Starting a commercial driving career without prior experience is highly feasible due to the ongoing high demand for qualified drivers. Many large carriers have established internal training pipelines, offering company-sponsored programs that allow new entrants to gain a Commercial Driver’s License (CDL). These programs minimize financial barriers, providing a direct route from novice applicant to professional driver. This model gives individuals a structured path into a stable profession while ensuring the industry maintains a steady supply of new talent.
Essential Requirements Before You Apply
Before enrolling in any commercial driver training program, prospective drivers must meet several prerequisites established by federal and state regulations. The first step involves obtaining a valid Commercial Learner’s Permit (CLP) from your home state by passing a series of written knowledge tests. This permit allows you to operate a commercial motor vehicle (CMV) on public roads only when accompanied by a licensed CDL holder.
Applicants must also pass the Department of Transportation (DOT) physical examination, confirming they are medically fit to operate a CMV safely. This exam tests hearing, vision (requiring at least 20/40 in each eye), and general physical health. Federal regulations mandate drivers must be at least 21 years old to engage in interstate or Over-the-Road (OTR) driving, which is the focus of most entry-level positions. A clean Motor Vehicle Record (MVR), free of disqualifying violations like driving under the influence (DUI), is also necessary for acceptance into training and subsequent employment.
Choosing Your Training Pathway
New drivers generally have two primary pathways for obtaining a Commercial Driver’s License: company-sponsored training or attending an independent private trucking school. The choice between these two options involves weighing upfront costs against long-term career flexibility.
Company-sponsored CDL training programs, often offered by mega-carriers, significantly reduce or eliminate the initial financial burden of tuition. The company typically covers the cost of instruction, lodging, and transportation to the training facility. In exchange for this support, the driver signs a contract, usually committing to work for the sponsoring carrier for a set period, commonly 12 months or more, to repay the training cost through service. If the driver leaves early, they must pay back the remaining prorated tuition cost.
Conversely, attending an independent private trucking school requires the student to pay the full tuition upfront, which can range from $3,000 to over $10,000. While this route involves a higher initial expense, it offers significantly more freedom upon graduation. Graduates are not bound by an employment contract and can immediately apply to any carrier, potentially negotiating a better starting wage or selecting a specialized route. Some carriers, like Werner and Schneider, also offer tuition reimbursement programs for drivers who graduate from private schools, paying back a portion of the tuition over the first year of employment.
Major Trucking Companies That Hire and Train New Drivers
The industry’s largest carriers actively recruit and train inexperienced drivers through dedicated internal programs. These structured programs ensure new drivers are immediately integrated into the company’s safety culture and operational standards.
Swift Transportation
Swift Transportation operates the Swift Academy, offering a low-cost CDL training program designed to get drivers licensed in approximately four weeks. The company covers education, books, and transportation costs under a tuition-assistance program. This program requires a commitment to drive for Swift for a specific period, often 26 consecutive months, to fully satisfy the training agreement. After obtaining the CDL, graduates are paired with a mentor for several weeks of paid, on-the-road training before transitioning to solo driving.
Werner Enterprises
Werner Enterprises partners with external schools, such as Roadmaster Drivers School, to provide CDL training and offers a tuition reimbursement program. Drivers who complete their training and join Werner can receive up to $6,000 to cover the cost of their education, paid out over time. Werner drivers benefit from operating a modern fleet, and the company offers diverse driving divisions, including dedicated and temperature-controlled routes.
Schneider
Schneider offers a paid CDL Apprenticeship Training (CAT) program, which typically lasts about five weeks and includes both classroom instruction and hands-on experience. Candidates in the CAT program are compensated for their time in training and are often provided with lodging and meals. Upon completion, drivers are required to sign an employment agreement, often for a shorter duration than competitors, such as a nine-month commitment, to repay the training cost.
CRST
CRST is known for its company-sponsored training program, which requires one of the shortest post-CDL employment commitments in the industry, often just 10 months. The company covers the full tuition cost in exchange for this service commitment. CRST utilizes both its own driving school and a network of certified partner schools, offering a path to obtain a Class A CDL in as few as two to three weeks of intensive instruction.
Prime Inc.
Prime Inc. offers a comprehensive training program that requires no upfront cost, provided the driver commits to working for the company for one year after obtaining their CDL. During the initial CDL instruction phase, students receive a weekly loan for living expenses. Once licensed, drivers enter the Training Non-CDL (TNT) phase, where they receive a guaranteed minimum weekly pay while completing 30,000 to 50,000 miles of team driving with a certified trainer.
Roehl Transport
Roehl Transport operates its “Get Your CDL” program, structured as a paid job from day one, rather than a traditional school. New hires are paid a weekly rate during the three-week CDL instruction period. The agreement requires the driver to work for Roehl for 120,000 solo miles, which typically takes about 15 months, to avoid repaying the value of the training. This model is attractive because drivers earn income throughout the entire process.
What to Expect from Entry-Level Contracts and Training
The transition from training to full-time employment involves a structured post-licensing period, characterized by lower initial compensation and extensive time spent away from home. Drivers who utilize company sponsorship enter into a contractual commitment, typically ranging from 10 to 26 months, to repay the training investment through dedicated service. Breaking this agreement prematurely requires the driver to repay the prorated tuition cost.
During the initial phase after earning the CDL, drivers usually enter a finishing program that involves extensive Over-the-Road (OTR) training with a seasoned mentor. This on-the-job training period can last anywhere from one to several months, with some carriers requiring up to 50,000 miles of supervised driving. Compensation during this time is structured differently than solo pay; drivers often receive a lower mileage rate split between them and the trainer, or a guaranteed minimum weekly pay.
Many entry-level positions, especially with OTR carriers, begin with team driving, where two drivers operate the truck in shifts to maximize miles and efficiency. This arrangement means drivers will be away from home for extended periods, frequently two to four weeks at a time, before earning a few days of home time. The initial low pay and extended time away allow the company to recoup its training investment while the driver gains necessary experience.
Maximizing Your Success After Training
Successfully completing the contract period requires a focus on safety, professionalism, and strategic goal setting to leverage the initial experience into better opportunities. Maintaining a perfect safety record is important, as this foundational period establishes a driver’s long-term insurability and eligibility for premium positions. Zero preventable accidents and clean inspection reports demonstrate reliability to carriers and future employers.
New drivers should proactively manage their finances, especially if a training loan or tuition reimbursement is involved, by ensuring the service commitment is fulfilled efficiently. Once the initial contract is satisfied, the driver can leverage their one to two years of OTR experience to transition into specialized or higher-paying roles. This experience opens doors to dedicated routes, which offer more predictable schedules and better home time, or specialized freight divisions like flatbed or tanker, which often command higher mileage rates due to additional skill and endorsement requirements.