Driver Recruiter (CDL)

Reports to: HR Manager About Us UFS is a growing asset-based carrier based in Petersburg, Virginia. We run our own fleet out of a facility we moved into this year - office, yard, truck stop, maintenance shop, and driver lounge all on one site. We are hiring drivers continuously and need someone who owns that pipeline full time. Right now, recruiting is split across people who have other jobs to do, and it shows. This role exists so that driver recruiting stops being part-time attention from three people and becomes one person's actual job. Driver Recruiting - 80% of the Role Own the driver pipeline end to end: sourcing, first contact, screening, qualifying, offer, and handoff to orientation. Target: 10+ driver hires per month , consistently, not in bursts. Work inbound applications fast. In driver recruiting, speed to first call decides who you get - a lead that sits for two hours is usually gone. Keep the funnel full when applications slow down: outbound calling, re-engaging past applicants, job board management, and driver referrals. Run and tune postings across Indeed, driver job boards, Facebook groups, and anywhere else drivers actually look. Pre-qualify candidates against our hiring standards: CDL class and endorsements, months of verifiable experience, MVR, accident and violation history, and DOT Clearinghouse. Manage the DOT driver qualification file from application through onboarding - previous employer verifications, PSP, MVR, drug and alcohol testing - working with our safety and compliance side. Build and run a driver referral program. Referrals are one of the strongest recruiting sources in this industry, and we want someone who knows how to actively work that channel. Own the numbers and report them weekly: applications, contacts made, qualified candidates, hires, cost per hire, time to fill, and 30- and 90-day retention. Office and Shop Roles - 20% of the Role Full-cycle recruiting for diesel mechanics, dispatchers, accounting, and administrative staff as those openings come up. These roles are lower volume but still require strong sourcing, screening, and hiring judgment. Must Have Experience recruiting CDL drivers or strong high-volume continuous recruiting experience in a comparable environment such as transportation, staffing, warehouse and distribution, skilled trades, or another industry where you repeatedly filled the same positions and were measured on results. This is a phone job. Not email, not LinkedIn messages. If making 50-80 calls a day is not how you want to work, this role will make you miserable. Comfortable being measured on hires per month and owning that number. Ability to keep a recruiting pipeline alive during a slow week without waiting to be told what to do. Strong follow-up discipline. Good candidates disappear quickly when nobody calls them back. Strongly Preferred Direct CDL driver recruiting experience. Familiarity with FMCSA driver qualification requirements, including DOT Clearinghouse, PSP, MVR, and previous-employer verification requirements. Experience with a driver recruiting platform such as Tenstreet or DriverReach. Experience recruiting both company drivers and owner-operators. Nice to Have ATS administration experience. Experience recruiting for a carrier that was actively growing its fleet rather than simply maintaining headcount. Compensation This role is built for a recruiter who wants their results reflected in their paycheck. Base salary starts at $55,000 per year. In addition to base salary, the recruiter earns: $150 Seated Driver Bonus for every qualified driver who successfully completes orientation and is dispatched on their first load. $100 Retention Bonus when that driver reaches 30 days of employment. Bonuses are uncapped. At our target of 10 driver hires per month, that is up to $2,500 per month or $30,000 per year in performance bonuses, on top of base salary. Bring in more qualified drivers who stay, and you earn more. Location This is an on-site role in Pete…

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