Driver recruiting that fills the seat once.
Not three times a year. We source, screen and onboard CDL drivers, owner operators and office staff — then stay on the hire through ninety days, where the real cost of a bad hire lands. Free replacement if the driver leaves inside 30 days.
Finalists only
MVR, employment verification, drug and alcohol Clearinghouse, references. You spend your time on drivers who already cleared everything.
A DQ file built right the first time
Every document, in the right order, before the truck moves. Audit letters are expensive in a way recruiting invoices are not.
Free replacement inside 30 days
If the driver leaves early, we source, screen and onboard again at no additional cost. We'd rather carry that risk than argue about whose fault it was.
30, 60 and 90 day check-ins
With both sides, by name. Most resignations are visible a month out if somebody is actually asking the question.
Drivers, owner operators and office staff
Including dispatchers, safety managers and billing. A carrier short a dispatcher loses more money than one short a driver.
Four more departments behind the hire
Dispatch, safety, fleet and accounting run in-house. The reasons your last driver quit have owners here, not referrals.
What we need from you
- The real pay structure, including what comes out of it. A seat described generously recruits fast and empties faster.
- A decision-maker who answers within a day. Good drivers are gone in 48 hours, and the market is not waiting on your callback.
- Honesty about the hard parts of the lane. We can recruit for a tough run; we can't recruit for a tough run described as an easy one.
- An orientation date we can actually put people on.
How it works if you hire
- 1
We learn the seat, not just the job title
Lanes, equipment, pay structure, home time, who the driver will be talking to every day. The more honest this call is, the longer the hire lasts.
- 2
We source and screen; you meet finalists only
MVR, employment verification, Clearinghouse, references. You spend your time on people who already cleared everything, not on a stack of applications.
- 3
We onboard, then check in at 30, 60 and 90
DQ file, orientation, first dispatch. Then the three calls that catch problems early — and if the driver still leaves inside 30 days, we replace him at no charge.
Most recruiters hand you a driver and disappear
We also run the dispatch, the safety and the payroll that driver walks into.
Nobody quits "a company". They quit short miles, a dispatcher who doesn't pick up, a paycheck that's wrong twice in a row, and a truck that sits for four days. A recruiting agency can promise to care about those. It can't do anything about any of them.
Short miles, no answer from dispatch
Owned by FLX Dispatch
Load planning and a dispatcher who answers is a department here, not a vendor we refer you to.
Pay that's late, or wrong
Owned by FLX Accounting
Settlements, deductions and escrow handled by people in the same building as the recruiter who made the promise.
DOT paperwork landing on the driver
Owned by FLX Safety
DQ files, Clearinghouse, logs and audits are somebody's job already, so they never become the driver's.
Truck down, nobody coordinating
Owned by FLX Fleet
Breakdown desk, shop vetting and PM scheduling, so downtime stops being the driver's problem to solve on the shoulder.
Free replacement inside 30 days
If a driver we placed leaves within the first 30 days, we source, screen and onboard a replacement at no additional cost. We'd rather carry that risk than argue about whose fault it was.
One of five departments. Not one of five vendors.
The sphere you've been following is one body in a system. FLX Trucking runs five departments for American carriers, and a driver placed by one of them is supported by the other four from day one.
FLX Recruiting
You are here
Sourcing, screening, onboarding and retention of drivers and office staff.
FLX Dispatch
Load planning, negotiation and a dispatcher who answers the phone.
FLX Safety
DOT compliance, DQ files, Clearinghouse, logs, audits and CSA scores.
FLX Fleet
Breakdown coordination, shop vetting, PM schedules and warranty claims.
FLX Accounting
Settlements, invoicing, IFTA and the paperwork behind getting paid.
The numbers go here.
This block is reserved for verified results from our recruiting partner. Nothing in it is live yet.
- Drivers placed
- —Drivers placed
- Still driving at 90 days
- —Still driving at 90 days
- Average days to fill a seat
- —Average days to fill a seat
- Carriers served
- —Carriers served
Placeholder for a real driver quote. It will be supplied by the partner, translated if it was given in Russian, and labelled as a translation.
Placeholder for a real carrier quote. No name, company or rating will be attached unless the customer gives one.
Questions people actually ask
What does a truck driver recruiting service actually do?
Sourcing, screening and onboarding — and, done properly, the retention work after. That means finding candidates outside the job boards everyone else is bidding on, verifying MVR, employment history and Clearinghouse, building the DQ file, scheduling orientation, and following up at 30, 60 and 90 days so the hire you paid for is still in the seat.
How long does it take to fill a seat?
It depends on the lane, the pay and the equipment far more than on us — a competitive seat in a dense market moves quickly, a hard one takes longer. We'll give you an honest read on the first call, including when the answer is that the job itself needs to change before anyone takes it.
What happens if the driver leaves?
If a driver we placed leaves within 30 days, we replace him free of charge — sourcing, screening and onboarding again at no additional cost. We'd rather carry that risk than spend a week arguing about whose fault it was.
Do you recruit owner operators as well as company drivers?
Yes, and the two are different jobs. Owner operators are choosing a business arrangement, not a wage, so the conversation is about percentage or rate, fuel and insurance, trailer access, lane consistency and what gets deducted. Pitching them like company drivers is why most of those recruitments fail.
Can you recruit office staff too?
Yes — dispatchers, safety managers, billing and back office. Same process: sourced, screened, onboarded, checked in on. A carrier that's short a dispatcher loses more money than one that's short a driver, and it's the role people most often try to fill by accident.
What do you charge?
It depends on the role and the volume, and we'd rather quote you something real than put a number on a web page that turns out not to apply. One call is enough for us to give you a figure and for you to decide.
Tell us which side of the windshield you're on.
Three fields. No resume upload, no account, no ten-page application. Everything else is a conversation, and we'll have it when it suits you.