For employers
Hire ready-to-work candidates.
With the support system behind them.
Candidates in Runwell Works have a case manager, housing and transportation plans, and a recovery or reentry community behind them. You get a worker; the worker has a team.
Why hire through Runwell Works
Every candidate is a person someone is rooting for.
People in recovery and returning citizens show up. They want the job. They have a case manager, a peer support group, and a plan for the weeks after day one. When you hire through Runwell Works, you’re not on your own if something comes up.
You stop rolling the dice on strangers
Every applicant has a case manager who knows them. Their eligibility is already verified, their work history is already documented, and anything they’d need an accommodation for is already on the table. You interview real candidates, not mysteries.
You aren’t alone when something wobbles
Most new-hire problems are small and fixable if caught early. Runwell Works pings you, the new hire, and their case manager at 30, 90, and 180 days. When something’s off, you hear about it before it becomes a no-call-no-show.
You claim the tax credits you’re already owed
A lot of these hires qualify for the Work Opportunity Tax Credit — often $2,400 or more per hire. Most employers never claim it because the paperwork is ugly. We handle it so your HR team doesn’t have to learn a new government form.
Two signals that matter
Recovery Friendly and Fair-Chance certification — verified, not self-declared.
Partner employers choose one or both paths. Each is verified against state certification bodies. Candidates filter by these labels — so the employers who’ve invested in the training and policy show up first.
Recovery Friendly Workplace
Policies and training that make space for the realities of recovery — flexible scheduling for treatment appointments, peer-support culture, clear re-engagement paths, no surprise drug tests mid-career. Certified through state RFW programs.
Fair-Chance Employer
Commitment to interview candidates with records. Ban-the-box on applications. Structured, case-by-case review of conviction history rather than blanket disqualifications. Member of the Second Chance Business Coalition or equivalent.
How it works
From onboarding to hire in under two weeks.
- 1
Onboard with Runwell Works
We walk you through platform setup, hiring preferences, and certification status. Takes about 45 minutes. Your case manager liaison is assigned during onboarding.
- 2
Post your first job
Wage transparency is required (range or flat). Benefits and shift structure upfront. Candidates see exactly what they’re applying to.
- 3
Review pre-screened candidates
Applications come with eligibility verification and a short summary from the candidate’s case manager — what they’re great at, what they may need.
- 4
Hire, then lean on us
Mark the hire in Runwell Works. Retention check-ins happen automatically. If a candidate hits turbulence, their case manager is already looped in — no cold call from HR.
Hire differently. Keep more of who you hire.
We’re onboarding partner employers in Ohio counties right now. Want to see what a candidate packet looks like, what retention check-ins feel like, and how WOTC claims work through the platform?