J.B. Hunt Transport reviews

This job has turned into a glorified call center. You are expected to be on “ready” for minimum 6 hours per day otherwise you’ll be written up. You must be on the phones all while trying to solve complex issues with loads you booked. Expect inbound calls of 100+. Most of the time you end up trying to fix someone else’s problem. You also have to maintain your email inbox and provide on the spot updates for needy customer teams. Brokering loads is the easy part of the job. This review is just for the Power Only division. 98% of your day will be phone calls or emails about trailers that are not where they are supposed to be or trailers taken by someone else or trailers that are broken. Sometimes there are no empty trailers within 200 miles of where the load picks up so you have to now convince a driver to deadhead 400 miles and only pay $1/mi for the empty pick up. The morale is extremely low. High turnover as many of the experienced brokers have gotten smart and left. Pay is not nearly enough for the amount of work done. The schedule is challenging too. Don’t expect a Monday - Friday for at least a year. You’ll be working at least a sat/sun if not Friday-Monday schedule. Dealing with carriers daily is also a struggle. Many are money hungry and will try to take advantage of you where they can. Communication with carriers/dispatchers can also be challenging due to the language barriers. Lastly, the 45 hour work week really turns into 48-52. It’s not worth it as you will not have a work/life balance because you’ll be so mentally drained. The burnout is real! When you first start out you’ll be doing check calls all day and it’s exhausting. Good luck.

-After a few years, the company doesn't keep up with industry standard pay. Just search the average salaries for Operations Manager (level above Transportation Mgr), and General Manager (level above Ops Mgr) at JBH versus elsewhere. Not ideal... There is minimal incentive to not jump ship. -Managers who get sent to "good" accounts rarely/never leave, therefore new hires will get sent to accounts where the turnover is poor and you don't learn a lot. You might just answer phones all day and hand out paperwork. -Additionally, some of the larger accounts that new hires are likely sent to do not bonus because the design of the budget plan was botched. So if you're being drawn in at the prospect of a 20+ percent bonus, might want to rethink the likelihood of receiving one -The company allows drivers to run the show and at times wreak havoc on the operation. "Final written warnings" for reckless driving or no-call, no-show will be issued 5+ times, and still no term. Dangerous and disrespectful behavior is swept under the rug because "driver turnover is so high". In addition to hiring and retaining accident/safety event prone and mentally unstable individuals, the company portrays Transportation Managers as "dispatchers" giving the impression you have no authority, and of course you are treated as such. You will, on occasion, be looked down upon by both drivers and upper managers. Drivers have thrown objects at managers (keys, packets or BOLs etc), slammed the back of the computer monitors by the counter, and threaten/cursed out management (verbal and in writing) with minimal consequence...all for the sake of retention. -Very poor yearly raises, 3 percent or less, barely keeping pace with inflation -During COVID, around 75 percent of our office got sick from refusal to allow work from home and poor health protocols. Of course some individuals are always needed on site, but 10+ people crammed in a small office when not needed is inexcusable and blatant disregard for health and safety***(this is account specific and is not necessarily representative of DCS/the company as a whole)