Total Quality Logistics (TQL): Company Profile & Background Check FAQs

Total Quality Logistics was founded in 1997 by Ken Oaks in Cincinnati, Ohio, where the company remains headquartered today. TQL operates as a third-party logistics (3PL) provider, functioning primarily as a freight broker. In this model, TQL acts as an intermediary connecting shippers who need to move freight with carriers who have available truck capacity. The company does not own its own fleet of trucks but instead manages the logistics and negotiation between the two sides of each transaction.

Since its founding, TQL has grown into one of the largest non-asset-based freight brokerages in the country. The company handles millions of loads annually and operates in a competitive segment of the logistics industry. Its growth has been driven largely by its sales-focused hiring model, in which freight brokers and logistics account executives build and manage their own books of business by developing relationships with shippers and carriers.

The majority of TQL''s workforce consists of sales representatives, also referred to as freight brokers or logistics account executives, who work in TQL office locations across the country. The company also employs corporate staff across functions including operations, finance, technology, and human resources. In addition, TQL has roles that interface with the carrier side of the business, including carrier representatives and dispatcher-facing positions. Driver roles subject to Department of Transportation (DOT) regulations are also part of TQL''s operational structure, and those positions carry additional federal compliance requirements.

TQL is known for a competitive, high-volume sales environment. The company''s business model rewards performance, and its culture reflects the intensity common in freight brokerage sales organizations.

Company culture and employee programs:

Yes. TQL conducts background checks on candidates across its range of positions, including sales roles, corporate staff, and driver or carrier-facing roles. The scope of the background check may vary depending on the position. Driver roles subject to DOT regulations will typically involve additional screening requirements, including motor vehicle record (MVR) checks and DOT-mandated drug testing, beyond what is required for office-based positions.

A TQL background check typically takes 3 to 5 business days to complete, though the timeline can vary based on the counties being searched, the responsiveness of court record systems, and the volume of information being reviewed. Some checks resolve more quickly, while others that involve out-of-state records or manual courthouse requests may take longer. For more context on what affects screening timelines, see Checkr''s resource on background check turnaround times.

A standard employment background check for a TQL position may include several categories of records. Common components include:

The specific components included in any individual background check will depend on the role and TQL''s screening policies at the time of hire.

Under the FCRA, most consumer reporting agencies are limited to reporting criminal convictions that occurred within the past 7 years for positions with an annual salary below a certain threshold. For higher-earning positions, there may be no statutory lookback limit at the federal level. However, many states have their own restrictions that limit how far back a background check can reach, regardless of salary.

TQL''s standard background check typically applies a 7-year lookback for criminal history. Candidates should be aware that state laws in their jurisdiction, as well as "ban-the-box" laws in certain cities and states, may affect when and how criminal history can be considered in the hiring process.

The Fair Credit Reporting Act (FCRA) is a federal law that governs how consumer reporting agencies collect, share, and use consumer information, including background check data used in employment decisions. The FCRA provides several key protections for job applicants:

These protections apply to all candidates going through TQL''s background check process.

TQL evaluates criminal history, including felony convictions, on a case-by-case basis. A felony conviction does not automatically disqualify a candidate from employment at TQL, but the nature, recency, and relevance of the offense to the role being applied for are all factors in the evaluation.

For sales roles, which involve managing client accounts, handling financial transactions, and representing TQL to business customers, certain conviction types may receive closer scrutiny. Convictions related to fraud, theft, financial crimes, or dishonesty may be considered particularly relevant to positions involving client account management and trust. Similarly, convictions involving violence or conduct that could affect workplace safety may be weighed more heavily.

Candidates with felony records are generally encouraged to disclose accurately and completely on their application. Providing false or incomplete information is typically more damaging to a candidacy than the underlying record. In jurisdictions with fair chance hiring laws, TQL may be required to delay criminal history inquiries until later in the hiring process.

TQL does not have a blanket policy excluding all candidates with criminal records. The evaluation of criminal history distinguishes between the type of offense, whether it was a misdemeanor or felony, how long ago it occurred, and how directly it relates to the responsibilities of the role.

Minor offenses or convictions that are several years in the past are generally less likely to result in disqualification than recent or serious offenses. The role being applied for also matters: a conviction with limited relevance to a corporate operations role may be evaluated differently than one being considered for a client-facing sales position.

Candidates with criminal records are advised to be transparent during the application process and to be prepared to discuss their history if asked. In some jurisdictions, local fair chance or ban-the-box ordinances provide additional procedural protections for candidates with records.

Yes. Drug testing is part of TQL''s onboarding process. Candidates who receive a conditional offer of employment are typically required to complete a drug test before their start date.

For driver roles and other positions subject to DOT regulations, TQL is required to follow DOT-mandated drug and alcohol testing protocols. These requirements include pre-employment testing as well as random, post-accident, and reasonable suspicion testing during employment. DOT-regulated testing screens for a specific panel of substances as defined by federal guidelines.

For sales and office-based roles, drug testing is conducted as a standard pre-employment step but is not subject to the same federal DOT framework.

Hiring requirements at TQL vary by role. General requirements that apply broadly across positions include:

For sales and account executive roles, TQL often prefers candidates with a bachelor''s degree, though equivalent work experience may be considered. Strong communication skills and a competitive mindset are commonly cited as preferred attributes for sales positions.

For driver roles and positions subject to DOT regulations, additional requirements apply:

TQL''s hiring process generally follows these steps for most positions:

Candidates who want to review their own background information before applying to TQL or any other employer have options available through Checkr. Running your own check allows you to see what may appear in an employer-ordered report and address any inaccuracies in advance.

If you have an open background check through Checkr, you can track its status and get support through the Candidate Portal or visit the Checkr Help Center for answers to common candidate questions.

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.

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.