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Class A CDL with Hazmat and TWIC. This includes a $0.15 (loaded mile only) extra pay based on weight hauled. Pay per mile includes $0.20 freight surcharge that is reevaluated month to month.
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Position Description Immediately Hiring a Dedicated SOLO Class A CDL Driver in Sharonville, OH and we want the right Employee to Drive with us at Ryder. If you decide not to use it - we pay you the remaining balance at your hourly pay rate.
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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.
Full-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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CDL Class A Reefer and Van Opportunities: Dedicated, Regional, and OTR Driving Positions Available. Orientation pay with transportation, motel (single), and meal coverage. Competitive pay, starting between $0.57 and $0.65 base pay per mile, plus accessorial pay.
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Average Weekly Pay is $1,400 a week. With our freight increasing and our miles available, we need Class-A drivers with at least 6 months of tractor-trailer driving experience. Valid CDL A license.
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Minimum Driver Eligibility & Hiring Criteria: Current Class A CDL and DOT physical Clean driving record (accidents, traffic violations, etc.) Your business needs reliable flatbed freight and fast pay, especially when the freight market is tight.
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Class A CDL Truck Driver – Earn $110,000 Annually! 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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Valid Class A CDL. Hogan utilizes first-class equipment and advanced technology to help our drivers be successful. $0.94 CPM split + Stop Pay. Vacation and Holiday Pay.
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Pull an Oakley End Dump, Hopper Bottom, or Pneumatic Tank while enjoying one-on-one dispatch that ensures you'll always have your next load waiting. Our fleet is 100% owner-operated, running End Dumps, Hopper Bottoms, and Pneumatic Tanks in the U.S. and Canada.
Full-timeExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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Enjoy competitive pay, ongoing safety training, and a company that puts you first. Additional Details: Pay dependent on needed home time, products trained, schedule flexibility. Pay Range: $4000-5000+ wk.
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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?
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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.
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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.
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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
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