Western Express: Company Profile & Background Check FAQs

Western Express was founded in 1991 by Wayne and Donna Wise and has grown from a small Tennessee operation into one of the larger truckload carriers in the country. The company remains privately held and is headquartered in Nashville, Tennessee, with terminals and facilities located throughout the United States to support its national freight network.

The company is an asset-based carrier, which means it owns and operates its own equipment rather than simply brokering freight. Western Express runs dry van and flatbed divisions along with logistics services, hauling freight for customers across a wide range of industries. Industry profiles describe a fleet of more than 3,000 power units and thousands of trailers, and the company is regularly ranked among the larger truckload carriers in the United States. Business directories list the company's workforce at approximately 4,000 employees, most of whom are professional drivers.

Driving jobs make up the core of the Western Express workforce, including over-the-road dry van drivers, flatbed drivers, regional and dedicated route drivers, and team drivers. The company also hires driver trainers and supports newer drivers through training-oriented programs. Behind the fleet, employees work in dispatch and operations, safety and compliance, maintenance, recruiting, and corporate roles at the Nashville headquarters.

Company culture and employee programs: Western Express promotes itself as a driver-focused carrier and offers paths for newer commercial drivers to gain experience, including opportunities for recent CDL school graduates. Pay structures, home time, and benefits vary by division, route type, and experience level, so candidates should confirm the specifics of any position, including training requirements and equipment assignments, directly with a recruiter during the hiring process.

Yes. Employers in the trucking and transportation industry, including Western Express, are legally permitted to conduct pre-employment background checks on candidates, provided they follow federal, state, and local laws. In the United States, the Fair Credit Reporting Act (FCRA) governs how consumer reporting agencies prepare background reports and requires written consent and specific adverse action steps. Because trucking is federally regulated, Department of Transportation (DOT) and Federal Motor Carrier Safety Administration (FMCSA) rules add further mandatory screening for driver positions.

Western Express is generally reported to conduct background checks as part of its hiring process, which is both standard practice and, for driver roles, a regulatory requirement in the trucking industry. Motor carriers must review a driver applicant's driving record and safety history before allowing them to operate a commercial vehicle. The exact scope of a Western Express background check may vary by position, but driver screening in this industry typically covers criminal history, driving records, prior employment, and drug and alcohol testing history.

The Western Express hiring process for drivers typically starts with an online application or a conversation with a recruiter, during which candidates share their CDL status, driving experience, and work history. Qualified applicants generally complete a DOT-compliant application, consent to background screening, and undergo a DOT physical and pre-employment drug test. Depending on experience, new hires may attend orientation and complete time with a trainer before receiving their own truck assignment. Non-driving roles follow a more conventional path of interviews followed by a background check after a conditional offer.

Turnaround time depends on the searches involved. Motor vehicle records and database searches often return quickly, while county criminal record searches, past employer verifications, and drug and alcohol history checks can take longer, especially when previous employers are slow to respond. Many reports are completed within a few business days. Candidates can learn more by reviewing background check turnaround times.

Screening for commercial driving positions is more extensive than for many other jobs. A background check for a trucking company like Western Express may include some or all of the following:

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

Lookback periods vary by search type. Under the FCRA, most negative information other than convictions generally cannot be reported after seven years, while criminal convictions may be reportable for longer under federal law, subject to stricter rules in some states. DOT regulations set their own windows for driver history, including a three-year safety performance history investigation with previous employers, and motor vehicle record lookbacks vary by state. A candidate's location and the mix of searches ordered determine what time periods apply.

Western Express does not publish a detailed public policy on hiring candidates with felony records, and decisions are typically made case by case. In trucking, employers commonly consider the nature and age of the offense, its relevance to operating a commercial vehicle, and any insurance or customer site access restrictions. Many states have enacted "ban-the-box" laws limiting when employers can ask about criminal history. Candidates with records are generally advised to be upfront with recruiters, since honesty about past convictions is usually viewed more favorably than an omission discovered during screening.

Driver applicants are typically asked to complete a DOT-compliant employment application and sign written consent forms authorizing background screening, driving record checks, safety history investigations, and a Clearinghouse query. Candidates should be ready to provide their full legal name, date of birth, Social Security number, address history, CDL details, and several years of employment history, including any DOT-regulated positions. Accurate and complete information is especially important in trucking, where gaps or discrepancies in work history can delay orientation dates.

Specific standards are set by the company and its insurers and can change over time, so candidates should confirm current requirements with a recruiter. In general, truckload carriers evaluate recent moving violations, preventable accidents, and license suspensions when reviewing an applicant's motor vehicle record, and serious disqualifying offenses under FMCSA rules, such as certain DUI convictions while operating a commercial vehicle, can bar candidates from CDL driving for defined periods. Newer drivers should also expect their limited driving history to be weighed alongside their CDL training record.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information. Employers must obtain written consent before ordering a report, and before taking adverse action based on the results they must provide the candidate a copy of the report, a summary of rights, and an opportunity to dispute inaccurate information. For a fuller overview, see this introduction to the Fair Credit Reporting Act (FCRA) and related EEOC guidance.

Running a personal background check with Checkr lets you preview what Western Express 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.