Straight answers to the questions you're actually asking

Because a lead isn't a driver. Industry-average lead-to-hire runs about 1% (Apex published benchmark), so 100 cheap leads is roughly one hire — plus a week of somebody's time making the 100 calls, and carriers routinely spend $5,000–$10,000/month on Indeed alone (industry estimates — Pin / HireTruffle published data). Our fee buys the finished outcome: a screened, Fit-Scored, interviewed, seated driver — and you owe the bulk of it only after they're seated and staying. Compare against your true DIY cost per hire (industry estimate: $4,000–$8,500 — Drive My Way / TransForce / Apex), not against the sticker price of a click.

Probably one of three ways: you paid up front and got resume spam; you paid a percentage of salary; or the 'guarantee' evaporated when you needed it. Structurally, we can't burn you the same way: fees are flat and published, 55% of the fee is only billable if the driver is still there at days 14 and 30, sub-70 Fit Scores are never submitted, and the guarantee exclusions are printed on our website before you sign. We're new, so we won't ask you to trust our history — we ask you to read our contract.

Fair question, and we won't dodge it: we don't have years of case studies yet, and anyone new who shows you some is lying to you. What we offer instead is structure — you pay when a driver is seated, not before — plus pilot pricing for the first ten carriers (activation waived, 50% off the first placement) precisely because early partners take a chance on us. The risk we're asking you to take is one discounted placement fee, milestone-billed, with a written replacement guarantee. The downside is capped; decide on that.

The driver completes day 1 of your orientation. Not an application, not an accepted offer, not a scheduled start. If they no-show orientation, no placement fee — we go back to work.

$500 activation at signup (campaign build — credited in full against your first placement fee), then 45% of the placement fee when the driver is seated, 25% at day 14, 30% at day 30. If the driver leaves before a milestone date, that invoice never goes out and the replacement search starts free.

Covered: the driver quits, or you terminate for documented performance cause, within 30 days of orientation — we replace free and cancel unbilled milestones. Not covered (the full list): you changed pay/lane/home-time from the written offer; you laid off or eliminated the seat; no truck was available within 7 days of orientation; the job terms were misrepresented to us or the driver; or you terminated without documented cause unrelated to performance. That's the entire exclusion list — no discretionary catch-all. 60-day (+15%) and 90-day (+30%) coverage available.

Campaigns go live within days of signing. Speed after that depends on your market and your offer's competitiveness — which is why we score your offer before launch instead of promising a universal number. On the discovery call we'll give you a realistic window for your specific seats, and if the honest answer is 'slow, because your pay is under market,' you'll hear that too. For reference, specialized recruiting services industry-wide typically produce first qualified candidates in 3–10 days (industry estimate — Apex published data); we'll commit to a target in writing per engagement rather than advertise one number for every seat in America.

Nine job-related factors, weights published on our site (CDL class/endorsements 15, verifiable experience 15, equipment match 12, route/home-time alignment 12, geography 12, comp alignment 10, availability 8, job stability 8, responsiveness 8). Scored 0–100 against your specific Hiring Profile; below 70 is never auto-submitted. It never uses protected characteristics or proxies for them, and it's applied uniformly — full detail at /fit-score/.

No — deliberately. Alpha Driver Solutions is not a consumer reporting agency, and federal rules put driver qualification squarely with the carrier (49 CFR Part 391). We collect driver self-reported data with written consent to share it; you run MVR, PSP, background, and Clearinghouse through your own CRA and your own process, exactly as you do today. We'll happily sequence our handoff to feed your process cleanly.

You. Always. We source, screen, score, schedule, and support — you interview, decide, and hire. We never represent to a driver that they 'have the job,' and our contract says so.

Yes — it's built in, not bolted on: prior express written consent captured at application, STOP honored immediately, quiet hours enforced (8am–9pm recipient-local), A2P 10DLC-registered messaging, and our AI assistant always identifies itself. Our outreach is to drivers who opted in with us, under our brand — we are not sending campaigns on your behalf from your numbers.

Drivers own their information; they consent to us sharing it per-match. Once we submit a candidate to you, that submission and everything the driver provides you is yours to keep in your ATS — we never claw back data, and we never charge 'database access' fees. What we don't do is hand any client our entire driver database, because the drivers didn't consent to that.

No. Run your job boards, your referral program, and other vendors in parallel. Our fee applies to drivers we sourced and submitted (our agreement defines attribution with a simple submitted-by-us-first rule and a time window). We'd rather win on quality than on a lock-in clause.

No annual commitment on Performance Placement — it's per-placement, and you can stop new searches anytime with written notice; the guarantee and milestone billing on already-seated drivers survive so both sides keep their end. Managed Recruiting retainers are month-to-month with 30 days' notice. Enterprise terms are negotiated, with quarterly review checkpoints. [Final language: legal drafts — attorney review pending.]

Then we'll tell you before taking your money. Every engagement starts with a Carrier Offer Score (0–100 across pay, home time, hiring speed, miles consistency, bonuses, equipment age, benefits, detention pay, route difficulty). Under 70, you get specific fix-it recommendations first — sometimes it's a $0.03/mile problem, sometimes it's detention pay, sometimes it's a 9-day hiring process losing drivers to faster carriers. Weak offers waste your budget; we'd rather fix the offer than bill you for a doomed campaign.

The opposite — fleets of 10–500 trucks are exactly who we built this for. No minimum volume, no retainer required; one placement at a time is fine. Under 10 trucks, we'll still talk — Performance Placement works at any size.

We deliver candidates the way your workflow expects them — including into Tenstreet/IntelliApp-based processes, which most of the industry runs on. On Managed and Enterprise engagements, ATS delivery is set up as part of onboarding; on single placements we match whatever intake you use today.

CDL-A (local, regional, OTR), CDL-B, owner-operators, teams, and endorsement-specific seats: hazmat, tanker, doubles, flatbed and other specialized. Company drivers and lease-on. If a seat is outside our depth, we'll say so on the first call.

We recruit nationally — campaigns are geo-targeted to your domiciles and hiring radius. We're based in Jacksonville, Florida; drivers are sourced wherever your trucks are.

You owe nothing for that driver — the placement fee only triggers when orientation day 1 is completed. We restart sourcing immediately, and no-show patterns feed back into that driver's responsiveness score so serial no-shows stop reaching clients.

Yes. Each seated driver is its own flat fee at standard pricing; 4+ concurrent open seats usually pencils better on Managed Recruiting (retainer + $750–$1,000 off each placement), and 15+ seats moves you to Enterprise volume pricing at $1,200–$1,800 per hire. We'll show the math for your volume on the call — whichever model is cheapest for you is the one we'll recommend.

No. Sub-70 candidates are never auto-submitted to any client. If the gap is fixable — needs more experience, wrong geography, timing — they go into our nurture pool and get re-matched when something genuinely fits. If we're recycling a candidate who previously scored below 70 for a different seat where they score 70+, that's the system working: the score is per-seat, not a permanent grade.

About an hour total: a 30-minute discovery call, then your Hiring Profile details — written pay package, lanes, equipment, home time, must-haves, and who on your team interviews and when. Plus the $500 activation (credited). Campaigns typically go live within days of a completed profile.

We operate as a recruiting/referral/placement organization: not an employer of drivers, not a motor carrier, not a DOT consortium, not a consumer reporting agency. Florida (our home state) does not require an employment-agency license for this model, and we never charge drivers fees — the classic trigger for agency regulation. Calls may be recorded only with announcement (Florida is an all-party consent state). Our legal docs are attorney-reviewed before use [status: drafts pending attorney review].

No. Never. Carriers pay our fee; drivers never pay anything, for anything — no placement fee, no 'processing fee,' no training-contract trap. Anyone who asks you for money to get a driving job is someone to walk away from.

You apply once (about 2 minutes). We talk — text or call — about what you actually want: lanes, home time, pay, equipment. We match you against carriers whose written offers fit, show you the real terms, and only send your info to a carrier when you say yes to that specific carrier. Then we help with scheduling, interview prep, and we check in after you start.

Only carriers we've matched you with — and only after your written consent. We don't sell your info, we don't blast it to 40 companies, and we don't hand out bulk lists. One match, one consent, one carrier at a time.

It's a match score, not a report card — and it works in your favor. It measures how well a specific job fits you: your class and endorsements, your experience, your equipment history, how far the terminal is from your house, whether the pay matches what you told us you need. A low score doesn't mean 'bad driver' — it means 'wrong job,' and it keeps us from wasting your time on interviews for jobs you'd quit in a month. It never uses age, race, sex, religion, or anything like that — job factors only.

No. You'll hear from us about real matches and next steps, during reasonable hours. Reply STOP any time and everything stops immediately. Our AI assistant, Luna, may text you first for speed — it always tells you it's an AI, and you can ask for a human whenever you want.

No — and be suspicious of anyone who says they can. Carriers make all hiring decisions, run their own background and drug-testing processes, and set their own terms. What we can promise: real openings, the carrier's actual written pay and home-time terms, fast responses, and zero cost to you.

CDL-A and CDL-B seats across local, regional, OTR, teams, tanker, hazmat, flatbed and specialized — company driver and owner-operator lease-on — at carriers ranging from small fleets to several hundred trucks. Openings change constantly; the application is how we watch for your fit as new seats come in.

Yes — mark 'just looking' and we'll treat it that way. No pressure campaigns. We'll keep an eye out and ping you occasionally if something unusually good for your profile shows up; STOP always works if you'd rather go quiet.