Fair-chance, by default
70 million Americans have a record. 32 states have ban-the-box laws. Jobeezy only matches you to employers with real fair-chance policies — set it once, and every match respects it. No apologies later.
Fair-chance industry guides by sector
Software & Technology
Tech hiring has a higher bar on background checks than you might expect — but also a growing list of employers who don't screen until a conditional offer. Here's where to look.
Healthcare
Healthcare is where state licensing boards, not just employers, decide who can work. Here's how to navigate both if you have a record.
Financial Services
Financial services comes with federal statutes (FDIC §19) that override any employer policy. Read this before you apply.
Retail
Retail has the highest share of fair-chance pledges of any sector. Target, Walmart, Home Depot, and more — here's the honest list.
Logistics & Transportation
Logistics hires fast, but DOT-regulated roles have mandatory drug and background requirements regardless of policy. Here's what applies.
Education
Teaching credentials are governed by state boards. Many states allow appeals. Here's the path if you have a record and want to teach.
Government
Federal jobs come with the strictest rules — and the clearest appeal process. Here's what the Fair Chance Act actually gives you.
Hospitality & Leisure
Hotels and restaurants are among the most record-friendly sectors. Marriott and Hilton lead; gaming and casinos have specific license rules.
Construction
Trades and construction apprenticeships are open to people with records. Union vs. non-union matters. Here's how to start.
Nonprofit
Reentry nonprofits actively recruit people with records. Other nonprofits require checks that vary by role. Here's how to tell them apart.
How Jobeezy's fair-chance filter works
Most job boards bury you in postings that will reject you the moment a background check comes back. Jobeezy works the other way around. When you turn on the fair-chance filter, we only apply to roles and employers that are open to candidates with a record — so your time and your hope go to applications that can actually convert.
- You opt in — it's never assumed. Your fair-chance status is something you choose to share. We don't infer it, and we don't display it to anyone you don't apply to.
- We screen jobs, not people. The filter narrows the jobs we show and apply to. It never ranks, scores, or limits you. Our matching models don't see your record to decide whether you're a good candidate.
- Ban-the-Box aware. Where the law delays background questions until after a conditional offer, we prioritize employers that follow that practice, so you're judged on your fit first.
- Honest about hard rules. Some roles carry legal screening requirements that no employer can waive (for example, certain finance roles under FDIC §19 or DOT-regulated transportation jobs). We tell you the truth instead of wasting your application.
How we protect your record
Information about your background is among the most sensitive data we hold, and we treat it that way:
- Encrypted and access-controlled. It's stored encrypted (AES-256), scoped to your account, and never sold or shared with data brokers or recruiters. See our Trust center and security practices.
- Kept out of blind automation. Equal-employment and demographic answers are stored separately and are never sent to the AI models that score job fit.
- Yours to delete. You can export or delete everything in one tap — see Delete account.
Know your rights
Jobeezy is not an employer, recruiter, or background-screening company, and nothing here is legal advice. Hiring and background-check decisions are made by employers under the laws that apply to them — including federal EEOC guidance, the Fair Chance Act for federal roles, and a growing patchwork of state and local Ban-the-Box laws. For how we handle your data, see our Privacy Policy and CCPA / CPRA disclosures.
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