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 do

1. Lead & Manage the Team

• Lead, 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 & Planning

• Develop 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 operators
• Partner 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. Recruiting Operations

• Optimize recruiting workflows, processes, and technologies to improve hiring speed and effectiveness.
• Monitor and manage recruiting KPIs including:
  • Cost per hire
  • Time to fill
  • Lead-to-hire conversion
  • Recruiter productivity
  • Driver retention metrics
  • Cost per lead (CPL), cost per acquisition (CPA), and return on advertising spend (ROAS)
• Implement continuous improvement initiatives to increase recruiting efficiency.
• Build and manage a full-funnel recruiting analytics dashboard to track sourcing performance, drop-off points, and conversion optimization opportunities.
• Implement lead scoring and automated candidate engagement strategies to increase recruiter efficiency.

4. Marketing Campaigns Contribution

• Oversee 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 Management

• Manage 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 Standards

• Ensure 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.

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