Two men and a truck is a national moving brand that often raises questions about hiring practices, especially around whether the company hires people with criminal records. The short answer is yes, the company does consider applicants with certain felony and misdemeanor histories, but decisions are made on a case by case basis and depend on role requirements, location, and background check results.
For job seekers with a record and for customers curious about who handles their belongings, understanding the details behind this policy helps set expectations for responsibilities, screening, and workplace culture.
| Company | Felons Hired Policy | Typical Screening Steps | Notes |
|---|---|---|---|
| Two men and a truck | Yes on a case by case basis | Job application, interview, background check, reference check | Consideration given to time since offense, role type, and relevance of record |
| National Movers United | Restricted roles for certain convictions | Application, phone screen, criminal history review | Some driver positions require clean driving record in addition to background check |
| Big Cartage Corp | Open to qualified candidates with records | In person interview, work sample, background screening | Violent or ongoing offenses usually disqualify; older non violent records reviewed individually |
| Fast Move Logistics | Conditional offers after review | Application, ID verification, criminal background check, drug screen | Felonies older than 5 years often weighed less heavily unless directly related to job duties |
Does Two Men and a Truck Hire Felons Company Wide
Across most franchise locations, the answer to whether two men and a truck hire felons is generally yes, but with conditions. Each franchise owner sets local hiring practices while following corporate guidance, so policies can vary by city and job role. Positions that involve driving large trucks or handling high value items tend to have stricter requirements, while warehouse or administrative support roles may be more accessible.
The company typically runs background checks as part of the final hiring stage, looking at both criminal history and credit reports for certain positions. A candidate with a record is often asked to explain the circumstances in an interview, and decision makers consider how long ago the offense occurred, whether it is related to the job, and evidence of rehabilitation.
Understanding the Application and Interview Process
During the application, candidates are usually asked to disclose any criminal history, and this information is treated as part of the overall evaluation. The interview stage gives applicants a chance to speak directly with a manager, demonstrate reliability, and discuss skills such as physical stamina, time management, and teamwork. Two men and a truck often emphasizes punctuality, professionalism, and attention to detail, so showing up prepared and communicating clearly can strengthen an otherwise qualified profile.
For applicants worried about disclosure, being honest and focused on what they have learned since the offense can make a difference. Some locations pair new hires with experienced mentors, which can help with training, workplace expectations, and integration into a team that may include people with diverse backgrounds.
Background Checks and Driving Requirements
Background checks are a standard part of the process, and how two men and a truck hiring felons policy plays out depends in part on the type of record. Non violent, older offenses are typically weighed differently than recent or violent crimes, and each case is reviewed with an emphasis on relevance and risk. Drug convictions, theft related offenses, or crimes involving dishonesty may be reviewed more carefully for roles that involve handling customer property or driving company trucks.
Driving records matter as much as criminal records for many moving jobs, because safe operation of large vehicles is essential. Applicants who have both a clean background check and a safe driving record are often prioritized, though some locations may offer a pathway to clean driving privileges over time through training and supervised driving where permitted.
Training, Onboarding, and Workplace Culture
When a candidate with a record is hired, many locations invest in structured onboarding that covers safety procedures, proper lifting techniques, truck loading protocols, and customer service standards. Ongoing training, certifications, and performance reviews are common, and successful completion can lead to more responsibility, raises, or opportunities to move into dispatch or supervisory roles. The goal is to build a team where skills and reliability matter more than a single mistake from the past.
Workplace culture within two men and a truck franchises often stresses respect, professionalism, and accountability, and many teams include a mix of people with different life experiences. Employees who demonstrate consistent performance and positive customer feedback are more likely to be considered for advanced roles, which can further support long term career growth and stability.
Legal Protections and Fair Hiring Practices
Federal, state, and local laws influence whether two men and a truck hire felons can be asked about their record at different stages of hiring, and companies must follow rules like the Fair Credit Reporting Act when using background checks. In some jurisdictions, employers are limited on when and how they can use criminal history, and job seekers have rights regarding disclosure and consideration of individual circumstances.
Understanding these protections helps both applicants and employers navigate the process with clarity. Candidates can prepare by gathering information about their rights in their location, while employers can build fair, consistent procedures that focus on job related criteria and reduce the risk of discrimination or bias.
Key Takeaways for Job Seekers and Customers
- Two men and a truck generally hires felons on a case by case basis, with decisions based on role, location, and background results.
- Disclosure, interview performance, and references all play a role in moving forward after a criminal record.
- Driving records and safety awareness are important for driver positions, often alongside criminal background checks.
- Legal protections exist to ensure fair hiring practices, and company policies aim to balance risk with second chance opportunities.
- Strong onboarding, training, and team support help employees with diverse backgrounds build sustainable careers.
FAQ
Reader questions
Will a felony conviction automatically disqualify me from working at Two men and a truck
No, a felony conviction does not automatically disqualify you. The company reviews each case individually, considering the nature of the offense, how long ago it occurred, and its relevance to the job you are applying for.
What types of records are most likely to affect my chances
Records involving theft, fraud, dishonesty, or violence are typically reviewed more closely, especially for roles that involve handling customer property or driving company vehicles. Each franchise owner weighs these factors along with the rest of your application and interview.
Do I need to disclose previous arrests that did not lead to a conviction
Disclosure requirements vary by location and job role, but many applicants choose to be transparent about past arrests during the application or interview stage. Honest communication can help the hiring team understand the full context and make a fairer assessment.
Can I improve my chances if I have a record and want to work there
Yes, you can improve your chances by gaining relevant work experience, completing training or certifications, demonstrating consistent reliability, and being prepared to discuss your record in a constructive way during interviews.