Frequently asked questions by employers (FAQs)

We completely eliminate your hiring risk with a 100% written placement guarantee. If a placed candidate leaves or fails to meet your performance standards during the guarantee period, we will conduct a full replacement search at zero additional cost to your company.

Absolutely not. The elite transportation leaders you need are already successfully employed. We aggressively headhunt passive talent by confidentially mapping your competitors and directly contacting their top performers on nights and weekends.

Absolute confidentiality is our standard. We never post your open roles on public job boards or advertise them online. We reach out directly and privately to passive candidates under non-disclosure constraints, ensuring your employees, clients, and competitors are never alerted to a leadership transition.

Within exactly 10 business days of launching your search, we will present fully vetted, highly aligned executive candidate profiles directly to your board or HR directors.

Staffing senior-level logistics roles requires a deep understanding of complex systems, global trade lanes, and operational metrics. Proven leaders are already employed and rarely browse job boards. We function as an extension of your team, leveraging 34 years of industry relationships to contact passive candidates directly during off-hours.

We don't just match resume keywords. Founder Craig Robins has over 34 years of direct industry experience—including over a decade as VP of HR at Stevens Transport. We evaluate candidates through rigorous, peer-level conversations about fleet capacity, regulatory compliance, and operating ratios.

We conduct rigorous operational vetting conversations to analyze a candidate's historical accounts, lane volumes, and non-compete agreements. We verify whether previous volume was generated by their direct commercial execution or merely supported by corporate house accounts.

Beyond unworked salary, the most damaging costs are indirect: delayed strategic decisions, lost customer accounts, idle equipment, and the operational strain placed on other executives who must cover the role.

Leaving a key seat open forces remaining managers, dispatchers, or terminal staff to absorb extra workloads. This often leads to increased stress, lower service metrics, missed delivery windows, and high turnover among your top performers.