What we do.
We run driver recruiting and fleet growth for trucking fleets of roughly 10 to 100 trucks, from the first ad to the monthly review. Here's the system at a high level.
One system, five parts
Done for you. You stay focused on running the fleet.
- Meta driver-recruiting ads
- We write, design and run ads that put your open seats in front of the drivers you want, built around pay, home time, equipment and lanes.
- Custom CRM with AI screening
- Every driver who responds lands in one CRM. AI screening reads their answers against your requirements and sorts them into qualified, nurture or backlog.
- Text-based qualification
- Drivers answer screening questions by text, when it suits them, so you aren't on the phone with people who aren't a match.
- Fast follow-up
- Qualified drivers hear back quickly with a clear next step. Nurture drivers get relevant check-ins. Backlog stays on file for your next opening.
- Monthly strategy meeting
- A working session and written report on where drivers are coming from, what's slowing things down and what we're changing.
Every fleet recruits differently
We build around your equipment, your runs and your pay, not a template.
Recruiting dry van drivers isn't the same as recruiting flatbed drivers. Recruiting over-the-road drivers isn't the same as recruiting local drivers. Different drivers care about different things, so the ads, the screening questions and the follow-up all have to change with them.
Dry van and flatbed
Dry van
- Drivers often weigh home time, how freight is handled and how steady the miles are.
- We screen for experience with the freight and the facilities you serve.
- Ads lead with schedule and consistency.
Flatbed
- Drivers often weigh pay for securement and tarping, load variety and the physical side of the work.
- We screen for flatbed experience, securement know-how and the endorsements you need.
- Ads lead with the freight you haul and how the work is paid.
Over the road and local
Over the road
- Drivers often weigh pay per mile, time out and time home, and the equipment.
- We screen for comfort with time away and for lane and route experience.
- Ads lead with lanes, miles and the home-time pattern.
Local
- Drivers often weigh being home every night, a predictable schedule and the area.
- We screen for where they live and whether the schedule and commute work.
- Ads lead with the area, the hours and the daily routine.
Then it gets specific to you
Beyond those splits, every fleet is different: your lanes, your pay, your equipment, your terminals, the drivers who have worked out and the ones who haven't. We start by learning those, then set up the ads, the screening questions and the follow-up around them. Two fleets in the same niche rarely end up with the same setup.
Who it's for
Fleet owners and operations managers with open seats and no recruiting system. If recruiting is something you squeeze in between dispatching and everything else, this takes it off your desk.
It's built for fleets of roughly 10 to 100 trucks. If you already have a recruiter keeping every seat full, or you run one or two trucks, it's probably not the right fit, and we'll tell you so.
Want to see it in action? Read how it works for a real fleet on our Use cases page.
What to expect
We handle the ads, the CRM and AI screening setup, the text screening and follow-up, and the monthly reporting. You tell us about the job, talk to qualified drivers promptly, and make the hiring decisions.
We aren't a staffing agency. We don't place drivers or hire on your behalf, and we don't promise a set number of hires. Scope and cost are something we cover on the call.
We message only people who have agreed to receive texts, and anyone can reply STOP to opt out at any time. The details are in our SMS terms.
See if it fits your fleet.
Book a call. We'll look at your open seats and tell you plainly whether we can help.