Both work. Every card below opens to show exactly what's included.
Our core service. A recruiting team assigned to your fleet, working your open seats every business day as though they were our own. We learn your pay package, lanes, home time, equipment, hiring criteria and deal-breakers first.
The verification layer that stops bad hires before they cost you an orientation seat. Every candidate is screened against your standards and DOT qualification requirements before we present them.
The gap between "yes" and "first dispatch" is where most carriers lose drivers. Another recruiter calls, paperwork stalls, the driver goes quiet. We close that gap.
A driver who leaves at week six costs you the hire twice. We stay in contact after the start date and surface problems while they are still solvable.
For carriers who have an internal recruiter but hit a wall — a new contract, a seasonal push, a turnover spike, someone on leave.
For carriers building recruiting properly for the first time, or fixing one that is not working.
Here's how job boards, an in-house recruiter and Apex actually compare.
| Job Boards Alone | In-House Recruiter | Apex | |
|---|---|---|---|
| Cost | Low spend, low yield | Salary, benefits, tools, turnover risk | A fraction of a full internal desk |
| Capacity | Whatever you have time for | One person — stops when they're out | Seven-person team, structured coverage |
| Screening | You do all of it | Depends on that individual | Standardised screening, every candidate |
| Ramp-Up Time | Immediate, unqualified volume | 60–90 days to hire & train | Producing within the first week |
| Scalability | Spend more, get more noise | Another hire, another 90-day ramp | Scale up or down with your seats |
Most carriers start with one open problem and end up handing us the whole function.