At A Glance: Silver Creek Transportation, a regional carrier based in Henderson, Kentucky, faced a major hiring challenge: They couldn’t find enough qualified flatbed drivers, leaving trucks idle and revenue on the table. With over 100 companies competing for drivers in their market and job searches 55% below the national average, traditional recruiting methods simply weren’t working.
Randall Reilly partnered with Silver Creek to develop a data-driven recruitment strategy built to reach passive candidates, prequalify leads, and automate engagement. By December, Silver Creek had hired 17 drivers and cut their time-to-hire to just 11 days–well ahead of the industry average of 30-35 days.
Bottom Line: Silver Creek struggled to hire experienced flatbed drivers in a competitive market. With targeted outreach, automation, and market insights, they reduced time-to-hire, improved recruiter efficiency, and filled more trucks.
Silver Creek Transportation needed to expand its fleet, but they struggled to understand why their current approach wasn’t delivering the right drivers. While applications came in, most candidates lacked flatbed experience, leaving recruiters overwhelmed with unqualified leads. Even when they did find the right candidates, getting drivers on the phone and keeping them engaged proved difficult, leading to prolonged truck vacancies and lost revenue.
What Silver Creek didn’t realize was that the hiring market itself was a major obstacle. Over 100 companies in their metro area were actively competing for drivers, with more than 200 job postings vying for attention. Even more challenging, job searches in their region were 55% below the national average, meaning most qualified drivers weren’t actively looking for jobs. Without a more strategic and targeted hiring approach, Silver Creek struggled to stand out, reach the right candidates, and move them efficiently through the hiring process.
After uncovering these market insights, we helped Silver Creek connect with the experienced flatbed drivers they had struggled to reach. Implementing Facebook Lead Ads allowed them to engage drivers before they actively started looking, capturing interest ahead of the competition. By refining audience targeting, their job postings reached drivers with the right background, not just the largest audience.
To ensure recruiters focused on the best prospects, we introduced prequalification filters, requiring candidates to confirm flatbed experience and two years of tractor-trailer experience before entering the pipeline. This reduced time wasted on unfit applicants and helped recruiters prioritize strong candidates.
Silver Creek also needed to improve engagement. We implemented automated follow-ups, ensuring recruiters connected with drivers within 60 seconds of applying. This faster response time reduced drop-off, improved response rates, and helped Silver Creek secure hires faster in a competitive market.
Performance Highlights
555
Leads
$44
Cost-Per-Lead
17
Drivers Hired
27:1
Lead to Hire Ratio
11 Days
Time to Hire
Silver Creek faced a hiring landscape more competitive than they realized, struggling to connect with the right drivers despite ongoing recruitment efforts. By leveraging data-driven insights, refining audience targeting, and streamlining engagement, they not only found the drivers they needed but built a scalable hiring strategy. Their partnership with Randall Reilly provided them with the tools and insights to compete effectively in a tight market, reducing time-to-hire, increasing recruiter efficiency, and positioning themselves for continued hiring success.
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