Schneider: Company Profile & Background Check FAQs

Schneider National, Inc., commonly known simply as Schneider, was founded in 1935 in Green Bay, Wisconsin, where the company remains headquartered. Founder Al Schneider famously sold the family car to buy his first truck, and the business grew over the following decades into one of the premier truckload carriers in the United States, led for many years by his son Don Schneider. The company went public in 2017 and trades on the New York Stock Exchange under the ticker SNDR.

Schneider provides a broad set of transportation and logistics services. Its core offerings include truckload freight (both company-driver and owner-operator capacity), intermodal service that moves containers by rail and truck, and logistics services such as freight brokerage and supply chain management. The company serves customers across the United States, with operations extending into Canada and Mexico.

Schneider operates at major scale. Public reporting describes a fleet of approximately 14,000 trucks and around 40,000 trailers, and the company had approximately 19,400 employees as of 2024. Its workforce includes over-the-road, regional, dedicated, and local truck drivers, along with diesel technicians, warehouse and intermodal workers, freight brokers, customer service representatives, and corporate professionals in Green Bay and other office locations.

As a federally regulated motor carrier, Schneider hires drivers under rules set by the US Department of Transportation (DOT) and the Federal Motor Carrier Safety Administration (FMCSA). These rules shape nearly every step of driver hiring, from license and medical requirements to drug testing and safety history reviews, and they apply on top of the standard employment screening practices found at large companies.

Company culture and employee programs: Schneider is known for its safety-first culture and its structured driver training programs, including paths for new commercial driver's license (CDL) holders and company-sponsored training options. The company offers a range of driving configurations, such as regional, dedicated, and team driving, plus opportunities for drivers to move into training, recruiting, or operations roles. Pay structures and benefits vary by role, driving type, and location, so candidates should confirm specifics during the hiring process.

Yes. Employers in the trucking and logistics industry, including Schneider, are legally permitted to conduct pre-employment background checks on candidates, provided they follow applicable federal, state, and local laws. In fact, for commercial driving positions, federal DOT and FMCSA regulations require motor carriers to perform certain checks, including safety performance history investigations and drug and alcohol screening. Background checks run through a consumer reporting agency are also governed by the Fair Credit Reporting Act (FCRA), which requires disclosure, written consent, and defined adverse action procedures.

Schneider is generally reported to conduct background checks on candidates, and for driver positions this is not optional: federal regulations require motor carriers to verify driving records, investigate prior employment safety history, and run drug and alcohol checks before putting a driver behind the wheel. Non-driving roles, such as warehouse, technician, and office positions, typically involve more standard employment screening. The exact components of a Schneider background check may vary by role and location.

For drivers, the Schneider hiring process typically starts with an online application that collects licensing, work history, and safety information. Recruiters generally follow up by phone to discuss driving positions, pay, and home time. Qualified candidates receive a conditional offer and then complete pre-employment requirements, which commonly include a motor vehicle record review, a DOT physical and drug test, verification of prior employment, and a background check, followed by orientation and any required training. Office and warehouse candidates typically complete interviews with hiring managers before a conditional offer and screening.

Commercial driving roles carry federally mandated requirements that apply at any motor carrier. Drivers generally need a valid CDL appropriate to the equipment, a current DOT medical certificate, and a driving record that meets the carrier's safety standards. Federal rules require carriers to obtain a candidate's motor vehicle record, investigate safety performance history with previous DOT-regulated employers covering the prior three years, and query the FMCSA Drug and Alcohol Clearinghouse for unresolved violations. Carriers may also review crash and inspection history through the FMCSA Pre-Employment Screening Program (PSP). Specific hiring standards, such as minimum age or experience, vary by carrier and position.

Timelines vary with the number and type of searches involved. Motor vehicle records and Clearinghouse queries often return quickly, while county criminal searches and verifications of past DOT-regulated employers can take longer, especially when former employers are slow to respond. Many checks are completed within a few business days. Candidates who want more detail on typical timelines can review background check turnaround times.

The employer determines the exact screening package, and federal rules add required elements for drivers. A background check for a trucking company like Schneider may include some or all of the following:

Candidates should review their disclosure and consent forms to see which searches apply to their specific position.

Lookback windows differ by search type. Under the FCRA, most non-conviction negative information generally cannot be reported after seven years, while criminal convictions can often be reported for longer under federal law unless state law is stricter. DOT rules require carriers to investigate a driver's safety history for the previous three years, and MVR lookback periods are set by each state. Because different rules govern different searches, portions of a Schneider background check may cover different time periods within the same report.

Schneider does not publish a detailed public policy on hiring candidates with felony records, and decisions are typically made on a case-by-case basis. Trucking employers commonly consider the nature and age of the offense, its relevance to safe operation and cargo security, and any licensing consequences, since certain convictions can affect CDL eligibility or hazardous materials endorsements. Many states and localities have enacted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates with records should be honest on applications and prepared to discuss their history with a recruiter.

Candidates will typically be asked to sign a written disclosure and authorization form before a background check is run, as required by the FCRA, and driver applicants complete additional DOT-required consents, including Clearinghouse authorization. Expect to provide your full legal name, date of birth, Social Security number, address history, CDL details, and a complete work history, which for drivers must account for the DOT-required verification period. Accurate, complete information helps prevent delays in orientation and start dates.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information. It requires employers to obtain written consent before ordering a background check, and if an employer intends to take adverse action based on the report, the candidate must first receive a copy of the report and a summary of rights, along with a reasonable opportunity to dispute inaccurate or incomplete information. For a deeper look at the FCRA and 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 Schneider may see and helps you identify potential inaccuracies before they affect your job application. In one secure report you can review:

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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.