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As a CDL A Local Owner Operator truck driver, you'll build relationships with our trusted customers as you make local deliveries. Driver Referral Program: Earn a bonus for every Owner Operator you refer.
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Our roots are deeply embedded in a tradition of offering exceptional logistics services tailored to the unique demands of the Chemical and Petroleum Manufacturing industries.
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As a Panther owner-operator, you ll run under our operating authority while maintaining full control of your business as an independent contract carrier. We have the support, the miles, and the pay you need to succeed in the owner-operator space.
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Fuel Discount Program that can save an owner-operator over $7000 annually. We allow our owner-operators the option of picking up Health insurance. We are looking for Class A drivers for our owner-operators for our dedicated lanes.
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If you're an Owner Operator looking for consistent freight unlimited miles , 24/7 support & family environment ZA Trucks Inc is the perfect match for you. Job Requirements: Must be Owner Operator with a Sleeper Truck.
$200,000 - $300,000 a yearFull-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Hiring Owner Operators - Regional & OTR. 68% of GROSS Line Haul (if pulling our trailer) [65% if RGN or bigger] 75% of GROSS Line Haul (if using your own trailer) Company Fuel Cards (Comdata) + Discounts.
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National Tenant Services Inc.
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Lease-on incentive is not available to Schneider company drivers transferring to owner-operator requisitions. Tools to help you succeed: Doing business with Schneider means being provided a Samsung tablet you can use inside and outside your cab and having free trailer usage.
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No touch freight All dispatched miles are paid Fuel surcharge on all dispatched miles Safety bonus Low-cost Bobtail/Physical Damage insurance available Low-cost Occupational/Accidental insurance available Free passenger program Easy dry van freight Learn more about the CDL-A owner operator partnership opportunities with Craig Transportation.
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AJ WEIGAND, INC. is an Ohio-based liquid bulk tank truck company seeking high-performance Owner Operators for dedicated work out of FOWLERVILLE, MICHIGAN. In this position, you will be working to serve our customer, running freight to and from: INDIANA, OHIO, PENNSYLVANIA, KENTUCKY, WISCONSIN, GEORGIA, NORTH CAROLINA, and NEBRASKA. AJW strives to provide our customers with timely service, professionalism, and most importantly, a high level of safety.
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When hauling with Mercer, Owner Operators also enjoy several other big perks: FUEL DISCOUNTS (fuel taxes filed and paid) Major discounts on tires, insurance, and services Bonus credits for safety, revenue, and more Searchable load boards and personal load coordinators NO company trucks to compete with THE Owner Operator Company We Measure Success One Owner Operator At A Time Call (888) 426-5190 for details.
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As a large, financially secure carrier and member of The Evans Network of companies, Greatwide can offer CDL-A Owner Operator OTR Truck Drivers the freedom and independence you want with a steady source of freight and high earnings.
$4,000 - $5,000 a weekFull-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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If you're a motivated owner-operator looking for a supportive and customer-focused transportation company, join our Empire National family. Our commitment to exceptional customer service extends to our owner-operators, and we foster clear communication and mutual respect.
$2,500 - $3,500 a weekFull-timeExpandApply NowActive JobUpdated 4 days ago
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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.