Over-the-road (OTR) trucking pay at Anderson Trucking Service (ATS) is designed to reward drivers when freight rates are strong while protecting them when markets soften. Company drivers earn either cents per mile (CPM) or 26% of the line haul — whichever pays more on every load — creating a pay program that was intentionally built to perform through every freight cycle.
If you've been paying attention to the trucking industry lately, you've probably seen carriers announcing pay raises, higher CPMs and new compensation packages. That naturally leads to a fair question:
"If everyone else is raising pay, why isn't ATS making the same announcement?"
As Driver Recruiting Manager at ATS, it's one of the questions I hear most often, and my answer usually surprises people.
The truth is, ATS designed our company driver pay program years ago with freight market cycles already in mind. We knew rates would rise. We knew they'd fall. They always have, and with more than 70 years' experience in trucking, we know they always will.
Instead of building a pay program that requires constant adjustments every time the market changes, we built one that automatically helps drivers benefit during strong markets while providing protection when freight inevitably softens.
That's the philosophy behind the ATS Upside Pay Program.
More importantly, it's a reflection of something we've believed since 1955: when our drivers succeed, ATS succeeds.
Whether you're just starting your trucking journey or you're an experienced driver comparing carriers, understanding how you're paid — and why a company pays that way — is just as important as knowing the number attached to a job posting.
Let's walk through how over-the-road trucking pay works at ATS, why our pay model is different from many carriers, and what it means for your long-term earning potential.
Key Takeaways About OTR Trucking Pay
- ATS company drivers earn either 26% of the line haul or their cents-per-mile (CPM) rate — whichever pays more on every load.
- Our Upside Pay Program was intentionally designed years ago to perform through changing freight markets, not as a reaction to today's industry conditions.
- When freight rates increase, drivers naturally earn percentage pay more often. When rates soften, the CPM safety net provides consistency.
- Additional earnings through detention, layover, stop pay, per diem, and other accessorial pay can significantly increase annual income.
- The best trucking pay program helps drivers build long-term financial success through every stage of their time on the road.
What Is OTR Trucking Pay?
OTR trucking pay refers to how over-the-road drivers are compensated for hauling freight over long distances. Depending on the carrier, drivers may be paid by cents per mile (CPM), a percentage of the freight revenue, salary, or some combination of these methods along with bonuses and accessorial pay.
At first glance, many of these pay models can sound similar. But the details matter.
How a carrier structures its compensation says a lot about what it values, how it responds to changing freight markets, and whether it's built to support drivers through every freight cycle.
That's why it's important to look beyond a headline CPM number and understand the entire compensation program.
How OTR Truck Driver Pay Works at ATS
At ATS, company drivers don't have to choose between percentage pay and cents per mile. They automatically receive whichever method pays more for each load. Here's how it works.
Every company driver earns:
- 26% of the line haul, or
- their applicable CPM rate,
whichever produces the higher paycheck.
There's nothing drivers need to calculate, compare, or request. Our system evaluates every load and pays whichever method benefits the driver most. That automatic comparison is what makes the ATS Upside Pay Program unique.
Many trucking companies ask drivers to live entirely in one pay model. Company drivers are often paid only by CPM, while percentage pay is traditionally reserved for contractors or owner-operators.
ATS gives company drivers the opportunity to benefit from both, because freight doesn't pay the same every day.
Some loads generate significantly higher revenue than others. During stronger freight markets, that 26% often becomes substantially more valuable than mileage pay alone. Instead of keeping those higher revenues at the company level, ATS shares that success with the drivers who make it possible.
When freight markets soften or an individual load pays less, the opposite can happen. In those situations, the driver's CPM becomes the better option, providing built-in protection against lower-paying freight.
That's exactly how the program was intended to work.
Rather than asking drivers to gamble on one compensation model, ATS designed a pay program that adapts with the freight market while always looking for the better outcome for the driver.
What Does That Look Like?
Let's use a simple example.
Imagine you're hauling a 500-mile load.
If the line haul pays ATS $1,500, your 26% would equal $390. If your CPM earnings on that same load total $300, you'll automatically receive the higher amount — $390.
Now imagine that same load only pays $1,000.
Your percentage would now equal $260, while your CPM still totals $300.
Again, ATS automatically pays the higher amount. No guessing. No choosing one pay model over another. No wondering whether you left money on the table. Every settlement is designed to maximize what you earn on that load.
Just as importantly, ATS is transparent about it. Drivers can see what both calculations would have paid and exactly why one method was selected over the other. We believe understanding your pay shouldn't require guesswork.
Why ATS Doesn't Need to Constantly Announce Pay Raises
If you've spent any amount of time browsing trucking job boards or social media, you've probably noticed a pattern. One carrier announces a pay increase. A few weeks later, another follows. Before long, several companies are competing to advertise the latest CPM increase.
On the surface, that's great news for drivers, but it's also worth asking a different question:
Why did that carrier need to change its pay program in the first place?
At ATS, we've taken a different approach.
Rather than redesigning our company driver pay every time freight rates move up or down, we intentionally built the ATS Upside Pay Program to adapt alongside the market. That philosophy hasn't changed because the freight market hasn't changed. Freight has always been cyclical.
There are years when demand is exceptionally strong and freight rates climb. There are also years when capacity increases, shipping slows, and rates soften. Those cycles aren't unusual — they're simply part of trucking. Knowing that, we asked ourselves a simple question years ago:
How can we build a pay program that supports drivers during both?
The answer wasn't to chase the market. The answer was to create a compensation model that automatically rewards drivers during strong markets while providing meaningful protection during slower ones.
That's exactly what the combination of percentage pay and a CPM safety net accomplishes.
How the ATS Upside Pay Program Works Through Every Freight Cycle
Think about what happens during a strong freight market. Customers are paying more to move freight. Load values increase. Revenue increases. On a traditional CPM-only pay model, those higher freight rates don't necessarily change what the driver earns. Unless the company decides to increase mileage pay, the driver continues earning essentially the same amount per mile regardless of what the freight paid.
ATS believes drivers should participate in that success.
Because ATS company drivers earn 26% of the line haul whenever it exceeds their CPM, they naturally benefit more often when freight markets are strong. As freight rates rise, percentage pay becomes the better calculation on more loads, allowing drivers to share in the improved market.
When the market eventually softens (as it always does), the opposite happens.
Percentage pay may become the lower calculation on certain loads, which is exactly why the CPM portion of the program exists. Instead of forcing drivers to absorb every market swing, the CPM serves as a built-in foundation that provides consistency when percentage alone would pay less.
In other words, the same pay program is designed to work in both environments. There's no switch to flip. No need for drivers to choose one compensation model over another. The program simply does what it was designed to do: pay the driver whichever method produces the better outcome.
Driver-First Means More Than Competitive Pay
At ATS, conversations about compensation have never been just about numbers. One of the questions asked throughout our organization whenever we're considering a decision is:
"How will this affect the driver experience?"
That mindset influences far more than pay, but it's especially important when it comes to compensation. Drivers don't just need opportunities to earn more during great markets. They also need confidence that the company they're driving for has planned ahead when the market inevitably changes.
That's why we didn't build our pay program around today's freight rates. We built it around decades of experience watching freight markets rise, fall, and recover again. From the beginning, our goal has been to build a pay program that rewards drivers during strong markets and supports them when conditions become more challenging.
What Determines an OTR Truck Driver's Pay?
No two truck drivers earn exactly the same amount because no two drivers follow the exact same path.
So while compensation varies from driver to driver, there are several major factors that influence earning potential regardless of which carrier you choose.
1. Your Pay Structure
The first, and often most overlooked factor, is how you're paid. Many drivers naturally focus on one number: cents per mile. There's nothing wrong with that. CPM is familiar, easy to compare, and commonly advertised across the industry.
But CPM doesn't always tell the whole story.
A slightly higher mileage rate doesn't automatically translate into more money over the course of a year. Load quality, freight mix, accessorial pay, detention, route consistency, and percentage opportunities all contribute to what actually lands in your weekly settlement. That's why I encourage drivers to ask a different question during the recruiting process.
Instead of asking only, "What's your CPM?"
Ask, "What can I realistically expect to earn each week, and how does your pay program work when freight markets change?"
Those answers often paint a much clearer picture of your long-term earning potential.
2. The Type of Freight You Haul
Not all freight requires the same level of experience, responsibility, or specialized skill.
Dry van freight often provides consistency and predictable opportunities. Flatbed introduces cargo securement, weather exposure, and greater complexity. Heavy haul requires years of experience, specialized training, and a commitment to safely moving oversized freight that relatively few drivers are qualified to haul.
Generally speaking, the greater the expertise required, the greater the earning potential. That's one reason so many drivers choose ATS.
Whether you begin in van or flatbed, there are opportunities to continue developing your skills and move into more specialized divisions as your experience grows.
3. Experience and Professional Development
Your CDL is the beginning of your journey, not the finish line.
The safest, most successful drivers continue building new skills, earning additional qualifications, and taking on more challenging freight over time. That growth creates opportunities for higher-paying work while making you more valuable throughout the industry.
At ATS, we see that progression every day.
Drivers who commit to learning securement, mastering flatbed freight, and gaining experience with increasingly specialized loads often position themselves for opportunities that simply aren't available elsewhere.
4. Your Availability
Some things never change in trucking. Drivers who are available to run consistently generally create more earning opportunities than drivers whose schedules require them to spend more time at home.
Everyone's priorities are different, and home time matters. But from a purely financial standpoint, more productive miles typically translate into higher weekly settlements. The key is finding the balance that supports both your financial goals and your personal life over the long haul.
Don't Chase Today's CPM. Focus on the Bigger Picture.
If there's one piece of advice I find myself giving drivers over and over again, it's this:
Think bigger than your next paycheck.
That's not to say today's pay doesn't matter. It absolutely does. You deserve to earn a great living for the work you do. But when you're comparing trucking companies, don't stop at the advertised CPM.
Ask yourself:
- Will this company help me earn more five years from now?
- Does its pay program still work when freight markets slow down?
- Can I develop new skills and move into higher-paying freight?
- Will I still be happy driving here after the excitement of a hiring bonus or pay increase wears off?
Those are the questions that shape long-term success.
I've seen drivers leave opportunities that aligned perfectly with their long-term goals because another company advertised a few more cents per mile. Sometimes that decision works out. Sometimes it delays the goal they originally wanted by several years. Take drivers who tell us they eventually want to haul heavy haul freight.
At ATS, many begin in flatbed, where they learn cargo securement, gain experience handling increasingly complex freight, and build the skills necessary to move into specialized divisions. During that progression, they continue increasing their value as professional drivers.
But occasionally, someone decides to take a different job simply because the starting CPM looks slightly higher, and there's nothing inherently wrong with that decision. Every driver's situation is different.
The important thing is understanding what you're trading.
If your long-term goal is to become a heavy haul driver, choosing the path that develops those skills may ultimately create far greater earning potential than chasing a short-term pay increase somewhere else.
That's why I encourage every driver to think about where they want to be — not just next month, but five or ten years from now.
What Sets the ATS Driving Experience Apart?
Pay matters. Growth matters. But they're only part of what makes a trucking company worth calling home.
For more than 70 years, ATS has remained focused on creating an environment where professional drivers can thrive over the long haul. That starts with a thoughtfully designed pay program, but it extends into every part of the driver experience.
Drivers have access to customer-direct freight, reducing dependence on unpredictable load boards while providing greater consistency. They operate modern equipment equipped with technology that helps drivers stay confident behind the wheel. And as their experience grows, opportunities open into specialized divisions like flatbed, heavy haul, and Department of Defense freight.
Perhaps most importantly, ATS believes transparency builds trust. That's why company drivers don't have to wonder whether they were paid correctly. Every settlement clearly shows how both calculations — CPM and percentage — were evaluated and why the higher-paying option was selected.
There isn't a catch hidden in the fine print. There isn't a complicated formula drivers are expected to figure out on their own.
The program was built to benefit drivers, and we want them to understand exactly how it works.
Frequently Asked Questions About OTR Truck Driver Pay
How does ATS calculate OTR truck driver pay?
ATS company drivers earn either 26% of the line haul or their applicable cents-per-mile (CPM) rate, whichever pays more on each load. The comparison happens automatically, so drivers always receive the higher amount.
Why doesn't ATS constantly announce pay increases?
Because our Upside Pay Program was intentionally designed to adapt to changing freight markets. Rather than continually adjusting compensation whenever freight rates rise or fall, the combination of percentage pay and a CPM safety net helps drivers benefit in stronger markets while providing consistency during softer ones.
What is percentage pay in trucking?
Percentage pay compensates drivers based on a percentage of the revenue generated by a load instead of paying only by mileage. As freight rates increase, percentage pay can create higher earnings because the driver's compensation rises along with the value of the freight.
What is CPM pay in trucking?
CPM, or cents per mile, pays drivers a predetermined amount for every mile they drive. It's one of the most common compensation methods in trucking because it's straightforward and predictable.
Why does ATS use both percentage pay and CPM?
Using both methods gives company drivers advantages that neither system provides on its own. Percentage pay allows drivers to benefit when freight markets are strong, while CPM provides protection when individual loads or market conditions produce lower freight rates.
Can OTR drivers earn additional pay beyond mileage or percentage?
Yes. ATS drivers may earn detention pay, layover pay, stop pay, per diem, and other accessorial compensation depending on the load. If percentage pay is the higher-paying option on a load, those accessorials are included in that percentage instead of being paid separately.
What factors have the biggest impact on OTR truck driver earnings?
Your pay structure, freight type, experience level, availability, specialized skills, and career progression all influence long-term earnings. That's why evaluating an entire compensation program — not just advertised CPM — is so important.
Ready to Find Out What You Could Earn?
No two drivers have identical goals.
Some are looking for the highest weekly earnings possible today. Others are focused on building a career that leads to specialized freight, greater responsibility, and higher long-term income. Whatever success looks like to you, the best place to start is with a conversation.
Talk with an ATS recruiter today about your driving experience, your goals, and the type of freight you'd like to haul. We'll walk you through exactly how our pay program works, answer every question you have, and help you determine whether ATS is the right fit for your future. If you're a U.S. military veteran, be sure to ask about our additional $500 veteran sign-on bonus.
Because choosing a trucking company shouldn't be about chasing the loudest pay announcement.
It should be about finding a company that has already planned for the road ahead.