Quick Answer

Yes, conditionally. GCI (General Communication, Inc.) is Alaska's largest telecommunications provider and operates as an Equal Opportunity Employer. The company hires individuals with felony convictions on a case-by-case basis, following federal EEOC guidance and Alaska's requirement for an individualized nexus determination. GCI employs nearly 2,000 Alaskans and has invested over $4.7 billion in its Alaska network and facilities.

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

The greatest barriers are created by felonies related to fraud, dishonesty, and identity theft (due to customer data access), theft and burglary (due to high-value equipment and inventory access), and violence or drug/alcohol offenses (due to unsupervised customer property access for field technicians). Alaska allows felony convictions to be reported indefinitely, with discretion governed by the nexus review.

The best entry points are Customer Service Sales Specialist ($17.80-$32.00/hr) and corporate-based roles in Anchorage that require integrity but less field security access. Technician roles offer $2,500 hiring bonuses but face higher scrutiny for safety-sensitive positions.

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:

• Nexus Determination: Your felony conviction must NOT be deemed incompatible with the position's duties. A fraud conviction creates a direct nexus for sales jobs; a theft conviction creates a nexus for inventory/supply chain roles.

  
  

• 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: Field technician roles require physical capability for climbing, lifting equipment, working in extreme Alaskan weather conditions, and operating company vehicles.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. Drug testing is standard in Alaska for roles involving driving or safety-sensitive functions.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked (after conditional offer). Alaska law requires reporting felony convictions regardless of age. Lying is an automatic disqualifier.

  
  

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

  
  

• Driver's License: Field technician and delivery roles require a valid driver's license and acceptable driving record. DUI/DWI convictions are scrutinized heavily.

  
  

• Rehabilitation Evidence: Must be prepared to demonstrate sustained rehabilitation through stable employment, education, and/or completion of all probation terms since conviction.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. GCI operates primarily in Alaska, which does NOT have a statewide ban-the-box law for private employers. However, the company must comply with federal EEOC guidelines and Alaska's requirement for individualized nexus determination.

EEOC Guidelines

The Equal Employment Opportunity Commission advises employers not to automatically refuse to consider an applicant because of a criminal record. Employers must conduct an individualized assessment considering the Green Factors:

(1) Nature and gravity of the offense;

(2) Time elapsed since the offense and/or completion of sentence;

(3) Nature of the job sought and its relationship to the offense. Blanket policies excluding all felons are prohibited under Title VII of the Civil Rights Act of 1964.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, GCI 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. Under FCRA, arrests not resulting in convictions cannot be reported after 7 years. However, felony convictions can be reported indefinitely in Alaska.

State-Specific Considerations

Alaska does NOT have a statewide ban-the-box law for private employers. However, public employers may not ask about criminal history until after determining the applicant meets minimum qualifications. Alaska requires an individualized nexus determination a conviction must be reviewed to determine if it is "incompatible with the duties of the position" before an applicant can be disqualified. The employer must assess the nature and seriousness of the offense, the age of the applicant, and the position requirements. Alaska has very limited expungement options, meaning most convictions remain on record indefinitely.

Telecommunications-Specific Considerations

The telecommunications industry involves two major risk factors that drive hiring decisions. First, Customer/Network Data Integrity: Employees may access customer accounts, billing information, and sensitive network architecture. This means dishonesty, fraud, misrepresentation, or identity fraud convictions are severe barriers for almost all positions. Second, Field Safety and Access: Field Technicians work alone and gain unsupervised access to customer homes and businesses. Felonies involving violence, assault, or theft are highly scrutinized due to the inherent risk and trust placed in the employee. Many technician roles require DOT compliance for commercial vehicle operation.

Company Overview

GCI Communication Corp (GCI) is Alaska's largest telecommunications provider, offering internet, mobile, landline, and managed services to residential, business, government, and educational customers throughout Alaska. Founded in 1979 by Ron Duncan and Bob Walp, GCI introduced long-distance competition to Alaska and has grown to become one of the nation's premier integrated telecommunications providers.

GCI employs nearly 2,000 Alaskans and has invested more than $4.7 billion in its Alaska network and facilities over more than 40 years. The company serves over 200 communities including some of the most remote in North America. In July 2025, GCI was spun off as a wholly owned subsidiary of GCI Liberty, Inc. following Liberty Broadband's acquisition by Charter Communications.

GCI is committed to being an equal opportunity employer. The company requests that candidates refrain from including photographs on their resumes to ensure a fair and unbiased recruitment process, focusing solely on qualifications.

Company Fast Facts

• Founded: 1979 (Anchorage, Alaska)

• Headquarters: 2550 Denali Street, Suite 1000, Anchorage, AK 99503

• Employees: Nearly 2,000 Alaskans

• Parent Company: GCI Liberty, Inc. (spun off July 2025)

• Industry Position: Alaska's largest telecommunications provider

• Revenue: Approximately $895 million - $968 million annually

• Service Area: Over 200 communities across Alaska, including remote locations

Hiring Policy Analysis

GCI is an established Alaskan company that hires skilled technicians, sales staff, and corporate professionals. While the company supports the employment of Alaskans with records, the nature of its telecommunications business places stringent requirements on integrity and security. Hiring managers and HR conduct individualized nexus reviews on a case-by-case basis—if there is a connection or link that makes the conviction incompatible with the position, the applicant can be disqualified. While Alaska has no statewide ban-the-box law for private employers, GCI generally initiates background checks after a conditional offer or later in the screening process.

Position-Specific Barriers

Barrier levels are determined by data access requirements, field access to customer property, driving requirements, and equipment value.

Available Positions and Pay

Pay data compiled from Indeed, Glassdoor, and company sources. Technician roles (except trainee) include $2,500 hiring bonus. Remote locations receive 34% geographical differential.

Career Path Examples

GCI emphasizes internal advancement and provides professional development opportunities. The company recently promoted 18 employees to upper management and executive positions across departments including rural affairs, customer service, engineering, and IT.

Customer Service Track: Customer Service Sales Specialist I ($17.80/hr) → Specialist II ($22.00/hr) → Assistant Manager ($64,757/yr) → Manager, Customer Service Sales Operations ($70K-$85K/yr). Advancement based on sales performance and leadership over 2-4 years.

Technical Track: Technician Trainee ($18.00/hr) → Technician I ($25.00/hr) → Technician II ($30.00/hr) → Technician III ($35.00/hr) → Senior Technician ($40.00/hr). Requires certifications and 3-6 years experience.

Engineering Track: Engineer I ($70K/yr) → Engineer II ($85K/yr) → Engineer III ($100K/yr) → Senior Engineer ($115K/yr) → Director ($140K+/yr). Requires technical degree and 5-10 years progressive experience.

Background Check Process

GCI conducts background checks as part of its hiring process. The company generally initiates background checks after a conditional offer or later in the screening process, giving applicants the opportunity to interview first. The company operates in a 24/7 environment providing critical services to Alaskans.

What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; identity verification through SSN trace; employment history verification; drug screening for safety-sensitive positions; motor vehicle records for driving positions; education verification for positions requiring specific credentials.

Lookback Period: Alaska allows felony and misdemeanor convictions to be reported indefinitely. The FCRA 7-year limit applies to arrests not resulting in conviction. Positions paying $75,000+ may have extended lookback periods under FCRA exemptions.

Timeline: The hiring process varies by position. Background checks typically take 1-2 weeks to complete after conditional offer. Technician positions may take longer due to additional driving record verification.

Process Flow: Application submitted → Phone screening → Interview(s) → Conditional offer extended → Written consent obtained → Background check and drug test conducted → Nexus review if convictions found → Final hiring decision → Pre-adverse or adverse action notice if applicable → Start date confirmed → Orientation.

Disqualifying Factors

High Risk for Disqualification: Fraud, misrepresentation, or identity theft convictions (direct nexus for customer data access positions); theft, burglary, or embezzlement (direct nexus for inventory/equipment access); violent felonies or assault (safety concern for field technicians with customer property access); DUI/DWI or drug offenses (safety concern for driving positions); dishonesty during application process.

Lower Risk (Case-by-Case): Older convictions with demonstrated rehabilitation; non-violent property crimes unrelated to job duties; drug possession (not trafficking) with evidence of treatment and sobriety; convictions that occurred during youth with substantial time elapsed. All subject to individualized nexus assessment.

Your Rights as Applicant

• FCRA Protections: You must receive written notice and provide consent before a background check. If denied based on the report, you're entitled to a copy and the right to dispute inaccuracies.

  
  

• Pre-Adverse Action Notice: Before a final decision, you must receive notice with a copy of the report and a summary of your rights. You have reasonable time to respond and dispute.

  
  

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

  
  

• Alaska Nexus Rule: The employer must determine if your conviction is "incompatible with the duties of the position" through an individualized review considering the nature and seriousness of the offense and position requirements.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the reporting agency. Check your own records beforehand through the Alaska Department of Public Safety.

Application Strategy

1. Target Non-Field Roles First: Focus on Customer Service Sales Specialist or Supply Chain positions in Anchorage if your conviction involves violence or drug abuse. These corporate-based roles do not involve unsupervised customer site access and have lower barriers.

   
   

2. Apply Through Official Channels: Submit your application through GCI's careers page at gci.com/about/careers. Positions are also posted on Indeed, Glassdoor, and ZipRecruiter. Check regularly as positions open frequently due to Alaska's labor market.

   
   

3. Highlight Technical/Sales Skills: Emphasize any experience in networking, troubleshooting, customer service, or sales to prove your qualifications outweigh your past. IT certifications (CompTIA A+, Network+) strengthen your candidacy.

   
   

4. Prepare Your Nexus Defense: Be ready to demonstrate that your conviction has no link to the job duties. If the offense was a drug felony from 15 years ago, emphasize your long-term sobriety and stable career path since.

   
   

5. Be Completely Honest: Never lie about your criminal history. Alaska law requires reporting felony convictions regardless of age. Wait until asked or until the appropriate stage to discuss your record.

   
   

6. Emphasize Integrity: In the interview, discuss situations where you demonstrated honesty, attention to detail, and commitment to customer trust—critical qualities in telecommunications.

   
   

7. Document Rehabilitation: Gather evidence of positive changes since conviction: completion of probation terms (mitigating factor in Alaska), treatment programs, educational certificates, vocational training, stable housing, employment history.

   
   

8. Consider Remote Locations: GCI serves over 200 communities including remote areas with 34% geographical differential pay. Labor shortages in rural Alaska may increase hiring flexibility.

Tips for Applicants with Records

1. Obtain IT Certifications: CompTIA A+, Network+, or Security+ certifications demonstrate commitment and competence, strengthening your case for technician or corporate IT roles. These credentials can help overcome concerns about your record.

   
   

2. Use Reentry Services: Resources like Partners for Progress in Anchorage provide job referrals and support services to previously incarcerated individuals. They may connect you directly with second-chance employers and help prepare your application.

   
   

3. Run Your Own Background Check: Know what will appear before the employer sees it. Request your criminal history from the Alaska Department of Public Safety. Dispute any errors in advance.

   
   

4. Completion of Probation Matters: In Alaska, completion of all probation terms for a Suspended Imposition of Sentence (SIS) is considered a mitigating factor showing "substantial rehabilitation." Gather documentation of completed supervision.

   
   

5. Pass the Drug Test: Drug testing is standard for safety-sensitive positions. If you have substance issues, address them completely before applying. GCI provides critical infrastructure services requiring sober employees.

   
   

6. Highlight Alaska Experience: GCI values Alaskans who understand the unique challenges of operating in the state. Experience working in extreme weather, remote locations, or with Alaskan communities is valuable.

   
   

7. Be Flexible on Location: Willingness to work in rural communities like Bethel, Nome, Utqiaġvik, or Fairbanks increases your chances. Network Maintenance Technicians travel 75% of the time to rural areas.

   
   

8. Apply for Trainee Positions: Technician Trainee positions have lower barriers and provide on-the-job training. These positions do not include the $2,500 hiring bonus but offer a pathway to higher-paying technician roles.

Benefits Overview

GCI offers a comprehensive benefits package to eligible employees. The company emphasizes professional development and provides opportunities for Alaskans to build careers in telecommunications.

Compensation: Pay ranges from $17.80/hr for entry-level Customer Service to $40+/hr for senior technicians. Technician roles (except trainee) include $2,500 hiring bonus. Customer Service Sales includes $1,500 hiring bonus plus commission (up to $32/hr total). Remote locations receive 34% geographical differential.

Health Benefits: Medical, dental, and vision insurance for eligible employees. Wellness credits may reduce insurance premiums.

Retirement: 401(k) retirement plan available to eligible employees.

Time Off: Paid time off (PTO) earned throughout the year with rollover allowed up to reasonable limits.

Additional Benefits: Tuition reimbursement for continuing education. Professional development opportunities. Employee assistance program. Veterans' support including SkillBridge Program. GCI service discounts (wireless, phone, internet where available).

Employee Perspectives

Pros: Good benefits, tuition reimbursement, service discounts, stable employer, opportunity to serve Alaska communities, variety of positions across the state, professional development.

Cons: 24/7 operations require after-hours availability for emergencies, rural positions require extensive travel, physical demands for technician roles, extreme weather conditions in Alaska.

Frequently Asked Questions

1. Does GCI hire people with felonies?

   Yes, GCI hires individuals with felony convictions on a case-by-case basis as an Equal Opportunity Employer. The company conducts individualized nexus reviews following EEOC guidelines and Alaska's requirement that convictions must be determined "incompatible with the duties of the position" before disqualification. Customer Service and corporate roles in Anchorage offer the best opportunities. Technician roles face higher scrutiny due to customer property access and safety requirements.

   
   

2. What is the background check process at GCI?

   GCI generally initiates background checks after a conditional offer or later in the screening process. The check includes criminal history at county, state, and federal levels, identity verification, employment history verification, and drug screening for safety-sensitive positions. Motor vehicle records are checked for driving positions. If convictions are found, the company conducts an individualized nexus review considering the nature of the offense and position requirements.

   
   

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

   Alaska allows felony and misdemeanor convictions to be reported indefinitely, regardless of age. There is no statutory lookback limit for convictions in Alaska. The FCRA 7-year limit applies only to arrests that did not result in conviction. However, older convictions are evaluated more favorably under the nexus review process—time elapsed is one of the Green Factors considered. Positions paying $75,000+ may have extended lookback periods under FCRA exemptions.

   
   

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

   Convictions creating the highest barriers include: fraud, dishonesty, misrepresentation, or identity theft (direct nexus for any position with customer data access); theft, burglary, or embezzlement (direct nexus for inventory/equipment positions); violent felonies or assault (safety concern for field technicians); DUI/DWI or drug offenses (safety concern for driving positions). Recent convictions face higher scrutiny than older offenses with demonstrated rehabilitation.

   
   

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

   Customer Service Sales Specialist I ($17.80-$32.00/hr with commission and $1,500 bonus) offers the best opportunity for applicants with records. These Anchorage-based corporate roles require integrity but do not involve unsupervised customer property access. Customer Service Operations Specialist and Marketing Specialist positions also have lower barriers. Technician Trainee positions provide a pathway to higher-paying technical roles with on-the-job training.

   
   

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

   Yes, GCI conducts drug testing for safety-sensitive positions, particularly those involving driving company vehicles or operating equipment. Drug testing is common in Alaska for roles involving safety-sensitive functions. The company operates critical telecommunications infrastructure serving emergency services across Alaska. Passing the drug test is mandatory for applicable positions regardless of criminal history.

   
   

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

   Alaska does NOT have a statewide ban-the-box law for private employers, so GCI may ask about criminal history at any point in the application process. However, the company generally initiates comprehensive background checks after a conditional offer, giving applicants the opportunity to interview first. Alaska law requires reporting felony convictions regardless of age when asked. Be truthful, brief, and prepared to provide mitigating evidence.

   
   

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

   Yes, advancement to management is possible with demonstrated performance and time. GCI emphasizes internal advancement and recently promoted 18 employees to upper management and executive positions. Career paths from Customer Service Specialist to Manager and from Technician to Senior Technician are established. Management positions may face additional scrutiny, particularly for roles with greater data access or supervisory responsibility over others.

   
   

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

   The hiring timeline varies by position and current staffing needs. Background checks typically take 1-2 weeks after conditional offer. Technician positions may take longer due to additional driving record verification and the complexity of criminal history review. The process includes application review, phone screening, interview(s), conditional offer, background check, and final decision. GCI operates 24/7 and may have ongoing hiring needs due to Alaska's labor market.

   
   

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

    Key strategies include:

    (1) Target customer service or corporate roles rather than field technician positions if your conviction involves violence or drug offenses;

    (2) Obtain IT certifications like CompTIA A+ or Network+ to demonstrate technical competence;

    (3) Prepare a clear nexus defense showing your conviction is unrelated to job duties;

    (4) Document rehabilitation including completed probation, treatment programs, stable employment, and education;

    (5) Use reentry resources like Partners for Progress in Anchorage;

    (6) Be flexible on location including rural communities;

    (7) Be completely honest about your record;

    (8) Pass the drug test.

Alternative Second Chance Employers

If GCI doesn't work out, consider these employers known for fair chance hiring practices in Alaska and telecommunications:

Conclusion

GCI offers conditional opportunities for individuals with criminal records, particularly in customer service and corporate roles based in Anchorage. As Alaska's largest telecommunications provider with nearly 2,000 employees, the company provides a pathway to stable employment with competitive wages ($17.80-$40+/hr), comprehensive benefits, and genuine advancement potential. The company's individualized nexus review process means each applicant is evaluated based on their specific circumstances rather than automatically excluded.

The work in telecommunications can be challenging—technicians face extreme Alaska weather, remote locations, and 24/7 service demands. However, the compensation includes hiring bonuses ($1,500-$2,500), geographical differentials for remote locations (34%), and benefits including tuition reimbursement. Career advancement is possible, with the company recently promoting employees to executive positions from within.

Key Success Factors: Target customer service/corporate roles first. Obtain IT certifications (CompTIA A+, Network+). Prepare a clear nexus defense demonstrating your conviction is unrelated to job duties. Document rehabilitation evidence including completed probation. Be flexible on location. Pass the drug test.

Biggest Barriers: Fraud, dishonesty, or identity theft convictions (high concern for customer data access). Theft or burglary convictions (concern for equipment/inventory access). Violence or drug offenses (concern for field technician positions with customer property access). DUI/DWI (concern for driving positions). Alaska's indefinite lookback period for convictions.

Alaska's tight labor market and GCI's need for skilled workers create opportunities for motivated individuals with records who can demonstrate rehabilitation and qualifications. Use reentry services like Partners for Progress in Anchorage to connect with support and job referrals. Your past does not have to define your future in Alaska's telecommunications 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 GCI.

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://www.gci.com/about/careers