Expect high miles and high pay for CDL-A Regional Dry Van Team Truck Drivers!
Is your team getting the very best your carrier has to offer? If you feel you’ve had to lower your team’s career expectations, it’s time to take a look at the regional dry van team opportunities with Marten Transport where you can EXPECT THE BEST!
Team advantages and earnings include:
- Pay per driver:
- Average $1,500 - $1,700 weekly pay/driver
- $78,000 - $88,400 yearly pay/driver
- Pay per team:
- Average $3,000 - $3,400 weekly pay/team
- $156,000 - $176,800 yearly pay/team
- Miles per week: 5,500 - 6,500
- Late-model equipment (average 2 years or newer) with APUs, automatic transmissions, grille guards & more
- 99% no touch freight
- Potential for additional detention pay (from 0 to $160 per 24-hour period)
- Potential for additional inclement weather pay (from 0 to $200 per day)
- Potential for additional layover pay (from 0 to $200 per day)
- Potential for additional referral bonus (from 0 to $2,500 per referral with unlimited earning potential)
Additional Benefits:
- Guaranteed minimum pay
- Health, Dental, Vision Insurance
- 401k with company match
- FREE CPAP testing and supplies
- Top Speed 65MPH / 68MPH passing
- Pet policy
- FREE rider program
- Hiring bonus
- Paid time off
- Tuition assistance
- Employee discount program
- Disability insurance
- Flexible spending account
- Health Savings account
- Company paid Life insurance
Qualifications:
- Current CDL-A
- At least 22 years of age
- Must have a minimum of 6 months recent qualified CDL-A driving experience to apply.
- Ability to work and interact with others
Home time and pay may vary by hiring area and specific route details ask a recruiter for details
Background check required. Qualified applicants with arrest or conviction records will be considered for employment in accordance with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act, Fair Credit Reporting Act, or other applicable law. Marten will make an individualized assessment of whether your conviction history has a direct or adverse relationship with the specific duties of the job, and consider potential mitigating factors, including, but not limited to, evidence and extent of rehabilitation, recency of the offense(s), and age at the time of the offense(s).