Quick Answer

Conditional. The Hartford Insurance may hire individuals with felony convictions for certain positions, but employment in the insurance industry is heavily regulated by federal law. As a Fortune 500 property and casualty insurance leader with approximately 19,100 employees, The Hartford operates under strict compliance requirements governed by 18 U.S.C. § 1033 (Section 1033), which creates a permanent federal bar for individuals convicted of any felony involving dishonesty or breach of trust from engaging in the "business of insurance" without obtaining a written waiver from a state insurance regulatory official.

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, Section 1033 creates an absolute barrier for dishonesty-related felonies in insurance roles.

The greatest barriers are created by felonies related to fraud, theft, embezzlement, forgery, and dishonesty (permanent federal bar for insurance business roles), identity theft and computer fraud (high scrutiny for IT and data positions), and financial crimes (bars from claims, underwriting, and financial analyst roles). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Best opportunities exist in corporate support roles that are not directly involved in the "business of insurance," such as facilities, maintenance, certain IT infrastructure positions, and administrative support roles that do not involve policy handling, claims processing, or customer financial data. The Hartford has been named one of the World's Most Ethical Companies for 16 consecutive years, emphasizing integrity in all operations.

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:

• Section 1033 Assessment: Must determine if your felony conviction involved "dishonesty or a breach of trust." If so, you are permanently barred from positions in the "business of insurance" unless you obtain a written waiver from the state insurance commissioner.

  
  

• Waiver Requirement: If barred under Section 1033, you must obtain written consent (a 1033 waiver) from the appropriate state insurance regulatory official before being hired into any insurance business role. The prohibited person is responsible for applying for and receiving written consent.

  
  

• Honesty is Non-Negotiable: Must be 100% truthful about all past convictions. Failure to disclose a prior felony conviction on an application could result in license denial and potential criminal liability. Dishonesty is an automatic disqualifier.

  
  

• Individualized Assessment: For non-Section 1033 disqualifying crimes, the company must follow EEOC guidelines to consider the nature, time elapsed, and job relevance of the conviction using the Green Factors.

  
  

• Physical Requirements: Most positions are office-based with standard computer work requirements. Some positions may require occasional travel. Facilities roles may have physical demands including lifting and standing.

  
  

• Drug Screen: Drug testing is not standard for most positions during initial hiring. However, testing may be required if drug use is suspected or for certain leadership positions.

  
  

• 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 legal landscape for criminal records in insurance employment is critically important. The Hartford is headquartered in Connecticut and operates nationwide, subject to both federal regulations and varying state fair chance hiring laws. The insurance industry faces unique federal restrictions that do not apply to most other industries.

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. However, these guidelines are superseded by Section 1033 for positions within the business of insurance.

FCRA Requirements

The Hartford uses Sterling for background checks. If a third party conducts the background check and a job offer is denied based on the report, The Hartford 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

Connecticut (headquarters) has a Fair Chance Employment law effective January 2017 that prohibits employers from including questions about arrests, criminal charges, or convictions on initial employment applications. Connecticut's Clean Slate Law (effective January 2023) provides automatic erasure of certain criminal convictions—misdemeanors after 7 years and specific low-level felonies after 10 years, provided the individual remains conviction-free. Family violence and sex crimes are excluded from automatic erasure. Connecticut is among 15 states extending fair chance protections to private employers.

Insurance Industry-Specific Considerations

The insurance industry is governed by 18 U.S.C. § 1033 (The Violent Crime Control and Law Enforcement Act of 1994), which creates a permanent, absolute bar for individuals convicted of any felony involving dishonesty or a breach of trust from engaging in the "business of insurance." This prohibition applies regardless of how old the conviction is—there is no time limitation.

"Business of Insurance" Definition: The term is defined broadly to include all acts necessary or incidental to writing or reinsuring risks, including the activities of officers, directors, agents, or employees of insurers. This includes underwriters, claims adjusters, licensed agents, and financial analysts.

Crimes Involving Dishonesty or Breach of Trust: Federal courts apply a "you know it when you see it" test, but generally include: fraud, theft, embezzlement, forgery, larceny, identity theft, tax evasion, falsifying records, bribery, and any crime involving intentional deception or violation of fiduciary duty.

1033 Waiver Process: Written consent (waiver) must be obtained from the appropriate state insurance commissioner. The prohibited person is responsible for applying for and receiving written consent. A job offer is typically a prerequisite for applying for a waiver. The waiver must specifically reference 18 U.S.C. § 1033(e)(2). Some states like Florida do not issue 1033 waivers at all.

Criminal Penalties: Individuals who willfully engage in the business of insurance without proper consent face federal prosecution with penalties including fines and up to 5 years imprisonment. Employers who knowingly permit such participation also face penalties.

Company Overview

The Hartford Insurance Group, Inc. is a Fortune 500 property and casualty insurance company founded in 1810 in Hartford, Connecticut. The company is the 13th-largest property and casualty insurer in the United States, providing property-casualty insurance, group benefits, and mutual funds. The Hartford serves over 1 million small businesses and has been the exclusive auto and home insurance provider for AARP members for more than 25 years.

The Hartford operates through five reportable segments: Business Insurance, Personal Insurance, Property & Casualty Other Operations, Employee Benefits, and Hartford Funds. The company generates a majority of its revenue from Business Insurance. The Hartford sells products primarily through a network of agents and brokers.

Company Fast Facts

• Founded: 1810 (Hartford, Connecticut)

• Headquarters: Hartford, Connecticut

• Employees: Approximately 19,100 (December 2024)

• Industry Rank: 13th-largest P&C insurer in the United States

• Stock Exchange: NYSE: HIG

• Revenue: $27.3 billion (trailing 12 months, June 2025)

• Market Cap: Approximately $37 billion

• Business Model: Property-casualty insurance, group benefits, mutual funds

• Recognition: World's Most Ethical Companies (16 times), America's Most JUST Companies, Fortune's Most Innovative Companies, Best Place to Work for Disability Inclusion

Hiring Policy Analysis

The Hartford maintains a drug-free workplace and is committed to fostering a culture of belonging. The company's hiring process involves online application, phone screening, video interviews (candidates must appear on camera throughout the interview process for security purposes), conditional offer, and then pre-employment requirements. Background checks are conducted after the conditional offer in compliance with Connecticut's Fair Chance Employment law and are extensive—verifying employment history, education, and criminal history.

For any position involving the "business of insurance," The Hartford must verify Section 1033 compliance. The company cannot employ anyone convicted of a felony involving dishonesty or breach of trust in these roles without a valid 1033 waiver from the state insurance commissioner. This is a legal requirement, not a company policy decision.

Position-Specific Barriers

Barrier levels are determined by the position's involvement in the "business of insurance" and regulatory requirements under Section 1033.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Actual compensation varies by location, experience, and role complexity. The Hartford's benefits add significant value beyond base salary.

Career Path Examples

The Hartford emphasizes internal development and offers early career leadership development programs. However, advancement into core insurance roles requires Section 1033 compliance verification at each level.

Corporate Support Track: Facilities Technician ($18-25/hr) → Facilities Coordinator ($25-32/hr) → Facilities Manager ($60K-80K/yr) → Director of Facilities ($90K-120K/yr). This track remains outside the "business of insurance" and has fewer Section 1033 concerns.

Technology Track: Associate Software Engineer ($91K) → Software Engineer ($110K-149K) → Staff Software Engineer ($144K-163K) → Engineering Manager ($150K+). Note: Depending on systems accessed, Section 1033 may apply at higher levels.

Customer Operations Track: Call Center Rep ($41K) → Customer Service Specialist ($47K) → Senior Specialist ($55K) → Team Lead ($65K+). This track is within "business of insurance" and requires Section 1033 compliance or waiver throughout.

Background Check Process

Understanding The Hartford's background check process helps you prepare mentally and practically. The company conducts background checks after a conditional offer, in compliance with Connecticut's Fair Chance Employment law. Background checks are extensive—employee reports indicate the company "checks everything."

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 (don't lie about previous employers); education verification for positions requiring specific credentials. The Hartford uses Sterling for background screening.

Section 1033 Verification: For positions within the "business of insurance," The Hartford must verify whether applicants have any felony convictions involving dishonesty or breach of trust. If so, they must verify the existence of a valid 1033 waiver. This verification has no time limit—all felonies involving dishonesty are reportable.

Lookback Period: Standard 7-year criminal lookback in Connecticut and most states. Employment verification typically extends 7-10 years. However, Section 1033 has no lookback limit—dishonesty-related felonies are reportable and disqualifying indefinitely unless a waiver is obtained.

Timeline: The hiring process at The Hartford averages approximately 21-22 days from application to hire. Background checks typically take 2-3 weeks to complete after conditional offer, per employee reports.

Process Flow: Application submitted → Phone screening → Video interview (on camera required) → Conditional offer extended → Background check authorization signed → Background check conducted → Results reviewed → Section 1033 compliance verified if applicable → Final hiring decision made → Pre-adverse or adverse action notice if applicable → Start date confirmed → Orientation.

Disqualifying Factors

Automatic Disqualification (Section 1033 Positions): Any felony involving dishonesty or breach of trust for positions in the "business of insurance" without a valid 1033 waiver. This includes: fraud (of any kind), theft, larceny, embezzlement, forgery, identity theft, tax evasion, falsifying records, bribery, breach of fiduciary duty, possession of forged instruments, and similar offenses.

High Risk for Disqualification: Computer fraud, cybercrime, or identity theft (especially for IT positions); financial crimes of any kind; recent violent offenses (within 7 years); any conviction involving intentional deception.

Lower Risk (Case-by-Case): Non-violent, non-dishonesty felonies such as certain drug offenses; older convictions (7+ years) with clear rehabilitation; offenses unrelated to position duties. 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.

  
  

• EEOC Protection: You have the right to an individualized assessment for non-Section 1033 positions. Blanket exclusions based solely on criminal record are prohibited.

  
  

• Connecticut Fair Chance: In Connecticut, employers cannot ask about criminal history on initial applications. Criminal history inquiry occurs after conditional offer.

  
  

• 1033 Waiver Rights: If you have a disqualifying felony, you have the right to apply for a 1033 waiver from the state insurance commissioner. A job offer is typically required first.

Application Strategy

1. Assess Section 1033 Applicability First: Before applying, determine if your felony conviction involved dishonesty or breach of trust. If yes, and you want to work in the "business of insurance," you will need a 1033 waiver. Consider whether to apply for non-insurance business roles instead.

   
   

2. Target Non-Licensed, Non-Core Roles: Focus on corporate services positions in facilities, maintenance, or administrative support that are clearly not involved in underwriting, claims, or policy sales. These roles have fewer regulatory barriers.

   
   

3. Apply Through Official Channels: Submit your application through thehartford.com/careers. The Hartford posts positions on Indeed, LinkedIn, and Glassdoor. Create a profile to track applications and receive updates.

   
   

4. Prepare for Video Interviews: The Hartford requires candidates to appear on camera throughout the interview process for security purposes. Test your camera beforehand and plan to take the call from a location where you can be on video. If you cannot appear on camera, they cannot proceed with your interview.

   
   

5. Be Completely, Absolutely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier and aligns with the exact type of behavior that created the Section 1033 prohibition. This company is named World's Most Ethical 16 times—integrity is paramount.

   
   

6. 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. For dishonesty-related offenses, this narrative is especially important as you're directly addressing the type of conduct the industry specifically screens against.

   
   

7. Pursue a 1033 Waiver If Needed: If you have a disqualifying felony but want to work in insurance, research the waiver process in your state. Contact the state insurance commissioner's office for application requirements. A Certificate of Relief from Disabilities can help your waiver application.

   
   

8. Document Rehabilitation Extensively: Gather evidence of positive changes since your conviction: completion of treatment programs, educational certificates, vocational training, stable housing, employment history, community involvement, and references. For waiver applications, rehabilitation evidence is heavily weighted.

Tips for Applicants with Records

1. Understand the Section 1033 Reality: The insurance industry is different from other industries. Federal law creates barriers that don't exist elsewhere. If you have a dishonesty-related felony, be realistic about which positions are accessible without a waiver.

   
   

2. Corporate Support Is Your Best Path: Facilities, maintenance, and certain IT infrastructure roles offer genuine opportunities because they fall outside the "business of insurance" definition. These still provide stable employment with excellent benefits.

   
   

3. Run Your Own Background Check First: Know what will appear before The Hartford sees it. Order your own criminal background check from a consumer reporting agency. Dispute any errors in advance. Connecticut's Clean Slate Law may have erased some older convictions automatically.

   
   

4. Research Connecticut's Clean Slate: Under Connecticut law effective January 2023, certain misdemeanors are automatically erased after 7 years and low-level felonies after 10 years. Check if any of your convictions qualify—erased records won't appear on background checks.

   
   

5. Consider the Waiver Process Timeline: 1033 waivers take time to process. You typically need a job offer first, then apply for the waiver. This creates a chicken-and-egg situation. Some applicants secure conditional offers while simultaneously pursuing waivers.

   
   

6. Highlight Technology Skills: The Hartford's Tech Catalyst Program and IT division offer competitive salaries ($110K-149K for software engineers). If you have technical skills and your offense was not computer-related, technology roles may be more accessible.

   
   

7. Leverage The Hartford's Ethics Focus: The company's emphasis on being ethical (16 consecutive years recognized) means they value demonstrated rehabilitation. Frame your narrative around personal growth, integrity, and learning from past mistakes.

   
   

8. Be Prepared for Extensive Verification: Employee reports confirm that background checks are thorough—don't lie about employment history, education, or criminal history. Any discrepancy discovered will likely result in offer rescission or termination.

Benefits Overview

The Hartford offers a comprehensive benefits package valued at approximately $11,904 per employee annually, according to Levels.fyi estimates. Benefits are designed to support physical, mental, financial, and family health.

Compensation: Competitive salaries with annual performance reviews. Pay ranges from approximately $41K for entry-level call center to $175K+ for actuaries. The company offers annual salary increases and performance bonuses.

401(k) and Retirement: The Hartford contributes 2% to employees' 401(k) regardless of employee contribution. Additionally, there is a 6% match on employee contributions—for a potential total of 8% company contribution. Vests after 3 years with the company (including internship time).

Health Benefits: Medical, dental, and vision insurance. Coverage begins from day one of employment. HSA and FSA options available. The company offers extra mental health benefits and wellness programs. Reasonable health benefits per employee feedback, though some note high deductible plans.

Time Off: Generous PTO policy. Employees report the ability to use PTO immediately and can purchase additional vacation. Some employees report receiving 6+ weeks off per year after tenure. Paid holidays included.

Additional Benefits: Tuition reimbursement and student loan payoff programs; life insurance; short and long-term disability; parental and family medical leave; critical illness coverage; employee stock purchase plan; hybrid work model with remote options for many roles; free parking at Hartford headquarters with shuttle service; onsite gym at Hartford campus.

Employee Perspectives

Pros: Generous PTO from day one, strong 401(k) with 8% total potential match, work-life balance, hybrid/remote work options, stable company with 200+ year history, World's Most Ethical recognition, career advancement opportunities, supportive management.

Cons: Heavy workloads in some departments, high deductible health plans, recent benefit reductions noted by some employees, metrics-driven environment in call center roles, 3-day office requirement if within certain distance of an office.

Frequently Asked Questions

1. Does The Hartford hire people with felonies?

   The Hartford may hire individuals with felony convictions, but this is heavily dependent on the position and type of conviction. The insurance industry is governed by 18 U.S.C. § 1033, which creates a permanent federal bar for anyone convicted of a felony involving dishonesty or breach of trust from working in the "business of insurance" without a waiver. For non-Section 1033 positions (facilities, some corporate support roles), the company follows EEOC guidelines requiring individualized assessment. Best opportunities exist in roles outside core insurance functions.

   
   

2. What is the background check process at The Hartford?

   The Hartford conducts comprehensive background checks through Sterling after extending a conditional offer, complying with Connecticut's Fair Chance Employment law. The check includes criminal history (county, state, federal), employment verification, education verification, and SSN/address verification. Employees report the check is extensive—"they check everything." For insurance business roles, Section 1033 compliance verification is also conducted. The process takes approximately 2-3 weeks.

   
   

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

   Standard criminal history lookback is 7 years in Connecticut and most states. Employment verification typically extends 7-10 years. However, Section 1033 has no time limitation whatsoever—felony convictions involving dishonesty or breach of trust are reportable and disqualifying indefinitely for insurance business positions unless a valid waiver is obtained. An employee reported that a citation from 7 years prior appeared on their check, demonstrating the thoroughness.

   
   

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

   Felonies involving dishonesty or breach of trust create an absolute bar for insurance business roles under Section 1033. This includes fraud, theft, embezzlement, forgery, identity theft, larceny, tax evasion, bribery, falsifying records, and possession of forged instruments. Computer fraud and cybercrime face high scrutiny for IT positions. Financial crimes of any kind are particularly problematic. Recent violent offenses within 7 years face significant scrutiny for all positions.

   
   

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

   Facilities and maintenance positions ($18-25/hr) offer the best opportunities as they fall outside the "business of insurance" and aren't subject to Section 1033. Corporate support roles in areas not handling customer financial data are also more accessible. Some IT infrastructure positions may be available depending on the specific function. Call center roles ($20-25/hr) are possible but may trigger Section 1033 review if handling policy information.

   
   

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

   Drug testing is not standard during initial hiring for most positions at The Hartford. Employee reports indicate "no drug screen" in the standard hiring process. However, drug testing may be required if drug use is suspected or for certain leadership positions such as supervisor or manager. The Hartford maintains a drug-free workplace policy. The company commits to fostering a culture of belonging while maintaining this standard.

   
   

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

   In compliance with Connecticut's Fair Chance Employment law (effective January 2017), The Hartford cannot ask about criminal history on initial employment applications. Criminal history inquiry occurs after a conditional offer of employment is extended. The background check is conducted at that point. You should not volunteer criminal history information until asked or until the appropriate stage of the process.

   
   

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

   Advancement depends heavily on the type of felony and position track. For corporate support/facilities tracks outside the "business of insurance," advancement to management is possible with demonstrated performance. For positions within the business of insurance, Section 1033 compliance is required at every level—if you have a dishonesty-related felony, you need a valid waiver to advance into any management role that falls within this scope. Drug testing may be required for leadership positions.

   
   

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

   The overall hiring process at The Hartford averages approximately 21-22 days from application to hire based on Glassdoor data from 748 interviews. Background checks specifically take 2-3 weeks to complete after the conditional offer. Some positions may take longer depending on complexity—Senior Digital Content Writer roles have averaged 126 days, while Policy Service roles have been as quick as 1 day. Be prepared for a thorough process.

   
   

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

    (1) Target positions outside the "business of insurance" if you have a dishonesty-related felony.

    (2) Be completely honest—the company is named World's Most Ethical for 16 years straight.

    (3) Prepare your on-camera interview setup carefully.

    (4) Gather comprehensive rehabilitation documentation.

    (5) Research Connecticut's Clean Slate Law to see if convictions qualify for erasure.

    (6) If needed, begin the 1033 waiver process with the state insurance commissioner.

    (7) Prepare a concise narrative about your conviction that demonstrates growth. (8) Highlight technical skills if you have them—IT roles pay well.

Alternative Second Chance Employers

If The Hartford doesn't work out due to Section 1033 restrictions, consider these employers known for fair chance hiring practices. Note that most insurance carriers face the same Section 1033 restrictions.

Conclusion

The Hartford presents a challenging but not impossible opportunity for individuals with criminal records. As a Fortune 500 company with 19,100 employees and a 200+ year history, The Hartford offers stable employment with excellent benefits. However, the insurance industry's unique federal restrictions under Section 1033 create barriers that do not exist in most other industries.

The company's recognition as World's Most Ethical Company for 16 consecutive years underscores its commitment to integrity—which means both that dishonesty is taken extremely seriously AND that genuine rehabilitation will be valued. The Hartford's comprehensive benefits package (8% potential 401(k) match, day-one coverage, generous PTO) makes it worth pursuing for the right candidates.

Key Success Factors: Target positions outside the "business of insurance" if you have any dishonesty-related conviction; demonstrate absolute honesty throughout the process; prepare comprehensive rehabilitation documentation; research Connecticut's Clean Slate Law; consider pursuing a 1033 waiver if you want a career in insurance; leverage technical skills for IT roles; prepare thoroughly for on-camera interviews.

Biggest Barriers: Section 1033 federal bar for dishonesty-related felonies in insurance business roles (permanent without waiver); extensive background checks that verify employment, education, and criminal history; company culture emphasizing ethical conduct; limited non-insurance business roles compared to core operations; waiver process that requires job offer first.

For those with non-dishonesty felonies or those willing to work in corporate support roles, The Hartford can provide a genuine pathway to stable, well-compensated employment with advancement opportunities. For those with dishonesty-related convictions seeking core insurance roles, the 1033 waiver process offers a legal path forward, though it requires patience and documentation of rehabilitation. Your past does not have to define your future—but in the insurance industry, it does require navigating specific federal requirements.

Disclaimer

This guide provides general information and should not be considered legal advice. Hiring policies vary by position, location, and individual circumstances. The information about 18 U.S.C. § 1033 is provided for educational purposes—consult with an attorney specializing in insurance law for specific guidance on waiver applications. While we strive for accuracy using publicly available sources including company websites, job postings, employee reviews (Glassdoor, Indeed), salary databases (PayScale, Levels.fyi), and regulatory documents, employment information and company policies may change without notice. Always verify current practices directly with The Hartford.

Inclusion in this guide does not guarantee employment. Background check laws, expungement procedures, 1033 waiver processes, 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. Contact your state's insurance commissioner for information about the 1033 waiver process in your jurisdiction.

Apply Now: https://www.thehartford.com/careers