160 Driving Academy: Hiring, Background Check & Employment Verification FAQs

160 Driving Academy was founded in 2012 by Steve Gold, who set out to build a more accessible path into the trucking industry. The company grew from a single operation into what it describes as the first nationwide network of commercial driver's license training schools, serving both individual students changing careers and corporate partners that need trained drivers. Its corporate office is at 5990 West Touhy Avenue in Niles, Illinois, in the Chicago area.

The school's core product is entry-level driver training. Programs include Class A commercial driver's license instruction, a refresher course for drivers returning to the road, entry-level driver training courses that satisfy federal requirements, and hazardous materials certification, along with test preparation and endorsement guidance. Students can pay through several channels, including monthly financing and Workforce Innovation and Opportunity Act funding where they qualify, and the organization is registered as a training provider under the federal entry-level driver training framework. Beyond the classroom, 160 runs employer-facing services such as job placement support, onsite recruitment, and industry partnerships that link graduates with carriers.

The company operates training locations in communities across the country and states publicly that it has trained hundreds of thousands of students since it began. It describes itself today as backed by New York City based financial institutions and led by a professional management team with backgrounds in vocational education, workforce development, and operations, having moved beyond its original founder-led structure. Roles at the organization commonly include commercial driving instructors, yard and range staff, student success advisors, admissions and enrollment representatives, school directors, compliance staff, and corporate teams in marketing, finance, and technology.

Company culture and employee programs:

160 Driving Academy centers its public messaging on safety and student outcomes, and its instructors are generally experienced commercial drivers who bring road experience into the training environment. Instruction spans classroom theory, vehicle inspection, range maneuvers, and on-road driving, so instructional staff hold current commercial credentials and work closely with students throughout a program. Pay, schedule, and benefits vary by location, role, and whether a position is instructional or administrative, and state licensing rules can affect instructor qualifications, so candidates should confirm specifics with the hiring team.

Yes. Employers in the vocational education and commercial driver training industry, including 160 Driving Academy, are legally permitted to conduct pre-employment background checks on job candidates as long as they follow applicable federal, state, and local law. In the United States, employment screening falls under the Fair Credit Reporting Act (FCRA), which sets out disclosure, written consent, and adverse action obligations. Driving schools also operate under state licensing rules and federal entry-level driver training standards, which can impose their own requirements on instructor qualifications and records.

160 Driving Academy is generally reported to conduct background checks as part of its hiring process, which is consistent with practice among training providers and schools. Staff work directly with adult students, operate commercial vehicles on training ranges and public roads, and in some cases handle enrollment paperwork and tuition information. The scope of a 160 Driving Academy background check may vary by role and location, since an instructor behind the wheel and a corporate marketing employee do not carry the same responsibilities.

Steps vary by position, but the process usually starts with an online application through the company's careers page. Candidates are typically contacted by a recruiter or school director for an initial conversation, followed by one or more interviews covering experience, credentials, and schedule availability. Instructor candidates should expect their commercial driver's license, endorsements, and driving history to be reviewed, and some states require specific instructor certification. Applicants who receive a conditional offer are generally asked to authorize a background check before onboarding and training begin.

Turnaround depends on which searches are ordered, how responsive courts and previous employers are, and how many jurisdictions a candidate's history covers. Many reports are returned within a few business days, while searches spanning multiple counties or states can take longer. Candidates who want to understand the moving parts can review background check turnaround times.

The employer decides the components. For a driver training organization, a background check may include some or all of the following:

Candidates should review the disclosure and consent documents provided during hiring to see which searches apply to their role.

Lookback limits depend on the search type and on state law. The FCRA generally prevents consumer reporting agencies from reporting most adverse information older than seven years, with exceptions for convictions and higher salary positions, and several states impose stricter rules. Driving records follow separate state schedules that determine how long violations remain visible. A candidate who has lived in multiple states may see different windows applied within the same report.

The company does not publish a detailed policy on applicants with felony records, and these decisions are typically made case by case. Relevant factors often include the nature and age of the offense, its relationship to the duties of the job, and any licensing or federal disqualification rules that apply to commercial driving and instruction. Many states have enacted "ban-the-box" laws restricting when employers may ask about criminal history during the application process. Candidates are encouraged to answer honestly and be prepared to discuss their background.

Applicants are typically asked to sign a written authorization before any screening starts, usually as part of a disclosure form issued during hiring. Candidates should be ready to supply accurate personal details, including full legal name, date of birth, Social Security number, and address history, and instructor candidates should also have license and endorsement information available. Providing accurate information helps searches run in the correct jurisdictions and reduces delays.

The Fair Credit Reporting Act is the federal law that governs how consumer reporting agencies collect, use, and share background check information. Employers must obtain written consent before ordering a report, provide a copy of the report and a summary of rights before taking adverse action based on it, and allow the candidate to dispute inaccurate information before a final decision. Checkr's guide to the Fair Credit Reporting Act (FCRA) explains how it interacts with Equal Employment Opportunity Commission guidance.

Instructor roles typically add a driving layer to the standard checks. Employers generally pull a motor vehicle record, confirm that the license class and endorsements match what the role requires, and verify prior driving employment. Because instructors operate commercial vehicles, Department of Transportation drug and alcohol testing rules and medical certification standards may also apply, and some states set their own qualification standards for driving school instructors.

Running a personal background check with Checkr lets you preview what 160 Driving Academy may see and spot potential inaccuracies before they affect your application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To share verified credentials with recruiters proactively, build a free Checkr Profile.

Check your report status in the Candidate Portal. Or, visit the Checkr Help Center for FAQs, dispute steps, and to contact support.

The resources and information provided here are for educational and informational purposes only and do not constitute legal advice. Always consult your own counsel for up-to-date legal advice and guidance related to your practices, needs, and compliance with applicable laws.