Quick Answer

Conditional. Wana Brands may consider individuals with felony convictions, but employment is highly regulated by state cannabis licensing laws. As Colorado's leading cannabis edibles manufacturer with approximately 100-130 employees headquartered in Boulder, Wana Brands operates under strict state MED (Marijuana Enforcement Division) badge requirements for all plant-touching positions.

The law prohibits companies from having a blanket policy excluding all felons. However, the cannabis industry imposes additional regulatory barriers through state occupational licensing. Colorado's MED badge requirement creates a 3-year lookback period for felony convictions for plant-touching roles.

The greatest barriers are created by felonies related to non-cannabis controlled substances (trafficking, distribution), financial crimes (fraud, embezzlement, money laundering), and violent offenses. Anyone currently serving a felony sentence, on parole, or on probation is automatically disqualified from obtaining a Colorado MED badge.

Best entry points include corporate support roles, remote positions, and hemp-derived CBD product roles that may not require MED badges. For those with records older than 3 years and no current supervision, production and kitchen positions are accessible after obtaining state licensure.

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 for a highly regulated cannabis industry employer:

• No Active Felony Sentence: Must NOT be currently serving a felony sentence, including probation, parole, or deferred judgment. This is an automatic MED badge disqualifier regardless of offense type.

  
  

• 3-Year Felony Lookback: Must NOT have been convicted of a felony within the past 3 years for MED badge eligibility. Juvenile adjudications prior to age 18 are excluded from this calculation.

  
  

• Age Requirement: Must be at least 21 years of age to work in any licensed cannabis facility or obtain a Colorado MED badge.

  
  

• 100% Honesty Required: Must provide completely accurate information on all MED badge applications. Any false statement, omission, or misrepresentation results in automatic denial and potential permanent bar from licensure.

  
  

• Work Authorization: Must be legally authorized to work in the United States and able to provide required I-9 documentation. Note: Federal immigration consequences may apply to cannabis industry employment.

  
  

• Physical Capability: Must be able to perform production kitchen work including standing for extended periods, lifting up to 50 pounds, and working in a temperature-controlled environment.

  
  

• Food Safety Compliance: Must obtain Learn2Serve Food Handler Certificate or Green Flower Certificate within 30 days of hire for kitchen/production positions.

Critical Regulatory Information

Understanding the legal landscape for criminal records in cannabis employment is essential. Wana Brands operates primarily in Colorado but has licensing partnerships and operations across 17+ U.S. states, Puerto Rico, and Canada. Colorado's regulatory framework through the Marijuana Enforcement Division creates the most significant hiring barriers. The Colorado Chance to Compete Act provides some protections, but the MED badge requirement supersedes standard fair chance hiring laws for plant-touching positions.

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. However, state cannabis licensing requirements create additional barriers beyond EEOC guidelines that employers must follow.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, Wana Brands 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. Note that MED badge denials follow state administrative procedures separate from FCRA requirements.

State-Specific Considerations

Colorado's Chance to Compete Act prohibits employers from asking about criminal history on initial job applications or stating that people with records may not apply. Criminal history inquiry can only occur after a conditional offer or finalist determination. However, the MED badge application process occurs separately and includes a mandatory fingerprint-based background check through the Colorado Bureau of Investigation and FBI databases. The MED uses a case-by-case assessment but has firm disqualifiers: felony conviction within 3 years, currently serving any felony sentence (including probation/parole), and providing false information on the application.

Cannabis Industry-Specific Considerations

The cannabis industry operates in a unique regulatory environment. Cannabis remains a federally illegal Schedule I substance, creating potential federal implications for all industry employees. Colorado's MED badge is required for any position with access to regulated cannabis products, including production, packaging, quality control, inventory, and shipping. Felonies aren't automatically disqualifying, but the MED considers nature of offense, time elapsed, and rehabilitation evidence. Notably, marijuana-related convictions from other states that would have been legal under Colorado law are not held against applicants. Expunged, sealed, or pardoned convictions do not need to be disclosed.

Company Overview

Wana Brands is North America's leading cannabis-infused edibles company, founded in 2010 and headquartered in Boulder, Colorado. The company was acquired by Canopy Growth Corporation in May 2024 and now operates as a subsidiary of Canopy USA, LLC alongside Jetty Extracts and Acreage Holdings. Wana is renowned for its gummies, which are the #1 selling cannabis edible in North America, known for consistency, potency, and innovative terpene formulations.

The company employs approximately 100-130 employees nationwide and generates nearly $300 million in annual sales. Wana products are available in 17 U.S. markets plus Puerto Rico and Canada, with recent expansion into hemp-derived THC beverages sold through mainstream retail channels like Total Wine & More.

Company Fast Facts

• Founded: 2010 (Boulder, Colorado)

• Headquarters: Arapahoe Avenue, Boulder, CO

• Employees: 100-130 nationwide

• Parent Company: Canopy USA, LLC (acquired May 2024)

• President: Joe Hodas (as of 2024)

• Markets: 17 U.S. states, Puerto Rico, Canada

• Annual Revenue: ~$300 million

• Products: Cannabis-infused gummies, beverages, hemp-derived products

• Recognition: Inc. 5000 Fastest Growing Companies, Denver Business Journal Corporate Social Responsibility Award

Hiring Policy Analysis

Wana Brands hiring is a two-step process: the company's standard HR background check followed by mandatory state MED occupational licensing for plant-touching positions. The company complies with Colorado's Chance to Compete Act, delaying criminal history inquiry until after a conditional offer. However, the MED badge process represents the primary barrier for applicants with records. For non-badged corporate/support roles, standard individualized assessment under EEOC guidelines applies. The interview process typically takes about one week, with background checks and MED badge processing adding additional time for production roles.

Position-Specific Barriers

Barrier levels are determined primarily by whether the position requires a Colorado MED badge for access to regulated cannabis products:

Available Positions and Pay

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

Career Path Examples

Wana Brands offers career advancement opportunities, though the company has experienced restructuring following the Canopy USA acquisition. Internal promotion is possible with demonstrated reliability and skill development.

Production Track: Packager ($17-18/hr) → Kitchen Technician I ($19-23/hr) → Kitchen Technician II ($23-26/hr) → Production Supervisor ($55-65K/yr). Requires MED badge maintenance, food safety certification, and demonstrated consistency.

Sales Track: Brand Ambassador ($18-22/hr) → Territory Account Manager ($55-70K/yr) → Sales Brand Manager ($65-85K/yr) → Regional Sales Director ($135-165K/yr). Field roles with increasing territory responsibility and team management.

Operations Track: Logistics Coordinator ($42-48K/yr) → Operations Specialist ($50-60K/yr) → Operations Manager ($70-90K/yr). Requires strong organizational skills and compliance knowledge.

Background Check Process

Understanding Wana Brands' background check process helps you prepare for what to expect. The process involves two separate checks for plant-touching positions: a company-conducted standard background check and the mandatory Colorado MED occupational licensing background check.

What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; MED badge applicants undergo fingerprint-based FBI and CBI checks; identity verification through SSN trace and address history; employment history verification (5-7 years); food handler certification status for kitchen roles.

Lookback Period: MED badge has a strict 3-year felony lookback plus automatic disqualification for anyone currently on felony probation/parole. Standard FCRA 7-year lookback applies to non-badged positions. Expunged, sealed, and pardoned convictions do not need to be disclosed to MED.

Timeline: Company interview process takes approximately one week. MED badge processing takes 1-14 days after fingerprinting. Total time from application to start date averages 2-4 weeks for production roles.

Process Flow: Application submitted → Phone screen/interview → Conditional offer → Background check authorization signed → Company background check conducted → MED badge application submitted (if required) → Fingerprinting completed → MED badge issued → Start date confirmed → Orientation.

Disqualifying Factors

Automatic MED Disqualification: Currently serving any felony sentence including probation, parole, or deferred judgment; felony conviction within the past 3 years (unless juvenile adjudication); providing false information on MED application (permanent bar); being a licensed physician making marijuana patient recommendations; having primary caregiver authority previously revoked.

High Risk for Disqualification: Non-cannabis controlled substance felonies (trafficking, distribution); violent felonies; financial crimes (fraud, embezzlement, money laundering); human trafficking; crimes involving moral turpitude within lookback period.

Lower Risk (Case-by-Case): Older non-violent felonies (3+ years) unrelated to controlled substances or financial crimes; cannabis-related convictions that would have been legal under Colorado law; misdemeanor convictions; rehabilitated offenses with documented evidence of positive change.

Your Rights as Applicant

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

  
  

• Pre-Adverse Action Notice: Before a final decision, you must receive notice with a copy of the report and a summary of your rights. Reasonable time to respond is required.

  
  

• Chance to Compete Act: Wana Brands cannot ask about criminal history on the initial application or state that people with records may not apply. Criminal history inquiry occurs only after conditional offer.

  
  

• MED Appeal Rights: If your MED badge application is denied, you can request a meeting with the Marijuana Enforcement Division to resolve issues and present rehabilitation evidence.

  
  

• Expungement Recognition: Colorado MED does not hold expunged, sealed, or pardoned convictions against applicants. Arrests without convictions are also not considered.

Application Strategy

1. Verify MED Badge Eligibility First: Before applying for production roles, confirm you meet Colorado MED requirements: no felony conviction in past 3 years, not currently on felony supervision, and age 21+. Use the MED eligibility test at sbg.colorado.gov.

   
   

2. Target Non-Badged Positions Initially: If your record is recent or you're unsure of eligibility, focus on corporate support, IT, marketing, or remote sales roles that don't require MED badges. These offer a pathway into the company while avoiding state licensing barriers.

   
   

3. Apply Through Official Channels: Submit applications through wanabrands.applytojob.com. Wana Brands also posts positions on Indeed, LinkedIn, and Glassdoor. Check regularly as positions turn over frequently.

   
   

4. Pursue Expungement or Sealing: If your conviction is eligible, obtaining an expungement or sealed record is the most effective strategy. Colorado recognizes expunged records, and you can legally omit them from MED applications.

   
   

5. Be 100% Honest on MED Applications: Never lie, omit, or misrepresent any information on MED badge applications. False information results in automatic denial and potential permanent bar from Colorado cannabis industry licensure.

   
   

6. Prepare Your Rehabilitation Narrative: The MED reviews cases individually. Have documentation ready: completion certificates, employment history, stable housing, community involvement, and references from employers or probation officers.

   
   

7. Obtain Food Handler Certification Early: Get your Learn2Serve or Green Flower food safety certification before applying for kitchen positions. This demonstrates initiative and meets a job requirement upfront.

   
   

8. Follow Up Professionally: After applying, follow up with HR if you don't hear back within 1-2 weeks. The company values reliability and initiative. Persistence demonstrates the qualities employers seek.

Tips for Applicants with Records

1. Cannabis Industry is Growing: Despite recent market challenges, cannabis remains a growing industry with constant hiring needs. Wana Brands has licensing partnerships across 17 states. Don't be discouraged by individual rejections—keep applying to multiple positions.

   
   

2. Consider CBD/Hemp Products: Wana's Wanderous platform sells hemp-derived CBD and THC products through mainstream retail. These roles may have fewer regulatory barriers than THC production positions.

   
   

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

   
   

4. Understand Federal Implications: Cannabis remains federally illegal. Working in the industry may have implications for federal benefits, immigration status, or future federal employment. Consider these factors carefully.

   
   

5. California is More Accessible: California does not conduct state-level background checks for cannabis employees. If you have access to California positions, they may offer fewer barriers than Colorado.

   
   

6. Highlight Food/Manufacturing Experience: Production kitchen experience, food safety knowledge, and manufacturing backgrounds are highly valued. Emphasize transferable skills from restaurant, food processing, or manufacturing work.

   
   

7. Network Within the Industry: Cannabis industry professionals often move between companies. Networking through industry events, LinkedIn, or workforce development programs can lead to referrals and insider knowledge about which companies are most second chance-friendly.

   
   

8. Be Flexible on Schedule: Production roles at Wana typically operate Monday-Thursday with 10-hour shifts. Willingness to work early morning starts (6:00 AM) increases your chances of hire.

Benefits Overview

Wana Brands offers a comprehensive benefits package for full-time employees. Benefits are considered a strong point by employees in reviews.

Compensation: Hourly wages range from $17-23/hr for production roles to $135-165K+ for senior leadership. Company emphasizes competitive pay with potential bonuses for eligible positions.

401(k) and Retirement: 401(k) retirement plan available after three months of employment with employer matching contributions.

Health Benefits: Full suite of medical, dental, and vision insurance offered to all full-time employees. Life insurance included. Health insurance described as "affordable" by employees.

Time Off: Three weeks PTO, six sick and mental health days, one floating holiday, and 8-9 paid holidays per year. Paid parental leave available. Paid volunteer days for community service.

Additional Benefits: Product discounts, pet insurance discounts, tuition reimbursement program, Employee Assistance Program (EAP), Employee Relief Fund, free financial counseling, free audiobook subscription, leadership and DEI training programs.

Employee Perspectives

Pros: Good benefits package, affordable health insurance, PTO and sick time, weekends off for production (Mon-Thu schedule), simple work, product samples, friendly coworkers, company social events.

Cons: Low pay relative to workload, management inconsistencies, high turnover, physical work environment challenges, 10-hour shifts, limited advancement opportunities, corporate changes following acquisition.

Frequently Asked Questions

1. Does Wana Brands hire people with felonies?

   Conditionally yes. Wana Brands does not have a blanket policy excluding all felons and complies with EEOC individualized assessment requirements. However, plant-touching positions require a Colorado MED badge, which has a 3-year felony lookback and automatically disqualifies anyone currently on felony supervision. Non-badged corporate/support roles have more flexibility. The company considers rehabilitation evidence and job-relatedness of offenses for all positions.

   
   

2. What is the background check process at Wana Brands?

   The process has two components:

   (1) Company background check conducted after conditional offer through a third-party agency, covering criminal history, employment verification, and identity confirmation;

   (2) For production roles, mandatory MED badge application requiring fingerprint-based background check through FBI and Colorado Bureau of Investigation databases. The company complies with Colorado Chance to Compete Act, so criminal history inquiry only occurs after conditional offer.

   
   

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

   For MED badge positions: strict 3-year lookback for felony convictions, plus automatic disqualification for anyone currently serving any felony sentence including probation or parole. For non-badged positions: standard 7-year FCRA lookback for criminal history. Employment verification typically extends 5-7 years. Expunged, sealed, and pardoned convictions are not reportable and need not be disclosed to MED.

   
   

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

   Highest difficulty: Non-cannabis controlled substance felonies (especially trafficking/distribution), violent felonies, financial crimes (fraud, embezzlement, money laundering), human trafficking, and any felony within the past 3 years for badged positions. Moderate difficulty: Theft and property crimes for inventory/financial roles, DUI for any driving responsibilities. Lower difficulty: Cannabis convictions legal under Colorado law, older non-violent misdemeanors, rehabilitated offenses with documentation.

   
   

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

   Best options for those with records: Brand Ambassador ($18-22/hr) for field marketing without MED badge requirements; corporate support roles in IT, HR, or marketing; remote sales support positions. For those MED badge-eligible (no felony within 3 years, not on supervision): Kitchen Technician ($19-23/hr), Packager ($17-18/hr), and Production Cook ($17-19/hr) offer accessible pathways with benefits.

   
   

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

   Wana Brands operates in the cannabis industry, so THC is not typically a disqualifying substance. However, the company maintains standard pre-employment screening protocols. Drug testing policies may vary by position and location. Production roles may require testing for safety-sensitive reasons. The MED badge process does not include drug testing, but individual employers may have their own policies.

   
   

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

   Under Colorado's Chance to Compete Act, Wana Brands cannot ask about criminal history on the initial application or state that people with records may not apply. Criminal history inquiry occurs only after a conditional offer is extended. The MED badge application (separate from company hiring) requires full criminal history disclosure, but this occurs after the company has already made a conditional offer.

   
   

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

   Yes, advancement is possible if you maintain MED badge eligibility and demonstrate strong performance. Wana Brands promotes from within for supervisory and management positions. However, management roles may face increased scrutiny for financial and integrity-related offenses. Maintaining a clean record, building strong relationships, and demonstrating reliability are key success factors for advancement.

   
   

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

   The company interview process typically takes about one week. MED badge processing adds 1-14 days after fingerprinting submission. Total timeline from application to start date averages 2-4 weeks for production roles, potentially faster for non-badged corporate positions. Factors affecting timeline include MED processing volume, background check complexity, and position availability.

   
   

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

    Key strategies:

    (1) Verify MED badge eligibility before applying to production roles;

    (2) Pursue expungement or sealing of eligible convictions;

    (3) Obtain food handler certification proactively;

    (4) Prepare thorough rehabilitation documentation;

    (5) Be 100% honest on all applications—dishonesty is permanently disqualifying;

    (6) Target non-badged positions if record is recent;

    (7) Apply consistently and follow up professionally;

    (8) Highlight relevant food/manufacturing experience;

    (9) Network within the cannabis industry;

    (10) Consider multiple Wana licensing partner locations across 17 states.

Alternative Second Chance Employers

If Wana Brands doesn't work out, consider these employers in the cannabis and food manufacturing industries known for fair chance hiring practices:

Conclusion

Wana Brands offers conditional opportunities for individuals with criminal records, but the cannabis industry's regulatory framework creates significant barriers not present in other food manufacturing settings. As Colorado's leading edibles manufacturer, the company provides a pathway to stable employment with competitive benefits, but the MED badge requirement means most production positions are only accessible to those with records older than 3 years who are not on active supervision.

The work is production-oriented with 10-hour shifts in a kitchen/manufacturing environment. Compensation is moderate ($17-23/hr for production roles) with a strong benefits package including health insurance, 401(k) with match, and generous PTO. Career advancement is possible, and the company's recent acquisition by Canopy USA may create new opportunities as operations consolidate.

Key Success Factors: Verify MED badge eligibility before applying to production roles; pursue expungement if eligible; be 100% honest on all applications; target non-badged corporate roles if record is recent; obtain food handler certification proactively; highlight food/manufacturing experience; and demonstrate reliability and consistency.

Biggest Barriers: 3-year felony lookback for MED badge; automatic disqualification for anyone on active supervision; non-cannabis drug felonies and financial crimes face heightened scrutiny; federal illegality of cannabis creates additional considerations; smaller company size (100-130 employees) means fewer positions available than larger employers.

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 Colorado MED official guidance, employment information and company policies may change without notice. Always verify current practices directly with Wana Brands and the Colorado Marijuana Enforcement Division.

Inclusion in this guide does not guarantee employment. Background check laws, MED badge requirements, expungement procedures, and fair chance hiring requirements vary by state and should be confirmed with legal professionals. Cannabis remains federally illegal, and employment in the industry may have implications for federal benefits, immigration status, and future federal employment. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

Apply Now:

https://wanabrands.applytojob.com