U.S. Xpress: Company Profile & Background Check FAQs

U.S. Xpress was founded in 1985 by Max Fuller and Patrick Quinn and is headquartered in Chattanooga, Tennessee. The carrier grew rapidly through the 1990s, going public in 1994 and acquiring transportation companies around the country; by 1998 it ranked among the largest publicly traded trucking firms in the United States. The founders took the company private again in 2007, and it returned to the public markets in 2018.

In 2023, Knight-Swift Transportation Holdings, one of North America's largest truckload carriers, acquired U.S. Xpress in a deal valued at approximately 808 million US dollars. U.S. Xpress has operated as a subsidiary of Knight-Swift since then, continuing to run under its own brand out of Chattanooga.

The company's services center on over-the-road truckload shipping and dedicated contract carriage, in which trucks and drivers are committed to specific customer freight networks. According to Wikipedia, as of 2025 U.S. Xpress fields a dedicated fleet of 2,000 trucks with 2,300 drivers and operates eleven terminals across the United States. Its workforce includes company drivers, owner-operators who contract with the carrier, and office staff in operations, fleet management, maintenance, safety, recruiting, and other corporate functions.

Company culture and employee programs:

As a large trucking employer, U.S. Xpress recruits both experienced drivers and newer drivers building their careers, and it has offered dedicated, over-the-road, and team driving configurations. Driver pay, home time, and benefits vary by route type, region, and experience level, while corporate roles follow more traditional schedules at its Chattanooga headquarters and terminal locations. Candidates should confirm current pay packages, benefits, and training options with a recruiter, as offerings change over time.

Yes. Employers in the trucking and transportation industry, including U.S. Xpress, are legally permitted to conduct pre-employment background checks, provided they follow applicable federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires written consent, clear disclosures, and adverse action procedures. Trucking companies are also regulated by the Federal Motor Carrier Safety Administration (FMCSA), which imposes additional screening obligations for drivers of commercial motor vehicles.

U.S. Xpress is generally reported to conduct background checks on driver applicants and other hires, which is standard, and in many respects federally required, practice in the trucking industry. For commercial drivers, Department of Transportation (DOT) regulations require carriers to review driving records, verify safety history with previous DOT-regulated employers, and conduct pre-employment drug testing. The specific scope of a U.S. Xpress background check may vary by position, and office roles may involve a narrower screening than driving jobs.

For drivers, the hiring process typically starts with an application that collects licensing, employment, and accident history details. Recruiters generally review qualifications and driving experience, and qualified candidates move on to consent-based screening that commonly includes a motor vehicle record review, verification of prior DOT-regulated employment, a DOT physical if a current medical certificate is not on file, and a pre-employment drug test. Approved drivers then complete orientation before being assigned to a fleet. Office and corporate candidates follow a more conventional path of interviews followed by a background check after a conditional offer.

Turnaround time depends on the searches involved and how quickly courts, state driving record systems, and former employers respond. Many background checks are completed within a few business days, though verifying several years of employment history with multiple past carriers can extend the timeline. Candidates can learn more by reviewing background check turnaround times.

Each employer determines which screenings to include, and DOT regulations shape what trucking companies must review for driver roles. For a position at a carrier like U.S. Xpress, a background check may include some or all of the following:

Candidates should review the disclosure and consent forms provided during hiring to understand which searches apply to their role.

Lookback periods vary by search type and applicable law. Under the FCRA, most negative information older than seven years generally cannot be reported by consumer reporting agencies, though criminal convictions can often be reported further back and some exceptions apply. For drivers, DOT rules require carriers to investigate the previous three years of safety performance history with DOT-regulated employers, and driving record reviews typically cover the period reported by each state. State laws can impose stricter limits on criminal history reporting, so windows may differ across a single report.

U.S. Xpress does not publicly publish a detailed policy on hiring candidates with felony records, and decisions are typically made on a case-by-case basis. In trucking, factors often include the nature of the offense, how long ago it occurred, its relevance to operating a commercial vehicle, and any restrictions tied to specific freight or customer requirements. Many states have adopted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates with records should be honest on their application and prepared to discuss their history with a recruiter.

Driver applicants will typically be asked to provide written consent for a background check, along with a valid commercial driver's license, Social Security number, date of birth, address history, and a detailed accounting of recent employment, including any DOT-regulated positions. Candidates should also expect a pre-employment drug test and a DOT medical certification requirement for driving roles. Providing accurate, complete information helps verifications go smoothly and prevents delays in orientation scheduling.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information, including the driving records and employment verifications used in trucking. Under the FCRA, employers must obtain written permission before ordering a background check, and if they intend to take adverse action based on the results, they must provide a copy of the report and a summary of rights, then allow the candidate time to dispute inaccurate information. For more on how the FCRA and Equal Employment Opportunity Commission (EEOC) guidance apply to hiring, see this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what U.S. Xpress 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.