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Internal Candidates: 1 year of service in good standing as outlined in the PFG Entry Level Driver Trainee or Dock to Driver Training Program, able to attain CDL Permit and DOT Health Card.
$23.51 an hourFull-timeExpandApply NowActive JobUpdated 27 days ago - UpvoteDownvoteShare Job
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Roles, such as a delivery driver, driver, professional driver, driving job, truck driver, heavy and tractor-trailer driver, CDL truck driver, Class A or Class B driver, local truck driver, company truck driver, taxi driver, taxi chauffeur, cab driver, cab chauffeur, taxi cab driver, transit bus driver, bus driver, coach bus driver, bus operator, shuttle driver, or bus chauffeur, you might want to consider driving with our client to earn extra money.
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We are looking for an experienced dump truck driver, local. You must be experienced with driving a manual dump truck, or at the least, tractor-trailer. CDL class B minimum required.
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Copart is currently seeking skilled and dedicated Class B (and Class A) tow truck drivers to join our team. In addition to local responsibilities, you will have the opportunity to travel nationwide to aid in catastrophe response situations.
$45 an hourFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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One year route delivery experience or applicable background driving a straight truck. The candidate will operate successfully in a cross-dock model picking up a loaded truck from a nightly delivery at the assigned loading dock and returning the empty truck back to the assigned lot at the end of the route.
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Make the shift and fuel your career as a CDL Class A Truck Driver for Penske. Immediate Opportunities: Full-time Local Class A CDL Truck Drivers. Driver will be responsible for running an electronic trailer to and from Morrison, TN.
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Holiday Pay up to $1,600.00 per driver We reimburse cleaning supplies you purchase for your truck 100% No Touch Monthly Mileage Bonus Full Benefits Package Offered 70 MPH Tractors with Refrigerators $10,000.00 - Every Driver for Every 5 years of service FREE Dental - Free Vision & FREE Life Insurance Policy Vacation Bonus Solo CDL-A Truck Driver Requirements: 6 months verified Class A OTR/Local experience Pass a DOT physical 3 months Reefer experience in the last 36 months Qualified.
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That’s why Hill Bros. offers Local, Team, Regional, OTR and Long-Haul Class A driver opportunities with excellent starting pay rates, fantastic home time, and a host of great benefits.
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CDL Class: CDL B. 26ft box truck with liftgate. Local 150 radius delivery. Route Type: Local. Apply NOW or call your local. 10 to 12 hour shift. TransForce is seeking full time CDL B drivers in Lebanon, TN.
Full-timeExpandApply NowActive JobUpdated 22 days ago - UpvoteDownvoteShare Job
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We are in Need of Experienced Class A drivers. 1,400+ a week as an average. Night time driving required! Consistent steady freight, No slow seasons! No touch freight. We are in Need of Experienced Class A drivers.
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GXO adheres to CDC, OSHA and state and local requirements regarding COVID safety. Load and unload freight and supplies or assist in loading and unloading the truck. 6 months of Commercial Driver’s License (CDL) class A experience.
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ISI Logistics LLC seeks a Class A Truck Driver for local routes. ISI Logistics LLC seeks a Class A Truck Driver for local routes. Responsibilities include safe transport, vehicle inspections, and timely deliveries.
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Job Description Centerline is your one access point to limitless truck driving opportunities. Multiple job opportunities with just one application – our truck drivers have the opportunity to work for multiple Fortune companies.
$75,000 a yearFull-timeExpandApply NowActive JobUpdated Today
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.