Fleet refreshes. Bankruptcies. Carrier consolidation. Contract shifts. The market is in constant motion, and the lanes don't talk to each other. We make them talk.
Drivers from carriers they've outgrown to fleets ready to seat them. Trucks from refreshing fleets to operators ready for them. Capital structured through our partner network when the deal needs it. Same data layer. Same operators. Same phone.
We sit in the middle of fleet acquisition. Drivers, equipment, and the financing that makes bigger deals possible. The same data and the same team runs all three.
We seat drivers and keep them seated. Milestone billing tied to retention, not application volume. Recruiters based in middle and rural America, equipped with intel most recruiters don't know exists. We adapt to your hiring model — under your brand, under ours, or alongside your internal team.
How we run driver recruiting →We source equipment for fleets ready to grow and move iron for fleets refreshing their lineup. We watch Class 8 orders, auction calendars, FMCSA authority shifts, carrier consolidation, and SEC filings to know where trucks are moving before the market does. Through our partner network.
How we run equipment →We're not a lender. We're the bridge to the ones who are. Sale-leaseback structuring, fleet financing, lease-to-own options, capital partners who understand trucking economics. When an equipment deal needs financing to close, we know who to call.
How we structure deals →Most recruiting shops have nothing to say when a driver compares trucks across the fence. We connect carriers to equipment partners and capital partners who can keep the cycle moving. Three lanes, one operator, because driver retention is one problem with three causes.
The intel layer reads the market. The discipline layer makes the work repeatable. The voice layer is the human on the phone. Same data, same standards, every call.
Multi-source intelligence runs underneath every engagement. FMCSA Clearinghouse state shifts. Regulatory dockets including Dalilah's Law and the FMCSA Restoring Integrity rule. Driver sentiment scraped from Reddit, Facebook, Glassdoor, and the trucker forums. Job-posting volume across the major boards. SEC filings on the public carriers. Class 8 truck orders. Auction calendars. The recruiter on your call knows what the market is doing before they dial.
Marine-grade operational rigor applied to a recruiting market that runs on improvisation. Standardized call frameworks. Documented follow-up cadences. QA on every conversation. Milestone billing tied to retention, so process discipline shows up in the math. We don't bill for activity, so activity that doesn't convert is our problem, not yours.
Data and chatbots get the application completed. Data and human callers get the right driver seated for the long term. Recruiters based in middle and rural America, equipped with the intel from the layer above. They read drivers fast and tell them the truth. Drivers vote with their feet, and they vote against bots. So do their CDLs.
You're not competing against another recruiting agency. You're competing against bad ad spend and the retention black hole. Here's how Old Drum changes the math.
A note from the founder on why Old Drum exists, why now is the inflection point, and why a small disciplined team is built for this moment.
Read the long version →Most recruiting shops claim to be data-driven. Almost none of them actually monitor anything. Here's what we run, by service line.
Monthly state-level shifts in CDL holders in prohibited status. We know which states are tightening fastest and where the supply still has slack.
Reddit, Facebook driver groups, Glassdoor, and the trucker forums. We score sentiment per-carrier so we know which fleets are losing their drivers before the carriers themselves do.
Every proposed rule, comment period, and enforcement notice. Daily digest. We know what's coming before it hits.
Per-carrier daily counts on the major boards. When a fleet's driver postings spike, we know they're hurting and we have a window to either pitch them or recruit their drivers.
Public carriers tell the SEC what they won't tell anyone else. Turnover rates, recruiting spend, fleet rebuild commentary, equipment write-downs. We extract and we track.
Authority status changes telegraph carrier distress and equipment hitting the market. We watch and we move first.
ACT and FTR monthly orders. Fleet rebuild signals run 6-9 months ahead of recruiting tightening. We see it before the market admits it.
Ritchie Bros, IronPlanet, Taylor & Martin, Sandhills, J.D. Power. What's coming, when, at what scale, against what pricing reference.
Tell us what you're trying to seat. Tell us what you're trying to move. We listen first, look at your numbers against the market data on your lanes, and tell you what we see. If it's a fit, we keep talking. If it's not, no harm done.