Fried chicken can save lives! Not just by being absolutely delicious, but in this case by giving the unemployed a chance to work when no one else would.
It combines two wonderful things: fried chicken and helping people!
Founded by Joe DeLoss, “Hot Chicken Takeover” in Colombus, Ohio is a fried chicken establishment hoping to bring Nashville-style cooking to the midwest and creating a family style community among its patrons.
Customers can enjoy authentic sweet tea, mac and cheese, coleslaw, and four spice levels of fried chicken: cold, warm, hot, and holy.
“Only about 5% or less of our customers go ‘holy’…It’s like the hottest thing you’d get at an authentic Thai or Indian restaurant. It’s crazy hot,” according to DeLoss.
The restaurant’s cuisine has received rave reviews by customers, but that’s not the only reason people love it. The company gives back to the community by hiring those who are in need of a second chance at life.
“Hot Chicken Takeover” hires those who are having problems finding a job, including people leaving the corrections system, those with a poor work history, and other people who generally are unable to find work.
“We provide a work environment that is really focused around accountability and support,” explained DeLoss, according to The Huffington Post. “It allows our employees to empower one and other.”
The restaurant also became the subject of a short film!
The restaurant’s decision to help people get a second chance at life has not gone unnoticed. A documentary film, “Hot Chicken, Fair Chance,” takes a look at the life of the employees working there.
As the video explains, nearly 60 to 70% of the restaurant’s workers had been hindered in their previous job searches due to incarceration or a criminal record.
“I just feel super proud to be one of the people that takes a chance to help somebody,” explained Shannon Wilson the company’s executive coordinator, admitting that she herself dealt with addiction in the past.
“Fair chance employment is not a warm fuzzy charitable strategy but a business strategy. The thing we get out of our candidate pool is a willingness and eagerness to grow and develop and be given a shot,” DeLoss added.