Quick Answer

Yes, Intel Corporation hires individuals with felony convictions for certain positions. Intel is a major semiconductor manufacturer that has signed the Fair Chance Business Pledge and has openly stated that the existence of a criminal record does not automatically bar an applicant from employment. As one of America's leading technology companies with approximately 99,500 employees worldwide, Intel operates major manufacturing facilities in Arizona, Oregon, New Mexico, and Ohio.

A felony is not an automatic disqualifier; employment decisions are based on an individualized assessment considering the nature and gravity of the conviction, time elapsed since the offense, and the nature of the job sought. Intel complies with California's Fair Chance Act and other state ban-the-box laws, conducting background checks only after conditional job offers are extended.

The greatest barriers are created by felonies related to fraud, corporate espionage, or financial crimes (due to access to sensitive proprietary technology and intellectual property), theft of electronics or technical equipment, and crimes affecting U.S. government security clearances (required for some positions involving defense contracts). Recent offenses within the past 7 years face the highest scrutiny.

The best entry points are Manufacturing Technician, Production Operator, Assembly Technician, and Facilities/Maintenance positions. These hands-on production roles in semiconductor fabrication facilities do not typically require government security clearances and provide excellent compensation and benefits.

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: Intel does not automatically exclude applicants based solely on having a felony conviction. The company has publicly stated that the existence of a criminal record does not automatically bar an applicant from employment. EEOC guidelines require individualized assessment.

  
  

• Job-Related Assessment: Must be prepared for Intel to evaluate whether your felony is related to the job duties using factors including: nature and gravity of the conviction, time elapsed since the conviction, rehabilitation efforts, and the nature of the job sought.

  
  

• Physical Requirements: Manufacturing positions require standing for extended periods, ability to wear cleanroom gowns (bunny suits), work in controlled environments, and follow strict safety protocols. Some roles involve lifting up to 25-50 pounds.

  
  

• Drug Screen: Must pass mandatory pre-employment drug test. Intel maintains a drug-free workplace policy. Testing is typically a urine screening for common controlled substances.

  
  

• Honesty is Paramount: Must be completely honest about criminal record when asked (after conditional offer). Lying or misrepresentation 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.

  
  

• Shift Flexibility: Manufacturing facilities operate 24/7, 365 days per year. Must be willing to work various shifts including nights, weekends, and holidays. Compressed work weeks (e.g., 12-hour shifts, 3-4 days per week) are common.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Intel is headquartered in California and operates major manufacturing facilities in Arizona, Oregon, New Mexico, and Ohio. The company must comply with federal EEOC guidelines as well as state-specific fair chance hiring laws, with California's Fair Chance Act providing the strongest protections.

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 EEOC guidance.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, Intel must comply with the Fair Credit Reporting Act (FCRA) adverse action procedures:

(1) Provide written disclosure and obtain consent before conducting background check;

(2) Provide pre-adverse action notice with a copy of the report and summary of FCRA rights;

(3) Allow reasonable time to dispute inaccuracies;

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

State-Specific Considerations

California (Headquarters): The California Fair Chance Act prohibits employers with 5+ employees from asking about criminal history until after a conditional job offer. California Civil Code limits lookback to 7 years for most convictions. Los Angeles and San Francisco have additional local ordinances with enhanced protections. Intel must conduct individualized assessments and provide pre-adverse action notices with at least 5 business days to respond.

• Oregon (Hillsboro R&D): Oregon's Ban the Box law applies to employers with 6+ employees. Criminal history inquiry prohibited until after conditional offer.

  
  

• Arizona (Chandler Manufacturing): Limited state-level protections, but Intel's company policy provides fair chance hiring practices.

  
  

• New Mexico (Rio Rancho Packaging): State ban-the-box applies to public employers; Intel follows company fair chance policy. Ohio (New Albany): Limited state protections; Intel policy applies.

  
  

Semiconductor-Specific Considerations

The semiconductor manufacturing industry involves highly sensitive proprietary technology and trade secrets, creating specific regulatory considerations. Positions involving access to intellectual property, R&D data, or defense contracts may require federal security clearances with extensive background investigations that review criminal history indefinitely. Manufacturing floor positions typically have standard background requirements. Intel has received $7.86 billion in CHIPS Act funding for domestic manufacturing expansion, which may include additional federal compliance requirements for certain positions.

Company Overview

Intel Corporation is an American multinational technology company headquartered in Santa Clara, California. Founded in 1968 by Robert Noyce and Gordon Moore, Intel designs, manufactures, and sells semiconductor chips including central processing units (CPUs), graphics processing units, and other computing components. Intel was the world's third-largest semiconductor chip manufacturer by revenue in 2024 and remains one of the few companies capable of designing and manufacturing leading-edge semiconductors.

Intel employs approximately 99,500 employees worldwide, with the majority of advanced manufacturing and R&D in the United States. The company operates major fabrication plants (fabs) in Chandler, Arizona; Hillsboro, Oregon; and Rio Rancho, New Mexico, with a new facility under construction in New Albany, Ohio. These fabs operate 24 hours a day, 365 days a year. Intel's Arizona operations alone support over 13,000 direct employees and an estimated 58,600 total jobs in the state.

Company Fast Facts

• Founded: 1968 (Santa Clara, California)

• Headquarters: Santa Clara, California

• Employees: ~99,500 worldwide

• Revenue: $53.1 billion (2024)

• CEO: Lip-Bu Tan (2025)

• Stock Exchange: NASDAQ: INTC

• U.S. Manufacturing: Arizona, Oregon, New Mexico, Ohio (under construction)

• Industry Position: 3rd largest semiconductor manufacturer globally; leading U.S.-based chipmaker

Hiring Policy Analysis

Intel has been recognized as a fair chance employer having signed the Fair Chance Business Pledge initiated during the Obama administration. The company has publicly stated that "the existence of a criminal record does not automatically bar an applicant from employment." In determining the effect of a conviction on employability, Intel considers the nature and gravity of the conviction, the time elapsed since the conviction, and the nature of the job in question. The company conducts individualized assessments as required by EEOC guidelines.

Intel also considers rehabilitation efforts and job stability over the years, which provides candidates an opportunity to demonstrate personal growth. The company looks individually at the severity and number of offenses, allowing applicants to explain their record. Background checks are conducted after conditional offers in compliance with California's Fair Chance Act and other state laws, giving applicants the opportunity to be evaluated on their qualifications first.

Position-Specific Barriers

Barrier levels are determined by access to proprietary technology, security clearance requirements, financial responsibilities, and the nature of job duties.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company reports. Actual compensation varies by location, experience, and shift differentials. Intel pay is generally competitive above market rates.

Career Path Examples

Intel emphasizes internal mobility and career development. The company offers extensive training programs and tuition reimbursement to help employees advance. Many leadership positions are filled through internal promotion.

Manufacturing Track: Production Operator ($18-28/hr) → Manufacturing Technician ($20-33/hr) → Senior Manufacturing Technician ($28-38/hr) → Manufacturing Supervisor ($70-90K/yr). Focus on technical skills and leadership development.

Equipment Track: Manufacturing Technician ($20-33/hr) → Equipment Technician ($30-43/hr) → Senior Equipment Technician ($38-50/hr) → Equipment Engineering ($90-120K/yr). Requires technical expertise and problem-solving skills.

Facilities Track: Facilities Technician ($22-35/hr) → Senior Facilities Technician ($30-42/hr) → Facilities Supervisor ($70-95K/yr) → Facilities Manager ($100-130K/yr). Trade certifications and experience valued.

Background Check Process

Understanding Intel's background check process helps you prepare mentally and practically for what to expect. Intel conducts background checks after extending conditional job offers, in compliance with California's Fair Chance Act and other state laws. This means you will have the opportunity to interview and demonstrate your qualifications before your criminal history is considered.

• What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; identity verification through SSN trace and address history; employment verification; education verification for positions requiring credentials; drug screening (mandatory for all positions); driving record for positions requiring vehicle operation; security clearance investigation for applicable positions.

  
  

• Lookback Period: California law limits reporting to 7 years for most convictions. Employment verification typically covers 7-10 years. Positions requiring security clearances have indefinite lookback periods. Individualized assessment considers time elapsed as a factor for all positions.

  
  

• Timeline: Background check process typically takes 1-3 weeks depending on complexity and county court access. Some employee reports indicate faster processing for straightforward cases. Security clearance investigations can take several months.

  
  

• Process Flow: Application submitted → Phone screening → Interview(s) → Conditional offer extended → Background check consent signed → Background check conducted → Individualized assessment if applicable → Pre-adverse action notice if concerns → Response period → Final decision → Start date confirmed → Orientation.

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Disqualifying Factors

High Risk for Disqualification: Theft of electronics or technical equipment, especially from workplace; technology-related offenses (hacking, data theft, cyber crimes); fraud, embezzlement, or financial crimes; corporate espionage or trade secret theft; crimes committed at work or against coworkers; offenses affecting ability to obtain security clearance (for applicable positions).

Lower Risk (Case-by-Case): Non-violent offenses unrelated to technology, finances, or workplace; older convictions with demonstrated rehabilitation; drug offenses (assessed individually, especially if substance issues have been addressed); property crimes not involving electronics or workplace. 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.

  
  

• 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 at least 5 business days to respond (California law).

  
  

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

  
  

• California Fair Chance Act: Employers cannot ask about criminal history until after conditional offer. You can request reconsideration and provide evidence of rehabilitation. Convictions older than 7 years generally cannot be reported.

Application Strategy

1. Target Manufacturing/Production Positions: Focus on Manufacturing Technician, Production Operator, and Assembly roles which have the lowest barriers. These positions offer excellent pay and benefits and don't require security clearances. Intel's Arizona, Oregon, and New Mexico facilities consistently hire for these roles.

   
   

2. Apply Through Official Channels: Submit your application through jobs.intel.com. Intel posts positions on LinkedIn, Indeed, and Glassdoor. Check the careers page regularly as manufacturing positions are posted frequently, especially during fab expansions.

   
   

3. Highlight Technical Skills: Emphasize attention to detail, ability to follow complex procedures, and any technical experience. Semiconductor manufacturing requires precision and adherence to strict protocols. Prior cleanroom, manufacturing, or technical experience is valuable.

   
   

4. Be Completely Honest: Never lie about your criminal history. Intel explicitly considers honesty as a core requirement. Dishonesty violates the trust required for employment and is an automatic disqualifier. Wait until asked (after 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, stability, and technical capabilities. Keep it concise (30-60 seconds).

   
   

6. Document Rehabilitation: Gather evidence of positive changes: completion of treatment programs, educational certificates, technical training, stable employment history, and community involvement. References from employers or supervisors are valuable.

   
   

7. Check Expungement Eligibility: Research whether your offense qualifies for sealing or expungement. California's Clean Slate Act automatically seals eligible convictions. Contact legal aid organizations for assistance. Sealed records cannot be reported on background checks.

   
   

8. Follow Up Professionally: After applying, follow up with HR if you don't hear back within 2-3 weeks. If you receive a pre-adverse action notice, respond promptly within the 5-day window with rehabilitation documentation. Persistence and professionalism demonstrate commitment.

Tips for Applicants with Records

1. Semiconductor Manufacturing Has Strong Hiring Needs: Intel is investing over $50 billion in U.S. manufacturing expansion through CHIPS Act funding. The company is building new fabs in Arizona and Ohio, creating thousands of new positions. The industry faces workforce shortages, increasing opportunities for qualified candidates.

   
   

2. Start Entry-Level, Advance Within: Many successful Intel careers begin in entry-level manufacturing roles. Prove reliability by showing up on time, following procedures precisely, and maintaining safety compliance. Intel offers tuition reimbursement and internal training for advancement.

   
   

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. California law limits reporting to 7 years for most offenses.

   
   

4. Understand Technology Industry Barriers: Technology-related crimes (hacking, data theft), theft of electronics, and financial crimes face heightened scrutiny in the semiconductor industry due to intellectual property concerns. Non-related offenses are viewed more favorably.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. Intel requires pre-employment drug screening with zero tolerance for failed tests. Cleanroom environments require absolute sobriety for safety reasons.

   
   

6. Be Flexible on Shifts and Location: Fabs operate 24/7, 365 days per year. Willingness to work nights, weekends, and holidays significantly increases chances. Consider applying to multiple Intel locations (Arizona, Oregon, New Mexico, Ohio) to maximize opportunities.

   
   

7. Develop Technical Skills: Consider obtaining relevant certifications or completing technical training programs. Community colleges near Intel facilities often offer semiconductor manufacturing programs developed in partnership with the company.

   
   

8. Highlight Attention to Detail: Semiconductor manufacturing requires extreme precision. Demonstrate your ability to follow procedures exactly, maintain quality standards, and work carefully in controlled environments. Any prior manufacturing or technical experience is valuable.

Benefits Overview

Intel offers a comprehensive, competitive benefits package designed to support employees and their families. The company is known for industry-leading benefits including substantial retirement contributions, health coverage, and unique perks like sabbatical leave.

• 401(k) and Retirement: Intel matches 100% of the first 5% of base salary contributed to 401(k). Additional company contribution of up to 7% based on performance. Immediate vesting. Access to Roth 401(k) and Mega Backdoor Roth options.

  
  

• Employee Stock Purchase Plan (ESPP): Purchase Intel stock at 15% discount. Contributions up to 10% of base salary. Powerful wealth-building tool.

  
  

• Health Insurance: Multiple medical plan options including high-deductible plans with HSA. Comprehensive dental and vision coverage. On-site health clinics at major facilities. Up to $40,000 fertility benefits and $15,000 adoption assistance.

  
  

• Time Off: Competitive PTO policy. Paid holidays. Unique 4-week sabbatical after 7 years of service to disconnect and recharge. 12 weeks paid parental leave for births, adoptions, and foster care.

  
  

• Education and Development: Tuition reimbursement for job-related education. Technical training programs. Tutoring, college coaching, and scholarship opportunities for employees' children.

  
  

• Additional Benefits: $800K life insurance. Employee assistance program (EAP). On-site fitness centers. Child care and elder care assistance. Employee discounts and travel perks. Flexible work arrangements for applicable positions.

  
  

• Employee Perspectives - Pros: Excellent benefits package; competitive pay for manufacturing; sabbatical program unique in industry; strong 401(k) matching; career advancement opportunities; cutting-edge technology environment.

  
  

• Employee Perspectives - Cons: Long 12-hour shifts in manufacturing; recent layoffs creating job uncertainty; workplace politics at some levels; demanding cleanroom environment; some reports of inconsistent management.

Frequently Asked Questions

1. Does Intel hire people with felonies?

   Yes. Intel signed the Fair Chance Business Pledge and has publicly stated that "the existence of a criminal record does not automatically bar an applicant from employment." The company conducts individualized assessments considering the nature of the offense, time elapsed, and job-relatedness. Manufacturing positions offer the best opportunities for applicants with records.

   
   

2. What is the background check process at Intel?

   Intel conducts background checks after extending conditional job offers, in compliance with California's Fair Chance Act. The process includes criminal history check, identity verification, employment verification, education verification (for applicable positions), and drug screening. Applicants must consent to the check. If concerns arise, you receive a pre-adverse action notice with the opportunity to respond.

   
   

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

   California law limits reporting to 7 years for most convictions. Employment verification typically covers 7-10 years. Individualized assessment considers time elapsed as a factor. Positions requiring federal security clearances have indefinite lookback periods with more extensive investigation.

   
   

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

   Technology-related offenses (hacking, data theft, cyber crimes) face highest scrutiny due to intellectual property concerns. Theft of electronics or technical equipment, especially from workplace, creates significant barriers. Fraud, embezzlement, and financial crimes are concerning for positions with financial access. Corporate espionage or trade secret violations are highly problematic. Crimes affecting security clearance eligibility bar many R&D and defense-related positions.

   
   

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

   Manufacturing Technician ($20-33/hr) - cleanroom operations and wafer processing; Production Operator ($18-28/hr) - entry-level fab operations; Assembly Technician ($19-30/hr) - semiconductor packaging; Facilities Technician ($22-35/hr) - building systems and maintenance. These hands-on roles don't require security clearances and have standard background requirements.

   
   

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

   Yes, Intel requires pre-employment drug screening for all positions. Testing is typically urine-based screening for common controlled substances. Intel maintains a drug-free workplace policy with zero tolerance for positive results. Manufacturing environments require absolute sobriety for safety in cleanroom operations.

   
   

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

   Intel complies with California's Fair Chance Act and cannot ask about criminal history until after extending a conditional job offer. This means you'll interview and receive an offer based on your qualifications before your record is considered. Be completely honest when asked—dishonesty is an automatic disqualifier.

   
   

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

   Yes, advancement is possible. Intel emphasizes internal mobility and provides training and tuition reimbursement for career development. Manufacturing supervisory and management positions are often filled through internal promotion. Demonstrating reliability, technical skills, and leadership can lead to advancement. However, positions requiring security clearances or access to highly sensitive areas may have additional restrictions.

   
   

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

   The hiring process typically takes 2-6 weeks from application to start, depending on the position and location. Background checks usually take 1-3 weeks after authorization. Manufacturing positions may move faster during expansion periods. Positions requiring security clearances can take several months due to federal investigation requirements.

   
   

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

    Key strategies:

    (1) Target manufacturing positions with lower barriers;

    (2) Be completely honest about your record—Intel values integrity;

    (3) Highlight technical skills and attention to detail;

    (4) Document rehabilitation efforts;

    (5) Be flexible on shifts and locations;

    (6) Run your own background check first to know what appears;

    (7) Check expungement eligibility under California law;

    (8) Consider technical training or certifications;

    (9) Follow up professionally on applications.

Alternative Second Chance Employers

If Intel doesn't work out, consider these technology and manufacturing employers known for fair chance hiring practices:

Conclusion

Intel Corporation offers genuine opportunities for individuals with criminal records, particularly in manufacturing and production roles. As a Fair Chance Pledge signatory with approximately 99,500 employees and major U.S. manufacturing operations, Intel provides pathways to stable, well-compensated employment with industry-leading benefits. The company's explicit policy that criminal records don't automatically bar employment, combined with California's strong fair chance protections, creates a favorable environment for second chance applicants.

The work environment is demanding but rewarding. Semiconductor fabs operate 24/7, requiring flexibility on shifts, and cleanroom work requires attention to detail and adherence to strict protocols. However, the compensation is excellent—manufacturing technicians earn $20-33/hr with opportunities for advancement. The benefits package, including 5-7% 401(k) matching, 15% ESPP discount, comprehensive health insurance, and the unique sabbatical program after 7 years, represents substantial value beyond base pay.

Key Success Factors: Complete honesty about your record (Intel explicitly values integrity); target manufacturing positions with lower barriers; highlight technical skills and attention to detail; document rehabilitation efforts; be flexible on shifts and locations; run your own background check first.

Biggest Barriers: Technology-related crimes (hacking, data theft) due to IP concerns; theft of electronics or workplace equipment; fraud and financial crimes; positions requiring security clearances (R&D, defense contracts); dishonesty during the application process.

For those willing to work hard, maintain honesty, and start in entry-level manufacturing positions, Intel represents one of America's best opportunities for stable technology sector employment. The company's massive CHIPS Act-funded expansion is creating thousands of new positions, and the semiconductor industry's workforce shortage means qualified candidates with strong work ethic are in demand.

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 Intel.

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. Positions requiring security clearances have separate federal requirements. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

Apply Now: https://jobs.intel.com