What’s on the board right now
Remote openings tied to trucking and logistics are alive and well in California—especially in sales, brokerage/agent, recruiting, and some dispatch functions. As of October 29, 2025, Indeed’s California results show eight “remote” or work‑from‑home roles across the trucking ecosystem, including: Freight Forwarding Sales Executive (remote in Bell Gardens), Manager, Regional Fleet Sales (national remote), Independent Freight Agent (1099, work from home), CDL Driver Recruiter (work from home), and Territory Manager (remote). Several owner‑operator listings also tag “work location: remote” for their back‑office coordination—even though the driving itself is obviously on the road. Always read the fine print to confirm whether “remote” means home‑based, territory‑based, or hybrid.
What these jobs pay—and the skills hiring managers want
For home‑based dispatch and coordination roles, California’s latest occupational wage data show dispatchers (non‑public safety) averaging about $53,750 a year, with higher earnings in some metros and niches. Experience with DOT compliance, multi‑stop routing, and strong customer communication remains core.
On the management and enterprise side, transportation, storage, and distribution managers (a common umbrella for remote‑friendly fleet operations, network planning, and customer operations leadership) have a national median pay of $102,010 and a projected 6% growth through 2034—faster than average. Those roles often accept hybrid/remote arrangements, especially when the work centers on sales, planning, or multi‑site oversight.
Why fleets are posting remote roles
Two forces are pushing more work out of the terminal and into home offices. First, operations and commercial functions—from enterprise fleet sales to brokerage agent models—are increasingly digital and can be handled via TMS, load boards, and video calls. Second, the labor market continues to be tight for the “right” talent. At ATA’s 2025 Management Conference, Chief Economist Bob Costello characterized the driver dilemma as a “quality, not quantity” shortage, a reminder that recruiting, screening, and retention work (often done remotely) is mission‑critical for carriers and brokers trying to raise the bar.
Who should apply
- Experienced dispatchers and coordinators who can juggle time‑critical updates, detention/wait‑time negotiations, and after‑hours coverage from a home office.
- Broker/agent sellers with a book of business or a plan to build one. Many 1099 agent roles are commission‑heavy with TMS and load board access provided.
- Fleet and territory sales pros who can manage OEM or carrier accounts across regions without daily office presence.
- Driver recruiters who can source, screen, and onboard CDL talent via ATS, video interviews, and e‑docs.
How to stand out (owner‑operators and fleets)
- Show your tech stack fluency. List the TMS, ELD portals, load boards, pricing tools, and CRM platforms you’ve actually used.
- Quantify wins recruiters and sales leaders care about: seated trucks per month, time‑to‑hire, churn reduction, margin per load, conversion rate, on‑time performance.
- Mind the time zones. Many remote roles require Pacific Time coverage for shipper cutoffs and port drayage windows.
- Prep a home‑office spec sheet: bandwidth, backup hotspot, quiet workspace, headset—include it on your resume to remove doubt.
- Ask about “remote” definitions up front: fully remote vs. hybrid vs. remote within California. The label varies widely on job boards.
A note on 1099 work in California
Plenty of postings for “independent freight agents” and “owner‑operator dispatch” exist, but California’s AB5 independent‑contractor test complicates some 1099 arrangements when the work falls within a motor carrier’s usual course of business. Several California carriers have cited AB5 pressures in business decisions over the past two years. If you’re considering a 1099 setup based in California, get tax and legal guidance on classification before you sign.
Bottom line
Remote trucking jobs aren’t limited to customer service anymore. Sales, recruiting, brokerage/agent, and even some fleet operations roles are accessible from home—especially in California’s large freight market. Use the current boards to spot openings, then tailor your pitch to measurable outcomes and platform proficiency. Pair that with an early conversation about schedule, territory, and classification, and you’ll avoid surprises and speed up your time‑to‑offer.
Sources Consulted: Indeed; U.S. Bureau of Labor Statistics; Commercial Carrier Journal; FreightWaves; Benzinga.
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