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Helping Ex Convicts Get Jobs (NOW HIRING)

Honeywell

Director Operational Ex

Dallas, TX · On-site

... help establish a mature lean culture. Responsibilities * Lead the assessment, strategy creation ... get results using lean principles * Provide full financial analysis and capital expenditure ...

Honeywell

Director Operational Ex

Richardson, TX · On-site

... help establish a mature lean culture. Honeywell Technologies is a global, pure-play automation ... get results using lean principles * Provide full financial analysis and capital expenditure ...

Honeywell

Director Operational Ex

Richardson, TX · On-site

... help establish a mature lean culture. Honeywell Technologies is a global, pure-play automation ... get results using lean principles * Provide full financial analysis and capital expenditure ...

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Helping Ex Convicts Get information

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$61

How much do helping ex convicts get jobs pay per hour?

As of Sep 8, 2026, the average hourly pay for helping ex convicts get in the United States is $24.52, according to ZipRecruiter salary data. Most workers in this role earn between $15.14 and $25.72 per hour, depending on experience, location, and employer.

What does a person who helps ex-convicts get jobs do?

A person who helps ex-convicts get jobs, often called a reentry specialist or employment counselor, assists individuals with criminal records in finding and securing employment after their release from incarceration. They provide support with job readiness training, resume building, interview preparation, and connecting with potential employers. These professionals may also offer guidance regarding legal rights, workplace expectations, and access to resources like housing, education, and counseling. Their goal is to help former inmates reintegrate into society and reduce the likelihood of reoffending.

What are the key skills and qualifications needed to thrive as a reentry specialist, and why are they important?

To thrive as a Reentry Specialist, you need a background in social work, counseling, or criminal justice, often supported by a relevant degree and experience with vulnerable populations. Familiarity with case management software, client tracking systems, and knowledge of community resources or relevant certifications is typical. Outstanding communication, empathy, cultural sensitivity, and problem-solving skills help build trust and support ex-convicts in their transition. These abilities are crucial to effectively guide clients through reintegration, reduce recidivism, and foster positive outcomes.

What are some common challenges faced when helping ex-convicts reintegrate into the workforce, and how does the role address these challenges?

Professionals who assist ex-convicts with reentry often encounter challenges such as employer bias, gaps in employment history, and limited access to job training resources for their clients. In this role, you’ll work closely with community organizations, potential employers, and the justice-involved individuals themselves to provide job readiness training, resume assistance, and interview coaching. Building trust and advocating for fair hiring practices are critical, as is staying informed about legal considerations and local support programs. Collaboration with social workers, case managers, and local businesses is key to creating successful employment pathways for those reentering society.

What is the difference between Helping Ex Convicts Get vs Job Coach?

AspectHelping Ex Convicts GetJob Coach
CredentialsVaries, often includes social work or counseling certificationsTypically requires career counseling or coaching certifications
Work EnvironmentNonprofit organizations, correctional facilities, community centersCorporate, educational, or community settings
Industry UsageSocial services, rehabilitation programsEmployment services, career development

Helping Ex Convicts Get focuses on assisting formerly incarcerated individuals reintegrate into society through support and resources, often within social service settings. Job Coach primarily helps clients improve job skills and find employment, usually in career development contexts. While both roles aim to improve employment outcomes, Helping Ex Convicts Get emphasizes social support, whereas Job Coach emphasizes skill development and job placement.

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Helping Ex Convicts Get jobs near you
Infographic showing various Helping Ex Convicts Get job openings in the United States as of August 2026, with employment types broken down into 52% Full Time, 42% Part Time, and 6% Contract. Highlights an 88% Physical, 1% Hybrid, and 11% Remote job distribution, with an average salary of $51,000 per year, or $24.5 per hour.

Founders Initiatives, Technical Ex-Founders

Retell AI

Redwood City, CA • On-site

Other

Re-posted 6 days ago

Job description

FOUNDERS INITIATIVES

Founders Initiatives is a cross-functional team that works directly with Retell's founders on the company's highest-priority opportunities and challenges. Team members are expected to operate across functions, build from first principles, and help scale the business in whatever way creates the most impact.

This is not a narrowly scoped role, it is a high-ownership builder position where you will work across product, engineering, GTM, operations, and AI systems to design and ship core company infrastructure.

ABOUT THE ROLE

We are hiring a Founders Initiatives, Technical Ex-Founders to design and implement internal and external AI systems that power how Retell hires, sells, operates, and scales.

You will be responsible for building production-grade AI workflows, automations, and agent systems that directly impact company operations and customer experience.

This role sits at the intersection of applied AI, full-stack engineering, and startup operations.

KEY RESPONSIBILITIES HR & Recruiting AI Systems
  • Build systems that extract structured signals from resumes (skills, experience, founder traits, domain expertise)
  • Develop lead scoring models to predict interview success and role fit
  • Design AI recruiter workflows for candidate screening and qualification
  • Automate personalized outbound email and candidate engagement workflows
Security & Compliance Automation
  • Build automation systems for customer security workflows (BAAs, DPAs, DocuSign, contract review flows)
  • Automate security questionnaire and compliance response generation
  • Improve internal tooling for enterprise readiness and audit processes
Operational Infrastructure Tools
  • Build systems for accounts receivable automation and finance-related email workflows
  • Create automated enterprise customer onboarding and account setup tools
  • Design internal systems that reduce manual operational overhead across teams
3rd-Party Integrations & Platform Work
  • Integrate with CRM systems such as Salesforce, HubSpot, and GoHighLevel
  • Build workflow automation using tools like Zapier, n8n, and Make
  • Design LLM-powered systems using OpenAI, Gemini, Claude, and other models
  • Own API-based integrations that connect internal systems across the company
GTM Engineering & Growth Automation
  • Build HubSpot and Lark automations to improve sales and marketing efficiency
  • Develop lifecycle automation systems for customer engagement and retention
  • Create targeted website personalization and ad content generation systems
  • Build email personalization and outbound automation pipelines at scale
YOU MIGHT THRIVE IF YOU
  • Have a Bachelor's degree in Computer Science, Computer Engineering, or a closely related technical field.
  • Have 2+ years professional software engineering experience
  • Have 1+ year of startup experience and are comfortable with ambiguity and fast iteration.
  • Think like a founder and operate with high ownership
  • Have strong software engineering skills (backend, full-stack, or systems)
  • Have hands-on experience building with LLMs or AI agents in production
  • Are comfortable working across product, engineering, and operations
  • Move fast, iterate quickly, and are comfortable with ambiguity
  • Prefer building systems over working on narrowly defined tasks
  • Care deeply about real-world impact over theoretical work
COMPENSATION PHILOSOPHY
  • Best Offer Upfront: Choose from three cash-equity balance options; no negotiation needed.
  • Top 1% Talent: Above-market pay (top 5 percentile) to attract exceptional builders.
  • High Ownership: Small teams, >$1M revenue/employee, and significant equity.
  • Performance-Based: Offers tied to interview performance, not experience or past salaries.
INTERVIEW PROCESS
  1. Intro Call (15-20min): Connect with our talent team to get a deeper look at the team and the work you'd be doing.
  2. First Technical Phone Interview (45 min): System Design & Project Deep Dive
  3. Second Tech Screen (45min): Tools & Automation
  4. Final Interview
    • Coding and Technical Round (90 min)
    • Cross-Functional Interview (30 min)
    • Past Project Deep Dive (30 min)

Apply