Category: Logistics

The problem: Two Minneapolis carriers both advertise 70 CPM — yet one driver takes home $1,850 a week and another nets $1,200. Why?

The solution: In trucking, how you’re paid matters as much as the headline number. Per mile pay can look generous but shrink without steady miles. A salary can hide long days with fewer incentives. Percentage-of-revenue can spike on premium freight types but dip on soft lanes or with weaker freight cycles. Layer on accessorials (detention pay, stop-off pay, waiting time pay), safety bonus rules, fuel surcharge pass-through, and regional routes pay vs. long haul pay vs. local pay rate — and driver compensation becomes a mosaic that explains those wildly different outcomes.

This Axios-style guide dives into the best trucking jobs Minneapolis offers right now — but with a twist. We’re comparing pay structures first, not just which company tops the chart. If you’re scanning Minneapolis trucking jobs, Minneapolis CDL jobs, or high-paying trucking jobs across the Minneapolis trucking industry, use this as your map for choosing the compensation system that fits your life, your truck driver experience, and your goals.

Top Paying Trucking Companies in Minneapolis

Below are top trucking companies MN drivers consider for high-paying driver positions. For each, we break down CPM vs. % of revenue vs. salary — and the accessorials and benefits that can make or break your weekly check.

HMD Trucking

HMD is a Midwest carrier known for strong winter operations, modern equipment, and pay packages that scale with performance. In a market where truck driver salaries can blur together, its structure emphasizes transparency on miles, weekly planning, and incentives tuned to Minnesota weather and freight realities.

One reason HMD stands out among winter-ready Minneapolis companies with real safety support is how clearly it articulates miles targets, performance pay, and safety bonus criteria. For drivers chasing high paying trucking Minneapolis roles with predictable planning, that clarity reduces income surprises.

• CPM (per mile pay): Competitive base CPM with performance pay and quarterly bonuses layered on. Strong for regional routes pay and long haul pay where consistent miles are achievable. Dedicated lanes often stabilize driver pay rates week to week.
• % of revenue: Available for select divisions; when paired with fuel surcharge pass-through, upside grows on premium freight types and peak seasons. Best for drivers comfortable with market swings and strong trip planning.
• Salary: Used in some dedicated or local configurations, helpful for budgeting but generally lighter on surge upside.

• Accessorials: detention pay, stop-off pay, waiting time pay, hazmat pay (where applicable), and incentive pay tied to on-time and safety metrics.
• Equipment and benefits: modern tractors, equipment allowance in some programs, health insurance, broader health benefits, retirement benefits with 401k match, and wage growth opportunities through tiers.
• Bonuses: signing bonus in select lanes, driver referral bonus, performance pay, and quarterly bonuses for safety and MPG.

1. Elite Transportation Systems Inc.

Elite Transportation Systems — often appearing in trucking company reviews for its balance of pay and home time — runs a mix of regional and specialized freight. For Minneapolis job openings that pay well without surrendering every weekend, Elite can be a fit. Note: check division-specific pay rules because specialized (flatbed and heavy haul) lanes modify the structure through premium add-ons.

Learn more at https://www.elitetransportationsystems.com.

• CPM: Solid base CPM for dry van and reefer; add-ons like reefer pay and safety bonus enhance weekly totals. Good for drivers who prefer predictable, miles-based earnings.
• % of revenue: Often used in flatbed pay or heavy haul pay divisions, where load revenue — and your cut — can outpace CPM on tougher freight. Pairing with fuel surcharge strengthens consistency.
• Salary: Limited, used for certain dedicated accounts. A steady floor, but fewer upside spikes than % revenue lanes.

• Accessorials: detention pay, stop-off pay, overtime pay on certain local schedules, and waiting time pay for congested shippers.
• Benefits: health insurance, retirement plans with 401k match, tuition reimbursement in some training partnerships, and a driver referral bonus.

2. TransLand

TransLand leans into culture and driver-first planning. Minneapolis-area drivers looking at transport carriers beyond state lines often compare TransLand for its balance of CPM pay, incentives, and home-time promises. If you favor a relationship-driven fleet with a national footprint, this can be a contender for high-paying trucking jobs.

See details at https://drivetransland.com.

• CPM: Competitive CPM plus incentive pay on fuel efficiency and safety bonus milestones. Strong when paired with consistent dispatch and driver-friendly lanes.
• % of revenue: Select owner-op or lease options can include fuel surcharge pass-through. Your earnings scale with freight rates — ideal when trucking industry trends push rates higher.
• Salary: Typically reserved for certain dedicated or training roles; good stability, less volatility.

• Accessorials: detention pay, stop-off pay, and performance pay for top-tier on-time service.
• Benefits: health benefits, retirement benefits, 401k match, and wage growth opportunities tied to tenure and scorecard results.

3. Halvor Lines

Halvor Lines has a long Upper Midwest presence and a reputation for equipment quality and safety focus. Its portfolio spans van, reefer, and flatbed — giving Minneapolis drivers flexibility to chase the freight that maximizes their skills and pay preferences. Company reputation here matters: a well-run shop can smooth the peaks and valleys in driver compensation.

Explore Halvor at https://www.halvorlines.com.

• CPM: Strong base CPM with adders for reefer pay and flatbed pay. Pair this with quarterly bonuses for safe driving to lift weekly averages.
• % of revenue: More common in specialized divisions; your piece grows with challenging loads (heavy haul pay may apply where qualified).
• Salary: Available in certain dedicated lanes; helps with predictable budgeting for family schedules.

• Accessorials: detention pay, waiting time pay, hazmat pay for endorsed drivers, and regional routes pay differentials.
• Benefits: health insurance, 401k match, retirement plans, and tuition reimbursement for new entrants aligned to CDL driver jobs.

4. Bison Transport

Bison Transport brings scale, safety awards, and a cross-border network, which can translate to steadier miles. For Minneapolis-area drivers who want long-run stability with robust benefits and training pathways, Bison’s structure is compelling.

Visit Bison at https://www.bisontransport.com.

• CPM: Competitive CPM with performance pay add-ons and safety bonus tiers. Strong base for long haul pay across consistent corridors.
• % of revenue: Often part of owner-operator programs with fuel surcharge and premium freight adjustments.
• Salary: Select dedicated or local opportunities where a local pay rate plus overtime pay may be available.

• Accessorials: detention pay, stop-off pay, waiting time pay, and incentive pay for scorecard metrics.
• Benefits: comprehensive health benefits, retirement benefits with 401k match, wage growth opportunities via tenure bands, and driver referral bonus programs.

5. Tax Airfreight, Inc.

Tax Airfreight — commonly shortened to Tax Airfreight in local chatter — specializes in time-critical airport and LTL air freight. Expect tight appointment windows, TSA/hazmat complexity, and a high-touch service model. The tradeoff: more frequent home time and a compensation mix that rewards punctuality and availability.

Learn more at https://www.tax-air.com.

• CPM: Used in some linehaul runs, but many roles skew hourly for local pay rate, where overtime pay — and occasionally double time pay for holidays — can lift checks.
• % of revenue: Less common; the niche favors predictable rate cards. Where applicable, fuel surcharge may be embedded in lane pricing.
• Salary: Certain schedules offer salary-like weekly minimums, stabilizing pay during off-peak airport cycles.

• Accessorials: waiting time pay at airport cargo facilities, hazmat pay for endorsed drivers, detention pay for congested docks, and stop-off pay for multi-pick deliveries.
• Benefits: health insurance, equipment allowance for security/visibility gear, retirement plans, and driver referral bonus programs.

Factors Influencing Truck Driver Salaries in Minneapolis

Driver pay rates vary widely across trucking companies Minneapolis. Understanding what moves the needle helps you target the right offers and avoid costly surprises.

Experience Level

• Truck driver experience: More years = higher floors and faster access to premium fleets. Tenured pros are first in line for high-paying driver positions with better freight choices.
• Wage ramps: Companies formalize wage growth opportunities through tiered CPM, seniority-based salary steps, or increased % of revenue splits.
• Bonuses: Safety bonus, performance pay, and quarterly bonuses scale faster for seasoned drivers with clean records.

Type of Freight

• Freight types matter: Reefer pay compensates for tighter appointment windows and potential waiting time; flatbed pay and heavy haul pay reward load securement and specialized skills; hazmat pay credits training and risk.
• Lane structure: Regional routes pay stabilizes home time; long haul pay maximizes miles; local pay rate often includes overtime pay and sometimes double time pay on holidays.
• Market cycles: When trucking industry trends tighten capacity, premium freight lifts % of revenue programs and even CPM lanes through add-on incentives.

Company Reputation

• Company reputation: Carriers with efficient planning keep you moving, making CPM shine. Poor planning erodes earnings with unpaid waiting time.
• Benefits structure: Health benefits and retirement benefits matter in total compensation. Look for 401k match, retirement plans, tuition reimbursement, and strong health insurance options.
• Policy transparency: Clear rules around detention pay, stop-off pay, safety bonus eligibility, equipment allowance, and fuel surcharge pass-through reflect a driver-first culture.
• Reviews and data: Browse trucking company reviews to vet real-world experiences with dispatch, miles consistency, and pay accuracy.

How to Apply for High-Paying Trucking Jobs in Minneapolis

The Minneapolis job market remains strong for transportation jobs, with truck driver demand outpacing available candidates in several segments. To win the best offers, treat your search like a sales campaign.

Application Process

• Map the market: Identify 5–7 targets among top trucking companies MN drivers rate highly. Include a mix of CPM, % revenue, and salary options to compare apples-to-apples.
• Collect proof: Safety records, maintenance logs (if applicable), fuel efficiency metrics, and on-time stats boost leverage in trucking job applications.
• Ask structure-first questions: Clarify per mile pay floors, how detention pay starts and stops, whether waiting time pay auto-applies, and how fuel surcharge is handled in % revenue plans.
• Validate home time and lanes: If local, confirm overtime pay policies and whether any double time pay applies for holidays. If regional, verify regional routes pay and weekend expectations. If OTR, understand long haul pay targets and average weekly miles.
• Compare total package: Beyond the check, tally health insurance, 401k match, retirement plans, signing bonus, driver referral bonus, equipment allowance, and tuition reimbursement.

Required Qualifications

• CDL requirements: Most Minneapolis CDL jobs require a valid Class A, medical card, and a clean MVR. Endorsements unlock hazmat pay and certain premium lanes.
• Trucking qualifications: Verify experience minimums for specific freight types (flatbed, heavy haul, reefer). Some divisions demand recent, verifiable miles.
• Trucking job requirements: Background checks, road tests, and route availability expectations are standard in the driver hiring process.
• Job application process: From application to seat, expect recruiter intake, safety review, orientation scheduling, and on-road evaluation — typically 1–3 weeks depending on the trucking job market and your documentation speed.
• Driver employment opportunities: Watch Minneapolis job openings boards and carrier pages; transportation jobs shift weekly with demand and bid cycles.

FAQ

• What’s the best way to compare offers? Build a spreadsheet with CPM, % of revenue split, salary floor, average weekly miles, accessorials (detention pay, stop-off pay, waiting time pay), and benefits (health benefits, 401k match, retirement benefits). Add a column for company reputation and trucking company reviews.
• Is % of revenue always better? No. In soft markets, CPM can outperform if your fleet guarantees miles. In hot markets with premium freight types and a strong fuel surcharge pass-through, % revenue can win.
• Where do bonuses move the needle most? Safety bonus, performance pay, incentive pay, and quarterly bonuses can add 5–15% to take-home if targets are achievable and clearly defined.
• How do local roles compare to OTR? Local pay rate often includes overtime pay and sometimes double time pay on holidays but fewer bonuses; long haul pay leans on CPM plus incentives, with higher mileage caps; regional routes pay can split the difference on home time and earnings.
• Can new drivers land high-paying roles? Yes — especially via carriers with tuition reimbursement, structured training, and clear wage growth opportunities. But top-tier heavy haul pay or advanced flatbed pay usually requires verified experience.
• What’s trending in the Minneapolis job market? Truck driver demand remains resilient in food-grade reefer, airport-related LTL, and specialized flatbed. Watch trucking industry trends: rate cycles, fuel prices, and seasonal surges can shift which models pay best.

Conclusion

In Minneapolis, the question isn’t only “who pays the most?” — it’s “how does the pay model match your goals?” If you crave consistency and plan to rack steady miles, a strong CPM carrier with ironclad detention pay and safety bonus rules will outperform a wobbly % revenue lane. If you’re experienced in specialized freight types and comfortable reading the trucking job market, percentage-of-revenue with fuel surcharge pass-through can unlock outsized checks. For drivers who value budgeting above all, a salary or salary-plus-local pay rate with predictable overtime pay and benefits could be the winning formula.

So, if you’re scanning best trucking jobs Minneapolis listings or exploring high paying trucking Minneapolis opportunities, match your truck driver experience to the right structure:

• Newer drivers: Choose CPM with transparent training, tuition reimbursement, and wage growth opportunities.
• Specialized veterans: Consider % of revenue lanes in flatbed pay, heavy haul pay, or reefer pay divisions with clear accessorials and fuel surcharge policy.
• Home-daily seekers: Target local roles with strong overtime pay (and occasional double time pay on holidays), plus health insurance, retirement plans, and a 401k match.

The Minneapolis trucking industry is rich with trucking career opportunities — from Elite Transportation Systems to TransLand, Halvor Lines, Bison Transport, Tax Airfreight, and HMD. With smart questions about per mile pay, accessorials, and benefits, you can turn similar headline rates into very different outcomes — in your favor.

Small Business Drivers and Their Duties: Real-Time Guide for Trucking Talent

The transportation industry is cutthroat, and getting hands on wheel-manned truck drivers is tougher than ever. The driver shortage ratio is very high the turnover rates are high despite it, and there are many companies competing for the shriveled pool of drivers at the same time. Hence, the only way is to find and experiment with the strategies that work best. In this article, we are offering a road map to Trucking Talent with the steps included along with industry-leading practices and competitor insights to help your company drive toward success in securing, employing, and keeping the best drivers throughout the industry. Whether you’re looking to refine your hiring process or simply meet a truck driver to understand the challenges firsthand, this guide will provide you with the necessary tools and knowledge.

Truck Driver Recruitment Trends Now and Then

Trucking business is on the edge of a historic change. In the face of rampant growth of freight transport, the importance of finding skilled and committed drivers also increases simultaneously. But obstacles like under qualified drivers, changes in employees’ preferences for work, and rapid development of technology have made companies reformulate their recruitment strategies. The modern expert stakeholders in this respect are not only concentrating on the procurement of newcomers but also seek to maintain the competence of the practitioners who help transport vehicles, hitching them up to their destination. This strategy integrates contemporary digital mediums, the primacy of swift candidate interaction, and a solid reputation as an employer of choice in the tight market environment.

A strong candidate pipeline is the base of effective recruitment. To ensure a continuous stream of qualified drivers, Trucking Talent https://truckingtalent.com/hire-truck-driver should primarily concentrate on outreach, developing relationships on a proactive basis, and following expert advice.

Proactive Engagement: It is important to establish and maintain relationships with former applicants and possible candidates. The recruiters can use an automated CRM system that sends personal messages, schedules reminders, and guarantees uninterrupted communication. These tips not only keep your company in the mind of a candidate but also serve as a good way to build trust over time.

Attractive Listing of Job Offers: The first impression that a candidate very often has is from a job advertisement. Write job descriptions that are not just simple responsibilities listing. In contrast, talk about competitive pay, flexible scheduling, attractive benefits, and a supportive work environment. Make sure to highlight your unique features—whether it is the commitment to driver happiness, promotion for career growth, or absolutely unique company culture.

Strategic Promotional Campaigns: Creating a diverse candidate pool is a must. Why not consider contacting people from diverse groups or even new pools of talent, such as the younger generations of drivers who are accustomed to digital devices? By making your recruitment messages emphatic about inclusivity and diversity, you can cast a wider net of candidates.

Digital & Mobile Optimization

In a time when most drivers are on the road, digital-first recruitment strategies are a must:

It’s All About Technology: Having the right tools plays a major role.As an example, a cloud-based Applicant Tracking System (ATS) can perform the work of a recruiter more effectively than a recruiter does. An ATS is a program that takes care of administrative tasks like resume screening, interview scheduling, compliance checks, etc., on its own which implies the recruiters are able to interact with the candidates. Apart from this, a strong ATS can be integrated with your CRM effortlessly, which means you get a smooth and fast hiring process.

Mobile-First Applications: Since many truckers use their phones to apply for jobs, it is a matter of life and death that your application process be mobile-friendly. A mobile-friendly application not only improves the user experience but also increases the chances that candidates will fill out the application quickly and accurately.

Geo Targeted Digital Campaigns: Make sure to utilize geotargeting to your benefit so that your digital advertising efforts will find the potential candidates where they live and work. This pinpoint accuracy in targeting helps to cut down the ad spend and increases the opportunity for hiring the right talent. Other digital channels such as social media, podcasts, and video content are also great for getting the younger generations such as Gen Z, who prefer modern and the latest technologies, involved in your organization.

Promoting Involvement and Keeping Staff: While the first thing that comes to mind is talent attraction, the other part is talent retention for the driving professionals, which is equally as pertinent. To promote the driver-centric culture, the suggestions below may be handy:

Mentorship and Onboarding Programs: New employees placed with seasoned drivers can significantly impact retention. A whole mentor program not only provides guidance to new drivers by showing them the ropes but also helps in building a community. A thorough onboarding procedure that includes everything from safety rules to company culture will provide the basis for success over the long run.

Ongoing Training and Development: Lifelong training continues to be a pivotal factor in career progression and job satisfaction. Opportunities for training activities, awards for extra credentials, and programs for leadership training not only give satisfaction to the employees but also show that Trucking Talent is committed to its workers’ careers. On the contrary, when drivers meet a truck driver who has successfully advanced through a clear path, they’re likely to envision their own growth and build loyalty to your business.

Driver Appreciation and Recognition: One of the ways to impact morale and staff turnover in a positive way is to salute your drivers who demonstrate proficiency and work hard. Hold driver appreciation events, tell real employee stories through video, and create channels where drivers can give their opinions. Regular feedback via surveys and exit interviews might help to identify areas of improvement, which could lead to an overall better work environment and process optimization.

Clarity of Career Paths and Perks: Every driver should be made aware of the programs that are available within the company. Career progression that is transparent and perks that are competitive, for instance, health insurance, retirement plans, and programs on work-life balance are very important. The implementation of such initiatives will not only keep your top talent but will also present your company as a sought-after employer.

Localized and Innovative Recruitment Strategies: Localized and innovative tactics also have the power to make your recruitment efforts more dynamic and effective, besides the use of digital tools and the improvement of internal processes:

Community Engagement: Show your commitment to the local community by hosting events in truck stops and taking part in local job fairs. Such initiatives will put you in direct contact with potential candidates and will give you the chance to show the human side of your company. For example, organizing a “truck stop talent show” or community events can be among the most unexpected and unforgettable points of contact candidates will ever have.

Partnerships with Educational Institutions: Develop partnerships with community colleges and technical schools that conduct Commercial Driver’s License (CDL) courses. Sponsorships of scholarships, organization of job fairs, and collaboration in training programs can be the means to put a direct line of the newest workforce into your company.

Seasonal Recruitment Efforts: The trucking sector is characterized by fluctuating demands in hiring, mainly during the festive season when the delivery load increases. Be prepared in advance by outlining your seasonal hiring needs and modifying your recruitment methods. This forward-looking approach guarantees that you will be able to fill the positions with skilled people.

Diversity Initiatives: Truck drivers have been mainly of a single ethnicity, therefore there is a largely unexplored potential of attracting a wider range of drivers. Find and include women and minorities in your preferential recruitment processes so that you can diversify the talent pool and enrich the company with designer views.

Summarization: The Trust of Creativity and Accountability in Leading to Triumph.

By the innovative application of digital technologies and the true commitment to driver well-being, Trucking Talent will be fulfilling its role as the leader in truck driver recruitment. This comprehensive plan is a various-formula strategy that not only addresses the immediate problems of driver shortage but also helps to develop a sustainable long-term recruitment strategy.

As you incorporate this plan, keep in mind that the key to success in recruitment is resilient processes. Periodically reassess your schemes, remain informed about the latest industry trends, and always heed the concerns of your drivers. Whether you refine your strategies or meet a truck driver to better understand their needs, foresight and flexibility will ensure that Trucking Talent continues leading the pack by delivering preeminent quality in truck driver recruitment and retention.