Quick Answer

Yes, Jackson Hole Mountain Resort (JHMR) hires individuals with felony convictions for certain positions. As a premier ski destination with approximately 1,000-2,500 seasonal employees, JHMR operates as a privately-owned resort in Teton Village, Wyoming. Employment is conditional upon passing a background check and subject to Fair Chance Hiring principles and EEOC guidelines.

The law prohibits blanket policies excluding all felons. Instead, employers must conduct individualized assessments to determine if convictions are job-related and consistent with business necessity.

The greatest barriers are felonies related to sexual offenses/crimes against children (automatic disqualifier for Ski School), theft and fraud (cash handling concerns), and violent offenses (guest safety). Recent offenses within 7 years face the highest scrutiny.

Entry-level positions in Food & Beverage, Housekeeping, and Lift Operations offer the most accessible pathways. These high-volume seasonal roles have consistent turnover, making them the best entry points for applicants with criminal backgrounds.

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 considering job-relatedness and business necessity.

  
  

• 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 physical stamina for outdoor work in mountain conditions—lifting, standing for extended periods, working in cold weather, and navigating terrain at elevation (over 6,300 feet).

  
  

• Drug Screen: JHMR maintains a drug-free workplace policy. Safety-sensitive positions (Lift Operations, Ski Patrol, CDL drivers) may require pre-employment drug testing. Testing is typically urine-based screening.

  
  

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

  
  

• Seasonal Availability: Most positions are seasonal (winter: November-April, summer: June-September). Must be available to work weekends, holidays, and variable shifts throughout the season.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Jackson Hole Mountain Resort operates primarily in Wyoming, which has limited fair chance hiring protections, but must comply with federal EEOC guidelines nationwide. The resort's role in hospitality and outdoor recreation creates specific considerations for guest safety.

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.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, JHMR 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.

State-Specific Considerations

Wyoming has no statewide Ban the Box law for private employers as of 2025. Employers may inquire about criminal history on initial job applications. Cheyenne and Laramie have limited local ordinances affecting public employers and city contractors only. Wyoming has no state limit on how far back criminal history can be reviewed, though FCRA typically limits non-conviction reporting to 7 years. Expunged or sealed records generally cannot be reported. Wyoming's at-will employment status means employers have significant discretion in hiring decisions.

Resort Industry-Specific Considerations

The ski resort and hospitality industry involves direct guest interaction, access to guest property, supervision of minors, and operation of safety-critical equipment. Crimes against children are an automatic disqualifier for any position involving unsupervised contact with minors, particularly Ski School. CDL positions (shuttle drivers, equipment operators) face DOT regulations with specific disqualifications for DUI/DWI and drug-related offenses. Positions involving cash handling, retail operations, and access to guest accommodations face heightened scrutiny for theft and fraud offenses.

Company Overview

Jackson Hole Mountain Resort is one of North America's premier ski destinations, renowned for its challenging terrain including the famous Corbet's Couloir. Located at the base of the Teton Range in Teton Village, Wyoming, the resort features over 2,500 acres of skiable terrain. The resort attracts over 500,000 visitors annually and employs approximately 1,000-2,500 workers seasonally.

In February 2024, ownership transferred from the Kemmerer family to Teton County residents Eric Macy and Mike Corbat. The new ownership maintains JHMR's status as an independent, locally-owned resort. Doug Pierini became CEO in June 2025. The resort operates year-round with skiing in winter and mountain biking, hiking, and scenic aerial tram rides in summer. JHMR switched to 100% renewable wind energy in 2019.

Company Fast Facts

• Founded: 1963 (Teton Village, Wyoming)

• Headquarters: Teton Village, Wyoming

• Employees: 1,000-2,500 seasonal

• Ownership: Private (Macy, Corbat families and co-investors)

• CEO: Doug Pierini

• Terrain: 2,500+ skiable acres, 131 trails

• Vertical Drop: 4,139 feet (longest continuous vertical in North America)

• Annual Visitors: 500,000+

• Revenue: Approximately $750 million

Hiring Policy Analysis

Jackson Hole Mountain Resort operates as an AA/EEO Employer committed to a drug-free workplace. The resort conducts individualized assessments as required by EEOC guidelines. As a seasonal employer with high turnover, JHMR maintains active hiring throughout both winter and summer seasons.

The hiring process includes online application, screening, interview, conditional offer, background check, and final decision. Background checks are conducted after conditional offer, giving applicants the opportunity to demonstrate qualifications before criminal history is reviewed.

Position-Specific Barriers

Barrier levels are determined by guest interaction intensity, access to cash/assets, involvement with minors, safety-critical responsibilities, and driving requirements.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Actual compensation varies by experience, season, shift, and department. JHMR average hourly pay is approximately $16-$23/hr.

Career Path Examples

JHMR emphasizes internal development and many employees build long careers at the resort. The company culture values experience and dedication, with many managers having started in entry-level seasonal positions.

Food & Beverage Track: Dishwasher ($14-$17/hr) → Prep Cook ($15-$19/hr) → Line Cook ($17-$22/hr) → Kitchen Supervisor ($50K-$60K/yr). Advancement requires consistent performance, food safety knowledge, and leadership skills.

Mountain Operations Track: Lift Operator ($15-$22/hr) → Senior Lift Operator ($18-$24/hr) → Lift Supervisor ($55K-$65K/yr) → Mountain Operations Manager. Requires mechanical aptitude and safety focus.

Guest Services Track: Ticket Agent ($16-$19/hr) → Guest Services Agent ($18-$21/hr) → Guest Services Lead ($20-$24/hr) → Guest Experience Manager ($55K-$70K/yr). Strong communication and problem-solving skills essential.

Background Check Process

Understanding JHMR's background check process helps you prepare mentally and practically for what to expect. The company conducts background checks after extending conditional offers, which means you'll have the opportunity to interview and demonstrate your qualifications before your criminal history is reviewed.

• What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; identity verification through SSN trace and address history; employment history verification for recent positions; drug screening for safety-sensitive positions.

  
  

• Lookback Period: Wyoming has no state limit on criminal lookback. FCRA 7-year rule typically applies for non-convictions. Serious violent felonies and sex offenses may be reviewed regardless of age. Employment verification typically extends 3-5 years.

  
  

• Timeline: The hiring process averages approximately 2-4 weeks from application to hire based on employee reports. Background checks typically take 1-2 weeks to complete after conditional offer. Seasonal hiring periods (October-November for winter, May-June for summer) may be faster due to volume.

  
  

• Process Flow: Application submitted → Phone/video screening → Interview conducted → Conditional offer extended → Background check authorization signed → Background check conducted → Results reviewed using individualized assessment → Final hiring decision made → Pre-adverse or adverse action notice if applicable → Start date confirmed → Orientation.

Disqualifying Factors

High Risk for Disqualification: Sexual offenses or crimes against children (automatic bar for youth-adjacent roles); recent violent felonies within 5-7 years; recent theft, fraud, or embezzlement (especially for cash-handling positions); active warrants or pending charges; dishonesty on application; failed drug test for safety-sensitive positions; DUI/DWI for CDL positions.

Lower Risk (Case-by-Case): Non-violent drug possession over 5 years old; property crimes without theft elements over 7 years old; traffic violations not involving alcohol/drugs; misdemeanors unrelated to job duties. All subject to individualized assessment considering rehabilitation evidence and job-relatedness.

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. Reasonable time to respond (typically 5 business days).

  
  

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

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the reporting agency. Check your own records beforehand through Wyoming Division of Criminal Investigation.

Application Strategy

1. Target Entry-Level Seasonal Positions: Focus on Dishwasher, Prep Cook, Housekeeping, and Lift Operator positions which have the lowest barriers and highest volume hiring needs. These roles offer the best opportunity to get your foot in the door. Avoid Ski School and youth programs if your record includes any offenses involving minors.

   
   

2. Apply Through Official Channels: Submit your application through jacksonhole.com/job-openings. JHMR posts positions on Indeed, LinkedIn, and Glassdoor as well. Check the careers page regularly as seasonal positions are posted frequently starting in early fall for winter and spring for summer.

   
   

3. Prepare for the Interview: Be ready to discuss your ability to work in challenging mountain conditions and your passion for outdoor recreation. Research the resort's history, terrain, and commitment to sustainability. Emphasize reliability, work ethic, and teamwork.

   
   

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. Wait until asked or until the appropriate stage (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, 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 Expungement Eligibility: Research whether your offense qualifies for sealing or expungement in Wyoming. Sealed records generally cannot be reported on background checks. Contact Wyoming Legal Services or a criminal defense attorney for assistance.

   
   

8. Follow Up Professionally: After applying, follow up with HR at hr@jacksonhole.com if you don't hear back within 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. Seasonal Resorts Have Constant Hiring Needs: Ski resorts like JHMR experience significant turnover each season and struggle to fill positions in expensive mountain towns. Don't be discouraged by individual rejections—keep applying and consider positions at nearby resorts like Snow King or Grand Targhee as alternatives.

   
   

2. Start Entry-Level, Advance Within: Many successful resort careers begin as seasonal dishwashers or lift operators. Prove reliability by showing up on time, working hard, and maintaining a positive attitude. Return for multiple seasons to build trust and access year-round positions with full benefits.

   
   

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 or through Wyoming Division of Criminal Investigation. Dispute any errors or outdated information in advance.

   
   

4. Prepare for Mountain Work Environment: Resort positions require physical stamina and comfort with cold weather, altitude (over 6,300 feet), and outdoor conditions. Demonstrate understanding of these challenges and your ability to work safely in demanding environments.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. JHMR maintains a drug-free workplace policy. Safety-sensitive positions (Lift Ops, Ski Patrol, drivers) require testing. Allow adequate time for substances to clear your system.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and any consistent work history—even informal work shows you can be counted on. Resorts especially value employees who can be relied upon throughout the entire season.

   
   

7. Consider Housing Challenges: Jackson Hole has extremely limited and expensive housing. JHMR offers limited employee housing (must work 30+ hours in qualifying department). Research housing options early—Victor, Idaho and Alpine, Wyoming are more affordable alternatives. The free START Bus pass helps with commuting.

   
   

8. Be Flexible on Scheduling: Willingness to work weekends, holidays, early mornings, and variable shifts increases your chances significantly. Resorts operate 7 days a week throughout the season, and flexibility is highly valued.

Benefits Overview

Jackson Hole Mountain Resort offers benefits varying by employment status. Employees rate compensation and benefits 3.5/5 stars on Glassdoor.

• Ski/Activity Pass: All employees working 15+ hours/week receive a JHMR Grand Pass. Full-time employees (30+ hours) receive free passes for spouse and dependent children, plus free skiing at Grand Targhee and Snow King.

  
  

• Health Benefits: Medical and dental insurance available for year-round and dual seasonal employees. Eligibility typically requires 3 full-time winter seasons or 1 year of year-round work.

  
  

• 401(k) and Retirement: 401(k) plan with company match available for year-round and dual seasonal employees.

  
  

• Additional Benefits: Discounts at JHMR food and retail outlets; discounted Kids Ranch; free START Bus pass; free Employee Assistance Program; pro deals through ExpertVoice and Outdoor Prolink; free ski lessons.

  
  

• Employee Perspectives - Pros: Free ski pass; beautiful environment; discounts on gear; laid-back culture; great coworkers.

  
  

• Employee Perspectives - Cons: Housing extremely difficult and expensive; pay feels low for cost of living; health insurance requires long tenure; seasonal instability.

Frequently Asked Questions

1. Does Jackson Hole Mountain Resort hire people with felonies?

   Yes, JHMR hires individuals with felony convictions for certain positions. As an AA/EEO Employer, they conduct individualized assessments as required by EEOC guidelines rather than applying blanket exclusions. The best opportunities are in Food & Beverage (dishwasher, prep cook), Housekeeping, and Lift Operations. Positions involving minors (Ski School) have the strictest barriers for sex offenses and crimes against children. Your chances improve with older convictions, demonstrated rehabilitation, and offenses unrelated to job duties.

   
   

2. What is the background check process at Jackson Hole Mountain Resort?

   JHMR conducts background checks after extending conditional job offers. The process includes criminal history search at county, state, and federal levels, SSN verification, and address history. You must provide written consent before the check. If results raise concerns, you should receive a pre-adverse action notice with a copy of the report and time to respond before final decision. Safety-sensitive positions may include drug screening.

   
   

3. How far back does the background check go at Jackson Hole Mountain Resort—what is the lookback period?

   Wyoming has no state limit on criminal lookback periods. FCRA typically limits reporting of non-conviction records to 7 years. Convictions can generally be reported indefinitely, though JHMR follows EEOC guidance to consider time elapsed as part of individualized assessment. Serious violent felonies and sex offenses may be considered regardless of age. Employment verification typically extends 3-5 years.

   
   

4. What types of convictions make hiring more difficult at Jackson Hole Mountain Resort?

   Sexual offenses and crimes against children create the highest barriers—these are automatic disqualifiers for positions involving minors (Ski School, Kids Ranch). Recent violent felonies (within 5-7 years) face significant scrutiny for any guest-facing role. Theft, fraud, and embezzlement convictions create barriers for positions with cash handling or access to guest property. DUI/DWI disqualifies CDL positions. Drug trafficking faces heightened review. Older, non-violent offenses unrelated to job duties have the best chances.

   
   

5. What are the best entry-level roles at Jackson Hole Mountain Resort for applicants with a record?

   The best entry points are: Dishwasher ($14-$17/hr)—back-of-house with minimal guest contact; Prep Cook ($15-$19/hr)—kitchen work without cash handling; Housekeeping ($15-$18/hr)—facility cleaning with limited interaction; Lift Operator ($15-$22/hr)—outdoor operations work. These positions have high turnover, consistent hiring needs, and lower barriers for qualified applicants. Snowmaker positions also offer good opportunities during winter season.

   
   

6. Does Jackson Hole Mountain Resort drug test, and what kind of test do they use?

   JHMR maintains a drug-free workplace policy. Not all positions require pre-employment drug testing—employee reports indicate many seasonal workers are not tested. However, safety-sensitive positions including Lift Operations, Ski Patrol, shuttle drivers (CDL), and equipment operators may require testing. Testing is typically urine-based. The company reserves the right to test for reasonable suspicion. Wyoming does not have recreational marijuana protections for employers.

   
   

7. When during the hiring process will Jackson Hole Mountain Resort ask about criminal history?

   Wyoming has no Ban the Box law, so technically employers can ask about criminal history on initial applications. However, JHMR typically conducts background checks after extending conditional offers, following best practices. You may be asked about criminal history during the interview or on application forms. Be prepared to discuss your record honestly at any stage, but know that federal EEOC guidelines protect your right to individualized assessment.

   
   

8. Can someone advance to management at Jackson Hole Mountain Resort if they have a felony?

   Yes, advancement to management is possible for individuals with felony records who demonstrate reliability, strong performance, and leadership abilities. Many JHMR employees build long careers starting from entry-level seasonal positions. The key is returning for multiple seasons, building trust and relationships, and showing consistent dedication. Supervisory and management positions may face additional background scrutiny and require longer periods of demonstrated rehabilitation.

   
   

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

   The complete hiring process at JHMR typically takes 2-4 weeks from application to start date. Background checks usually complete within 1-2 weeks after authorization. During peak seasonal hiring periods (October-November for winter, May-June for summer), the process may move faster due to urgent staffing needs. Complex background situations may take longer to resolve. Following up professionally with HR can help keep your application moving.

   
   

10. What can applicants do to improve their chances of getting hired at Jackson Hole Mountain Resort?

    (1) Target entry-level positions in Food & Beverage, Housekeeping, or Lift Operations;

    (2) Apply early in the hiring season (September-October for winter, April-May for summer);

    (3) Be completely honest about your criminal history;

    (4) Prepare a brief, positive narrative about rehabilitation and personal growth;

    (5) Document evidence of rehabilitation (certificates, stable employment, references); (6) Demonstrate flexibility for scheduling and seasonal availability;

    (7) Research housing options early—this is critical in Jackson Hole;

    (8) Highlight any outdoor recreation experience or passion for the mountain lifestyle; (9) Check your own background before applying and dispute any errors;

    (10) Follow up professionally and persistently.

    
    

Alternative Second Chance Employers

If Jackson Hole Mountain Resort doesn't work out, consider these employers known for fair chance hiring practices in the ski resort and hospitality industries:

Conclusion

Jackson Hole Mountain Resort offers genuine opportunities for individuals with criminal records, particularly in Food & Beverage, Housekeeping, and Lift Operations roles. The resort's AA/EEO employer status and commitment to fair hiring create pathways for qualified applicants.

The work is physically demanding and seasonal, but compensation includes valuable non-cash benefits like free ski passes and employee discounts. Housing remains the biggest practical challenge. Year-round positions offer health benefits and 401(k) for those who commit to multiple seasons.

Key Success Factors: Target back-of-house positions; apply early in hiring season; be completely honest; demonstrate rehabilitation; secure housing early; be flexible with scheduling; return for multiple seasons.

Biggest Barriers: Sexual offenses/crimes against children (automatic bar for youth roles); recent theft/fraud for cash-handling positions; violent felonies for guest-facing roles; DUI for driving positions; limited expensive housing.

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 Jackson Hole Mountain Resort.

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.jacksonhole.com/job-openings