Schneider National Interview Questions & Reviews

Interview Details – Applied online, contacted by a recruiter. Easy to get in as long as you can prove you are a good safe driver with a clean criminal and DRUG FREE background. Company checks driving record and screens with DOT urine and hair follicle.
2 week process over the phone with recruiter (I was still with another company so they worked with my schedule) 3 week training: week1 greyhound bus to Green Bay,WI for classroom and skills. Hotel rooms are double booked- I had a roommate. Week2 greyhound to Chicago more classroom for the week with hard skills in the truck . Private hotel room. Week3 out with a training engineer and driving on real loads. Trainers are nice people, supportive and informative.

Interview Details – Hiring is complicated; you need a comprehensive list of all employers and places you have lived for the past ten years. My best recommendation is to go get a free credit report, and it usually lists that info on there. After you fill out the application, you will get called up by a recruiter to do an over the phone interview, and they will set up a work physical. This is pretty basic stuff, you need to be able to lift with your legs, move a small crate, safely get into and out of the back of a trailer while maintaining 3 points of contact, and be able to duckwalk under a trailer.

Interview Details – The first point of contact was through my University's recruiting website for which I got a call a couple days later that same week to set up the first round phone interview. The phone interview was meant for screening purposes and the conversation started out pretty generic in which both I and the recruiter got to know each other and finished off with a couple of behavioral questions. I was asked to schedule a second interview at the end of the conversation which was going to a webcam conference with three of their senior leadership team and they would decide whether I would get hired. The second interview was several brief introductions and about an hour of behavioral based questions. They want a candidate that is well-rounded and has had leadership/managerial experience with a preferred background in business. If you are good with people and hard working you should do fine. The HR is amazing and very personable. They were very welcoming and one of the best HR teams I have dealt with in my career search.

Reason for Declining – I chose to pursue another career path.

Interview Details – I applied online in January, and was contacted a few days later to set up a Phone screen with a Recruiter. The initial screen was a nightmare! The recruiter was so condescending and was constantly interrupting me--I hardly got a word in. I thought the interview went horrible, and didn't expect to ever hear from them again.

Three weeks later, they proved me wrong, and I was contacted to set up an interview with the hiring managers for both a Driver Recruiter/Screening Agent position. Due to my college being 2 hours away from the HQ, and the urgency to conduct the interview as soon as possible, my interview was done on the phone, which is not typical for this position. The interview was between myself and three regional recruiting managers, which included behavioral questions, and plenty of insight into the position/company. The interview went exceptionally well, and they said they would contact me shortly to invite me to Green Bay for an in-person meeting.

A week later, I traveled to Green Bay to observe the positions first hand, and have any questions answered that I may have had. I enjoyed this portion being able to see the day-to-day functioning of a recruiter, and everyone was very kind.

After the shadowing portion, I was offered my choice of positions. They were aware that I was in the middle of another interview process, and since their need to fill this position was not immediate, they gave me ample time to weigh my options.

Reason for Declining – I declined the offer, because I didn't feel ready to label myself as a Recruiter this early in my career. I felt that I would like to utilize my degree in a Generalist role, and my decision was not reflective of the company itself at all.

Interview Details – Panel interviews with the VP, Talent Manager, and several Ops Managers (branch manager, trainer, and supervisors). Lots of "inside maneuvering" and nepotism, definitely favorites played. The VP is a numbers guy, only cares about the quantitative. The Talent Manager seemed cynical, had a negative attitude, wanted to protect her position of authority. The supervisors were both long-time employees who had previously fallen victim to the "if he's a good salesperson, he'll be a good manager" fallacy. Both obviously knew little about actual motivation, but both had better attitudes than the Talent Manager.

Not at all inspiring confidence in the leadership team they were trying to get me to join.

Reason for Declining – It seemed like a trap. Nobody wants to join a losing team.

Interview Details – My resume was passed along as an employee referral. Shortly thereafter, I received a phone call, did a phone interview, did a one-on-one interview, and later received a phone call offering me the position. I didn't find the interview to be especially difficult since I understand how brokering and logistics work. After accepting the position, the company had me pee in a cup test to make sure I know how to pass a pee test. Success!

Negotiation Details – None. It was a 35k base for one year. After a year, you're expected to make money with all the freight you move...or try to move.

Interview Details – Initial contact was made by corporate recruiter after online application process. After that it was a phone interview with recruiter. Based on scheduling and distance restrictions, next interview was with manager onsite. Offer was made a few days later via phone and offer letter was sent shortly after.

Interview Details – The interview consisted of a panel of middle managers, many whose only experience was with Schneider national. Each panel ran the interviewee through the typical scenarios, really cookie-cutter questions with very little depth. Often they applied a Schneider tilt to the questions or expected one, also they posed a large number of grey area questions.

Interview Details – Start out with a phone interview with HR, if you get past that they will set up interviews with 2 to 3 leaders and this can be locally or at the home office.
Interviews are very thorough and they look for qualifications as well as fit.
All interviews are then evaluated by the leadership team until a consensus is reached.
You will then either receive a job offer or be rejected.
Offer will be in writing and detailed.

Negotiation Details – Not much negotiation takes place there are set standards. if you are a exceptional candidate you may can try to make a counter offer but you may also loose the oppertunity