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We welcome those with experience in jobs such as Order Selector, Courier Controller, and Straight Truck Driver and others in the Transportation to apply. Valid driver’s license—no CDL required (License type varies by state.
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We welcome those with experience in jobs such as Heavy and Tractor-Trailer Truck Driver, Refrigerated Freight Driver, and Teammate and others in the Transportation to apply.
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No experience is needed, but you may be a great fit if you have experience in the public or private transportation industry such as a delivery driver, professional driver, chauffeur, luxury driver, truck driver, school bus driver, taxi driver or cab driver.
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Our Women+ Connect is here to improve the ride experience for all drivers and riders. Drivers can cash out any time with Express Pay. Drivers enjoy flexibility with no hourly requirement.
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No experience is needed, but you may be a great fit if you have experience in the transportation industry such as a delivery driver, professional driver, truck driver, taxi driver or cab driver.
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Required: No more than 6 jobs in the last 3 years Required: 4+ months of driving experience required Preferred: 1 year truck driving experience, but not necessary Required: Background Check required Required: Clean Drug Test required Required: Clean Clearinghouse result required Required: For all flatbed driver opportunities, the driver must be physically able to lift a 90-pound tarp onto a 5-foot high platform twice.
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Making Rideshare Better: Diverse communities are stronger, more interesting communities. You might consider driving with Lyft to earn extra money, driving with Lyft is a great way to supplement your part time or full time income.
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Local Intermodal Driver (Based on Location) Regional and OTR Runs available *Experience:* 6 + months. Job Description:* Haul intermodal container in and out of the rail ramps, 100% drop and hook no-touch freight.
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1,000 Sign on Bonus - CDL A Driving Experience, But No Car Hauling Experience. $3,000 Sign on Bonus - 1 Year of Qualified Car Hauling Experience. No More Than 2 Points on Driving Record.
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Western Express has immediate openings for entry level company truck drivers! (CDL-A required) *INTERESTED IN BEING A DRIVER TRAINER? Dependable equipment: 1-1/2 year average truck age + brand new 2024 tractors.
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Regional Van Truckload truck driver - Western 11. + Credit for Military Experience and Military Apprenticeship programs, plus more military benefits. + Haul 95% no-touch freight with dry van trailers.
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Preferred - 2+ years experience safely operating a box truck. Ability to safely operate a box truck and a clamp forklift. Possess a valid regular driver’s license, some states may require a Class D license – No CDL required.
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Job Title: Amazon DSP Box Truck/DOT Delivery Driver - at least $22.25/ hour, Portland, OR, HPD1. As a delivery driver, you’ll be driving an Amazon-branded, DOT regulated truck ranging from 15-26’ in length, stay active, work independently, and be part of a motivated team that safely delivers Amazon packages to customers in your community.
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Choose Flatbed or 100% no-touch Dry Van freight. $1,000 driver referral bonuses – unlimited! Drive with Western for 3 months or more and you can qualify as a driver trainer! With our paid training, steady miles and numerous perks, Western Express is your best first step into the trucking industry.
$100,000 a yearFull-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Exciting Truck Driver Job Opportunity. 100% reefer no-touch freight - Top customers include Nestle & Sargento Foods. Run OTR Miles Nationwide, NO Northeast Lanes. Join our family-owned carrier boasting 35 years of experience in the industry, operating 60 trucks out of North-Central Wisconsin.
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no experience truck driver jobs in Portland, Laramie, Wyoming
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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.
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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 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.