Quick Answer

Yes, MAU Workforce Solutions hires individuals with felony convictions. MAU is a major staffing agency headquartered in Augusta, Georgia since 1973 a family and minority-owned company providing staffing, recruiting, technology, and outsourcing solutions. As staffing agency, MAU conducts its own background screening but CRITICAL: Client company requirements often override MAU's policies. Most notably, MAU is primary staffing partner for BMW Manufacturing in Spartanburg, South Carolina (BMW's only U.S. assembly plant). BMW positions pay $22.80-$24.05/hr for Production and Logistics Associates. However, BMW has strict background requirements that may be more restrictive than MAU's. MAU serves clients across manufacturing, logistics, engineering, and professional sectors with over 250 offices in 25 countries through global recruiting partners. Application explicitly asks about criminal history complete honesty required. EEOC individualized assessment applies to MAU's own screening. Best opportunities: Target clients with Second Chance-friendly policies; utilize SC Works resources identifying participating employers; emphasize reliability, attendance, and work ethic.

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

13. Conclusion

14. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

Before applying through MAU Workforce Solutions, understand the dual-layer screening process:

1. Understand the Dual Screening Reality: MAU operates under dual constraints—its own policy AND client company's stricter rules. You must pass MAU's initial screening, then meet specific client requirements. BMW, for example, has its own background criteria that may be more restrictive than MAU's general policy. Failing either layer results in inability to work at that particular client site.

   
   

2. Be Prepared for Full Disclosure: MAU's application explicitly asks about criminal history. Complete honesty is mandatory. Misrepresentation or omission discovered later results in immediate disqualification or termination. Staffing agencies cannot place workers who have been dishonest about background.

   
   

3. Pass Pre-Employment Screening Battery: Prepare for comprehensive screening: Criminal background check; Drug test (standard requirement); Skills assessment for certain positions; Employment verification. All components must be successfully completed.

   
   

4. Research Specific Client Requirements: Different MAU clients have different background policies. BMW positions highly desirable ($22.80-$24.05/hr) but may have stricter requirements. Other manufacturing, logistics, or professional clients may be more Second Chance-friendly. Ask about specific client policies.

   
   

5. Utilize SC Works Second Chance Resources: South Carolina offers Second Chance employer programs through SC Works. These resources specifically identify employers (including some MAU clients) participating in fair chance hiring initiatives. Target these opportunities.

   
   

6. Document Rehabilitation: For MAU's individualized assessment, prepare evidence of rehabilitation: stable work history, completion of probation/parole, treatment certificates, character references, community involvement.

Critical Regulatory Information

IMPORTANT: MAU Workforce Solutions operates as staffing agency with unique dual-layer screening. Understanding this framework is essential for Second Chance applicants.

Client Rules Override MAU Policy

Critical reality: If MAU places you at a client site, you must meet that client's background check criteria which may be stricter than MAU's own policy. Example: BMW Manufacturing has specific background requirements for all workers at their Spartanburg facility. MAU may clear you for general placement, but BMW may have additional restrictions. Each client relationship is different. Some clients participate in Second Chance hiring initiatives; others maintain strict no-felony policies for certain positions. MAU recruiters can advise on specific client requirements.

Mandatory Criminal History Disclosure

MAU's application explicitly asks about criminal history. This is not optional—applicants must disclose fully and honestly. Be 100% truthful when completing this portion. Staffing agencies conduct thorough background verification. Any misrepresentation discovered during screening or after placement results in immediate disqualification or termination. Honesty is absolutely non-negotiable. Prepare a clear, concise, truthful explanation of your record.

EEOC Individualized Assessment

For MAU's own screening policy, federal EEOC requirements mandate individualized assessment. MAU must allow applicants to explain background check results before making adverse decision. Green Factors apply: (1) Nature and gravity of offense; (2) Time elapsed since conviction or sentence completion; (3) Nature of job sought and relationship to offense. This creates opportunity to present rehabilitation evidence before final decision on general MAU placement.

Drug Testing Requirements

Pre-employment drug screening is standard requirement for most MAU placements, particularly manufacturing and production positions. Many client sites (especially automotive manufacturing like BMW) maintain strict drug-free workplace policies. Failed drug test disqualifies from placement. Random testing may occur depending on client requirements. Must be completely drug-free before applying.

South Carolina Fair Chance Considerations

South Carolina does not have statewide ban-the-box law for private employers—criminal history can be asked on application. However, SC Works and other state programs actively support Second Chance employment initiatives. Resources available to identify participating employers and match Second Chance workers with appropriate opportunities.

Company Overview

MAU Workforce Solutions is a multi-faceted business solutions provider offering professional recruiting, commercial staffing, outsourcing, and human resources services to clients across multiple industries. Headquartered in Augusta, Georgia since founding in 1973, MAU is a family-owned and minority-owned company with over 50 years of experience connecting workers with employment opportunities ranging from entry-level manufacturing to executive professional positions. Company mission is to offer "better processes and better people to create greater profits and efficiencies for clients" while making "lives better for applicants, clients and employees through innovative workforce solutions." MAU maintains a culture built on core values of honesty, integrity, and teamwork—values that inform both client relationships and approach to workforce development.

MAU maintains extensive reach with branch offices and vendor-on-premise (VOP) locations across the United States where MAU staff work directly at client facilities managing workforce operations. Through worldwide recruiting partners, MAU extends reach to over 250 offices in 25 countries across six continents, enabling global talent solutions for multinational clients. Core specialties include Industrial and Administrative Staffing, Value Stream Support, Human Resource Services, Outsourcing Solutions, and Professional Recruiting. Company serves clients across advanced manufacturing, automotive, aerospace, logistics, supply chain, engineering, technology, healthcare, and professional sectors. MAU employs over 500 corporate team members at headquarters and branch locations, plus thousands of associates currently placed at client sites across the country generating employment opportunities for workers at all skill levels.

Most prominent client relationship is with BMW Manufacturing at their Spartanburg, South Carolina facility BMW's only U.S. assembly plant and the largest BMW production facility in the world by volume. MAU has been pivotal partner in BMW's South Carolina success story, supplying skilled manufacturing, supply chain, and technology associates that underpin BMW's operations for over 30 years. This enduring collaboration is built on shared objectives and commitment to excellence. MAU supports BMW's vision for the future including the Electric Vehicle Movement. BMW positions through MAU offer industry-leading compensation at $22.80-$24.05/hr for Full-Time Production and Logistics Associates with comprehensive benefits. MAU's BMW chatbot allows convenient application anytime daytime, nights, or weekends.

Company Fast Facts

• Headquarters: Augusta, Georgia; Founded: 1973;

• Status: Family-owned, minority-owned, private;

• Employees: 500+ corporate plus thousands of placed associates;

• Global Reach: 250+ offices in 25 countries across 6 continents;

• Specialties: Industrial staffing, professional recruiting, HR services, outsourcing;

• Key Client: BMW Manufacturing (30+ year partnership);

• BMW Pay: $22.80-$24.05/hr for Production/Logistics; Core Values: Honesty, integrity, teamwork.

Hiring Policy Analysis

MAU Workforce Solutions hiring involves dual-layer consideration: MAU's own screening policies plus specific client requirements. As staffing agency, MAU must balance its commitment to fair employment practices with meeting client company specifications. Some clients actively participate in Second Chance initiatives; others maintain stricter requirements for their workforce.

MAU corporate values emphasize honesty, integrity, and teamwork—values that align with giving qualified workers opportunity to demonstrate reliability. Company provides comprehensive job benefits including paid holidays, tuition reimbursement, life insurance, disability insurance, and 401(k) retirement plan. Training programs and career advancement opportunities available. Top roles include Production Associate, Material Handler, Recruiter, Staffing Specialist, and Site Manager.

Position-Specific Barriers

Available Positions and Pay

Pay data from 2024-2025 MAU, Indeed, ZipRecruiter job postings. Rates vary significantly by client company and location. BMW positions shown as example of premium opportunities.

Career Path Examples

Staffing to Direct Hire Track: MAU Associate (temporary or contract placement at client site, proving reliability, attendance, skill development, and cultural fit through actual work performance) → Extended Assignment (longer-term placement building track record, typically 6-12 months of consistent performance demonstrating value to client) → Temp-to-Hire Conversion (client company directly hires top-performing MAU associates who have proven themselves, bypassing traditional hiring uncertainties) → Permanent Employee at Client Company (full permanent benefits, job security, internal career advancement path with client). This pathway is powerful for Second Chance applicants: Many MAU placements include temp-to-hire potential where client companies see your actual daily performance rather than just reviewing your background on paper. BMW and other premium clients frequently convert top MAU associates to permanent positions after observing consistent excellence. Performing well as staffing associate leads to direct employment offers that might not come through traditional application processes.

MAU Corporate Track: Production Associate/Material Handler (field placement, demonstrating excellence) → Staffing Specialist/Recruiter (corporate role sourcing candidates) → Site Manager (on-premise management at client location) → Operations Manager (branch/regional responsibility) → Director/Senior Leadership. MAU promotes from within and values field experience for corporate advancement. Top associates who understand operations from floor level advance to management.

Background Check Process

MAU Dual-Layer Screening: Application submission (criminal history question mandatory); Initial MAU recruiter screening; Skills assessment for applicable positions; MAU background check (criminal history, employment verification); Drug testing (standard for manufacturing placements); EEOC individualized assessment if conviction identified; Client-specific additional screening if required by placement company. Each layer must be passed. Some clients conduct their own verification beyond MAU's standard check. Timeline varies by position and client requirements—some placements within days, others require extended client approval process.

Disqualifying Factors

• Automatic Disqualification: Dishonesty on application about criminal history; Failed drug test; Misrepresentation of qualifications or work history.

  
  

• Client-Specific Barriers: Each client company may have specific disqualifying factors. Automotive manufacturing (BMW) may restrict certain felony types. Individual client policies determine final placement eligibility.

  
  

• Evaluated Favorably: Old convictions with rehabilitation evidence; Non-violent offenses unrelated to job duties; Stable work history since conviction; Strong references; Skills and qualifications matching position; Honest disclosure and explanation.

Your Rights as Applicant

1. EEOC: MAU must conduct individualized assessment for its own screening; Cannot deny solely on conviction without job-relatedness analysis.

   
   

2. FCRA: Written consent before background check; Pre-adverse action notice; Opportunity to dispute; Final adverse action notice if denied.

   
   

3. Client Requirements: Client companies may have additional policies beyond EEOC minimums; MAU cannot override client specifications.

   
   

4. SC Works Resources: South Carolina Second Chance resources available; Identify participating employers; Access to fair chance opportunities.

Application Strategy

1. Target Second Chance-Friendly Clients: Utilize SC Works resources identifying employers participating in Second Chance initiatives. Some MAU client companies actively welcome fair chance applicants—target these opportunities rather than exclusively pursuing restrictive clients.

   
   

2. 2. Be 100% Honest on Application: Criminal history question is asked directly on application. Disclose truthfully. Staffing agencies verify everything—dishonesty discovered ends relationship immediately. Prepare clear, concise explanation of your record.

   
   

3. Pass All Pre-Employment Screening: Be completely drug-free. Be ready for background check, drug test, skills assessment, employment verification. All components must be successfully completed for placement eligibility.

   
   

4. Emphasize Work Ethic: During MAU screening, focus on reliable attendance, punctuality, strong work ethic, team cooperation, willingness to learn. Staffing agencies value dependable workers who show up and perform.

   
   

5. Understand BMW is Premium but Selective: BMW positions pay well ($22.80-$24.05/hr) but have stricter requirements. If BMW placement not available, pursue other manufacturing, logistics, or warehouse clients with different policies.

   
   

6. Ask About Specific Client Policies: MAU recruiters can advise which client companies are more Second Chance-friendly. Be direct about your background and ask about suitable opportunities.

   
   

7. Prove Yourself Through Performance: Temporary and contract placements are opportunities to demonstrate reliability. Top performers convert to permanent positions. Use staffing as stepping stone.

   
   

8. Leverage Temp-to-Hire Potential: Many MAU placements include temp-to-hire pathway. Excellent performance as MAU associate leads to direct employment offers from client companies.

Tips for Applicants with Records

1. Staffing Agencies as Pathway: MAU and similar staffing agencies offer way to prove yourself before permanent hire. Client companies see your actual performance, not just your record.

   
   

2. Not All Clients Equal: Different MAU clients have vastly different background policies. Ask about Second Chance-friendly placements. Don't assume BMW criteria apply everywhere.

   
   

3. BMW Chatbot Available: MAU offers chatbot for BMW applications—apply anytime, day or night. Start process online conveniently.

   
   

4. SC Works Partnership: SC Works identifies employers participating in fair chance hiring. These resources specifically help Second Chance job seekers find appropriate opportunities.

   
   

5. Benefits Available: MAU offers competitive benefits including paid holidays, tuition reimbursement, 401(k), life insurance, disability—even for staffing associates on qualifying assignments.

Benefits Overview

• Compensation: Competitive hourly rates varying by client and position; BMW positions $22.80-$24.05/hr; Weekly pay options; Shift differentials for applicable positions.

• Health Insurance: Medical, dental, vision coverage for qualifying positions; Short-term disability; Life insurance.

• Retirement: 401(k) retirement plan; Long-term financial security options.

• Paid Time Off: Paid holidays; Vacation accrual for qualifying assignments.

• Education: Tuition reimbursement program; Professional development support; Training opportunities.

• Career Development: Temp-to-hire pathways; Internal advancement opportunities; Skills training; Nationwide opportunities through MAU network.

  
  

Employee Perspectives

Pros: Gateway to premium employers like BMW; Temp-to-hire conversion potential; Competitive pay for manufacturing; Benefits even for staffing associates; Nationwide opportunities; Training provided; Family-owned culture; 50+ years in business; SC Works partnership.

Cons: Dual-layer screening (MAU + client); Client requirements may be restrictive; Not all clients Second Chance-friendly; BMW positions selective; Temporary status initially; Variable pay depending on client.

Frequently Asked Questions

1. Does MAU Workforce Solutions hire people with felonies?

   Yes, MAU Workforce Solutions hires individuals with felony convictions. However, critical caveat: MAU conducts its own screening with EEOC-required individualized assessment, but client company requirements may be stricter. If placed at BMW or other specific clients, you must meet that company's criteria. Some MAU clients actively participate in Second Chance hiring initiatives—target these opportunities. Honesty on application is absolutely mandatory. MAU cannot place workers who have been dishonest about their background.

   
   

2. What is the background check process at MAU Workforce Solutions?

   Dual-layer process: First, MAU conducts its own screening including application review (criminal history asked directly), background check, drug test, skills assessment, and employment verification. If MAU clears you, client-specific requirements apply. Some clients (like BMW) conduct additional verification. MAU must follow EEOC individualized assessment for its screening. Timeline varies—some placements within days, others require extended client approval.

   
   

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

   MAU typically follows standard 7-year criminal history review under FCRA guidelines. However, client companies may have different lookback requirements—some check further back, especially for certain positions. BMW and other premium employers may have more comprehensive review. Ask MAU recruiters about specific client policies for positions you're seeking.

   
   

4. What types of convictions make hiring more difficult at MAU Workforce Solutions?

   Varies significantly by client placement. General barriers: Violence (workplace safety); Theft (inventory access); Drug offenses (drug-free workplaces); Recent convictions. Premium clients like BMW may have stricter criteria. MAU's own policy uses individualized assessment, but client requirements may create additional barriers. Target SC Works partner employers with demonstrated Second Chance commitment.

   
   

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

   Target clients participating in SC Works Second Chance initiatives rather than most restrictive employers. General manufacturing Production Associate positions (varying by client) and Material Handler roles ($15-$22/hr) often more accessible than BMW positions. Ask MAU recruiters specifically about Second Chance-friendly client placements. Warehouse, logistics, and general production with non-restrictive clients offer best entry points.

   
   

6. Does MAU Workforce Solutions drug test, and what kind of test do they use?

   Yes, drug testing is standard requirement for most placements, particularly manufacturing positions. Manufacturing clients including BMW maintain strict drug-free workplace policies. Standard panel testing for common substances. Failed test disqualifies from placement. Random testing may occur depending on client requirements. Must be completely drug-free before applying.

   
   

7. When during the hiring process will MAU Workforce Solutions ask about criminal history?

   Criminal history question appears directly on MAU application—asked at the beginning of the process. South Carolina does not have ban-the-box law for private employers. Be prepared for honest disclosure from initial application. Staffing agencies verify everything—dishonesty discovered at any point ends relationship immediately. Background check conducted before placement.

   
   

8. Can someone advance to management at MAU Workforce Solutions if they have a felony?

   Yes, advancement possible through multiple pathways. Temp-to-hire conversions allow top-performing associates to become permanent employees at client companies. MAU corporate advancement possible: Field Associate → Staffing Specialist/Recruiter → Site Manager → Operations Manager. MAU values field experience for corporate roles. Criminal history already known from screening—positive performance record supports advancement.

   
   

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

   Variable depending on position and client. Some manufacturing placements can occur within days of application. BMW and premium positions may require 1-2 weeks for full screening. Client-specific requirements add time. Drug test and initial MAU screening typically completed quickly. Apply through BMW chatbot for convenient anytime application process.

   
   

10. What can applicants do to improve their chances of getting hired at MAU Workforce Solutions?

    Target Second Chance-friendly clients through SC Works resources; Be 100% honest about criminal history on application; Pass drug test (completely clean); Emphasize reliability, attendance, work ethic; Ask recruiters about specific client policies; Consider clients beyond BMW if requirements are barrier; Demonstrate skills and qualifications; Provide rehabilitation documentation; Be flexible on assignments to prove yourself; Use temp placement as opportunity to demonstrate value for conversion to permanent hire.

Alternative Second

Conclusion

MAU Workforce Solutions offers pathway to employment including premium opportunities like BMW Manufacturing positions ($22.80-$24.05/hr), but Second Chance applicants must understand the dual-layer screening reality. MAU conducts its own EEOC-compliant individualized assessment, but client company requirements may be stricter. BMW and other premium employers may have additional restrictions beyond MAU's general policy.

Critical strategy: Target Second Chance-friendly clients rather than exclusively pursuing most restrictive premium employers. Utilize SC Works resources that specifically identify employers participating in fair chance hiring initiatives. Not all MAU clients have the same background requirements—BMW positions are highly desirable but may be selective, while other manufacturing, logistics, and warehouse clients actively welcome Second Chance workers. Ask MAU recruiters directly about suitable opportunities matching your specific background situation. Some clients have participated in Second Chance programs for years and understand the value of workers who are motivated to prove themselves. Being matched with appropriate clients from the start increases success rate significantly.

Best path for Second Chance applicants: Be completely honest on application because mandatory criminal history disclosure means dishonesty will be discovered and result in immediate disqualification; Pass all pre-employment screening components including drug test which most manufacturing clients require; Target SC Works partner employers and Second Chance-participating clients rather than exclusively pursuing restrictive premium employers where background may be barrier; Emphasize reliability, attendance, punctuality, and strong work ethic during MAU screening since staffing agencies value dependable workers above almost everything else; Use temporary placement as valuable opportunity to prove yourself through actual job performance rather than just interview impressions; Work toward converting to permanent employment through consistent excellence on assignment. MAU's temp-to-hire model allows you to demonstrate real value to employers before they make permanent hiring decisions use this to your advantage.

Key success factors: Complete honesty about criminal history from initial application (dishonesty at any point results in immediate and permanent disqualification from MAU placement); Pass drug test which most manufacturing and warehouse clients require with zero tolerance policies; Target appropriate client companies matching your background situation rather than exclusively pursuing restrictive employers; Demonstrate reliability, punctuality, and strong work ethic throughout the screening process and on every assignment; Use temporary or contract staffing placement as valuable stepping stone to permanent employment by exceeding expectations daily; Be flexible on initial assignment placements to build track record before pursuing preferred positions; Leverage SC Works and other Second Chance resources specifically designed to match workers with fair chance employers; Ask MAU recruiters directly about which clients are most suitable given your specific circumstances; Understand that excellent performance as temporary associate leads to permanent employment offers that bypass traditional hiring barriers.

Understanding the opportunity: MAU's 50+ years in staffing and relationships with hundreds of client companies across manufacturing, logistics, engineering, technology, and professional sectors means diverse placement opportunities exist beyond headline clients like BMW Manufacturing. Family and minority-owned company with genuine core values of honesty, integrity, and teamwork creates culture that respects individual circumstances. MAU serves as gateway to manufacturing careers at world-class facilities including potential for conversion to permanent positions with employers who have seen your actual work performance. Comprehensive benefits package includes paid holidays, tuition reimbursement, life insurance, disability insurance, and 401(k) retirement plan even for staffing associates on qualifying assignments. Nationwide and global reach through 250+ offices in 25 countries across six continents means opportunities extend well beyond South Carolina if willing to relocate. Performance excellence as temporary associate consistently leads to permanent employment offers from client companies who value proven workers over uncertain new hires.

Apply Now at mau.com/careers or mau.com/bmw for BMW-specific opportunities. BMW chatbot allows 24/7 application.

Disclaimer

This guide provides general information and should not be considered legal advice. MAU Workforce Solutions client requirements vary significantly—BMW and other clients may have stricter policies than MAU's general screening. Drug testing policies strictly enforced. South Carolina does not have statewide ban-the-box law for private employers. Salary data from 2024-2025 job postings may vary by client, position, and location. Individual outcomes depend on criminal history specifics, drug test results, qualifications, and specific client requirements. MAU Workforce Solutions and BMW names used for informational purposes. FelonFriendlyJobsNow.com makes no warranties about employment outcomes.