A startup founder explains why employers have a moral obligation to hire people with criminal records for high-paying tech jobs. They argue it's not charity but recognizing overlooked talent, and that these positions can transform lives and families.
Well, being a realist about why we do this, like, why do I work so hard building this company? And a lot of that is about the economic upside of having a successful startup, for sure. Taking that as a given. Another thing that is really important to me is the tremendous opportunity and I would say obligation that you have as an employer. You know, there are a lot of decisions that you're making explicitly or implicitly through the way that you hire and the way that you conduct yourselves, you know, as a company and you know, in support of employees at the company. And so I take that, I take that responsibility very seriously. And so, you know, our company values the way that we think about kind of the employee life cycle and supporting employees, the way that we think about our recruiting strategies. They're all an extension of like values into the world. And so you've got, you have values whether or not you say what they are. And so, you know, being explicit about them and then, you know, living up to them is really important to me. I think one, one particular aspect of this that you and I talked about before, so just maybe to highlight it in particular is one of the, one of the things that Pilot is maybe most known for on the hiring front is kind of creating space for and changing the narrative around hiring folks who have records into the. All of these, I mean, great phenomenal tech jobs that have great benefits and great pay and all this career growth potential, like, it's like the economic upside again of being at a tech company is so tremendous and can really change the lives of people and their families. And so making sure that we're intentional about being a place where folks from a wide range of backgrounds, including folks who are formerly incarcerated, can, can like get in the door and be successful has been really important. So we've done a lot of work on, on, yeah, so kind of hiring and supporting folks with records. And this is across a bunch of different functions of the company. Like folks in engineering, like folks on the operations side support sales, like really everywhere. And it's not like it's an act of charity. It's like we think these people are really good at what they do. And your loss if you other companies don't recognize that there's all of this talent that may just not pattern match super easily against the ways that folks have hired into the tech industry in the past.
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