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Our proprietary application processing system (APS) uses a sophisticated algorithm to match and automatically send qualified driver applications to the trucking company in real time. For additional information about Company Drivers, including what is a Company Driver, pathways to securing a driving job, financial investment requirements, personal characteristics, average salaries and compensation structures of Company Drivers, visit.
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Compensation $1,750 average weekly pay Bonuses $5,000 sign on bonus $3,000 Driver Referral Bonus Program - No Limit On Number of Referrals! Valid CDL-A With Tankers and Hazmat Endorsements Must Have or Be Willing to Obtain TWIC Card 1 Year Tractor Trailer Experience Within the Last 3 Years or 1 Year Tanker Experience in the Last 10 Years.
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Driver Referral Program. 401k with Company Matching. No Driver Facing Cameras. No major convictions (DWI, DUI, Hit and Run, Homicide or Assault, Suspension or Revocation, Reckless Driving) within the past 5 years.
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And it gets better Driver Positions Pay Weekly Home weekends if based in Lewistown, PA area Home at least every other weekend if based further outside of Lewistown, PA Must be able and willing to drive into Canada Must be able to drive manual transmission Solo Miles Pay: $0.63 per Mile with 2500 Miles per Week Van Stops Pay: $16.37 per Stop Plus $107.56 per Dry Van unload.
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If you're a motivated, successful, safety-conscious driver, we want you on our team. Experience the respect and balance you deserve in a company that values its drivers. We're not just a company; we're a 100% employee-owned family.
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As a company driver, we offer you a broad range of opportunities. Drive for Artur - OTR Company Driver Openings. Milesand money - Our OTR solo drivers average 2,800 - 3,000 miles per week.
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WEL Companies has been family owned and run for nearly 50 years!
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STEP THREE: Connect with a Dollar General recruiter to discuss our professional driver opportunities (we’ll contact you at the number provided) We are excited that you have decided to join the trucking industry, and we want to help you launch a successful career as a professional truck driver.
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FEATURED BLOG POSTS
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.