DRIVER RECRUITING & RETENTION
Reporting for the people who hire and keep drivers
Cost per hire, source quality, ninety-day retention. The numbers already exist across your ATS, payroll and a few spreadsheets. Getting them into one view is the part that never happens.
Sound familiar?
You know the funnel leaks. You do not know where
Applications, contacts, qualified, hired, still here at ninety days. Each stage lives in a different system, so nobody sees the whole path at once.
Your best source of applications is not your best source of drivers
Volume is easy to measure and cheap to buy. Which sources produce people still driving in three months is the number that should decide the budget, and it is the harder one to get.
Turnover gets discussed as a rate, not a cause
You have the percentage. What is missing is the breakdown by source, tenure, pay band, lane and terminal, which is the only version anyone can act on.
Reporting to leadership means rebuilding the deck
The same slides get assembled before every meeting, from the same places, under the same time pressure.
What we do
Recruiting funnel end to end, from application to still driving at ninety days and a year
Source quality reporting, so spend follows the sources that produce drivers rather than applications
Cost per hire that accounts for advertising, recruiter time and orientation
Turnover broken down by the things you can change: source, tenure, pay band, lane, terminal
Pay comparison views, so a comp review starts from a number instead of an argument
Standing dashboards that are current when somebody opens them, not a deck rebuilt monthly
Documentation and training, so the reporting outlives whoever commissioned it
Tenstreet on one side, Workday on the other. We have worked with direct carrier feeds from both, so we know what each gives you and where it stops. If you run something else for hiring or for HR, that is fine too, including the spreadsheets that have to keep working while everything else moves.
Work we have done in this industry
Career Now Brands
Career Now Brands recruits CDL drivers and mechanics for carriers at scale. They needed Tableau skills they didn’t carry on the team and didn’t want to hire for full time, and what was missing was a way for their customers to see how well the recruiting was working for them. We built the customer-facing suite and still work with them on it in a fractional capacity.
The National Transportation Institute
NTI surveys driver pay and benefits across the country and sells the results to companies who use them to stay competitive. Orders were filled by hand, with someone compiling a spreadsheet of the cities each customer had bought. We built a Power BI product on top of the survey data, so a workforce leader picks their own variables and sees how their pay compares against city, state and national benchmarks.
How we work
Assess
We start with a free working session. You show us what you’ve got and what isn’t working, and we map the gap. No obligation, and you’ll leave with something useful either way.
Build
Fixed scope, fixed price, clear timeline. Most first projects run three to four weeks.
Enable
We train your team and document what we built. The goal is for you to run it without us.
Questions we get asked
Have you worked in trucking before?
Yes. Driver recruiting performance reporting for Career Now Brands, pay and benefits benchmarking with the National Transportation Institute, and carrier reporting built off direct Tenstreet and Workday feeds. Enough time in that data to know which questions it can answer and which ones need another source.
Our data sits in an ATS, payroll and a few spreadsheets. Is that workable?
That is the normal starting point. Part of the job is building the layer that reconciles those sources so the reporting sitting on top of them can be trusted.
How is this different from what our ATS reports already?
An ATS reports on the ATS. It knows who applied and who got hired. Your HR system knows who is still there, what they are paid and why they left. The ninety-day question needs both sides, and neither one will answer it alone. We have joined Tenstreet and Workday data for exactly that before.
Can you help with pay benchmarking?
We build the reporting that makes benchmark data usable. If you subscribe to a pay survey, we can put your own numbers alongside it so a comp review starts from a comparison rather than a debate.
Power BI or Tableau?
Both. Power BI suits parameter-driven reporting where someone picks their own variables, which is how the NTI product works. Tableau gives us more room when design is carrying the weight. We build in both and neither one pays us.
How long does this take?
Most first projects run three to four weeks. You get the scope and the price before we start.
Bring us the numbers you have, or the ones you wish you had.
Book a free working session. Show us how you track recruiting and retention today and what leadership keeps asking for, and we’ll tell you how we’d approach it. You’ll leave with a first step worth taking, whether or not you hire us.