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A Duie Pyle is seeking an experienced, motivated full-time Night Class A Shuttle Truck Driver in Streetsboro, OH. This position pays $32.60 per hour. Family-owned since 1924, A. Duie Pyle provides engineered logistics solutions and consultative services utilizing our vast network of LTL Service Centers, strategically located warehouses, Dedicated fleet operations and specialized Truckload services through Pyle Logistics.
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Contacts customers regarding delivery or coordinates with the truck driver to call the customer. Class A CDL License - In locations with multi-unit CMV (tractor trailer & flatbed) a class A license is required to operate.
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Safety-Kleen in Kent, OH 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.
$22 - $24 an hourFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Make the shift and fuel your career as a CDL Class A Truck Driver for Penske. Immediate Opportunities: Full-time Class A CDL Truck Drivers. Penske Logistics is a wholly owned subsidiary of Penske Truck Leasing.
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Driver is responsible for driving a tractor trailer or straight truck on intrastate and interstate local, over-the-road (OTR), shuttle, and overnight and drive and drop routes for the purpose of delivering and/or unloading food and food related products to customers in a safe and timely manner and in accordance with Department of Transportation (DOT) regulations.
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Hiring requirements: 12 months recent tractor trailer experience CDL-A with hazmat and tanker endorsement Preferred: TWIC Card and Passport Preferred (company reimbursed) Must meet Highway Transport’s MVR requirements System Driver must live within 100 miles of service center.
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The Clearinghouse is a secure online database that provides real-time information about commercial driver’s license (CDL) and commercial learner’s permit (CLP) holders’ drug and alcohol program violations.
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Ready to put your truck-driving career in high gear? When you join Penske, you join a team of professional truck drivers committed to delivering products safely and on time. Late model, Penske Truck Leasing trucks.
$32.5 an hourFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Now hiring non-CDL drivers and movers! We hire for attitude and train for skill; however, experience in general labor positions such as truck driving, construction, landscaping, or warehouse labor is helpful.
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KAG Specialty Products, a division of Kenan Advantage Group, is currently hiring Dedicated Company Truck Drivers in YOUR area! Now Seeking CDL-A Company Drivers! Driver referral program.
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Minimum Driver Eligibility & Hiring Criteria: Current Class A CDL and DOT physical Clean driving record (accidents, traffic violations, etc.) 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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Sysco has immediate job openings for dependable CDL A Delivery Truck Drivers to safely and efficiently operate a tractor-trailer and manually unload/deliver various products (meats, produce, frozen foods, groceries, dry goods, supplies, etc.
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You work directly with your assigned Driver assistant for Dispatching and all Driver needs. Drivers' Legal plans available for CDL defense. A valid CDL-A license. You work directly with your assigned Driver assistant for Dispatching and all Driver needs.
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Class A CDL Company Truck Driver - Dedicated Account! Top Class A Truck Drivers can make $75,000-$80,000 yearly, potential for more! We are looking for Professional Class A Truck Drivers to join our team.
$75,000 - $80,000 a yearFull-timeExpandApply NowActive JobUpdated 8 days ago
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.
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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
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.