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Pay varies by route, location and experience level, request info for more details) Home Time & Route Options We have versatile time off opportunities such as daily, weekly, and bi-weekly Dedicated, OTR and Regional Solos, Teams, and Leaders To start your career at Werner, apply today.
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Lanes LA to San Diego Work Available 7 DAYS A WEEK Weekly Settlements / Direct Deposit Available Year-Round Steady Work Truck Insurance Program P-Fleet Fuel Surcharge 70% drop and hook accounts Net pay between $1,800 - $3,500 Requirements: 2 year of verifiable driving experience Must be at least 23 years of age Valid CDL-A and Medical Card Preferred: Railroad/Port equipment and warehouse delivery experience ELD experience.
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Dedicated truck driver Average pay: $1,390-$1,700 weekly Home time: Every other week Experience: THREEMONTHS Overview Haul beer in dry van trailers. Dependable paychecks – Weekly paychecks reflect the consistent miles you&rsquoll drive on a weekly basis.
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Home time weekly for a 34-hour reset. Home Weekly - Drivers Earn $77,000-$88,000 Yearly* STEP THREE: We will contact you at the number provided to connect you with a dedicated account specialist.
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Paid weekly through direct deposit. Our drivers receive competitive wages, top-notch health benefits, safe driving bonuses, and can choose from various route options. At least 6 months of OTR tractor-trailer experience.
$90,000 a yearFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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Weekly direct deposit payroll settlements. If you're a motivated, successful, safety-conscious driver, we want you on our team. Located in the heart of New Ulm, MN, J&R Schugel is now offering miles of opportunities for Class A drivers, featuring a competitive starting pay ranging from 57 to 65 CPM. Our routes span the length of I-35, stretching East into the Midwest, down to Texas, and extending to portions of the Northeast and Southeast, served by multiple terminals in strategic locations.
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Pay protection program to help safeguard your weekly paycheck. Guaranteed Home Weekly – Pay Protection Program. 07 per mile (based on weekly mileage) STEP TWO: Complete Millis Transfer driver application (provided after form submission.
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50+ hours weekly. As a Class B Driver , you will operate heavy-load vehicles to two or more locations, load and unload freight as required and perform daily pre-trip and safety inspections on equipment.
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Home Weekly, Paid Weekly. Home Weekly - Earn up to $100k+ per Year - No-Touch Freight. G&D Integrated is Now Hiring *Experienced CDL-A Company Truck Drivers! Home Weekly, Paid Weekly.
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Home Weekly - Drivers Earn $70,000-$88,000 Yearly* Because precise rate of pay can be difficult to guarantee in various pay structures common in the transportation industry, you are only guaranteed applicable minimum wage for hours worked in a given pay period.
$88,000 a yearFull-timeExpandApply NowActive JobUpdated 13 days ago
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
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?
When Rage Applying Strikes: How to Identify Unserious Candidates
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.
How to Increase Job Ad Exposure
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.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
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.