Quick Answer

Chewy considers applicants with felony convictions for some positions, though it doesn't publish a company-wide felony policy, and decisions depend on the role, the offense, and local law. Chewy is a leading online pet retailer; its latest annual report lists about 18,000 full-time and part-time employees, many in fulfillment centers nationwide. The EEOC rescinded its 2012 criminal-record guidance in October 2026; it is not a current universal individualized-assessment mandate. Confirm current employer practices and any separate state or local requirements for the position.

Job offers are typically conditional on a background check, and many fulfillment roles also involve a pre-employment drug screen. Chewy doesn't publish when it asks about criminal history; ban-the-box and fair chance laws in many states and cities delay that question until later in the process.

The greatest barriers are created by felonies related to theft and fraud (due to high-value inventory handling), violence (warehouse safety concerns), and drug offenses (mandatory drug testing). Recent offenses within the past 7 years face the highest scrutiny.

The best opportunities are in high-volume fulfillment center positions including Fulfillment Associate, Warehouse Associate, and Material Handler roles, which hire throughout the year and focus primarily on reliability and work ethic.

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:

• Criminal-record protections: The EEOC rescinded its 2012 arrest-and-conviction-record guidance in October 2026. Title VII continues to prohibit unlawful employment discrimination. Applicable state and local laws may require individualized assessment or provide other fair-chance protections; coverage depends on the employer, job and location.

  
  

• 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: For fulfillment roles, must be able to stand for extended periods, lift up to 50 pounds regularly, and work in a fast-paced warehouse environment.

  
  

• Drug Screen: Expect a pre-employment drug test for many fulfillment roles; ask the recruiter what type of test is used. Testing may also occur during employment under workplace policies.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked. 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.

  
  

• Schedule Flexibility: Fulfillment centers operate 24/7 with various shifts. Willingness to work nights, weekends, and overtime during peak seasons improves hiring chances.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Chewy is headquartered in Plantation, Florida, with fulfillment centers across multiple states. While Florida does not have a statewide ban-the-box law for private employers, Chewy must comply with applicable federal employment-discrimination law nationwide. States with stronger fair chance protections where Chewy operates include Pennsylvania, Massachusetts, and Nevada.

Criminal-record screening: current legal protections

The EEOC rescinded its 2012 arrest-and-conviction-record guidance in October 2026. Title VII continues to prohibit unlawful employment discrimination. Applicable state and local laws may require individualized assessment or provide other fair-chance protections; coverage depends on the employer, job and location. The following offense, time and job-related factors can be useful when preparing an explanation of a record; they are not presented here as a universal federal assessment mandate.

(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. Some state and local laws restrict blanket policies that exclude everyone with a record.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, Chewy 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

Florida, where Chewy is headquartered, has limited Fair Chance protections for private employers. The state has no statewide ban-the-box law for private sector employment, though several municipalities (Miami-Dade, Tampa, Orlando, Jacksonville) have local ordinances affecting public employers. Florida places no state limits on how far back criminal history checks can go, meaning convictions can be reported indefinitely. However, FCRA limits non-conviction records to 7 years. Pennsylvania, where several Chewy fulfillment centers operate, has stronger protections limiting consideration of convictions to those directly related to the job.

E-Commerce/Warehouse-Specific Considerations

The e-commerce and warehouse industry involves handling valuable merchandise and operating heavy equipment, which creates specific regulatory considerations. Theft and fraud convictions face heightened scrutiny due to inventory access. Violence convictions raise safety concerns in fast-paced warehouse environments. DUI convictions may disqualify candidates from forklift and equipment operator positions. Drug offenses conflict with mandatory drug-free workplace policies. However, no specific licensing requirements exist for standard warehouse positions, making them more accessible than regulated industries.

Company Overview

Chewy, Inc. is America's largest online retailer of pet food, supplies, and prescription medications. Founded in 2011 as "Mr. Chewy" by Ryan Cohen and Michael Day, the company has grown into a Fortune 500 company with over $11.8 billion in annual revenue. Chewy operates a nationwide network of fulfillment centers strategically positioned to enable fast delivery to customers across the country. The company went public in 2019 on the NYSE under ticker symbol CHWY.

Chewy is known for exceptional customer service, operating 24/7 customer support and personalized touches like handwritten notes and surprise pet portraits. The company employs approximately 18,000 team members across fulfillment centers, customer service centers, pharmacy locations, and corporate offices. None of Chewy's employees are represented by a labor union. The company has expanded into veterinary services through Chewy Vet Care clinics and operates pharmacy fulfillment centers in multiple states.

Company Fast Facts

• Founded: 2011 (Dania Beach, Florida)

• Headquarters: Plantation, Florida (dual headquarters with Boston, MA)

• Employees: Approximately 18,000

• Industry Rank: Fortune 500 (#362 in 2024)

• Major Operations: 14+ fulfillment centers across PA, FL, KY, TX, AZ, NV, OH, MO, TN

• Stock Exchange: NYSE: CHWY

• CEO: Sumit Singh (since March 2018)

• Business Model: E-commerce pet retail with autoship subscription services

• Revenue: $11.86 billion (FY 2024)

Hiring Policy Analysis

Chewy considers applicants with criminal backgrounds for some roles, though outcomes vary based on the nature and recency of convictions. Chewy doesn't publish a company-wide policy on when it asks about criminal history; in places with ban-the-box or fair chance laws, questions about records are delayed until later in the process, often after a conditional offer. Use the interview to show your value before your record comes up.

The hiring process typically includes online application, phone screening, group interview or hiring event, drug test, and background check. High-volume fulfillment center hiring often occurs through job fairs where candidates can be offered positions the same day, pending background and drug screen results. Employee reports indicate mixed experiences with felony hiring—some report successful employment with recent convictions, while others were rejected after background checks despite disclosing their records upfront.

Position-Specific Barriers

Barrier levels are determined by inventory access, equipment operation requirements, and customer interaction.

Available Positions and Pay

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

Career Path Examples

Chewy offers internal training and promotes from within for many supervisory roles. Performance-based advancement is available for dedicated employees.

Fulfillment Track: Fulfillment Associate ($16-$18/hr) → Senior Associate ($18-$20/hr) → Team Lead ($20-$23/hr) → Area Manager ($65K-$75K/yr). Requires demonstrated reliability, meeting productivity metrics, and completing internal training.

Operations Track: Warehouse Associate ($17-$21/hr) → Forklift Operator ($18-$23/hr) → Inventory Specialist ($18-$22/hr) → Operations Supervisor ($55K-$65K/yr). Requires forklift certification and strong safety record.

Customer Service Track: Customer Service Rep ($15-$19/hr) → Senior Rep ($18-$22/hr) → Team Lead ($22-$26/hr) → Customer Service Manager ($50K-$55K/yr). Requires strong performance metrics and customer satisfaction scores.

Background Check Process

Understanding Chewy's background check process helps you prepare mentally and practically for what to expect. Background checks typically come after a conditional offer, and fair chance laws in many states and cities require that timing, so you'll usually have the chance to interview and show your qualifications before your record 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 typically extending 3-5 years; drug screening for many fulfillment roles.

  
  

• Lookback Period: How far back a check can report depends on the type of record and state law. Florida places no state limits on reporting convictions, and the FCRA's 7-year limit applies to non-conviction records, not convictions. Older convictions often carry less weight, but they may still appear.

  
  

• Timeline: The hiring process averages 1-3 weeks from application to hire based on employee reports. Fulfillment center job fairs may offer same-day conditional offers. Background checks typically complete within 3-7 business days after authorization. Some candidates report longer waits of 2-3 weeks before receiving start dates.

  
  

• Process Flow: Application submitted → Phone screening or job fair → Interview/Tour → Conditional offer extended → Background check authorization signed → Background check and drug test conducted → Results reviewed → Pre-adverse action notice if applicable → Final hiring decision → Start date confirmed → Orientation.

Disqualifying Factors

High Risk for Disqualification: Recent theft, embezzlement, or fraud convictions (inventory access); violent felonies including assault, battery, weapons offenses (workplace safety); recent drug convictions combined with failed drug test; DUI/DWI for forklift or driving positions; dishonesty during application process; felonies within past 2-3 years regardless of type.

Lower Risk (Case-by-Case): Non-violent drug possession offenses (older than 5 years); property crimes not involving theft (older than 7 years); traffic violations except DUI for non-driving roles; older convictions with demonstrated rehabilitation. Rehabilitation evidence can help in each case.

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.

  
  

• Federal and local protections: The EEOC rescinded its 2012 arrest-and-conviction-record guidance in October 2026. Title VII continues to prohibit unlawful employment discrimination. Applicable state and local laws may require individualized assessment or provide other fair-chance protections; coverage depends on the employer, job and location.

  
  

• State Protections: In states like Pennsylvania where Chewy operates fulfillment centers, additional fair chance hiring protections may apply limiting consideration to job-related convictions.

  
  

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

Application Strategy

1. Target Fulfillment Center Positions: Focus on Fulfillment Associate, Warehouse Associate, and Order Picker roles which have the lowest barriers and highest volume hiring needs. These positions offer the best opportunity to get your foot in the door. Avoid customer-facing and management roles initially if your record is recent.

   
   

2. Apply Through Official Channels: Submit your application through careers.chewy.com. Chewy also posts positions on Indeed, LinkedIn, and Glassdoor. Watch for hiring events and job fairs at local fulfillment centers which offer faster paths to employment.

   
   

3. Prepare for the Interview: Be ready to discuss your reliability, ability to work in a fast-paced environment, and schedule flexibility. Research Chewy's customer-first culture. Emphasize your work ethic and commitment to showing up consistently.

   
   

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 after the 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. Many states have expanded eligibility in recent years. Sealed records generally cannot be reported on background checks.

   
   

8. Follow Up Professionally: After applying, follow up with HR if you don't hear back within 2 weeks. If you receive a pre-adverse action notice, respond promptly with rehabilitation documentation. Persistence and professionalism demonstrate the qualities Chewy values.

Tips for Applicants with Records

1. E-Commerce Hires Throughout the Year: Chewy's fulfillment centers hire on an ongoing basis, with extra hiring around peak seasons (November-December). Don't be discouraged by individual rejections—keep applying to different locations.

   
   

2. Start Entry-Level, Advance Within: Many careers at Chewy begin as Fulfillment Associates. Prove reliability by maintaining attendance and meeting productivity metrics. Internal training can help you move into higher-paying positions.

   
   

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. Warehouse-Specific Preparation: Fulfillment center work is physically demanding—standing for 10+ hours, lifting heavy pet food bags (up to 50 lbs). Demonstrate understanding of safety requirements. Consider obtaining forklift certification to qualify for higher-paying positions.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. Expect drug testing for many fulfillment roles, and assume marijuana may be included in the test panel.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and any consistent work history—even informal work shows you can be counted on. Warehouse employers especially value attendance and punctuality.

   
   

7. Network and Use Employee Referrals: Current Chewy employees can provide referrals. Employee referrals often receive priority consideration. Network through LinkedIn or local workforce development programs to connect with current employees.

   
   

8. Be Flexible on Schedule: Willingness to work night shifts, weekends, and overtime during peak seasons significantly increases your chances. Many fulfillment positions offer 4-day weeks with 10-hour shifts. Shift differentials often provide additional pay.

Benefits Overview

Chewy offers a competitive benefits package for full-time employees. Benefits begin the first of the month following your hire date for those working 40 hours per week.

• Compensation: Entry-level fulfillment roles start at $16-$18/hr. Overtime paid at 1.5x rate. Shift differentials for nights and weekends. Annual performance reviews with potential for raises.

  
  

• 401(k) and Retirement: 401(k) plan with 50% company match on the first 6% of base salary contributed. Roth 401(k) option available. Vesting schedule applies to employer contributions.

  
  

• Health Benefits: Medical insurance through Aetna with multiple plan options. Coverage begins first of month after hire date. Dental through Cigna. Vision through EyeMed. Health Savings Account (HSA) and Flexible Spending Accounts (FSA) available.

  
  

• Time Off: Paid Time Off (PTO) accrual begins after hire. Unpaid Time Off (UTO) available immediately (60 hours). Holiday pay after 90 days for major holidays (July 4th, Thanksgiving, Christmas, New Year's Day). Unlimited PTO for exempt salaried employees.

  
  

• Additional Benefits: Employee discount on Chewy.com purchases. Life insurance. Short-term and long-term disability coverage. Employee Assistance Program (EAP). Parental leave. Internal training and development programs. Check current benefits with the recruiter, since they can change.

Employee Perspectives

Pros: Good employee discount, flexible scheduling options with set shifts, opportunity for overtime pay, benefits available for full-time employees, advancement opportunities for reliable workers.

Cons: Physically demanding work, limited PTO accrual for hourly employees, some locations have management issues, high productivity expectations, mandatory overtime during peak seasons.

Frequently Asked Questions

1. Does Chewy hire people with felonies?

   Chewy considers applicants with felony convictions for some positions; there's no published company-wide felony policy. The rescinded 2012 EEOC guidance is not a current nationwide individualized-assessment requirement; applicable state or local law may impose such a requirement. Success depends on the nature of the offense, how long ago it occurred, and its relevance to the position. Fulfillment center roles offer the best opportunities. Outcomes vary, so apply to more than one location if you can.

   
   

2. What is the background check process at Chewy?

   Background checks typically happen after a conditional job offer. The check includes criminal history at county, state, and federal levels, identity verification via SSN trace, and employment history verification. A third-party consumer reporting agency typically conducts the check. You must provide written consent before the check begins. The rescinded 2012 EEOC guidance is not a current nationwide individualized-assessment requirement; applicable state or local law may impose such a requirement.

   
   

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

   How far back a background check can report depends on the type of record and state law. The FCRA's 7-year limit applies to non-conviction records, not convictions, and Florida, where Chewy is headquartered, places no state limit on reporting convictions. Older convictions often carry less weight, but they may still appear. Employment verification typically extends 3-5 years.

   
   

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

   The most challenging convictions include: theft, fraud, and embezzlement (due to handling valuable inventory); violent offenses including assault and weapons charges (warehouse safety concerns); recent drug convictions combined with failed drug test; DUI/DWI for forklift or driving positions; and any felony within the past 2-3 years. Dishonesty during the application process is an automatic disqualifier.

   
   

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

   The best entry points are: Fulfillment Associate ($16-$18/hr) picking and packing orders; Warehouse Associate ($17-$21/hr) general warehouse duties; Order Picker ($16-$19/hr) riding scooter carts to gather items. These high-volume positions hire throughout the year and focus on reliability and work ethic.

   
   

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

   Expect pre-employment drug testing for fulfillment center positions. Ask the recruiter what type of test is used—employers use oral swab or urine tests. Testing may also happen after hire, such as after a workplace accident. Assume marijuana may be included in the test panel.

   
   

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

   Chewy doesn't publish a single rule for when it asks about criminal history. Many states and cities have ban-the-box or fair chance laws that delay questions about records until later in the process, often after a conditional offer. Answer honestly whenever you are asked, and check the rules where you're applying.

   
   

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

   Advancement to management is possible but faces increased scrutiny. Management positions like Area Manager involve greater responsibility and may trigger additional background review. Success requires building a strong track record of reliability, meeting performance metrics, completing internal training, and demonstrating leadership abilities. The longer the time since your conviction and the more rehabilitation evidence you can show, the better your chances.

   
   

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

   The total hiring process typically takes 1-3 weeks from application to start date. Job fairs may offer same-day conditional offers. After providing consent, background checks typically complete within 3-7 business days. Some candidates report waiting 2-3 weeks before receiving final confirmation. During peak hiring seasons (October-December), the process may move faster because of higher hiring volume.

   
   

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

    Key strategies include: target entry-level fulfillment roles with lower barriers; be completely honest about your record when asked; prepare a brief, positive narrative about your rehabilitation; document positive changes (training, stable employment, community involvement); check your own background report for errors before applying; apply during peak seasons when hiring needs are highest; be flexible on shifts including nights and weekends; attend job fairs for faster hiring decisions; consider multiple Chewy locations to maximize opportunities.

Alternative Second Chance Employers

If Chewy doesn't work out, consider these employers known for fair chance hiring practices in e-commerce, warehousing, and retail:

Conclusion

Chewy offers real opportunities for some individuals with criminal records, particularly in fulfillment center positions. With about 18,000 employees and year-round hiring across multiple fulfillment centers, the company provides a realistic pathway to stable employment. Ask the recruiter when and how records are reviewed for your role, and be ready to explain your history honestly.

The work is physically demanding—standing for extended periods, lifting heavy pet food bags, and maintaining productivity metrics in a fast-paced environment. However, the compensation is competitive for warehouse work ($16-$21/hr for entry-level roles) with opportunities for overtime. The benefits package includes health insurance, 401(k) with company match, employee discounts, and paid time off. Career advancement is possible through internal promotion and training.

Key Success Factors: Target entry-level fulfillment roles; be completely honest about your record; prepare rehabilitation documentation; demonstrate reliability through attendance and performance; be flexible on scheduling; apply during peak hiring seasons; consider multiple locations.

Biggest Barriers: Recent theft or fraud convictions (inventory access); violent felonies (workplace safety); failed drug tests (mandatory testing); DUI for forklift positions; dishonesty during application process; convictions within past 2-3 years.

Your past doesn't have to define your future. With honest disclosure, documented rehabilitation, and commitment to reliability, Chewy can provide the second chance you need to build a stable career in the growing e-commerce industry.

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 Chewy.

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. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

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