Company · Careers
Work here
Thirty-one people, one yard, and a genuinely unusual pay structure: grading is the best-paid non-management role in the building.
Request pricing
Everything marked with a star is required. The rest helps us quote faster.
RePallet Co. hires for sort-line grading, repair stations, crating, CDL driving and dispatch at 4890 Geneva St in Denver. We hire for judgement and consistency rather than for prior wood experience.
Applications go to the same email as everything else. Tell us what you have done and why the work sounds interesting; we read all of them and reply to all of them.
The roles
Sort-line grader
Eight hundred decisions a shift, four seconds each. The highest-skill and best-paid non-management role in the yard. Four months of structured training to line-qualified.
Repair operator
Board replacement, companion stringers, plugging, de-nailing and re-squaring across four stations. Rotating, so nobody spends a career at one bench.
Crating and custom build
Skids, export crates, remanufacture and the upcycled range. The most varied work in the building and the hardest to hire for.
CDL driver
Front Range routes, flatbed and dry van, home every night. Paired runs mean loaded miles in both directions more often than not.
Dispatch
Routing, scheduling and the awkward access questions. Half logistics, half diplomacy.
Yard and loading
Forklift, banding, staging and the scale house. Where most people start and where several graders came from.
How we hire
Short, and deliberately so. Nobody has ever been made better at grading pallets by a seven-stage interview process.
- 1
You write to us
Email, in your own words. A CV is welcome and not required.
- 2
We reply
Within a few days, either way. Nobody is left wondering.
- 3
You come and stand on the line
Two hours, paid, with a grader. You see the actual job and we see how you think about it.
- 4
A conversation
Usually the same day, usually forty minutes, usually about what you noticed.
- 5
Offer
Within a week of the visit.
What the work is actually like
Honest version, because the alternative wastes everybody's time.
- It is physical but designed so nothing needs lifting awkwardly. Endurance rather than strength.
- It is repetitive in motion and not in decision. That combination suits some people enormously and some people not at all.
- It is cold in winter and hot in summer. The sort and repair bays are covered; the apron is not.
- Shifts start early. Routes go out between 7:00 and 9:30, which means the yard is busiest before most offices open.
- You get very little feedback in the moment. A grader makes 800 calls and hears about three. People who need confirmation find that hard.
- Accuracy is measured individually. Not to catch anybody out — to find scheduling problems like the hour-five effect, which was real for everybody.
There is a longer piece on what we look for and why in the journal.
What we offer
- Pay banded by measured skill rather than by tenure, reviewed twice a year
- Health, dental and vision from day 31
- Paid two-hour trial shift for every candidate who visits
- Four-month structured training for graders, paid at full rate throughout
- Rotating stations so nobody grinds out a career at one bench
- Safety boots, high-vis and cold-weather gear provided and replaced
- Drivers home every night — we do not run overnight lanes
We do not currently have a formal apprenticeship, and it is the gap we are most aware of. Several people have asked and we are working on it.
Pay, progression and what the bands mean
We publish structure rather than numbers, because numbers date and because a band without its criteria tells you nothing.
| Role | Bands | What moves you up |
|---|---|---|
| Yard and loading | 3 | Forklift tickets, banding quality, reliability |
| Repair operator | 4 | Station coverage, repair quality, speed at quality |
| Sort-line grader | 5 | Measured grading accuracy, sustained |
| Crating and custom build | 4 | Build complexity handled independently |
| CDL driver | 3 | Securement, customer handling, safety record |
| Dispatch | 3 | Route efficiency, access problem-solving |
| Supervisor | 2 | Team outcomes, training others |
Grading has the most bands and the highest ceiling because it is the only role where one person's accuracy moves a six-figure number. A one-point improvement in sort accuracy across our volume is worth roughly $34,000 a year, and paying for it is the cheapest capital investment we have ever made.
What a week actually looks like
- 1
Early starts
Yard opens 05:45; most roles start 06:30 or 07:00. Routes go out before most offices open.
- 2
Station rotation
Repair operators rotate every ninety minutes; graders rotate off the line after roughly five hours.
- 3
Two breaks and a lunch
Scheduled, taken, and covered so the line does not stop.
- 4
Finish 15:30 to 17:00
Friday finishes at 15:30 for everybody. Saturday 07:00 – 12:00 on a voluntary rota, paid at premium.
- 5
No overnight lanes
Drivers are home every night. It is the main reason our driver turnover is low.
The honest parts
- It is physical, though designed so nothing needs lifting awkwardly. Endurance rather than strength.
- It is repetitive in motion and not in decision. That suits some people enormously and some not at all.
- The apron is cold in winter and hot in summer; sort and repair bays are covered.
- Graders get almost no feedback in the moment — 800 decisions, maybe three confirmations.
- Accuracy is measured individually, to find scheduling problems rather than to catch people out.
- Saturdays are voluntary and there is no pressure, explicit or otherwise, to take them.
Training, tickets and what we pay for
| Training | Who | Funded | Notes |
|---|---|---|---|
| Forklift certification | Yard, repair, dispatch | Fully | Renewed on schedule |
| Moffett / truck-mounted | Drivers | Fully | Opens more routes |
| CDL upgrade | Yard staff moving to driving | Fully | Two people have done it |
| First aid | One per shift minimum | Fully | Volunteers, paid time |
| Grading programme | New graders | Fully, 4 months | Full rate throughout |
| Crating and joinery skills | Workshop | Fully | External courses where useful |
| Wheel-loader ticket | Fibre line | Fully | — |
| English or Spanish classes | Anyone | Fully | Both directions; the yard runs bilingual |
That last row is not a perk, it is an operational necessity. The yard runs bilingually and safety information has to land in the language somebody actually thinks in. We fund classes in both directions and several people have used them.
The gap we are aware of
We do not have a formal apprenticeship, and several people have asked. It is the thing we are most conscious of not having built yet. If it matters to you, say so when you write — it will not get you a different answer today but it does push the priority.
Questions people actually ask
Do I need experience with pallets?
Is the trial shift paid?
Are there openings right now?
Do you hire drivers with a clean CDL but no flatbed experience?
Do you sponsor visas?
Is there weekend work?
What is the turnover like?
Do you hire people with a record?
What is the single best reason to work here?
Let's keep your pallets in the loop
Whether you have 40 broken cores behind the dock or need 4,000 Grade A pallets a month, the conversation starts the same way.