Nationally, heavy and tractor-trailer truck drivers earned a median annual wage of $58,640 in May 2025. Kansas remains a particularly concentrated market for the occupation, giving drivers plenty of opportunities to compare beyond a single statewide number.

A Closer Look at the Kansas Market

Truck driving accounts for a larger share of employment in Kansas than it does across the country overall. That concentration reflects a market with positions spread across traditional motor carriers as well as manufacturers, wholesalers, and other businesses operating their own transportation fleets.

Because those jobs can use different schedules and compensation structures, published wage figures are most useful as a starting point. The actual earning potential of a position depends on more than its location, especially when mileage pay, hourly wages, guarantees, and additional compensation are involved.

Kansas City Pushes Above the National Median

The Kansas City metropolitan area provides one example of how earnings can change within the region. In May 2025, heavy and tractor-trailer truck drivers across the metro earned an average of $29.74 per hour, or $61,850 annually.

The occupation was also 25% more concentrated in Kansas City than it was nationally, with 18,230 people employed in the field. Since the federal metropolitan area includes counties in both Kansas and Missouri, the $61,850 figure represents the broader Kansas City labor market rather than Kansas alone.

Even with that limitation, the data provide a useful comparison for anyone considering work near the state line because the metro operates as a connected employment market.

The Employer Behind the Job Matters

Location is only one part of the pay picture. National wage data show that median earnings also vary depending on the industry employing the driver.

Truck transportation reported a median annual wage of $60,320 in May 2025, while wholesale trade came in at $58,550. Manufacturing reported $56,570, followed by construction at $56,080.

Those differences can matter in Kansas because driving positions are available both with transportation companies and private fleets supporting other industries. Comparing similar types of employers can therefore provide a more meaningful benchmark than comparing every available job solely by its advertised annual earnings.

Compare How the Money Is Earned

An annual number can look competitive without showing what it takes to reach it. One position may rely heavily on mileage, while another combines hourly or mileage compensation with stop pay, detention, guarantees, or performance incentives.

For example, an advertised maximum does not show whether most drivers consistently reach that figure or whether it depends on a specific number of miles, bonuses, or other requirements. A lower headline number paired with more predictable compensation could produce a different result over a full year.

Breaking an offer into its individual pay components makes it easier to compare it with both published wage data and other jobs in the Kansas market.

Put an Offer in National Perspective

The national median of $58,640 is only the midpoint of a much wider earnings range. In May 2025, the lowest 10% of heavy and tractor-trailer truck drivers earned less than $40,140, while the highest 10% earned more than $79,380.

That range provides additional context when evaluating a Kansas opportunity. Rather than asking whether an offer simply falls above or below the national median, drivers can look at where its realistic annual compensation sits within the broader occupation and whether the pay structure supports the amount being advertised.

For anyone considering a new position in Kansas, combining current wage benchmarks with the details of the actual compensation package provides a much clearer picture of what the job may be worth.

Frequently Asked Questions

Is truck driving a major occupation in Kansas?

Yes. Federal employment data show that heavy and tractor-trailer truck driving has a higher employment concentration in Kansas than it does nationally, meaning the occupation represents a larger share of jobs in the state.

What do truck drivers earn around Kansas City?

Heavy and tractor-trailer truck drivers in the Kansas City, Missouri-Kansas metropolitan area earned an average of $61,850 annually, or $29.74 per hour, in May 2025. Because the federal metro includes portions of both states, the figure represents the entire Kansas City labor market.

What is the national median truck driver pay?

Heavy and tractor-trailer truck drivers earned a national median annual wage of $58,640 in May 2025, which was equivalent to $28.19 per hour.

Why can advertised pay be higher than published wage data?

Job advertisements may include potential mileage, bonuses, incentives, and other compensation when presenting annual earnings. Published federal wage figures measure earnings across the occupation, so the two numbers are not always directly comparable.

The TDUSA editorial team creates practical, driver-focused content covering trucking news, industry updates, safety, regulations, and career information for professional truck drivers across the United States. Each article is built to reflect real-world experience, industry developments, and information drivers can use on and off the road.

Last Updated: September 22, 2026

The post How Much Do Truck Drivers Make in Kansas? appeared first on Truck Drivers USA.

As fleets across the country compete for experienced drivers, Roehl continues to lead by investing directly in the people who deliver for customers every day. The combined increases represent one of the largest driver compensation investments in Roehl’s history and will put millions of additional dollars into the pockets of Roehl drivers.

“We believe Roehl drivers should earn more,” said CEO Rick Roehl, who still maintains his CDL and hauls loads to stay close to the work and service Roehl drivers provide to customers. “Thank you, drivers, for your commitment to being on time, Driving the Roehl Way, living our values, and fulfilling our mission to deliver confidence and satisfaction to our customers,” he added.

The pay increases will be effective October 4th and apply to most company drivers in Roehl’s Refrigerated, Flatbed, Van, Curtainside, and Dedicated Divisions.

Earlier this year, Roehl increased driver pay to reward longevity and tenure, including for those drivers who chose to start and grow their careers through Roehl’s on-the-job CDL training program. The company also increased Certified Driver Trainer compensation and added retention bonuses.

“If you’re a driver who wants to earn more operating well-maintained equipment with a company that is investing in your success, come and thrive as a member of my great team,” CEO Rick Roehl added.

The company also announced a significant compensation increase for owner operators & lease operators who partner with Roehl.

Roehl Transport is built on values, like Safety, Innovation & Delivering Success. Roehl is one of North America’s safest trucking companies as recognized by the American Trucking Associations (ATA). Roehl Transport is a 5-time recipient of the ATA’s President’s Award, the trucking industry’s highest safety honor. The company provides exceptional transportation services to customers across the United States and will celebrate 65 years in business in 2027.

The company employs many experienced truck drivers and offers paid CDL training for people who want to be truck drivers with a variety of fleet and home time options such as national, regional and dedicated positions. More than half of Roehl drivers are home at least every week. The company also offers a lease purchase program for those who want to own their own trucking business.

For more information on experienced truck driving jobs, owner operator opportunities or paid on-the-job CDL training with Roehl Transport, call 715-591-7050 or visit www.roehl.jobs.

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For media inquiries, contact Tim Norlin, Roehl Transport Vice President of Driver Employment at 715-591-7266.

The post Roehl Transport Announces Second Driver Pay Increase of 2026, Pushing Top Driver Earnings Well Beyond $100,000 appeared first on Truck Drivers USA.

Drivers have until October 31 to submit a nomination, and only one nomination is needed for an eligible fleet to move forward in the program.

Who Can Submit a Nomination

A nomination must come from a company driver currently employed by the carrier or an owner-operator leased to the carrier. Drivers can nominate the fleet they currently work with through the Best Fleets to Drive For website.

Eligible carriers must operate for hire with at least 10 tractor-trailers under their own authority in the United States or Canada. There is no fee to participate, and carriers do not need to belong to an industry association.

Private fleets are not eligible for the program.

What Happens After a Fleet Is Nominated

A nomination starts the process, but it does not automatically put a carrier on the Best Fleets list.

Fleets that choose to participate complete a questionnaire and interview covering compensation, benefits, operations, career development, recognition, and work-life balance. Drivers and independent contractors at participating carriers are then asked to complete a separate survey about their experience with the company.

The number of driver surveys required varies based on fleet size, and individual driver names are not shared with the carrier. Those responses are considered alongside the fleet evaluation, safety performance, and driver retention when determining the results.

Best Fleets Enters Its 19th Year.

CarriersEdge launched Best Fleets to Drive For in 2008, and the 2027 program marks its 19th edition.

The program ultimately recognizes the Top 20 Best Fleets to Drive For along with Fleets to Watch and qualifying Hall of Fame carriers. Best Overall honors are also awarded in large- and small-carrier categories.

Drivers who want to recognize their current carrier can submit a nomination through October 31, 2026.

The TDUSA editorial team creates practical, driver-focused content covering trucking news, industry updates, safety, regulations, and career information for professional truck drivers across the United States. Each article is built to reflect real-world experience, industry developments, and information drivers can use on and off the road.

Last Updated: September 15, 2026

Source: The Trucker

Source: Best Fleets to Drive For

The post Truck Drivers Can Nominate Their Fleet for the 2027 Best Fleets to Drive For appeared first on Truck Drivers USA.

Nominations opened September 8 for the 2027 Best Fleets to Drive For program, which evaluates for-hire trucking companies across the United States and Canada based on the workplace experience they provide for company drivers and independent contractors.

Current drivers and independent contractors have through October 31 to submit a nomination, and it only takes one eligible nomination for a fleet to enter the process.

Drivers Start the Nomination Process

Best Fleets to Drive For is produced by CarriersEdge and is entering its 19th year. Unlike programs where companies simply enter themselves for an award, the process has to begin with someone currently driving for the fleet.

Eligible carriers must operate at least 10 tractor-trailers under their own authority and provide for-hire transportation in the United States or Canada. There is no fee for a fleet to participate and no association membership is required.

Once a carrier has been nominated, the company decides whether to continue with the evaluation.

What Happens After a Carrier Is Nominated

Participating fleets complete an extensive questionnaire covering the programs and policies that shape the driver’s experience. The evaluation looks at compensation, benefits, human resources, operations, performance and recognition, career development and work-life balance.

CarriersEdge then conducts an interview with the company to review its responses. Drivers and independent contractors are surveyed separately, giving the people working for the fleet an opportunity to weigh in on their experience.

Those results are evaluated alongside company information and other performance measures to determine which carriers receive recognition.

The driver survey is an important part of that process because a nomination alone does not make a company a Best Fleet. In the 2026 program, 108 fleets were nominated, 48 became finalists, and 4,498 driver surveys were completed before the winners were selected.

Recognition Goes Beyond the Top 20

The 2027 program will recognize a Top 20 along with Fleets to Watch and qualifying Best Fleets Hall of Fame carriers.

Hall of Fame status is reserved for companies with a sustained record in the program. A fleet can qualify after being named a Best Fleet for 10 consecutive years or seven years with at least one overall award, and Hall of Fame companies must continue to requalify.

The 2026 program included carriers from across the United States and Canada, ranging from smaller operations with fewer than 100 drivers to fleets with much larger workforces.

For drivers, that means the program is not limited to the industry’s biggest names. Smaller eligible carriers can be evaluated alongside larger operations based on the programs and working conditions they provide.

Nominations Close October 31

Drivers and independent contractors interested in recognizing their current carrier can submit a nomination through the Best Fleets to Drive For website through October 31.

After nominations close, participating fleets move through the questionnaire, interview and driver-survey portions of the process. The 2027 Top 20, Hall of Fame and Fleets to Watch are scheduled to be announced in January.

Overall winners will be selected from the qualifying fleets later in the program.

For drivers who believe their carrier deserves consideration, the nomination is simply the starting point. The larger evaluation that follows looks more closely at how the company approaches pay, benefits, communication, development, operations and the day-to-day experience of the people behind the wheel.

The TDUSA editorial team creates practical, driver focused content covering trucking news, industry updates, safety, regulations, and career information for professional truck drivers across the United States. Each article is built to reflect real world experience, industry developments, and information drivers can use on and off the road.

Last Updated: September 11, 2026

Source: Truckers News

The post Drivers Can Now Nominate Their Carrier for the 2027 Best Fleets to Drive For appeared first on Truck Drivers USA.

The new platform expands the ways drivers and other transportation professionals can access AAWTA resources online. It is intended for people working across the industry, including those behind the wheel, working in offices, building transportation businesses, or developing their careers.

New Hub Brings AAWTA Resources Together

The digital hub is organized into several areas, including health and wellness, education and career opportunities, events and media updates.

The health and wellness section provides articles and resources focused on the well-being of drivers and transportation professionals. Education and opportunity resources include information about training, career development, scholarships, and upcoming educational events.

Users can also find details about AAWTA events, community gatherings and other programs. The media section brings together press releases, podcast recaps, organization updates and other recent stories.

Platform Adds Another Way to Access AAWTA Programs

The new hub will operate alongside AAWTA’s existing website rather than replacing it. The association said the goal is to make it easier for its community to find current programs, resources, events and opportunities without having to search across multiple areas.

The African American Women Trucking Association supports women working throughout transportation and provides programs focused on professional development, education, networking and industry resources.

The new digital hub is now live and available through AAWTA.

The TDUSA editorial team creates practical, driver-focused content covering trucking news, industry updates, safety, regulations, and career information for professional truck drivers across the United States. Each article is built to reflect real-world experience, industry developments, and information drivers can use on and off the road.

Last Updated: September 10, 2026

Source: Truckers News

The post AAWTA Launches New Digital Hub for Trucking Resources and Opportunities appeared first on Truck Drivers USA.

The program combines self-paced online courses with a six-part live webinar series beginning in October. Participants can take individual online modules, while the live sessions are available separately and do not require enrollment in the online program.

Online Program Covers 10 Safety and Operations Topics

TCA’s Fundamentals of Safety Management program provides foundational training for people entering safety roles and serves as a refresher for experienced professionals.

The full program includes 10 approximately one-hour modules covering Federal Motor Carrier Safety Regulations, hours of service, DOT drug testing protocols, driver qualification files, dispatch, accident procedures, safety meetings, and safety leadership.

Seven modules are currently available. Additional courses covering safety leadership, driver orientation and onboarding, and medical regulations and qualifications are scheduled to become available over the coming months.

Several of the courses deal directly with issues that affect drivers during everyday operations. The hours-of-service module covers 49 CFR Part 395 and ELD compliance, while the dispatch course addresses communication, problem-solving, and common situations involving drivers and customers.

The accident procedures course covers reporting, investigation, and recordkeeping requirements following qualifying crashes. Another module focuses on creating and maintaining driver qualification files.

Live Webinar Series Begins in October

TCA is also expanding the program with six Fundamentals of Safety Management LIVE webinars for the 2026-27 session.

The first, “Achieve Safety Results through Strategic Marketing,” is scheduled for October 20, 2026. Additional sessions will cover regulations and compliance, safety professional burnout, progressive discipline and retention, coordination between safety and operations, and the connection between maintenance, safety, and driver retention.

Dates for most of the remaining webinars have not yet been announced.

Participation in the online courses is not required to attend the live sessions, allowing trucking professionals to participate in individual webinars without completing the full online program.

Training Extends Beyond Traditional Safety Roles

Although the program centers on safety management, its course lineup reaches into several parts of carrier operations that directly interact with professional drivers.

Dispatch communication, driver onboarding, qualification requirements, hours-of-service compliance, and accident procedures can involve safety departments, fleet managers, dispatchers, and other employees responsible for supporting drivers on the road.

TCA says the program is intended for both people beginning careers in safety management and experienced professionals looking to strengthen their knowledge in specific areas.

More information about the Fundamentals of Safety Management program, individual courses, and upcoming webinars is available through the Truckload Carriers Association.

The TDUSA editorial team creates practical, driver-focused content covering trucking news, industry updates, safety, regulations, and career information for professional truck drivers across the United States. Each article is built to reflect real-world experience, industry developments, and information drivers can use on and off the road.

Last Updated: September 10, 2026

Source: The Trucker

The post TCA Expands Safety Management Training with New Courses and Live Webinars appeared first on Truck Drivers USA.

Carriers structure these programs differently. The minimum may depend on completing a full workweek, remaining available for dispatch, or following the home-time schedule assigned to the position. Other earnings, including mileage and accessorial pay, can also factor into the calculation.

Before treating that number as dependable weekly income, it helps to understand exactly when the protection kicks in and when it does not.

Start With How the Minimum Is Calculated

Many positions with weekly minimums still compensate drivers by the mile. When mileage earnings fall short of the stated amount, the carrier makes up the difference as long as the requirements for that week have been met. When mileage earnings exceed it, the driver earns the higher amount.

Consider a job paying 60 cents per mile with a $1,400 weekly minimum. At 2,600 paid miles, mileage earnings would reach $1,560, so the minimum would have no effect. At 1,900 miles, mileage earnings would total $1,140. If the week met all of the program’s requirements, the minimum would add $260.

That basic calculation is important, but it is only the starting point. A driver also needs to know whether detention, stop pay, bonuses, or other earnings are added afterward or counted toward reaching the minimum.

Home Time Can Change the Math

The home-time schedule attached to a position can have a direct effect on weekly earnings. Some programs are built around completing a specific work schedule, which means an extra day at home may reduce the minimum or remove it for that week.

Scheduled home time and additional requested days off are not necessarily treated alike. Vacation, holidays, and partial weeks can have their own rules as well.

This is especially important when a position is advertised with both a home-time schedule and a weekly earnings floor. A driver needs to know whether those two parts of the offer work together as advertised. If taking the normal home time regularly reduces the minimum, the headline number gives an incomplete picture of expected income.

A Slow Week Shows What the Offer Is Worth

One of the biggest reasons to consider guaranteed earnings is protection when a driver is ready to run, but the work is not there. A canceled load, weak freight, or another delay outside the driver’s control can quickly cut into a mileage-based paycheck.

The key distinction is who caused the lost productivity. If a driver remained available but dispatch could not provide enough work, the weekly minimum may cover the shortfall. That protection becomes far less useful if carrier-related downtime is excluded.

Breakdowns deserve the same scrutiny. A truck sitting in the shop can wipe out productive hours even though the driver was prepared to work. Some compensation structures handle that time separately through breakdown pay, while others may address it within the weekly minimum. Knowing which method applies prevents a surprise when payroll closes.

Availability Is More Than Being Ready to Drive

The word “available” can carry considerable weight in these programs. It may mean remaining ready for dispatch throughout the scheduled work period, accepting assigned freight and fulfilling the normal requirements of the account.

That raises practical questions. What happens when a load is declined? Does an unscheduled change in home time affect the week’s earnings floor? How is the situation handled when a driver has worked as dispatched but no longer has legal hours available?

Federal hours-of-service rules remain unchanged regardless of compensation. Property-carrying drivers generally have an 11-hour driving limit after 10 consecutive hours off duty, along with the 14-hour driving window and applicable 60- or 70-hour limits. Reaching those limits while working as dispatched is not the same situation as choosing to become unavailable, and the compensation policy should recognize the difference.

The Highest Guarantee May Not Be the Best-Paying Job

A weekly minimum is useful for judging the downside of a pay package. It does not tell a driver how much the position can produce during an average or strong week.

A job with a $1,500 minimum may sound better than one offering $1,350. But the second position could provide more consistent paid miles, stronger detention compensation, additional stop pay, or better bonuses. If normal weekly earnings regularly exceed $1,500, the smaller safety net may rarely matter.

The opposite can also be true. When two jobs offer similar mileage rates, but one provides meaningful protection during slow periods, the added consistency can make budgeting easier.

Comparing the offers requires more than lining up the largest numbers in two recruiting ads. Typical paid miles, accessorial compensation, home time, and benefits all influence what eventually reaches the paycheck.

Get Specific Before Making a Move

The best time to sort through these details is before accepting the position. A recruiter should be able to explain what happens during a normal week as well as the situations that can reduce the advertised minimum.

Ask how partial weeks are handled, including the first week after orientation. Find out what happens during scheduled vacation, holidays, equipment downtime, and periods when freight is light. It should also be clear whether accessorial earnings sit on top of the minimum or are included when determining whether it has already been reached.

Written compensation terms are especially useful because they give the driver something concrete to compare with future pay statements. A weekly minimum can add real stability to a mileage-based job, but its value comes from the circumstances it protects against, not simply the number used to advertise it.

Frequently Asked Questions

Is guaranteed weekly pay the same as salary?

No. A truck driver can remain on mileage or production-based compensation while receiving an earnings floor during eligible weeks. A salaried position generally pays a predetermined amount for the pay period rather than using a minimum to supplement another compensation method.

Does a weekly minimum mean overtime starts after 40 hours?

Not automatically. Certain employees involved in interstate motor-carrier operations can fall under the federal Motor Carrier Exemption from Fair Labor Standards Act overtime requirements. Coverage depends on the driver’s duties and the transportation involved, and state wage laws may provide different requirements.

Can a carrier change the compensation terms after a driver starts?

Compensation policies can change subject to employment agreements and applicable wage laws. Keeping the original written terms, along with later notices and pay statements, gives a driver a record of the compensation structure in effect at different points of employment.

Why might the first paycheck be lower than the advertised weekly amount?

A first pay period may include orientation, training, or only part of a normal workweek. Payroll cutoff dates can also affect which completed work appears on a particular check. The onboarding paperwork should explain when the regular compensation structure begins.

What is the best way to compare two jobs with weekly minimums?

Calculate the likely earnings from an ordinary week rather than comparing the minimums alone. Paid miles, expected accessorial compensation, benefits, and home-time schedules provide a better picture of each position, while the weekly minimum shows how much protection exists when productivity falls below normal.

The TDUSA editorial team creates practical, driver-focused content covering trucking news, industry updates, safety, regulations, and career information for professional truck drivers across the United States. Each article is built to reflect real-world experience, industry developments, and information drivers can use on and off the road.

Last Updated: September 9, 2026

The post The Fine Print Behind Guaranteed Weekly Pay for Truck Drivers appeared first on Truck Drivers USA.

Who Can Be Nominated

The award is open to professional drivers and diesel technicians under 30 who demonstrate strong safety performance, professionalism, career growth, leadership, mentorship, and a commitment to their work. Nominees do not need to hold management positions or have lengthy industry experience to be considered.

After nominations close, a selection committee made up of trucking industry leaders will review the submissions. Selected nominees will be named NEXT Top Talent Finalists, with one professional driver and one diesel technician ultimately chosen as Grand Champions. The finalists and Grand Champions are scheduled to be announced October 27.

Last Year’s Award Recognized 56 Finalists

The program launched in 2025 and recognized 56 professional drivers and diesel technicians from carriers, regional fleets, local operations and maintenance organizations across the country.

Isaiah Hicks-Dixon of Old Dominion Freight Line was named the inaugural Grand Champion Professional Driver after beginning his career with the company as a dock worker in 2019 and later moving into linehaul driving. Joe Reed of Kenan Advantage Group was selected as the Grand Champion Diesel Technician after advancing to the position of Shop Foreman for KAG Energy in North Canton, Ohio.

Finalists Receive Company Recognition

In addition to the national recognition, finalists receive personalized banners featuring their photo and company logo that can be displayed at terminals, shops and other workplaces. Next Generation in Trucking said some of the banners from last year remain on display at participating companies.

The 2026 NEXT Top Talent Award is sponsored by Fullbay and Advanced Training Systems. Companies can submit nominations through the Next Generation in Trucking Association beginning September 1, with the nomination period closing October 9.

The TDUSA editorial team creates practical, driver-focused content covering trucking news, industry updates, safety, regulations, and career information for professional truck drivers across the United States. Each article is built to reflect real-world experience, industry developments, and information drivers can use on and off the road.

Last Updated: September 3, 2026

Source: The Trucker

Image Source: Next Gen Trucking

The post NEXT Top Talent Award Opens Nominations for Trucking Professionals Under 30 appeared first on Truck Drivers USA.

Whether it’s worth adding depends largely on where you want your career to go. Understanding what the endorsement allows you to do, where it’s commonly used, and how it fits into different trucking sectors can help you decide whether it’s something to pursue now or later.

What Is the Doubles and Triples Endorsement?

The doubles and triples endorsement authorizes a CDL holder to operate qualifying commercial vehicle combinations pulling two or three trailers when permitted by law. Unlike passenger or school bus endorsements, obtaining the T endorsement requires only a knowledge test. There is no separate road skills examination for the endorsement itself.

It’s important to understand that holding the endorsement does not automatically mean you’ll begin hauling doubles or triples. Employers establish their own qualification standards, and many require additional company training before assigning those combinations to a driver.

Where Is the Endorsement Most Useful?

The endorsement provides the greatest advantage in sectors where multiple trailer combinations are part of daily operations.

LTL carriers frequently use doubles on scheduled linehaul routes between terminals, while parcel carriers often rely on doubles to move freight efficiently between sorting facilities. Some regional carriers, agricultural operations, and specialized freight companies also operate multiple trailer combinations depending on state laws and route requirements.

Drivers planning to build a career in linehaul or terminal-to-terminal freight often obtain the endorsement early because it removes one more obstacle when opportunities arise. Even if an employer doesn’t require it immediately, already having the endorsement can make an application more competitive for positions where doubles are used regularly.

Having the Endorsement Doesn’t Mean You’ll Pull Triples Everywhere

One of the biggest misconceptions is that earning the endorsement allows a driver to operate triple trailer combinations anywhere in the country.

In reality, state laws determine where triple trailers are permitted, and those rules vary considerably. Some states allow triple trailer operations on designated highways, while others prohibit them entirely. Because of those differences, many CDL holders with a T endorsement spend their entire careers pulling doubles without ever hauling triples.

Long Combination Vehicles (LCVs), which include certain longer double and triple trailer combinations, may also require additional federally regulated training beyond simply holding the endorsement.

The Driving Experience Is Different

Pulling two trailers requires a different mindset than hauling a standard 53-foot trailer.

The second trailer responds differently during lane changes, curves and backing maneuvers, while the additional articulation point changes how the combination tracks through turns. Drivers also need to understand coupling procedures, converter dollies, inspection points and braking characteristics that aren’t part of everyday single-trailer operations.

Because of those differences, companies that operate doubles generally provide equipment-specific instruction before drivers begin hauling them independently. That training helps drivers become familiar with operating characteristics that aren’t fully covered during the CDL licensing process.

Should You Get the Endorsement Even If You Don’t Need It Today?

For many CDL holders, the answer is yes.

The knowledge test is relatively straightforward compared with some other endorsements, and adding it while you’re already familiar with CDL study materials can save time later. Since there is no additional driving examination for the endorsement itself, many drivers choose to add it alongside other knowledge-based endorsements after earning their CDL.

Career goals should still guide the decision. Someone planning to remain in local dump truck, concrete, or refuse operations may have little reason to obtain the endorsement immediately. On the other hand, anyone considering LTL, parcel delivery, or linehaul work in the future may benefit from having it before beginning a job search.

Pairing Endorsements Can Create More Opportunities

The doubles and triples endorsement becomes even more valuable when combined with other qualifications.

Drivers interested in LTL work often add tanker and hazardous materials endorsements because many employers value applicants who can operate a wider variety of equipment as business needs change. While every company has different hiring standards, holding multiple endorsements demonstrates flexibility and may expand the number of positions available throughout a driver’s career.

Rather than viewing endorsements individually, it often makes sense to think about how they fit into the type of work you eventually hope to do.

Frequently Asked Questions

Is the doubles and triples endorsement difficult to get?

The endorsement requires passing a knowledge test covering topics such as safe operation, coupling methods, inspections, and handling multiple trailer combinations. There is no separate road test required solely for the endorsement.

Can you add the endorsement after getting your CDL?

Yes. Drivers can return to their state’s licensing agency to complete the required knowledge test and have the endorsement added to their CDL, subject to state procedures.

Do all trucking companies require a doubles and triples endorsement?

No. The endorsement is only necessary when operating qualifying double or triple trailer combinations. Many trucking jobs, including dry van, refrigerated, flatbed, and tanker positions, may never require it.

Can you haul triple trailers in every state?

No. Triple trailer operations are governed by state law, and several states restrict or prohibit them. Holding the endorsement does not override those state-specific regulations.

Does the doubles and triples endorsement expire?

The endorsement generally remains on your CDL as long as your license remains valid and state licensing requirements continue to be met. Renewal procedures vary by state.

Is the doubles and triples endorsement worth getting if I don’t need it yet?

If you’re considering LTL, parcel delivery, or other linehaul positions in the future, obtaining the endorsement early can make you eligible for a broader range of opportunities without delaying a future job application.

What’s the difference between the doubles and triples endorsement and LCV training?

The T endorsement allows qualified drivers to operate double and triple trailer combinations where permitted. Certain Long Combination Vehicles require additional federally regulated training because of their size and operating characteristics.

The TDUSA editorial team creates practical, driver-focused content covering trucking news, industry updates, safety, regulations, and career information for professional truck drivers across the United States. Each article is built to reflect real-world experience, industry developments, and information drivers can use on and off the road.

Last Updated: August 26, 2026

The post Doubles and Triples Endorsement: What CDL Drivers Need to Know appeared first on Truck Drivers USA.

A useful LinkedIn profile does not require daily posting or personal branding. It needs accurate work history, clear qualifications and enough detail for someone outside your current company to understand what you bring to the table. Unlike a resume that sits untouched until you apply somewhere, LinkedIn can keep working in the background while you are still employed.

Build a Profile Around the Work You Actually Do

A headline that only says “Truck Driver” leaves too much information out. Recruiters searching for tanker experience, doubles and triples, regional work or specific equipment may never know those qualifications are there unless the profile spells them out.

A stronger headline might include your CDL class, endorsements, freight type and years of experience, while the Experience section can show the kind of work handled at each employer. Someone with five years of regional dry van experience, a tanker endorsement and experience with doubles presents a very different profile from someone with the same job title but none of that context.

Employment dates should also match your resume and application history. Gaps or inconsistent dates are easier to explain when they are accurate than when they appear because the profile has not been updated in three years.

Add the Details Recruiters Are Likely to Search

LinkedIn works best when the profile includes searchable information tied to your background. That can include endorsements, equipment experience, freight type, operating area, safety training and certifications.

Instead of leaving those details buried in a job description, add them wherever LinkedIn allows you to list skills, licenses or certifications. Hazmat, tanker, doubles and triples, TWIC credentials, flatbed experience, reefer experience and specialized equipment knowledge are all useful examples when they are current and accurate.

That extra detail can matter even when you are not actively looking. A recruiter searching for a specific combination of qualifications may find your profile months before you would ever think to apply.

Follow Fleets Before You Need a New Job

LinkedIn can be more useful as a research tool than as a job board.

Following companies you may want to work for gives you a better view of what is changing inside the operation. New terminal openings, fleet purchases, regional expansions, dedicated account wins and management changes can all signal future hiring activity before a position reaches a larger employment site.

The content companies publish can also help you evaluate them. A steady stream of posts about driver recognition, equipment investments, safety programs and facility upgrades provides more context than a recruiting page that only talks about pay and home time.

Build Connections with People Beyond Recruiting

Recruiters are useful contacts, but they are not the only people worth knowing.

Safety managers, terminal leaders, fleet managers, driver trainers, and operations professionals often share information about hiring, promotions, and company growth. Former coworkers and supervisors are equally valuable because trucking careers tend to overlap over time. Someone you worked beside today may be managing a terminal or hiring drivers somewhere else five years from now.

Connections become more useful when they are built before you need something. A short note after meeting someone at an industry event or working together is far more natural than reaching out years later with an immediate request for a job.

Use Open to Work Without Broadcasting It Publicly

LinkedIn’s Open to Work settings can help recruiters identify people interested in hearing about new roles without adding the public green banner around the profile photo.

The platform allows users to share job-search preferences with recruiters while limiting what appears publicly, although LinkedIn does not guarantee complete privacy from a current employer. Before turning the feature on, set location, job type and role preferences carefully so the inquiries you receive are closer to the work you actually want.

That makes the tool far more useful than leaving preferences broad and sorting through unrelated messages later.

Ask for Recommendations That Say Something Specific

A recommendation from a former supervisor, trainer, or manager can add context that job titles alone cannot provide.

The strongest recommendations are specific. Reliability, safe operation, customer service, attendance, equipment care, or the ability to handle difficult accounts tell a future employer more than a generic statement that someone was “a great driver.”

There is no need to collect dozens of them. A few detailed recommendations from people who have actually supervised or worked closely with you carry more weight than a long list of vague endorsements.

Keep Public Activity Professional

Anything posted publicly can become part of the impression a recruiter or hiring manager forms before making contact.

Industry milestones, certifications, safety achievements and thoughtful comments on transportation topics can support a professional profile. Public arguments, attacks on former employers or posts that reveal confidential customer information can work in the opposite direction.

You do not need to post constantly. Keeping the profile accurate, engaging occasionally with relevant industry content, and avoiding activity that would be difficult to explain during an interview is enough for most people.

Use LinkedIn to Watch the Career Path Ahead

LinkedIn becomes more valuable when it is used to track where the industry is moving, not just where openings exist today.

Following safety directors, fleet executives, manufacturers, private fleets, and transportation companies can expose you to roles you may not have considered yet. A CDL career can eventually lead into training, safety, recruiting, dispatch, terminal management or fleet operations, and those transitions are easier to understand when you can see how other people moved into them.

Updating the profile when you gain a new endorsement, switch freight types, complete training, or move into a new role keeps that career history visible without requiring a complete rebuild every time an opportunity comes along.

Frequently Asked Questions

Should a CDL driver use LinkedIn even when not looking for a new job?

Yes. Maintaining an accurate profile makes it easier to build industry connections and hear about future opportunities without starting from scratch when a job search eventually begins.

What belongs in a truck driver’s LinkedIn headline?

A useful headline can include CDL class, endorsements, freight experience, route type, or a specialization such as tanker, flatbed, LTL, or private fleet work. The goal is to make your background understandable at a glance.

Should endorsements such as hazmat and tanker be listed?

Yes, as long as they are current. Endorsements can help distinguish your profile in recruiter searches and make specialized experience easier to identify.

Is LinkedIn useful for moving out of the driver’s seat?

It can be. Safety, training, recruiting, dispatch, operations and fleet management roles are commonly posted on LinkedIn, so maintaining a complete profile can support a later transition into another part of the industry.

Do you need to post content to get value from LinkedIn?

No. A complete profile, relevant connections, and occasional interaction with companies or industry professionals can be useful without becoming a regular content creator.

Can a current employer see that Open to Work is enabled?

LinkedIn offers a recruiter-only option intended to limit visibility, but the platform does not guarantee that your current employer will never see the setting. Anyone concerned about privacy should review the visibility options before enabling it.

What kind of LinkedIn recommendations are most useful?

Recommendations from people who can speak directly about your work tend to be strongest, especially when they mention specific qualities such as safety, reliability, equipment care, communication, or customer service rather than offering general praise.

The TDUSA editorial team creates practical, driver-focused content covering trucking news, industry updates, safety, regulations, and career information for professional truck drivers across the United States. Each article is built to reflect real-world experience, industry developments, and information drivers can use on and off the road.

Last Updated: August 26, 2026

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