3-6 months; Top Secret takes 6-12 months or longer; TS/SCI can take 12-18+ months. Interim clearances may be granted while investigation is pending, allowing work to begin. The entire process from application to cleared employment can take 6 months to over a year for high-level clearance positions.

Disqualifying Factors

Absolute Disqualifiers: Falsification/omission on SF-86 (federal crime), treason, espionage, terrorism, sabotage, allegiance to foreign power, membership in organizations advocating violent overthrow of government

Serious Concerns (Case-by-Case): Recent drug use (especially hard drugs), pattern of criminal conduct, serious financial problems (high debt, bankruptcy, tax issues), alcohol abuse, violent crimes, fraud/theft crimes, sex offenses, foreign preference issues

Application Strategy

1. Target Non-Clearance Roles: If your record is recent (within 7-10 years) or involves serious offenses, focus on corporate positions explicitly stating "Clearance: None" or "Public Trust." These roles include HR, finance, marketing, facilities, and general administration. Search job postings carefully for clearance requirements.

   
   

2. Apply Online at boozallen.com/careers: Create a profile in the Booz Allen careers portal. Filter by clearance level (None, Public Trust) if your record creates barriers to higher clearances. Emphasize education, skills, and relevant experience in your application.

   
   

3. Assess Your Clearance Eligibility Honestly: Before applying for clearance-required roles, honestly evaluate your history against the 13 Adjudicative Guidelines. Consider consulting a security clearance attorney if you have concerns. Don't waste time pursuing roles where clearance denial is likely.

   
   

4. Be 100% Honest on SF-86: If you receive a conditional offer and complete the SF-86, disclose everything asked—including sealed and expunged records. Your goal is to demonstrate complete candor and trustworthiness. Investigators often already know the answers; they're testing your honesty.

   
   

5. Document Rehabilitation Thoroughly: Gather comprehensive evidence of rehabilitation: degree completions, professional certifications, stable long-term employment history, counseling or treatment completion, community involvement, and character references. You will need this to address investigator concerns.

   
   

6. Prepare Your References: For clearance investigations, references will be interviewed in person. Inform your references about your application and criminal history. Select references who can speak knowledgeably about your character, reliability, and rehabilitation.

   
   

7. Emphasize Integrity and Judgment: Throughout the process, demonstrate your commitment to ethical behavior, rule-following, and sound judgment. These are the core values being assessed for national security positions.

Tips for Applicants with Records

• Consider Consulting a Security Clearance Attorney: If you have a criminal record and are pursuing clearance-required positions, consulting with an attorney who specializes in security clearance matters can help you understand your chances and prepare your application appropriately.

  
  

• Time Matters Significantly: The longer the time since your last offense, the better your chances. If your record is recent, consider building experience with employers who don't require clearances, then pursuing government contractor roles after several years of clean history.

  
  

• Financial Stability is Critical: Financial problems (excessive debt, bankruptcies, delinquent accounts) are major security concerns because they create vulnerability to bribery or blackmail. Address financial issues before pursuing clearance positions.

  
  

• Avoid New Issues: While your application is pending, avoid any conduct that could raise new concerns: no new criminal charges, maintain financial responsibility, avoid excessive alcohol use, and don't use any illegal drugs (including marijuana in legal states).

  
  

• Single Serious Crime vs. Pattern: A single serious crime with clear evidence of rehabilitation is generally more mitigable than a pattern of lesser offenses. Focus your narrative on how the incident was isolated and what you've done since.

  
  

• Drug History Disclosure: SF-86 asks about illegal drug use in the past 7 years. Recent use (within 1-2 years) is highly problematic. Marijuana use, even in legal states, is still federally illegal and must be disclosed. Longer abstinence improves chances.

  
  

• Be Patient: The clearance process is lengthy. Interim clearances may allow you to begin work while the investigation continues. Stay in communication with your recruiter and respond promptly to any investigator requests.

Benefits Overview & Compensation

• Starting Pay: Entry-level positions start around $45,000-70,000 depending on role and location. Consulting and technical roles with clearances command significantly higher salaries ($80,000-150,000+). Median total compensation across the company is approximately $128,000.

  
  

• Location Premium: Washington D.C. metro area positions generally pay 15-25% more than similar roles in other locations due to cost of living and concentration of government clients.

  
  

• Pay Increases: Annual merit increases typically 2-5%. Promotions (every 2-3 years for high performers) bring 15-20% increases. Moving from non-clearance to clearance role can significantly increase compensation.

  
  

Benefits Package

• Health Insurance: Medical, dental, and vision coverage. Multiple plan options including PPO and high-deductible plans with HSA. Company contributes to HSA for high-deductible plans. Note: some employees report increasing costs and high deductibles in recent years.

  
  

• Retirement: 401(k) plan with 100% dollar-for-dollar match on first 6% of salary. Immediately vested. Contributions up to 15% of base salary allowed. Must be active employee on December 31 to receive match for that year.

  
  

• Education Assistance: FlexEd tuition reimbursement program ($5,500 year one, increases after year two). Professional development and certification support through Degreed learning platform and Expert's Program. Repayment required if leaving within 1-2 years of reimbursement.

  
  

• Paid Time Off: Flexible PTO policy covering holidays, vacation, and sick time. Most employees report 10-20 days vacation. Parental leave up to 6 weeks paid (flexible use within first year). Bereavement and military leave.

  
  

• Additional Benefits: Employee Stock Purchase Plan (15% discount, 5% of salary), life insurance (1x salary), AD&D (2x salary up to $750k), short/long-term disability, legal plan ($16.50/month), adoption assistance ($10,000), EAP, wellness incentives, remote work options for many positions.

  
  

Employee Perspectives

• Pros: Strong 401(k) match (6% dollar-for-dollar). Good tuition reimbursement. Flexible work arrangements. Career advancement opportunities. Prestigious firm with interesting mission-critical work.

  
  

• Cons: Health insurance costs increasing with high deductibles. Must be employed on December 31 to receive 401(k) match. Salaries may lag tech industry. Clearance process is lengthy. Work-life balance varies by contract.

Frequently Asked Questions

1. Does Booz Allen Hamilton hire people with felonies?

   Yes, but opportunities are limited. Booz Allen Hamilton does employ individuals with criminal records, primarily in corporate support positions that don't require security clearances. For clearance-required positions (the majority of the company), a criminal record is not an automatic disqualifier under federal adjudication guidelines, but it significantly complicates the process. Clearance decisions depend on the nature of the offense, time elapsed, evidence of rehabilitation, and—most critically—complete honesty during disclosure.

   
   

2. What is the background check process at Booz Allen Hamilton?

   The process has two phases. First, Booz Allen conducts its own pre-hire background check including criminal history, employment verification, education verification, and drug screening. Second, for clearance-required positions, the federal government (DCSA) conducts a separate investigation including FBI fingerprint check, interviews with references and neighbors, and review of the SF-86 questionnaire covering criminal conduct, drug use, financial history, and foreign contacts.

   
   

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

   For security clearance investigations, criminal history is reviewed indefinitely—there is no arbitrary cutoff. Top Secret investigations cover 10 years for employment, residence, and some other records. The focus is on the current risk posed by past conduct, with time elapsed being a mitigating factor rather than a hard limit. Even expunged records must be disclosed on the SF-86 in many cases, and federal investigators can access sealed state records.

   
   

4. What types of convictions make hiring more difficult at Booz Allen Hamilton?

   For clearance positions, absolute bars include treason, espionage, terrorism, and falsification on the SF-86. Serious concerns include: violent felonies, fraud and theft (especially involving government/military), drug offenses (particularly trafficking or recent use), sex offenses, pattern of criminal conduct, and crimes demonstrating lack of integrity or trustworthiness. Financial crimes and problems are heavily scrutinized due to blackmail vulnerability concerns.

   
   

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

   Corporate support positions that don't require security clearances offer the best accessibility. These include administrative assistant ($45,000-65,000), HR specialist ($55,000-80,000), finance roles, marketing, and facilities management. Search job postings filtered by "Clearance: None" or "Public Trust" (which has lower investigation requirements than Secret or Top Secret).

   
   

6. Does Booz Allen Hamilton drug test, and what kind of test do they use?

   Yes, pre-employment drug testing is required for all positions. For security clearance positions, drug use history is extensively examined on the SF-86, typically covering the past 7 years. Marijuana use must be disclosed regardless of state legality—it remains federally illegal. Recent drug use (within 1-2 years) is highly problematic for clearances. Hard drug use (cocaine, heroin, etc.) is even more serious.

   
   

7. When during the hiring process will Booz Allen Hamilton ask about criminal history?

   Criminal history is addressed after a conditional offer, during the background check phase. For clearance positions, the SF-86 questionnaire requires detailed disclosure of criminal history including arrests, charges, and convictions. Ban-the-Box laws apply to the company's initial hiring process, but federal security questionnaire requirements supersede these protections for clearance-required positions.

   
   

8. Can someone advance to management at Booz Allen Hamilton if they have a felony?

   Advancement depends heavily on the clearance level required for senior roles. Most management and leadership positions in client-facing work require high-level clearances (Secret, Top Secret, TS/SCI). If you can obtain and maintain the required clearance, advancement is possible. Corporate support tracks (HR, finance) may offer advancement paths with lower clearance requirements. A clean record post-conviction and strong performance are essential for promotion.

   
   

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

   Company pre-hire checks take 1-2 weeks. Federal clearance timelines vary significantly: Public Trust 2-6 months, Secret 3-6 months, Top Secret 6-12 months, TS/SCI 12-18+ months. Interim clearances may allow work to begin while investigation continues. The total process from application to cleared employment can take 6 months to over a year for high-level clearance positions. Complex cases with issues to resolve take longer.

   
   

10. What can applicants do to improve their chances of getting hired at Booz Allen Hamilton?

    Target non-clearance positions if your record is recent or serious. For clearance roles: allow maximum time since last offense, maintain financial stability, document rehabilitation thoroughly, be 100% honest on SF-86 (lying is worse than the underlying conduct), prepare references who can speak to your character, address any outstanding financial issues, abstain from all drug use, and consider consulting a security clearance attorney to assess your eligibility.

Alternative Second Chance Employers

If Booz Allen Hamilton's clearance requirements create barriers, several paths exist. Other government contractors have similar requirements for most roles, but commercial consulting and technology firms may offer alternatives. Some government contractors also have non-clearance divisions.

Conclusion

Booz Allen Hamilton presents significant but not insurmountable barriers for applicants with felony convictions. As a Fortune 500 government contractor with approximately 35,000 employees and nearly all revenue from federal contracts, most positions require security clearances that involve extensive background investigations. However, a criminal record is not an automatic disqualifier under federal adjudication guidelines the focus is on trustworthiness, rehabilitation, and most critically, complete honesty.

Success requires strategic positioning: target non-clearance corporate positions (HR, finance, administration, marketing) if your record creates barriers to clearance. For those pursuing clearance roles, allow maximum time since last offense (10+ years significantly improves chances), maintain perfect financial stability, document rehabilitation thoroughly, and be 100% honest on the SF-86 falsification is permanently disqualifying and a federal crime.

The greatest barriers are offenses demonstrating lack of trustworthiness (fraud, theft, breach of trust), recent criminal conduct (within 7-10 years), patterns of behavior (multiple offenses), and any dishonesty during the process. Consider consulting a security clearance attorney if pursuing clearance-required positions. For those for whom government contractor work remains out of reach, the Alternative Employers section lists major companies with fair chance hiring commitments that don't require federal security clearances.

Disclaimer

This guide is for informational purposes only and does not constitute legal advice. Information has been compiled from Booz Allen Hamilton's official website, company job postings, employee reviews on Glassdoor and Indeed, salary data from PayScale and Levels.fyi, and government resources including DCSA and ODNI. Security clearance adjudication is governed by federal law and Executive Orders that supersede general employment law. Policies, clearance requirements, and adjudication standards may change. Salary ranges reflect December 2025 data and vary based on clearance level, role, location, and experience. Consult with a licensed attorney particularly one specializing in security clearance matters for legal advice regarding your specific situation. This guide is not affiliated with Booz Allen Hamilton and does not guarantee employment or clearance outcomes.

Apply Now at boozallen.com/careers