Marten Transport: Hiring, Background Check & Employment Verification FAQs

Marten Transport was founded in 1946 in Mondovi, Wisconsin, by Roger Marten, who was 17 years old when he borrowed $400 from his mother to buy a truck route and began hauling milk and other dairy products for the Modena Co-op Creamery. The company opened its first terminal in Mondovi in 1965 and moved into interstate refrigerated hauling in 1974. Marten went public on the Nasdaq exchange in 1986 and trades today under the symbol MRTN. Corporate headquarters remain at 129 Marten Street in Mondovi, Wisconsin.

The company is one of the larger temperature-controlled truckload carriers in the country. Marten specializes in freight that needs a refrigerated or insulated environment, including food, beverages, and other consumer packaged goods, and it also runs dry van service. Its operating platforms include truckload, dedicated, brokerage, and MRTN de Mexico. Marten sold the assets tied to its intermodal business, including more than 1,200 refrigerated containers, to Hub Group, Inc. in a transaction that closed effective September 30, 2025, so intermodal is no longer part of the company's service mix.

Marten's footprint spans North America. The company describes a network of more than 20 locations reaching from Mexico to Canada and from California to Florida, supported by a fleet it puts at 3,500 trucks. Marten reports that all of its terminals are solar powered, with panels installed at 15 terminals across the country, and it introduced its first electric vehicle in 2024. Randolph Marten, son of the founder, serves as Chairman of the Board and Chief Executive Officer following the retirement of Timothy Kohl as CEO effective September 30, 2025.

Company culture and employee programs:

Marten describes itself as an international company that still feels like the family business that started with a single milk truck, and it highlights driver retention as a point of pride, noting that it counts over 400 million-mile drivers among its ranks. The workforce mixes over-the-road and regional company drivers, independent contractors, dedicated-fleet drivers, diesel technicians, dispatchers and fleet managers, safety and compliance staff, terminal workers, logistics coordinators, and corporate functions in Mondovi. The company runs an online driver training platform and maintains driver-facing resources including a settlement portal. Pay packages, home-time patterns, and benefits vary by division, domicile terminal, and whether a role is driving or non-driving, so applicants should confirm details with a recruiter.

Yes. Employers in the trucking and freight transportation industry, including Marten Transport, are legally permitted to screen job candidates before hire, provided they follow the applicable federal, state, and local rules. Background screening is governed at the federal level by the Fair Credit Reporting Act (FCRA), which sets requirements for disclosure, written authorization, and adverse action. Motor carriers also operate under Federal Motor Carrier Safety Administration regulations that require specific investigations into a driver applicant's employment and safety history, which is why driver screening in this industry tends to be more structured than in many other fields.

Marten Transport is generally reported to conduct background checks as part of its hiring process, which matches standard practice among interstate motor carriers. Carriers typically review criminal history for both driving and non-driving roles and add driving-specific checks for anyone who will operate a commercial vehicle. The specific components of a Marten Transport background check may vary based on the position, the division, and the state or country where the job is based.

Steps vary by role, but the Marten Transport hiring process generally follows a recognizable sequence. Driver candidates apply through the company's driver application portal and speak with a recruiter who reviews license status, experience, and safety history. Non-driving candidates apply through the corporate careers page and interview with the hiring department. Applicants who move forward usually receive a conditional offer, after which pre-employment checks such as a background report, a motor vehicle record review for driving roles, and any required testing are initiated. Orientation and onboarding follow once those requirements are cleared, with driving roles typically completing safety and equipment training before a first dispatch.

Timing depends on the searches ordered, how fast courts, DMVs, and prior employers respond, and how many jurisdictions are involved. Some reports are completed within a few business days, while records spread across multiple counties or states, or employment verifications that require reaching former carriers, can take longer. Candidates who want to understand what typically drives the timeline can review background check turnaround times.

The employer determines the scope. For a role at a trucking company, a background check may include some or all of the following:

Candidates should review the disclosure and authorization forms they receive, which spell out the searches that apply to their specific role.

Lookback periods depend on the type of search and on state law. Under the FCRA, consumer reporting agencies generally may not report most adverse non-conviction information older than seven years, with exceptions for higher-salary positions and certain record types. Several states impose tighter limits. Driving-related records follow their own rules, since state motor vehicle agencies set their own retention periods for violations and suspensions, and federal safety regulations call for a review of a commercial driver's employment and safety history covering the preceding three years.

Marten Transport has not published a detailed policy on applicants with felony records, and decisions of this kind are typically made case by case. Common considerations include the nature and severity of the offense, how much time has passed, evidence of rehabilitation, and whether the conviction relates to the responsibilities of the job. Many states have adopted "ban-the-box" laws that restrict when employers may ask about criminal history during the application process. Applicants are encouraged to be candid on the application and to be ready to explain their background if the subject arises.

Candidates are normally asked to give written consent before screening begins, usually through a standalone disclosure and authorization form. Expect to provide a full legal name, date of birth, Social Security number, and address history. Driver applicants should also be prepared to supply their commercial driver's license number and issuing state, a detailed employment history covering prior motor carriers, and authorization for the carrier to request safety performance records and query the federal clearinghouse. Complete, accurate information helps route searches correctly and prevents avoidable delays.

The Fair Credit Reporting Act is the US federal law that governs how consumer reporting agencies gather, use, and share background check information. It requires employers to obtain written authorization before ordering a report, to send a pre-adverse action notice with a copy of the report and a summary of rights before finalizing a negative decision, and to allow the candidate to dispute information they believe is wrong. For a detailed look at how the FCRA works together with Equal Employment Opportunity Commission guidance, see this introduction to the Fair Credit Reporting Act (FCRA).

Driving roles carry requirements that office roles do not. Applicants generally need a valid commercial driver's license of the appropriate class, a current DOT medical certification, and a driving record that meets the carrier's safety standards. Federal regulations require motor carriers to obtain motor vehicle records, investigate the applicant's safety performance history with previous DOT-regulated employers, and conduct pre-employment drug testing along with a query of the federal Drug and Alcohol Clearinghouse. Requirements may vary by division and domicile.

Running a personal background check with Checkr lets you preview what Marten Transport may see and helps you catch 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 present verified credentials proactively, build a free Checkr Profile you can share with recruiters and hiring managers.

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.