The carrier owns the account.
The carrier opens the Indeed employer account, supplies the payment method, and adds ProHRHQ as an authorized user. The carrier remains the employer, account owner, and advertiser.
One-click magic link. No username. No password.
Good drivers choose the whole company, not just the advertisement.
Pre-Trip
Before a driver takes a truck out, there's a pre-trip inspection. Recruiting has its own pre-trip, a short check of the things that have to work before a qualified driver ends up in the truck and stays there.
How applicants move fast
Recruiter Leverage
One recruiter can do more.
Automation handles the repetitive work so recruiters can spend more time talking to drivers and deciding who is worth advancing.
Build a Better Driver Job
Would a Good Driver Choose This Job?
Before you spend money on ads, look at the job the way a driver does.
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Fix the job before you buy more applicants.
A better ad cannot fix weak pay, poor equipment, bad home time, or a job drivers do not want.
Good Advertising
Enough good applicants, not just more applications.
A carrier can spend money and receive almost no response, or receive a large number of applicants who do not fit the job. Good advertising starts with an accurate job, clear initial requirements, and a budget that increases only when the results justify it.
Start small and learn.
When Indeed permits the current minimum, begin near $5 per day. Improve the job title and copy sequentially so each change teaches us something without duplicating the same opening.
Spend follows evidence.
Watch cost per applicant, contact rate, initial fit, and the candidates the carrier actually advances. ProHRHQ does not increase the carrier's budget without approval.
Optional service
$100 per month for advertising management
The $195 monthly recruiting system already includes the initial job description and advertising copy. The additional $100 covers ongoing administration and improvement inside the carrier's advertising account.
- Prepare and revise the driver advertisement from the actual job.
- Test headlines and copy changes one at a time.
- Compare advertising response with ATS2 applicant outcomes.
- Recommend pauses, corrections, or careful budget increases.
The carrier pays Indeed directly. Advertising spend is separate from ProHRHQ's $100 management fee, $195 monthly recruiting system, and $350 charge for each prepared candidate the carrier chooses to advance.
Indeed controls job acceptance and pricing. Its advertised minimum can vary by job and location. Neither Indeed nor ProHRHQ guarantees impressions, suitable applicants, qualification, or hiring.
Pay for a qualified candidate, not a promise of a seated driver.
ProHRHQ charges for the part it controls. The carrier pays $350 for a qualified, prepared driver it chooses to advance, then keeps the hiring decision.
What you get for $195/month
- ATS2 recruiting software
- Carrier setup in ATS2
- Live access to all applicant, candidate, and hired-driver records
- Pipeline status, notes, documents, recruiter activity, communications, and follow-up
- Magic-link access from phone or computer
- Additional authorized carrier admin users
- Initial job definitions
- Job descriptions
- Recruiting and advertisement copy
- Applicant intake and resume-parser workflow
- Recruiting email and text templates
- Carrier-specific application and forms workflow
- A ProHRHQ recruiting page and job posting
- Recruiting-side updates to the carrier's website
- Reactivation-queue access to ProHRHQ legacy/inactive driver records
- Ongoing software support
$350 per driver you choose to advance
The carrier pays the $350 only when it decides to advance the candidate into its own selection process.
- Rapid applicant contact
- Resume parsing and review
- Recruiter interview
- Application completion
- CDL and medical-card collection and review
- Required signatures and permissions
- Candidate preparation for the carrier
Carrier pays separately for
- Advertising
- MVR
- PSP
- Clearinghouse
- Background
- Drug testing
- Other third-party reports
Carrier keeps control of
- Driving evaluations
- Personal interviews
- Operating standards
- Final hiring decisions
What the carrier controls
The carrier keeps its driving evaluations, personal interviews, operating standards, and final hiring decisions. It decides where and how much to advertise. It decides which outside reports to order and runs them through its own accounts. It controls the content of its recruiting page and the carrier-supplied context on its ProHRHQ carrier page.
ATS / Live Record
One live record, for every applicant.
A carrier that already uses another ATS, safety, or compliance system does not need to replace it. ProHRHQ prepares the applicant information and documents for review or handoff; taking on the recruiting relationship directly is available when that scope is part of the agreement.
Recruiting starts with understanding.
Drivers have questions about pay, home time, equipment, family, and what happens next. ProHRHQ gives recruiters carrier-specific visual answers they can send with a personal note in one click.
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Career Roadmap
Driver Benefits
Team Pay Explained
Getting Ready to Start
Welcome / Job Introduction
Team Lease Program
“What Does Daddy Do?”
“¿Qué hace Papá?”
Kanban Board
Individual Driver Record
AI Recruiter Helper
Communications History
Scheduled Follow-Up
Uploaded Documents
Supervisor Dashboard
Carrier-Ready Application Package
Pay, Miles & Home Time
Want to use ProHRHQ with your recruiting team?
We configure it around your carrier and jobs and train your people to use it.
Built for trust
See a real carrier recruiting page
Atlantic Cargo Co. runs a live ProHRHQ recruiting page today: company description, current jobs, pay, and an apply path, the same pattern described above. The format is the example; the pay, jobs, and terms shown belong to that carrier, not to every carrier.
Retain Drivers
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The recruiting cost is not recovered when the driver merely enters the truck. The carrier has already paid to attract, process, screen, orient, train, and place the driver. If the driver leaves during the first weeks because the job does not match the recruiting promise, the carrier loses those costs and may return an expensive truck to nonproducing status.
Onboarding and Handoff
Pay, miles, home time, equipment, deductions, dispatch, orientation, team compatibility, and actual working conditions should be explained before the driver accepts the job. The driver should know who takes responsibility after the recruiter: safety, orientation, payroll, dispatch, maintenance, and driver management. The information promised during recruiting should not disappear when the driver enters another department.
First-30-Day Follow-Up
A carrier may choose to check in after orientation, after the first dispatch, at the end of the first week, around day 14, and around day 30. These are practical checkpoints, not mandatory rules. A mismatch discovered in the first week is more expensive than an honest decision made before orientation; the purpose of the checkpoints is to identify a solvable problem before it becomes a resignation.
Driver Feedback
The driver should be able to identify a pay discrepancy, equipment issue, dispatch problem, home-time concern, expectation mismatch, or training and paperwork problem without searching for the right person.
Turnover Review
A turnover review should distinguish recruiting failure, job-design failure, dispatch or management failure, equipment failure, safety disqualification, personal reasons, and freight or miles problems. Without that distinction, the carrier may spend more on advertising while leaving the real cause unchanged.
Turnover is an operating cost.
Recruiting is only part of the cost of a failed hire. Processing, orientation, training, lost truck utilization, and replacement all add up.
Recruit → Screen → Orient → Train → Driver Leaves → Truck Sits → Recruit Again
North Star / iVerify Service
Find freight that fits the operation.
North Star/iVerify starts with the carrier's actual operation — current routes, customers, equipment, and capacity — then identifies freight-generating locations that may fit it: warehouses, distribution centers, ports, terminals, and other freight-generating locations near the carrier's lanes and markets.
The goal is freight that fits the operation, not the largest possible prospect list. North Star/iVerify can help prepare a practical sales effort — a qualified prospect list, route and market maps, and carrier-specific sales materials — while the carrier remains responsible for pricing, capacity, customer qualification, and direct sales activity.
Professional Human Resources runs driver recruiting for motor carriers.
Professional Human Resources sources, qualifies, and prepares drivers for the carrier's own review and hiring decision. DQ Vault, ProHRHQ carrier pages, and related North Star intelligence support that work. They are tools inside the recruiting engagement, not separate starting points.
One company, distinct tools.
Professional Human Resources is the company and recruiting operation. DQ Vault is the driver recruiting and application software. ProHRHQ carrier pages provide the public carrier-information and credibility layer. North Star and iVerify may support freight-market, route, customer, and logistics research where agreed.
The engagement starts with recruiting.
Most engagements start with driver recruiting: a job assessment, recruiter tools, applicant reactivation, or broader recruiting support. Depending on the carrier's situation, that can extend to a better public recruiting presence, DQ Vault access, PEO contact, or freight and customer research through North Star/iVerify. The final commercial offer and scope are defined separately and should not be inferred from the website.
Research Library
Driver Turnover Is Not Inevitable
A synthesis of roughly 20 studies and industry datasets on driver recruiting and retention. Turnover depends on the job, not the occupation: a carrier needs a job worth keeping, and a recruiting process that does not lose the drivers who apply to it.