truck driver

delivery driver

local driver

mail carrier

operations supervisor

I worked in the display area at the Quaker Oats facility. My typical day started off at 6:30 a.m. We would all gather for a brief 2-3 min morning meeting. An old non cordial, guy (supervisor) would go over what numbers you and your associates completed the day before and what you'll need to complete before the shift ends. After the meeting is over, he'll then assign temps/associates to the line you'll be working at. Keep in mind that these individuals are feeling underpaid, overworked, and not all mentally adequate to take instruction and comply with company standard and policies.

What you'll learn is how to set up, and package displays for Quaker Oat's products. You will learn to read production invoices. You will learn that while you inspect all of the material and product, you'll  also have to multi task. The associates should begin and start working on there assignments. But instead, they will take advantage of every second to not do anything or whip out there cell phones when you're not looking. You'll also get associates that will take multiple bathroom breaks that range from 5-20 min. You can not show or express concern. The reason being, is that management is afraid that you'll compromise the temp/associate to walk off the job. SO BASICALLY YOU ARE AT THE ASSOCIATES MERCY. Not to mention that they are short with the training process. Meaning that if you fall into a "I didn't know situation?" The trainer and supervisor will come down on you, and follow up by saying, "Well how could you not know? You're the LINE LEAD!"

My experience with management was brief. I didn't meet with the  Operations manager until the third day of work. He enjoyed to talk. the conversation wasn't engaging, uplifting, or remotely appealing. It seemed very bland and generic. My whole "take away" from hearing his mission, was that he wanted to meet company goals and meet safety standards. He also let me know that if temps/associates were to step "out of bounds" that I could implement fair practices to resolve the situation. In short he said, "We have your back." That was also false. In short the company will promote that it is black and white with their set goals but you will without ah doubt fall into a plethora of gray areas. You can point out all these gray areas in a cordial way but at that point they will find you to be a nuisance. Management will spin it in a way that makes you feel that you are incompetent, and incapable of doing your job.  And as soon as you start making legitimate points then they will dub you as defensive. This part of it was very frustrating.

The work place culture was very diverse. You had people from all ends of the world. Mostly people who really didn't make good choices in life. A very resentful environment. Some people couldn't understand or speak english. It was very hard to communicate goals and tasks.

The hardest part of the job was the physical labor and coordinating all temps/associates.

The most enjoyable part of my time there were the short breaks and the normal 40 hour work week.

This is my transparent and unbiased review on this job. Please keep in mind when reading this review, that it is not to discourage your true potential. But only to enlighten your options. If you do decide to take on this position, I wish you and your family the best of luck.

XPO has a high turnover rate. XPO recently purchased a high priced software system that failed and must continue to use it. This transition took place when the company purchased Conway. A lot of their customers are pulling their business because they haven't received invoices in over a year and feel that XPO is unorganized.  I was part of a mass hiring done to assist in correcting the billing issues and demand payment for invoices that are over a year old. Most of the tenured employees complain of being underpaid and over stressed and as a result have quit or they are being fired. People are being fired and replaced weekly. Their customer complain of never being able to work with the same account specialist and are frustrated. Most of the long term managers on the floor have voluntarily left the company because of the added stress and are being replaced from employees provided by temporary services. Meaning the replacements have no knowledge of the real issues and are unable to assist on the floor.

They took all the cubicals down, so people are literally working side by side, which lets germs, coughs, and sneezes flow free, but H/R will give you an Emergen-C to mix in your drink if you request one.

From my overview, I believe this company is a sinking ship, the captains are abandoning ship. This ship is not about to sail. They are hiring as many people as possible, barely provide training, in effort to try to pull as much past due A/R as possible for the ship sinks.

I was sold in the interview that we were patching holse in a ship about to set sail. I left a great job to come aboard to patch holes in a sinking ship. 

I received one writeup for trying to do my job. I was fired for requesting assistance from a tenured supervisor to resolve a billing issue for a customer and we were able to get the job done. This is only after I had spoke with my supervisor several times, but she was unable assist inn fixing the issue because she is a new employee that came aboard after me. She was ashamed as she is a work in progress and didn't want attention brought to her not having the knowledge she should to assist her team. The short guy in H/R helps create a fictional write up for the supervisor. The lady in H/R helps paint a pretty picture of XPO to get you to take the job. Be careful if you come aboard.

The collection incentive is a max of $300 at the end of the quarter (4mos) for performances over 120%.

WARNING: This job is cut throat. Do not leave a stable job for this job!!! It is not a stable job. People are being fired as quick as they are being hired. The benefits suck, they do not match at the max for 401k. Most every one is replaced within 3mos unless you are hired through a temporary service, then you will remain temporary, with no benefits.

FYI: I never missed one day and was never late.

XPO Air Charter is in existence as a result of the selling of East Coast Air Charter. I was courted by East Coast Air Charter, and relocated from Atlanta to Statesville NC to join a superb team that operated as a family. I absolutely love the on demand segment of the logistics industry. The wealth of knowledge and experience that I have gained is invaluable. When it was East Coast Air Charter, I literally could not wait to get to the office. I usually would log in from home to become familiar with current trips and quotes to be that much ahead of the game upon my arrival.

 I thrived at every opportunity to build upon my knowledge, which was normally the result of an issue. I believe those are the magic moments that provide the opportunity to not only grow, but more importantly, that is when the opportunity to develop Trust. That is a word that is often not accepted for what it is, and what it means. Once you have developed Trust, you can then cultivate that Trust into meaningful, mutually beneficial relationships with invaluable Customers. That is precisely how East Coast Air Charter operated at every moment. My Customer communication standards are stellar, to the extent that it was suggested that I communicate and update the Customer less often (It is easier to pull a rope, verses than having to push it.) As the company grew exponentially, we relocated to a much bigger office, and things slowly started to change. 

In February of this year approximately 4 weeks before the sell, the Vice President of Charter Operations, surprisingly resigned from the company that had been more like a family than an employer. Upon his departure, the culture and positivity dissipated rapidly. There is not a list of things that I can site, just the overall culture and atmosphere was about as far away from where it had been just a few months earlier. I was awakened by my wife with the message to call the person that occupied the still warm chair the morning after the VP pf Ops departure. Once I was connected via telephone, the only words that were relayed to me were “Jon, we have spoken with H.R. and you are released.” I was in absolute shock, and disbelief as a result of that phone call.

 My impeccable Customer service standards is what vaulted me to move 300 miles from the only home that I had ever known. My other employers, references, as well as customers have pledged to endorse my Customer communication skills. My belief is that pressure was applied to cut payroll, and I was selected for some reason that still escapes me to this day. 

I understand that this review may sound closer to a rant. However, any other person in operations will likely recite the same story. 

Now, I am ready to move on to a company that shares the same core values as I do, and utilize the knowledge and experience that I now possess. 


XPO Logistics is a great company to work for & I see Corporate offices are CONSTANTLY innovating by trying to find new/better ways to look out for & take care of its employees. XPO is probably THE BEST company I have ever worked for in terms of what I see them doing and what I could bring to the table - but I don't see the recognition, compensation and job title adjustment I should see by this point in my career with XPO. I understand the position I am in was "created" for me but I argue that this position's "filler" title, compensation & overall role in the company should change or at least be considered with the changing in the job responsibilities, increased demand of responsibilities and innovative structuring of the procurement protocol, and continued success of  meeting deadlines & setting records and with my continuing to exceed ALL of expectations that I have met within this created role. I feel that with my role ever-changing and evolving and with Corporate associates I've built wonderful professional networking relationships with to back me up, my title, compensation rate and overall position within the company should be re-evaluated. 

It is important to note that I have requested this change, to discuss this change, and to make my case with the higher ups in management and even allowed to do so - three months ago. I did a fine job in my presentation who I am, what I am, what I do, and what I deserve with/for/from XPO. I was rewarded with praise, understanding and met in total agreement by everyone present for my presentation -even the Director, however, I was told to I had to wait. I was told they would see what they could do and that hands were tied at the moment but that something was "in the works". That was 3 1/2 months ago to be exact.

So... over three months later, and I am still waiting. No response, no response on the f/u, nada, zilch, zip. I still do a fine job here day in and day out; I still make less than what I deserve in my special, specific position here; I am still vastly unrecognized and underappreciated in the title; I still carry a false title, for what I believe to be payment (or "pay -less") purposes. I feel that all management and hourly associates alike know that I am a valuable asset here, but they know also know they can try to use and pile as much on me as possible, knowing I love a challenge and am STILL trying to prove myself, I guess. I will handle any & all tasks with conquering pride and perfection, but I must ask now - will see a return in the end? Doubtful... but, I continue to keep working hard nonetheless. I have actively starting seeking out other employment not wanting to leave XPO, but forced to due to compensation or the lack there of. 

What XPO should take-away from this review? This is how GOOD, talented, potentially accrediting and "game-changing" associates get away.... just saying. 

In April 2015, XPO bought out NYC's top messenger company, Urban Express. By NYC standards, XPO is the highest paying messenger company (although any job that pays under $80k a year is not enough to afford NYC's obscene cost of living). Metrocards (a messenger working and commuting necessity) are provided in addition to the hourly pay, which is minimum wage. Weekly commissions that exceed the hourly pay are added to the weekly paycheck. When I worked for them, my commissions were about 30-40% higher than my base hourly salary. By comparison, many other NYC messenger services pay lower commissions than the minimum wage, don't pay hourly, and treat their couriers as 1099/"self employed" in order to not pay taxes or provide benefits and to pay their couriers less than minimum wage. Benefits are unusually good for a company in this industry, with paid vacation days/time off, and holiday pay. 

XPO's schedules are later in the day than most other messenger companies (I never started before 9AM with XPO while my previous messenger employers always started at 6AM or 7AM). Most workdays end after 8-9 hours. Some dispatchers are willing to assign the last delivery to an area of Manhattan along the courier's route home. During the holiday season, schedules of over 12 hours are not uncommon due to the increased volume. January and July-August are usually the slowest periods of the year, and the most likely times to have shortened hours.

My biggest problems with XPO had to do with management. They are ineffective in dealing with employee problems or complaints. My final 3 months there, I had to deal with a blatantly racist manager. I complained to upper management about the manager's racism and treatment of me. Upper management ignored my complaints, the manager tried to retaliate against me for filing a complaint against him, and that was why I left. I got my final paycheck on time, but I was immediately locked out of the Workday system, which prevented me from accessing my paystubs or an electronic version of my W2 tax form.

Management's ineptitude was exaggerated by how long it took to get my final W2 information. My final W2 should have been received in January 2017. I never received it, and went to corporate who said they would look into it (and never provided a substitute despite numerous calls and emails). I had to file an extended tax filing for tax year 2016, and ended up filing Federal 1040 in October 2017 using last-minute information I got from the IRS. It took until December 2017 to file my 2016 NY state tax return because of no W2 and the IRS having no information on what I paid in NY state and city taxes.

Until 2017, this was the highest paying job I had ever held. But no amount of money is enough to deal with racism, discrimination, corporate mismanagement, and ineptitude that nearly got me in major trouble with the IRS.

Bad management exists everywhere you work. Companies don't invest as many resources to hire empathetic or kind leaders as they do into hiring effective, results driven leadership. Be prepared for a continuous fall through in communication from management to their drivers. 

XPO Logistics pays very well. However, the hourly and CPM pay of a job is very dependent on how many miles you can get, or how many hours you can get. As a new CDL holder or a driver at a company holding low seniority, you may find yourself getting shorter runs or doing yard work (dock or hostling). This will happen when freight volume is lower, thus less trailers for runs (expect it in the Winter).

A 500+ mile run at Fedex is harder to come by than a 500+ mile run at XPO. Companies with a smaller workforces generally indicate a faster climb up the seniority ladder. When you get hired at an LTL company, you will likely be given a list of runs, and depending on your lifestyle you can prioritize the longer or shorter runs on the list. As you increase in seniority you will be more and more likely to get the runs you want every time.  

Call recruiters and ask how many drivers are on the Night Linehaul board. If the number is under 50, it's likely you'll be getting the runs you want almost every night after 3-6 months of career investment.

If you've never worked in LTL before there are generally two driving categories these companies will offer you.

1: Pick Up and Delivery. This is a day position and is generally paid hourly. you'll drive around in the city with a pallet jack and visit mostly commercial and industrial customers. At a package carrier like UPS, you'll be in a box truck delivering to residential.

2: Linehaul. If you like driving long distances or don't have extraneous family circumstances but like to sleep in your own bed, this is the option for you. Pick Up and Delivery and Night Linehaul are the two positions a company will offer you as a new employee. This obviously pays CPM, and your weekly pay is heavily dependent upon the frequency and length of runs. You won't have enough seniority to get a Day Linehaul position for likely years but even then, when you do you'll be at the bottom of the board. You'll have to build up from getting shorter day runs like you will on the Night Linehaul board.

There is top pay and bottom pay for most LTL companies. If you have less than 6-12 months of experience, you'll receive the entry pay rate. Driving at night can suck over time. You may find yourself burning out and needing breaks faster than if you were working during the day. However, linehaul is the easiest. You arrive to work, receive paperwork for your trailers, hook a set of pups, and dip out. Getting hired at XPO Logistics is a great opportunity with very good pay. But if you want a career and you want to make money, you'll need to be consistent in your work and immune to emotional ebbs and flows of often inconsistent trucking industry.

Management straight up doesn't care. Don't work here as a driver if you have family or even like to sleep as it's like swing shift the first 6 years. They start you out on Flex, say everything is by sonority but they call people in to work dock super early so you can't run and then have brand new drivers run instead if they don't call them in too. You loose $100 to $200 every time they do this. You complain to cooperate and that does NOTHING. They tell you policy is this but can't show you it in the handbook. Things change daily, sometimes in the next breathe or manager you talk too (sometimes with the same manager you just spoke with to clarify something). Then senior drivers turn and burn as fast as they can. They don't care if drivers with less sonority are stuck at that terminal and burn their 16. They expect you to help them and then leave you in the dust. There's no kind of cohesion or comradery there. 

Their own HR quit mid shift. It is a mess. The night shift manager diverts runs so he can have his flex dock workers be highly paid dock workers. They NEED dock workers but they just use flex instead so other terminals have to pay their drivers to deliver loads instead of their flex workers. 

If you work here don't complain or admit anything to other workers. It's like high school where they tattle to the principle to try and get special treatment. There's people that do horrible things where you scratch your head and wonder how they can still work there and then there's people that get fired in a he said/she said nonsense. 

Then there's discrimination by management itself and coworkers. I wouldn't recommend this job to disabled, females or the LBGT community as they seem to pick on them. Consistently treat them horrible and try to set them up for failure. I myself have had to take a step back in disbelief on the things these managers think they have the right to do. Let's call our workers that we gave Christmas Eve off to only to call them Christmas Eve and say you need to come in NOW! Like, what? I don't care if I live right by the terminal, 30 minutes away or I traveled across the country to visit family. You don't do that to your workers. 

Then let's talk COVID. They gave like 2 disposable masks, shut down the terminal a few times for cleaning with REPORTED cases and that's about it. I know it's a mess everywhere but it was basically a good luck situation.

It's a legit almost good place to work if management could quit sabotaging it's workers. The flex drivers coming in means dayshift dock workers get sent home early or no overtime. And let's talk overtime. If you don't work 50, yes 50 hours then you don't see it. Used to get it all the time and there is the work for it but they use the flex instead of hiring new workers or letting you get the OT. It's like management is trying for a bonus by running his terminal as inefficiently as possible. 

I'm the AM CSR @ Xem. I enjoy working here, it's not just a job the people here are more like family. Everyone comes in and greets each other we help each other with questions about routes about customers (what is needed to deliver w/o issues).  I learned a lot about the LTL trucking industry through working here but more from the drivers especially the seasoned drivers. Which gave me understanding of just how freight moves throughout the state and why/how shipments get delayed the transit is all done by truck.  The environment at XEM is welcoming/friendly and everyone is helpful. We have drivers/dockworkers who have been through medical issues, and we never forget about them, even if it's a call every now and then or just a text. Just to let them know we care and are awaiting their return. We have drivers who have left and moved on, but they continue to call or stop by the terminal to visit. Even, my ex-O/B Supervisor always calls me from Honduras to check on me and asks about all the guys and some he still talks to on a regular basis, because as I stated we are like family not just co-workers here!! Management here is great!! I have been here through three Service Center Managers and by far the one we have now has changed the directive at this terminal for the better, the moral the attitude and interaction with management has made everyone more comfortable in expressing their ideas, concerns and issues. Our Human Resources person who comes to our terminal when allotted to be here for our assistance is always coming in early with a smile and laughter, everyone is always happy to see her, not just because they need to speak with her about issues but because she is also part of the XEM family and it's like we missed seeing her from last visit.  She goes over things that sometimes the drivers are not aware of and how they can access information.  We just recently got a new touch computer for employee access only and she has taken the time to help assist some of the drivers with access.  Even though she is not here permanently she definitely makes herself assessable to us for anything we might need assistance with.  I wish, but I also know XEM employees wish she could come here more often. The hardest part about working here is when co-workers move on because as I stated before we are like family here. The happiest times are when we engage together at our company cook-outs, off-site dinners and most times as simple as our daily interactions.

Everything at this company is a numbers game. Everyone from investors, corporate, to immediate managers are concerned with one thing only: Numbers. 

Every person in the company must find a way to hit their numbers at all costs. ALL costs. If that means, cheating, lying, and doing anything short of blatantly illegal activities, then that is what needs to be done. 

As everyone who has experience in statistics or any job where numbers tell a story, you know that they only tell PART of the story. Albeit an important part, but not the whole story. XPO isn't interested in the other part of the story. Their culture is to weed out people or things that are not supporting their specific numbers game until they find someone who will serve up the numbers they need. If you do, it's high praises and high commissions. If you do not, they give you deadlines of termination to pick up your numbers. Often these goals are unrealistic. They ask that you stay longer (10 workdays are expected in all entry-level positions, but this is the start, if you fall behind, you need to stay beyond that to prove you are trying). Or else you fired. 

Being on the operations side of this business (which is most everyone) is extremely mentally exhausting. It is not hard, it is actually FUN a lot of times until something goes wrong, which is often. Every day you come home completely used up. There is no concern (at all) for family or a healthy work/private life. The people who make it in this industry get lucky with being on the right team with the right type of product, and/or they are willing to work 11 hour days on the reg and come in on Saturdays and are not interested in their private lives at all. 

The vision for the company is bold, and the corporate leadership is excellent if you are a wall street investor, but unless you are in management above the second and third levels, this is an extremely exhausting job that can leave you underpaid, over-worked, and left out to dry, or it can be a job where you work a lot (if you like that type of thing) and get paid well. Market conditions determine most of the success or failure, but management will not tell you this. They want you to produce despite what the market is doing. For those that get blessed by being placed in a good market with great product (completely based on chance), this is very beneficial and lucrative, for the others, they are told they need to work harder, make more phone calls, stay later.. etc.. I would not recommend entry level positions in operations or sales to anyone, and I do not know a single colleague that would recommend it to anyone they know either.

I'm going to attempt to explain this succinctly, WORK HARD.

Like everyone else, I started out through a temp agency making very little an hour. Once hired on full time, I made a few dollars more an hour, but my pay period went from every week, to every other week. When open enrollment came along, stock options, retirement, medical, and above average dental benefits were added. After a year, only half a dollar an hour raise. That was an insult. Especially since the cost of living goes up more. So don't expect to get merit, or cost of living raises. Expect MANDATORY OVERTIME, 7-day a week work scheduals, changing policies, and write ups. I hear through the grapevine, that XPO is a european owned company. This company is money driven, and 80% or better daily productivity, will ensure you a position through the layoff season each winter. That is approximately 8 trailers a day. A lot of people have issues with their supervisors, or leads, but they forget that they too are under the gun, and have to report to their boss on each worker's performance. Keeping your head down is a good idea, don't make waves, and above all else, be honest if you make a mistake. Watch out for back stabbers, and gossipers. Don't advertise anything you wouldn't want to hear back over a loud speaker. Competition brings out the very best, and the very worse in your fellow workers. 
I'm not going to bad mouth XPO, because in my hour of need, I got hired. I have watched supervisors get let go and replaced, because they did not want to conform to policies. So no one is exempt. I have also seen Supervisors hired from the outside. This company has a high turnover rate. Are there things that go on that are not right? Yes. Inform your lead, supervisor, or human resources dept. of issues, and they send out e-mails to address those issues. Sometimes this takes time to hear back, and more time to resolve.
There are constant technical issues with the computers. They run off wifi and Comcast, so occasionally, LXE's on forklifts, and yard goats, will freeze up. Just part of doing business. Be sure to keep track of all your down time so you can fill out that form. Otherwise it will drag your productivity numbers way down. Keep a CYA notepad incase you report something, and someone drops the ball passing along the messages. Daily shift change meetings are held to inform and encourage productivity. Safety bingo, and safety slogan drawings, are held to help promote safety. The yard truck take a tremendous amount of wear n tear abuse. Four axle trailers and one axle yard goat? Again, it's all about the extra dollar.

Top Job Titles	Average Salary
Truck driver 321 salaries reported	$34.08 per hour
Delivery driver 496 salaries reported	$31.06 per hour
Local driver 601 salaries reported	$34.52 per hour
Mail carrier 1 salary reported	$100,000 per year
Operations supervisor 3 salaries reported	$74,373 per year

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