Freight and Logistics Executive Search

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.

What Is Executive Search in the Freight Industry?

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.

Freight and Logistics Roles Journey Places

Journey's executive search practice focuses on senior leadership roles inside freight brokerages, 3PLs, and logistics companies, including:

• Chief Executive Officers and Presidents
• Chief Operating Officers
• Vice Presidents of Sales and Business Development
• Vice Presidents of Operations and Carrier Relations
• Directors of Recruiting and Talent
• Senior Sales Leaders and Managing Partners

Why Freight and Logistics Companies Work With Journey

Most executive search firms understand recruiting. Journey understands freight. Will Jenkins and the Journey team have spent years building and scaling freight brokerages and have worked directly with 170+ freight companies on recruiting, training, and sales performance. That context changes the search, from how a role gets scoped, to how candidates get evaluated, to what a strong cultural fit actually looks like inside a freight organization.

The best freight executives aren't going to respond to a generic LinkedIn message from a recruiter who doesn't know the industry. They respond to someone who understands the work, knows the market, and can speak credibly about the opportunity and the organization.

The Executive Search Process, Step by Step

Journey's executive search engagements follow a structured process designed to surface the right candidates, not just the available ones:

• Role Definition: Alignment on what success looks like in the first 90 days, 6 months, and year, not just a job description.
• Market Mapping: Proactive identification of qualified candidates across the freight and logistics industry, including passive candidates who aren't circulating resumes.
• Outreach and Engagement: Direct, credible outreach to target candidates using Journey's existing relationships inside the industry.
• Candidate Evaluation: Structured assessment of freight-specific competencies, leadership profile, and cultural alignment.
• Shortlist Presentation: A curated shortlist, typically three to five candidates, with full context on each, not just a resume.
• Interview and Offer Support: Coordination through interviews, feedback, and offer negotiation to close the right hire.