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Your safety is our top priority, and we comply with DOT and FMCSA. Join the TransForce team! Job Info Job Location: Saraland, AL Route Type: Local Type of Assignment: Flex Equipment: Dry Van Hours Per Shift: 10 Hours Hours Per Week: 70 Hours Shift Start Time: 05:00 am Working Days: Mon-Sun Transmission Type: Automatic Job Requirements CDL Class: CDL A Experience: 2+ years Handling: Drop and hook Additional Information TransForce is seeking full-time CDL A drivers in Mobile, AL. This job is offering $25.00 per hour.
$45,000 - $100,000 a yearFull-timeExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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Must be registered for the FMCSA Clearinghouse. Must be registered for the FMCSA Clearinghouse. Long & short term disability, critical illness insurance. State-of-the-art headquarters & terminal with driver amenities.
$98,000 - $102,000 a yearFull-timeExpandApply NowActive JobUpdated 16 days ago - UpvoteDownvoteShare Job
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Contractors/Owner Operators must have an active MC Operating Authority and DOT number with the FMCSA (or are willing to obtain) Hub Group Final Mile is looking for an Owner Operator/Independent Service Provider Driving Team for appliance delivery routes with basic hook up.
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Professional work experience as an Appliance Installer or a willingness to learn the trade. Hub Group is now seeking Non-CDL ISP Driving Teams. Contractors must own their 24' - 26' truck and provide their own Driver Helper.
Full-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Qualifications of the Safety Manager: Strong knowledge of OSHA standards as well as DOT/FMCSA regulations 5 or more years of experience successfully leading safety in a manufacturing environment.
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Must meet FMCSA/DOT driver regulations. Must meet FMCSA/DOT driver regulations. STEP THREE: Connect with a career specialist to discuss available options (we'll contact you at the number provided.
Full-timeExpandApply NowActive JobUpdated 5 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.
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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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