Quick Answer

Conditional. Pfizer hires individuals with conviction records and operates as a Fair Chance Employer. The company generally bases employment decisions on an applicant's qualifications and conducts an individualized assessment of any criminal conviction to determine its direct relationship to the job. As one of the world's largest pharmaceutical companies with approximately 81,000 employees globally and major facilities across the United States, Pfizer offers diverse employment opportunities.

However, employment is highly conditional and extremely restricted by FDA regulations (Section 306 debarment) and HHS OIG exclusion requirements. Pharmaceutical companies receiving federal healthcare program reimbursement cannot employ individuals on the OIG List of Excluded Individuals/Entities (LEIE).

The greatest barriers are created by felonies related to healthcare fraud (mandatory OIG exclusion), drug trafficking or controlled substance violations (FDA debarment risk), and theft, fraud, or embezzlement (integrity concerns for pharmaceutical industry).

Best opportunities exist for applicants with older, non-healthcare-related offenses who are not on FDA debarment lists or OIG exclusion lists. Corporate support roles in IT, HR, Finance, and administrative functions that do not involve controlled substances, clinical trials, or patient data present the lowest barriers.

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 FDA Debarment: Must NOT appear on the FDA Debarment List (Section 306 of the FD&C Act). This is an absolute bar for positions involving drug product applications or regulated activities.

  
  

• No OIG Exclusion: Must NOT appear on the HHS OIG List of Excluded Individuals/Entities (LEIE). Exclusion prohibits employment with any entity receiving federal healthcare program reimbursement.

  
  

• Drug Screen: Must successfully pass a pre-employment drug screen. Failure results in disqualification for a minimum of six months.

  
  

• Honesty is Paramount: Must be prepared to fully disclose any conviction (felony and/or misdemeanor) when asked. Failure to fully disclose is an automatic disqualifier.

  
  

• Job Relevance Assessment: Only convictions that directly and adversely relate to job duties will be considered for denial, as required by EEOC guidelines.

  
  

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

Critical Regulatory Information

Understanding the regulatory landscape for criminal records in pharmaceutical employment is essential. Pfizer's hiring is governed by federal healthcare program compliance requirements that create absolute barriers for certain convictions, regardless of rehabilitation. These requirements supersede standard EEOC individualized assessment for affected positions.

EEOC Guidelines

The Equal Employment Opportunity Commission advises employers not to automatically refuse to consider an applicant because of a criminal record. Pfizer conducts 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. However, FDA debarment and OIG exclusion requirements take precedence over EEOC guidelines for positions subject to those restrictions.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, Pfizer 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 the decision stands after review.

State-Specific Considerations

New York (headquarters) has strong Fair Chance protections under Article 23-A, requiring employers to consider specific factors before denying employment based on criminal history. Connecticut (Groton facility) has Clean Slate Law protections. Michigan (Kalamazoo), North Carolina (Rocky Mount, Sanford), and other states where Pfizer operates have varying Ban-the-Box and fair chance laws that affect timing of criminal history inquiry.

Pharmaceutical Industry-Specific Considerations

The pharmaceutical industry is governed by extensive federal regulations that create absolute hiring barriers for certain convictions:

• FDA Debarment (Section 306): Individuals convicted of certain felonies related to drug product applications may be permanently debarred from providing services to any company involved in FDA-regulated drug activities. Pharmaceutical companies are required to certify they do not employ debarred individuals.

  
  

• OIG Exclusion (Section 1128): Mandatory minimum 5-year exclusion for Medicare/Medicaid fraud, patient abuse, healthcare-related felony convictions, and controlled substance violations. Companies face up to $20,000 per incident penalty for employing excluded individuals.

  
  

• DEA Registration: Positions involving controlled substances require DEA compliance. Drug trafficking convictions may prevent DEA registration approval.

  
  

• Anti-Kickback Act & False Claims Act: Convictions for healthcare fraud, kickbacks, or false claims create significant barriers for sales, marketing, and compliance roles.

Company Overview

Pfizer Inc. is an American multinational pharmaceutical and biotechnology corporation headquartered at The Spiral in Hudson Yards, Manhattan, New York City. Founded in 1849 by German immigrants Charles Pfizer and Charles F. Erhart in Brooklyn, New York, Pfizer is one of the oldest and largest pharmaceutical companies in the world. The company develops and produces medications and vaccines for immunology, oncology, cardiology, endocrinology, and neurology.

Pfizer employs approximately 81,000 people worldwide with major U.S. operations in New York (headquarters), Groton, Connecticut (research), Kalamazoo, Michigan (manufacturing), Pearl River, New York (research), and multiple North Carolina facilities (manufacturing). The company's largest products include Eliquis ($7.3B revenue), Prevnar ($6.4B), Paxlovid ($5.7B), and Comirnaty COVID-19 vaccine ($5.3B).

Company Fast Facts

• Founded: 1849 (Brooklyn, New York)

• Headquarters: The Spiral, Hudson Yards, Manhattan, NYC

• Employees: Approximately 81,000 worldwide

• Revenue: Approximately $63 billion (2024)

• Stock Exchange: NYSE (PFE)

• CEO: Dr. Albert Bourla

• Major U.S. Locations: New York, NY; Groton, CT; Kalamazoo, MI; Pearl River, NY; Rocky Mount, NC; Sanford, NC

• Business Segments: Biopharma, PC1 (contract manufacturing), Pfizer Ignite (R&D services)

Hiring Policy Analysis

Pfizer operates as a Fair Chance Employer, conducting individualized assessments for non-automatically disqualifying convictions. The company's hiring process includes application review, interviews, conditional offer, and then comprehensive pre-employment screening including background check, drug screen, and regulatory compliance verification. Criminal history is typically not inquired about until after conditional offer in states with Ban-the-Box laws.

Key factors in hiring decisions include: (1) Job Relevance—connection of the offense to job duties, especially for drug handling, fraud, or theft; (2) Time Elapsed—recency of conviction is heavily weighted, with older offenses given less weight; (3) Nature and Gravity—non-violent, minor offenses are more manageable; (4) Evidence of Rehabilitation—demonstrated personal growth and compliance can counteract concerns.

Position-Specific Barriers

Barrier levels are determined by access to controlled substances, patient data, clinical trial involvement, and regulatory compliance requirements.

Available Positions and Pay

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

Career Path Examples

Pfizer emphasizes internal career development. The company supports professional growth through training programs, mentorship, and internal job postings.

Manufacturing Track: Production Operator ($18-22/hr) → Senior Operator ($22-28/hr) → Production Supervisor ($75-95K/yr) → Manufacturing Manager ($102-171K/yr). Requires demonstrated reliability and regulatory compliance.

Laboratory Track: Lab Analyst ($20-28/hr) → Scientist ($65-118K/yr) → Senior Scientist ($100-140K/yr) → Principal Scientist ($120-160K/yr). Advanced degree typically required for progression.

Corporate Support Track: Administrative Assistant ($32-54/hr) → Administrative Partner ($40-60/hr) → Operations Coordinator → Department Manager. Professional development and demonstrated competence drive advancement.

Background Check Process

Understanding Pfizer's background check process helps you prepare for what to expect. All offers are contingent upon successful completion of pre-employment screening.

What They Check: Criminal history (typically covering 7 years); FDA Debarment List (Section 306); OIG List of Excluded Individuals/Entities (LEIE); pre-employment drug screen; identity verification; employment history verification; education verification for positions requiring credentials; professional license verification where applicable.

Lookback Period: Standard criminal check covers 7 years. However, FDA debarment and OIG exclusion status have no time limit—these are indefinite for serious healthcare-related offenses. Employment verification typically extends 7-10 years.

Timeline: The hiring process varies by role complexity. Average time from application to hire is 3-6 weeks. Background checks typically take 1-2 weeks after authorization. Some positions requiring extensive compliance verification may take longer.

Process Flow: Application submitted → Resume screening → Phone interview → In-person/video interview(s) → Conditional offer extended → Background check authorization signed → Criminal history, drug screen, and compliance checks conducted → Results reviewed → Final hiring decision → Pre-adverse or adverse action notice if applicable → Start date confirmed → Orientation.

Disqualifying Factors

Automatic Disqualification: Appearance on FDA Debarment List (for regulated positions); Appearance on OIG LEIE exclusion list; Failure to disclose conviction when asked (dishonesty); Failed drug screen; Current drug trafficking or distribution charges.

High Risk for Disqualification: Healthcare fraud convictions (mandatory OIG exclusion triggers); Patient abuse or neglect; Drug-related felonies (especially manufacturing, distribution); Theft, embezzlement, or financial fraud; Recent violent offenses.

Lower Risk (Case-by-Case): Older non-violent offenses (7+ years); Misdemeanors not involving dishonesty or controlled substances; DUI/traffic offenses (unless driving is essential); Offenses unrelated to healthcare or drug handling. All subject to individualized assessment considering rehabilitation evidence.

Your Rights as Applicant

• FCRA Protections: You must receive written notice and provide consent before a background check. If denied based on the report, you're entitled to a copy 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. You have reasonable time to respond.

  
  

• EEOC Protection: You have the right to individualized assessment for non-automatically disqualifying convictions. Blanket exclusions based solely on criminal record are prohibited.

  
  

• State Fair Chance Laws: Depending on location, employers may not ask about criminal history on initial applications. Criminal history inquiry occurs later in the process.

Application Strategy

1. Check Your Regulatory Status First: Before applying, verify you are not on the FDA Debarment List (fda.gov) or OIG LEIE (exclusions.oig.hhs.gov). If you are listed, focus on reinstatement procedures before applying to pharmaceutical companies.

   
   

2. Target Non-Regulated Positions: Focus on corporate support roles (IT, HR, Finance, Administrative) that do not involve controlled substances, clinical trials, or direct drug product activities. These positions have fewer regulatory barriers.

   
   

3. Apply Through Official Channels: Submit applications through pfizer.com/careers. Pfizer posts positions on LinkedIn, Indeed, and Glassdoor. Apply to multiple locations to maximize opportunities.

   
   

4. Be Completely Honest: Pfizer views failure to fully disclose any conviction as an automatic disqualifier. Never lie or omit convictions when asked. Wait until the appropriate stage (typically 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. Emphasize time elapsed and commitment to integrity.

   
   

6. Document Rehabilitation: Gather evidence of positive changes: completion of treatment programs, educational certificates, professional training, stable employment history, community involvement, and character references.

   
   

7. Check Expungement Eligibility: Research whether your offense qualifies for sealing or expungement in your state. Expunged records typically do not appear on standard background checks, though regulatory databases may still reflect them.

   
   

8. Highlight Relevant Skills: Emphasize technical skills, education, certifications, and experience relevant to pharmaceutical industry. GMP knowledge, laboratory skills, or manufacturing experience can strengthen your application.

Tips for Applicants with Records

1. Pharmaceutical Industry Has Strict Requirements: Unlike many industries, pharmaceutical companies have mandatory federal compliance requirements. Understand that FDA debarment and OIG exclusion are absolute barriers for certain positions—these are not discretionary.

   
   

2. Run Your Own Background Check First: Know what will appear before the employer sees it. Order your own criminal background check. Also search the FDA debarment database and OIG LEIE to confirm your status.

   
   

3. Time Since Conviction Matters Significantly: Pfizer heavily weights recency. Offenses 7+ years old receive much less scrutiny than recent convictions. Demonstrate what you've accomplished during that time.

   
   

4. Pass the Drug Test: If you have substance issues, address them completely before applying. Pfizer requires pre-employment drug screening. Failed tests result in disqualification for six months.

   
   

5. Consider Contract or Temporary Positions: Pfizer uses staffing agencies for some positions. Contract work can be a pathway to demonstrate your value and build a track record before seeking permanent employment.

   
   

6. Network Through Professional Associations: Join pharmaceutical industry professional groups. Employee referrals can help your application receive consideration. Network through LinkedIn to connect with current employees.

   
   

7. Pursue Relevant Certifications: Consider certifications in Good Manufacturing Practice (GMP), laboratory techniques, or quality assurance. These demonstrate commitment to pharmaceutical industry standards.

   
   

8. Be Flexible on Location: Pfizer has major facilities across multiple states. Willingness to relocate to manufacturing sites in Michigan, North Carolina, or Connecticut may increase opportunities.

Benefits Overview

Pfizer offers a comprehensive Total Rewards benefits package rated highly by employees (3.8/5 stars on Glassdoor for compensation and benefits).

Compensation: Competitive base salaries with annual merit increases. Average salary approximately $97,575/year across all positions. Performance bonuses available for eligible roles.

401(k) and Retirement: 401(k) plan with company matching contributions invested from day one. Company contributions to retirement financial vehicles.

Health Benefits: Multiple health plan options including medical, dental, and vision. Health Savings Account (HSA) with employer contributions. Hospital stay additional benefit. Disability insurance.

Time Off: Approximately 15 days paid vacation annually. Paid holidays. Generous family leave for new parents. Sick time available.

Additional Benefits: Life insurance. Legal plan benefits. Employee Assistance Program. Educational assistance. Discounts on Pfizer products. Preventative health programs and free vaccinations. Nutrition and fitness counseling.

Employee Perspectives

Pros: Excellent benefits package, 401(k) matching, good work-life balance, professional development opportunities, meaningful work in healthcare, strong company culture, competitive salaries.

Cons: Corporate environment can feel bureaucratic, promotions can be competitive, some roles have high pressure, varying experiences by department and location.

Frequently Asked Questions

1. Does Pfizer hire people with felonies?

   Yes, Pfizer operates as a Fair Chance Employer and hires individuals with felony convictions for certain positions. However, opportunities are highly dependent on the type of conviction and the position sought. Positions involving controlled substances, clinical trials, or FDA-regulated activities face strict requirements. Individuals on the FDA Debarment List or OIG Exclusion List are automatically disqualified from many positions. Corporate support roles (IT, HR, Finance, Administrative) that do not involve regulated activities present the best opportunities for applicants with records.

   
   

2. What is the background check process at Pfizer?

   Pfizer conducts comprehensive pre-employment screening after extending a conditional job offer. The background check includes criminal history verification (typically 7 years), FDA Debarment List check, OIG LEIE exclusion screening, pre-employment drug screen, identity verification, and employment/education verification. You must provide written consent before screening begins. If issues arise, Pfizer follows FCRA adverse action procedures, providing a copy of the report and opportunity to dispute inaccuracies before a final decision.

   
   

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

   The standard criminal background check covers approximately 7 years. Employment verification typically extends 7-10 years. However, FDA debarment status and OIG exclusion status have no time limit—these regulatory databases are checked regardless of when the triggering offense occurred. Some serious healthcare-related offenses result in permanent or indefinite debarment/exclusion. State-specific laws may further limit what can be reported or considered.

   
   

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

   The most difficult convictions are those triggering regulatory action: healthcare fraud (mandatory OIG exclusion), drug trafficking or diversion, patient abuse or neglect, and federal program fraud. These often result in appearance on FDA debarment or OIG exclusion lists, which are absolute barriers. Other high-risk convictions include theft, embezzlement, fraud, identity theft, and drug-related felonies. Lower-risk convictions include older non-violent offenses, misdemeanors not involving dishonesty, and offenses unrelated to healthcare or controlled substances.

   
   

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

   The best opportunities are corporate support positions that do not involve regulated activities: Administrative Assistant ($32-54/hr), IT Support (non-security), HR Specialist, Finance/Accounting roles, and general office support. These positions undergo standard background checks without the additional FDA/OIG compliance requirements. Production Operator ($18-22/hr) and Warehouse positions may be accessible depending on the specific facility and controlled substance involvement. Avoid clinical, research, sales, and compliance positions initially if you have recent or relevant offenses.

   
   

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

   Yes, Pfizer requires pre-employment drug screening for all positions. Testing is typically a standard urine drug screen conducted after a conditional offer is extended. The drug screen is part of the comprehensive pre-employment screening process. Failure to pass the drug test results in disqualification for a minimum of six months. Given the pharmaceutical industry context, drug testing policies are strictly enforced. Be aware of state-specific policies regarding cannabis where applicable.

   
   

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

   In states with Ban-the-Box laws (including New York where Pfizer is headquartered), criminal history inquiry occurs after a conditional job offer is extended. At that point, you authorize the background check and may be asked about your criminal record. Pfizer emphasizes that failure to fully disclose any conviction when asked is an automatic disqualifier. The company conducts an individualized assessment for non-automatically disqualifying offenses before making a final hiring decision.

   
   

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

   Advancement to management is possible for individuals with felony records, though it depends on the nature of the conviction and the management role sought. Positions with greater responsibility for regulated activities, controlled substances, or compliance functions face heightened scrutiny. Corporate support management roles may be more accessible than manufacturing or research leadership positions. Demonstrated performance, continued compliance, and time elapsed since the offense all factor into advancement decisions. FDA debarment or OIG exclusion would prevent advancement into roles subject to those requirements.

   
   

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

   The complete hiring process typically takes 3-6 weeks from initial application to start date, though this varies by role complexity and location. Phone screening usually occurs within 1-2 weeks of application. Interview rounds follow over 1-3 weeks. After conditional offer, the background check (including criminal history, drug screen, and FDA/OIG compliance verification) typically takes 1-2 weeks. Positions requiring extensive regulatory compliance verification or professional license verification may take longer.

   
   

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

    Key strategies include:

    (1) Verify your regulatory status by checking FDA debarment and OIG exclusion databases before applying;

    (2) Target corporate support positions that don't involve regulated activities;

    (3) Run your own background check to identify and dispute any errors;

    (4) Document rehabilitation thoroughly with certificates, references, and employment history;

    (5) Be completely honest—dishonesty is an automatic disqualifier;

    (6) Prepare a concise narrative explaining your offense and demonstrating positive change;

    (7) Pursue relevant certifications (GMP, laboratory skills);

    (8) Consider contract or temporary positions as a pathway;

    (9) Network through professional associations and LinkedIn;

    (10) Be flexible on location to access opportunities at various facilities.

Alternative Second Chance Employers

If Pfizer doesn't work out, consider these employers known for fair chance hiring practices in pharmaceutical, healthcare, and related industries:

Conclusion

Pfizer offers conditional opportunities for individuals with criminal records, with significant restrictions imposed by federal healthcare program compliance requirements. As a Fair Chance Employer, the company conducts individualized assessments for non-automatically disqualifying offenses, but FDA debarment and OIG exclusion requirements create absolute barriers for many positions in the pharmaceutical industry.

As one of the world's largest pharmaceutical companies with approximately 81,000 employees globally, Pfizer provides competitive compensation, excellent benefits including 401(k) matching and comprehensive health coverage, and meaningful career opportunities in healthcare. The work environment emphasizes innovation, integrity, and patient impact.

Key Success Factors: Verify FDA/OIG regulatory status before applying; target corporate support positions without controlled substance access; be completely honest during disclosure; document rehabilitation thoroughly; pursue relevant certifications; consider multiple facility locations.

Biggest Barriers: FDA debarment and OIG exclusion are absolute barriers for regulated positions; healthcare fraud, drug trafficking, and patient abuse convictions trigger mandatory exclusion; recent drug-related felonies face extreme scrutiny; dishonesty during application is automatic disqualifier.

For applicants with older, non-healthcare-related offenses who are not on regulatory exclusion lists, Pfizer represents a legitimate pathway to stable employment with a Fortune 50 company. Corporate support roles provide the most accessible entry points, with potential for career advancement based on demonstrated performance and continued compliance.

Disclaimer

This guide provides general information and should not be considered legal advice. Hiring policies vary by position, location, and individual circumstances. While we strive for accuracy using publicly available sources including company websites, job postings, employee reviews (Glassdoor, Indeed), salary databases (PayScale, ZipRecruiter), and regulatory guidance (FDA, OIG, EEOC), employment information and company policies may change without notice. FDA debarment and OIG exclusion requirements should be verified with current regulatory guidance. Always verify current practices directly with Pfizer.

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.

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