Small carriers have an untapped recruiting edge

What do you believe is the most challenging aspect of driver recruitment today, particularly for small motor carriers?

The biggest challenge is that recruiting drivers is no longer just about finding someone with the right license. It is about finding a safe, qualified, reliable driver who is also the right fit for the route, schedule, equipment, customer expectations and company culture. For small motor carriers, that can be especially difficult because they are often competing against larger fleets with more brand recognition, bigger recruiting budgets and more established pipelines. 

At the same time, drivers have become more selective. They want transparency, consistent communication, competitive pay, flexibility where possible and a company that respects the realities of the job. Small carriers have a strong story to tell, but they need to tell it clearly and move quickly when they find the right candidate.

Do you think small fleets have any inherent advantages or disadvantages compared to larger fleets when it comes to recruiting truckers? How can they best leverage their strengths?

Small fleets absolutely have advantages, but they have to be intentional about using them. Their biggest strength is often the personal connection they can offer. Drivers may have more direct access to leadership and have a clearer sense of how their work contributes to the business. That can be a meaningful differentiator, especially for experienced drivers who value respect, consistency and communication.

The disadvantage is usually scale. Smaller fleets may not have the same recruiting infrastructure, technology, compliance resources or depth of candidate pipeline as larger fleets.

The key is to lean into what makes them different: be transparent, move quickly, communicate well and create a driver experience that feels personal and dependable from the first conversation.

What are the top factors you look for when vetting drivers for Centerline? 

Safety and compliance always come first. We are looking at whether a driver has the appropriate CDL, proven skills, experience and qualifications for the specific assignment, but we are also looking deeper at driving history, employment background, drug and alcohol screening and overall reliability.

Beyond the required qualifications, fit matters. A driver may be qualified on paper, but we also want to understand whether the opportunity aligns with their experience, preferences, schedule and ability to succeed with that customer. The best placements happen when safety, skill and fit all come together.

Have recent changes to CDL rules and crackdowns on CDL schools impacted Centerline's ability to recruit and place drivers at all? 

We have not seen it change our core ability to recruit and place qualified drivers, but it has reinforced the importance of strong screening and compliance practices. FMCSA’s Training Provider Registry is designed to ensure entry-level drivers complete required training before testing for certain CDLs and endorsements, and recent federal actions have targeted noncompliant training providers.

For Centerline, that environment makes our role even more important. Customers need confidence that the drivers coming into their operations are properly qualified, safe and compliant. Because our process is built around verification, qualification checks and DOT compliance, we are well-positioned to help employers navigate that added complexity while continuing to connect them with qualified drivers. 

How can technology help match drivers with companies and ensure a good, long-term fit?

Technology can make the process faster and more precise, but it works best when paired with human expertise. The right tools can help us understand a driver’s qualifications, endorsements, location, availability, experience, preferences and safety history, then compare those factors with a customer’s specific needs. That creates a much stronger match than simply filling an open seat.

It also helps improve the driver experience. Better communication, faster onboarding, clearer expectations and more efficient scheduling all contribute to whether a driver stays and succeeds. At Centerline, the goal is not just to place a driver quickly; it is to make a match that works for the driver and the customer over time. Technology helps surface the right opportunities, while our teams bring the judgment and relationship-building that make the match a lasting one.

What's one thing you wish small carriers understood about working with a staffing firm? 

I wish more small carriers understood that working with a staffing firm is not just about filling an urgent driver gap. With Centerline, they gain a specialized partner that understands the transportation industry, driver compliance, safety requirements and the importance of matching the right driver to the right operation.

For small carriers, that support can be a real advantage. They may not have large internal recruiting teams or the same depth of workforce resources as larger fleets, but they still face the same pressure to deliver safely, reliably and efficiently. Centerline can help them stay flexible, manage fluctuating demand and access qualified drivers without lowering their standards. And as part of TrueBlue’s family of brands, we can also help connect customers to a broader range of workforce solutions as their needs evolve beyond driver staffing.