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.
Recruiting drivers almost never works with a vacancy text, because the audience is driving during the day and on their phone in the evening. What works is Meta with an ad that immediately names the licence, code 95, type of runs, home time and hourly pay, plus multi-channel job distribution to 15+ job boards and AI sourcing on your existing database. Applying has to take under a minute, without a CV. Leadstars runs those campaigns inside the Job Acquisition Machine, at €8.96 to €30.51 per candidate in our own campaigns, with delivery within 7 days and a guarantee on the agreed lead volume.
Last updated: 4 September 2026
Key takeaways
- Licence, code 95, type of runs and home time belong in the first two lines of the ad.
- Meta carries reach outside office hours; 15+ job boards catch the active seekers.
- Candidate cost in our own campaigns: €8.96 to €30.51 per candidate.
- Retainer plus a one-off implementation fee, with a guarantee on the agreed lead volume and the first campaign live within 7 days.
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.
What it costs you if it does not work
We work on a monthly or annual retainer with a one-off implementation fee at the start. The agreed lead volume is guaranteed: if a campaign does not deliver the promised number, you do not pay for the shortfall. A 7-day delivery guarantee applies.
Campaigns, ad accounts, dashboards and the talent pool you build are in your name and stay yours, even if we stop working together.
Frequently asked questions
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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
HeadStaffing
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- A concrete plan for your vacancies and your client acquisition
- A review of your current channels
- Clear next steps
