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Vehicle Fleet Mechanic II. Inspects, repairs, and maintains fleet equipment such as pool vehicles, on road diesel vehicles, tractor trailer rigs, portable generators/air compressors, and hydraulic tools and off-road construction equipment.
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Learn to perform FAI/CVI (Annual) (First Article Inspection - Commercial Vehicle Inspection) inspections on all fleet vehicles including tractors, trailers, converter dollies, light-duty vehicles, and any other company-owned equipment under the guidance of fleet technician II & III or fleet supervisor or manager in accordance with all federal, state and local legal and regulatory agencies.
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Address all driver vehicle inspection report write-ups timely, efficiently, and correctly the first time under the guidance of fleet technicians II & III or fleet supervisor or manager.
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SHIFT your career to SYSCO FOODS today JOB SUMMARY: To assist Fleet Technician II and Fleet Technician III in providing safe, reliable and cost-efficient vehicles by learning to perform quality preventive maintenance inspections and repairs as well as learning to diagnosis and repair as required to prevent breakdowns on road, reduce vehicle downtime and improve total fleet reliability.
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Gasoline, diesel and propane vehicle experience preferred. SummaryFleet Mechanics are responsible for performing mechanical repairs and preventative maintenance on company fleet vehicles according to DOT and OSHA regulations, with a specific focus on medium and heavy duty, diesel tractor and trailer maintenance and repair.
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In 4 years Zoomo has helped transition millions of urban miles to light electric vehicles, built a team of >300 world class engineers, operators, sales staff and vehicle repair technicians; developed and deployed the world's best last mile delivery electric bikes and fleet management software; and successfully sold these fleet solutions into the world's leading logistics businesses.
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Schedule exhaust NVH tests in Ford AWD Dyno, monitor testing, analyze results and document results in program milestone papers and FEDE. Work with supplier and design and release engineers to resolve NVH issues and document with an 8D. Lead investigation and disposition of exhaust NVH calls from vehicle drive events including engineering and management team drives, launch quality audit drives and voice of the customer fleet issues.
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Operate vehicle in accordance with Occupational and Safety Health Act (OSHA) and Department of Transportation (DOT) requirements as well as all local, state and federal requirements and Company expectations for the fleet.
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As a Mechanic Express Specialist, you will be responsible for performing a variety of repairs in order to keep U-Haul Company's fleet performing to our high standards. Whether you are looking for your first job in the industry or have vehicle-repair experience already, U-Haul is the place for you.
$16.75 - $31.25 an hourExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Zoox is developing the first ground-up, fully autonomous vehicle fleet and the supporting ecosystem required to bring this technology to market. Prior experience at an autonomous vehicle, automotive, or robotics company.
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Must possess considerable knowledge of mechanics, plumbing, underground piping installations, light carpentry, fleet and vehicle repair, welding, hydraulic and pneumatic systems. Two years of experience in the field of industrial maintenance, vehicle repair and construction including specific experience in mechanical applications such as hydraulic, power transmission equipment, pump maintenance, pipe fitting, pneumatics, lubrication and shaft alignment techniques.
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Communicate with Fleet Management on maintenance issues and preventative maintenance of delivery trucks. 1-3 years of previous experience driving 26-28 FT box trucks or any other commercial motor vehicle over 10,001 lbs.
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Customers include Dealer Relation Managers (consumer), consumer account holders, Fleet Services, Remarketing, GC Services, and dealers. Mercedes-Benz Financial Services, part of the global company Mercedes-Benz Mobility AG is the captive financing and mobility solutions company of the global luxury automobile manufacturer, Mercedes-Benz AG. We offer a comprehensive range of automotive financial and insurance products that make it easy for our customers to drive their dream Mercedes-Benz vehicle.
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Through this robust global network, we operate a fleet of over 2.3 million vehicles and provide a comprehensive portfolio of transportation solutions, including car rental, carsharing, vanpooling, car sales, truck rental, vehicle-subscription and affiliated fleet management services.
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Tuition Reimbursement for Diesel Mechanic ASE CertificationsPOSITION OVERVIEW:To provide timely, quality, and cost-effective repair and maintenance for vehicle fleet including tractors, trailers, forklifts, and other equipment that requires preventive maintenance, troubleshooting, modifications, and repairs.
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One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
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As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
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In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.