Quick Answer

Yes, Native Roots is likely to hire individuals with felony convictions, but opportunities vary significantly by position type. Native Roots is Colorado's largest independently held vertically integrated cannabis company with 20+ retail dispensary locations and two state-of-the-art cultivation facilities with approximately 500-600 employees across Colorado (Denver Metro, Boulder County, Mountain Communities, Southern Colorado). Employment decisions are conditional upon passing a background check and, for most frontline positions, obtaining a Colorado MED occupational badge.

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. However, state cannabis regulations impose additional requirements beyond standard employment law.

The greatest barriers are created by felonies related to drug distribution/trafficking (direct conflict with state cannabis licensing requirements and federal scheduling of marijuana), violent crimes (state MED badge regulations emphasize public safety in retail environments), and theft and crimes of moral turpitude (cannabis retail involves significant cash handling and inventory access). Any felony conviction within the past 3 years disqualifies applicants from obtaining an MED badge.

corporate and administrative roles (HR, IT, Marketing, Accounting) offer the most accessible opportunities for Second Chance applicants because these positions do not require a state-issued MED occupational badge and have standard background check requirements.

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:

• Age Requirement: Must be at least 21 years of age to work in any position at a licensed cannabis facility.

  
  

• MED Badge Eligibility (for dispensary/cultivation roles): Must NOT have been convicted of a felony within the past 3 years. Must NOT be currently serving any felony sentence including probation, parole, or deferred judgment.

  
  

• Physical Requirements: Must be able to perform physically demanding work including standing for extended periods, lifting up to 50 lbs., repetitive motions, and working in temperature-controlled environments for cultivation roles.

  
  

• Honesty is Paramount: Must be 100% honest on all applications. Misrepresentation on MED badge applications is a crime and results in permanent disqualification.

  
  

• Work Authorization: Must be legally authorized to work in the United States. Note: Federal immigration consequences may apply to cannabis industry employment.

  
  

• Drug Screening: Must be prepared for potential drug screening. Despite Colorado's legalized cannabis, employers retain testing rights.

Critical Regulatory Information

Understanding cannabis industry regulations is essential for Second Chance applicants because most positions at Native Roots require a state-issued occupational license (MED badge). This badge is controlled by the Colorado Marijuana Enforcement Division, which has specific criminal history disqualifiers that cannot be waived by the employer. Knowing these requirements upfront helps applicants focus on positions where they are eligible.

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, Native Roots 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

Colorado's Chance to Compete Act (Ban the Box law) prohibits employers from asking about criminal history on initial job applications. However, for cannabis industry positions requiring an MED badge, the state-level background check supersedes standard employment practices. Colorado's 7-year lookback period applies to non-badge positions, but the MED uses a 3-year lookback for felony convictions with permanent bars for certain offenses. Expunged and sealed records are protected under Colorado law and cannot be considered.

Cannabis-Specific Considerations

The Colorado Marijuana Enforcement Division (MED) requires all employees who handle cannabis products to obtain an occupational badge. Applicants cannot obtain an MED badge if they:

(1) have been convicted of a felony within the past 3 years;

(2) are currently serving a sentence for any felony conviction including probation, parole, or deferred judgment;

(3) have certain drug distribution convictions. However, felonies are not automatically disqualifying—the MED considers each application case-by-case and accepts character references. Cannabis-related convictions from other states may not be disqualifying if the activity would have been legal in Colorado.

Company Overview

Native Roots is one of Colorado's largest and most recognized cannabis brands, a vertically integrated operator with cultivation, manufacturing, and retail operations serving both medical and recreational customers since legalization. Headquartered in Denver, Colorado, the company operates 20+ retail dispensary locations across Colorado, two cultivation facilities including the 173,000 sq. ft. 'Mothership' facility, and manufacturing operations for extracts, edibles, and concentrates. The company employs approximately ~500-600 workers across Colorado (Denver Metro, Boulder County, Mountain Communities, Southern Colorado).

Native Roots has partnered with the Last Prisoner Project supporting cannabis criminal justice reform. The company is known for having one of the most extensive staff training programs in the cannabis industry and has been recognized for its commitment to customer education and experience.

Company Fast Facts

• Founded: 2009 (Denver, Colorado)

• Headquarters: Denver, Colorado

• Employees: ~500-600

• Industry Position: Colorado's largest independently held vertically integrated cannabis company

• Operations: Colorado (Denver Metro, Boulder County, Mountain Communities, Southern Colorado)

• Ownership: Privately held; principal investors include Peter Knobel

• CEO: Jonathan Boord (CEO)

• Business Model: Vertically integrated cannabis cultivation, manufacturing, and retail

• Recognition: Partnership with Last Prisoner Project; extensive employee training programs; Springbig loyalty partnership

Hiring Policy Analysis

Native Roots' hiring process involves a dual-track assessment: standard employment screening conducted by the company, and mandatory state licensing verification through the Colorado MED for badge-required positions. For corporate and administrative roles not involving cannabis handling, Native Roots follows standard fair chance hiring principles including Colorado's Chance to Compete Act. For dispensary, cultivation, and manufacturing positions, applicants must independently obtain an MED badge, which requires passing the state's criminal background check. This means the state—not Native Roots—makes the ultimate eligibility determination for most frontline positions. Native Roots has supported cannabis criminal justice reform through partnerships like the Last Prisoner Project, suggesting an organizational culture that values second chances where legally permissible.

Position-Specific Barriers

Barrier levels are determined primarily by whether the position requires a Colorado MED occupational badge. Badge-required positions face state-mandated criminal history disqualifiers.

Available Positions and Pay

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

Career Path Examples

Native Roots offers advancement opportunities across retail, cultivation, and corporate tracks. The company promotes from within and provides ongoing training and development.

Retail Track: Budtender ($16-$20/hr) → Shift Lead ($19-$24/hr) → Assistant Manager ($22-$28/hr) → Store Manager ($25-$35/hr) → Regional Manager. Requires demonstrated sales performance, product knowledge, and leadership skills.

Cultivation Track: Harvest Associate ($18-$19/hr) → Cultivation Technician ($17-$22/hr) → Bay Supervisor ($20-$25/hr) → Cultivation Manager. Requires horticultural knowledge, attention to detail, and reliability.

Corporate Track: Administrative roles ($18-$22/hr) → Coordinator ($20-$26/hr) → Specialist ($24-$32/hr) → Manager → Director. Advancement based on skills, experience, and performance.

Background Check Process

Understanding Native Roots'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 per Colorado's Chance to Compete Act. For MED badge positions, you will also undergo a state-mandated fingerprint-based background check.

What They Check: For corporate roles: Criminal history (felonies and misdemeanors) at county, state, and federal levels; identity verification through SSN trace; employment history verification. For MED badge positions: State-mandated fingerprint-based criminal background check through Colorado Bureau of Investigation; all criminal history reviewed by Marijuana Enforcement Division.

Lookback Period: Corporate positions follow standard 7-year lookback under FCRA. MED badge positions: 3-year bar for felony convictions; currently serving any felony sentence is disqualifying; certain offenses may have longer or permanent bars. Expunged and sealed records protected under Colorado law.

Timeline: Standard corporate background checks take 3-7 business days. MED badge processing typically takes 2-4 weeks. Overall hiring process from application to start date ranges from 2-6 weeks depending on position type and badge requirements.

Process Flow: Application submitted → Interview conducted → Conditional offer extended → Background check authorization signed → Background check conducted → For MED positions: MED badge application submitted with fingerprints → State review → 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: Drug distribution/trafficking convictions (conflict with industry licensing); violent felonies including assault, robbery, weapons offenses (state safety requirements); theft, burglary, fraud (cash and inventory access); any felony conviction within past 3 years (MED badge disqualifier); currently serving any felony sentence including probation/parole.

Lower Risk (Case-by-Case): Non-violent offenses older than 3 years (for badge positions) or 7 years (corporate); cannabis possession/use convictions from states where activity would be legal in Colorado; misdemeanors unrelated to job duties. All subject to individualized assessment by MED and employer.

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. Assess MED Badge Eligibility First: Before applying for any dispensary or cultivation position, determine if you can obtain an MED badge. If you have a felony conviction within the past 3 years or are currently serving any sentence, you are ineligible for badge-required positions. Focus exclusively on corporate and administrative positions at headquarters (HR, IT, Marketing, Accounting, Project Management).

   
   

2. Target Non-Badge Positions: If you have disqualifying convictions for MED badges, focus on corporate and administrative positions at headquarters (HR, IT, Marketing, Accounting, Project Management) which have standard background check requirements. Avoid dispensary (budtender, shift lead) and cultivation (harvest associate, technician) positions initially.

   
   

3. Apply Through Official Channels: Submit your application through https://careers.nativerootscannabis.com/apply. Native Roots posts positions on Indeed, Glassdoor, and LinkedIn. The company warns against fake job postings on social media—only apply through official channels.

   
   

4. Be Completely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier and misrepresentation on MED badge applications is a crime resulting in permanent disqualification.

   
   

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.

   
   

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. The MED accepts character references.

   
   

7. Check Expungement/Sealing Eligibility: Research whether your offense qualifies for expungement or sealing in Colorado. Colorado allows sealing of certain criminal records. Cannabis possession convictions may be eligible for sealing. Contact Colorado Legal Services or a criminal defense attorney for eligibility assessment. Sealed records cannot be reported on background checks.

   
   

8. Consider Obtaining MED Badge First: If you believe you're eligible, consider applying for your MED badge before applying to Native Roots. Having an active badge demonstrates your eligibility and removes uncertainty from the hiring process.

Tips for Applicants with Records

1. Understand the Regulatory Landscape: Cannabis is heavily regulated. The MED determines who can work in badge-required positions—not the employer. Research requirements before investing time in applications for positions you may not qualify for.

   
   

2. Start Where You're Eligible: If MED-eligible, entry-level budtender, harvest associate, and packaging roles can lead to advancement. Multiple employee reviews mention advancing from associate to supervisor to manager within 2-5 years. If not eligible for badges, corporate positions offer alternative pathways.

   
   

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

   
   

4. Industry-Specific Preparation: Research MED badge requirements before applying for dispensary/cultivation roles. If you have a disqualifying conviction, focus exclusively on corporate positions that don't require a badge. Consider obtaining your MED badge independently before applying to demonstrate eligibility.

   
   

5. Address Substance Issues: If you have substance issues, address them before applying. Colorado employers can drug test despite legalized cannabis. Native Roots policy on cannabis testing is unclear—prepare for the possibility. Other substances are typically tested.

   
   

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

   
   

7. Network Through Current Employees: Current Native Roots employees can provide referrals. Employee referrals are common in the cannabis industry and 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. Retail positions may include evenings, weekends, and holidays. Cultivation roles often have more consistent weekday schedules with 4x10-hour shifts.

Benefits Overview

Native Roots offers a competitive benefits package. Native Roots is recognized for offering competitive benefits for the cannabis industry.

Compensation: Hourly wages range from $16-$20/hr for entry-level to $25-$35/hr for management. Tips possible for budtenders. Employee product discounts are substantial.

401(k) and Retirement: 401(k) plan through Vanguard available to employees. Note: Due to federal cannabis restrictions, company matching may be limited.

Health Benefits: Medical, dental, and vision insurance available. Employees report coverage quality varies—review plan details during onboarding. Mental wellness resources included.

Time Off: Paid Time Off (PTO) available from early tenure. Paid holidays. Sick leave per Colorado requirements.

Additional Benefits: Life insurance, short-term and long-term disability, Employee Assistance Program (EAP). Significant employee product discounts and free product samples.

Education Benefits: Company provides extensive internal training programs. Native Roots is known for having one of the most comprehensive staff training programs in the industry.

Employee Perspectives

Pros: Strong company culture and teamwork; substantial product discounts and free samples; good health benefits compared to industry; advancement opportunities; relaxed atmosphere; passionate coworkers.

Cons: Lower pay compared to some industries; physical demands in cultivation; limited career growth in some locations; corporate communication issues noted; high retail stress during busy periods.

Frequently Asked Questions

1. Does Native Roots hire people with felonies?

   Yes, Native Roots can hire individuals with felony convictions, but it depends on the position type and your specific criminal history. Corporate and administrative positions that don't require an MED badge follow standard fair chance hiring practices. Dispensary, cultivation, and manufacturing positions require an MED badge—the state (not Native Roots) determines badge eligibility. Felonies within the past 3 years or currently serving any sentence disqualifies you from obtaining a badge. Older felonies are reviewed case-by-case by the MED.

   
   

2. What is the background check process at Native Roots?

   Background checks occur after a conditional job offer, per Colorado's Chance to Compete Act. Corporate positions undergo standard third-party background screening. MED badge positions require fingerprint-based state background checks through the Colorado Bureau of Investigation. You must consent to both. If adverse findings affect your application, you'll receive notice and opportunity to dispute inaccuracies.

   
   

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

   For corporate positions not requiring an MED badge, standard 7-year lookback applies under FCRA. For MED badge positions, the state uses a 3-year lookback for felony convictions—anyone with a felony conviction within 3 years or currently serving any sentence (including probation/parole) cannot obtain a badge. Certain serious offenses may have longer lookback periods. Expunged and sealed records are protected.

   
   

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

   Drug distribution/trafficking convictions create the highest barriers due to direct conflict with cannabis licensing. Violent felonies, weapons offenses, theft, robbery, burglary, and fraud are heavily scrutinized. Any felony within 3 years disqualifies MED badge eligibility. For corporate positions, theft, fraud, and violent crimes related to job duties face highest scrutiny. Recent offenses (2-3 years) receive more weight than older convictions.

   
   

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

   Corporate and administrative positions at Native Roots headquarters offer the lowest barriers: HR, IT, Marketing, Accounting, Project Management, and similar roles. These positions don't require an MED badge. Pay ranges from $18-$28/hr depending on role and experience. If you're ineligible for an MED badge due to recent felony convictions, focus exclusively on these positions.

   
   

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

   Colorado employers can drug test despite legalized recreational cannabis. Native Roots' specific policy isn't publicly confirmed, but most cannabis employers focus on impairment and harder substances rather than cannabis metabolites. Pre-employment and random testing may occur. If you use cannabis, understand that federal illegality means employers retain testing rights. Address any substance issues before applying.

   
   

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

   Under Colorado's Chance to Compete Act, Native Roots cannot ask about criminal history on the initial job application. Criminal history inquiry occurs after a conditional job offer. However, for MED badge positions, you must disclose all criminal history on the state badge application—complete honesty is mandatory and misrepresentation results in permanent disqualification.

   
   

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

   Yes, advancement to management is possible, but positions like Store Manager require an MED badge plus potential Key Employee licensing with additional scrutiny. Someone with an older felony (3+ years) who successfully obtained an MED badge and demonstrated reliability could advance. Corporate management positions don't require badges and may offer easier advancement paths. Multiple employees report advancing from entry-level to management within 2-5 years.

   
   

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

   Standard corporate background checks complete in 3-7 business days. MED badge processing takes 2-4 weeks and requires fingerprinting, application submission, and state review. Overall hiring timeline from application to start date is typically 2-6 weeks depending on position and badge requirements. Delays can occur if additional documentation or clarification is needed.

   
   

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

    Focus on corporate positions if you have MED-disqualifying convictions. If pursuing badge positions, check MED eligibility first. Be completely honest—lying disqualifies you permanently. Prepare rehabilitation documentation. Apply through official channels only. Highlight stability, reliability, and any industry knowledge. Be flexible on shifts and locations. Consider obtaining your MED badge independently before applying. Use employee referrals when possible.

Alternative Second Chance Employers

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

Conclusion

Native Roots offers genuine opportunities for individuals with criminal records, particularly in entry-level corporate and administrative roles, with conditional opportunities in retail and cultivation for those meeting MED badge requirements. As Colorado's largest independently held vertically integrated cannabis company with 20+ locations and 500+ employees, the company provides a realistic pathway to stable employment. The cannabis industry offers unique opportunities but is heavily regulated. Understanding MED badge requirements is essential before applying.

The work is varied—corporate roles offer standard office environments while cultivation involves physical labor in controlled facilities and retail requires customer service and cash handling. However, the compensation is competitive, with entry-level positions starting at $16-$20/hr and management reaching $25-$35/hr plus benefits. The benefits package includes medical, dental, vision, 401(k), PTO, and substantial employee product discounts. Career advancement is real, with employees reporting progression from associate to manager within 2-5 years.

Key Success Factors: Assess MED badge eligibility first. Target appropriate positions based on your eligibility. Be completely honest about your record. Prepare a brief narrative about rehabilitation. Demonstrate reliability through consistent attendance. Be flexible on shifts. Take advantage of Native Roots' extensive training programs to build industry knowledge.

Biggest Barriers: Felony convictions within 3 years, drug distribution, violent crimes, and theft create the greatest challenges due to state MED badge requirements and the nature of cannabis retail (cash handling, inventory access, public safety). Dispensary management and Key Employee roles face higher scrutiny than entry-level roles. However, individualized assessment means your specific circumstances matter.

For those ready to commit to hard work, Native Roots can be a stepping stone to long-term career stability. Start with corporate positions or (if MED-eligible) budtender and cultivation associate roles, 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 Native Roots.

Inclusion in this guide does not guarantee employment. Background check laws, expungement procedures, MED badge requirements, and fair chance hiring requirements vary 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://careers.nativerootscannabis.com/apply