Second, I’m responding because I see a discrepancy in this lady’s logic, where she says “past behavior is the best predictor of future behavior.”

Ok, good enough, but then goes on to say: “The problem with sales is that you are expected to drive around all day. Your car becomes your office, which means the company is liable for your actions while you are in the car….I would fight tooth and nail to keep you from getting a job which puts the company at so much risk.”

The problem I see is, if past behavior is utterly infallible, and the risk of driving drunk in a company car is a deal-breaker, then where did the person who originally asked the question mention that he drove drunk in a company vehicle? I keep re-reading the question but I’m not seeing it…

However, my one-and-only lifetime legal mistake nearly 7 years ago did not hamper me from going into a lower wage non-driving arena to survive. It won't matter what level of advanced education, references, or sterling work history you have: a felon will get more "forgiveness" (oops–the F word in our nation…)than a misdemeanor DUI, unless you are a "celebrity". Here is the rub: it's your life, not the Darwinian Capitalist System's. Do what you must to survive, STOP ALCOHOL USE COMPLETELY, live a straight-edge lifestyle (sXe on the web)and never give up. HR will always want to find a fault in you…they are like accountants searching for the missing penny, Theory X managers all-the-way.
As time goes by, your new sXe, clean health & fitness lifestyle will eventually put you back into the professional driver's seat without the need for any crutches like alcohol, tobacco, or drugs.
Believe me, I may be bitter (obviously…), but I have been completely clean sXe for 7 years: something most HR reps can't match.
You can do it and turn out better than those who get bailed out from their "unforgivable" mistakes.
Take care.

Also, with regards to the high level favor thing… in the company I work for HR reports any questionable convictions to the VP of that department to determine whether to take the risk. If a VP were to vouch for the candidate, then we would hire them in a heartbeat. The question we would look into for the driving piece would be: Is this person insurable? Not sure how much I agree with our processes but this person would stand a good chance with our company.

um, "hardly ever drink at all"?

yikes.

You have to consider, what's the upside for this guy? He gets nothing for using his influence to get the writer hired, but puts himself at great risk if she does get hired because of him and then screws up.