When Is It Better to Outsource CDL A Truck Driver Recruitment to an External Company?

Finding and retaining qualified CDL A truck drivers is becoming one of the biggest operational challenges for logistics and transportation companies. As freight volumes rise and driver shortages persist, many businesses are re-evaluating their recruitment strategies. Many companies hiring new truck drivers often ask themselves the question: should we handle recruitment internally, or is it time to bring in external support?

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To explore this topic further, we spoke with a representative from Global Fleet LLC, a well-known job agency specializing in placing qualified commercial drivers across the U.S. Their insights shed light on why outsourcing is becoming the go-to strategy for many fleets.

Common Challenges in In-House Recruitment

Recruiting CDL A drivers internally may seem cost-effective at first, but it often comes with hidden difficulties:

Driver shortages. In some areas, especially rural or remote regions in the U.S. there simply aren’t enough qualified drivers available.
High turnover . Trucking has one of the highest turnover rates in the labor market, requiring companies to recruit constantly.
Time-consuming recruitment. Trucking driving companies may spend weeks or months trying to fill a single open driver position.
Limited internal resources. Many HR departments may lack the tools or experience to source and vet candidates efficiently. Posting jobs, screening applications, and conducting interviews can delay operations if not handled efficiently.
Overwhelmed HR teams. Most in-house recruiters are already stretched thin, because they are juggling multiple roles and may not have time for the specialized attention CDL recruitment demands.

Key Situations When Outsourcing Makes Sense

Outsourcing recruitment is not always necessary – but in certain scenarios, it can bring major benefits:

Urgent hiring needs. When every day without a driver costs you money, you need faster hiring solutions.
Rapid growth or fleet expansion. If your company lands a large contract or is expanding operations, outsourcing allows you to fill multiple positions quickly.
Seasonal demand spikes. Busy periods like the holidays require temporary or flexible drivers. Temp agencies for CDL drivers can supply qualified drivers fast.
Entering new regions. Launching operations in unfamiliar geographic areas is easier with a recruitment partner who understands the local market and already has networks of vetted drivers ready.
Difficulty maintaining a pipeline. If you’re constantly short on candidates, an external agency can provide a steady stream of vetted drivers.

Moreover, a reputable recruiting agency understands state-by-state regulations, DOT compliance, and onboarding procedures.

How to Choose the Right Recruitment Partner

Not every CDL job agency offers the same value. Look for a partner that offers:

Industry expertise – choose a company that understands trucking, not just general staffing.
Positive reviews and references – see what other fleets are saying.
Clear communication – from pricing to placement guarantees, everything should be transparent.
Custom solutions – whether you’re hiring for a single route or an entire fleet, your partner should adapt to your needs.

But be careful: even when outsourcing, it’s important to monitor performance, ensure DOT compliance, and retain internal oversight of safety and quality.

There’s no one-size-fits-all approach to recruitment in the trucking industry. However, if your internal team is stretched thin, or you’re facing rapid growth, outsourcing to a job agency or temp service for CDL drivers can be a smart, strategic move. From sourcing to compliance, external partners can fill in the gaps and help you keep your business running smoothly, avoiding downtime, and staying competitive in a tough market.

By working with the right partner, you can keep your trucks on the road, save time, reduce costs and improve the quality of your hires.

Author Profile

Adam Regan: Deputy Editor

Features and account management. 3 years media experience. Previously covered features for online and print editions.

Email Adam@MarkMeets.com