ABF Freight: Company Profile & Background Check FAQs

ABF Freight was founded in Fort Smith, Arkansas, in 1923 as OK Transfer, a small local carrier. The company operated under that name until 1935, when it acquired Arkansas Motor Freight and adopted that company's name, later evolving into ABF Freight System as it expanded far beyond its Arkansas roots. The company marked its 100th anniversary in 2023 and remains headquartered in Fort Smith, Arkansas.

Today, ABF Freight is a subsidiary of ArcBest, a publicly traded logistics company that has been its parent organization for decades. ABF specializes in less-than-truckload shipping, in which freight from multiple customers is consolidated on the same trailer and moved through a hub-and-spoke network. The carrier operates roughly 240 service centers spanning North America, handling regional and long-haul freight for business customers across the United States, Canada, and Mexico.

ABF Freight has been described as the nation's largest unionized LTL carrier, with much of its driver and dock workforce represented by the Teamsters. The company employs more than 10,000 people, according to its LinkedIn profile, in roles that include city and road drivers, dockworkers, freight handlers, mechanics, service center managers, and corporate staff in areas like operations, sales, and technology. Driver hiring is a continual focus, and the company also operates driver training programs to develop new commercial drivers.

Company culture and employee programs: ABF emphasizes safety and professionalism in its driver workforce, and union representation shapes wages, benefits, and work rules for many frontline roles. Specifics vary by position, location, and collective bargaining agreement, so candidates should confirm details during the hiring process. Common features of employment at a large LTL carrier include:

Yes. Employers in the trucking and logistics industry, including ABF Freight, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow applicable federal, state, and local laws. In the United States, background screening is governed by the Fair Credit Reporting Act (FCRA), which sets requirements for consent, disclosure, and adverse action. Trucking companies are also subject to Department of Transportation (DOT) and Federal Motor Carrier Safety Administration (FMCSA) regulations that impose additional screening requirements for drivers of commercial motor vehicles.

ABF Freight is generally reported to conduct background checks as part of its hiring process, which is consistent with industry practice and, for driving positions, with federal requirements. Motor carriers are required to verify a driver's qualifications, review driving records, and conduct drug and alcohol testing under DOT rules. The scope of an ABF background check may vary by role, with commercial driving positions typically subject to the most extensive requirements.

While steps differ by role and location, the ABF hiring process typically starts with an online application. For driver positions, candidates generally complete an application that covers their driving history and prior employment, followed by interviews and a review of qualifications such as CDL class and endorsements. Candidates who receive a conditional offer are usually asked to consent to a background check and, for driving roles, complete a DOT physical and pre-employment drug test before a start date is confirmed. Dock, mechanic, and office roles follow a similar but often shorter path.

Turnaround time depends on the searches involved and how quickly courts, previous employers, and state agencies respond. Many checks are completed within a few business days, but driver screenings that include multi-state driving records and several years of employment verification can take longer. Candidates can learn more by reviewing typical background check turnaround times.

The employer determines which searches to include based on the role. For positions at an LTL carrier like ABF Freight, a background check may include some or all of the following:

Candidates should review the disclosure and consent documents they receive to confirm what applies to their role.

Lookback periods depend on the type of search and applicable law. Under the FCRA, consumer reporting agencies generally cannot report most negative information older than seven years, though criminal convictions can often be reported further back and some exceptions apply. DOT rules set their own windows, such as the three-year safety performance history review for drivers. Some states impose stricter reporting limits, so how far back an ABF background check goes can vary by candidate, role, and location.

ABF Freight does not publicly publish a detailed policy on hiring candidates with felony records, and decisions are typically made case by case. Employers commonly weigh the nature of the offense, the time elapsed, and the responsibilities of the role, and driving positions may involve additional considerations tied to insurance and federal requirements. Many states and localities have enacted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates with records are encouraged to be honest on applications and prepared to discuss their background.

Candidates are typically asked to provide written consent before a background check begins. Applicants should be prepared to supply accurate personal information, including full legal name, date of birth, Social Security number, and address history. Driver applicants generally also provide their CDL details, driving history, and prior employer information covering the period DOT regulations require. Accurate, complete information helps the screening process move quickly and reduces the risk of delays.

The Fair Credit Reporting Act is a federal law governing how consumer reporting agencies collect, use, and share background check information. It requires employers to obtain written consent before running a background check, and if an employer intends to take adverse action based on the report, it must provide the candidate with a copy of the report and a summary of rights, plus an opportunity to dispute inaccurate information before finalizing the decision. For a detailed overview of the law and related Equal Employment Opportunity Commission (EEOC) guidance, visit this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what ABF Freight may see and helps you identify potential inaccuracies before they affect your job application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To showcase verified credentials proactively, build a free Checkr Profile you can share with recruiters, hiring managers, or potential employers.

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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.