More and more employees are prioritizing WHO they work over an actual job description. Leadership starts from the top and will make or break your team. How can you build a team that will stick around and show up, from your managers to your drivers?

What do drivers really care about and which benefits should you offer? Which ones should you not? What are the true costs of benefits after you bake into the math the cost of not having to replace a driver?

How do you balance the need to fill a seat with the need to manage the bottom line on driver costs? How do you manage your recruiting spend when all your seats are full? Does your recruiting strategy improve your company culture?

What's changed recently to make it easier to get new drivers through the FADV process? What can you do on your end to make your life easier with FADV? What can you do to make FADV move faster to get your driver approved sooner.

Is your onboarding process a mess of HR requirements, or a rolling out of a red carpet? Does it help or hurt your risk management and safety strategy? Does it reinforce or run counter to your company culture?

FXG is placing even more emphasis on safety scores in all their growth opportunity decisions. Do you know how the score system works? Are you doing everything you can to improve your safety program? Do you know what the true costs and benefits are when you're making decisions about what to do and what not to do in your safety program?

It is more important than ever to keep safety as your top priority. But how do you incentivize your drivers to adhere to the safety measures you have in place? How can create a culture of safety within your company, starting at the top?

What just changed with the new VEDR KPI scoring system? What are the unseen obstacles with the new system and how can they negatively impact your business? How do you navigate the new system to your best benefit?