• Phone: 281-636-9826
  • Houston, TX
  • Email: jeff@tconteam.com

Qualified candidates. Scheduled interviews. A recruiting cadence built around your operation.

We source, screen and schedule qualified driver candidates based on the standards you define—so your team can focus on interviewing, selecting and hiring the right people.

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Hiring in Crisis Mode Is Not a Recruiting Strategy

Posting an advertisement when you urgently need a driver may create applicants, but it rarely creates a dependable hiring pipeline.

Traditional recruiting often begins after the staffing problem already exists.

A driver leaves. A new contract begins. Fleet utilization increases. Suddenly, your team must post a job, review dozens of applications, return phone calls, determine who is qualified and coordinate interviews—all while continuing to run the operation.

The result is usually more activity, but not necessarily better candidates.

Velocity Recruiting helps transportation companies move from reactive hiring to an ongoing, measurable recruiting process.

1

Too Many Unqualified Applicants

Your team spends valuable time reviewing people who do not meet the basic requirements.

2

Inconsistent Follow-Up

Qualified candidates lose interest while waiting for a call, email or interview time.

3

No Predictable Pipeline

Hiring begins only when the company is already short staffed.

4

Recruiting Overload

Managers must balance recruiting with dispatch, operations, safety and customer responsibilities.

Our Proven Recruiting Process

Velocity delivers screened driver interviews on a cadence your company can manage.

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Step 1: Define Your Ideal Driver

We document your standards for qualified and highly qualified candidates, including licensing, experience, driving background, location, availability and other requirements important to your operation.

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Step 2: Launch and Manage Recruiting Campaigns

Velocity creates and manages the advertising campaigns used to attract candidates. We manage the mechanics and monitor the approved advertising budget.

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Step 3: Conduct the Velocity Screening Call

Every potential candidate completes a screening conversation with our team. This is where we move beyond what appears on an application and begin determining whether the candidate actually matches your standards.

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Step 4: Review the Candidates Driver Portfolio

Every potential candidate completes a screening conversation with our team. This is where we move beyond what appears on an application and begin determining whether the candidate actually matches your standards.

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Step 5: Interview the Candidate

We coordinate the interview and place it directly on your calendar. Your team conducts the interview and makes the hiring decision.

Company Clients

"Like most operations, I've been stuck needing more employees but so busy doing the tasks that I don't have time to dedicate to recruiting and hiring. The ability to turn this over to someone whose primary job it is to fill the holes that I have will finally allow me to grow my team the way I know I need to." - Scott Riccio, Northeast Charter.

"My experience partnering with Jeff yielded remarkable results, both in terms of cost savings compared to traditional recruiters and his expert vetting of candidates. Jeff's profound understanding of the bus industry ensured that he comprehended our needs and identified candidates who were qualified and fit seamlessly into our company culture. His professionalism and integrity exceeded expectations." - Bethany Bertram, Trobec's Bus Service.

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Recruiting Plans

Choose a Recruiting Cadence That Fits Your Operation

Bench

Up to 6 Interviews Per Month

$2,550/mo*

*based on a one year contract

Roster

Up to 12 Interviews Per Month

$3,450/mo*

*based on a one year contract

Fleet

Up to 18 Interviews Per Month

$4,250/mo*

*based on a one year contract

Surge

Fully Custom

Custom

Priced per engagement

One-time setup and technology fee: $450.

We believe the best hiring results come from delivering the right candidates—not simply the most candidates.

That’s why we build a custom recruiting pipeline around your team’s hiring capacity. Instead of flooding your inbox with applications, we provide a carefully managed flow of qualified candidates that keeps your hiring process moving efficiently while allowing your team to give each candidate the attention they deserve.

The result is a win for everyone: your team stays focused, candidates enjoy a better hiring experience, and you fill positions with the right people—without the overwhelm. By aligning candidate volume with your interviewing and onboarding capacity, we help you hire consistently, confidently, and successfully.

Imagine Every Driver Being One of Your
Best Drivers

That is the company Velocity Recruiting helps you build.

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