Director, Driver Engagement & Recruiting

Roadrunner; Downers Grove (IL); On-site; USD 100,000 - 130,000; Full time

Benefits offered by this job

Full benefits package

401(k)

Paid time off

Job summary

Roadrunner is seeking a bold, results-driven Director of Driver Recruiting to scale our driver-owner operator programs nationwide. This high-visibility role leads a team of six recruiters, owning strategy, recruitment funnel optimization, and vendor management across local and linehaul markets.

The position focuses on fleet growth, cost-per-hire optimization, and retention alignment, with a strong emphasis on DOT compliance and partnerships with Operations, Safety, and Marketing.

Qualifications

• Experience leading large recruiting teams.
• Strong knowledge of DOT regulations and transportation hiring practices.
• Proven ability to recruit 1099 owner-operators and manage budgets.

Responsibilities

• Lead, coach, and develop a multi-location driver recruiting team.
• Develop fleet growth plans and predictive hiring models.
• Design end-to-end driver hiring funnels (lead to hire) and optimize conversions.

Skills

High-volume recruiting

Leadership

Analytics & metrics

DOT regulations awareness

Education

Bachelor’s degree in related field

Tools

ATS/CRM tools

Job description

Do you have a track record of success in driver recruitment and a passion for leading high-performing recruitment teams?Roadrunner is seeking a bold, results-driven Director of Driver Recruiting to join our award-winning freight network and help redefine what smart logistics looks like. This is a highly visible leadership role responsible for scaling capacity, strengthening our contractor value proposition, and building a best-in-class driver acquisition engine.The Director of Driver Recruiting is responsible for leading the strategy, execution, and performance of Roadrunner’s national driver owner operators hiring programs across multiple markets for linehaul teams, linehaul solos and local pick-up and delivery drivers.This role oversees driver recruitment initiatives, manages a recruiting team of 6 recruiters, and develops innovative sourcing strategies to attract qualified owner-operators for both local and linehaul.The Director partners closely with Operations, Safety, Marketing, and Executive Leadership to ensure driver hiring aligns with business growth objectives while improving recruiting efficiency, driver quality, and retention outcomes.This leader owns the full driver acquisition strategy, including recruiting funnel performance, cost-per-hire optimization, and 30/60/90-day retention alignment.The role directly impacts fleet growth, revenue expansion, and network density strategy.What you’ll do1. Lead & Manage the TeamLead, coach, and develop a team of driver recruiters across multiple locations and remote environments.Establish performance expectations, hiring targets, and accountability standards for recruiting staff.Build a high-performance recruiting culture focused on results, responsiveness, and candidate experience.Design incentive structures and performance scorecards tied to seat count, quality, and early-stage retention.Develop leadership bench strength within the recruiting organization.2. Fleet Growth & PlanningDevelop and execute driver recruiting strategies to meet fleet growth and capacity demands.Forecast hiring needs based on operational expansion, turnover trends, and market conditions.Create scalable recruiting pipelines for Local and Linehaul owner operatorsPartner with Finance and Operations to model capacity demand and build predictive hiring plans aligned with revenue goals.Own driver acquisition performance against annual fleet growth targets.3. Driver Recruiting Process & Funnel ManagementDesign, implement, and continuously improve end-to-end driver owner operator recruiting workflows, from lead generation and initial contact through qualification, application, processing, orientation, and hire.Own and optimize driver lead conversion, identifying funnel drop-off points and implementing strategies to improve lead-to-application, application-to-processing, and application-to-orientation conversion.Develop and manage driver recruiter worklists, lead prioritization, follow-up cadences, and pipeline management processes to ensure speed-to-lead and consistent candidate engagement.Build effective driver qualification and screening processes that quickly identify qualified candidates while maintaining DOT, FMCSA, Safety, and company requirements.Manage and optimize recruiting pipelines specifically for owner-operators, including local, solo linehaul, and team opportunities.4. Marketing Campaigns ContributionOversee driver lead generation strategies including job boards, digital advertising, referrals, social media, and third-party vendors.Partner with marketing team to develop targeted driver advertising campaigns.Evaluate sourcing channel performance and allocate recruiting spend for maximum ROI.Collaborate on driver value proposition messaging, contractor earnings positioning, and competitive market differentiation.Develop and scale structured driver referral programs to reduce acquisition cost and increase retention.5. Technology & Vendor ManagementManage recruiting platforms, applicant tracking systems (ATS), CRM tools, and advertising vendors.Identify and implement new technologies that enhance candidate engagement and recruiter productivity.Maintain strong relationships with recruiting partners and external vendors.Evaluate and optimize third-party lead providers to ensure quality, compliance, and cost efficiency.6. Compliance & Qualification StandardsEnsure recruiting processes align with FMCSA regulations, DOT requirements, Clearinghouse compliance, PSP/MVR review standards, and insurance qualification criteria.Partner with Safety and Risk teams to maintain strict adherence to contractor onboarding requirements and documentation standards.7. Cross-functional CollaborationWork closely with Operations and Safety leadership to understand hiring requirements and driver qualifications.Align recruiting initiatives with onboarding, orientation, and retention programs.Provide executive leadership with regular reporting on hiring performance and labor market trends.Serve as a strategic advisor to executive leadership on labor market dynamics, contractor compensation competitiveness, and capacity risk mitigation.What you bringBachelor’s degree in human resources, business administration, marketing, or related field preferred.5–8+ years of experience in driver recruiting or transportation talent acquisition, including leadership experience.Proven success managing high-volume recruiting operations.Strong knowledge of DOT regulations awareness, and transportation industry hiring practices.Experience leading remote or multi-site recruiting teams.Advanced analytical and performance management skills.Demonstrated experience recruiting 1099 owner-operators in both linehaul and local environments.Hands-on experience with recruiting analytics, funnel optimization, and digital performance marketing metrics.Experience managing recruiting budgets and vendor contracts preferred.Proven ability to improve early-stage driver retention through cross-functional alignment.How you operateStrategic leadershipData-driven decision makingHigh-volume recruiting expertiseVendor and budget managementProcess optimizationRelationship managementCapacity planning and workforce forecastingRecruiting funnel architecture and performance analyticsExecutive-level communication and influenceChange managementCompensation & SetupPay: $100,000 – $130,000 base salaryLocation: Onsite – Downers Grove, ILBenefits: Full benefits package including medical, dental, vision, 401(k), and paid time offPhysical Demands and Work EnvironmentThe physical demands and work environment described here are representative of those an employee encounters while performing the essential functions of this position. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions.Physical DemandsModerate physical activity performing non-strenuous daily activities of an administrative nature.While performing the duties of the job, the employee is regularly required to sit, reach/handle items, work with the fingers, and talk and hear others in conversations via the phone or in person.Work EnvironmentThe noise level is moderate based on general conversation tones, ringing phones and laser printer operation.Work in well-lighted, heated and/or air-conditioned indoor office setting with adequate ventilation.Possible 25% traveling to learn new OpCo’s, train or recruit at truck stops, job fairs, or trade shows.* The above statements reflect the general details necessary to describe the principal functions of the position and are not intended to be all inclusive. The position and any of the requirements listed above are subject to change at any time according to the changing needs of the company.* Roadrunner is an Equal Opportunity Employer and prohibits discrimination and harassment of any kind.* We will not accept unsolicited candidates from external recruiters or recruiting agencies. Thank you!#LI-OnsiteDowners Grove, ILAbout RoadrunnerRoadrunner is for ambitious, smart people who excel at execution over talking about it, and who would rather invent the next standard in freight than accept the status quo.We are looking for the Best of the Best. Action driven leaders who want to be part of real change and help design the future of LTL in the U.S. This is a place where high performers can grow, influence outcomes, and make an impact while working directly with executives and smart people from across industries.We bring a winner mindset. We take ownership, raise the bar, and measure ourselves by results. We Run Safe. We Run Smart. We Run Together. These principles create an environment of high standards, clear ownership, and direct collaboration. We trust data over intuition, move with urgency, and hold each other accountable because winning requires it.Roadrunner exists to prove that LTL can be better than the industry has settled for. To be the best means we need to think bigger, look outside the box, and question every assumption: too many handoffs, limited visibility, and the quiet belief that “this is just how it works.” We rejected that story. We built a proprietary Smart Network for direct, long haul, metro to metro service that delivers fewer touches, faster transit, real time visibility, and genuine accountability. We are the most tech forward company in LTL, and we are not finished widening the gap.The foundation is already strong. Recognized as one of Built In Chicago’s Best Large Places to Work. Earning top marks for improvement, quality, and service. The real opportunity is still ahead: helping invent what comes next.If you want to be evaluated among the Best of the Best and help set the new standard in LTL, we should talk.