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Not every open role needs a retained search. For mid-level positions where the talent pool is deeper and speed is the priority, contingent recruiting is a practical, results-based model. You pay nothing until Journey places the right candidate.
Contingent recruiting is a no-placement, no-fee model. Journey works to identify and present qualified candidates for your open role, and only gets paid when you make a hire. There's no upfront retainer, no exclusive commitment required, and no cost if the search doesn't produce a fit.
In freight brokerage, contingent recruiting works best for roles at the individual contributor and manager level, freight brokers, sales reps, account managers, carrier relations, and team leads. For these positions, Journey's network and freight-specific knowledge produce faster, better-qualified candidate flow than a general recruiter with no industry background.
Contingent search is the right model when:
For director-level roles and above, retained recruiting or executive search typically produces better outcomes, passive candidates at that level require a more structured, exclusive process to reach and convert.
Most contingent recruiters in freight have one advantage: volume. They send a lot of resumes quickly. Journey's advantage is context. Every search starts with a clear understanding of what the role actually requires, what the brokerage's culture looks like, what good freight sales performance actually means, and what separates a candidate who will ramp quickly from one who will struggle.
That freight-specific context produces a better short list, faster. Journey has worked directly with 170+ freight companies on recruiting, training, and performance, that background shapes how every contingent search gets run.
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Contingency recruiting usually means several firms racing to send resumes, and the incentive is speed rather than fit. Journey runs it differently by starting from what the role actually requires before presenting anyone.
That matters more in freight than most industries. The difference between a rep who ramps and one who stalls rarely shows up on a resume, and a keyword match on prior brokerage experience predicts very little. Will Jenkins co-founded MoLo Solutions and helped scale it to $1 billion in revenue before its $235 million acquisition by ArcBest, so Journey evaluates candidates against what correlated with performance across hundreds of hires rather than against a job description.
The structure stays low risk. No retainer, no exclusivity requirement, and no fee unless you hire. For freight brokers, sales reps, account managers, carrier relations, and team leads, that is usually the right trade.
It is the wrong model at director level and above, where passive candidates need a dedicated process to reach. That is what retained recruiting and executive search are built for. New hires frequently move straight into Journey training so they ramp on a consistent curriculum rather than trial and error.
What hiring managers ask before filling a mid-level freight role.
