Sabrina Stampe

Sabrina Stampe

Sabrina is the Director of Marketing and Branding for FindaTruckerJob focused on providing valuable insights to help drive forward the hiring efforts of recruitment teams across the country. Interested in reaching out to Sabrina to learn more about FindaTruckerJob or our parent company GoToro? Connect with her on LinkedIn!

Recent posts by Sabrina Stampe

5 min read

Preventing Driver Burnout for the Busiest Time of the Year

By Sabrina Stampe on Oct 13, 2022 2:42:08 PM

Driver burnout isn't something new. Before the pandemic even began, the practice of overworking drivers to the point of exhaustion was seen frequently in the transportation industry. The pandemic only heightened this dependence on having drivers constantly on the road. 

Pairing a driver's already demanding schedule with the near arrival of the holiday season can put some drivers over the edge. Some drivers are out on the road for weeks at a time without a real chance to rest. Sure, there are mandatory stops the driver must make, but a short break won't prevent your drivers from reaching the point of exhaustion.


What is Driver Burnout?

To begin, let's make sure we all know the definition of burnout and what could cause it. Burnout is defined as a state of emotional, physical, and mental exhaustion caused by excessive and prolonged stress. Most of the time the person who is suffering from burnout doesn't even know they've reached this point.

What are some of the things that may contribute to this? Excessive hours on the road without time off, time away from home, lack of rest, traffic, poor health habits, pressure to meet deadlines, and pressure to provide for their families. Without even knowing it, carriers and companies have a major impact on the mental state of their drivers. With the holiday season approaching, now more than ever is the time for you to make sure you have done everything you can to help your drivers avoid burnout.

So, how can you help your drivers avoid this state of burnout?


It's All About the Schedule 

A typical person works 40 hours a week, add 30 more hours to that and you have the average hours a week a driver spends on the road. Yup, being a driver is hard and the schedule can make or break them.

We know it's impossible to run a company where every run is regularly scheduled and consistent. However, identifying drivers in your company whom you can tell may be on the verge of burnout can end up saving you and them in the long run. If you are able to identify these drivers, sit down and talk with them. Suggest they get on a regularly scheduled run so they can plan out their weeks and know when to rest. You'd be surprised by the difference in a person's performance when they have a consistent schedule to follow.

Having a regular sleeping schedule can be a deciding factor in how a driver behaves. Lack of sleep can cause unsafe driving, road rage, lack of motivation, and more. This can put the driver and your company at risk. Making the effort to look out for your drivers and let them know you value their well-being can earn their trust so next time they feel comfortable enough to tell you how they're feeling.


The Importance of Logs

Oh, yes the world of digital. The days of lying about taking rests are over. Electronic logs are major in ensuring your drivers are taking the breaks needed in order to get their runs done on time, but at no expense to their health and your company. No driver is invincible and even if some claim they don't need the rest, they do. 

The electronic logs are your friend and are there to make sure the company is doing its part in taking care of its drivers. The deadlines of the holiday season can cause companies and drivers to panic and want to get their runs done quicker, but it isn't worth it in the long run if it means you're putting your drivers at risk. It can be difficult to adjust to the ever-changing ways of operating a business, but having mandated breaks and rests are critical to helping your drivers avoid burnout.


Giving the Time Off

Who doesn't love a vacation? With the busy season approaching, allow some of your drivers to take a few days off here and there. Give them time to be home with their families and fully rest up. The season will bring many long hours on the road in sometimes grueling road conditions so give them the time they need now so you won't regret it later.  Little breaks from work can be like turning a light switch on in a person's brain. You don't know how much you need a break until you get it. Giving your drivers a short break before their most demanding time of year will allow them to come back fully ready to go.


Hire More Drivers

Not to state the obvious, but if you want to avoid overworking the drivers you do have, you may need to hire more. Running a business can be difficult, but the aftermath of damaging the mental and physical well-being of your drivers is even worse. Nobody wants to drive for a company that looks at them as just another driver. Identifying when your drivers have reached their max and when is the time to add more drivers to your fleet is a critical trait to have as a decision-maker.

The last thing you want is for your drivers to be so burnt out by the holidays that you have lost any chance of reaching your deadlines. Not to mention, this could lose their trust and cause them to leave the company altogether. 

Lucky for you, your friends here at FindaTruckerJob know just how to get you the drivers you need and keep them long-term. Hiring more drivers for your company will not only help your current drivers avoid burnout, but it will also help your company run smoother and give you the best shot at finishing the busiest time of the year ahead.

Topics: recruitment drivers burnout job advertising holiday season
4 min read

The Battle of Peak Season

By Sabrina Stampe on Sep 29, 2022 3:58:57 PM

"Peak season," a term thrown around in our industry every year from Thanksgiving through the end of December. A term that usually sends stress levels through the roof for FedEx contractors, Amazon delivery service providers and anyone in consumer shipping.

The reason behind the rapid rise in demand during this time of year is the increase in consumers ordering things online to be delivered for the holidays. This can send any owner into panic mode if they don't have enough drivers to fulfill the demand. During peak season, the holidays such as Thanksgiving, Black Friday, and Christmas cause more things to be ordered which require more delivery drivers such as FedEx or Amazon to be on the road.

So how can your company come out of peak season on top? It's all about how you prepare for the battle ahead.


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Preparing for the Season

Now, a standard contractor might have enough drivers for their day-to-day operations, but "peak" is an entirely different ballgame. Here at FindaTruckerJob, we are experts in helping owners ensure they have enough drivers to be prepared for the season. Just because peak season usually begins around the holidays does not mean you should wait until then to see if your operations are equipped. Drivers are a hot commodity and most will already be employed by the time the holidays arrive.

So when is the perfect time to start hiring for peak season? NOW. We recommend owners bring on additional drivers from now until at least early November. Besides the possibility of drivers already being hired, there is also the matter of application and approval time.

For example, the First Advantage process could cause some delays in getting your drivers on the road. Why risk missing the opportunity to be fully prepared for peak season due to unforeseen delays? Giving your operations enough time to not only find the candidate but to process and get them onboarded will help to make sure you won't be drowning during the busy season. It typically takes two to three weeks from the time a driver applies to the time they are approved.


Standing Out to Drivers

It's great to begin looking for drivers in advance but if you're not reaching the right ones to hire, your efforts could be wasted. At FindaTruckerJob, we handcraft our clients' ads to ensure they have the right keywords and strategy behind them to be at the top of their ideal candidate's newsfeed. This helps avoid missing out on a candidate due to not coming up in their search. 

It's also important to keep an eye out on what other owners are offering for pay and benefits in similar areas for the same positions. When a driver is searching for a job in a certain area, chances are they might see a few similar positions in their search. What makes your company stand out from theirs? Do they offer more incentives? Higher pay? Are the drivers home every night? In today's market, you're competing against several different types of companies from everyday trucking companies to even food delivery drivers. Being aware of who your competition is in the market for drivers, no matter what they're delivering, is important to know how your drivers can push ahead. 

Additionally, it's important to remember that your job description is what ultimately makes the decision for the candidate. For this reason, it's always better to lead with the perks and benefits of the job. The driver wants you to get to the point and tell them what you're offering. There's no need to sugarcoat things. Any additional incentive you could offer to help your company stand out will go a long way in helping you hire more drivers during peak season.


Retaining the Drivers You Have

Hiring new drivers is important for peak season but what about the drivers you already have? Too often we see owners focus so hard on attracting new drivers that they let those already hired slip through the cracks. The last thing you need during the busiest season is to have a veteran driver leave due to neglect.

Doing check-ins or company-wide surveys to see how your current drivers are feeling in preparation for peak season is important to making sure your company won't have turnover that could have been avoidable. This way, if there are any concerns amongst your drivers you will be able to address them before the demand increases.


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How FindaTruckerJob Can Help

We know how hectic peak season can be. From finding the drivers to trying to vet them out to getting them processed. That is why it's important to not do it all on your own. In addition to sourcing candidates, we offer several additional services to help get your drivers on the road faster.

Wouldn't it be nice if you didn't have to chase candidates down? How about not wasting your time reaching out to unqualified leads? Well, FindatruckerJob has a solution. We offer a program called Lead Accelerator where we will take the time to vet the candidates for you. This allows you to have more time back to focus on the million other things peak season may bring to your business. If you choose to opt in, you will only be speaking to candidates who meet your requirements. 

As mentioned earlier, processing a driver can cause delays in your operation that might set your business back during its busiest season. That is why it is important to look for additional ways to save yourself time. We see every day the struggles processing a driver can bring. First Advantage, for example, is such a long and time-consuming process. So why not let us handle it? That's right. We have partnered with experts in the industry to make onboarding drivers through First Advantage, smooth and painless for your business. Once you have a driver you want to be enrolled, we take the burden of getting them processed off your hands.


Winning the Battle of Peak Season

Overall, battling peak season is all dependent on how you prepare. If you begin sourcing candidates and getting them processed to hire with enough time, you'll be set for the busiest time of the year. We can't control the unforeseen obstacles the season may throw your way, but if you make small adjustments to help plan ahead, it could go a long way to helping you come out of the season on top.


Topics: recruitment drivers fedex amazon
7 min read

The Inside Scoop on Recruiting Owner Operators

By Sabrina Stampe on Jul 14, 2022 11:04:24 AM

So, we've taught you the best strategies for recruiting company drivers to your fleet, but what about owner-operators? Contrary to popular belief, recruiting owner-operators is much different from recruiting company drivers. Knowing how difficult it is for companies to get high-quality owner-operators, they're very selective in the company they choose to work for. In a market where gas prices are through the roof and truck inventory is getting harder to come by, getting owner-operators to come on board is a tough job.

Here at FindaTruckerJob, we have significant experience in recruiting owner-operators through ad campaigns. We understand what they're looking for in a company, how much they want to be paid, and where they're located. Our experience also makes us knowledgeable in how difficult it can be to find these candidates. Don't worry, we have all of the tips and tools necessary to get the highest quality owner-operators in your fleet.






To begin, owner-operators have a completely different mindset than company drivers. They're much more independent and have their eyes set on an entrepreneurial future. Everyone likes the idea of being their own boss, but owner-operators understand the hard work that goes into it and still put in the effort to make their business successful. From dealing with insane gas prices to the everyday stresses of owning a business, reminding them that you value their presence in your company is important to getting them in the door and keeping them.

For these exact reasons, it is important that you treat your owner-operators differently than your company drivers. Both owner-operators and company drivers must be treated with respect, but your owner-ops should be put into a different category. It is important to treat them as the business owners they are and not just drivers. Allowing them to make up their own schedule lets them know you respect them as a business owner.

Respect is key to getting these potential owner-operators applying to your jobs and wanting to join your company. A company culture that lets owner-operators continue to be their own boss and offers them a chance to grow within the company is key to reducing turnover.

Trucks Trucks Trucks

We speak to owner-operators every day who stress the struggle of finding trucks in today's competitive market. Not to mention when trucks are available, their prices have been astronomical. As a company, it's hard to see someone else's job at your company could be just as difficult but for owner-operators it is. 

Most companies want their owner-operators to own trucks that are 10 years old or less in order to try to prevent the truck from having problems or breaking down. However, asking your owner-operators to have to update their trucks every 10 years can be a lot to ask in the eyes of the owner-operator. 

As a company, think of ways to incentivize your owner-ops to want to stay with your company long term. For example, give them options for purchasing their truck. Give your owner-operators lease opportunities, truck financing options, or even keep used trucks available for purchase within the company. Doing so shows that you're setting them up for success, not failure.

Most owner-operators transitioned from company drivers so they may fear the cost of a broken down truck is too great to deal with. Providing discounts on maintenance, parts and tires, and/or having an on-site mechanic available to the owner-operator is a major standout to candidates. It gives them peace of mind and makes them trust your company to help them if needed.

You want someone who looks at your company as a career, not a job. When advertising for your job online, highlighting any help you provide in finding their truck to purchase as well as assistance with truck repairs is a major plus for reaching your target candidate.


No one can plan for the unforeseen costs that accidents and life can cause to raise insurance costs. Providing low-cost options for insurance is a huge factor in getting an owner-operator in your door. 

Here are a few they look to have low-cost options for:

  • Medical Insurance

  • Truck Insurance

  • Primary Liability Insurance

  • Cargo Insurance

  • Non-Trucking/Bobtail Insurance

  • Physical Damage Insurance

  • Trailer Insurance (if Owned by Owner Operator)


Gas & Parking

The reality of the market is that fuel prices are up which means so are costs for owner-operators. Offering fuel cards, discounts, and paid fuel surcharges will make your company stand out. The price of fuel is one of the major reasons owner-operators are either going out of business or are hesitant to take the leap. Providing an option to solve for the rising cost of fuel is a major perk to offer.

Parking is a major concern for drivers and owner-operators around the country. According to The American Trucking Association, 98% of drivers report having problems finding safe parking spots.
With the dangers of the road already playing a factor, no one should fear they have to park in an unsafe area due to poor planning. Offering free parking or having parking options available in a secure lot at the minimum is extremely important to owner-operators.

Show Me the Money

Money money money. One thing heard commonly is how expensive it is to hire owner-operators. However, when evaluating the amount of work they put into operating the business, one could argue the price is justified. 

One thing is for sure, pay your owner-operators. In today's market, most want to be paid around $200,000 a year so about $4,000 per week. Being paid a set salary tends to be more enticing to owner-operators since paying by the mile doesn't factor in things like traffic.

We are also seeing an increase in owner-operators being paid by percentage. Percentage Pay is based on a percentage the shipper paid to haul their load. For example, if their percentage is 50% and the shipper paid $2,900 dollars for the load, their pay would be $1,450.

On the other hand, some owner-operators are looking to be paid by the mile. Those who are more interested in exceeding the typical weekly mileage and want to go above and beyond with overtime tend to want this payment method.

Overall, every owner-operator prefers to be paid a certain way. As long as your pay is putting more money in their pocket, your company will stand out to them. Understanding that the cost they require to put into the business needs to justify how much they take home is important.



Relationships have to be built on trust. There is nothing worse than being lied to during the recruitment process. To reduce turnover and create a better foundation overall, be honest with your candidates. Owner-operators are making a big decision to operate their own business within your company and need to feel confident they are making the right one. 

Consistency is also important to gain their trust. Your job advertisement shouldn't be displaying one message while your recruiters say another. Be honest with your pay, benefits and culture within the company. If the candidate feels like they've been left in the dark it will only cause them to move on and leave a bad taste in their mouth. Essentially, don't make promises you can't keep. Drivers talk and best believe they will share with their community if your company wasn't honest. The last thing your company needs is a bad reputation within the transportation community due to miscommunication.


Invest in Owner-Operators

Overall, owner-operators are tough to recruit but are out there. When it comes to recruiting them for your company, knowing what they are and aren't looking for is the best way to reach and retain them. Invest in your owner-ops and they will in return make your business a success overall. Keep in mind these tips and you’ll be hiring owner-operators faster than you can fill your tank.


Topics: recruitment drivers owneroperators
3 min read

Myth or Fact? Drivers Hate Hauling Flatbeds.

By Sabrina Stampe on Jun 1, 2022 4:07:15 PM

It's easy for us to assume what drivers like but do we actually know the truth? We've heard people say that drivers don't want to haul this or that but have we ever taken the time to ask the drivers themselves? Do drivers actually hate hauling flatbeds? We surveyed over 1,700 drivers nationwide and got the real answer.

The Verdict Is In...Myth or Fact?

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MYTH! A shocking 73% of drivers say they will haul whatever they can!
Yup, you read that number right. Everyone has their preference on what they like to haul but the majority of drivers aren't as focused on what they will be hauling if it means a better job offer all around. Some drivers want higher pay, some want more home time and some are willing to drive just about anything. 
"I am willing to pull anything as long as the pay is what I feel I deserve," said one driver.
Another driver went on to mention how they don't particularly care about the freight if it means a higher pay rate. Our internal call center who speaks with drivers directly stated that they saw a big increase in the number of drivers looking for companies with the highest pay despite whatever they may have to haul.
"We speak to drivers every day so we know what they are and aren't looking for in a driving position. The first question I get asked by drivers is what do I have to offer them. In today's driver market it doesn't matter as much to drivers what they're hauling. If the company is willing to pay more than competitors or give the driver more home time, the majority of drivers are open to applying," said GoToro's Manager of Candidate Engagement, Kathryn Slate.
The data speaks for itself.  If 73% of drivers truly don't mind what they're hauling, then why do flatbeds get such a bad rep? Let's face it, we're in a market where the wants and needs of drivers change every day. Today, some want higher pay, and the next they could prefer more home time.
It can be hard for a company to keep up with the constant rollercoaster of changes. Luckily, we have the inside scoop as to what drivers are looking for here at FindaTruckerJob
In the end, drivers just want to hit the road and drive for a company where they feel the most valued. Whether you want them to drive flatbeds, dry vans, reefers, or containers, if you're listening to what they need and delivering your end of the bargain, they'll be happy to drive for your company.
One of our drivers said it best, "If it's got wheels, I can drive it."


3 min read

Driver Retention: Solving for Turnover

By Sabrina Stampe on Apr 27, 2022 5:10:49 PM

The retention of drivers is an issue transportation companies are experiencing around the country. Are you looking for ways to solve the issue of driver turnover?

Getting Drivers to Stay

The best way to get drivers to stay is to listen to what they want and need from your company and see the best ways to execute.

Besides the standard requests of pay, home time, and benefits, some of the common feedback we get from drivers include: 

  • Quality vehicles
    Nobody wants to break down on their route. Giving your drivers newer and higher quality equipment can entice them to stay.
  • Earned wage access
    Drivers want to be able to take an advance in their pay without having to ask their employer directly. Sometimes bills catch up to you fast and there is no alternative but to access your pay early. We suggest solutions like our partner, Immediate which is a retention tool that allows your drivers to have access to their wages in advance at no cost or inconvenience to you.
  • Company culture
    Culture is a major reason why a driver may leave a company. Whether it's feedback online or talking with your drivers directly, ask them what they would like to improve on at your company. Similarly, ask them what they love about driving for your company. There's no better spokesperson for a company than a happy employee.

There are plenty of things drivers look for to stay with a company, however, tackling even just one within your organization can have a positive impact on your retention rate.

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The Next Generation in Transportation

Getting your drivers to stay is great but what if your drivers begin to age out of the workforce? Nowadays, companies are always looking for drivers with endless years of experience. However, the reality that aging company drivers could be heading for retirement is a reality.

The time will eventually come when all of your experienced drivers are ready to retire. What then? It is always better to be over-prepared than underprepared. Hiring these young drivers now and letting them develop with your company can increase their likelihood of staying with you and also allow them time to develop before your aging drivers retire.

Companies are usually hesitant to hire a younger driver with fewer years of experience due to the added training or risk that might be involved. I'd like to counter that by stating the fact that every driver started somewhere. If we don't begin to trust and let the new drivers entering the industry learn from experienced ones, we will eventually have no drivers left.

It is a competitive market for drivers and companies have to be open to the ever-changing demographic of candidates entering the industry. 

These young drivers are entering the industry, know what they want, and are looking for companies who are willing to invest in their development. Looking to reduce turnover rates? Try implementing one of our suggestions and give the new drivers entering the industry a fair chance at a long career in transportation. 

Looking for More?

If you are interested in diving into the topic of the changing driver demographic a little deeper, check out our webinar on-demand with our CEO, Bruno Stanziale, and Next Generation in Trucking Association President and Co-Founder, Lindsey Trent.

They discuss the next generation of drivers, how you can appeal to them and what companies can do to get involved in the cause. 


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5 min read

Team Driving: How to Ease Safety Concerns

By Sabrina Stampe on Mar 30, 2022 4:45:48 PM

Our last two blog posts have broken down best practices for job ads and what drivers are looking for in the market. However, what causes a driver to be hesitant about a certain position? This week we focus on the difficulty of hiring team drivers.

Are you wondering why it has been such a struggle to get candidates for these types of positions despite the higher pay? We've got answers.


Think about it, would you want to sleep while a stranger is driving you along your route? What type of person are they? Do they get tired easily while driving? What is their driving history? Do they get road rage? How do they handle poor weather conditions? 

When a driver hits the road, they are confident in their ability to handle the obstacles the route might bring. However, asking someone to confidently say the same for someone they just met can be difficult. 


We surveyed a large pool of drivers and asked them what was the biggest hesitation in applying for a teams position. The number one answer was safety. 

Yes, increasing pay and benefits will help gain interest. However, not every driver can move past their fears. Don't worry, there are plenty of policies you can put in place to put their concerns to rest.


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Pre-Employment Screening

Do you thoroughly vet your potential hires? Background checks? Mental health evaluations? Driving records? Drug testing? Here are a few requirements you can implement to make potential applicants more open to team driving.

Background Checks 

A lot of companies have extensive background checks as a mandatory requirement for being hired. Does yours? If not, this is highly suggested so your company can be sure that the candidate can be trusted. 

If this is already a requirement in your company, make it aware to your drivers. Some companies run 10-year background checks on their drivers to ensure they know exactly who they are hiring. However, if you don't remind applicants that their possible team partner has been vetted, they may be discouraged from applying.

Mental Health Evaluations

Truck drivers, especially those who drive long-haul routes, are faced with many mental health-related risks attributed to the transportation industry. Long work hours, fatigue, lack of home time, pressures due to demands and so much more. A study on occupational stressors and the mental health of truckers found that job-related factors such as constant time pressures and social isolation were found to lead drivers to substance abuse and cause them psychological and emotional distress.

Having potential hires pass mental health evaluations will help the applicant, their team driver, and your company as a whole. The mental state of a driver getting behind the wheel is just as important as them passing a background check. Failing to check on the mental state of drivers before operating your vehicles could put your company, truck, and employees at high risk.

Driving Records

With safety in mind, there's nothing more settling to a potential candidate than knowing their team partner has a good driving record.

Requiring that applicants must have clean driving records will assure that they can trust the driving capabilities of their potential partner. For example, making it a requirement that the applicants must have no accidents, misdemeanors, or DUIs within a certain time span. In addition, your company could limit the speed the drivers are allowed to drive in your trucks.

Drug Screenings

 Driving under the influence is a huge concern when trusting a team driver. Having your applicants pass a drug screening before being hired is another simple way to put minds at ease. Additionally, having a no-tolerance policy for illegal or intoxicating substances is another way to prevent harm.
 Implementing Policies 


Wondering how to add these requirements to your job description? Here are some bullet point examples of how it's done.

  • No reckless/aggressive driving
  • Driving 15 MPH + over the speed Limit or 80MPH +  will not be tolerated
  • Drivers must pass a pre-employment drug screen, background check & DOT physical
  • All drivers must pass background checks for both drivers' safety
  • Clean Motor Vehicle Record - No accidents, misdemeanors, or DUIs within the last 5 years
  • No tolerance involving consumption OR possession of illegal or intoxicating substances
  • No involvement in a major preventable accident in the past 3 years
  • No more than 2 Motor Vehicle Record infractions/violations in the past 3 years

Now that we've shown you how to ease potential drivers' concerns with team driving, we hope you implement at least some of these policies into your company's job ads. If you already have some of these in place, be sure to make drivers aware.

Topics: recruitment earned wages access drivers job descriptions #teamdriving #safety