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Seeking Class A drivers for Dedicated & OTR hauls 58 - 62 CPM. Seeking OTR CDL-A Drivers No Touch Freight 2022 - 2024 Equipment At RTI, we put people before profits. If you are looking for a successful career, consistent pay and benefits, plus regular home time, call or apply today.
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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.
ExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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Seeking Class A drivers for Dedicated & OTR hauls 58 - 62 CPM. Seeking OTR CDL-A Drivers No Touch Freight 2022 - 2024 Equipment At RTI, we put people before profits.
ExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvote
CDL - a Company Driver - 1yr EXP Required - OTR - Dry Van - 80k - 90k Per Year - Riverside Transport
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Seeking Class A drivers for Dedicated & OTR hauls 58 - 62 CPM. Seeking OTR CDL-A Drivers No Touch Freight 2022 - 2024 Equipment At RTI, we put people before profits.
ExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Class A OTR Drivers: Earn 58 - 62 CPM. Veterans bonus available with a valid DD214. Seeking OTR CDL-A Drivers. At RTI, we put people before profits. Class A OTR Drivers: Earn 58 - 62 CPM.
$80,000 a yearExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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CDL-A Drivers Needed: Dedicated & OTR Hauls. This OTR position runs 7 -10 days out with 2 days at home - not guaranteed on weekends. CDL-A Drivers Needed: Dedicated & OTR Hauls. Haul dry van freight - 100% no touch.
$90,000Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Riverside Transport is hiring Class A Truck Drivers. CDL-A Drivers Needed for Dedicated & OTR Hauls. CDL-A Drivers Needed for Dedicated & OTR Hauls. Detention, layover, breakdown, and stop pay options available.
$80,000 a yearExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Short term / Long term Disability. 0.60 - $0.64 per mile - Based on experience and location. No more than 3 moving violations within 3 years. Passenger and Pet Programs. 2022-2024 Equipment Available. 24/7 Extended Coverage Support.
$80,000 a yearExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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No Touch Freight. 2022 - 2024 Equipment. 500 Orientation pay. 12+ Months Experience. High earners average $80,000-$90,000 yearly! Inverters & APUs/Opti-Idle. DriveWyze Covers Tolls and Scales. Must be 22 years of age.
$90,000Full-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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No more than 3 preventable accidents within 3 years.
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No more than 3 preventable accidents within 3 years.
$80,000 a yearExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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Seeking CDL-A Drivers. 0.56 - $0.60 per mile - Based on experience and location. Dedicated and OTR Hauls. Seeking CDL-A Drivers. No more than 3 preventable accidents within 3 years.
$80,000 a yearExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Seeking CDL-A Drivers. This OTR position runs 14 days out with 3 days at home - not guaranteed on weekends. Dedicated & OTR Hauls. Seeking CDL-A Drivers. No more than 3 preventable accidents within 3 years.
$80,000 - $90,000 a yearFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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0.56 - $0.60 per mile - Based on experience and location. Dedicated and OTR Hauls.
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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.
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.