This qualitative phenomenological study applies attribution theory (Heider, 1944) to better understand employers’ perspectives on the hiring of ex-offenders specific to the Mid-Atlantic region by extending previous research conducted by Fahey, Roberts, and Engel (2006), Kennedy and Garcia (2006), and Downing (1985). Past research of regions other than the Mid-Atlantic has identified the perspectives held by employers, which can be explained at least in part by attribution theory. Recidivism literature also conveys the message that it is imperative to address the concerns employers have on the hiring of ex-offenders. These concerns and perspectives are based on regional belief systems, which suggest the need for a region-specific understanding of employers’ perspectives. In an effort to capture the phenomenon of employers’ lived experiences on the hiring of ex-offenders, twelve employers in a major county within the Mid-Atlantic region were interviewed and their responses analyzed for themes. The study’s interview questions were used to create themes. Subsequently, subthemes were derived after further interpretation of the data. The emerged themes from the interpretation of the participants’ in-person interviews are outlined. The study offers a better understanding of what employers in the Mid-Atlantic region believe about hiring ex-offenders, including factors that lead them to make hiring decisions. Clearly understanding this perspective will help prison staff develop programs that can better inform employers as well as better prepare prisoners for their release.