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WE OFFER: CPM Based on YOUR Experience Guaranteed Daily Pay Option Monthly Safety Bonus Scheduled CPM Increases Paid Orientation 99% No Touch Freight BENEFITS: Medical, Dental, and Vision Insurance Life Insurance 401(k) Retirement Plan with Company Match Paid Time Off Pets Welcome Passengers Allowed Truck School Tuition Reimbursement Hiring Bonus for Veterans And So Much More.
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OPPORTUNITY FOR CDL-A FLATBED TRUCK DRIVER Driver Type: Experienced CDL-A Truck Drivers Equipment Type: Flatbed Route Type: OTR (Over-The-Road) Route Division: Division 200 Terminal: Spokane, WA Home Time: 3 weeks out, then 3 days off FINANCIAL PACKAGE Flatbed OTR Driver Rate: $0.55 - $0.60 per mile , depending on experience.
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Quality Carriers is Now Hiring Dedicated CDL-A Company Drivers. $3,000 driver referral bonus - unlimited number of referrals. 401k with company match & Roth Retirement Savings Plan.
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Job Description: CDL-A Regional Reefer Company Driver LTI Trucking Services is a family company based in St. Louis with lanes across the Midwest, East, and South. This is made up of a $0.60 per mile base pay, $0.02 Performance Pay. 2,000 Miles per Week Pet Friendly Passengers Allowed No-Touch Freight High % of Drop & Hooks Benefits Health, Dental, Vision & Life Insurance 401(k) with company match Paid weekly 100% No Touch Freight $1,000 Anniversary pay every year $5,000 Referral Bonus Requirements Class-A CDL.
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About the Job - 5 CENT PER MILE SAFETY BONUS AVAILABLE - INSPECTION AVAILABLE (UP TO $1000) - RIDERS ALLOWED (RIDER POLICY) Job Summary Contract Driver (1099, Solo) Dry Van OTR $1,800 - $2,000 gross total weekly avg.
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Run DetailsOver the Road 10-14 Days90% reload network - to keep you moving BenefitsAll Miles PaidParking in Bedford Park, IL or Gary, INPaid Orientation and Paid On the Job TrainingDedicated Driver Manager.
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Class A CDL Truck Drivers Regional and Long Haul Company Drivers: Earn $1,200 - $1,800 weekly! Based in Eagan, MN, Bay & Bay is currently offering highly compensated truck driving opportunities for Regional and OTR Company Drivers, moving loads up and down I-35 and to the East, reaching from Texas to portions of the Northeast, Southeast and throughout the Midwest.
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Drop and hook, terminal-to-terminal deliveries Designed with Drivers in Mind: Forward proudly offers one of the best OTR Company Driver packages in the industry. Forward is actively hiring Class A over-the-road Company Drivers in your area.
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G&D Integrated is Hiring CDL-A Company Drivers! Paid Weekly Dedicated customers 100% No-touch freight Dry vans & intermodal containers Health insurance & 401k with a company match.
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CDL-A Regional Company Truck Driver Opportunities -Now Hiring Experienced Drivers! CDL-A Regional LTL Truck Driver Requirements. Apply for Regional Business - to - Business truck driver jobs at Ashley Distribution Services LTD today.
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Empower 401(K) Retirement Program With Company Match On Day 1. Blue Cross Blue Shield Health Insurance. Safety And Roadside Inspection Bonuses. 3 Levels of PPO Coverage For Individuals And Family.
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CDL Class A license with Hazmat and Tanker Endorsements. HSA Contributions: Receive up to $2,400 in company contributions to your Health Savings Account. 401(K) Retirement Plan: Start saving with a company match from day one.
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Our company options for drivers include dedicated, and over the road opportunities that let the driver find what fits their life and goals best. Along with our nationwide opportunities we offer our Company Drivers full benefits and up to date technology.
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FEATURED BLOG POSTS
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.