Quick Answer

Yes, Mountaire Farms is likely to hire individuals with felony convictions. The fourth-largest chicken producer in the United States is a family-owned agricultural food production and processing company with approximately 10,000 employees across Delaware, Maryland, Virginia, North Carolina, and Arkansas. Employment decisions are conditional upon passing a background check and are subject to Fair Chance Hiring principles and EEOC guidelines.

The law prohibits companies from having a blanket policy excluding all felons. Instead, they must conduct an individualized assessment of the conviction to determine if it is job-related and consistent with business necessity.

The greatest barriers are created by felonies related to violence and weapons (the physically demanding and potentially hazardous poultry processing environment), drug offenses (workplace safety requirements and potential drug testing), and theft and fraud (access to inventory, equipment, and company property). Recent offenses within the past 2-3 years face the highest scrutiny regardless of type.

Entry-level production line, general labor, sanitation, and live hang positions offer the most accessible opportunities for Second Chance applicants due to high turnover rates in the poultry processing industry, consistent hiring volume, minimal skill requirements, and on-the-job training availability.

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.

  
  

• 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: Must be able to perform physically demanding work including standing for extended periods (8-10+ hours), repetitive motions, working in cold/refrigerated environments (34-40°F), lifting up to 50 pounds, and operating processing equipment.

  
  

• Drug Screen: Must be aware that positions may require a drug screening as a condition of hire, especially for safety-sensitive roles.

  
  

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

  
  

• Work Authorization: Must be legally authorized to work in the United States and able to provide required I-9 documentation.

Critical Regulatory Information

As a major employer in Delaware, Maryland, Virginia, North Carolina, and Arkansas, Mountaire Farms must comply with both federal guidelines and varying state regulations regarding criminal background checks. Understanding these protections is essential for Second Chance applicants navigating the hiring process.

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.

FCRA Requirements

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

Delaware's Clean Slate Act (effective August 2024) provides automatic expungement of misdemeanors after 5 years and felonies after 10 years—expunged records cannot be reported. Maryland's Ban the Box law (effective February 2020) prohibits employers with 15+ employees from inquiring about criminal history before the first interview. North Carolina's Executive Order 158 applies only to state employers but encourages private employers to delay criminal history inquiries. Virginia's Executive Order prohibits public employers from early criminal history inquiries. Arkansas has no comprehensive state-level Ban the Box law for private employers.

Food Processing-Specific Considerations

While the food processing industry does not have blanket federal felony exclusions like healthcare (OIG) or banking (FDIC Section 19), Mountaire Farms must comply with USDA Food Safety and Inspection Service (FSIS) regulations. Employees must follow strict food safety and hygiene protocols. Certain positions involving food handling may have heightened scrutiny for drug offenses. CDL driver positions must comply with DOT drug testing requirements and may have restrictions for serious traffic violations.

Company Overview

Mountaire Farms is one of the largest privately-held chicken producers in the United States, processing approximately 67.5 million pounds of ready-to-cook chicken weekly. Headquartered in Millsboro, Delaware, the company operates as a vertically integrated poultry company managing breeder farms, hatcheries, feed mills, grain elevators, processing plants, and distribution. The company employs approximately ~10,000 workers across facilities in Delaware, Maryland, Virginia, North Carolina, and Arkansas.

Mountaire was named a Top Employer for 2025 by Forbes, based on a survey of over 217,000 U.S. employees. The family-owned company emphasizes its Christian values and commitment to community giving through programs like Meals for Thousands. Amanda Irwin became President in January 2025, having started as an intern at the company and worked her way up through nearly every department.

Company Fast Facts

• Founded: 1914 (Arkansas)

• Headquarters: Millsboro, Delaware

• Employees: ~10,000

• Industry Rank: 4th largest chicken producer in the U.S.

• Operations: Delaware, Maryland, Virginia, North Carolina, and Arkansas

• Parent Company: Mountaire Corporation (Ronnie Cameron, Chairman)

• President: Amanda Irwin (January 2025)

• Business Model: Vertically integrated poultry production and processing

• Recognition: Forbes America's Best Employers 2025; 2024 sales of $3.858 billion

Hiring Policy Analysis

Hiring Policy Analysis

Mountaire Farms does not publicly advertise a formal Second Chance hiring program, but the company's high-volume hiring needs in poultry processing create practical opportunities for individuals with criminal records. Like all employers, Mountaire must comply with EEOC guidelines requiring individualized assessment of criminal history rather than blanket exclusions.

The company conducts background checks after extending conditional job offers, in compliance with Ban the Box requirements where applicable. Employee reviews indicate that hiring decisions are made relatively quickly, with the entire process from application to start date typically taking 1-2 weeks. The company's emphasis on workforce development and internal advancement highlighted by President Amanda Irwin's rise from intern to company leader suggests a willingness to invest in employees who demonstrate reliability and commitment.

Position-Specific Barriers

Barrier levels are determined by required supervision level, access to inventory/equipment, safety sensitivity, and licensing requirements.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and ZipRecruiter. Actual compensation varies by location, shift, and experience.

Career Path Examples

Mountaire Farms emphasizes internal advancement and offers Mountaire University for employee development. The company's Management Trainee Program allows college graduates to rotate through departments over 50 weeks. President Amanda Irwin's career—from intern to company leader—demonstrates real advancement potential.

Production/Operations Track: General Labor ($14-$17/hr) → Line Lead ($16-$18/hr) → Supervisor ($50K-$65K/yr) → Production Manager ($70K-$90K/yr). Advancement based on reliability, safety record, and leadership skills.

Maintenance/Technical Track: Entry Maintenance ($16-$18/hr) → Maintenance Technician ($18-$25/hr) → Maintenance Supervisor ($55K-$70K/yr) → Maintenance Manager. Technical certifications and problem-solving skills valued.

Quality Assurance Track: QA Technician Trainee ($15-$17/hr) → QA Technician ($16-$20/hr) → QA Supervisor ($50K-$65K/yr). Food safety certifications and attention to detail drive advancement.

Background Check Process

Understanding Mountaire Farms's background check process helps you prepare mentally and practically for what to expect. The company conducts background checks after extending a conditional job offer, 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; Drug screening (urine test reported by employees); MVR/driving record for CDL positions.

Lookback Period: Standard 7-year lookback period per FCRA guidelines. Delaware Clean Slate Act automatically expunges qualifying misdemeanors after 5 years and felonies after 10 years—expunged records cannot be reported. Maryland has a 7-year lookback for convictions with a $20,000 salary cap (rarely applies). North Carolina has no state-mandated limit on conviction reporting.

Timeline: Background checks typically complete within 3-5 business days. The entire hiring process from application to start date is relatively fast—employee reviews indicate 1-2 weeks is typical, with some same-day conditional offers for entry-level positions.

Process Flow: Application submitted → 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.

Disqualifying Factors

High Risk for Disqualification: Violent felonies and weapons offenses (workplace safety with heavy machinery and knives); Drug trafficking and manufacturing (safety-sensitive environment, drug testing); Theft, fraud, and embezzlement (inventory and property access); DUI/serious traffic violations (CDL positions only); Recent offenses within the past 2-3 years regardless of type.

Lower Risk (Case-by-Case): Non-violent drug possession (especially with treatment completion); Property crimes older than 5+ years; Offenses unrelated to job duties; Cases with documented rehabilitation. All subject to individualized assessment per EEOC guidelines.

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.

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.

Application Strategy

1. Target Entry-Level Positions: Focus on production line, general labor, sanitation, live hang, and debone 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 CDL driver, supervisory, management, and financial positions initially if your record is recent or includes relevant offenses.

   
   

2. Apply Online and In Person: Submit your application through mountaire.com/careers or visit recruitment offices at processing facilities. Consider attending job fairs, visiting local workforce development centers, or applying in person at plant recruitment offices. Employee referrals are valued—Mountaire offers referral bonuses for employees who refer successful hires.

   
   

3. Prepare for the Interview: Be ready to discuss your work ethic, reliability, and ability to stand for extended periods, work in cold environments, perform repetitive motions, and maintain attendance reliability. Research the company beforehand. Emphasize stability, commitment, flexibility, and willingness to learn.

   
   

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, community involvement, and references from employers, probation officers, or community members.

   
   

7. Check Expungement Eligibility: Research whether your offense qualifies for expungement in your state. Delaware's Clean Slate Act provides automatic expungement of qualifying offenses after 5-10 years. Maryland, Virginia, and North Carolina also have expungement processes. Contact local Legal Aid or Public Defender's office for assistance determining eligibility. Expunged records cannot be reported on background checks.

   
   

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

Tips for Applicants with Records

1. High-Volume Hiring Creates Opportunities: Poultry processing has significant turnover. Mountaire Farms and similar companies are constantly hiring. Multiple applications increase your chances. Don't be discouraged by individual rejections.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at Mountaire Farms begin in production line, general labor, and sanitation roles. Prove reliability by showing up on time, working hard, and being a team player. Advancement comes with demonstrated trustworthiness. President Amanda Irwin started as an intern and worked her way up through nearly every department over 25+ years.

   
   

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. Industry-Specific Preparation: Be prepared for cold environments (processing areas are 34-40°F), physically demanding work, and repetitive motions. Steel-toed boots and appropriate cold-weather clothing are often required. Seasonal hiring peaks may occur around holidays when chicken demand increases.

   
   

5. Pass the Drug Test: If you have substance issues, address them before applying. Failed drug tests are automatic disqualifiers. Employee reviews indicate urine drug testing during the hiring process. Pre-employment testing is standard for most positions.

   
   

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

   
   

7. Network Through Current Employees: Current Mountaire Farms employees can provide referrals. Mountaire offers referral bonuses to employees who refer successful candidates—paid at 30 days and 90 days of employment. A personal referral can help your application stand out.

   
   

8. Be Flexible on Shifts and Locations: Willingness to work nights, weekends, holidays, or less desirable shifts increases your chances. Night shifts and weekend work are common, especially for sanitation and live hang positions. Willingness to work less desirable shifts increases hiring chances. Flexibility on location also expands opportunities.

Benefits Overview

Mountaire Farms offers a competitive benefits package. Named a Top Employer by Forbes for 2025, Mountaire offers a comprehensive benefits package. Employee reviews rate compensation and benefits 3.6-3.8/5 stars on Glassdoor.

Compensation: Entry-level production: $14-$17/hr. Experienced/skilled positions: $16-$25/hr. Supervisors: $50K-$70K/yr. Overtime available and paid at 1.5x rate (reported by 58% of employees). Profit-sharing bonuses when company performs well.

401(k) and Retirement: 401(k) plan through Empower/Lincoln Financial. Employees auto-enrolled at 2% after 90 days. Company match: 100% of first 3% contributed, 50% of next 2% (contribute 5% to maximize free money). Discretionary profit-sharing contributions during good years. Vesting begins after one year.

Health Benefits: Two medical plan options through Blue Cross Blue Shield. Plan A: $40 PCP copay, $1,600 individual deductible. Free onsite Health and Wellness Center visits for enrolled employees. Diabetic management program ($10 insulin for 30-day supply). Dental and vision coverage available. Family coverage approximately $90/paycheck for comprehensive option.

Time Off: 2 weeks (10 days) vacation starting out. 6 holidays plus 2 floating holidays. 1-5 paid sick days. Additional vacation earned at 5 years of service.

Additional Benefits: $10,000 basic life insurance provided free. Supplemental life insurance available at 1x salary. Short-term and long-term disability coverage. Employee Assistance Program (EAP) through Unum. Discounted chicken products.

Education Benefits: Mountaire University offers internal training and certification programs. Tuition reimbursement available for work-related degrees. English as a Second Language (ESL) programs offered. Management Trainee Program for college graduates. Leadership Development Program available.

Employee Perspectives - Pros: Good pay for the industry, comprehensive benefits, profit-sharing bonuses, free onsite health clinics, advancement opportunities, family-like culture, steady/consistent work, referral bonuses, company cares about employees.

Employee Perspectives - Cons: Physically demanding work, long hours, cold working environment, limited PTO starting out (2 weeks until 5 years), work-life balance challenges, inconsistent management quality varies by location, repetitive tasks.

Frequently Asked Questions

1. Does Mountaire Farms hire people with felonies?

   Yes, Mountaire Farms is likely to hire individuals with felony convictions, particularly for entry-level production and labor positions. As a high-volume employer in the poultry industry, the company has consistent hiring needs. Like all employers, Mountaire must conduct individualized assessments per EEOC guidelines rather than automatically excluding applicants based on criminal records. Your chances are best with non-violent, older offenses unrelated to the position, and you should target entry-level roles initially.

   
   

2. What is the background check process at Mountaire Farms?

   Mountaire conducts background checks after extending a conditional job offer. The process includes criminal history searches at county, state, and federal levels, SSN verification, address history, and employment verification. CDL positions include MVR/driving record checks. A drug test (urine) is typically administered during the hiring process. You must provide written consent before the background check, and you have rights under the FCRA to receive a copy of the report and dispute inaccuracies.

   
   

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

   Mountaire Farms typically follows the standard 7-year lookback period for criminal history per FCRA guidelines. However, Delaware's Clean Slate Act automatically expunges qualifying misdemeanors after 5 years and felonies after 10 years—these records cannot be reported. Maryland has a 7-year lookback with a $20,000 salary cap. North Carolina has no state-mandated limit. Expunged, sealed, or pardoned records generally cannot be reported or considered.

   
   

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

   The most challenging convictions include: violent felonies and weapons offenses (workplace safety concerns with machinery and knives); drug trafficking or manufacturing (drug-free workplace requirements); theft, fraud, or embezzlement (access to inventory and property); DUI or serious traffic violations (particularly for CDL driving positions); and any offenses within the past 2-3 years. Honesty-related offenses face heightened scrutiny due to inventory access.

   
   

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

   The best entry-level positions for applicants with records include: General Labor/Production Worker ($14-$17/hr), Live Hang/Receiving ($14-$16/hr), Debone Worker ($15-$17/hr), Sanitation Worker ($14-$16/hr), and Rehang/Line Worker ($14-$16/hr). These positions have the highest hiring volume, lowest barriers, require no prior experience, and provide on-the-job training. Willingness to work night shifts increases opportunities.

   
   

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

   Yes, employee reviews indicate that Mountaire Farms conducts drug testing during the hiring process. The test is typically a urine test administered after the interview/conditional offer. Pre-employment drug screening is standard for most positions. CDL drivers are subject to DOT drug testing requirements. Failed drug tests are generally automatic disqualifiers, so address any substance issues before applying.

   
   

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

   In compliance with Ban the Box requirements in Maryland and best practices, Mountaire typically delays criminal history inquiries until after the first interview or conditional job offer. You'll have the opportunity to interview and demonstrate your qualifications before your background is reviewed. When asked about your record (after conditional offer), be honest and prepared with a brief narrative about rehabilitation and personal growth.

   
   

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

   Yes, advancement to management positions is possible with a felony record, though it may take time and require demonstrating sustained reliability. President Amanda Irwin's rise from intern to company leader demonstrates Mountaire's commitment to internal advancement. Supervisory and management positions face higher scrutiny, so building a track record of excellent performance, attendance, and trustworthiness is essential. Mountaire University and leadership development programs support career growth.

   
   

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

   The hiring process at Mountaire Farms is relatively fast. Employee reviews indicate the entire process from application to start date typically takes 1-2 weeks. Initial screening and interviews may occur within days of applying. Background checks complete in 3-5 business days. Some entry-level positions receive same-day conditional offers. Orientation typically begins the week following a successful background check.

   
   

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

    To improve your chances: Target entry-level production positions initially; be completely honest about your record; prepare a brief, positive narrative about rehabilitation; demonstrate stability (housing, transportation, work history); be flexible on shifts—nights and weekends show willingness; consider employee referrals for introductions; run your own background check first to know what appears; gather rehabilitation evidence (certificates, references, treatment completion); follow up professionally after applying; and emphasize reliability and physical capability for the demanding work.

Alternative Second Chance Employers

If Mountaire Farms doesn't work out, consider these employers known for fair chance hiring practices:

Conclusion

Mountaire Farms offers genuine opportunities for individuals with criminal records, particularly in entry-level production, processing, and labor roles. As the fourth-largest chicken producer in the United States with nearly 10,000 employees, the company provides a realistic pathway to stable employment. The poultry processing industry experiences significant turnover, creating consistent hiring opportunities for those willing to perform physically demanding work.

The work is physically demanding, conducted in cold environments (34-40°F), and involves repetitive motions and long hours standing. However, the compensation is competitive, with entry-level positions starting at $14-$17/hour and overtime available. The benefits package includes health insurance with free onsite clinic access, 401(k) with company match, profit-sharing bonuses, and tuition reimbursement. Career advancement is real, with President Amanda Irwin's rise from intern to company leader demonstrating genuine promotion potential.

Key Success Factors: Target entry-level positions initially. Be completely honest about your record. Prepare a brief narrative about rehabilitation. Demonstrate reliability through consistent attendance. Be flexible on shifts. Mountaire University and tuition reimbursement programs provide pathways for skill development and advancement.

Biggest Barriers: Violent crimes, drug trafficking, theft/fraud, and recent offenses create the greatest challenges due to workplace safety in an industrial environment with heavy machinery and knives, drug-free workplace requirements, and access to inventory and company property. CDL driving, supervisory, and management positions face higher scrutiny than entry-level roles. However, individualized assessment means your specific circumstances matter.

For those ready to commit to hard work, Mountaire Farms can be a stepping stone to long-term career stability. Start with production line or general labor positions, prove your reliability, and use internal advancement opportunities to grow your career.

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 Mountaire Farms.

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://mountaire.com/careers/