Over the last 10 years, Penske has hired more than 280 WyoTech graduates nationally to work as technicians in its regional operations.
“Diesel technicians are vital to Penske and the entire industry,” said Fred Haddad, area vice president of Penske Truck Leasing. “The technicians graduating from WyoTech and that subsequently get hired to work in trucking, maintain vehicle uptime and supply chain efficiency.”
Diesel technicians are a key component in keeping essential supply chains moving; nearly every good consumed in the U.S. is transported by truck. The U.S. trucking industry hauls more than 70% of all transported freight. Penske works with leading technical schools, and related organizations such as SkillsUSA and the TechForce Foundation, to meet the current and future demand of technicians.
“WyoTech is proud to support Penske in delivering entry level technicians to meet the needs of Penske’s job openings,” says Shawn Nunley, vice president of training at WyoTech. “The partnership we have with Penske provides a pathway for career opportunities after our students nine months of training at WyoTech. Having a classroom branded with the Penske name is aspirational for our students while they are here. A reminder to show up and work hard for the opportunity to work at a company like Penske. We love to see our graduates land with great employers.”
Penske Truck Leasing operates and maintains one of the industry’s largest fleets with its truck maintenance technician workforce comprising about 9,450 of the company’s 39,000-plus associates. Visit Penske’s career site: https://technician.penske.jobs to learn more about technician careers and to apply for technician openings across North America.
WyoTech, is a for-profit, technical college founded in Laramie, Wyoming, in 1966. WyoTech provides career training programs that prepare students for careers as technicians in the automotive and diesel industry with nine-month training programs that focus on hands-on experience."Move Ahead" Staff
For the fifth consecutive year 
Criteria for the survey included a benchmark score across key programs and policies such as the strength of company military recruiting efforts, the percentage of new hires with prior military service, retention programs and company policies on National Guard and Reserve service.