Hiring Intelligence
What is actually happening in the supply chain talent market, and what it means for the way you hire, pay and retain operators.
Five Signals Shaping Logistics Hiring Right Now
What is actually moving in the supply chain talent market, and what each signal means for the way you hire.
Writing a Logistics Job Description That Attracts Operators
A vague job description does not get you more candidates. It gets you more of the wrong ones, and buries the right ones.
Why Your Interview Process Is Losing the Candidates You Want
The strongest operators are off the market in weeks. Most hiring processes are built as though they have months.
Contingent vs Retained: Which One Your Search Actually Needs
The two models solve different problems. Choosing the wrong one usually means a slow search or a shortlist nobody wants.
What a Counteroffer Really Buys You
When someone resigns, the counteroffer feels like the fix. Understand what you are actually purchasing.
Onboarding Logistics Hires So They Are Still There at 18 Months
Most early attrition is decided in the first two weeks, by things that cost nothing to fix.
The Real Cost of a Vacant Operations Seat
The cost of an open desk is mostly invisible, which is why it gets tolerated for months.
Paying for Systems and Lane Depth: Benchmarking Logistics Comp
Title-based benchmarks are close to useless in freight. Pay tracks systems, lanes and scope — not the words on the org chart.
Why Your Operators Leave, and What Actually Keeps Them
People rarely leave freight jobs purely over money. They leave over scope, ceilings and managers — and those are cheaper to fix.
Hiring for TMS Fluency Without Getting Burned
"Five years of CargoWise" can mean five very different things. Here is how to find out which one you are hiring.
Hiring for a seat you need filled correctly?
Tell us the lanes, the systems and the volume. You get a qualified shortlist — not a résumé dump.
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