Heartland Express: Hiring, Background Check & Employment Verification FAQs

In a 2022 press release, Heartland Express described itself as an irregular route truckload carrier based in North Liberty, Iowa, focused on medium to short haul regional freight. The release says the company went public in 1986 and, as of August 2022, operated through the brands Heartland Express, Millis Transfer, Smith Transport, and CFI. It identified Michael Gerdin as chairman, president, and CEO.

In December 2025, the trade publication Inbound Logistics reported that Heartland would fully integrate CFI's U.S. operations effective December 31, 2025, with CFI's U.S. fleet rebranded under the Heartland Express name and its Mexican subsidiary unaffected. The report said Heartland planned to keep CFI offices in Joplin, Missouri, West Memphis, Arkansas, and Laredo, Texas, and to offer current CFI employees the chance to continue working for Heartland Express.

Heartland recruits drivers through its driver recruiting site, driveheartland.com, which lists company driver, team, owner operator, and student options, along with dedicated, regional, over-the-road, local, intermodal, and relay route types. The site also promotes a nationwide terminal network with truck service, showers, laundry, and lounges for drivers. Roles other than driving may be screened differently from driver positions.

Company culture and employee programs:

Heartland's website says its drivers are key to the company's success and promotes a commitment to safety, home-time schedules, and keeping drivers busy and productive. Its recruiting site highlights regional and over-the-road runs with weekly home time and late-model trucks. Pay, home time, and benefits may vary by driver type, route, and terminal, so candidates should confirm specifics with a recruiter.

Yes. Employers in the trucking and truckload freight industry, including Heartland Express, 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 candidate consent, disclosure, and adverse action. For commercial drivers, federal motor carrier safety rules add driver-specific checks.

Heartland Express is generally reported to conduct background checks as part of hiring, with the scope depending on the role. Trucking carriers move valuable freight and operate heavy equipment on public roads under federal driver-qualification rules, so screening is standard across the industry. A Heartland Express driver background check will usually go further than one for an office position.

The Heartland Express hiring process typically starts with an online application through driveheartland.com or a conversation with a recruiter. Driver applicants may be asked about licensing, endorsements, and driving history, and the company lists a contact-a-recruiter page on its main site. After a conditional offer, candidates are usually asked to consent to a background check and complete any required testing and paperwork before starting. Steps may vary by role and terminal.

A Heartland Express background check can take from a few business days to longer, depending on the searches ordered and how quickly courts, licensing agencies, and prior employers respond. Driver checks that include previous-employer safety history can take more time than a single criminal search. Candidates who want to understand typical timelines in more detail can review background check turnaround times.

A Heartland Express background check may include criminal history, identity, and employment checks, with driving and drug-testing steps added for driver roles. Possible components include:

Candidates should review the disclosure and consent forms they receive to see which searches apply to their position.

Heartland Express may require a drug test for driver roles, because federal DOT rules generally require a verified negative result before safety-sensitive work begins. Under 49 CFR 382.301, an employer generally may not let a driver perform safety-sensitive functions until it has received a verified negative controlled substances test result, unless an exception applies. Requirements for non-driving roles may differ, and candidates should ask their recruiter what applies.

The lookback period for a background check depends on the type of search and the laws of the state or country where the candidate lives or worked. In the United States, the FCRA generally limits consumer reporting agencies from reporting most negative information older than seven years, with certain exceptions for higher-salary positions and specific record types such as convictions. Some states have stricter limits. Candidates with records in multiple jurisdictions may see different lookback windows applied to different searches within the same report.

Heartland Express is generally understood to review candidates with criminal records case by case, so outcomes may depend on the role and the record. Relevant factors may include the type of offense, how much time has passed, and the duties of the job, such as driving a commercial vehicle. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history, and driver roles may also be shaped by federal driver-qualification rules and licensing standards.

Candidates typically need to give written consent before a Heartland Express background check begins, usually through a disclosure form during hiring. Applicants should be ready to provide their full legal name, date of birth, Social Security number, and address history, and driver applicants should have CDL details, endorsements, and prior employer information on hand. Accurate information helps searches run in the correct jurisdictions and avoids delays.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, employers must obtain written consent before running a background check, provide a copy of the report and a summary of rights if they intend to take adverse action based on the results, and allow the candidate an opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA applies to background checks, visit Fair Credit Reporting Act (FCRA).

A Heartland Express driver background check typically includes a motor vehicle record and a check of prior DOT-regulated employers, in addition to criminal and identity searches. Under 49 CFR 391.23, a motor carrier must inquire with each driver's licensing authority for the driver's prior three-year motor vehicle record within 30 days of the date employment begins, and investigate the driver's safety performance history with DOT-regulated employers during the preceding three years. Applicants should have license details, endorsements, and previous trucking employers ready, since those records can affect timing.

Heartland's driver recruiting site lists a student driver option, so newer drivers may be able to apply, though requirements may vary. Student applicants typically still go through the same kinds of screening steps as other driver applicants, such as consent, identity checks, and driving record review. Candidates can ask a recruiter which program details and requirements apply to their situation.

Running a personal background check with Checkr lets you preview what Heartland Express 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.