FROM INCARCERATION TO INNOVATION: VINCENT BRAGG’S VISION FOR SECOND CHANCE HIRING

In 2011, Vincent Bragg was sentenced to over five years in federal prison on drug charges. During his time behind bars, instead of letting his circumstances define him, he turned to self-education, studying corporate and real estate law and reading over 500 books. But what truly sparked a transformation was the immense creativity he witnessed among his fellow inmates. Realizing that prison held a wealth of untapped potential, Bragg began laying the groundwork for ConCreates, a creative agency powered by formerly and currently incarcerated individuals. What started as an idea behind prison walls grew into a force in the creative world, operating as a creative agency that taps into the skills of incarcerated individuals and formerly incarcerated creatives. Today, ConCreates has x full-time employees, a rolodex of incarcerated individuals who are consultants, and an impressive client roster spanning from Nike to Google. 

For Vincent, this mission is deeply personal. He is committed to challenging the stigma of criminal histories and proving that one mistake shouldn’t define a life. ConCreates isn’t just about reintegration—it’s about rehumanization.ConCreates is proving that second chances are not just possible but essential and that creativity from diverse perspectives sparks innovation. 

We sat down with Vincent to dive deeper into his thoughts on second-chance hiring (when companies give employment opportunities to individuals with criminal records) and the actionable steps more companies can take to integrate this mindset into their hiring processes and workplace cultures. Vincent shares how this approach not only transforms individuals but can also foster innovation, loyalty, and diversity in the workplace.

What is your definition of second-chance hiring? 

Second-chance hiring isn’t always about giving someone a second chance—it’s often their first real opportunity to pursue a legitimate career. We founded our company on the belief that creativity without opportunity can lead to criminality. If people knew they could sell ideas instead of drugs, many would choose a different path. Companies must look beyond what’s on paper and recognize the potential in life experiences that don’t fit traditional molds. For example, when you consider someone like my co-founder, Joe Nickson, who allegedly robbed 27 banks, it raises the question: where’s the strategy and planning behind that? How do you successfully execute multiple heists? The skill and experience involved in that are remarkable. My hope with second chance hiring is that companies start to recognize and translate that kind of life experience into valuable skills within job descriptions. It’s about reading between the lines and seeing the strategy and planning behind someone’s past, then translating that into valuable skills for a new career.

What are tactical ways that companies can broaden their hiring processes to include second-chance hiring and look beyond the resume?

One of the initiatives we've undertaken was a collaboration with Indeed to create a transferable skills guide. This guide helps highlight how skills gained through various life experiences, not just criminal history, can be relevant to the workforce. For example, consider someone with a gap in their work history who may have been a stay-at-home parent. The skills required to run a household—budgeting, time management, multitasking—are incredibly valuable and can be directly applied to many job roles.

Additionally, research shows that individuals from underrepresented populations, including those with criminal records or gaps in employment, often work harder and show greater loyalty to their employers, leading to higher retention rates. This highlights the importance of companies exploring alternative hiring routes.

In working with organizations like Vets in Tech, I've seen that the challenges faced by military veterans, such as barriers to employment or housing, are often similar to those faced by the formerly incarcerated. Both groups bring valuable qualities like punctuality, honor, and loyalty, which are essential in any workplace. Being able to identify and translate these skills into a resume is crucial, and it's an area where ConCreates can make a significant impact by consulting with brands on what to look for in non-traditional candidates.

Speaking specifically to your organization, once individuals are hired, how does ConCreates ensure a supportive environment that fosters growth and helps them build a successful, long-term career? What does your training and development process look like?

You know, there are a few different things; a big one is learning your position. If you don't necessarily understand how the creative process works or how to interact with brands, it makes it hard for you to succeed, so we ensure everyone knows the ins and outs of their position and the working environment. We have a shared program where individuals get teamed up with other agency leaders so they can shadow them and learn from them. 

Another vital component is executive coaching, particularly in areas like emotional intelligence and self-awareness. For instance, behaviors that are critical in prison, such as respect and awareness of personal space, might not be as highly valued in corporate settings. Executive coaching helps individuals navigate these differences and adjust to a new social environment.

Lastly, and one of the most important things is therapy. Therapy plays a significant role in supporting these individuals, especially those from communities, specifically the Black community, where therapy might be stigmatized. I obviously am a big advocate and proponent for therapy because it allows you to get things off your chest right, even if it doesn't necessarily give you the solutions or the answers you're looking for. It allows you to get it off your chest.

I feel like those three components are important to dealing with this particular population because of the traumas and things like that that come along with being formerly incarcerated.

How does providing someone with a second chance, or even a first chance, in their career play a role in reducing recidivism?

Once individuals join ConCreates, they often experience a powerful shift in purpose, contributing to the 0% recidivism rate among ConCreates employees. The pride that comes from being part of something bigger—representing a population that has traditionally been overlooked—hits home. Many who have never held a legal job before find it hard to believe that they’re doing legitimate work. Some have shared how even their families struggle to grasp that they are now part of a legitimate industry. This pride and accountability to their community and families push them to succeed. Brands that partner with ConCreates benefit from this drive, as these individuals are motivated not just to perform well but also to represent their community positively and not let down those who gave them this chance. This impact goes beyond just the bottom line—it’s about changing lives and making real social change happen.

Vincent Bragg’s journey and the work of ConCreates highlight the power of second-chance hiring. By tapping into the overlooked creativity of formerly and currently incarcerated individuals, Bragg is redefining how society views formerly incarcerated individuals beyond their criminal record. Second-chance hiring is about more than just offering employment; it’s about seeing the value in diverse life experiences and providing real opportunities for growth.

For businesses, this approach brings more than just new hires—it introduces fresh perspectives, fosters loyalty, and actively helps reduce recidivism. It’s about rebuilding lives and making a lasting, positive impact on both individuals and society.