- UpvoteDownvoteShare Job
- Suggest Revision
Job Description:* Haul intermodal container in and out of the rail ramps, 100% drop and hook no-touch freight. Class A CDL Must be flexible with schedule Must be willing to undergo background check This position offers benefits options for an individual or a family, including medical, dental, prescription, life insurance plans and more.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
2023-2024 Freightliners and Kenworths 2,500 to 3,000 miles per week Operating Area: Everywhere but Northeast and West Coast Primary Focus Areas: Southeast and Midwest 70% Drop and Hook Freight 100% No Touch Freight Pet and Rider Policy Blue Cross and Blue Shield Insurance (dental, medical, and vision) New Trailers You can take the truck home with you.
$75,000Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
OTR Truck Driver Position(s) Available Running Areas: Midwest Mid Atlantic Southeast No New York City (NYC) Average Miles: 2,800-3,200 miles per week on average Type of Work: LOTS of Drop and Hook Our freight is preplanned throughout the week which means no waiting for loads to be dispatched.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Long OTR average length of haul, longer for teams 100% No Touch Freight High percentage of drop & hook Consistent take-home pay week to week Paid Vacation No Deposit Pet Policy Free Rider Program Current model trucks Industry-leading retirement programs with matching 401K and Free ESOP shares.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
This CDL A truck driver position offers no-touch freight with mostly drop and hook loads, We offer a sign-on bonus, $1,000 orientation pay and an average of $1,300 to $1,500 per week with a minimum pay program to ensure you never have a small paycheck.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Stay moving: 100% no-touch freight and 60-80% drop and hook! Western Express has immediate openings in our Dry Van division for company drivers and driver trainers.
Up to $100,000 a yearExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
- Suggest Revision
100% No-Touch Freight, 80% Drop & Hook. From incredibly flexible home time to unmatched dispatcher support and competitive weekly pay, our drivers are given the resources to excel on their own terms, both on AND off the road.
$1,200 a weekFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
99% no touch freight with 85% drop and hook. 07CPM - this covers everything from oil change to any repairs - you are never out of pocket for repairs or preventative maintenance - so you dont ever have worry about big repair billsRider and pets allowed from day one.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
99% No Touch Freight and 65%Drop& Hook Home Time:East of the Mississippi River: Home every 2 weeks (14 days) West of the Mississippi River: Home every 3 weeks (21 days) Compensation and Benefits:Pay Rate: $0.62 per mile (includes per diem) Guaranteed Weekly Pay: $1,250 Average Weekly Mileage: 2,000 to 2,700 miles Benefits: We offer a comprehensive benefits package to support our drivers.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
We haul no touch freight and its drop and hook. We have solo and team positions available. We haul no touch freight and its drop and hook. 40 CPM for soloContact us today if you have any questions or would like an application.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
100% no-touch freight, 40% drop and hook. STEP TWO: Complete the online application (provided upon completion of STEP ONE and takes about 10 min) The average age of equipment is 1 year and 2 months.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Local Intermodal Driver (Based on Location) Regional and OTR Runs available Experience: 6 + months. This position offers benefits options for an individual or a family, including medical, dental, prescription, life insurance plans and more.
$1,300 - $1,600 a monthFull-timeExpandApply NowActive JobUpdated 30 days ago - UpvoteDownvoteShare Job
- Suggest Revision
As part of this function, Tractor Trailer drivers drop, hook, spot, or otherwise interchange equipment for loading or unloading at various locations under varied conditions. This employee operates designated tractor-trailer combinations for extended periods of time, over long distances between company facilities, terminals, or worksites to pickup, transport, and deliver freight in a safe, timely, and efficient manner.
Full-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
- Suggest Revision
80% Drop and Hook and 100% No-Touch Freight. 80% Drop and Hook! Pet and Rider Policy. Have the ability and ambition to drive 2800-3200 miles a week.
Full-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
- Suggest Revision
No touch freight-Preloaded drop & hook. All employment is decided on the basis of qualifications, merit, and business need. Settlements and payroll processed weekly. Working for Lipsey is a great opportunity for drivers who want to be successful, make money, and be treated as a respected team member.
Full-timeExpandApply NowActive JobUpdated 1 month ago
drop and hook jobs Title: driver in Knoxville, TN
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.