What can we help you find?
Journey offers three recruiting engagement models: Executive Search for senior leadership roles, Retained Recruiting if you need a dedicated team to work on a long-term or a project basis as an extension of your team, and Contingent Recruiting for mid-level freight professionals. Every search is led by recruiters who have spent years in the space and the seat you want them to fill.
Not every open role calls for the same process. Executive search is a research-driven, exclusive engagement for the most senior roles, where the candidate pool is smallest and confidentiality usually matters. Retained recruiting gives you a dedicated team working as an extension of yours, on a long-term or project basis. Contingent recruiting covers mid-level freight roles; you only pay when the hire starts.
A generalist recruiter matches keywords on a resume. Journey starts from what strong performance actually looks like in the role: how a book gets built, what separates a rep who ramps from one who stalls, and how a candidate's prior environment maps onto yours. Journey has worked with 170+ freight companies, including 12 of the top 100 players in the space.
Journey also represents people looking for their next role in freight. Both sides of the market benefit from the same thing: a recruiter who knows the industry well enough to tell when a match is genuinely right. Reach the team through the contact page.
The right model depends on the seniority of the role and how much of the market you need covered.
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Journey does freight recruiting and nothing else. Not freight plus manufacturing plus healthcare. Every search Journey runs is inside transportation, which is the reason a short list here looks different from one assembled by a generalist working the same job board you already searched.
That focus came the hard way. Will Jenkins co-founded MoLo Solutions and helped scale it to $1 billion in revenue before its $235 million acquisition by ArcBest, which meant hiring, ramping, and losing freight salespeople at volume for years. Journey evaluates candidates against what actually predicts performance in a brokerage seat rather than what reads well on a resume.
It also changes who picks up the phone. Strong supply chain and logistics recruiting depends on reaching people who are not looking, and senior freight operators do not respond to generic outreach. They respond to someone who knows the market, the companies, and the work. That access is what executive search and retained recruiting are built around, while contingent recruiting covers mid-level roles where the pool runs deeper.
Journey has worked with more than 170 freight companies, including 12 of the top 100 players in the space. The same team also handles consulting and training, so when a hiring problem turns out to be a process or skill problem, the conversation does not have to start over somewhere else.
Executive Search
Research-driven, exclusive search for C-suite leaders, presidents, and VPs. Market mapping and direct outreach to people who are not looking.
Retained Recruiting
A dedicated team to work on a long-term or a project basis as an extension of your team.
Contingent Recruiting
No placement, no fee. Built for freight brokers, sales reps, account managers, and team leads where speed matters and the talent pool is deeper.
What employers and candidates ask before working with Journey.
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