DRIVER ACQUISITION & PERFORMANCE MARKETING MANAGER
BUILD THE DRIVER ACQUISITION ENGINE FOR A GROWING TRUCKING COMPANY Always There Express is looking for an exceptional Driver Acquisition & Performance Marketing Manager to take ownership of one of the most important growth functions in our company: Creating a predictable, scalable flow of qualified professional drivers. This is not a traditional HR position. It is also not a traditional recruiting-manager position. We already have recruiters who can work qualified candidates through our hiring process. We need the person who fills the top of that funnel. We are looking for someone who combines the instincts of a performance marketer with a strong understanding of recruiting—ideally CDL driver recruiting, transportation, skilled trades, or another difficult-to-reach workforce. Your job is straightforward to describe and challenging to execute: Figure out where the right drivers are, how to reach them, what message gets their attention, what channels convert, and where we should spend the next recruiting dollar. Then build the system that does it consistently. THE OPPORTUNITY Always There Express has grown rapidly into a substantial transportation operation. We have trucks. We have customers. We have an established recruiting team. And we have the capacity to grow. One of the biggest constraints on that growth is maintaining a consistent pipeline of qualified professional drivers. That's where you come in. This is an opportunity to build and own the driver-acquisition engine , work directly with senior leadership, manage meaningful recruiting spend, experiment aggressively, and have a measurable impact on company growth. We aren't hiring someone to maintain the system we already have. We're hiring someone to build a better one. WHAT YOU WILL OWN You will have end-to-end responsibility for driver lead generation and acquisition-channel performance across channels including: Meta / Facebook / Instagram Indeed and traditional job platforms Trucking-specific job boards and driver communities Driver recruiting firms and outside partners Driver referral programs Google Search and Google Ads TikTok and emerging social channels Organic social and recruiting content New platforms, partnerships and acquisition channels you identify You will determine what is working, what isn't, what deserves more investment, and what we should stop paying for. We expect you to treat recruiting spend like an investment portfolio. Every dollar should have a reason for being spent. WHAT YOU WILL DO Build the strategy Develop and continuously improve a comprehensive driver-acquisition strategy based on our hiring requirements, markets, routes, driver profiles and competitive environment. Generate qualified driver traffic Build campaigns that produce qualified candidates—not simply clicks, impressions, followers or low-quality applications. Own paid acquisition Create, manage and optimize recruiting campaigns across Meta, Google, job boards, trucking platforms and other paid channels. Find new channels We specifically want someone willing to challenge: “This is how we've always recruited drivers.” You should constantly ask: Where else are the drivers? If TikTok might work, test it. If Google Search might work, test it. If a trucking community or specialized job board looks promising, test it. If a new recruiting partner claims they can outperform the incumbent, prove or disprove it with data. Manage outside recruiting partners Evaluate recruiting firms based on actual performance. Understand what we're paying them, the quality of candidates they deliver, what ultimately converts into active drivers, and whether those drivers stay. Expand relationships that perform. Reduce or eliminate spending that doesn't. Optimize the budget Know: What we spent. Where we spent it. What it produced. What an activated driver actually cost us. Then move money toward the highest-performing opportunities. You will have real responsibility for recommending—and within agreed parameters, reallocating—recruiting spend. Build the measurement system We expect this function to become highly measurable. You should be comfortable building and managing metrics including: Leads by source Qualified leads by source Cost per lead Cost per qualified candidate Lead-to-hire conversion Cost per activated driver Time from lead to activation Channel ROI Recruiting-partner performance Driver retention by acquisition source Work with Recruiting and Operations Your responsibility doesn't end when a lead appears. You'll work closely with our existing recruiting team to understand: Are we generating enough candidates? Are they the right candidates? Which sources produce the best drivers? Where are candidates dropping out? What can we change to improve conversion? Which acquisition sources produce drivers who actually stay? The objective isn't more leads. The objective is more qualified, activated, productive drivers. WHO WE'RE LOOKING FOR There are two backgrounds that could make you an excellent fit. PROFILE A — DRIVER ACQUISITION EXPERT You have direct experience generating CDL driver leads or recruiting professional drivers and understand the trucking recruiting ecosystem. You also understand performance marketing: paid acquisition, attribution, campaign optimization, testing, conversion and budget allocation. This is our ideal background. PROFILE B — PERFORMANCE MARKETER WHO UNDERSTANDS HARD-TO-REACH LABOR You may not come directly from trucking, but you have successfully generated candidates or customers in markets such as: Skilled trades Warehousing/logistics Construction Field services Nursing/healthcare staffing Manufacturing Gig work Other difficult-to-reach labor markets You know how to find an audience, acquire it economically, measure performance and continuously improve the funnel. If you're exceptional at this, we'll teach you the trucking business. WHAT MATTERS TO US We care much more about what you have actually produced than what your previous title was. Strong candidates will likely have experience with several of the following: Performance or growth marketing CDL or transportation recruiting Meta Ads Manager Google Ads / paid search Indeed and recruiting platforms Trucking job boards and driver communities Recruiting agencies and lead vendors Campaign analytics and attribution A/B testing and creative experimentation Budget management and optimization Recruiting funnels and conversion Cost-per-acquisition economics Employer/recruiting marketing You should be comfortable with numbers and equally comfortable trying something that has never been done here before. THIS ROLE IS PROBABLY NOT FOR YOU IF... Your recruiting experience primarily consists of reviewing resumes, interviewing applicants and moving candidates through an ATS. Those are valuable skills. They are simply not the primary job here. We're looking for someone who thinks more like this: “Give me the hiring target and the economics. I'll figure out where the candidates are, how to reach them, which channels work, what we should spend, and how to build a repeatable acquisition system.” If that sounds like you, we want to talk. HOW YOU WILL BE MEASURED This is a results-driven position. Success will not be measured by how many ads you run, how many posts you create or how busy the recruiting department appears. It will be measured by outcomes: More qualified driver candidates. More activated drivers. A healthier and more predictable recruiting funnel. Better-performing acquisition channels. Clear visibility into what every recruiting dollar produces. Improving acquisition economics. Drivers who stay. You will have a competitive base salary plus meaningful performance compensation tied to measurable results. If you build something exceptional, we want your compensation to reflect it. COMPENSATION $90,000–$110,000 base salary + Performance-based incentive Expected total compensation: $110,000–$140,000+ Compensation will depend on experience and demonstrated ability. For an exceptional candidate with a proven record of building high-performing driver-acquisition or labor-acquisition programs, we are willing to be flexible. HOW TO APPLY Send your resume and a brief introduction to: mantas@alwaysthereexpress.com But please don't send us only a resume. Tell us about one campaign you personally owned. In a few sentences, tell us: Who were you trying to reach? Which channels did you use? Approximately how much budget did you manage? How did you measure success? What did you change when the original approach wasn't working? What was the result? If you have directly generated CDL driver leads , we'd especially like to hear what channels you used and what you learned. Always There Express Romeoville, Illinois Don't come here just to manage recruiting. Come here to build the driver acquisition engine. Pay: $110,000.00 - $140,000.00 per year Work Location: In person
Наблюдалась 2026-09-14, впервые 2026-08-20, источник — Indeed.