CRST The Transportation Solution, Inc.: Company Profile & Background Check FAQs

CRST was founded in 1955 as Cedar Rapids Steel Transport by Herald "Smitty" Smith and his wife Miriam, who famously started the business out of a 125 dollar chicken coop with no trucks or customers. Smith built the company on a simple insight: trucks hauling livestock to Chicago were returning to Iowa empty, and he convinced Chicago firms to fill those empty trucks with steel bound for Cedar Rapids. The company grew steadily, and under second-generation leadership it expanded nationally through acquisitions of niche carriers, including Malone Freight Lines in the Southeast, Specialized Transportation Inc., Gardner Trucking, NAL Group, and most recently BCB Transport, a Texas truckload carrier acquired in 2023.

Formerly known as CRST International, the company adopted the name CRST The Transportation Solution, Inc. and remains privately held, headquartered in the CRST Center in downtown Cedar Rapids, Iowa. The company has reported annual revenues of approximately 1.5 billion dollars, with a network of more than 30,000 transportation service providers and roughly 6,000 drivers. Its operations are organized into four business units: Capacity Solutions, Dedicated Solutions, Home Solutions, and Specialized Solutions, covering long-haul truckload freight, dedicated fleets for specific customers, in-home delivery of large goods, and high-value or specialized shipments.

CRST's workforce includes over-the-road and dedicated truck drivers, many of whom operate in team driving arrangements, along with owner-operators, warehouse and logistics staff, fleet managers, safety and compliance professionals, and corporate teams in Cedar Rapids and other locations. The company has been recognized by major customers for service quality, including being named a Carrier of the Year by The Home Depot.

Company culture and employee programs: CRST has publicly emphasized driver-focused culture initiatives, including its "Gold Rules" program launched in 2014 to center company decisions on drivers' needs. The company historically operated a driver training academy and continues to recruit both new and experienced CDL drivers through training partnerships and apprenticeship-style programs. Pay structures, home time, and benefits vary by fleet, route type, and experience, so candidates should confirm the details of a specific driving position during recruiting.

Yes. Employers in the trucking and logistics industry, including CRST, are legally permitted to run background checks on candidates, and for commercial drivers much of the screening is required by federal regulation. Background reports prepared by a consumer reporting agency are governed by the Fair Credit Reporting Act (FCRA), which mandates disclosure, written consent, and an adverse action process. Motor carriers must also comply with Department of Transportation (DOT) and Federal Motor Carrier Safety Administration (FMCSA) rules that require specific checks on driver applicants.

CRST is generally reported to conduct background checks on driver and non-driver applicants alike, consistent with standard practice among large motor carriers. For CDL drivers, federal rules require carriers to review driving records and verify recent employment history, and drug and alcohol testing is federally mandated. The scope of a CRST background check may vary by position, with driving roles typically screened more extensively than corporate or warehouse roles.

Driver candidates typically complete an online application or speak with a recruiter, who reviews qualifications such as CDL status, driving experience, and work history. Qualified applicants generally move through DOT-required steps, including a review of their motor vehicle record, verification of prior employers, a DOT physical, and pre-employment drug testing, along with a background check. New drivers may attend orientation and, in some programs, complete on-the-road training with an experienced co-driver. Corporate and warehouse applicants follow a more traditional path of interviews followed by pre-hire screening after a conditional offer.

Many trucking background checks are completed within a few business days, but driver screening involves multiple components, including motor vehicle records, employment verifications, and drug test results, which can each affect the timeline. Verifying work history with past carriers can take longer when previous employers are slow to respond. Candidates can read more about what drives timing in this guide to background check turnaround times.

Screening for trucking roles is broader than in many industries because of federal requirements. A CRST background check for a driving position may include some or all of the following:

Candidates should review their disclosure forms to confirm exactly which searches apply to their role.

Lookback periods differ by search type. Under the FCRA, most negative information other than convictions generally cannot be reported once it is more than seven years old, while criminal convictions can often be reported further back under federal law, subject to stricter limits in some states. DOT rules set their own windows: carriers must verify employment history for the preceding three years, and motor vehicle records typically reflect roughly three to seven years of driving history depending on the state.

CRST does not publish a detailed public policy on hiring candidates with felony records, and decisions are typically made case by case. Motor carriers commonly consider the nature and age of an offense, its relevance to operating a commercial vehicle or entering customer homes for delivery roles, and any customer site requirements. Many states and cities have "ban-the-box" laws that limit when criminal history can be discussed in hiring. Candidates with records are encouraged to be upfront with recruiters, since honesty about history is generally weighed more favorably than an omission discovered later.

Applicants are typically asked to sign a background check disclosure and authorization form, and driver candidates must also complete DOT-required paperwork covering employment history and driving credentials. Candidates should be prepared to provide their full legal name, date of birth, Social Security number, address history, CDL number and issuing state, and the names and contacts of recent employers. Complete and accurate information helps verifications finish faster and keeps orientation dates on track.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies assemble background reports and how employers use them. Employers must obtain written consent before ordering a report, and if the results could lead to a rejected application, the employer must provide a copy of the report and a summary of rights, then allow the candidate time to dispute inaccurate information before making a final decision. Truck drivers also have additional rights under DOT regulations to review and comment on safety performance history collected from past employers. Learn more in this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what CRST may see and help 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.

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.