This study explored how employers perceive desistance in the process of hiring ex-offenders for high-quality positions. Semi-structured interviews were conducted with ten employers consisting of Human Resources (HR) professionals, hiring managers, and recruiters from organizations throughout the U.S. with the legal ability to hire individuals with a criminal history. Interview transcripts were analyzed using Interpretative Phenomenological Analysis (IPA) to identify themes. The interview themes were then considered in light of extant literature and desistance theory framework to determine research findings. Four major findings emerged: (1) stereotypes and biases exist, despite employer training; (2) employers have mixed thoughts on when ex-offenders should share the details of their criminal history and a sense of entitlement to additional specifics; (3) employer identity impacts understanding of desistance; and (4) a compassionate belief leads to a willingness to hire. These findings suggest opportunities for supporting ex-offenders on their reentry journey by providing professionals with data on employer perspectives regarding their desistance from crime. Findings can impact practice by providing training tools for employers on best practices for hiring ex-offenders as well as impact social and political initiatives aimed at reducing recidivism. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://bibliotheek.ehb.be:2222/en-US/products/dissertations/individuals.shtml.]