Our Blog

Driver turnover in trucking is not a new problem. But the way most fleets approach truck driver retention strategies almost guarantees that the problem continues. Fleets invest in recruiting CDL drivers. They improve response time. They refine onboarding. They celebrate hires. And then they lose drivers within 90 days. The issue is not always pay. It is not always freight volume. It is rarely just “today’s workforce.” The real issue is this: Retention is misunderstood. Retent

Serious question: what actually happens after a driver says yes? Not what the orientation packet claims. Not what the recruiter thinks is happening. What actually happens, in the real world, inside real fleets, on real loads. Because for a lot of carriers, the moment a driver says “yes,” the process quietly breaks down. Recruiting celebrates the win. Operations assumes the handoff is clean. Dispatch expects the driver to already know the rhythm. Safety focuses on compliance.

The Realities of Competing for Drivers in Today’s Market Let’s be honest, truck driver recruitment today isn’t what it used to be. Between sign-on bonuses from mega carriers, sophisticated marketing funnels, and recruiting departments with entire teams, small fleets often feel like they’re playing catch-up with limited resources and less visibility. But here’s the truth: You don’t have to have a big budget to build a big presence. In fact, I’ve watched small fleets consistent