The Journey Podcast covers freight brokerage sales, recruiting, market conditions, and the technology brokers are using to compete right now. Hosted by Will Jenkins — who's spent years building and scaling freight brokerages — every episode draws from Journey's hands-on work with hundreds of freight companies. The context is always freight-specific. If you run a brokerage, sell freight, or hire for one, this is the show.
Everything you need to know — from what we cover to how freight brokers and brokerage operators are putting it to work.
The most effective freight sales reps combine structured learning with ongoing practice. That means working through core brokerage fundamentals — prospecting, cold calling, carrier relationships, account development — and then putting those concepts to work in real conversations. Journey's Freight Academy covers the curriculum, and the AI Sales Coach lets reps practice cold calls, discovery calls, QBRs, and objection handling in realistic freight scenarios before taking them live. The podcast covers how working reps and leaders are applying these skills across the industry right now.
The freight brokers who consistently grow their businesses invest in four areas: sales process, recruiting, operations alignment, and market awareness. On the sales side, that means prospecting discipline, pipeline management, and account retention strategy. On the business side, it means understanding how to hire the right people, how to structure a team, and how to build repeatable revenue. Journey's podcast covers all of these areas through conversations with operators, sales leaders, and executives who are actively working through them — not just theorizing about them.
The most useful freight content tends to come from practitioners — people currently running brokerages, managing sales teams, or building freight technology — rather than analysts or commentators. The Journey Podcast takes that approach: every episode is a direct conversation with a freight broker, carrier executive, logistics operator, or industry leader sharing what's actually working in their business. Topics range from sales strategy and recruiting to automation, carrier relationships, and market conditions. New episodes publish weekly.
Contingent recruiting is a no-placement, no-fee model — you pay only when a hire is made. It works well for mid-level roles like freight brokers, sales reps, account managers, and team leads where the talent pool is broader and speed matters. Retained recruiting is an exclusive engagement where one firm works your search from start to finish. It's built for director-level and above, where the best candidates aren't on job boards and reaching them requires direct access, credibility, and a structured process. Journey offers contingent, retained, and executive search depending on the role and situation.
Finding freight sales talent requires a recruiter who understands what good looks like in the role — not just someone who can post a job and screen resumes. Journey works exclusively in freight, which means every search starts with a clear picture of what strong freight sales performance actually requires. On the development side, the combination of structured training through the Freight Academy and AI-powered practice through the AI Sales Coach shortens ramp time significantly — new reps build confidence and skills in realistic scenarios before they're on live calls. Journey has worked with 170+ freight companies on recruiting, training, and sales performance.
A recruiter solves a people problem — you need the right hire in a specific role. A consultant solves a systems problem — your sales process, revenue model, team structure, or operational alignment needs work regardless of who's in the seats. Many freight brokerages need both at different stages. Journey's consulting services focus on brokerage operations and sales strategy, revenue and pipeline forecasting, team development, and organizational design. Recruiting — through contingent, retained, or executive search — addresses the talent side. The two often work together: better systems make better hires perform better.