Diesel Fleet Mechanic I at Freshpoint
Job Description
Position Purpose:
Responsible for the storage and movement of materials and finished goods including: • Shipping & Receiving • Warehousing • Order Filling, Picking, and Packing • Inventory Control & Records Management • Dispatch • Developing transport schedules, methods, and routes • Analyzing and projecting transportation costs • Coordinating customs clearances and permits • Maintaining, loading, packing and driving vehicles • Evaluating, selecting, and managing ongoing relationships with external transport providers (e.g., fuel suppliers, trucking/shipping companies, etc.) • Acquiring and managing fleet vehicles
JOB SUMMARY
The Fleet/ Preventative Maintenance Mechanic is responsible for performing maintenance of fleet and power equipment.
RESPONSIBILITIES
- Provide technical, customer relations, and personnel management for major programs and projects
- Performs repairs to the fleet and powered equipment as needed
- Completes required maintenance documentation as necessary
- Obtains fuel and fuel equipment/vehicles when necessary
- Performs duties of the fleet manager in the absence
- Performs special projects as assigned by the fleet manager, facility manager, or designee
QUALIFICATIONS
Education
- High School Diploma or equivalent required
Experience
- 1-year fleet/facility maintenance
Skills
- Valid Class B license with tanker and hazmat endorsement
- General understanding of woodworking, painting, drywall, grounds keeping, vehicle/building maintenance, refrigeration, plumbing, processing equipment, and welding accepted practices and procedures
- Familiarity with Department of Transportation (DOT) and OSHA regulations
- Good working knowledge of Microsoft Office applications
- Prioritizing, executing and follow up on work orders
- Purchase of services/equipment
Typical mid-level pay: $61k for Bus and Truck Mechanics and Diesel Engine Specialists nationally
Hot hiring, constrained wages
Employers are hiring actively, but pay hasn't caught up with demand. Focus on competing offers and non-salary benefits.
Why this market feels harder than it looks
This market is hiring aggressively, but compensation hasn't caught up and most openings are backfilling churn, not expansion. Employers are filling roles, but not bidding wages up.
Who this leverage applies to
Where to negotiate
Likely Possible Unlikely
Watch out for
Don't let hiring headlines mislead you—focus on concrete offers.
Does this path compound?
Steady work, but limited growth in both jobs and pay.
Openings come from turnover, not new growth. Differentiate to advance.