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Job Title: Class B CDL Driver. We are seeking dedicated Class B drivers for first shift positions, who are willing to engage in city driving and handle freight unloading responsibilities.
$70,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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CDL A Yard Switcher Driver. Drivers for first shift make $22 Hourly, and drivers working third shift make $24 Hourly. CDL A Yard Switcher Driver. Drivers for first shift make $22 Hourly, and drivers working third shift make $24 Hourly.
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The CDL Shuttle Driver drives employees to and from assigned locations. This position requires CDL A or B with Passenger Endorsement. Valid CDL A or B with Passenger Endorsement.
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As a CDL Driver, you will deliver, using Amazon Equipment and technology, on daily, local routes that have you home after each shift. What you'll do: As a CDL Driver, you will play a key role in keeping our commitment to exceed customer expectations and ensuring customer orders, large or small, are delivered on time and at the right place.
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Driver Helpers Wanted - OT Available. Furthermore, no verbal contract by the supervisor or other company representative is binding, and employment is at the company. Discounted Pet Insurance. Owned and operated by the same family for the past century, our company places unparalleled value on the strong relationship we have with our customers.
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This page MUST be completed and signed if you are applying for one of the following positions: Direct Support Professional (direct care), Bus Driver, Bus Aide, Medicaid Service Coordinator, Developmental Disabilities Specialist, IRA Coordinator, Residence Manager, Consumer Services Advocate, and Section Supervisor.
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Mobile Pressure Washer Truck & Trailer Driver (Non CDL- Day or Night Shift) - Bilingual. Available shift: Must be flexible with shifts to accommodate client services. Valid US Driver License and clean driving record.
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Drivers transport the material to a disposal, transfer or recycle facility, and may make one or more trips throughout the shift. Working alongside a Helper, our Waste Collection CDL Driver’s main responsibility is to safely operate a rear-loading truck, for the pick-up service of bags or containers filled with waste or recyclable material.
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The Shuttle Van Driver drives employees to and from assigned locations. Immediately reports any incidents or claims to Operations Manager or Shift Lead. Establishes and maintains effective communication and working relationships with passengers, co-workers, shift coordinators, supervisors, managers, etc.
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Immediately reports any incidents or claims to Operations Manager or Shift Lead. Refuels and maintains shuttle equipment and maintains assigned fuel use logs. + Maintains safe driver designation and applicable physical and dexterity standards.
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Academy is hiring for a CDL Bus Driver position to drive local routes at Newark Airport between the terminals and the P6 parking lot. CDL Bus Driver Shifts Available. CDL Bus Driver Requirements.
$23 an hourFull-timeExpandApply NowActive JobUpdated 8 days ago - UpvoteDownvoteShare Job
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One (1) year of prior work experience as passenger shuttle driver is preferred. The Shuttle Driver drives passengers to and from assigned locations. This role may require a CDL with a specific class and endorsement requirement.
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Union Beer Distributors is a family-run beer distributing company that supplies the highest quality beers available across the northeastern United States. Union Beer Distributors is representative of the market in which we operate.
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Shift would be Tuesday through Friday with occasional Monday and overtime as needed. (CDL) Class A or B, from the state of residence. Shift would be Tuesday through Friday with occasional Monday and overtime as needed.
$25 an hourFull-timeExpandApply NowActive JobUpdated Today
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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.