Hire Truckers Podcast

00:00 - 00:25
Aaron Craddock: Welcome to the Hire Truckers podcast where we interview experts in driver recruiting. We provide industry insights, marketing trends, and motivation to help you level up your recruiting game. Welcome to the Hire Truckers podcast. I'm your host, Aaron Craddock, and I'm I'm super excited to dive into this kind of hard topic with Esther Goetsch. And she is the executive director of Truckers Against Trafficking.

00:25 - 00:59
Aaron Craddock: And so if you remember back to episode five, we had Micah Larson on. And that was actually you know, I got some good feedback on that episode where people are like, I'm glad you're, you know, talking out more about this issue that's so prevalent just in The United States and in the trucking industry specifically. So disclaimer, this episode has sensitive content. And so if anything about the sex industry or anything like that, you don't want to hear that, I recommend turning it off right now and not going into this episode. Then just join us for the next episode.

00:59 - 01:23
Aaron Craddock: So, Esther, welcome to the show. I really appreciate you joining us today. It was great, you know, meeting you at different industry events. One thing I really appreciate about Esther, having been in this role nine years, is just her and her team do such a good job of doing things with excellence. So we're working on, like, a little project in the industry and just their level of detail.

01:23 - 01:57
Aaron Craddock: We were on a call yesterday, and the level of detail that they went into just with preparation of here is how we're tackling this issue and then follow-up. I just really appreciate as a business owner because I think so much in this industry we see just in the trucking industry, really in any industry, like, people people do things with mediocrity. But one thing I appreciate about truckers against trafficking is they they leverage resources really well and use them where they have high impact, and then they just do things with excellence. And and that's from meeting six different people on their team over the last few years. Everyone I've encountered does that.

01:57 - 02:07
Aaron Craddock: And so, Esther, you do just a great job leading, and I really appreciate you taking the time. I know how busy you are, and you're just in Europe speaking. And I appreciate you joining us today.

02:07 - 02:37
Esther Goetsch: Yeah. Well, thanks, Aaron. It's so great to be here. I'm really looking forward to our conversation, and I do get the pleasure of of leading an amazing team and quite frankly, inheriting a incredible legacy of leadership that has that high quality standard and and really focusing on doing what we do well. So I certainly can't take credit for all of that, but it's the team, but it's also our partners who expect that of us, but also give that back to us in return.

02:37 - 02:40
Esther Goetsch: So it's pretty cool to be a part of.

02:40 - 02:59
Aaron Craddock: That's great. And so talking about that, like, just how was Truckers Against Trafficking founded? What what's the origin story? And then after that, I wanna dive a little bit into just what your what's your background and how you connected with that. So but, yeah, we'll start with what's what's the origin against Truckers Against Trafficking?

02:59 - 03:28
Esther Goetsch: Yeah. So I love telling this story. You know, I was not there during the founding, but I'm deeply connected to many of the founders and have known them all personally. And so it's a really inspiring story really of what TAT is still about, which is just mobilizing change makers, everyday people to really make an a big impact in such a dark and heinous and kind of overwhelming topic. So it started with a mom and her daughters.

03:28 - 04:13
Esther Goetsch: So Lynn Lee Berg, who still is on our TAT staff today, was encountered through a book that she read, the issue of modern day slavery and the reality that it existed here in The United States and was just shocked and appalled. As a Christian, she couldn't believe that this was still happening and, you know, could not just sort of sit back and watch it continue. So she sent the book to her four daughters. And when I say the this family is a force of nature, it is not an understatement. TAT was founded by really strong women who, when faced with something like human trafficking, did not believe it was beyond their control to contribute to the solution.

04:13 - 05:17
Esther Goetsch: So, you know, they they came together and initially decided that they wanted to start a ministry that would eradicate human trafficking worldwide, but quickly realized that was maybe a little too ambitious. And so in the process of their research and them really diving in to learn more had the idea of truckers. Now Lynn grew up in El Paso, and her parents were the owners of a small hotel motel there that primarily service truckers who were traveling through. And so as she was thinking about this issue of human trafficking and how it hides in plain sight and how victims are, you know, being moved from place to place and and are in our communities in a way that we don't even realize. She thought about the trucking industry and how she remembers even as a young girl that the trucking industry was made up of good men and women who were very generous, who were thoughtful, who who wanted to be, you know, part of solution and and a force for good.

05:18 - 05:45
Esther Goetsch: And then sort of that that tie in revelation of truckers are everywhere. Right? And just understanding that industry of how how broad it is, how they permeate kind of every community throughout The United States. And so that was where the idea was born. And, you know, they did not have a background in trucking other than just sort of the touch point she had as a child with truckers who would come through her parents' hotel.

05:45 - 06:05
Esther Goetsch: They didn't have a background in law enforcement, but, you know, again, just had this passion and vision for, hey. If we see an opportunity, we can make something happen. And so they rolled up their sleeves. They gave of their own personal finances. They all had their own full time jobs initially, but just started to gather people together.

06:05 - 06:17
Esther Goetsch: They started going to truck shows. They started creating materials. And from there, it just really snowballed. You know? One of the cool things about Lynn is she has a background in PR and communications.

06:17 - 06:55
Esther Goetsch: And so really thought, hey. If we can embed this idea of everyday heroes into the trucking industry, they'll take it from there. And that's, you know, essentially what's happened, right, is mobilizing that workforce to be everyday change makers as part of their regular jobs. So, of course, once the industry started to respond and success started to be built, Candice Paris, one of her daughters, took on the leadership role and started working full time, and then some of the other daughters joined as well. So, anyways, just cool that it's it really came from a family.

06:55 - 07:32
Esther Goetsch: You know, so many so much of the trucking industry are are family owned businesses. Right? And so it kind of similarly has that going for it that it was started by a family and and still to this day, you know, the deputy director is one of the cofounders as well as Lynn is also still working for us. So those women are who mentored me and brought me into this work. So I just have tremendous respect for what they have built over the years and that, you know, me and the team get to continue building on that legacy, which as you said, I mean, one of the hallmarks, I think, is just that standard of excellence.

07:33 - 07:40
Aaron Craddock: And so how did you end up becoming an abolitionist and joining this organization?

07:40 - 08:04
Esther Goetsch: Yeah. So, you know, probably not unlike a lot of other people, to state it simply, when I became aware of the issue, I just couldn't not get involved. Right? So I met the former executive director, Candice Harris, just through my local community when we were living in Denver. Started learning about the work that she was doing, but at the time was, you know, a stay at home mom.

08:04 - 08:28
Esther Goetsch: I had three little babies. That was my husband was working his way through grad school. And so didn't really have experience in those particular areas at all, but was, you know, somewhat aware of what she was doing and, of course, you know, admired it. And so my husband and I moved back to Tulsa where I'm from. And at that time, the work at TAT was starting to pick up.

08:28 - 09:13
Esther Goetsch: It was starting to grow. And so Candice reached out to me just sort of knowing my background and at that point, knowing who I was as a person and and what I was passionate about and asked if I'd be interested in joining the team. And so, you know, I took a better part of a week to really, really dive myself into? And it was at that point, right, of just, you know, reading and watching videos and and just diving into the topic that I think a lot of us just don't think about, right, in the course of our maybe everyday jobs. This topic is one that that is reserved for those really difficult conversations, right, or those things that we like to turn away from and pretend they don't exist.

09:13 - 10:07
Esther Goetsch: So it was just that experience of when I actually looked at it and thought about the opportunity to be part of of making it right, of maybe affecting change no matter how big or how small. I just couldn't say no. So jumped in initially to run their coalition bill program, which is a program we still have today that brings together law enforcement and industry stakeholders at a local level to help mobilize them as partners in combating this crime. And so everyone at TAT, when you come to TAT, it is a steep learning curve because we really occupy a very niche space, you know, within the industry, working with law enforcement, and addressing human trafficking. And so for me, it just it it lit up all the things in terms of strategic thinking and systems work and really believing that it makes a difference.

10:08 - 10:32
Aaron Craddock: That's so good. Yeah. I just love hearing the origin story and just both how you got involved and how the founders just saw saw a big issue but then took action. Because I think so many times we see the vulnerable and the people that need help. But we're so busy with our lives that we don't don't help them.

10:32 - 10:53
Aaron Craddock: And so it's just amazing that they had that vision and then took action because it's easy easy to have the vision. I think everyone has a vision for business, nonprofit, etcetera. But very few actually take action. And just to see how that has built because now you have a team of 20 Around 25,

10:53 - 10:54
Esther Goetsch: actually.

10:54 - 11:08
Aaron Craddock: Yeah. A team of 25 tackling modern day slavery is just incredible from a vision. And then haven't you impacted millions of everyday heroes that have kind of become partner abolitionists in this story?

11:09 - 11:28
Esther Goetsch: Yes. Absolutely. So we've trained at this point 2,300,000 industry professionals. And we know that, you know, even just from drivers alone have made thousands of calls to local law enforcement and the national hotline aiding in the recovery or assistance of victims of human trafficking. So, yeah, it's a big number.

11:29 - 11:47
Esther Goetsch: I believe, at least it used to be the number of CDL holders in The United States was 3,500,000. So that was kind of always our goal. Now we're working in Canada and Mexico, so really working across North America. And I would say in the last couple of years, we've just seen an acceleration of the training. Right?

11:47 - 11:55
Esther Goetsch: Because all of, I mean, probably up for a lot of companies and nonprofits. Right? Those early years are hard. Right? You're you're legitimizing your mission.

11:55 - 12:24
Esther Goetsch: You're trying to gather the right stakeholders. You're building trust with your partners. And so, you know, thankfully, we've we've built a lot of really strong partnerships and a reputation, hopefully, that folks trust. And so I think in our last annual report, we had it took us eleven years to get to the first million and four years to get to that second million just which shows you, right, how how much the industry is responding. Now I will add, we initially were focused on trucking.

12:25 - 13:02
Esther Goetsch: Now we've expanded into the bus industry and the energy industry. So, of course, we are working with more segments of of industries, but really excited to just see the way that all of those industries are so receptive to taking on human trafficking and seeing themselves as as potentially part of the solution. And that first, you know, that first ask is is to get trained. When I've spoken with global leaders on human trafficking, you know, what what I've heard from them is still the number one issue related to modern day slavery is that recognition and reporting. And that's really what we do.

13:03 - 13:15
Esther Goetsch: And, you know, there's so many different aspects to fighting human trafficking. We are very aware that we cannot do all of it. We just wanna do our part really well. And so that's really where we try to focus.

13:16 - 13:55
Aaron Craddock: That's awesome. The next thing I wanted to go into, which I'm really excited to talk about because I'm really into just personally, I love team culture, culture building, things like that. And so leading into that, like so we we talk a lot about in the industry, like burnout that can be on the corporate side like my company, but then also on the nonprofit side, and maybe even especially in nonprofit, and especially when it's a hard industry. And one of the things that stuck out to me when we chatted initially was just how high of just retention you have. And that just really amazed me.

13:55 - 14:08
Aaron Craddock: And I was like, that usually goes back to the leadership. And so how do you personally, Esther, cultivate a culture of health, joy, and sustainability amongst your abolitionist staff?

14:08 - 14:44
Esther Goetsch: Yeah. I love that question because it is it is really important to me. You know, of course, I feel a little bit shy answering it because really you'd have to talk to my staff, right, to be able to answer what it is for them. But for me, I mean, a couple of the things that I've really tried to incorporate into our team culture to fight some of that burnout, first and foremost, is building a culture of celebrations and gratitude, right, no matter how small. So every Monday morning, we have an all team staff meeting, and everybody's encouraged to bring their celebration from the week prior.

14:44 - 14:54
Esther Goetsch: You know, they don't have to. Not every week do we have a celebration. Right? But just creating that culture of gratitude and celebration for the wins. Right?

14:54 - 15:17
Esther Goetsch: You you know, being mindful of all the little pieces that come together to create change. And sometimes that's not the the big exciting, you know, sexy stuff, but it matters. Right? And and it's all of us kind of doing our part and so recognizing those pieces. So, you know, really trying to build a culture of celebration.

15:17 - 15:46
Esther Goetsch: And I will say over the last couple of years, you know, certainly, there were things that leadership did initially to try and introduce that concept. But just over the last couple of years, I've seen the team take over in that way. Right? And it become this organic kind of outflow of people's expression of their work, which is so gratifying because ultimately, I want people to love their work as much as possible. We all have parts of our job that we don't enjoy, we have to do, and all that kind of stuff.

15:46 - 16:00
Esther Goetsch: But trying to, you know, trying to really match folks who have and it's so important in nonprofit. Right? Nonprofit, it is common to have burnout. It's common to be sort of burning it on both ends. I know that's common in corporate as well.

16:01 - 16:35
Esther Goetsch: So, you know, we do try to cultivate a really strong team that supports one another. And I know that I've experienced that. Many of our team have experienced that of just recognizing that, you know, we are people first and foremost, and so we need to be able to come to the workplace as full people and not kind of cut that off from the rest of us, of course, you know, maintaining those professional boundaries and all of that. One of the things that a mentor said to me that's been really helpful as a leader is, you know, sort of always balancing the program and the person. Right?

16:35 - 17:10
Esther Goetsch: And that the ideal is to have them both in positions of strength. And that those will kind of ebb and flow, but to always be looking for that balance, you know, ultimately in my job is that we are able to deliver on our mission and keep our program strong. And so that is a very important thing. But if the person is down here and is not doing well, right, that program is going to suffer. So how do we kind of hold both of those things as vitally important to our success as a team, as an organization, and in ultimately, you know, delivering on our on our mission?

17:10 - 17:39
Esther Goetsch: And then I'll also say, you know, we have a tremendous board of directors that is so supportive, which helps my job be a lot easier if I can advocate for staff, if I can, you know, provide competitive compensation, if I can give benefits for time off and things like that, all of that, again, is kind of centering it around. Yes. The work we do is important. Absolutely. But it's only as strong as the people who are moving it forward.

17:39 - 17:44
Esther Goetsch: And so just kind of keeping that central to everything we do as well.

17:45 - 18:06
Aaron Craddock: That's cool. I feel like it's hard. Like, I I haven't seen many teams do that well, like incorporating the just the celebration and the wins just into the weekly cadence. And it's cool. I think that shows just really true, genuine, really good leadership when the team buys into that and they start creating it.

18:06 - 18:44
Aaron Craddock: That's when I start to get excited is the team is creating that momentum and they're initiating things. And then, yeah, and then just having supportive board of directors, that's incredible too, just that they're open to those suggestions and different things like that just to make everyone's life better. And yeah, again, y'all are doing something right just to have the retention you guys have and and again, just the excellence. Now let's take a minute to thank today's sponsor. Do you hire truck drivers in hard to fill areas, or do you need help creating efficiency in your recruiting department?

18:44 - 19:13
Aaron Craddock: You're not alone. With fifty plus years experience, TruckingClick specializes in data driven strategies, industry leading customer experience, and custom solutions that'll get you to your goal. TruckingClicks is your go to place for high quality direct leads at scale. Visit truckingclicks.com or call (512) 982-0816 today. How do you maintain kind of that just even thinking to the just your your team's follow-up?

19:13 - 19:38
Aaron Craddock: Like, I've just been really impressed just even with your follow-up of, like, hey, here's this follow-up resource, and then here's the plan, and then a follow-up to the plan, like, just restating things. Like, how do you and I saw the same thing just with Micah just back when we initially reached out and then his kind of follow-up on some different things you've worked on. How do you maintain that? Like, do you maintain excellence?

19:39 - 19:58
Esther Goetsch: Such a great question. Yeah. So a couple of things come to mind. One is that I think at the end of the day, myself included, maybe not every person on our team, but we're kinda we're kinda systems nerds. Like, we love the complexity that within which we work, which is, you know, from trucking.

19:58 - 20:16
Esther Goetsch: Right? If you think of shipping and logistics, the energy industry, truck stops, law enforcement. Right? They are all these very complex networks made up of people and, you know, who represent agencies and companies. But at the end of the day, again, it's people who generate action.

20:16 - 20:36
Esther Goetsch: And so we love to think about the systems that exist and how to kind of infiltrate those systems with good. Right? How to infiltrate those systems to fight human trafficking. And so that's what lights a lot of us up. That's why I think we like to be really thorough and thoughtful is some of that systems change thinking.

20:37 - 21:09
Esther Goetsch: And then the other thing that leads to, right, is is what I just said. It's it's always people behind the organizations. And so one of TAT's kind of core principles is around relationship building. And even, you know, as we get bigger and we manage relationships with literally hundreds of thousands of companies, really trying to build our team in such a way that it doesn't just become some systematized automated, you know, go through the training and get some response. It's like, no.

21:09 - 21:38
Esther Goetsch: We are asking you to leverage your networks, your employees, your position of power to get this training out, right, or to instill policies or procedures. And so it's so important that you trust me and you know where I'm coming from and that we have that trusted relationship. The other thing I think of is just, you know, the industries we work with, the people we work with, they're the experts in their fields. Right? We're the experts in human trafficking.

21:38 - 22:00
Esther Goetsch: They're the experts in their fields. And so I want, you know, us to be the the ones that inspire them to think about human trafficking and where it might show up in their work, how they can intersect. But if they've got a light bulb moment of like, hey. My company utilizes this type of training. Do you have something available that we're the one they call, right, to say like, hey.

22:00 - 22:17
Esther Goetsch: What do you think of this? You know? Do you have some kind of resource or process or something? And for us to be nimble and adaptive to our partner, right, and what's gonna make sense for them. At the end of the day, working with companies, you know, they have a bottom line.

22:17 - 22:43
Esther Goetsch: We understand that. They are have a business model. And while I think the majority of people want to do good as part of their nine to five, they have competing priorities. And so we wanna make it as easy as possible, right, to seamlessly integrate combating human trafficking into their nine to five. And you can't do that if you don't have a strong partner type of relationship and communication.

22:43 - 23:09
Esther Goetsch: So that's the other piece. Then just kind of from a functional piece, and if, you know, my staff listen, they will they will get a good chuckle. Our onboarding process is really intense. I mean, our interviewing is is intense and our onboarding because we we understand, one, we are looking for longevity. Like, if we're gonna put a ton of work into training somebody to be able to do the work that we do, we want them to stay for the long haul.

23:09 - 23:41
Esther Goetsch: And, also, like I said at the start, it's just a really kind of niche area that we occupy. You know? Like you said, I was just in Europe and was just struck with how really nothing like TAT exists anywhere else in the world. I mean, it really is a very unique nonprofit model. And so to recognize that when folks come to us, they are coming to us with all sorts of skill sets, but probably not all the intersections that we're gonna need for them to do their jobs well.

23:42 - 23:51
Esther Goetsch: We're a fully remote team. We travel. Right? We speak on a really heavy topic, but then we function in a corporate setting most of the time. Right?

23:51 - 24:17
Esther Goetsch: Working with businesses, either even owner operators or employers of large workforces. And so there's just there's a lot within that to kind of learn how to navigate, read the room, pick up on, you know, hey. What does Aaron need? What would be the best next step for him and his company in fighting human trafficking? And so all of that, I would say, just does require a lot of training and a lot of sort of on the job training.

24:17 - 24:37
Esther Goetsch: And, you know, as you know, I'm not sure how big your company is, but as a small nonprofit, that takes a lot to onboard somebody. Right? Especially if you're looking at a three to six month process. That's a lot of other staff that is being utilized to train that individual. And so we are dedicated to that because we really believe that what you put in is what you get out.

24:37 - 24:54
Esther Goetsch: And, you know, it's kind of that art and science. Right? You just are really looking for what you feel like will help build the team and build the organization. And and there are misses along the way, but we're really dedicated to kind of doing that front end training and investment in our people.

24:55 - 25:01
Aaron Craddock: That's incredible. I'm so glad I asked because I think sometimes people think this stuff happens on accident

25:01 - 25:01
Esther Goetsch: Yeah.

25:01 - 25:28
Aaron Craddock: Or is it coincidence that culture just happens? And it doesn't. I mean, culture naturally decays, and there's naturally tension and conflict and mediocrity. Like and so it's it's just really cool hearing you, Esther, just hear just the intentionality of just everything from wins to the value of people. People generate action.

25:29 - 25:49
Aaron Craddock: And that's really what I've seen you guys do is partner with organizations like in the corporate world, whether it be large fleets, truck stops, etcetera. But then you empower and delegate and, like, let them be the change agents. Yeah. And you don't try to maintain all the control. Like, I see you guys really quickly being like, okay.

25:49 - 26:06
Aaron Craddock: Here's your strength area, And then empower them and speak it into them that they can have the impact. And it's just so cool to see it work. So it's no accident that you have the retention that you guys have. It's no accident that you guys have impacted millions of people. And it's no accident that it's accelerating.

26:06 - 26:31
Aaron Craddock: And so I just really appreciate you giving that thoughtful answer. And just to the audience, which is fleet executives, director recruiting, C level, just everybody in the transportation industry, just think about that with your teams. Like, are you being intentional with systems? Are you being intentional just celebrating the wins? Like, that's one thing we do on our teams is just celebrate the wins every week, and and it's just super powerful.

26:32 - 26:51
Aaron Craddock: They could seem monotonous and repetitive, but it just adds life and adds value. And so, yeah, I just really appreciate, Esther, you diving into that specifically. There are two more things I want to make sure we cover, and we're running short on time. But we're going to get them in. So I want to hear specifically about this trailer you're working on.

26:51 - 27:14
Aaron Craddock: So my first exposure to TAT for some context was I used to work for a company that owned the Great American Truck Show and that was in Dallas every year. And and I saw one of your trailers, and I walked through it. And it was really powerful because it was kind of my first first exposure to any of this. So tell me the exciting thing you're working on right now and how people can get involved.

27:15 - 27:24
Esther Goetsch: Yeah. Yeah. Thanks for asking. Yeah. So what you saw was what is called our Freedom Drivers Project or FDP.

27:24 - 28:13
Esther Goetsch: We have had that exhibit since 2014. It's traveled the country across US and Canada, literally educating hundreds of thousands of people about this topic, everything from industry folks to legislators to community members to children. Right? So it reaches into so many different diverse communities really with the message of, you know, talking about human trafficking, reading about stories from survivors, humanizing this issue in a way that, you know, for a lot of years is lacking, though I think it's it's getting better, but just raising awareness. And then, you know, one of the things that Tad is also just really focused on, right, especially when we're talking about human trafficking, is empowering people, everybody.

28:13 - 28:28
Esther Goetsch: You know, everyone can do something. Everyone does have a role to play. Yes. It's overwhelming, but it really requires everyone getting involved. And so everything we do, we wanna have it be a message of empowerment and action oriented.

28:29 - 29:45
Esther Goetsch: And so looking at where in that exhibit, you know, yes, you're talking about human trafficking, but then that exhibit talks about how the industries that we work with are driving change in that area Through our partners and our board and and a number of other entities that have gotten involved, we have the opportunity to create and launch a second mobile exhibit. So this would be a second trailer that would continue to travel. And now we have the advantage, right, of sixteen years of experience in fighting human trafficking and also working with our industry. So this one is being called the driving change project or the DCP, and it builds on that initial awareness message to really talk about some of the vulnerabilities and the root causes of human trafficking, still utilizing survivor voices as a cornerstone of this exhibit, both from, you know, their experiences in exploitation, what those vulnerabilities were that contributed to their exploitation. But then ultimately, right, as you move through the trailer, seeing how they exited, how they are now rebuilding their lives, and who are those people along that way along that path that maybe made an impact or could have made an impact.

29:45 - 30:05
Esther Goetsch: Right? And so this one talks about labor trafficking and sex trafficking, which we're really excited about. It covers North America, has a lot more interactive features. It is very high-tech, which is really exciting to see. And so we are hoping to launch that trailer in January 2026.

30:06 - 30:38
Esther Goetsch: We are looking for sponsors for to cover the costs of sort of the remaining components that we need for that trailer to get mobilized. So if anybody is interested in those sponsorship opportunities, I'd love for them to reach out to me. They will be, you know, valued as sponsors on the trailer for the next two years. So as that trailer goes into communities, those companies that step up to support its launch will be, you know, featured as a as a logo and as a as a sponsor on those. So yeah.

30:40 - 30:59
Aaron Craddock: Yeah. I know I know most fleets we talk to and and and just different executives. I know you guys have have budgets for just sponsorship, marketing, trade shows. Any of those budgets can be used for this for this type of thing. And and I think most budgets end end in December.

30:59 - 31:20
Aaron Craddock: And so it's like, hey. If you still have money in those buckets, this is just an excellent opportunity. And you might be, you know, be able to cover a large chunk of it or a small chunk. But just be thinking about what you could do just to have your brand associated with just a thing that's literally saving lives. It's just an incredible opportunity.

31:20 - 31:38
Aaron Craddock: So I encourage you guys to do that. Well, as we wrap, I think we covered the most important things, and I really appreciate that. Is there anything else I should have asked in terms of call to action, ways to contact you guys, things like that?

31:40 - 31:55
Esther Goetsch: No. I really enjoyed this conversation. It was definitely a different take than a lot lot of interviews I do, which are really focused on the work. So I love kind of being able to pull back that veil and share a little bit more about our internal workings and motivations. No.

31:55 - 32:28
Esther Goetsch: I mean, I would just say if you're not working with TAT, we'd love to work with you. And so probably the best way to do that is to visit our website. We have all the different sectors that we work with listed as well as all the training materials that are free for industry readily available there. But, of course, we wanna, like I said, build a partnership with you, build a relationship with you. So even just, you know, sending us an email at our TAT info email would be great, and somebody from our team will reach out and get connected with you and really see what the opportunities are for us to work together.

32:29 - 32:51
Aaron Craddock: Awesome. So in the show notes everywhere, we have their contact info and how to reach out to them. So you can just if it's the bottom of YouTube, just click down below, and we'll have that info. And then also on all all the major podcast platforms, you'll be able to just click on it and send an email there. Reach out specifically just to sponsor that truck if you're listening to this in the 2025.

32:52 - 33:09
Aaron Craddock: And then if it's in the 2026 or later, I just encourage you guys, yeah, just to reach out and be like, how can I get involved? How can I get more involved? Because I know a lot of people listening are already working with you guys in some context. So it's just how can they get more involved. Well, thank you so much, Esther.

33:09 - 33:19
Aaron Craddock: I really appreciate just the time to jump on here and talk to our audience about such an important topic. And yeah, we'll be in touch. Thank you for your time.

33:19 - 33:20
Esther Goetsch: Thanks so much for having me.

33:20 - 33:33
Aaron Craddock: Thank you for joining us today. Our goal with the Hire Truckers podcast is to provide industry insights, marketing trends, and motivation to level up your recruiting game. If we added value, take a few seconds to share this with your network. Have a great week.