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Attract, engage, and retain the talent your business needs to grow.

We make recruitment marketing work for the transportation and logistics industry.

Drop & Hook is a recruitment marketing agency that works exclusively with brands in the transportation space including carriers, 3PLs, freight brokers, warehousing and fulfillment companies and logistics technology providers. We don't hand you a generic job listing template or provide a few basic truck driver recruiting ideas and call it a strategy. We build an employer brand and recruitment marketing system around how your business actually hires, then help you use it to attract more of the right candidates.

Whether you need a full employer brand buildout, social media content calendars that engage job seekers, or someone to manage your paid recruitment advertising that connects with qualified applicants, we've done it for companies that look a lot like yours.

Who It's For

Designed for logistics companies competing for drivers, operators, and top talent.

This service is a fit if you're a logistics or transportation company that:

  • Is spending on job boards but not seeing quality applicants
  • Is losing candidates to competitors with a stronger or more visible employer brand
  • Has open driver or warehouse roles that have been hard to fill
  • Wants to build a long-term recruitment marketing strategy, not just fill one seat
  • Is entering a new market or hiring for a new role type and needs to establish presence

We work with carriers, 3PLs, freight brokers, logistics technology platforms, and supply chain service providers. If your business moves freight or supports those who do, we can help you attract and hire more effectively.

Our Process

A proven process built for recruiting in the transportation and logistics industry.

Every engagement starts with discovery. Before we write a word of copy or launch a single campaign, we need to understand your existing employer brand, what's working, and where the gaps are. If you don't have an employer brand yet, we'll use our discovery period to understand your culture, your open roles, and the competitive landscape in order to map out a strategy that makes the most sense for your unique business.

Step 1: Audit and Discovery

We start by understanding your business, goals, and current place in the market. To do this, we review your existing recruitment marketing materials including your website, social media presence, and paid media. Additionally, we look at how people talk about your employer brand online and explore how your brand and career opportunities are positioned relative to competitors. We spend time understanding your hiring goals, your target candidate profile, and what's made past hires successful.

Step 2: Strategy and Messaging

Based on the audit and discovery process, we’ll develop a go-forward plan that can include your employer value proposition (EVP), candidate personas, recruitment marketing strategy, and the core messages that differentiate your company from your competitors.

Step 3: Content and Creative Development

Recruitment marketing is only as good as the content behind it. We develop the assets that bring your employer brand to life: careers website copy, recruitment landing pages, social media content, and paid ad creative. This is where our industry expertise makes a real difference. You'll never have to explain to us what a dedicated lane is or why home time matters differently to an OTR driver than a regional one.

Step 4: Campaign Launch and Training

We launch your recruitment campaigns across the right channels and provide the guidance your internal team needs to stay consistent. If you want ongoing management, we stay involved. If you want to run it yourself, we make sure you can.

Step 5: Ongoing Management and Optimization

For clients who prefer a fully managed service, we handle monthly content calendars, campaign optimization, reputation management, and reporting with actionable insights.

What You Get

The strategy, content, and campaigns needed to drive better hiring results.

Depending on your engagement scope, Drop & Hook's employer branding and recruitment marketing services include:

  • Recruitment marketing audit with a prioritized recommendations report
  • Employer brand strategy with messaging guides and candidate persona profiles
  • Careers websites and recruitment marketing landing pages
  • Organic social media
  • Paid media campaigns
  • Social listening and reputation management

Results

See how we have helped other clients drive engagement and get results.

Your team knows freight. We can help them market it.

Ready to get started? Get truck driver recruiting ideas and tips for strengthening your employer branding by reaching out to the Drop & Hook team.

Contact Us

Frequently Asked Questions

Do you only work with trucking companies?

Our focus is transportation and logistics broadly including carriers, freight brokers, 3PLs, warehousing operations, and last-mile providers. If your business moves freight or supports those who do, we're probably a fit.

What's the typical engagement look like? 

Most clients start with a strategy and brand project, then move into an ongoing content and advertising retainer. We also take on project-based work, such as a single campaign, a landing page, a content audit, for companies that aren't ready for a full engagement.

Do you only focus on driver recruiting?

No. While truck driver recruiting is a significant part of what we do, we also support hiring for warehouse, operations, dispatch, and logistics coordinator roles. Our approach applies to any high-volume or competitive hiring environment within transportation and logistics.

Can't I just use AI to handle our recruitment marketing? 

You could search for truck driver recruiting tips with your favorite AI tool, but you wouldn’t see the same results. Recruitment marketing that actually works is built on specifics about the real reasons your people chose you, the honest picture of what the job looks like, and the cultural details that make a candidate feel like they already know your company before they apply. The strategy, the discovery, the industry knowledge, and the authentic storytelling that makes candidates trust you? That's not something you can prompt your way into.