Schneider National reviews

A lot of opportunity to move around the company and improve skills in all areas of logistics. Impressive company to climb ladder and they have a road map to get there if you want to take the journey

Some concern since becoming a public company that financial pressure to grow drives all aspects of the company. Catering to stockholders and more short-term initiatives to keep stock price up.

Schneider has the best bonus and profit-sharing plans in the trucking industry for their employees. Also, in addition to matching 401k, each February ,they have an additional payout based on your years of service that add to your 401k . Kind of like a pension contribution.

Mark Rourke is strong leader who understands the culture of Schneider having started at the bottom and climbed his way to the top. Great success story

Schneider has a great company culture and I feel fortunate to have had a long career with them. Wish I had started with them right out of college and spent my whole career with them.

Just drawing from my many years' experience working for them.

They pay very well for top performers

Very diverse company and they continue to emphasize this

Feel they have one team all pulling together and they treat everyone well

Company itself founder on solid ground. Has the best training culture in the industry

After joining the stock market, it started showing cracks, like drivers leaving the organization for others. Some of the junior leaders have relaxed/don’t care attitude towards the drivers

Training

Top CEO’s doing there best mean while, junior leaders are helping themselves without caring the drivers

First, the junior leaders should be rotated through all driver groups within their equivalent group after a certain amount of years to avoid compliance/comfort and bias within the driver groups

I have never had an interview with Schneider National for the past 10 plus years that I have been with the organization

I think the junior leadership is bias with work assignments but compensation is slightly lower than the national one

Demographic is sugarcoating word and appears cute. But when rubber meets the road, work assignment, it’s who is who not who will deliver.

My work ethic’s for over 40 years. Do to the best of my knowledge, ability and if there is no FUN, I go and find where is at.

More home rime

Nothing notable

The flexibility of career paths allows individuals to explore various industries and roles, adapting to their changing interests and skills. It enables professionals to pivot and pursue new opportunities without feeling constrained by a single trajectory. This flexibility also encourages continuous learning and skill development, as individuals can acquire new knowledge and expertise to transition into different fields. Additionally, it fosters a sense of adaptability and resilience, as professionals can navigate unexpected changes in the job market or industry trends. Ultimately, the flexibility of career paths empowers individuals to create a fulfilling and dynamic professional journey.

They do not value their employees in the maintenance shop.

Management, Team leaders, regional managers. They are not on the same page.

Weekly pay. Time off. Vacation.

The people and challenges that I get to solve on a daily.

The schedule when it comes to a 2nd and 3rd shift associate

Healthcare

Company itself founder on solid ground. Has the best training culture in the industry

After joining the stock market, it started showing cracks, like drivers leaving the organization for others. Some of the junior leaders have relaxed/don’t care attitude towards the drivers

Training

Top CEO’s doing there best mean while, junior leaders are helping themselves without caring the drivers

First, the junior leaders should be rotated through all driver groups within their equivalent group after a certain amount of years to avoid compliance/comfort and bias within the driver groups

I have never had an interview with Schneider National for the past 10 plus years that I have been with the organization

I think the junior leadership is bias with work assignments but compensation is slightly lower than the national one

Demographic is sugarcoating word and appears cute. But when rubber meets the road, work assignment, it’s who is who not who will deliver.

My work ethic’s for over 40 years. Do to the best of my knowledge, ability and if there is no FUN, I go and find where is at.

Great company to work for

My manager & team are very results driven

Lack of training new employees

2nd shift

They do not value their employees in the maintenance shop.

Management, Team leaders, regional managers. They are not on the same page.

Weekly pay. Time off. Vacation.

Lots of hours and work

Technology slowed the process of making money

Health benefits

Driving meeting new people

Nothing Everything was good

Overtime Install appliances