Quick Answer

Yes. Trident Seafoods is widely considered a "second-chance" employer, particularly for entry-level, seasonal Seafood Processor positions in its remote Alaskan shoreplants and processing vessels. As the largest vertically integrated seafood company in North America with approximately 9,000 employees worldwide, Trident's high-volume seasonal hiring model for physically demanding work in remote locations often results in a more flexible approach toward non-violent, older, or non-relevant felony convictions.

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. Trident must comply with the Washington Fair Chance Act, which prohibits criminal history inquiries until after the applicant is determined otherwise qualified.

The greatest barriers are created by failing the mandatory pre-employment drug test (automatic disqualifier), recent violent offenses (critical concern due to isolated, close-quarters work environment), and theft or fraud (higher scrutiny for inventory and administrative roles). Food safety violations may disqualify from FSQA positions.

Best opportunities exist in Seafood Processor and General Labor positions at Alaska shoreplants (Akutan, Sand Point, Naknek, Kodiak) where high seasonal demand, room and board provisions, and minimal experience requirements create accessible pathways. Entry-level wages range from $17-23/hr with significant overtime opportunities during peak seasons.

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:

• Drug & Alcohol Free: Must pass a mandatory pre-employment drug test and commit to remaining drug and alcohol-free during the entire employment period. This is an absolute requirement with no exceptions.

  
  

• Criminal Record Check: Must be able to pass the company's criminal record check. The check assesses suitability for remote work environments and positions involving security or finance.

  
  

• Physical Ability: Must be able to stand and work for long shifts (12-16 hours during peak season) and regularly lift and move up to 50 pounds in a cold, wet, and noisy processing environment.

  
  

• Seasonal Commitment: Must commit to the entire term of the seasonal employment agreement, typically 30-90 days in a remote, isolated setting. Early departure creates significant operational problems.

  
  

• Work Authorization: Must have valid permission to work in the United States and be able to provide required documentation. All employment offers are contingent upon maintaining valid U.S. work authorization.

  
  

• Medical Clearance: Must complete post-offer medical placement questionnaire. Employees working in Alaska are advised to have medical insurance coverage valid in the State of Alaska.

  
  

• Remote Living Adaptability: Must be able to live in dormitory-style housing (2-6 people per room), share bathroom facilities, and adapt to cafeteria-style meals for the duration of employment.

Critical Regulatory Information

Understanding the legal landscape for criminal records in seafood industry employment is essential. Trident Seafoods is headquartered in Seattle, Washington, and operates in twelve Alaska communities plus Lower 48 facilities. The company must comply with the Washington Fair Chance Act and federal food safety regulations from FDA and USDA.

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, Trident 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

Washington State (headquarters in Seattle) has the Washington Fair Chance Act, effective June 2018 with significant amendments taking effect July 2026. The law prohibits employers from asking about criminal history until after determining the applicant is "otherwise qualified" for the position. Employers cannot advertise job openings in ways that exclude people with criminal records. As of July 2026, employers with 15+ employees must wait until after a conditional offer to inquire into criminal history. Penalties range from $1,500 to $15,000 per violation. Alaska does not have a statewide ban-the-box law for private employers, but Trident's headquarters location subjects them to Washington state requirements.

Seafood Processing Industry-Specific Considerations

The seafood processing industry is subject to strict FDA and USDA food safety regulations. Convictions involving food tampering, theft of product, or major food safety violations may be automatic disqualifiers, especially for positions in Food Safety Quality Assurance (FSQA) or Production Lead roles. The remote, isolated nature of Alaska processing plants means the company takes violence and behavioral conduct very seriously—employees live in close quarters for entire seasons. Unlike aviation or financial services, there are no federal licensing restrictions that automatically bar individuals with certain convictions from seafood processing work.

Company Overview

Trident Seafoods is the largest vertically integrated seafood harvesting and processing company in North America. Founded in 1973 by Chuck Bundrant, a king crab fisherman from Tennessee, the company is privately held and 100% USA-owned. Headquartered in Seattle, Washington, Trident operates a fleet of catcher and processing vessels plus processing plants across twelve coastal locations in Alaska, from Ketchikan to Kodiak, from Sand Point to St. Paul.

The company harvests and processes virtually every commercial species of salmon, whitefish, and crab from the North Pacific and Alaska. Trident's global operations produce finished seafood products in 6 countries, serving customers in over 50 countries.

Company Fast Facts

• Founded: 1973 (Seattle, Washington)

• Headquarters: Seattle, Washington

• Employees: Approximately 9,000 full-time and seasonal worldwide

• Fishermen Partners: 5,400 independent fishermen and crewmembers

• Revenue: $2.6 billion annually

• Industry Rank: Largest seafood company in the United States

• CEO: Joe Bundrant

• Ownership: Privately held, 100% USA-owned

• Alaska Operations: 12 coastal communities (Akutan, Sand Point, Naknek, Kodiak, St. Paul, Ketchikan, and others)

• Lower 48 Facilities: Carrollton (GA), Bellingham (WA), Anacortes (WA), Motley (MN)

Hiring Policy Analysis

Trident maintains a drug-free workplace policy—"working under the influence of Drugs or Alcohol is not permitted." All employment offers are contingent upon passing a pre-employment drug screen and background check. The company is an Equal Opportunity Employer making employment decisions without regard to protected characteristics.

The company's unique operating environment—remote Alaska plants with provided room and board—places high value on reliability, commitment, and the ability to live and work respectfully in an isolated, close-quarters setting. For entry-level Seafood Processor positions, walk-ins are sometimes hired same day after completing drug test and background check.

Position-Specific Barriers

Barrier levels are determined by the position's authority, access to inventory or finances, and relevance of criminal history to job duties.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, ZipRecruiter, and company job postings. Actual compensation varies by location and season. Alaska positions include room and board provisions—$15/day co-pay for housing when 8+ hours of work is offered.

Note on Alaska Compensation: While hourly wages may appear moderate, the overall compensation for Alaska plant jobs is significantly higher due to room and board being covered (only $15/day co-pay), roundtrip airfare from approved hub cities, and substantial overtime opportunities during peak fishing seasons.

Career Path Examples

Trident offers advancement opportunities, with many management positions filled by workers who started in entry-level roles. Average employee tenure is 3.4 years.

Production Track: Seafood Processor ($17-23/hr) → Machine Operator ($17-21/hr) → Production Lead I ($20-25/hr) → Production Foreperson ($24-28/hr) → Production Supervisor ($55K-70K/yr). Advancement based on reliability, performance, and willingness to return for multiple seasons.

Quality Track: Seafood Processor ($17-23/hr) → Roe Technician ($18-24/hr) → FSQA Technician ($22-30/hr) → Quality Assurance Supervisor ($60K-80K/yr). Requires attention to detail and understanding of food safety regulations.

Skilled Trades Track: Maintenance Helper ($18-22/hr) → Maintenance Technician ($23-35/hr) → Marine Electrician ($35-45/hr) → Refrigeration Engineer ($71K-92K/yr). Requires certifications and specialized training.

Background Check Process

Understanding Trident's background check process helps you prepare mentally and practically. The company conducts background checks as part of the conditional offer process. For entry-level positions, the process can be quite fast—walk-ins are sometimes hired same day after completing drug test and background check.

What They Check: Criminal record check at state level; employment verification and work history; drug screening (mandatory pre-employment); medical placement questionnaire (post-offer).

Lookback Period: Washington state has a standard 7-year lookback. No public fixed lookback period is disclosed by Trident, but older non-relevant convictions are generally considered more favorably. Employment verification typically extends 5-7 years.

Timeline: The hiring process at Trident Seafoods takes an average of approximately 24 days from application to hire based on employee reports. For seasonal Seafood Processor positions, the process can be faster—sometimes completed in 1-2 days. Background checks typically take a few days to complete.

Process Flow: Application submitted online → Phone interview/screening → Drug test at third-party vendor → Background check initiated → Results reviewed → Conditional offer extended → Medical questionnaire completed → Travel arrangements made (for Alaska) → Orientation → Employment begins.

Disqualifying Factors

Automatic Disqualifier: Failing the pre-employment drug test. This is non-negotiable regardless of position or conviction history.

High Risk for Disqualification: Recent (within 7 years) convictions involving major violence, felony theft, or fraud/embezzlement (especially for administrative or financial roles); food tampering or food safety violations (for FSQA positions); history of violent behavior in close-quarters environments.

Lower Risk Convictions: Older (7+ years) convictions for non-violent crimes; minor property crimes not involving theft from employer; drug possession (provided current drug test is passed and commitment to drug-free status is demonstrated); DUI/DWI (generally considered less relevant to processing work).

Your Rights as Applicant

• Washington Fair Chance Act: Trident cannot ask about criminal history until determining you're otherwise qualified. They cannot advertise jobs as excluding people with records.

  
  

• 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 based on background check results, you must receive notice with a copy of the report and summary of 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. Check your own records beforehand to identify any errors.

Application Strategy

1. Target Entry-Level Seasonal Roles: Focus on Seafood Processor applications for Alaska shoreplants (Akutan, Sand Point, Naknek, Kodiak) or Lower 48 processors (Carrollton GA, Bellingham WA). These are the highest-volume, most accessible positions.

   
   

2. Apply Online Through Official Channels: Submit your application through tridentseafoods.com/join-our-team. Applications can also be submitted through Indeed, but the company career portal is the primary source. Check regularly as seasonal hiring occurs in waves before A (Winter) and B (Summer) seasons.

   
   

3. Confirm Availability and Commitment: Be ready to commit to the entire seasonal contract (typically 30-90 days). Highlight your reliability and physical stamina. Express willingness to work 12-16 hour shifts during peak processing times.

   
   

4. Prepare for the Drug Test: All successful candidates must pass a mandatory drug screen. If you have substance issues, address them completely before applying. Testing is conducted at third-party vendors and is non-negotiable.

   
   

5. Be Honest About Your Record: Under Washington's Fair Chance Act, you won't be asked about criminal history on the initial application. When asked (after being determined qualified), be truthful but succinct. Immediately pivot to your commitment, reliability, and ability to perform the work.

   
   

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. Focus on physical endurance, prior manual labor experience, and team reliability.

   
   

7. Start the Process Early: Seafood processing seasons are highly time-dependent. Apply well in advance of the A season (Winter, typically December-April) and B season (Summer, typically June-September). Hiring events occur in Seattle and other hub cities.

   
   

8. Document Rehabilitation: Gather evidence of positive changes: completion of treatment programs, stable housing, employment history (even informal work), and references demonstrating reliability and work ethic.

Tips for Applicants with Records

1. Emphasize Physical Endurance: The long hours (12-16 hour shifts) and challenging conditions (cold, wet, noisy) are the main barriers for many applicants. Emphasize your physical fitness, prior history of manual labor, and willingness to work long shifts to offset concerns about your record.

   
   

2. Acknowledge the Remote Setting: Express clear understanding of the isolated, close-quarters environment (dormitory housing with 2-6 roommates, shared bathrooms, cafeteria meals). Demonstrate your ability to maintain professionalism, adhere to rules, and work in a large team for the entire season.

   
   

3. Pass the Drug Test—No Exceptions: The drug-free workplace policy is strictly enforced. If you have any substance concerns, address them completely before applying. There is no flexibility on this requirement.

   
   

4. Run Your Own Background Check First: Know what will appear before Trident sees it. Order your own criminal background check. Dispute any errors in advance. Be prepared to explain anything that appears.

   
   

5. Seasonal Work Builds Your Resume: Don't be discouraged by individual rejections. Complete one successful season and you become a "returning employee"—a significant advantage for future seasons. Trident values returning workers who have proven reliable.

   
   

6. Leverage the High-Demand Environment: Trident hires thousands of seasonal workers every year. The constant need for reliable labor works in your favor. Persistence pays off—keep applying if not initially selected.

   
   

7. Prepare for Extended Time Away: Be mentally prepared for 30-90 days away from friends and family. Having a support system and communication plan helps ensure you complete the season.

   
   

8. Obtain Valid Medical Insurance for Alaska: Employees working in Alaska are advised to have medical insurance coverage valid in the state. Trident offers benefits after working minimum months and hours, but coverage may not be immediate.

Benefits Overview

Trident offers a comprehensive benefits package. For most Lower 48 positions, benefits begin the first of the month following hire date. For seasonal Alaska jobs, employees become eligible for Medical, Dental, Vision, HSA/HRA, Wellness, and Company-paid Life/AD&D benefits after working minimum months and hours.

Alaska Room and Board: Dormitory-style housing with rooms shared between 2-6 people. Bathroom facilities are shared. Meals are cafeteria-style. As of December 2024, a $15/day co-pay applies for room and board when 8+ hours of work is offered. Roundtrip airfare provided from Trident-approved hub city airports.

401(k) Retirement: Seasonal employees are eligible for 401(k) participation on the first of the month following hire date.

Health Benefits: Medical, Dental, Vision insurance. HSA/HRA options available. Company-paid Basic Life and AD&D insurance. Wellness programs. Benefits eligibility after minimum months and hours for seasonal workers.

Employee Assistance Program (EAP): Available from the first of the month following hire date for all employees including seasonal workers.

Overtime Pay: Significant overtime opportunities during peak fishing seasons. 61% of employees report overtime is paid at time and a half (1.5x hourly rate).

Employee Perspectives

Pros: Good people to work with, good benefits, good money and hours, opportunities for career advancement, unique working conditions and adventure, sustainable industry, diverse workforce, company treats employees well.

Cons: Poor management at some locations, hours depend on fishing season, low salary relative to conditions at some facilities, long hours, being away from friends and family, work/life balance challenges, some supervisors difficult to work with.

Frequently Asked Questions

1. Does Trident Seafoods hire people with felonies?

   Yes, Trident Seafoods is widely considered a second-chance employer, particularly for entry-level Seafood Processor positions. High-volume seasonal hiring needs create opportunities for individuals with records. All applicants must pass a mandatory drug test and background check. Non-violent, older convictions are considered more favorably than recent violent offenses.

   
   

2. What is the background check process at Trident Seafoods?

   Trident conducts criminal record checks and employment verification as part of the conditional offer process. Under the Washington Fair Chance Act, criminal history cannot be asked until you're determined otherwise qualified. Drug testing occurs at third-party vendors. For seasonal positions, walk-ins are sometimes hired same day after completing drug test and background check.

   
   

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

   Washington state has a standard 7-year criminal history lookback period. Trident has not publicly disclosed a specific lookback policy, but older convictions (7+ years) are generally viewed more favorably than recent ones. Employment verification typically extends 5-7 years. The company conducts individualized assessments considering the nature of the offense, time elapsed, and relevance to the position.

   
   

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

   Recent violent offenses are the highest concern due to isolated, close-quarters work environments. Theft and fraud face higher scrutiny for administrative and inventory roles. Food safety violations may disqualify from FSQA positions. Drug convictions are concerning if there's doubt about maintaining drug-free status. DUI and non-violent offenses are generally considered less relevant to processing work.

   
   

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

   Seafood Processor positions ($17-23/hr) at Alaska shoreplants (Akutan, Sand Point, Naknek, Kodiak) offer the best opportunities. These are high-volume roles with minimal experience requirements and include room and board. Machine Operator and Housekeeping positions also have lower barriers.

   
   

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

   Yes, Trident requires a mandatory pre-employment drug test for all positions, conducted at third-party vendors. The company maintains a strict drug-free workplace policy—employees must remain drug and alcohol-free during employment. Failing the drug test is an automatic disqualifier.

   
   

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

   Under the Washington Fair Chance Act, criminal history cannot be asked on initial applications or until you're determined otherwise qualified. Background checks typically occur after a conditional offer. Do not volunteer criminal history information until the appropriate stage.

   
   

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

   Yes, advancement is possible. Employee reviews note abundant career opportunities, and many managers started in entry-level roles. Returning for multiple successful seasons improves advancement prospects. Supervisory roles face increased scrutiny for violent offenses or theft/fraud convictions. Leadership positions require demonstrated reliability.

   
   

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

   The average hiring process takes approximately 24 days from application to employment. For seasonal Seafood Processor positions, walk-ins at hiring events are sometimes hired same day after completing drug test and background check. Background checks typically take a few days.

   
   

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

    (1) Be drug-free and ready to pass the mandatory test.

    (2) Target Seafood Processor positions at Alaska plants.

    (3) Apply early before seasonal hiring begins.

    (4) Emphasize physical endurance and manual labor experience.

    (5) Accept remote, close-quarters living conditions.

    (6) Commit to the full seasonal term.

    (7) Be honest but brief about your record.

    (8) Document rehabilitation and stable work history.

Alternative Second Chance Employers

If Trident Seafoods doesn't work out, consider these employers in the seafood industry and related fields known for fair chance hiring practices:

Conclusion

Trident Seafoods offers genuine second-chance opportunities for individuals with criminal records, particularly in entry-level Seafood Processor positions. As the largest vertically integrated seafood company in North America with approximately 9,000 employees, the company's high-volume seasonal hiring needs create accessible pathways for those willing to work hard in challenging conditions.

The work is physically demanding—long hours in cold, wet conditions and remote locations requiring 30-90 day commitments. However, compensation is substantial: $17-23/hr wages, significant overtime, and room/board provisions ($15/day co-pay). Career advancement is possible for reliable workers who return for multiple seasons.

Key Success Factors: Pass the mandatory drug test (no exceptions); demonstrate commitment to the full seasonal term; emphasize physical endurance and reliability; be honest but brief about your record; target entry-level processor roles at Alaska shoreplants; apply early before seasonal hiring begins; prepare for remote, close-quarters living.

Biggest Barriers: Failing the drug test (automatic disqualification); recent violent offenses (heightened concern due to isolated living); theft or fraud (for roles with inventory or financial access); inability to commit to full seasonal term; physical limitations preventing long shifts in challenging conditions.

Trident Seafoods represents one of the more accessible large employers for individuals with records. The seasonal nature and labor-intensive work create opportunities that don't exist in more regulated industries. With preparation, honesty, and commitment, a career at Trident can provide stable employment and a path forward.

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 information, employment information and company policies may change without notice. Always verify current practices directly with Trident Seafoods.

Inclusion in this guide does not guarantee employment. Background check laws, expungement procedures, and fair chance hiring requirements vary by state and should be confirmed with legal professionals. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

Apply Now: https://www.tridentseafoods.com/join-our-team