Driver Recruiting
The American Trucking Associations has estimated the industry's driver shortage at roughly 60,000 currently, with the gap projected to exceed 170,000 by 2030 absent intervention — recruiting well the first time matters more in an environment like that than in most industries.
We source candidates and screen them against the qualification standard your operation actually needs — not just filling a seat as fast as possible.
Drivers who are qualified and a fit for your freight from day one, instead of a revolving door of hires who don't work out.
- 01Define the qualification standard for the role and freight type.
- 02Source candidates through relevant channels.
- 03Screen for CDL status, experience, and MVR.
- 04Present qualified candidates for the final hiring decision.
Why the shortage makes recruiting quality matter more here
The ATA has framed the driver shortage as increasingly a 'quality' problem rather than a pure 'quantity' one, estimating roughly 1.2 million new drivers will be needed industry-wide over the next decade between growth and replacing an aging workforce. In a market that tight, a bad hire isn't just a wasted onboarding cycle — it's a near-certainty of repeating the process again within months. Screening rigorously up front is cheaper than replacing a driver twice.
The qualification baseline before screening even starts
Federal rules set a minimum age of 21 for interstate CDL operation (18 for intrastate in many states), along with a valid medical certificate from an examiner on the FMCSA National Registry and an MVR that meets the carrier's safety standard — the actual screening question is less about meeting that legal floor and more about which candidates are a genuine fit for the specific freight and equipment they'd be running.