Quick Answer

Yes, Capital One is committed to Fair Chance Hiring principles. The company follows the "Ban the Box" approach, removing criminal history questions from initial applications and delaying background checks until after a conditional job offer.

However, employment is highly conditional and strictly regulated by Section 19 of the Federal Deposit Insurance Act (FDIA) (12 U.S.C. § 1829). This federal law creates a prohibition on hiring individuals convicted of criminal offenses involving "dishonesty, a breach of trust, or money laundering" without obtaining a specific waiver (written consent) from the FDIC.

The greatest barriers are created by felonies and serious misdemeanors related to theft, fraud, forgery, larceny, embezzlement, and money laundering. Recent amendments through the Fair Hiring in Banking Act (FHBA), effective October 2024, have significantly narrowed the types of convictions that trigger Section 19 prohibitions, excluding certain older offenses, expunged records, and minor crimes.

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:

• FDIC Section 19 Status: Determine if your conviction involves dishonesty, breach of trust, or money laundering.

  
  

• Exclusion Qualification: Check if your offense is excluded because it was expunged/sealed, occurred 7+ years ago, or falls under de minimis rules (e.g., shoplifting, fake ID, trespass).

  
  

• Waiver Requirement: If you have a covered offense that is not excluded, you must meet statutory waiting periods before a waiver can be filed. Capital One may sponsor your FDIC consent application.

  
  

• Honesty is Paramount: Must be 100% truthful about all criminal history when asked (after conditional offer), as dishonesty leads to automatic denial.

  
  

• Work Authorization: Must be legally authorized to work in the United States.

Critical Regulatory Information

The hiring process for Capital One is fundamentally dictated by FDIA Section 19, which makes a conviction for a crime of dishonesty a permanent prohibition unless an exception applies or a waiver is obtained.

Ban-the-Box Laws

Capital One follows Ban-the-Box principles and delays criminal history inquiries until after a conditional offer. The company's major locations are covered by state and local fair chance laws:

• Virginia (McLean, Richmond): State agencies follow fair chance hiring; private employers encouraged but not required.

  
  

• Texas (Plano): No statewide ban-the-box law, but Capital One voluntarily complies.

  
  

• New York City: Fair Chance Act prohibits inquiry until after conditional offer.

  
  

• California (San Francisco): Fair Chance Ordinance applies to employers with 5+ employees.

  
  

EEOC Guidelines

For non-Section 19 covered offenses, Capital One must follow EEOC guidance requiring individualized assessment considering: nature and gravity of the offense, time elapsed since conviction, and nature of the job sought.

FCRA Compliance

Capital One must provide pre-adverse action notice with a copy of the background report and your FCRA rights before taking adverse action. You'll have sufficient opportunity to respond with evidence of rehabilitation or dispute inaccuracies.

Fair Hiring in Banking Act (FHBA)

Effective October 1, 2024, FHBA amendments significantly narrowed Section 19 restrictions. Key changes include: exclusion of offenses 7+ years old; exclusion of offenses committed before age 21 with 30 months since sentencing; expanded de minimis exceptions for minor offenses; and inclusion of drug possession offenses (including possession with intent to distribute) as non-disqualifying.

Company Overview

Capital One Financial Corporation is one of the largest bank holding companies in the United States, specializing in credit cards, auto loans, banking, and savings accounts. The company was founded in 1994 by Richard Fairbank and Nigel Morris in Richmond, Virginia, and has grown to become the sixth-largest bank in the U.S. by total assets and the third-largest issuer of Visa and Mastercard credit cards.

Capital One is known for its technology-forward approach to banking and has positioned itself as more of a tech company that happens to be a bank. The company pioneered the mass marketing of credit cards in the 1990s and continues to innovate with data-driven decision making and advanced technology platforms. Capital One employs approximately 63,000 associates globally and operates over 750 branches including 30 café-style locations.

In May 2025, Capital One completed its landmark $35.3 billion acquisition of Discover Financial, creating the largest U.S. credit card issuer by balance and strengthening its position as a major financial services player. The merger combined Capital One's technology prowess with Discover's payment network, creating new opportunities for growth and innovation.

The company has consistently been recognized as a top workplace, ranking #15 on Fortune's 100 Best Companies to Work For list and receiving recognition as a Military Friendly Employer. Capital One's culture emphasizes innovation, diversity, and inclusion, with a commitment to doing the right thing for associates and customers alike.

Company Fast Facts

• Founded: July 21, 1994

• Headquarters: McLean, Virginia (Tysons area)

• Major Locations: McLean VA, Richmond VA, Plano TX, New York NY, Chicago IL, Boston MA, San Francisco CA, Philadelphia PA, Atlanta GA

• CEO: Richard Fairbank (Founder & CEO since 1994)

• Employees: Approximately 63,000 globally

• Industry: Financial Services, Banking, Credit Cards

• Fortune 500 Rank: #82 (2024)

• Work Model: Hybrid (Monday and Friday remote, 3 days in office)

Hiring Policy Analysis

Capital One's hiring process is designed to be fairer and more transparent by delaying background checks and providing clear communication throughout the screening process. The company has made deliberate efforts to create opportunities for qualified candidates regardless of their background, while still meeting strict federal banking compliance requirements.

The company's approach reflects a balance between the Fair Chance hiring movement and the regulatory requirements imposed on FDIC-insured institutions. Capital One must comply with Section 19 requirements while also following state and local fair chance laws in various jurisdictions where it operates.

Official Policy

Capital One will consider for employment qualified applicants with a criminal history in a manner consistent with federal, state, and local laws. This includes New York Correction Law Article 23-A, San Francisco Fair Chance Ordinance, New York City Fair Chance Act, and Philadelphia Fair Criminal Records Screening Act. The company skips self-reporting and delays checks until after a conditional offer is extended.

Key Regulatory Constraints

• FDIA Section 19: Mandatory, non-negotiable bar for crimes of dishonesty or breach of trust, unless an exception or waiver applies.

  
  

• FHBA Exclusions: Offenses 7+ years old, expunged/sealed records, offenses committed before age 21 (with 30 months since sentencing), and de minimis offenses are excluded.

  
  

• Reasonable Inquiry: Capital One must make a documented inquiry to verify applicant criminal history under FDIC regulations.

  
  

Factors in Hiring Decisions

The individualized assessment (or waiver application) will consider:

• Nature of the Crime: Whether the offense involved dishonesty, fraud, or breach of trust.

  
  

• Time Elapsed: How long since the offense was committed or sentence completed. Older offenses are favored.

  
  

• Job Relevance: The relationship between the crime and specific job duties.

  
  

• Rehabilitation Evidence: Post-conviction stability, employment history, education, and positive conduct.

Position-Specific Barriers

The barrier level for each position at Capital One is primarily determined by the mandatory federal restrictions on crimes of dishonesty and breach of trust under Section 19. Different roles carry different levels of scrutiny based on their involvement with customer finances, sensitive data, and fiduciary responsibilities.

Understanding these barrier levels can help applicants with records strategically target positions where they are most likely to succeed. Keep in mind that all positions at an FDIC-insured institution are technically covered by Section 19, but the practical impact varies by role.

Available Positions and Pay

Capital One offers competitive compensation across all levels, often exceeding industry averages for similar roles. The company pays particularly well for technology positions, reflecting its identity as a "tech company that happens to be a bank." Customer service and call center roles also offer above-average hourly rates compared to competitors.

The following are typical entry-level and experienced positions with hourly pay ranges based on Glassdoor, Indeed, PayScale, and Levels.fyi data collected in late 2025. Entry difficulty reflects the impact of Section 19 requirements on candidates with records:

Career Path Examples

Capital One offers significant advancement opportunities for employees who demonstrate strong performance, regardless of their background. The company has a culture of internal mobility, with many associates moving between departments and advancing into leadership roles. Here are realistic career progression paths for common entry points:

Customer Service Track: This is often the most accessible path for applicants with records, particularly those without dishonesty-related offenses. Remote work options are available for many customer service roles.

1.    Customer Service Representative ($19-$28/hr)

2.    Customer Service Coordinator ($22-$32/hr)

3.    Senior Customer Service Representative ($20-$31/hr)

4.    Team Lead/Supervisor ($28-$40/hr)

Technology Track: Capital One invests heavily in technology and offers exceptional growth opportunities for those with technical skills. The company's reputation as a technology leader means competitive pay and interesting work.

1.    Associate Software Engineer ($59-$62/hr)

2.    Software Engineer Senior Associate ($67-$80/hr)

3.    Senior Software Engineer Principal Associate ($80-$94/hr)

4.    Lead Software Engineer ($94-$121/hr)

Background Check Process

Capital One's background check process is thorough and conducted by third-party vendors such as First Advantage. As an FDIC-insured institution, the company is required to make a reasonable, documented inquiry to verify each applicant's criminal history and ensure compliance with Section 19 requirements. Understanding what to expect can help you prepare and reduce anxiety during this phase.

What They Check

• Criminal History: County, state, and federal criminal records search. Focused specifically on Section 19 covered offenses.

  
  

• Credit History: Financial institutions may pull credit reports as part of the screening process.

  
  

• Identity Verification: SSN verification, address history, and identity confirmation.

  
  

• Fingerprinting: Required for all employees as part of federal banking compliance.

  
  

• Employment Verification: May verify previous employment and education credentials.

  
  

• Drug Testing: Capital One does NOT conduct pre-employment drug testing for most positions.

  
  

Lookback Period Summary

Timeline

The background check typically takes 3-10 business days. The overall hiring process at Capital One averages approximately 26 days from application to offer. Wait for official confirmation that your background check has cleared before giving notice at your current job.

Disqualifying Factors

• Automatic Disqualification: Convictions for bank fraud, money laundering, or financial crimes against insured institutions (unless waived).

  
  

• High Risk: Fraud, embezzlement, forgery, larceny, theft, identity theft, computer fraud involving dishonesty.

  
  

• Case-by-Case: Non-dishonesty offenses (assault, DUI, drug possession) evaluated individually.

  
  

• Dishonesty in Application: Providing false, incomplete, or misleading information results in automatic rejection.

Application Strategy

Applying to Capital One with a criminal record requires careful preparation and a strategic approach. The combination of fair chance principles and strict federal banking regulations means you need to understand your specific situation before applying. Follow these steps to maximize your chances of success:

• Step 1: Research Your Section 19 Status. Before applying, determine if your conviction involves dishonesty, breach of trust, or money laundering. Research whether you qualify for de minimis exclusion or the 7-year rule.

  
  

• Step 2: Pursue Expungement/Sealing. If your offense is eligible to be expunged or sealed, pursue this immediately. Expunged records are NOT subject to Section 19.

  
  

• Step 3: Target Appropriate Positions. If you have a dishonesty-related offense, focus on non-customer-facing support roles initially. Customer service and tech roles may have lower barriers.

  
  

• Step 4: Apply Online. Submit applications through Capital One's careers website. No criminal history questions on initial application.

  
  

• Step 5: Be 100% Truthful. When asked about criminal history (post-conditional offer), be completely honest. Any dishonesty is automatic disqualification.

  
  

• Step 6: Prepare Rehabilitation Evidence. Gather employment records, education certificates, training completions, letters of recommendation, and any documentation showing positive life changes.

  
  

• Step 7: Inquire About Waiver Sponsorship. If you have a disqualifying conviction, ask about Capital One's willingness to sponsor your FDIC waiver application.

Tips for Applicants with Records

These practical tips are based on insights from successful applicants and hiring professionals in the banking industry:

• Know the Rules: Understand Section 19 and FHBA exclusions thoroughly before applying. The FDIC provides resources including "Your Complete Guide to Section 19."

  
  

• Get Your Own Background Check: Order a personal background check so you know exactly what Capital One will see.

  
  

• Document Rehabilitation: Maintain records of stable employment, completed programs, community service, and positive references.

  
  

• Be Patient with Timeline: If a waiver is needed, the process takes additional time. Stay in communication with your recruiter.

  
  

• Highlight Relevant Skills: Focus on customer service experience, technology skills, and any financial industry knowledge.

  
  

• Prepare for Interviews: Capital One's interview process is rigorous, often including multiple rounds and "Power Day" sessions.

  
  

• Consider Entry Points: Even if your ideal role has higher barriers, starting in a lower-barrier position can lead to advancement.

  
  

• Leverage Fair Chance Laws: Understand your rights under applicable fair chance laws in Capital One's locations.

Benefits Overview

Capital One offers one of the most comprehensive benefits packages in the financial services industry, reflecting its position as a Fortune 500 company and top workplace. The benefits extend to all eligible associates and include both traditional offerings and innovative perks that support work-life balance.

Compensation

Capital One is known for competitive pay, particularly in technology roles where compensation often exceeds major tech companies. The median total compensation is approximately $136,000 annually across all positions, though this is heavily influenced by highly-paid engineering and data science roles. Customer service roles average $19-$23/hr, which is above industry standards. Technology roles command $57-$90/hr at various experience levels. The company also provides sign-on bonuses for certain positions, relocation assistance, and annual performance bonuses based on individual and company performance. Total compensation packages often include significant equity through the Employee Stock Purchase Program.

Benefits Package

• 401(k): 100% match on first 3% of salary, plus 50% match on next 3% (up to 7.5% total company contribution). Plus automatic 3% even if you don't contribute.

  
  

• Health Insurance: Medical, dental, vision options including HSA-eligible plans. Company contributes $500-$1,000 to HSA.

  
  

• PTO: Generous vacation that increases with tenure. Additional week after 5 years. Option to buy an extra week.

  
  

• Parental Leave: Paid parental leave for both parents. Adoption assistance available.

  
  

• Life Insurance: Basic life and AD&PL insurance at no cost to associates.

  
  

• Employee Assistance: EAP including counseling, legal/financial assistance, and ID theft recovery.

  
  

• Stock Purchase: Employee Stock Purchase Program with company match (up to 15% of base salary).

• 
  

Employee Perspectives

• Glassdoor Rating: 3.7/5 stars (18,000+ reviews

  
  

• Would Recommend: 62% of employees would recommend to a friend

  
  

• Compensation Rating: 4.0/5 stars

  
  

• Work-Life Balance: 3.8/5 stars. Hybrid work model with Monday/Friday remote.

  
  

• Pros: Competitive pay, excellent benefits, technology-forward culture, smart colleagues, career growth opportunities.

  
  

• Cons: Performance management system (stack ranking), management varies by team, 3-day in-office requirement.

Frequently Asked Questions

These are the most common questions from job seekers with criminal records considering employment at Capital One:

1. Does Capital One hire people with felonies?

   Yes, Capital One has hired individuals with felony records. However, due to FDIC Section 19 requirements, felonies involving dishonesty, breach of trust, or money laundering create significant barriers unless the offense is excluded under FHBA rules or a waiver is obtained. Non-dishonesty felonies (assault, DUI, drug possession) are evaluated on a case-by-case basis.

   
   

2. What is the background check process at Capital One?

   After receiving a conditional offer, Capital One conducts a comprehensive background check through a third-party vendor like First Advantage. The check includes criminal history, credit history, identity verification, and fingerprinting. The process typically takes 3-10 business days. You'll receive FCRA-compliant notices if any adverse action is being considered.

   
   

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

   The standard lookback period is 7 years for most criminal history. However, Section 19 covered offenses (dishonesty, breach of trust, money laundering) can be lifetime prohibitions unless excluded or waived. Under FHBA rules effective October 2024, offenses 7+ years old may be excluded from Section 19 requirements.

   
   

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

   The most challenging convictions are those involving dishonesty: fraud, theft, forgery, embezzlement, larceny, identity theft, money laundering, and bank-related crimes. These trigger Section 19 prohibitions. Computer crimes involving fraud and any conviction where an insured financial institution was a victim are particularly problematic.

   
   

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

   The best entry points are customer service representative roles (for remote work), administrative support positions, and technology roles where the focus is on skills rather than financial transactions. Avoid directly customer-facing financial roles like teller or banker initially. Customer service and call center positions offer good opportunities for those with non-dishonesty offenses.

   
   

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

   No, Capital One does NOT conduct pre-employment drug testing for most positions. The screening focuses on background checks and fingerprinting. This has been consistently reported by current and former employees across multiple sources.

   
   

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

   Capital One follows Ban-the-Box principles and does NOT ask about criminal history on the initial application. Criminal history inquiries occur only after a conditional job offer is extended. This gives candidates the opportunity to be evaluated on qualifications first.

   
   

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

   Yes, advancement is possible if you were hired successfully. Capital One offers career development opportunities including internal mobility. The key is getting through the initial hiring process. Once employed, your performance and skills drive advancement. Management roles that involve fiduciary responsibilities may face additional Section 19 scrutiny.

   
   

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

   The overall hiring process at Capital One averages approximately 26 days. This includes multiple interview rounds and potentially a "Power Day" (series of interviews). The background check itself typically takes 3-10 business days after you provide authorization. If an FDIC waiver is needed, expect additional processing time.

   
   

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

    Focus on: pursuing expungement/sealing if eligible; understanding your Section 19 status and FHBA exclusions; being 100% honest when asked about criminal history; gathering strong rehabilitation evidence; targeting appropriate positions based on your background; preparing thoroughly for interviews; and inquiring about waiver sponsorship if needed. Building relevant skills in customer service or technology also strengthens your application.

Alternative Second Chance Employers

If Capital One isn't the right fit due to Section 19 barriers or other concerns, consider these second-chance friendly employers. Many of these companies do not face FDIC restrictions and may offer an easier path to employment. Some are in different industries entirely, while others are banking competitors that may have similar regulatory requirements but different approaches to fair chance hiring:

Conclusion

Capital One represents a moderate opportunity for job seekers with criminal records. While the company follows Fair Chance hiring principles and delays background inquiries until after a conditional offer, FDIC Section 19 requirements create substantial barriers for anyone with dishonesty-related offenses. The Fair Hiring in Banking Act amendments effective October 2024 have significantly improved opportunities by excluding older offenses, expunged records, and de minimis crimes.

For those with non-dishonesty convictions or excluded offenses, Capital One offers competitive pay averaging well above industry standards, excellent benefits including a strong 401(k) match and comprehensive health coverage, and a technology-focused culture that values innovation and personal development. The company's hybrid work model provides flexibility, and the career advancement opportunities are substantial for strong performers.

Success at Capital One requires thorough preparation, complete honesty during the application process, and potentially pursuing expungement before applying. If your record presents Section 19 challenges, consider exploring waiver sponsorship options with the company or focusing on alternative employers without federal banking restrictions. The key is understanding your specific Section 19 status, knowing which exclusions may apply to your situation, and targeting appropriate positions based on your background.

Disclaimer

This guide is for informational purposes only and does not constitute legal advice. Hiring policies and regulations change frequently, and individual circumstances vary significantly. Information was compiled from publicly available sources including FDIC regulations, company career pages, Glassdoor, Indeed, PayScale, and employment law resources.

Individual results will vary based on specific circumstances, location, position type, and the nature and timing of any criminal history. Always verify current policies directly with Capital One and consult with an attorney if you have legal questions about FDIC Section 19 requirements, waiver processes, or your specific eligibility. This guide does not guarantee employment outcomes and should be used as one resource among many in your job search preparation.

Apply Now: https://www.capitalonecareers.com