Quick Answer

Yes, J.B. Hunt Transport Services hires individuals with felony convictions for certain positions. As the third-largest trucking company in North America with approximately 33,600 employees and $12.1 billion in annual revenue, J.B. Hunt operates one of the most extensive transportation networks in the United States. Employment decisions are conditional upon passing a background check and drug screening, and are subject to Fair Chance Hiring principles and EEOC guidelines.

Following a 2014 EEOC settlement, J.B. Hunt revised its hiring policy that previously excluded anyone with a criminal record. The company now conducts individualized assessments of criminal history rather than maintaining blanket exclusions. However, positions involving commercial driving remain subject to strict Department of Transportation (DOT) and Federal Motor Carrier Safety Administration (FMCSA) regulations.

The greatest barriers are created by DOT-mandated disqualifying offenses (permanent CDL disqualification for drug manufacturing/distribution using a vehicle), DUI/DWI convictions (one-year to lifetime CDL disqualification), and theft or fraud convictions (concerns with cargo security). Recent offenses within the past 7-10 years face the highest scrutiny regardless of type.

Best entry points include non-DOT regulated positions such as warehouse associates, customer service representatives, dispatchers, and administrative roles. These positions offer pathways to stable employment with competitive benefits and opportunities for advancement within the organization.

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: J.B. Hunt cannot automatically exclude you solely for having a felony conviction. Following their EEOC settlement, they must conduct individualized assessments using the Green Factors.

  
  

• Job-Related Assessment: Your conviction will be evaluated based on its relationship to job duties, considering the nature of the crime, time elapsed since offense, and nature of the position sought.

  
  

• CDL Status (for driving roles): If applying for a driving position, confirm your record does not include DOT permanently disqualifying offenses such as using a CMV for drug manufacturing or distribution.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. J.B. Hunt uses hair follicle testing (detects 90 days of use) in addition to DOT-required urine testing for safety-sensitive positions. No drug or alcohol violations in the past five years.

  
  

• Physical Requirements: Many positions require lifting up to 50 lbs, standing for extended periods, and working in warehouse environments. Driver positions require passing a DOT physical examination.

  
  

• Honesty is Paramount: Be completely truthful about your criminal history when asked. Dishonesty 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.

Critical Regulatory Information

Understanding the regulatory landscape is essential for Second Chance applicants at J.B. Hunt. The company is headquartered in Lowell, Arkansas, and operates nationwide. Arkansas has no statewide fair chance protections for private employers, but J.B. Hunt must comply with federal EEOC guidelines in all hiring decisions.

EEOC Guidelines

The Equal Employment Opportunity Commission advises employers not to automatically refuse to consider applicants with criminal records. Following J.B. Hunt's 2014 EEOC settlement, the company must conduct individualized assessments using 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.

FCRA Requirements

If a third-party conducts the background check and employment is denied based on the report, J.B. Hunt 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 the decision stands. The company faced a $5 million settlement in 2025 for alleged FCRA violations, demonstrating the importance of these protections.

State-Specific Considerations

Arkansas has no statewide Ban the Box law for private employers. This means J.B. Hunt can ask about criminal history on initial job applications in Arkansas. However, local jurisdictions including Little Rock, Pine Bluff, and Pulaski County have Ban the Box ordinances for public employers only. Arkansas has no limit on the lookback period for criminal convictions, though most employers follow the FCRA 7-year guideline for non-conviction records. Sealed or expunged records in Arkansas generally do not need to be disclosed, and employers in most industries cannot see them.

Transportation-Specific Considerations

The transportation industry has unique regulatory requirements that create significant barriers for CDL positions. The Department of Transportation (DOT) and Federal Motor Carrier Safety Administration (FMCSA) mandate specific disqualifications:

• Permanent Disqualification (No Reinstatement): Using a CMV for the manufacturing, distributing, or dispensing of controlled substances results in lifetime CDL disqualification with no possibility of reinstatement.

  
  

• Lifetime Disqualification (10-Year Reinstatement Possible): Two or more major offenses, including DUI/DWI convictions, leaving the scene of an accident, or using a CMV to commit a felony. State-approved rehabilitation programs may allow reinstatement after 10 years.

  
  

• One-Year Disqualification: First major offense including DUI/DWI, refusing alcohol test, leaving scene of accident, or using a CMV to commit a felony. Three years if transporting hazardous materials.

  
  

  Importantly, not all felonies disqualify CDL holders. Per FMCSA guidance, a felony conviction alone does not prevent someone from operating a CMV unless the offense involved the use of a motor vehicle. Non-driving positions are not subject to these DOT regulations.

Company Overview

J.B. Hunt Transport Services, Inc. is a publicly traded transportation and logistics company headquartered in Lowell, Arkansas. Founded in 1961 by Johnnie Bryan Hunt and Johnelle Hunt, the company has grown from a small trucking operation to the third-largest trucking firm in the United States. The company operates through multiple segments: Intermodal (48% of revenue), Dedicated Contract Services (27%), Integrated Capacity Solutions (12%), Final Mile Services (7%), and Truckload (6%).

J.B. Hunt pioneered intermodal freight transportation by partnering with railroads beginning in 1989, starting with Santa Fe Railway (now BNSF). The company now partners with all major Class I railroads including Norfolk Southern, CSX, CN, and KCS. J.B. Hunt's fleet includes over 12,000 trucks and 145,000 trailers and containers. The company emphasizes technology through its J.B. Hunt 360 platform and has been recognized for environmental leadership, including admission to the Dow Jones Sustainability North America index in 2024.

Company Fast Facts

• Founded: 1961 (Lowell, Arkansas)

• Headquarters: Lowell, Arkansas

• Employees: Approximately 33,600 (2024)

• Industry Rank: #3 largest trucking firm in North America

• Stock Exchange: NASDAQ: JBHT

• CEO: Shelley Simpson

• Revenue: $12.1 billion (2024)

• Operations: Continental US, Canada, and Mexico

Hiring Policy Analysis

J.B. Hunt revised its hiring policies following a 2014 EEOC settlement that addressed their previous blanket exclusion of applicants with criminal records. The company now conducts individualized assessments as required by EEOC guidelines and evaluates each applicant based on the specific nature of their offense and its relevance to the position. J.B. Hunt is recognized on multiple felon-friendly employer lists maintained by workforce development organizations and federal courts.

Background checks are conducted after a conditional offer for non-DOT positions, giving applicants the opportunity to interview and demonstrate qualifications before their record is reviewed. For CDL positions, DOT regulations require more extensive screening including 10-year motor vehicle record reviews and drug/alcohol clearinghouse verification. The company has implemented continuous monitoring for all driver positions, conducting monthly screenings to ensure ongoing compliance.

Position-Specific Barriers

Barrier levels are determined by regulatory requirements, customer access, cash handling, and safety sensitivity.

Available Positions and Pay

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

Career Path Examples

J.B. Hunt emphasizes internal advancement and offers a Manager Trainee Program for employees seeking career growth. Many leadership positions are filled through internal promotion.

Operations Track: Warehouse Associate ($15-$19/hr) to Material Handler ($16-$20/hr) to Warehouse Supervisor ($50K-$65K/yr) to Operations Manager ($60K-$80K/yr). Advancement based on performance, reliability, and completion of internal training programs.

Dispatch Track: Customer Service Rep ($17-$22/hr) to Dispatcher ($17-$24/hr) to Senior Dispatcher ($22-$28/hr) to Fleet Manager ($55K-$75K/yr). Strong communication skills and problem-solving ability drive advancement.

Technical Track: Trailer Mechanic ($22-$28/hr) to Diesel Mechanic ($24-$32/hr) to Lead Technician ($28-$35/hr) to Maintenance Supervisor ($55K-$70K/yr). Certifications and technical expertise required for progression.

Background Check Process

Understanding J.B. Hunt's background check process helps you prepare mentally and practically for what to expect. For non-DOT positions, background checks are conducted after a conditional offer, allowing you to interview first. For CDL positions, more extensive screening begins earlier in the process due to DOT requirements.

• What They Check: Criminal history at county, state, and federal levels; identity verification through SSN trace and address history; employment history verification (3-5 years); Motor Vehicle Record (10 years for drivers); DOT Drug and Alcohol Clearinghouse (drivers); hair follicle drug testing (90-day detection window) plus urine testing for DOT positions; continuous monthly monitoring for drivers.

  
  

• Lookback Period: Arkansas has no state limit on criminal lookback. Most employers follow FCRA 7-year guideline for non-conviction records. MVR review extends 10 years for CDL positions. Employment verification typically covers 3-5 years.

  
  

• Timeline: The hiring process typically takes 2-4 weeks from application to start date for warehouse positions. CDL positions may take longer due to DOT requirements and clearinghouse verification. Background checks usually complete within 5-10 business days.

  
  

• Process Flow: Application submitted online through careers.jbhunt.com; phone screening with recruiter; interview (phone or in-person); conditional offer extended; background check and drug test authorization; screening conducted; results reviewed with individualized assessment; pre-adverse action notice if concerns identified; opportunity to respond; final hiring decision; orientation scheduled.

Disqualifying Factors

High Risk for Disqualification (All Positions): Active warrants or pending charges; dishonesty on application; failure of drug test; recent violent felonies (within 7 years); recent theft or fraud convictions; multiple DUI/DWI convictions; sex offenses.

Permanent CDL Disqualification: Using any vehicle (CMV or personal) for manufacturing, distributing, or dispensing controlled substances. No possibility of reinstatement.

Lower Risk (Case-by-Case): Non-violent drug possession offenses older than 5 years; property crimes without theft older than 7 years; traffic violations not involving alcohol or reckless driving. 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 of the report and the right to dispute inaccuracies with the reporting agency.

  
  

• Pre-Adverse Action Notice: Before a final denial, you must receive notice with a copy of your background report and a summary of your FCRA rights. You have at least 5 business days to respond with corrections or explanation.

  
  

• EEOC Protection: You have the right to an individualized assessment. Blanket exclusions based solely on criminal record are prohibited. J.B. Hunt must consider the Green Factors before denial.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports directly with the reporting agency. Consider obtaining your own background check before applying to identify and correct errors.

Application Strategy

1. Target Non-DOT Positions First: Focus on warehouse associate, customer service, dispatcher, and administrative positions if your record includes any driving-related offenses. These positions offer competitive pay and benefits without DOT regulatory barriers.

   
   

2. Apply Through Official Channels: Submit applications through careers.jbhunt.com. J.B. Hunt posts positions on Indeed, LinkedIn, and Glassdoor, but applying directly ensures your application reaches their system. Multiple locations increase your chances.

   
   

3. Verify CDL Eligibility: If pursuing driving positions, confirm your record does not include permanent CDL disqualifying offenses. Contact your state DMV to verify your CDL status and review your driving record before applying.

   
   

4. Be Completely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier. Wait until asked or until the appropriate stage to discuss your record, but always tell the truth when the question arises.

   
   

5. Prepare Your Narrative: Have a brief, honest explanation ready: acknowledge the offense without making excuses, describe what you learned, and explain concrete changes you've made. Keep it concise (30-60 seconds) and focus on your future, not your past.

   
   

6. Document Rehabilitation: Gather evidence of positive changes: completion of treatment programs, educational certificates, vocational training, stable housing and employment history, community involvement, and character references from employers, probation officers, or community members.

   
   

7. Check Expungement Eligibility: Arkansas allows sealing of certain criminal records. Contact Arkansas Legal Aid or a local attorney to determine if your offense qualifies. Sealed records cannot be reported on most background checks.

   
   

8. Follow Up Professionally: 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. Transportation Industry Has Constant Hiring Needs: The trucking industry faces an ongoing driver shortage, with hundreds of thousands of positions open nationwide. Non-driving positions also turn over regularly. Don't be discouraged by individual rejections.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at J.B. Hunt begin in warehouse or customer service roles. Demonstrate reliability, punctuality, and strong work ethic. The Manager Trainee Program provides pathways to leadership.

   
   

3. Run Your Own Background Check First: Know what will appear before the employer sees it. Order your own criminal background check from a consumer reporting agency. Dispute any errors or outdated information in advance.

   
   

4. Pass the Drug Test: J.B. Hunt uses hair follicle testing that detects drug use up to 90 days back. If you have substance issues, address them completely at least 4 months before applying. They require no drug or alcohol violations in the past 5 years.

   
   

5. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and any consistent work history. Even informal work demonstrates dependability. Transportation employers especially value safety awareness and punctuality.

   
   

6. Network and Use Employee Referrals: Current J.B. Hunt employees can provide referrals that receive priority consideration. Network through LinkedIn, local workforce development programs, or reentry organizations to connect with current employees.

   
   

7. Be Flexible on Schedule: Willingness to work various shifts, including nights, weekends, and holidays, significantly increases your chances. Many warehouse positions offer shift differentials for non-traditional hours.

   
   

8. Emphasize Safety: J.B. Hunt has record-setting safety performance and values safety-conscious employees. Research the Smith System driver training they use and demonstrate understanding of safety procedures.

Benefits Overview

J.B. Hunt offers a comprehensive benefits package to full-time employees. Benefits begin on day 31 of eligible full-time employment.

• Compensation: Competitive hourly wages ranging from $14-$35/hr depending on position and experience. Driver pay varies by mileage, operating group, and route type. Annual raises based on performance.

  
  

• 401(k) and Retirement: Company-matched 401(k) program available. Employees vest company contributions after 5 years of service.

  
  

• Health Benefits: Medical, dental, and vision coverage available starting day 31. Multiple plan options with employee premium contributions based on coverage level. Tobacco-free employees pay lower premiums.

  
  

• Time Off: PTO accrual based on years of service: 96 hours (less than 1 year) to 208 hours (19+ years). Six paid holidays observed annually.

  
  

• Additional Benefits: Basic life insurance paid by J.B. Hunt; basic accidental death and dismemberment coverage; short-term disability after 2 years of employment; voluntary long-term disability options; parental leave; J.B. Hunt Scholarship Program for employee families ($687,500 awarded since 2022); mental health resources; employee assistance program.

  
  

• Employee Perspectives - Pros: Competitive benefits package; 401(k) match after vesting; comprehensive health coverage available quickly; work from home options for some positions; advancement opportunities through Manager Trainee Program.

  
  

• Employee Perspectives - Cons: High insurance costs for family coverage; high deductibles on some plans; only 6 paid holidays; PTO combines sick and vacation time; job satisfaction can depend heavily on dispatcher/manager quality.

Frequently Asked Questions

1. Does J.B. Hunt hire people with felonies?

   Yes, J.B. Hunt hires individuals with felony convictions for certain positions. Following a 2014 EEOC settlement, the company conducts individualized assessments rather than maintaining blanket exclusions. Best opportunities exist in warehouse, customer service, and dispatcher roles. CDL positions face strict DOT regulations that may permanently disqualify certain offenses.

   
   

2. What is the background check process at J.B. Hunt?

   J.B. Hunt conducts background checks after extending a conditional offer for non-DOT positions. The process includes criminal history verification, SSN trace, employment verification, drug testing (hair follicle plus urine for DOT positions), and Motor Vehicle Record review for driving positions. Results are reviewed using an individualized assessment process.

   
   

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

   Arkansas has no state limit on criminal lookback periods. Most employers follow the FCRA 7-year guideline for non-conviction records and adverse information. MVR reviews for CDL positions extend 10 years. Employment verification typically covers 3-5 years. DOT permanently disqualifying offenses have no time limitation.

   
   

4. What types of convictions make hiring more difficult at J.B. Hunt?

   Most difficult: Using any vehicle for drug manufacturing/distribution (permanent CDL disqualification); multiple DUI/DWI convictions; sex offenses; recent violent felonies. Moderate difficulty: Theft or fraud convictions (integrity concerns with cargo); single DUI/DWI (1-year CDL disqualification). Lower difficulty: Non-violent drug possession older than 5 years; property crimes without theft older than 7 years.

   
   

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

   Best entry points are Warehouse Associate ($15-$19/hr), Delivery Helper ($14-$18/hr), and Customer Service Representative ($17-$22/hr). These non-DOT positions have the lowest regulatory barriers and highest volume of openings. Dispatcher positions ($17-$24/hr) are also accessible and offer career advancement.

   
   

6. Does J.B. Hunt drug test, and what kind of test do they use?

   Yes, J.B. Hunt requires pre-employment drug testing for all positions. Since May 2006, they have used hair follicle testing in addition to DOT-mandated urine testing. Hair testing detects drug use up to 90 days back. DOT positions require testing for marijuana, cocaine, amphetamines, opioids, and PCP. No drug or alcohol violations within the past 5 years are permitted.

   
   

7. When during the hiring process will J.B. Hunt ask about criminal history?

   Arkansas has no statewide Ban the Box law for private employers, so J.B. Hunt may ask about criminal history on the initial application. However, the company conducts formal background checks only after extending a conditional offer, giving applicants the opportunity to interview and demonstrate qualifications first.

   
   

8. Can someone advance to management at J.B. Hunt if they have a felony?

   Yes, advancement to management is possible. J.B. Hunt offers a Manager Trainee Program and emphasizes internal promotion. Many supervisors and managers started in entry-level positions. However, advancement may face increased scrutiny. Demonstrating reliability, strong performance, and leadership qualities over time builds a track record that outweighs past history.

   
   

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

   The typical timeline is 2-4 weeks from application to start date for warehouse positions. Background checks usually complete within 5-10 business days after authorization. CDL positions may take longer due to DOT Clearinghouse verification and additional screening requirements. Allow extra time if the pre-adverse action process is initiated.

   
   

10. What can applicants do to improve their chances of getting hired at J.B. Hunt?

    Key strategies:

    (1) Target non-DOT positions if your record includes driving offenses;

    (2) Be completely honest about your history;

    (3) Prepare a brief, forward-focused narrative about your conviction;

    (4) Document rehabilitation through certificates, stable work history, and references; (5) Pass the drug test by being clean for at least 4 months;

    (6) Apply to multiple locations;

    (7) Emphasize reliability, safety awareness, and flexibility on scheduling.

Alternative Second Chance Employers

If J.B. Hunt doesn't work out, consider these transportation and logistics employers known for fair chance hiring practices:

Conclusion

J.B. Hunt Transport Services offers genuine opportunities for individuals with criminal records, particularly in non-DOT regulated positions. As the third-largest trucking company in North America with 33,600 employees, the organization provides realistic pathways to stable employment with competitive benefits and advancement opportunities. Following the 2014 EEOC settlement, J.B. Hunt conducts individualized assessments rather than blanket exclusions, evaluating applicants based on the specific nature and timing of offenses.

The work is demanding but offers competitive compensation. Warehouse and logistics positions start at $15-$19/hr with benefits beginning at day 31. The company's Manager Trainee Program and internal promotion culture provide pathways to supervisory and management roles. The comprehensive benefits package includes health insurance, 401(k) matching after vesting, and the J.B. Hunt Scholarship Program for employee families.

Key Success Factors: Complete honesty about your record; targeting appropriate positions based on your specific history; documenting rehabilitation; passing the 90-day hair follicle drug test; demonstrating reliability and safety awareness; being flexible on scheduling and location.

Biggest Barriers: DOT-mandated permanent CDL disqualification for drug manufacturing/distribution using a vehicle; hair follicle drug testing with 90-day detection window; recent violent offenses; theft/fraud convictions due to cargo security concerns; multiple DUI/DWI convictions.

If you're prepared to work hard, maintain sobriety, and demonstrate the reliability and safety consciousness that J.B. Hunt values, this organization offers a legitimate path to rebuilding your career in the transportation industry. Start with non-DOT positions if your record poses barriers, prove yourself through performance, and use internal advancement opportunities to build the career you deserve.

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), salary databases (PayScale, ZipRecruiter), and government regulations, employment information and company policies may change without notice. Always verify current practices directly with J.B. Hunt.

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. DOT and FMCSA regulations cited are accurate as of publication but may be updated. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

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