What can we help you find?
Hiring the wrong executive costs more than the search. A bad fit at the VP or C-suite level disrupts culture, derails growth plans, and sets a brokerage back by months, sometimes years. Journey's executive search practice is built specifically for freight brokerages and logistics companies that need to get this hire right the first time.
Executive search is a targeted, research-driven approach to identifying and recruiting senior-level talent, C-suite leaders, presidents, VPs, and directors, who are typically not actively looking for new roles. Unlike contingent recruiting, executive search is an exclusive engagement. Journey works solely on your search, mapping the market, reaching passive candidates, and presenting a vetted short list rather than a volume of resumes.
In freight brokerage, this matters more than in most industries. The talent pool for operators who've built and scaled freight companies is small, the relationships are deep, and the best leaders aren't on job boards. Finding them requires industry credibility, direct access, and a process built around fit, not speed.
Journey's executive search practice focuses on senior leadership roles inside freight brokerages, 3PLs, and logistics companies, including:
Most executive search firms understand recruiting. Journey understands freight. Will Jenkins and the Journey team spent years building and scaling freight brokerages and have worked directly with 180+ freight companies on recruiting, training, and sales performance. That context changes the search: how the role gets scoped, how candidates get evaluated, and what a strong fit looks like inside a freight organization.
The best freight executives get recruiter messages every week and ignore most of them. They take the call when the person on the other end understands the work, knows the market, and can speak credibly about the opportunity and the organization.
Journey's executive search engagements follow a structured process from kickoff to accepted offer:
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Logistics executive search is a relationship business at the top of the market. The people worth hiring are running something already, are not on a job board, and will not take a call from a recruiter who cannot discuss the work credibly.
Journey has those conversations because we come from the industry. Journey was founded by Will Jenkins, co-founder of MoLo Solutions, one of the fastest-growing freight brokerages in the country before its acquisition by ArcBest. He built the sales organization, scaled the team, and led revenue programs that helped grow the business to $1.25B in annual revenue., which means the person reaching out to a president or VP of sales has sat in an equivalent seat and can speak to the opportunity in terms a senior operator takes seriously.
The process reflects that. Journey maps the market rather than working a list, engages passive candidates directly, and presents a vetted short list instead of resume volume. Confidentiality holds where a search is sensitive, which covers most succession planning and every performance-based replacement.
Journey has worked with more than 180+ freight companies, including 14 of the top 100 players in the space. For director-level roles where the pool runs deeper, retained recruiting applies the same dedicated model at lower cost, and contingent recruiting covers mid-level hiring. All three sit under Journey recruiting.
What hiring teams ask before opening a senior freight search.
