Carriers

Stronger Teams. Smoother Operations.

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Drivers for the Fleet You’re Building

Get a reliable driver workforce without carrying the recruiting and compliance workload alone.

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Why Carriers Choose HolyRecruit

A True Recruiting Partner

Work with a dedicated, accessible team that understands your operation and stays involved from search through placement.

An Active Driver Pipeline

Tap into an engaged network of drivers and candidates to find qualified talent and fill open seats faster.

Ongoing Workforce Support

Keep the workload off your team with DQ file management, driver follow-ups, and continued support beyond placement.

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Services

From recruiting qualified drivers to keeping DQ files organized and compliant, our services help take critical hiring and administrative work off your plate.

  • Complete DQF setup and initial compliance review for each driver.

  • Monthly pre-screening of up to 25 qualified driver leads, selected from up to 100 incoming leads.

  • Monthly management and maintenance of each active driver's DQF.

  • Review, organize, and clean up existing driver qualification files.

  • End-to-end driver recruiting and placement for your fleet.

  • Driver placement including DQF setup and one-time DQF cleanup.

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HolyRecruit Carrier Cost Scorecard

What Driver Turnover Is
Actually Costing Your Fleet

Run your fleet's numbers against current industry benchmarks. Built on primary research from ATRI, NASEM, FMCSA, VTTI, and Stay Metrics, calibrated to small and mid-sized for-hire carriers.

Your Fleet Profile
18

Number of tractors you operate

20

W-2 company drivers on your payroll

65%

ATA long-run average for smaller TL fleets: 77.6%. ATRI 2024: under-26-truck fleets ran 27.1%, fleets over 1,000 ran 72.3%.

3

Active contracted freight lanes

Most fleets under 100 power units run without dedicated training staff. The 90-day attrition curve hits hardest here.

Live Fleet Snapshot
Drivers lost / year
13
Est. gross revenue
$3,600,000
Est. net profit (8%)
$288,000
Contracts at risk
$1,050,000
Est. annual turnover cost
$380,900
That's 132% of your net profit

Full cost breakdown, Year-1 scenario, and source list unlock after a quick intro.

Your Fleet Risk Level
-
Driver turnover is consuming 0% of your estimated net profit
Annual Cost of Turnover, Full Breakdown
Recruiting and advertising [2]
$5,800 per hire (range $4K-7K) × 0 turnovers
$0
Training and orientation [3]
$4,500 per hire (industry practice 6-8 weeks ramp) × 0 turnovers
$0
Lost productivity during ramp-up [4]
$8,000 per hire (15-25% below fleet-average miles, 6-8 weeks) × 0 turnovers
$0
Idle truck cost during driver gap [5]
$5,500 per cycle (2-week gap at $1.779/mi non-fuel) × 0 turnovers
$0
Insurance differential, new vs. experienced CDL [6]
$5,500 per seat per year (new $8K-14K, experienced $4K-7K) × 0 turnovers
$0
TOTAL ANNUAL TURNOVER COST
$0
$0
Est. Net Profit
8% margin
0%
Eaten by Turnover
of your bottom line
$0
Contracts at Risk
0 dedicated lanes
Why this matters now
ATRI's 2025 Top Industry Issues survey of motor carriers ranks insurance cost and availability third and lawsuit abuse reform second, behind only the economy. Driver retention ranks fifth. Carriers running the survey are telling you which line bites first. The new-CDL crash risk and the insurance differential below are connected pieces of the same problem.
Year-1 Scenario: 30% retention lift
0
Turnovers Avoided
at 30% retention lift
0
Weeks Recovered
faster ramp via mentor pairing
Direct costs avoided (fewer turnovers)+$0
Productivity recovered (faster ramp-up)+$0
Insurance differential reduced+$0
Total scenario value$0
Modeled investment (0 placements × $3,500)$0
This is a modeled scenario, not a guarantee. The 30% retention lift figure is consistent with documented results from mentorship-based programs (HUB International, DOL-registered apprenticeship sponsors). Your actual outcome depends on your lanes, your dispatcher fit, and the specific drivers placed.
Year-1 Scenario Return
0.0×
Modeled return: $0.00 for every $1 invested
Net: +$0 in Year 1, scenario basis

See What This Looks Like With Your Actual Numbers

30 minutes, no pitch deck. We walk through your lanes, your hire pipeline, and where the cash is actually leaking, then tell you straight whether we can help.

Data Sources
[1] ATA long-run turnover average 77.6% Q3 1996 - Q1 2023, documented in NASEM 2024 (National Academies of Sciences, Engineering, and Medicine), Pay and Working Conditions in the Long-Distance Truck and Bus Industries, Chapter 4. ATRI 2024 Operational Costs of Trucking: under-26-truck fleets 27.1%, fleets over 1,000 trucks 72.3%. ATRI 2025: industry-average turnover 48% in 2024.
[2] Cost-per-hire estimates: Tenstreet recruiter benchmarks, Conversion Interactive Agency Q4 2024 driver market data ($12,799 average all-in), and NPTC 2024 fleet benchmarking survey (~$12,000). Range $4,000-$7,000 represents the recruiting and advertising slice for a small for-hire carrier doing this honestly (ad spend, recruiter wages, MVR pulls, drug screen, DOT physical, ATS subscription).
[3] FMCSA Entry-Level Driver Training rule (effective February 7, 2022) sets curriculum theory floor with no minimum hour requirement. HUB International driver finishing program guidance documents typical structure of two weeks classroom plus several weeks paired mentor riding. Industry practice runs 6 to 8 weeks before a green driver hits fleet-average miles.
[4] Lost productivity derived from ATRI 2025 Operational Costs of Trucking: average annual mileage 82,677 miles across 268 operating days (~308 miles per operating day). New hires typically run 15-25% below fleet average across the first 6-8 weeks while learning lanes, equipment, and dispatch.
[5] Idle truck cost derived from ATRI 2025: non-fuel marginal costs $1.779 per mile, including truck and trailer payments at a record $0.39 per mile, insurance at $0.102 per mile, and repair and maintenance at $0.198 per mile. A 2-week driver gap at fleet-average mileage parks ~$5,500 in fixed cost against zero revenue. A 4-to-6-week gap doubles or triples that.
[6] Insurance differential per ATRI 2025 (record $0.102/mile premiums in 2024, after 12.5% spike in 2023) and 2026 commercial trucking insurance benchmarks: new-authority and inexperienced-driver coverage runs $8,000-$14,000 per truck per year, experienced drivers $4,000-$7,000. Reliance Partners new venture guidance documents the rate cliff at the 2-year experience mark.
[7] First-year crash risk: VTTI 2020 study, Commercial Motor Vehicle Driver Risk Based on Age and Driving Experience, found the first year on the job is the highest-risk window regardless of driver age. FMCSA Large Truck Crash Causation Study analysis: drivers with under 5 years of experience had 1.41x odds of being assigned the critical reason for a crash compared to more experienced drivers.
[8] First-90-days attrition: Stay Metrics (now part of Tenstreet) Stay Days Table found 35.1% of Q1 2019 hires left within 90 days. Top-ranked reasons across 24,000+ active drivers and 80 carriers: 93.4% of early quitters reported being home less than expected, 72.3% dissatisfied with dispatcher, 56.4% low recruiter satisfaction.
[9] ATRI 2025 Critical Issues in the Trucking Industry: insurance cost and availability ranks third, lawsuit abuse reform ranks second, driver retention ranks fifth among motor carriers surveyed.

Carrier FAQs

 

  • We help growing carriers find qualified drivers and manage DQ files with confidence. Depending on your needs, we can handle driver recruiting and placement, lead pre-screening, Driver Qualification File (DQF) setup, and ongoing DQF management.

  • We charge a fee when a driver starts, plus a smaller monthly amount for as long as they stay. Recruiting and retention consulting is separate and optional. We structure the monthly fee that way on purpose. A driver who washes out in six weeks costs us, just like it costs you.

    [Placement Fee] / [Per Driver Per Month] / [Consulting Monthly]

  • If a driver we placed leaves within the first [30/60/90] days, we’ll replace them at no additional charge.

  • Our own advertising and our own book of drivers. We don’t rely on purchased lists or resume databases that every other recruiter is calling from the same afternoon.

 
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We’re Here to Help

From helping carriers build reliable driver workforces to connecting drivers with the right opportunities, HolyRecruit is here to support both sides of the road. Reach out and let’s start the conversation.