XPO Logistics: Hiring, Background Check & Employment Verification FAQs

The company that became XPO traces back to May 1989, when Michael Welch and Keith Avery founded what was originally called Express-1 Expedited Solutions. In 2011, entrepreneur Brad Jacobs acquired a controlling stake in the company and rebranded it as XPO Logistics, launching an aggressive growth strategy built on acquisitions. XPO expanded rapidly through the 2010s, acquiring companies including Norbert Dentressangle, a major European transport and logistics firm founded in 1979, and Con-way, a major American LTL and truckload carrier. XPO is headquartered in Greenwich, Connecticut, with a European headquarters in Lyon, France.

In 2021, XPO spun off its contract logistics and warehousing business as a separate public company, GXO Logistics, and later spun off its European transportation business as well, allowing XPO to focus specifically on North American and European LTL and truck brokerage operations. The company rebranded from XPO Logistics, Inc. to simply XPO, Inc. in 2022. Today, XPO operates roughly 592 locations globally, employs approximately 37,000 people, and generates more than $8 billion in annual revenue, competing with carriers such as Old Dominion, FedEx Freight, and Estes Express.

XPO's workforce is centered around LTL truck drivers, dock workers, and service center staff, supported by driver training schools that XPO operates as part of its distribution network. Given the safety-sensitive nature of commercial trucking, driver qualifications and safety records are a central part of the company's hiring process. XPO has also faced legal challenges related to driver classification, including allegations regarding independent contractor arrangements for port and rail drayage drivers.

Company culture and employee programs: XPO emphasizes operational scale and network density as competitive advantages in the LTL freight market, along with ongoing investment in driver training facilities and equipment. The company has stated commitments to safety and service reliability across its North American and European operations. Benefits, scheduling, and advancement opportunities can vary by role and location, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the commercial trucking and freight industry, including XPO, are legally required to conduct pre-employment background checks on driver candidates under federal Department of Transportation (DOT) regulations, in addition to being permitted to screen other employees under standard employment law. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires employers to obtain written consent, provide disclosures, and follow adverse action procedures.

XPO is generally reported to conduct background checks as part of its hiring process, which is both standard practice and federally mandated for commercial truck drivers under DOT regulations, including reviews of driving history and prior employment with other DOT-regulated carriers.

The hiring process for driver positions at XPO typically includes an application, verification of commercial driver's license (CDL) qualifications, a review of driving and employment history, a DOT-mandated drug and alcohol screening, and a background check prior to a final offer. XPO also operates its own driver schools to train new commercial drivers.

Background check timelines can vary based on the type of screening requested and how quickly records, including DOT-required employment history verifications, can be completed. Learn more about typical background check turnaround times to understand what factors can affect the process.

A typical pre-employment background check for a commercial driving role may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though DOT regulations require review of a commercial driver's employment and safety history going back at least three years, and certain driving record checks may cover a longer period depending on state law.

Hiring decisions involving candidates with criminal records are generally made on a case-by-case basis, taking into account the nature of the offense, how much time has passed, and its relevance to a safety-sensitive commercial driving role. Some states have adopted "ban-the-box" laws that restrict when employers can ask about criminal history during the hiring process.

Candidates for driver roles can generally expect to provide personal information such as full legal name, date of birth, and Social Security number, a valid commercial driver's license, and signed consent authorizing the background check, in compliance with FCRA and DOT requirements.

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how employers can use background check information in hiring decisions. It requires employers to notify candidates before running a check, obtain written consent, and follow specific adverse action procedures if a decision is made based on background check results.

Running a personal background check with Checkr lets you preview what XPO may see during the hiring process, helping you address any concerns before you apply. A personal background check can include:

Learn more about Checkr Personal Background Checks and explore your Checkr Profile to see what information may appear in your own background check.

If you're a candidate with a background check in progress through Checkr as part of your application to XPO or another employer, you can check your status through the Candidate Portal. For additional support, visit the Checkr Help Center.

The information provided in this article does not, and is not intended to, constitute legal advice. All information is for general informational purposes only. Checkr does not guarantee the accuracy, completeness, or usefulness of this information and is not responsible for any errors or omissions, or for the results obtained from the use of this information. This article may contain links to other third-party websites. Such links are only for the convenience of the reader. Checkr does not endorse the contents of the third-party sites and disclaims any affiliation with the companies mentioned in this article unless otherwise stated.