Quick Answer

Yes, Target Corporation hires individuals with felony convictions and is recognized as a leader in Fair Chance Hiring. Target removed questions about criminal history from initial job applications nationwide ("banned the box") in 2014, ensuring applicants are evaluated based on qualifications before any criminal history inquiry. All job offers are conditional upon the successful completion of a background check conducted after the conditional offer stage. Target's approach was significantly refined following a 2018 class-action settlement over allegations of discriminatory screening practices, resulting in revised policies that focus on whether a conviction is job-related and recent enough to pose a realistic safety or security threat. The company conducts individualized assessments as required by EEOC guidelines, considering factors like the nature of the offense, time elapsed, and rehabilitation. The greatest barriers are created by recent felonies related to violence, weapons, theft, and fraud, especially given Target's emphasis on guest and team member safety and the handling of cash and inventory throughout its stores. Best entry points are high-volume positions like General Merchandise Expert, Fulfillment Center Team Member, Guest Advocate, and distribution center roles.

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

• Ban the Box Applies: Initial application will not ask about criminal history. Background check is performed only after a conditional job offer is extended.

  
  

• No Automatic Exclusion: A felony conviction does not automatically disqualify a candidate. Target performs individualized assessment of each applicant's situation.

  
  

• No Recent/Relevant Crime: Your conviction must not indicate an unreasonable risk to safety, property, or guests. Target considers type, recency, and age at time of offense.

  
  

• FCRA Rights: Must be prepared to utilize your right to explain your situation and provide rehabilitation evidence if a concern arises from the background check.

  
  

• Drug Screen (Certain Positions): Must be able to pass a drug test for positions requiring it, typically within 24 hours of accepting the conditional offer.

Critical Regulatory Information

IMPORTANT: Target's hiring policy is heavily influenced by EEOC guidance and the results of a 2018 class-action lawsuit that challenged its previous screening methods.

EEOC Individualized Assessment

Target's revised policy ensures they do not automatically disqualify applicants based on criminal history. The company must perform an individualized assessment of each conviction to determine if it is job-related and poses a realistic threat to guests, team members, or property. This assessment considers the three Green Factors established by EEOC guidance: the nature and gravity of the offense, the time elapsed since the conviction or completion of sentence, and the nature of the job held or sought. This means older, non-violent offenses are viewed much more favorably than recent crimes directly related to job duties. The individualized assessment ensures that each applicant receives fair consideration rather than facing blanket exclusion based on having any criminal record.

2018 Settlement and Policy Changes

In 2018, Target agreed to pay $3.74 million and revise its screening policies to settle a class-action lawsuit (Carnella Times et al. v. Target Corp.) filed in the Southern District of New York. The lawsuit alleged that Target's use of criminal background checks violated Title VII of the Civil Rights Act by disproportionately excluding Black and Hispanic applicants from employment. Two named plaintiffs had conditional job offers rescinded—one based on a 20-year-old misdemeanor conviction and another based on a decade-old felony conviction. As part of the settlement, Target committed to working with experts to adopt valid guidelines for background check use, considering candidates' rehabilitation evidence, and ensuring that convictions are evaluated based on relevance and recency rather than blanket exclusions. The settlement benefited tens of thousands of applicants affected by prior policies.

FCRA Adverse Action Process

If your conditional offer is revoked based on background check results, Target must follow the Fair Credit Reporting Act (FCRA) adverse action process. You will receive a pre-adverse action notice with a copy of the background report and a summary of your rights, giving you the opportunity to respond with mitigating information (typically within five business days) before a final decision. This is your chance to explain circumstances, provide rehabilitation evidence, or dispute inaccuracies.

Ban the Box Compliance

Target removed criminal history questions from initial applications nationwide in 2014, delaying the inquiry until after a conditional job offer. This approach complies with and exceeds requirements in many states and localities with ban-the-box laws. The policy ensures applicants are evaluated on their qualifications first, preventing initial disqualification based solely on having a criminal record.

Company Overview

Target Corporation is the seventh-largest retailer in the United States and a prominent component of the S&P 500 Index. The company's roots trace back to 1902 when it began as Goodfellow Dry Goods in Minneapolis, Minnesota. The business later became Dayton's Dry Goods and eventually the Dayton-Hudson Corporation. The first Target store opened in 1962 in Roseville, Minnesota, co-founded by John Geisse and Douglas Dayton with a distinctive focus on upscale, trend-forward merchandise at lower costs a positioning that distinguished it from typical discount retailers. The company was renamed Target Corporation in 2000 to reflect the growing prominence of its discount retail brand and the decision to focus on the Target store concept.

Today, Target operates nearly 2,000 stores across all 50 states and the District of Columbia, supported by 66 supply chain facilities including distribution centers, fulfillment centers, and sorting centers. The company employs approximately 440,000 full-time, part-time, and seasonal team members and generated over $106 billion in net sales in fiscal year 2024. More than 75% of the U.S. population lives within 10 miles of a Target store, making the company highly accessible for job seekers nationwide. Target is known for its distinctive "Expect More. Pay Less." positioning, its iconic red and white bullseye logo, and its beloved canine mascot Bullseye who has appeared in advertising since 1999. The corporation also owns Shipt (same-day delivery service acquired in 2017 for $550 million) and Roundel (Target's retail media company).

Target has received recognition as one of the Fortune 100 Best Companies to Work For in 2025, reflecting its significant investments in team member pay, benefits, and development opportunities. The company emphasizes its culture of caring for team members, guests, and communities, having given 5% of profits back to communities since 1946 which now equals millions of dollars per week. While Target does not have a formal second-chance hiring program specifically branded for those with criminal records, its ban-the-box policy and commitment to fair chance practices demonstrate genuine commitment to giving qualified applicants opportunities based on their skills and qualifications regardless of criminal history. The company's size and continuous hiring needs create real opportunities for those seeking second chances in retail employment.

Company Fast Facts

• Founded: 1902 (Goodfellow Dry Goods); first Target store 1962

• Employees: ~440,000 team members (February 2025)

• Locations: ~2,000 stores in all 50 states and D.C.; 66 supply chain facilities

• Headquarters: Minneapolis, Minnesota

• Revenue: $106.5 billion (Fiscal Year 2024)

• Stock: NYSE: TGT; Fortune 500 #32

• Industry Recognition: Fortune 100 Best Companies to Work For (2025)

Hiring Policy Analysis

Official Policy

Target is an Equal Opportunity Employer that prohibits discrimination in employment opportunities including hiring, promotion, and advancement. The company's process is designed to comply with nationwide ban-the-box laws and EEOC best practices, delaying criminal history inquiry until after a conditional job offer. Target evaluates applicants with criminal records through individualized assessment rather than blanket exclusions, focusing on whether the conviction is job-related and poses a realistic risk.

Factors in Hiring Decisions

• Type of conviction and whether it poses risk to safety (violence, weapons) or property (theft, fraud)

  
  

• Recency of the offense—older, non-violent offenses are viewed much more favorably

  
  

• Evidence of rehabilitation, education, and consistent employment since the crime

  
  

• The conviction's relevance to specific job duties and responsibilities

  
  

• Complete honesty during the disclosure and hiring process

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Position-Specific Barriers

Available Positions and Pay

Salary data compiled from PayScale, Glassdoor, Indeed, and official Target announcements (November 2025). Target's starting wage range is $15-$24/hour depending on role and market.

Career Path Examples

Store Operations Track: General Merchandise Expert → Team Lead → Executive Team Leader → Store Director

Fulfillment Track: Fulfillment Expert → Fulfillment Team Lead → Operations Manager

Distribution Center Track: Warehouse Worker → Team Lead → Area Manager → Operations Manager

Background Check Process

What They Check

• Criminal History: State, county, and federal criminal record checks for felony and misdemeanor convictions.

  
  

• Sex Offender Registry: National sex offender registry search for all positions.

  
  

• Employment Verification: May verify previous employment history and dates.

  
  

• Drug Screening: Required for certain positions including forklift operators, management, Asset Protection, and pharmacy roles.

  
  

• No Credit Check: Target does not check credit history as part of standard background screening.

  
  

Lookback Period

Timeline

Target's hiring process is relatively quick for retail positions, often completed within 1-2 weeks. After applying online at target.com/careers, qualified candidates may receive an invitation for a recorded video interview through HireVue, which allows you to preview questions and practice responses before submitting final answers. This format gives applicants the opportunity to present themselves professionally. Following a successful video interview, candidates receive a phone call or in-person interview with hiring managers. Conditional offers are extended after successful interviews. The background check, managed by Accurate Background, is then initiated and typically completes within 3-7 business days depending on the complexity of your history and jurisdictions involved. If drug testing is required for your position, you must complete it within 24 hours of accepting the conditional offer. Orientation and training begin after all screening is complete.

Disqualifying Factors

High Risk (Likely Disqualifying): Recent violent felonies, sexual offenses, weapons charges, recent theft/fraud/larceny, dishonesty during application

Moderate Risk (Case-by-Case): Older property crimes, non-violent drug offenses, offenses not related to job duties, crimes with rehabilitation evidence

Lower Risk (Favorable Assessment): Offenses older than 7 years, minor offenses, completed sentence with stable work history, strong rehabilitation documentation

Application Strategy

1. Focus on Qualifications First: Since Target has banned the box, concentrate on excelling in the application and video interview. Demonstrate your skills, reliability, customer service abilities, and enthusiasm for the role.

   
   

2. Target Back-of-House Positions: If you have theft or fraud in your history, focus on stockroom, fulfillment, or distribution center roles where you have less direct cash handling responsibility.

   
   

3. Prepare for Video Interview: Target uses HireVue for initial screening. You can preview questions and practice responses before submitting. Take advantage of this to present yourself professionally.

   
   

4. Prepare a Mitigation Narrative: If a relevant conviction appears on your background check, you will have the opportunity to explain. Prepare a brief, honest explanation focusing on time elapsed and successful rehabilitation.

   
   

5. Gather Rehabilitation Evidence: Collect documentation of education, training, stable employment, community involvement, and character references. Have these ready for the FCRA adverse action process if needed.

   
   

6. Be Completely Truthful: Do not lie or omit information when asked. If the background check reveals an undisclosed conviction, denial will be based on integrity/falsification, which is nearly impossible to overcome.

   
   

7. Be Prepared for Drug Testing: If your position requires drug screening, you must complete it within 24 hours of accepting the offer. Failure to complete it results in withdrawal of the offer.

Tips for Applicants with Records

• Apply During Peak Hiring Seasons: Target hires heavily for back-to-school (July-August) and holiday seasons (October-November). High volume hiring periods increase opportunities.

  
  

• Show Flexibility: Target operates 7 days a week including holidays. Demonstrating availability for evenings, weekends, and holidays significantly increases your chances.

  
  

• Emphasize Customer Service: Target's culture centers on "guest experience." Highlight any previous customer service, retail, or hospitality experience during interviews.

  
  

• Research the Company: Familiarize yourself with Target's values, recent initiatives, and the specific store or facility where you're applying. Show genuine interest.

  
  

• Consider Distribution Centers: Target's 66 supply chain facilities often have high turnover and ongoing hiring needs. Warehouse positions may offer higher starting pay ($18-24/hr).

  
  

• Use the FCRA Process: If you receive a pre-adverse action notice, respond promptly with corrections, context, and rehabilitation evidence. This is your legal right.

  
  

• Start Seasonal, Go Permanent: Seasonal positions often convert to permanent roles for strong performers. Use this opportunity to demonstrate reliability and earn internal advancement.

Benefits & Compensation

• Starting Wage Range: $15-$24/hour depending on position and local market (set in 2022)

  
  

• Average Hourly Pay: $17.09/hour company-wide; ranges from $14.45 to $24.39/hour

  
  

• DailyPay Access: Eligible team members can access earned but unpaid wages before payday

  
  

Benefits Package

• 401(k) Retirement: Target matches contributions dollar for dollar up to 5% of pay with 100% immediate vesting

  
  

• Health Insurance: Medical, vision, and dental coverage for eligible team members; reduced waiting periods in 2022

  
  

• Virtual Care: Free 24/7 access to doctors through CirrusMD text-based platform; no-cost virtual physical therapy

  
  

• Mental Health: Free confidential access to mental health experts through Spring Health for team members and families

  
  

• Employee Discount: 10% off most merchandise plus additional 20% off wellness products; extra 5% with Target Circle Card

  
  

• Education Assistance: Dream to Be program offers access to ~500 certificate, bootcamp, and degree programs, many tuition-free, from 40+ schools

  
  

• Family Benefits: Up to 4 weeks paid family leave at 100% pay; $10,000 reimbursement for adoption or surrogacy expenses

  
  

Employee Perspectives

Pros: Industry-leading 401(k) match; excellent tuition-free education benefits; inclusive culture; competitive pay for retail; good employee discount; flexible scheduling options; opportunities for advancement.

Cons: Part-time hours can be inconsistent; may be kept below full-time threshold; holiday and weekend work expected; fast-paced environment; some management quality varies by location.

Frequently Asked Questions

1. Does Target hire people with felonies?

   Yes, Target hires people with felony convictions and is recognized as a fair chance employer. The company removed criminal history questions from job applications in 2014 (ban the box) and conducts individualized assessments in accordance with EEOC guidelines. Target considers factors including the nature of the offense, time elapsed since conviction, and relevance to job duties rather than implementing blanket exclusions. The company's 2018 settlement reinforced its commitment to fair evaluation of applicants with criminal records. Employee reports and public statements confirm that felons are currently working at Target stores and distribution centers across the country, with opportunities available for those who demonstrate qualifications and reliability.

   
   

2. What is the background check process at Target?

   After accepting a conditional job offer, Target initiates a background check through Accurate Background, their third-party vendor. The check includes state, county, and federal criminal record searches plus sex offender registry searches. Target does not check credit history for standard positions. Results typically return within 3-7 business days. If concerning information is found, you will receive a pre-adverse action notice with a copy of the report and the opportunity to respond with mitigating information before a final decision is made. Contact Accurate Background at (855) 581-0580 with questions about your results.

   
   

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

   Target's background check typically looks back 7 years for criminal convictions, though this may vary by state. Some states limit how far back employers can consider criminal history for employment decisions. Target's revised policy following the 2018 settlement specifically aims to give less weight to older convictions, meaning a decade-old offense is viewed more favorably than a recent conviction. Sex offender registry status is checked regardless of timeframe. The EEOC requires individualized assessment, with recency being a key factor in determining job relevance and whether a conviction should affect hiring.

   
   

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

   The most problematic convictions at Target are recent violent felonies, sexual offenses, weapons charges, and theft/fraud/larceny offenses. Given Target's emphasis on guest and team member safety and the handling of cash and inventory, crimes suggesting risk to people or property receive highest scrutiny. For cash-handling positions like cashier, theft history is particularly relevant. For any position, dishonesty during the hiring process attempting to hide a conviction is considered an automatic disqualifier based on integrity concerns. Older, non-violent offenses with demonstrated rehabilitation are viewed more favorably.

   
   

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

   The best entry points are General Merchandise Expert, Fulfillment Expert, Stocker, and Distribution Center Team Member positions. These high-volume roles prioritize reliability and ability to perform job duties effectively. Back-of-house positions like stockroom, receiving, and fulfillment may be better choices for those with theft history since they involve less direct cash handling than front-of-house cashier positions. Distribution center positions often offer higher starting pay ($18-24/hr) and may have more consistent hiring needs due to e-commerce growth. Avoid applying for Asset Protection (security) roles initially unless your record is completely clean.

   
   

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

   Target does not drug test all employees. Drug testing is required for specific positions including those operating heavy equipment like forklifts, management roles, Asset Protection/Security positions, and pharmacy team members. When required, Target uses urine drug tests conducted through Accurate Background. Entry-level retail positions like cashier or stocker may not require pre-employment drug testing depending on location. If your position requires a drug screen, you will be notified at the time of conditional offer and must complete the test within 24 hours. Target also conducts post-incident drug testing when workplace accidents occur.

   
   

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

   Target does not ask about criminal history on the initial job application. The company banned the box nationwide in 2014, delaying the criminal history inquiry until after a conditional job offer is extended. This means you complete the application, participate in video and/or in-person interviews, and receive a conditional offer before any background check is initiated. This approach allows applicants to be evaluated on qualifications first, giving those with records a fair chance to demonstrate their skills and make a positive impression before criminal history becomes a factor in the hiring decision.

   
   

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

   Yes, advancement to management is possible at Target even with a felony record. Team members can progress from entry-level positions to Team Lead, Executive Team Leader, and Store Director roles. Target emphasizes internal promotion and provides development opportunities including the Dream to Be education program. Your track record with the company—attendance, performance, guest feedback, and teamwork—becomes the primary factor in advancement decisions. Building a strong internal record over 6-12 months creates pathways to leadership regardless of your background prior to joining the company.

   
   

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

   Target's hiring process is relatively quick for retail positions, often completed within 1-2 weeks total. After applying online, qualified candidates receive a HireVue video interview invitation. Following successful video and/or in-person interviews, a conditional offer is extended. The background check through Accurate Background typically completes within 3-7 business days depending on the complexity of your history and jurisdictions involved. If drug testing is required, you must complete it within 24 hours of accepting the offer. Orientation and training begin after all screening is complete.

   
   

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

    Focus on qualifications during the application and video interview—Target's ban-the-box policy means you're evaluated on skills first. Apply during peak hiring seasons (July-August for back-to-school, October-November for holidays) when volume is highest. Show flexibility for evenings, weekends, and holiday availability. Target back-of-house positions if you have theft history. Prepare rehabilitation documentation (education, employment, community involvement) for the FCRA process if needed. Be completely honest—dishonesty is an automatic disqualifier. Consider distribution center roles for higher pay. Research Target's guest-focused culture and demonstrate customer service orientation in your interview.

Alternative Second Chance Employers

Conclusion

Target Corporation represents a genuine fair chance opportunity for individuals with criminal records seeking employment in retail. As an industry leader in ban-the-box practices since 2014 and with policies significantly refined following the 2018 settlement, Target provides a meaningful pathway for motivated applicants willing to demonstrate reliability and positive attitudes. With approximately 440,000 team members across nearly 2,000 stores and 66 supply chain facilities nationwide, the company offers numerous entry points for those ready to contribute to positive guest experiences and build their careers in retail.

Your best strategy is to focus on qualifications during the application and interview process, target positions appropriate to your background (back-of-house roles for those with theft history), and be completely honest throughout the process. Prepare mitigation evidence documenting your rehabilitation, and use the FCRA adverse action process if needed. The company's high-volume hiring, particularly during seasonal periods, creates opportunities for strong candidates to demonstrate their value.

While recent violent offenses, sexual crimes, and theft/fraud remain significant barriers particularly for cash-handling positions—older non-violent offenses with demonstrated rehabilitation receive more favorable consideration under Target's individualized assessment approach. Once hired, focus on building a strong track record through excellent attendance, positive guest feedback, and teamwork. Target's emphasis on internal promotion means your performance with the company becomes the key to advancement opportunities regardless of your past.

Disclaimer

This guide provides general information about employment at Target Corporation and is not legal advice. Information is based on publicly available sources including the official Target careers website (target.com/careers), employee reports on Glassdoor and Indeed, salary data from PayScale, Glassdoor, and Indeed, Target's corporate announcements, EEOC guidelines, FCRA requirements, and publicly filed court documents regarding the 2018 settlement. Hiring policies and practices may change without notice. Background check requirements may vary by position and state law. Verify current policies directly with Target's Human Resources department. For legal advice specific to your situation, consult with a qualified employment attorney. This guide is not affiliated with, endorsed by, or sponsored by Target Corporation. FelonFriendlyJobsNow.com makes no warranties or guarantees regarding employment outcomes.

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