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We generate more than $1.2 billion in annual revenue as a world-class environmental service organization and market leader in industrial hazardous waste management, parts-cleaning technology, and oil re-refining.
$23 an hourFull-timeExpandApply NowActive JobUpdated 3 months ago - UpvoteDownvoteShare Job
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As a Local Class B Route Driver you will be responsible for pickup of waste oil and anti-freeze at customer locations such as garages, automotive dealerships, quick change oil companies, fleet maintenance facilities, bus companies, airports and rental car companies.
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Clean Harbors and its subsidiaries are a Military & Veteran friendly company. Safety-Kleen in Great Falls, MT is looking for a Local Class B Route Driver to join their safety conscious team.
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Thermo Fluids in Portland, OR is looking for a Class B Route Driver (known internally as a Sales and Service Representative) to join their safety conscious team.
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Safety-Kleen in Elgin, IL is seeking a Sales and Service Route Driver Trainee (Driver Class B Trainee). This role will train to drive a Class B box truck to provide onsite service for parts washer machines, pick up containerized hazardous waste, and sell products/services in a defined route.
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Safety-Kleen in San Diego, CA is looking for a Class B Route Driver (known internally as a Sales and Service Representative) to join their safety conscious team.
$23.31 - $34.97 an hourFull-timeExpandApply NowActive JobUpdated 11 days ago - UpvoteDownvoteShare Job
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Safety-Kleen in Evansville, IN is seeking a Sales and Service Route Driver (Driver Class B). Safety-Kleen, a subsidiary of Clean Harbors is the leading provider of environmental, energy and industrial services throughout the United States, Canada, Mexico and Puerto Rico. Everywhere industry meets environment, Clean Harbors is on-site, providing premier environmental, energy and industrial services.
$24 an hourFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Safety-Kleen in Grand Junction, CO is seeking a Sales and Service Route Driver (Driver Class B ). Preferred Qualifications: Strong customer service skills Commercial route driving experience (Class C or Non-CDL) Clean Harbors is an equal opportunity employer.
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Our Abilene, TX branch is seeking a Local Class B Truck Driver to pick up waste oil at customer locations such as garages, automotive dealerships, quick change oil companies, fleet maintenance facilities, bus companies, airports and rental car companies.
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Safety-Kleen in Roanoke, VA is looking for a Route Sales and Service Driver (Sales and Service Representative) to operate a Class B box truck to provide onsite service for parts washer machines and sell products and services in a defined route.
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Sales and Service Rep (Hourly) Safety-Kleen in Seattle, WA is looking for a Class B Route Driver (known internally as a Sales and Service Representative) to join their safety conscious team In this position, you will be responsible for operating a Class B box truck to provide onsite service for parts washer machines and sell productions/services in a defined route.
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Safety-Kleen in Columbia, MO is seeking a Sales and Service Route Driver. Clean Harbors is a Military & Veteran friendly company. Ensure Health and Safety is the number one priority by complying with all safe work practices, policies, and processes and always acting in a safe manner.
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Safety-Kleen in Eagan, MN is seeking a Sales and Service Route Driver. Strong customer service skills Commercial route driving experience (Class C or Non-CDL.
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Safety-Kleen, a subsidiary of Clean Harbors is the leading provider of environmental, energy and industrial services throughout the United States, Canada, Mexico and Puerto Rico.
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Safety-Kleen in Poca, WV is seeking a Sales and Service Route Driver. Clean Harbors is committed to providing access, equal opportunity and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities.
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class a jobs Title: sales and service rep Company: Clean Harbors in Iselin, New Jersey
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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.