What began as a side hustle by two student-athletes in 1997 has grown into California’s largest independent moving company. But after nearly three decades of growth and recognition—including eight consecutive appearances on Inc. Magazine’s 5000 fastest-growing companies list—Meathead Movers now faces a challenge that could threaten the future of the business. CEO Aaron Steed joins The Small Business Show, to discuss the company’s origins, values, and the ongoing battle with the Equal Employment Opportunity Commission (EEOC) over allegations he firmly denies.
Aaron Steed co-founded Meathead Movers with his brother in 1997 as a way to earn money while balancing school and athletics. Starting without a moving truck and letting customers pay what they thought was fair, the company’s unique, upbeat approach—marked by punctuality, energetic service, and even jogs when not carrying items—quickly won praise. That experience evolved into a full-fledged business model built on professionalism, positivity, and hard work. Today, Meathead Movers employs 350 people across six California offices.
Despite their growth and operational transparency—including hiring all W-2 employees and avoiding subcontracting—Steed’s business has become the subject of an EEOC lawsuit alleging age discrimination. The suit, initiated by the EEOC’s Los Angeles chapter without any formal complaints from applicants or employees, claims that the company systematically discriminated against workers over 40. The agency is seeking a $15 million penalty.
Steed strongly contests the allegations, pointing out that no one has stepped forward claiming age discrimination and that Meathead Movers has employed individuals over 40 since its early days. He cites the example of a football coach who worked with them even when most of the team were teenagers. “Can you do the job or not?” has always been the guiding principle, Steed said.
Unlike many moving companies that rely on 1099 day laborers or pay under the table, Steed emphasizes that Meathead Movers adheres strictly to legal hiring practices, contributing payroll taxes and benefits. That commitment may have inadvertently made them a statistical outlier when compared to others in the industry, skewing the perception of their workforce’s age demographics.
The lawsuit, now dragging into its tenth year, has already cost the company significant legal fees. Steed said they’ve cooperated fully, including participating in three mediations and even altering their branding by dropping the word “student” from “student-athlete movers” to avoid any implication of age preference. Yet, the EEOC refuses to reduce its demand for an eight-figure settlement—something Steed says would effectively destroy the business and the jobs it provides.
Steed hopes the new administration under President Trump will take a fresh look at the case. He recently filed a Freedom of Information Act (FOIA) request to uncover more about how the lawsuit originated, expressing hope that it will be dismissed if judged on facts rather than assumptions.
“One of the proudest things that we do as an organization is we partner with local domestic violence shelters and we move victims of domestic violence at no cost. And we've been doing that for 20 years. And that really shows the heart of our company and what we're about.” – Aaron Steed
