Quick Answer

Yes, absolutely. Dave's Killer Bread (DKB) is widely recognized as one of the most committed second-chance employers in the United States. The company's policy of hiring individuals with criminal backgrounds is not merely a corporate initiative—it is foundational to the brand's identity and origin story. Co-founder Dave Dahl spent 15 years in prison before returning to his family's bakery and creating the recipes that launched Dave's Killer Bread into national prominence.

The law prohibits companies from having a blanket policy excluding all felons. Instead, they must conduct an individualized assessment of the conviction to determine if it is job-related and consistent with business necessity.

At Dave's Killer Bread's flagship bakery in Milwaukie, Oregon, approximately one-third of all employee partners have a criminal background. The company actively seeks out and hires formerly incarcerated individuals for positions across production, packaging, maintenance, sanitation, and administrative teams. DKB's hiring philosophy centers on finding the best person for the job, regardless of their past, with a focus on attitude, reliability, and genuine commitment to positive change.

The best entry points are Production Team Member, Packaging Line Worker, and Sanitation positions starting at $18.00-$24.00/hr with comprehensive benefits and clear advancement paths into leadership roles.

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: Must be aware that the company is not allowed to automatically exclude you solely for being a felon. EEOC guidelines require individualized assessment. DKB goes beyond compliance by actively seeking candidates with criminal backgrounds.

  
  

• Job-Related Assessment: Must be prepared for open, honest conversation about your criminal history. DKB evaluates candidates based on the Green Factors (nature of crime, time elapsed, nature of job) with emphasis on current attitude and commitment to change.

  
  

• Physical Requirements: Must be able to meet the physical demands of bakery production work, including standing for extended periods (8-12 hours), performing repetitive motions, working in warm environments, and lifting up to 50 pounds.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. As a food manufacturing facility, DKB maintains a drug-free workplace policy for safety and compliance reasons.

  
  

• Honesty is Paramount: Must be willing to have an open, honest conversation about your criminal history. Attempting to hide or lie about past convictions is viewed as a greater barrier than the convictions themselves.

  
  

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

  
  

• Commitment to Change: Must demonstrate a genuine desire for positive, lasting change. DKB looks for candidates who view employment as an opportunity to build a new future.

  
  

• Shift Flexibility: Must be willing to work rotating shifts including nights and weekends. Production operates 24 hours a day.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Dave's Killer Bread operates primarily in Oregon, which has strong protections for applicants with criminal records. The company goes well beyond minimum compliance, actively seeking to hire individuals with criminal backgrounds.

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. Dave's Killer Bread goes well beyond minimum EEOC compliance, treating these factors as embedded in company culture rather than legal obligation.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, Dave's Killer Bread 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. DKB views background checks as one piece of information to consider rather than an automatic disqualification trigger.

State-Specific Considerations

Oregon has a statewide ban-the-box law that prohibits employers from asking about criminal history on job applications or before the initial interview. If no interview is conducted, employers cannot inquire about criminal history until after making a conditional job offer. The City of Portland, located near DKB's Milwaukie headquarters, has even stronger protections—employers cannot inquire about criminal history until after a conditional job offer has been made. If criminal history is used to rescind an offer, the employer must make a good-faith determination that the offense is job-related and consistent with business necessity.

Food Manufacturing-Specific Considerations

Food manufacturing facilities operate under FDA regulations requiring safe food handling practices and employee health and hygiene standards. While these regulations do not specifically address criminal history, they do require drug-free workplace policies. Dave's Killer Bread maintains standard food manufacturing safety protocols while demonstrating that second-chance hiring and food safety compliance are fully compatible. The company's track record shows that employees with criminal backgrounds perform equally well in meeting food safety standards.

Company Overview

Dave's Killer Bread is the number one organic bread brand in the United States, known for whole-grain products packed with seeds, protein, and fiber. The brand was founded in 2005 in Milwaukie, Oregon, by Dave Dahl, who developed the original recipes after returning from 15 years in prison to work at his family's bakery. What started at Portland-area farmers' markets grew into a national brand available in approximately 85% of U.S. grocery stores.

In 2015, Flowers Foods acquired Dave's Killer Bread for $275 million, but the brand continues to operate as a distinct subsidiary with its own identity and mission. The company's flagship bakery remains in Milwaukie, Oregon, where approximately one-third of employee partners have criminal backgrounds. All DKB products are USDA-certified organic and Non-GMO Project Verified.

The Dave's Killer Bread Foundation was established in 2015 to promote second-chance employment beyond the company itself. In 2022, the foundation's programs transferred to Jobs for the Future's Center for Justice and Economic Advancement, where they continue to train employers and HR professionals on implementing fair-chance hiring practices.

• Company Fast Facts

• Founded: 2005 (Milwaukie, Oregon)

• Headquarters: 5209 SE International Way, Milwaukie, OR 97222

• Employees: Approximately 200+ at BreadQuarters; part of Flowers Foods (22,000+ employees)

• Parent Company: Flowers Foods (acquired 2015 for $275 million)

• Industry Position: #1 organic bread brand in the United States

• Distribution: Available in approximately 85% of U.S. grocery stores

Hiring Policy Analysis

Dave's Killer Bread approaches hiring differently than most employers. Rather than viewing criminal records as automatic disqualifiers, the company treats them as opportunities for candid conversation about an applicant's past, present circumstances, and future goals. This philosophy has produced a workforce where employees with criminal backgrounds consistently match or exceed the performance of those without records. Background checks occur after the initial interview per Oregon's ban-the-box law, and the company uses individualized assessments rather than rigid exclusion criteria.

Position-Specific Barriers

Dave's Killer Bread maintains remarkably few position-specific barriers compared to other employers. The company does not maintain lists of automatically disqualifying offenses or rigid lookback periods.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, and company sources. Night and swing shifts include differential pay of $1.00+ per hour.

Career Path Examples

Dave's Killer Bread is strongly committed to internal promotion. Many management positions are filled by employees who started in entry-level production roles—including many who came through the second-chance program.

Production Track: Production Team Member ($21.00/hr) → Production Operator II ($24.00/hr) → Production Lead ($27.00/hr) → Assistant Supervisor ($30.00/hr). Advancement based on reliability, performance, and leadership over 1-3 years.

Operations Track: Production Lead ($27.00/hr) → Supervisor ($55K-$65K/yr) → Distribution Manager ($70K-$85K/yr). Requires 2-5 years of demonstrated leadership.

Technical Track: Maintenance Technician ($28.00/hr) → Senior Maintenance ($32.00/hr) → Maintenance Engineer ($35.00/hr). Requires technical certifications and experience.

Background Check Process

Dave's Killer Bread conducts background checks as part of its hiring process, but approaches them differently than most employers. Under Oregon's ban-the-box law, criminal history inquiries cannot occur until after the initial interview. The company uses the background check as an opportunity for honest dialogue rather than as an automatic screening tool.

What They Check: Criminal history review (individualized, no rigid time limits); identity verification; employment history verification; pre-employment drug screening (required for food manufacturing).

Lookback Period: Oregon law generally limits reporting to 7 years for most convictions. However, DKB's second-chance philosophy means older convictions are evaluated with understanding rather than automatic exclusion.

Timeline: The hiring process typically takes 1-2 weeks from initial application to final hiring decision. Oregon law provides that criminal record information must be reviewed by the candidate within 14 days before results are shared with employers.

Process Flow: Application submitted → Initial interview → Open dialogue about criminal history → Background check and drug screening → Individualized assessment → Final hiring decision → Work hardening program (6-hour shifts first week, paid for 8 hours).

Disqualifying Factors

High Risk for Disqualification: Dishonesty about criminal history (viewed as more disqualifying than the history itself); drug test failure; recent violent offenses (within 1-2 years) that suggest potential safety risks in manufacturing environment.

Lower Risk (Case-by-Case): Older convictions regardless of type; non-violent offenses; drug-related offenses (if currently clean); property crimes. Each candidate evaluated individually based on current attitude and commitment to change.

Your Rights as Applicant

• Oregon Ban-the-Box: You cannot be asked about criminal history on the job application or before your initial interview.

  
  

• FCRA Protections: You have the right to receive a copy of your background check report before any adverse action is taken. You have the right to dispute inaccurate information.

  
  

• Portland Protections: If in Portland area, employers cannot inquire about criminal history until after a conditional job offer, and must conduct individualized assessment before rescinding an offer.

  
  

• Individual Evaluation: You have the right to be evaluated as an individual rather than being automatically excluded based on your record.

Application Strategy

1. Research the Company: Learn about Dave's Killer Bread's mission and values before applying. Understanding the company's genuine commitment to second chances will help you present yourself authentically.

   
   

2. Target Production Roles: The bakery and manufacturing positions offer the most accessible entry points. These roles are where the second-chance mission is most visible and where management is most experienced in supporting employees with criminal backgrounds.

   
   

3. Prepare Your Story: Be ready to discuss your past honestly while focusing on what you have learned and how you have changed. Frame your conviction as a past chapter that has contributed to who you are today.

   
   

4. Emphasize Reliability: Gather evidence of your stability and dependability since release—certificates from programs, letters of recommendation, volunteer work, or documentation of steady employment or housing.

   
   

5. Be Completely Honest: This cannot be emphasized enough. DKB values transparency above almost everything else. Do not attempt to hide, minimize, or excuse your past.

   
   

6. Demonstrate Attitude: Show genuine appreciation for the opportunity and eagerness to contribute. DKB hires people who demonstrate tenacity, commitment to teamwork, resilience, and gratitude.

   
   

7. Pass the Drug Test: This is non-negotiable in food manufacturing. If you are currently using substances, get clean before applying.

   
   

8. Connect with Reentry Resources: Organizations like the Center for Employment Opportunities and local workforce development programs can help with job readiness, interview preparation, and connecting with employers like DKB.

Tips for Applicants with Records

1. Be Completely Honest: DKB values transparency above almost everything else. Own your past, explain what you learned, and focus on demonstrating your readiness for a fresh start.

   
   

2. Prepare for Physical Work: Bakery production is physically demanding. Be prepared for standing shifts of 8-12 hours, working in warm environments, and performing repetitive motions.

   
   

3. Accept Shift Work: Production operates 24 hours a day with rotating shifts including nights and weekends. Flexibility demonstrates your commitment.

   
   

4. Use Growth Language: When discussing your background and goals, use language that reflects DKB's values: tenacity, commitment to team, resilience, gratitude, and desire to contribute positively.

   
   

5. Take Advantage of Work Hardening: DKB offers a work hardening program that pays full wages during initial training when new employees work shortened six-hour shifts while building physical stamina.

   
   

6. Build on Free Training: The company provides training and development support to help employees grow into leadership roles.

7. Appreciate the Culture: DKB's inclusive and diverse workforce creates an environment where employees with criminal backgrounds feel accepted and valued.

8. Enjoy the Perks: Free daily lunch and snacks for all shifts, free bread to take home daily, and shift differential pay for evening and night shifts.

Benefits Overview

Dave's Killer Bread offers a comprehensive benefits package that reflects its commitment to employee welfare. Full-time employees receive competitive benefits that compare favorably to other food manufacturing employers.

Compensation: Starting wages range from $18.00-$25.00/hr depending on position. Significant pay increases after 180 days. Shift differential pay of $1.00+ per hour for evening and night shifts.

401(k) and Retirement: 401(k) retirement plan with company contributions available to eligible employees.

Health Benefits: Comprehensive health insurance coverage including medical, dental, and vision for full-time employees.

Time Off: Paid time off for eligible employees. Work-life balance emphasized in company culture.

Additional Benefits: Free daily lunch and snacks for all shifts. Free bread to take home daily. Employee assistance programs. Work hardening program (6-hour shifts first week, paid for 8 hours). Professional development opportunities.

Employee Perspectives

Pros: Good pay, good benefits, free food, supportive management, inclusive culture, second-chance friendly, good work-life balance, shift differential pay, opportunities for advancement.

Cons: Physical work, warm working environment, repetitive tasks, mandatory overtime a few weeks per year, no weekends off for production, 24-hour production schedules.

Frequently Asked Questions

1. Does Dave's Killer Bread hire people with felonies?

   Yes, enthusiastically. Dave's Killer Bread is one of the most committed second-chance employers in the United States. Approximately one-third of employee partners at the flagship Oregon bakery have criminal backgrounds. The company actively seeks out individuals with criminal records who demonstrate genuine commitment to positive change, viewing second-chance hiring as core to its mission and brand identity.

   
   

2. What is the background check process at Dave's Killer Bread?

   Under Oregon's ban-the-box law, DKB cannot ask about criminal history until after the initial interview. The background check includes criminal records verification, employment history verification, identity confirmation, and pre-employment drug screening. The company approaches background checks as an opportunity for honest dialogue rather than automatic screening, conducting individualized assessments for each candidate.

   
   

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

   Dave's Killer Bread does not apply rigid time-based exclusion criteria. The company conducts individualized assessments that consider the nature of the offense, time elapsed, evidence of rehabilitation, and current circumstances. Oregon law generally limits background check reporting to seven years for most convictions, though the company's second-chance philosophy means older convictions are evaluated with understanding rather than automatic exclusion.

   
   

4. What types of convictions make hiring more difficult at Dave's Killer Bread?

   DKB does not maintain lists of automatically disqualifying offenses. However, recent violent offenses (within 1-2 years) that suggest potential safety risks in a manufacturing environment may receive additional scrutiny. More significantly, dishonesty about criminal history is often viewed as more problematic than the history itself. The company prioritizes candidates who demonstrate honest self-reflection and genuine commitment to change.

   
   

5. What are the best entry-level roles at Dave's Killer Bread for applicants with a record?

   Production Team Member, Packaging Line Worker, and Sanitation positions offer the most accessible entry points, starting at $18.00-$24.00/hr. These bakery and manufacturing roles are where the second-chance mission is most embedded in the culture and where management has the most experience supporting employees with criminal backgrounds. These positions also offer clear advancement paths into leadership roles.

   
   

6. Does Dave's Killer Bread drug test, and what kind of test do they use?

   Yes, Dave's Killer Bread requires pre-employment drug testing as part of its drug-free workplace policy. This is standard practice in food manufacturing for safety and regulatory compliance reasons. The company typically uses urine testing for pre-employment screening. Passing the drug test is mandatory for employment regardless of criminal history.

   
   

7. When during the hiring process will Dave's Killer Bread ask about criminal history?

   Under Oregon's ban-the-box law, DKB cannot ask about criminal history on the application or before the initial interview. However, DKB's culture encourages open dialogue about criminal background as part of building a foundation of trust. Unlike employers who delay the conversation to comply with law, DKB views this conversation as an opportunity to understand your story and assess your readiness for positive change.

   
   

8. Can someone advance to management at Dave's Killer Bread if they have a felony?

   Yes, absolutely. Many management positions at Dave's Killer Bread are filled by employees who started in entry-level production roles and advanced through demonstrated performance—including many who came through the second-chance program. The company is committed to internal promotion and provides training and development support to help all employees grow into leadership roles regardless of their background.

   
   

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

   The typical hiring process takes one to two weeks from initial application to final hiring decision, though this can vary based on complexity of background verification and current hiring needs. The process includes application review, initial interview, background check and drug screening, and final hiring decision. DKB's work hardening program allows new employees to start with shorter shifts while acclimating to physical demands.

   
   

10. What can applicants do to improve their chances of getting hired at Dave's Killer Bread?

    Be completely honest about your past and demonstrate genuine commitment to positive change. Prepare to discuss your story openly, focusing on what you learned and how you have grown. Gather evidence of stability since release (certificates, references, volunteer work). Show enthusiasm for the company's mission and values. Be prepared for physical work and flexible scheduling. Pass the pre-employment drug test. Use language that reflects DKB's values: gratitude, resilience, teamwork, and desire to contribute positively.

Alternative Second Chance Employers

If Dave's Killer Bread does not have openings in your area, consider these employers known for fair chance hiring practices:

Conclusion

Dave's Killer Bread represents the gold standard for second-chance employment in the United States. The company's commitment to hiring individuals with criminal backgrounds is not a compliance measure or marketing strategy—it is foundational to the brand's identity and has been proven through nearly two decades of successful implementation. Research has shown that employees with criminal backgrounds perform equally well or better than those without records, demonstrating lower turnover and higher loyalty.

For applicants with criminal records, DKB offers an exceptional opportunity to build a stable career with competitive wages ($18-$35/hr for production roles), comprehensive benefits, and genuine advancement potential. The key to success is authenticity: be honest about your past, demonstrate your commitment to change, and show genuine appreciation for the opportunity.

Key Success Factors: Complete honesty about criminal history. Genuine commitment to positive change. Readiness for physical work. Flexibility with shift scheduling. Passing the pre-employment drug test. Demonstrating gratitude and teamwork values.

Biggest Barriers: Dishonesty about criminal history. Drug test failure. Recent violent offenses (within 1-2 years) suggesting safety risks.

By choosing to apply to Dave's Killer Bread, you are seeking employment with an organization that genuinely believes in your potential for greatness and has built its entire brand on the transformative power of second chances.

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, employment information and company policies may change without notice. Always verify current practices directly with Dave's Killer Bread.

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.

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