Quick Answer

Yes, Hannaford Supermarkets is known to hire individuals with felony convictions for certain positions. As a major regional supermarket chain with approximately 30,000 employees across nearly 190 stores in New England and New York, Hannaford operates under Ahold Delhaize ownership and adheres to EEOC guidelines and state-specific fair chance hiring laws. Employment decisions are conditional upon passing a background check and are subject to individualized assessment principles.

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.

The greatest barriers are created by felonies related to theft, larceny, and fraud (due to cash handling and inventory access), violent offenses (due to customer and employee contact), and drug trafficking (due to safety concerns). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Entry-level positions such as Night Stocker and Grocery Associate offer the best opportunities. Employee reports confirm that Hannaford hires individuals with felony records case-by-case, with many positions requiring no drug testing.

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 based on the Green Factors.

  
  

• 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: Many positions require standing for extended periods, lifting up to 50 pounds, and working in refrigerated environments. Overnight positions require availability for late-night shifts.

  
  

• Drug Screen: Employee reports indicate Hannaford does not typically drug test for most entry-level positions. Pharmacy positions and CDL drivers may require testing. Always be prepared.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked (after conditional offer in Ban the Box states). 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.

  
  

• Minimum Age: Must be at least 16 years old for front-end cashier and produce positions; 18 years old for bakery, deli, and meat department positions.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Hannaford operates in five states—Maine, New Hampshire, Vermont, Massachusetts, and New York—with varying fair chance hiring laws. Four of these states (Maine, Massachusetts, Vermont, and New York) have Ban the Box laws that apply to private employers, providing significant protections for applicants with criminal histories.

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 and may constitute disparate impact discrimination.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, Hannaford 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 (typically 5 business days) to dispute inaccuracies;

(3) Provide final adverse action notice if decision stands after review.

State-Specific Considerations

• Maine: The Fair Chance in Employment Act (effective October 2021) prohibits employers from requesting criminal history on initial applications. Employers may inquire during an interview or once the applicant is deemed otherwise qualified. Applicants must be given opportunity to explain circumstances. Penalties of $100-$500 per violation.

  
  

• Massachusetts: Strong CORI (Criminal Offender Record Information) reform law since 2010. Ban the Box prohibits criminal history questions on initial applications. Employers cannot ask about misdemeanor convictions older than 3 years, sealed records, or cases not resulting in conviction. Seven-year reporting limitation on background checks through consumer reporting agencies.

  
  

• Vermont: Ban the Box law (effective July 2017) prohibits criminal history inquiries on initial applications. Employers may ask during interviews or after determining qualifications. Applicants must be afforded opportunity to explain convictions including post-conviction rehabilitation. Civil penalty up to $100 per violation.

  
  

• New York: Article 23-A of the Correction Law requires employers to consider specific factors before denying employment based on criminal history. Fair chance protections apply statewide with additional protections in New York City.

  
  

• New Hampshire: Ban the Box applies to public sector employment only. Private employers like Hannaford may still ask about criminal history on applications in this state, though EEOC guidelines still apply.

  
  

Retail Grocery-Specific Considerations

The retail grocery industry involves cash handling, inventory management, and customer interaction, which creates specific regulatory considerations. Positions involving cash registers face higher scrutiny for theft-related offenses. Pharmacy positions require additional state licensing that may have separate criminal history restrictions. Positions involving alcohol sales may have age and character requirements. Delivery driver positions require clean driving records. Food safety certifications may be required for certain departments but typically have no criminal history restrictions.

Company Overview

Hannaford Supermarkets is a regional grocery chain founded in 1883 as a small produce stand on the Portland, Maine waterfront by Arthur Hannaford. The company has grown to become a premier upscale grocer serving New England and New York. Headquartered in Scarborough, Maine, Hannaford operates approximately 189 stores—most with full-service pharmacies—across Maine, New Hampshire, Vermont, Massachusetts, and New York. The company employs over 30,000 associates and generates approximately $4.7 billion in annual revenue.

Hannaford is a subsidiary of Ahold Delhaize, a Dutch international retail group that also owns Stop & Shop, Food Lion, and Giant Food. The company has earned recognition as one of Maine's best employers and achieved a perfect score on the Human Rights Campaign Corporate Equality Index. Hannaford is committed to sustainability and local sourcing through initiatives like the Guiding Stars nutrition program.

Company Fast Facts

• Founded: 1883 (Portland, Maine)

• Headquarters: Scarborough, Maine

• Employees: 30,000+ across five states

• Stores: ~189 locations (Maine has 68, the largest concentration)

• Parent Company: Ahold Delhaize (Netherlands)

• Revenue: ~$4.7 billion annually

• Business Model: Full-service supermarkets with pharmacies, focusing on fresh foods, local products, and customer convenience

Hiring Policy Analysis

Hannaford has implemented fair chance hiring practices consistent with Ban the Box laws in Maine, Massachusetts, and Vermont. Employee reports on Indeed confirm that the company hires individuals with felony convictions, with reviewers stating "Yes Hannaford hires persons with felonies" and noting minimal screening for some positions. The company conducts individualized assessments as required by EEOC guidelines. Background checks occur after conditional offer in Ban the Box states. The hiring process typically includes online application, phone screening, in-person interview, conditional offer, background check, and orientation.

Position-Specific Barriers

Barrier levels are determined by cash handling responsibilities, customer interaction levels, access to controlled substances, and licensing requirements.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Actual compensation varies by location, shift, experience, and tenure. New England wages are generally competitive with regional cost of living.

Career Path Examples

Hannaford emphasizes internal advancement with training opportunities and promotes from within. Many department managers and store leaders started in entry-level positions.

Grocery Track: Night Stocker ($16-$20/hr) → Grocery Associate ($16-$19/hr) → Night Crew Lead ($18-$21/hr) → Grocery Manager ($50K-$60K/yr). Demonstrated reliability and product knowledge drive advancement.

Fresh Department Track: Deli Associate ($18-$21/hr) → Senior Associate ($19-$22/hr) → Assistant Department Manager ($20-$24/hr) → Department Manager ($50K-$65K/yr). Food safety certifications enhance advancement.

Front End Track: Cashier ($14-$15/hr) → Customer Service ($15-$17/hr) → Front End Lead ($17-$19/hr) → Front End Manager ($45K-$55K/yr). Requires strong customer service track record and trustworthiness.

Background Check Process

Understanding Hannaford's background check process helps you prepare. The company conducts background checks after conditional offer in Ban the Box states (Maine, Massachusetts, Vermont), giving applicants the opportunity to demonstrate qualifications before criminal history is considered. Employee reports suggest screening intensity varies by position.

• What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; identity verification through SSN trace; employment history verification for management positions; education verification where credentials are required; drug screening for pharmacy and CDL positions.

  
  

• Lookback Period: Massachusetts limits consumer reporting agency reports to 7 years. Other states may have unlimited lookback for felony convictions. Employment verification typically extends 5-7 years. Serious violent or sexual offenses may be considered beyond standard lookback periods.

  
  

• Timeline: The hiring process averages approximately 12 days from application to hire based on employee reports, with overnight stocker positions often filling in as little as 1 day. Background checks typically complete within 3-7 business days after authorization.

  
  

• Process Flow: Online application submitted → Phone screening (some positions) → Interview with department/store manager → Conditional offer extended → Background check authorization signed → Background check conducted → Results reviewed using individualized assessment → Final hiring decision → Pre-adverse or adverse action notice if applicable → Start date confirmed → Orientation and training.

  
  

Disqualifying Factors

High Risk for Disqualification: Recent theft, larceny, embezzlement, or fraud convictions (within 7 years) for cash-handling positions; violent felonies including assault, robbery, or weapons charges for customer-facing roles; drug trafficking convictions; sex offenses involving minors; convictions involving financial crimes for positions with safe access.

Lower Risk (Case-by-Case): Drug possession (especially older convictions); DUI/DWI for non-driving positions; property crimes unrelated to job duties; older offenses (10+ years) showing clear rehabilitation; misdemeanors with completed sentences. All subject to individualized assessment considering rehabilitation evidence.

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 within a reasonable timeframe.

  
  

• 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 should have at least 5 business days to respond.

  
  

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

  
  

• Ban the Box: In Maine, Massachusetts, and Vermont, employers cannot ask about criminal history on initial applications. Criminal history inquiry occurs during interview or after conditional offer.

  
  

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

Application Strategy

1. Target Night Stocking and Grocery Positions: Focus on Night Stocker, Overnight Associate, and Grocery Associate positions which have the lowest barriers and highest volume hiring needs. These roles offer the best opportunity to get your foot in the door with $16-$20/hr pay. Avoid cashier positions initially if your record includes theft-related offenses.

   
   

2. Apply Through Official Channels: Submit your application through hannaford.careerswithus.com. Hannaford also posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as overnight and grocery positions are posted frequently. Consider applying to multiple store locations to maximize opportunities.

   
   

3. Prepare for the Interview: Be ready to discuss your reliability, work ethic, and customer service orientation. Research Hannaford's history, values, and Guiding Stars nutrition program. Emphasize flexibility with scheduling, willingness to work nights or weekends, and physical capability for the role.

   
   

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. In Ban the Box states, wait until asked or until the appropriate stage 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 Sealing/Expungement Eligibility: Research whether your offense qualifies for sealing or expungement. Massachusetts has automatic sealing after certain time periods; Maine and Vermont offer petition-based processes. Contact local legal aid organizations for assistance. Sealed records may not appear on background checks.

   
   

8. Follow Up Professionally: After applying, follow up with the store if you don't hear back within 1-2 weeks. If you receive a pre-adverse action notice, respond promptly with rehabilitation documentation. Persistence and professionalism demonstrate the qualities employers value.

Tips for Applicants with Records

1. Grocery Retail Has Constant Hiring Needs: Supermarkets experience consistent turnover in stocking and grocery positions. Hannaford operates nearly 190 stores with 30,000+ employees. Don't be discouraged by individual rejections—keep applying to different locations.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at Hannaford begin in night stocking or grocery associate roles. Prove reliability by showing up on time, working hard, and being flexible. The company promotes from within, and entry-level associates can advance to department manager and beyond.

   
   

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. Check your state's CORI system where applicable.

   
   

4. Leverage Ban the Box Protections: In Maine, Massachusetts, and Vermont, employers cannot ask about criminal history on applications. Focus on securing the interview first, knowing criminal history inquiry is delayed by state law. Present your qualifications before your record.

   
   

5. Drug Testing May Not Apply: Employee reports indicate Hannaford does not typically drug test for most entry-level positions. However, always be prepared and address any substance issues before applying. Pharmacy and CDL positions will require testing.

   
   

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

   
   

7. Be Flexible on Scheduling: Willingness to work overnight shifts, weekends, and holidays increases your chances significantly. Night stocking positions often have the lowest barriers and offer shift differentials for higher pay.

   
   

8. Consider In-Person Applications: Some Hannaford stores hold in-store hiring events. Showing up in person demonstrates initiative and allows you to make a positive impression before any background questions arise.

Benefits Overview

Hannaford offers a comprehensive benefits package for eligible associates. Benefits eligibility varies based on full-time vs. part-time status and may require a waiting period. The company has been recognized for its commitment to associate well-being.

• Compensation: Average hourly pay of $15.42 with ranges from $12-$20/hr depending on position. Overnight shifts may include differential pay.

  
  

• 401(k) and Retirement: 401(k) retirement plan with 5% company match—rated highly by employees at 4.6/5 stars. Vesting schedule applies.

  
  

• Health Benefits: Medical, dental, vision, and life insurance for eligible full-time associates. Health Savings Accounts (HSA) available. Coverage includes domestic partners. Prescription drug savings programs. Health Advocate support services.

  
  

• Time Off: Paid time off including vacation, holidays, and sick days. Paid parental leave program including adoption and surrogacy assistance. Bereavement and jury duty leave. Flexible scheduling emphasized by company.

  
  

• Additional Benefits: Employee Assistance Program (EAP) with counseling services; education reimbursement for career-related courses; 10% discount on Hannaford brand products through My Hannaford Rewards; LGBTQ supportive benefits; dependent care FSA program.

  
  

• Employee Perspectives - Pros: Flexible scheduling, friendly coworkers, good 401(k) match, stable employment, advancement opportunities from entry-level.

  
  

• Employee Perspectives - Cons: Pay below competitors in some areas, small annual raises, physical demands of stocking work, difficulty using PTO during busy periods.

Frequently Asked Questions

1. Does Hannaford hire people with felonies? Yes. Multiple employee reports on Indeed confirm that Hannaford hires individuals with felony convictions. One reviewer stated "Yes Hannaford hires persons with felonies" and noted minimal screening for some positions. Hiring decisions are made on a case-by-case basis using individualized assessment. Best opportunities are in overnight stocking and grocery associate positions where barriers are lowest. Theft-related convictions face more scrutiny for cash-handling roles.

   
   

2. What is the background check process at Hannaford? Hannaford conducts background checks after conditional job offers in Ban the Box states. The process includes criminal history search at county, state, and federal levels, identity verification, and employment verification for management roles. Employee reports suggest screening intensity varies by position. The company must follow FCRA procedures including pre-adverse action notice.

   
   

3. How far back does the background check go—what is the lookback period? Lookback periods vary by state. Massachusetts limits consumer reporting agency reports to 7 years. Other New England states may have unlimited lookback for felony convictions. The company evaluates convictions based on EEOC recency and relevance standards, meaning older offenses (10+ years) with demonstrated rehabilitation have lower impact.

   
   

4. What types of convictions make hiring more difficult at Hannaford? Highest difficulty: Recent (within 7 years) theft, larceny, embezzlement, or fraud for any position with cash handling; violent felonies for customer-facing roles; drug trafficking; sex offenses. Moderate difficulty: DUI/DWI for non-driving roles; older property crimes; drug possession. Lower difficulty: Offenses older than 10 years; misdemeanors with completed sentences; crimes unrelated to retail work. All assessed individually.

   
   

5. What are the best entry-level roles at Hannaford for applicants with a record? Night Stocker/Overnight Associate ($16-$20/hr): Best option with minimal customer contact, no cash handling, and high hiring volume. Grocery Associate ($16-$19/hr): Daytime stocking with some customer interaction. Produce Associate ($18-$19/hr): Fresh department work with advancement potential. Cart Attendant and Maintenance positions also offer lower barriers with outdoor/limited contact work.

   
   

6. Does Hannaford drug test, and what kind of test do they use? Employee reports consistently indicate that Hannaford does not drug test for most entry-level positions. Multiple reviewers stated "No, there are no drug tests." However, pharmacy technician and CDL driver positions may require testing due to regulatory requirements. Always be prepared as policies can change.

   
   

7. When during the hiring process will Hannaford ask about criminal history? In Maine, Massachusetts, and Vermont (where most Hannaford stores are located), Ban the Box laws prohibit criminal history questions on initial applications. Employers may ask during the interview or after determining you're otherwise qualified. In New Hampshire, questions may appear on applications. New York has additional fair chance protections. Background checks are conducted after conditional offer.

   
   

8. Can someone advance to management at Hannaford if they have a felony? Yes, but advancement to management involves additional scrutiny due to responsibilities including safe access, cash management, and hiring authority. Success requires demonstrating reliability and trustworthiness over time. Many department managers started in entry-level roles. Start with night stocking, build a strong performance record, and pursue advancement opportunities internally where your track record speaks for itself.

   
   

9. How long does the hiring and background check process take? The hiring process averages approximately 12 days from application to hire according to Glassdoor data. Overnight Stocker positions often fill fastest (as little as 1 day). Interviews typically occur within 1-2 weeks of application. Background checks complete within 3-7 business days. Many employees report being offered positions same-day or within days of interview.

   
   

10. What can applicants do to improve their chances of getting hired at Hannaford? Target overnight stocking positions with lowest barriers. Apply to multiple store locations. Emphasize flexibility for nights, weekends, and holidays. Be completely honest about your record when asked. Prepare a brief rehabilitation narrative highlighting positive changes. Gather documentation of rehabilitation (certificates, references, stable housing). Check record sealing eligibility. Apply in person at hiring events when possible. Follow up professionally within 1-2 weeks.

Alternative Second Chance Employers

If Hannaford doesn't work out, consider these employers known for fair chance hiring in grocery and retail industries:

Conclusion

Hannaford Supermarkets offers genuine opportunities for individuals with criminal records, particularly in overnight stocking and grocery associate positions. As a major employer with over 30,000 associates across nearly 190 stores, the organization provides a realistic pathway to stable employment with comprehensive benefits. Employee reports confirm case-by-case hiring of individuals with felony backgrounds.

The work is physically demanding but provides consistent hours and advancement opportunities. Compensation is competitive at $15-$20/hr for entry-level positions, with a strong 401(k) match and health benefits. Many department managers started in entry-level roles and worked their way up.

Key Success Factors: Target night stocking positions; be completely honest about your record; prepare a brief rehabilitation narrative; document positive changes since conviction; be flexible with scheduling (nights, weekends, holidays); apply to multiple store locations; leverage Ban the Box protections in ME, MA, and VT.

Biggest Barriers: Recent theft or fraud convictions (within 7 years) for cash-handling positions; violent felonies for customer-facing roles; pharmacy positions requiring state licensing; management roles with financial responsibility. Dishonesty about your record is an automatic disqualifier.

For those willing to work hard and demonstrate reliability, Hannaford represents a solid opportunity to rebuild your career. The company's commitment to fair chance hiring, combined with strong state-level protections throughout New England, makes this an accessible option for second chance job seekers.

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 Hannaford.

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://hannaford.careerswithus.com