Swift Transportation: Company Profile & Background Check FAQs

Swift Transportation traces its beginnings to 1966, when founder Jerry Moyes began hauling freight with a single truck, moving imported steel from the ports of Los Angeles to Phoenix and returning with Arizona cotton bound for Southern California. His original company, Common Market, merged with Swift Transportation in 1972 and took the Swift name. Over the following decades the carrier grew into one of the largest trucking companies in North America.

In 2017, Swift merged with Knight Transportation, another Phoenix-based carrier, to form Knight-Swift Transportation Holdings, a publicly traded company listed on the New York Stock Exchange. Swift continues to operate as a major brand within Knight-Swift, and the combined organization ranks among the largest truckload transportation companies in North America. Swift's operations are headquartered in Phoenix, Arizona.

Swift's fleet has been reported at more than 18,000 tractors, roughly 60,000 trailers, and thousands of intermodal containers. The company's service lines span dry van truckload, dedicated contract carriage, refrigerated freight, flatbed, intermodal, and logistics services, supported by a network of terminals across the country. Its workforce includes over-the-road and dedicated drivers, owner-operators, driver trainers, mechanics and shop technicians, terminal and operations staff, and corporate professionals. Swift also operates driver training programs through its academies, which help new drivers earn a commercial driver's license (CDL) and start their careers.

Company culture and employee programs: Swift places heavy emphasis on safety, compliance, and driver development. Pay, benefits, and home-time arrangements vary by driving position, region, and account, so candidates should confirm details during the hiring process. Common features of employment at a large truckload carrier include:

Yes. Employers in the trucking industry, including Swift Transportation, 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 requires candidate consent, specific disclosures, and adverse action procedures. Motor carriers are additionally regulated by the Department of Transportation (DOT) and the Federal Motor Carrier Safety Administration (FMCSA), which impose their own screening requirements for commercial drivers.

Swift is generally reported to conduct background checks as part of its hiring process, which is consistent with both industry practice and federal requirements for driver positions. Motor carriers must review driving records, verify prior safety performance history, and conduct drug and alcohol testing for safety-sensitive roles. The exact scope of a Swift background check may vary by position, with commercial driving jobs typically subject to the most extensive checks.

Steps vary by role, but the Swift hiring process for drivers typically begins with an online application covering driving experience, license details, and prior employment. Recruiters generally review qualifications and discuss available positions, routes, and pay. Candidates who receive a conditional offer are usually asked to consent to a background check and complete DOT requirements, which include a physical exam and a pre-employment drug test, before orientation is scheduled. Non-driving roles in shops, terminals, and offices follow a more conventional interview-based process.

Turnaround time depends on the searches ordered and the responsiveness of courts, state licensing agencies, and previous employers. Many checks are completed within a few business days, though driver screenings involving multi-state driving records and several years of employment verification can take longer. Candidates can learn more by reviewing typical background check turnaround times.

The employer determines the components of a background check based on the role. For a driving or operations position at a truckload carrier like Swift, a background check may include some or all of the following:

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

The lookback period depends on the search type and governing law. Under the FCRA, consumer reporting agencies generally cannot report most negative information older than seven years, though criminal convictions can often be reported further back and certain exceptions apply. DOT rules define their own windows, such as the three-year safety performance history review for drivers. Some states impose stricter limits, so the reach of a Swift background check can differ by candidate and jurisdiction.

Swift's detailed policies on hiring candidates with felony records are not publicly stated, and decisions are typically made case by case. Carriers commonly weigh the nature of the offense, how long ago it occurred, and its relevance to the safety-sensitive nature of driving, along with insurance considerations. Many states and localities have enacted "ban-the-box" laws that limit when employers can ask about criminal history during the application process. Candidates with records are encouraged to be honest on their applications and prepared to discuss their history with a recruiter.

Candidates are typically asked to provide written consent before a background check begins. Driver applicants should be prepared to supply accurate personal information, including full legal name, date of birth, Social Security number, address history, CDL details, and the employment history that DOT regulations require. Providing complete, accurate information helps searches run in the correct jurisdictions and keeps orientation dates on track.

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 running a background check, and if an employer intends to take adverse action based on the results, it must provide the candidate with a copy of the report and a summary of rights, plus a chance to dispute inaccurate information before the decision is final. For a detailed overview of the law and related 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 Swift Transportation may see and helps 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.