Stevens Transport: Company Profile & Background Check FAQs

Stevens Transport was founded in 1980 by Steve Aaron, who set out to build a new kind of refrigerated transportation company for shippers across North America. More than four decades later, the company remains privately held and family-owned, with founder Steven L. Aaron serving as chairman and chief executive officer and members of the Aaron family in senior leadership roles. The company is headquartered on a 75-acre campus just minutes from downtown Dallas, Texas.

The company describes itself as one of the largest refrigerated carriers in America, specializing in transporting time-sensitive, temperature-controlled, and dry-expedited commodities across the United States, Canada, and Mexico for a customer list that includes Fortune 500 companies. Its service lines span truckload, dedicated and regional, intermodal, food-grade tanker, international, and third-party logistics offerings. Stevens also states that it has never had a layoff in more than 45 years of operation.

Stevens Transport runs a modern fleet and has invested in satellite communications, trailer tracking telematics, camera safety systems, and alternative power units. The workforce includes over-the-road and regional company drivers, owner-operators in its contractor division, fleet maintenance technicians, and corporate staff in operations, sales, driver resources, and logistics. The company also operates a CDL training program for new drivers and a program for military veterans transitioning into trucking careers.

Company culture and employee programs: The company's stated philosophy is that "success begins and ends with people," and its recruiting emphasizes driver-focused programs, including paid CDL training pathways for candidates without experience, a contractor division for owner-operators, driver awards, and a Million Mile Club recognizing safe long-tenured drivers. Pay, home time, and benefits vary by fleet and role, so candidates should confirm current details with a recruiter.

Yes. Employers in the trucking and logistics industry, including Stevens Transport, are legally permitted to conduct pre-employment background checks, provided they follow applicable federal, state, and local laws. In fact, motor carriers are required by the Federal Motor Carrier Safety Administration (FMCSA) to complete certain driver screening steps. Background checks prepared by a consumer reporting agency are also governed by the Fair Credit Reporting Act (FCRA), which requires disclosure, written consent, and adverse action protections.

Stevens Transport is generally reported to conduct background checks on driver candidates, which is both standard practice and, in several respects, a regulatory requirement in interstate trucking. DOT regulations require carriers to verify a driver applicant's safety performance history with previous DOT-regulated employers covering the prior three years, review driving records, and complete drug and alcohol screening steps. The exact scope of a Stevens Transport background check may vary by position, with non-driving office and shop roles typically screened differently than CDL drivers.

For drivers, the process typically begins with an application through the company's website or a recruiter, followed by a review of driving history, work history, and qualifications. Experienced drivers generally provide CDL details and employment history, while candidates without a CDL may apply through the company's training program. Qualified applicants are usually invited to orientation, where paperwork, drug testing, physicals, and road evaluations are commonly completed before a driver is assigned to a fleet. Office, maintenance, and corporate candidates typically follow a more traditional application and interview path, with a background check after a conditional offer.

Many background checks are completed within a few business days, but driver screening can take longer because it involves multiple components: motor vehicle records, previous employer safety verifications, drug test results, and criminal record searches across the counties where a candidate has lived. Slow responses from courts or former employers are the most common sources of delay. This overview of background check turnaround times explains what drives the timeline.

For a DOT-regulated carrier like Stevens Transport, driver screening is broader than a typical retail background check. Depending on the role, it may include:

Candidates should review their disclosure forms and DOT paperwork to understand each component that applies.

Different components have different lookback periods. Under the FCRA, most negative information other than convictions generally cannot be reported after seven years, and some states apply a seven-year cap to convictions as well. DOT safety performance history covers the previous three years of DOT-regulated employment, while MVR lookback windows vary by state. Because trucking candidates often have multi-state histories, different searches within the same report may cover different time spans.

Stevens Transport does not publish a detailed public policy on hiring candidates with felony records, and decisions are typically made case by case. Carriers commonly consider the nature and age of an offense, its relevance to operating a commercial vehicle, and any customer or insurance requirements that apply to specific freight. Many states have "ban-the-box" laws that limit when criminal history can be asked about during hiring. Candidates with records are generally encouraged to be upfront with recruiters, since honesty about driving and criminal history tends to matter a great deal in trucking hiring decisions.

Driver applicants will typically be asked to provide written consent for a background check along with a detailed application covering the past several years of employment and residence, CDL information, and driving history. Expect to supply your full legal name, date of birth, Social Security number, and license details, and to complete DOT-required drug testing and medical certification steps. Accurate and complete information, especially about past employers and violations, helps prevent delays and discrepancies during verification.

The Fair Credit Reporting Act is a federal law that governs background checks prepared by consumer reporting agencies. It requires employers to obtain written consent before ordering a report, to provide a pre-adverse action notice with a copy of the report and a summary of rights before making a negative decision based on it, and to let candidates dispute inaccurate information. These rights apply to truck drivers just as they do to any other applicant. Learn more in this introduction to the Fair Credit Reporting Act (FCRA) and EEOC guidance.

Running a personal background check with Checkr lets you preview what Stevens Transport may see and helps you identify 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 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.