Story

Employer positioning and creative.

The strongest campaigns begin with your fleet's story, not ours. Drivers need a reason to choose you. We help you find it, say it clearly and keep testing it in market.

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Man in workwear presenting employer-positioning creative with palms up

01What this work includes

Your opportunity, told so drivers can hear it.

Most fleets do not have a lead problem first. They have a story problem: the parts of the job that matter to drivers never make it into the campaign. This work starts there.

Leadership and recruiter discovery

We sit with your leaders and recruiters to learn how the fleet actually works: pay, home time, equipment, culture and the parts of the job candidates rarely hear first.

Driver-value proposition

We turn those conversations into a clear reason a driver should choose you over the next carrier running a similar ad.

Market-specific messaging

A national story still has to land locally. We adapt the message to the markets, lanes and driver communities you need to hire from.

Job-page copy

The job page is where interest turns into a call or an application. We write it for drivers, not for an internal posting template.

Advertising creative

Ads, landing pages and supporting assets that carry the same story across the channels in your plan.

Driver-focused content

Content that answers the questions drivers are already asking, so the campaign feels like a conversation, not a slogan.

Ongoing message testing

Positioning is not a one-time brand exercise. We keep testing messages against real candidate response and hire results.

02The point

We do not put a generic recruiting story on your fleet.

Discovery, messaging and creative exist to make your opportunity easier to choose. When the story is right, paid media, job pages and recruiter conversations all pull in the same direction.

03Always Iterating and Testing

Spend follows proof. Keep the message that hires.

Every fleet is different, every campaign unique, and we don't know exactly what will work until we think like scientists. So we test, and test, and test again, letting hires guide the spend.

Buying volume

The generic owner-operator ad is busy. It is taking the pool.

$10k weekly pool

A 52%

B 20%

C 16%

This message’s take

52%

$5.2k of the pool · 41% of leads

Busy. Not hiring.

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Hire Truckers

Explore the rest of the program.

Positioning, attribution, integrations, insights and automation work together, not as disconnected tools.

Measurement

Lead-to-Hire Attribution

Understand which campaigns, messages, markets, keywords, niche strategies, and candidate actions are contributing to actual hires. Then, your recruiting investment can follow the strategy that produces drivers.

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Infrastructure

ATS Integrations

Connect lead delivery and hiring outcomes across the applicant tracking systems your recruiting team already uses.

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Intelligence

Recruiting Insights

See what applicants are asking, where candidates get lost, and which markets are producing hires.

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Support

Recruiting Automation

Trained on your fleet, AI and automation that support recruiters, and do not replace the strategy behind Hires at Scale.

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Let's Talk

Let's map your path to hires at scale.

Meet with our team to discuss your hiring goals, current performance and opportunities to produce more hires or cut marketing cost. We will determine whether Hire Truckers is the right partner and what it could take to reach your goals.

Built primarily for fleets with 200 or more trucks
Programs begin at $20,000 per month in marketing investment
We work with select fleets where we can add the most value

(205) 523-4744

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We'll be in touch within one business day.

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