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Our nationwide network of dedicated opportunities allows drivers the opportunity to find predictable home time, competitive pay rates, and stable customer freight that best suits their needs.
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Location: Dayton, OH and surrounding areas within a 75-mile radius Job Type: Full-time Overview: We are currently seeking a dedicated Class A CDL driver to join our team based in Dayton, OH. This position offers a rewarding opportunity for drivers looking for consistent routes, competitive pay, and excellent benefits.
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Hogan Transports is Now Hiring CDL-A Dedicated Truck Drivers Industry Leading Pay - Consistent Home Time “People always ask ‘Why Hogan? Top industry pay Consistent home time From dry van to car haul, we haul it all.
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Join KAG today to take advantage of great pay, competitive benefits packages, supportive terminal managers and great equipment! STEP TWO: Complete the KAG Food Products online driver application (Provided upon completion of step one and takes about 10 min.
$70,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Our drivers move freight through our other divisions when they are not on tours or production runs, earning competitive mileage or hourly pay depending on the positionMust be committed to completing the tour once assignedTour durations range between 10 days and 10 monthsProduction runs last 7 days to 21 daysTouring is a completely 'irregular route' opportunity.
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Class A valid drivers license Flatbed Driver Jobs Dedicated Runs We know that home time and great pay are important to drivers. Dedicated Services offers valid drivers license truck driving routes with guaranteed home time, competitive salary and the most miles per truck in the industry.
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Driver referral program. STEP THREE: Connect with an account specialist to discuss available accounts (We’ll contact you at the number provided) KAG Food Products is currently hiring Company Truck Drivers in your area.
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Benefits Competitive weekly pay Medical, dental and vision insurance Life and disability insurance Paid time off 401K TransForce drivers are respected professionals. Your safety is our top priority, and we comply with DOT and FMCSA. Join the TransForce team Apply NOW or call your local recruiter 614-876-2768 ext.
$29 an hourExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Located in the heart of New Ulm, MN, J&R Schugel is now offering miles of opportunities for Class A drivers, featuring a competitive starting pay ranging from $0.57 to $0.65 CPM. Our routes span the length of I-35, stretching East into the Midwest, down to Texas, and extending to portions of the Northeast and Southeast, served by multiple terminals in strategic locations.
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Competitive pay and benefits, including Day 1 Health & Wellness Benefits, Employee Stock Purchase Plan, 401K Employer Matching, Education Assistance, Paid Time Off, and much more. This driver role is responsible for driving a straight truck or van intrastate and/or interstate on local routes to deliver and unload various food and food related products to customers.
Full-timeExpandApply NowActive JobUpdated 11 days ago - UpvoteDownvoteShare Job
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Competitive pay, starting between $0.57 and $0.65 base pay per mile, plus accessorial pay. Orientation pay with transportation, motel (single), and meal coverage. Stable income with bi-annual pay increases based on performance.
Full-timeExpandApply NowActive JobUpdated 9 days ago - UpvoteDownvoteShare Job
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Stop pay (excluding first and last pick up/drop off). Detention pay and Layover Pay. Industry-leading pay structure. If you're a motivated, successful, safety-conscious driver, we want you on our team.
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FEATURED BLOG POSTS
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.