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Recruiting drivers with an offer that fits the route

Drivers choose on route type, getting home and equipment. If that is not in the first line of your ad, you are paying for clicks that lead nowhere.

Why recruiting truck drivers is so hard

Drivers compare employers on a handful of hard points: day trips or international, how often they are home, the age of the equipment, and whether they are locked to one client. Pay comes after that.

That is why generic driver ads are so expensive: they attract everyone and convince no one. One ad per route type structurally produces better candidates.

Where you do reach truck drivers

Channel choice is not a matter of taste for this function group. This is the mix we start with and adjust based on the first few weeks.

  • Meta with separate campaigns per route type and licence category.
  • Job board distribution for active seekers, plus re-engagement of your own driver database.

What belongs in the ad and on the landing page

First line: route type and home base. Then equipment, allowances and start date.

Ask up front in the application flow about licence, Code 95 and the digital driver card, so you only call people who could drive tomorrow.

How we approach it

We do not build a single ad but a working system: audience, offer, ads, landing page, follow-up and reporting. The Job Acquisition Machine (JAM) fills the candidate side, the Client Acquisition System (CAS) the client side. You do not have to start with both.

After the kick-off your campaign is live within 7 days. From there we adjust weekly based on what comes in: which ad produces qualified candidates, where people drop off on the landing page, and how fast follow-up happens. The ad accounts are in your name and stay yours.

  • Job Marketing Campaigns on the channels where this audience actually is.
  • A landing page per function group, built for applying on mobile.
  • AI Sourcing and Multi-Channel Job Distribution to 15+ job boards on top of the campaigns.
  • Reporting on cost per applicant, per qualified candidate and per interview — not on impressions.

No cure no pay on top of a monthly retainer

We work on a monthly retainer with a no-cure-no-pay arrangement on top: if we do not deliver, you do not pay for it. You are not locked into an annual contract before anything has been delivered.

That comes with a delivery guarantee: within 7 days of the kick-off your campaign is live. And because the accounts are in your name, you are building your own business — not your agency's.

Frequently asked questions

Yes, that happens in the application flow, together with Code 95 and availability.

Let's fill your next vacancy
and win your next client.

A concrete plan for your vacancies and your client acquisition
A review of your current channels
Clear next steps

30.000+

leads delivered.

5.0

rating on Google.

From the very first moment it was clear we were dealing with a professional, reliable partner who understands what it takes in recruitment and talent acquisition.
Yves van Rey

Yves van Rey

HeadStaffing

Leadstars — Recruitment Marketing

We get back to you within 1 working day.

  • A concrete plan for your vacancies and your client acquisition
  • A review of your current channels
  • Clear next steps
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