International Motors has teamed up with Ryder System to launch a daily 600-mile round trip along the Interstate 35 corridor, running between Laredo and Temple. The route is already producing measurable results, with early data showing a 100% on-time delivery rate and 92% autonomous route coverage. Each run is still overseen by a human safety driver.

From Testing Grounds to Active Operations

This program stands apart from earlier trials that relied heavily on controlled environments or dedicated terminals. Instead, the focus here is simple: run the equipment through the same facilities, schedules, and pressures that define everyday freight movement.

Ryder becomes the first participant in International’s autonomous fleet trial, putting the technology directly into a high-demand logistics network rather than isolating it from real-world variables.

“Operating an AV in an active logistics network… allows us to validate the technology where it matters most—on a real lane, moving real freight, for a real customer,” said Seth deVlugt, senior director of RyderVentures at Ryder.

Equipment Built for Integration

At the center of the pilot is International’s second-generation autonomous tractor. The unit is based on the LT Series platform and paired with the S13 Integrated Powertrain. It also features the PlusAI SuperDrive system along with factory-integrated lidar, radar, and camera technology.

The emphasis is not just on autonomy itself, but on how seamlessly it fits into existing fleet operations without requiring major infrastructure changes.

James Cooper, head of autonomous solutions at International, said the partnership is focused on delivering a “factory-ready” solution that mirrors the reliability of traditional trucks.

What Early Performance Data Shows

Initial results suggest the system is holding up under real scheduling demands. Pre-trip inspections are averaging under 30 minutes, aligning with standard fleet expectations rather than adding extra downtime.

Fuel efficiency has also improved compared to traditional manual driving, pointing to potential cost advantages if performance holds over time.

Beyond those metrics, uptime and serviceability are key areas being tracked as both companies look to understand how the technology performs over longer periods.

Why This Matters for the Road Ahead

Long-haul routes like the I-35 corridor offer a controlled but demanding environment, making them a practical starting point for scaling autonomous operations. Consistent highway driving, well-defined lanes, and high freight volume create conditions in which the technology can be tested thoroughly.

The broader goal is not just to prove that autonomy works, but to determine where it works best. That includes identifying lanes where efficiency gains are strongest and refining the equipment for wider deployment.

What Comes Next

International and Ryder plan to continue collecting operational data as the pilot progresses. The long-term objective is to move from trial runs to scalable, commercial-ready solutions that can be integrated into everyday freight networks.

For now, the Texas route provides a working snapshot of what autonomous trucking looks like when it leaves the test track and starts handling real loads on a real schedule.

The post Autonomous Truck Pilot Expands into Real Freight Lanes in Texas appeared first on Truck Drivers USA.

After a year marked by freight instability and economic pressure, drivers delivered a message that did not change from quarter to quarter. Stability matters more than incentives.

As PDA stated:

“2025 was a year defined by uncertainty across the trucking industry.”

“Freight conditions fluctuated, costs remained elevated, and carriers were forced to balance efficiency, equipment investment, and workforce stability in a challenging environment. Through tens of thousands of direct conversations with professional drivers, PDA gained a clear view of how drivers experienced these conditions in real time. Across all four quarters of 2025, drivers were remarkably consistent in what they shared. They were not asking for promises. They were asking for predictability.”

What Drivers Consistently Requested in 2025

Retention data and voluntary turnover reports pointed to four recurring priorities:

• Predictable miles
• Predictable pay
• Reliable equipment
• Clear communication

According to PDA:

“The findings reveal that retention outcomes were shaped less by isolated events and more by persistent execution patterns. The defining insight of 2025 is clear: Predictability beats promises.”

Uneven Freight Conditions and Driver Impact

PDA described the freight market environment as inconsistent throughout the year:

“The freight market in 2025 did not follow a linear path.”

“While periods of stabilization emerged, uncertainty persisted throughout the year. Inflationary pressure, shifting freight patterns, delayed equipment trade cycles, and global economic uncertainty influenced carrier decision-making and driver experience alike.”

For drivers, this created:

• Fluctuating weekly miles
• Schedule disruptions
• Inconsistent earnings

Instead of prioritizing higher advertised rates, many drivers placed more value on financial and operational stability.

Core Retention Risks That Did Not Change

Despite quarterly shifts, the same concerns appeared repeatedly:

• Equipment reliability
• Miles and earnings predictability
• Operational execution and communication
• Personal issues, though rarely the primary cause

PDA explained:

“Drivers were not reacting to individual disruptions.”

“They were responding to sustained patterns. That consistency is one of the most important takeaways from the year.”

Equipment Reliability and Its Direct Link to Pay

One of the strongest themes in the 2025 Driver Retention Report was the connection between equipment performance and compensation satisfaction.

PDA reported:

“Equipment-related issues ranked as a top driver concern in every quarter of 2025 and appeared repeatedly in voluntary turnover data.”

They further stated:

“Drivers experiencing equipment downtime consistently reported reduced miles and unpredictable pay, linking operational reliability directly to compensation satisfaction,”

Recurring equipment concerns included:

• Tractor mechanical breakdowns
• Maintenance delays
• Trailer mechanical issues
• Equipment assignment concerns

Reliable equipment enabled predictable earnings. Repeated failures weakened driver confidence quickly.

Compensation Dissatisfaction Was About Predictability

Compensation issues were rarely isolated to the pay rate alone.

PDA noted:

“Miles-related issues accounted for the majority of compensation complaints across all four quarters.”

“Pay rate concerns rose at times, but rarely appeared in isolation.”

Drivers’ pay is assessed based on consistency.

“61.7% of drivers who had compensation issues said miles were the biggest contributor to their pay dissatisfaction,”

Additional context from PDA:

“Poor scheduling, loads not available, and last-minute changes undermined drivers’ ability to plan their finances and personal lives. Drivers tolerated lower or average earnings when outcomes were consistent. Variability, not rate, drove frustration.”

Predictable earnings stabilized retention more effectively than higher earning potential without consistency.

Communication Challenges Increased Retention Risk

In the latter half of 2025, communication gaps became more prominent.

PDA stated:

“Operational issues increased in prominence in the second half of 2025, with communication and planning challenges emerging as key frustration points.”

“Communication was the most frequently cited operational frustration across all four quarters,”

Drivers most commonly cited:

• Slow responses from driver managers
• No follow-up
• Inconsistent operational messaging
• Customer detention and poor planning visibility

One key statistic stood out:

68.2% of drivers said no or slow response from their driver manager was their biggest frustration with operations.

PDA emphasized:

“Communication did not eliminate challenges, but it prevented challenges from becoming exit decisions.”

Voluntary Turnover Reflected Early Warning Signs

Retention call feedback aligned closely with voluntary exit data.

PDA reported:

“The same issues identified early in retention calls later appeared in voluntary exit data.”

“Drivers did not leave after one bad experience. They left after multiple unresolved disruptions.”

The most common voluntary turnover drivers were:

• Miles’ inconsistency and poor planning
• Equipment breakdowns and assignment issues
• Pay rate concerns tied to productivity
• Communication failures
• Personal family issues

Top 10 root cause issues from drivers who voluntarily quit in 2025:

• Tractor Mechanical Breakdown
• Pay rate Not Competitive Better Offer
• Personal Family
• Miles Poor Scheduling Planning
• Miles Inconsistent
• Trailers Mechanical Issues Tires Damaged
• Equipment Assignment Mechanical Breakdown
• Planners Scheduling Issues
• Customers Detention
• Communication No response

As PDA summarized:

“Turnover in 2025 was driven by compounding execution failures rather than singular events.”

2026 Outlook: Tightening Driver Capacity

Looking ahead, PDA cautioned carriers:

“Turnover will surface faster in a more competitive market.”

“Throughout 2025, many drivers tolerated recurring challenges due to limited alternatives. As competition for drivers increases, that tolerance will decline. Unresolved issues do not reset when market conditions improve. They resurface faster when drivers perceive more options.”

PDA referenced projections from the American Trucking Associations, stating:

“This shows no signs of slowing throughout the year, and according to the American Trucking Associations, it could impact as many as 200,000 drivers. Are you ready for a tightening driver market in 2026?”

Retention Requires Operational Execution

PDA offered a direct conclusion:

“Retention strategies are necessary—but in 2025, outcomes were determined by execution.”

“Drivers did not experience a retention strategy in theory.”

Drivers experienced retention through:

• Equipment uptime
• Miles consistency
• Response time
• Follow through

PDA concluded:

“Where execution aligned with stated strategy, retention improved.”

“Where it did not, trust eroded.”

“Strategy sets direction. Execution determines outcomes.”

Recruiting Alone Will Not Offset Turnover

Some carriers attempt to offset turnover through high recruiting volume.

PDA warned:

“Some carriers continue to rely on recruiting volume to offset turnover.”

“While this may mask retention challenges in the short term, it does not resolve underlying issues.”

According to PDA research, replacing one driver can cost up to 13,000 dollars. Relying solely on recruiting increases long-term cost exposure compared to investing in retention discipline.

Late 2025 showed early signs of labor pool contraction as some drivers exited the industry entirely.

Final Industry Takeaway

PDA summarized the year clearly:

“The story of 2025 is not one of sudden disruption.”

“It is a story of persistence.”

Drivers consistently said they wanted:

• Reliable equipment
• Predictable pay
• Clear communication
• Consistent miles

And ultimately:

“Drivers stayed when predictability existed,”

“They left when it did not. As the industry moves into 2026, the lesson from 2025 is both clear and actionable: retention will be built on predictability.”

For fleets, operations leaders, and stakeholders, the directive is straightforward. Retention in 2026 will not be driven by recruiting campaigns or messaging. It will be driven by consistent operational performance that drivers can depend on week after week.

Source: The Trucker

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Transparent Pay Drivers Expect Upfront

Clear pay details build trust and reduce turnover. ATRI’s 2025 report highlights truck parking shortages and detention as major operational costs that cut into driver earnings. Carriers providing specific CPM rates, weekly minimums, and detention pay policies retain drivers longer.

Job postings listing “0.65 CPM plus $25/hour detention after two hours” outperform vague “top industry pay” ads. During recruiter calls, request a sample settlement for a typical 2,500-mile week to see real take-home pay.

Schedules You Can Actually Plan Around

Predictable home time ranks highest because schedule uncertainty causes burnout. ATRI lists truck parking and customer detention among the top five operational challenges. Regional and dedicated accounts with weekly hometime offer stability over OTR unpredictability.

Search carrier reviews on The Truckers Report for “consistent home time” mentions. Ask recruiters: “What percentage of drivers meet their guaranteed home days weekly, and how do you handle dispatch changes?”

Reliable Modern Equipment That Keeps You Moving

Breakdowns kill paychecks and patience. ATRI’s 2025 operational costs analysis shows average fleet age around 2.5 years industry-wide, but newer trucks with collision avoidance systems and APUs reduce downtime. Fleets investing in maintenance report higher driver satisfaction.​

Request average fleet age and shop turnaround times during interviews. Top carriers share uptime stats like “98% on-road readiness” and welcome yard inspections of recent equipment.

Fast Fixes for Road Problems

Responsive support separates good carriers from great ones. Drivers prefer 24/7 dispatch access and mobile apps for real-time issue tracking. Slow resolutions amplify daily stress and fuel turnover.

Test recruiter response times during hiring; it’s your first clue. Ask: “Describe handling a recent breakdown or detention dispute, including resolution time.” Leaders use driver portals showing live ticket status.

Use This Table to Spot Winners vs Losers Instantly

When you see job ads, scan this table from top to bottom. The left column shows what drivers want most. The second column proves it’s a real industry problem. Red flag column = phrases that scream “RUN.” Green flag column = what winners actually say or show you.

Example: Ad says “competitive CPM, home hometime as loads allow” = both red flags = delete. Ad says “0.62 CPM + detention pay, home Thu-Sun guaranteed, Freightliners avg 18 months” = three green flags = apply now.

Frequently Asked Questions

What specific pay details should I request during interviews?
Demand base CPM or hourly rate, detention policy, accessorials, and a sample settlement showing deductions.​

How do I verify equipment quality before applying?
Ask for average fleet age (target under 2.5 years) and recent maintenance records.​

What questions reveal schedule reliability?
“How often do drivers miss guaranteed home time, and what’s your dispatch override policy?”​

How can I test support responsiveness pre-hire?
Track recruiter reply speed now and request specific resolution examples.​

Why prioritize newer equipment?
Collision mitigation systems and efficient transmissions cut fatigue and repair downtime.​

Truck drivers who ask these targeted questions land with carriers that match their priorities, avoiding frustration and maximizing earnings. Use the table above to eliminate bad fits in seconds during your next job search.

Search truck driver jobs near you on TruckDriversUSA.

The post What Truck Drivers Want Most from Carriers (And How to Spot Companies That Actually Deliver It) appeared first on Truck Drivers USA.

Truck Driver Turnover Trends by Region

National surveys from late 2025 paint a clear picture of the trucking workforce. Over 56 percent of drivers reported searching for new jobs, up sharply from earlier in the year, with turnover rates for large truckload carriers averaging around 90 percent annually based on long-term American Trucking Associations data.

This churn hits hardest in regions with heavy freight demand and long-haul routes. Midwest carriers, for example, have reported turnover as low as 32 percent in some operations compared to the broader industry average, thanks to focused efforts on driver input and scheduling. Southern and Western regions face higher pressure from booming ports and e-commerce, while Northeast fleets deal with traffic and shorter hauls that still demand reliability.

Fleets that keep drivers longer invest in what matters most, and those patterns show up differently depending on where the trucks roll.

Key Factors That Help Drivers Stay Put

Home time tops the list every time. In a fall 2025 survey, 58 percent of drivers named it as their main reason for seeking a change, with 61 percent willing to take slightly less pay for more days at home.​

Predictable pay and steady miles come next, cited by over half of respondents. Drivers also mention dispatcher respect and clear communication as deal-makers, with nearly one in four feeling undervalued at their current spot.

These elements play out regionally. Midwest fleets often succeed with transparent scheduling that matches driver feedback, keeping turnover lower than national norms. In the South and West, where freight volumes fluctuate, carriers that maintain consistent equipment and quick issue resolution hold onto talent better.

How Fleets Build Loyalty in Tough Markets

Carriers responding to these trends focus on listening. Structured feedback channels and acting on driver input lead to higher satisfaction, as shown in multiple industry reports.

Newer equipment and training also matter. Access to reliable trucks reduces downtime frustration, a common complaint in high-turnover areas like the West Coast ports.​

Demographics add another layer. Nearly half of drivers are 56 or older, so fleets offering flexible schedules appeal to those balancing work and retirement plans.​

Which Regions Report Better Truck Driver Retention?

Surveys show the Midwest often leads with lower turnover, around 30 to 50 percent in standout carriers, compared to 75 to 95 percent in the West. Factors like steady Midwest manufacturing freight help, but it’s the focus on communication that sets top performers apart.

Do Drivers in Your Region Stay Longer with Carriers?

It depends on the fleet. In the South, where turnover runs 70 to 90 percent, drivers stick with companies offering solid home time and pay predictability. Northeast hauls see similar patterns, with respect and benefits tipping the scale for longer tenures.

What Are the Top Reasons Drivers Stay with Fleets in Different Regions?

Home time, consistent miles, and feeling respected rank highest nationwide, but regional specifics tie to local freight. Texas fleets in the South emphasize equipment, while Washington carriers in the West prioritize training amid port growth.

Search truck driver jobs near you on TruckDriversUS.com to find fleets in your region that drivers tend to stay with longer.

The post Why Truck Drivers Stay Longer with Some Fleets and How It Varies by Region appeared first on Truck Drivers USA.

ATRI is asking motor carriers across the country to participate and share information that will help paint a clear picture of how insurance trends are affecting day-to-day operations.

Josh Hankins, J B Hunt’s senior vice president of safety and security, explained the growing strain many fleets are dealing with.
“The total cost of risk is growing annually for every fleet, regardless of size. While many carriers are cutting back on insurance coverage to control expenses, premiums keep climbing—and reducing coverage only heightens exposure to catastrophic litigation,” he said.
“Today, trucking faces a perfect insurance storm. Fortunately, ATRI’s insurance research will offer critical insights into strategies fleets can adopt to manage these costs and measure their impact.”

Premiums Continue to Rise

According to ATRI, “Trucking auto liability premiums rose by 36 percent per mile in the past 8 years amid persistent unprofitability for insurers, even as truck crashes declined over the past 4 years. In 2025, insurance cost availability and lawsuit abuse, a primary contributor to rising insurance costs, were voted as the third and second greatest issues facing the trucking industry, respectively.”

As fleets face increasing financial pressure, many are reshaping their total cost of risk by testing new technology, adjusting training programs, or shifting to different insurance structures such as self-insurance or captives. ATRI’s previous research showed that between 2018 and 2020, many fleets reduced coverage and raised deductibles in hopes of lowering expenses. Even then, premiums continued to rise. Because of this, ATRI’s Research Advisory Committee made expanding this research a top priority to understand how these strategies are being adopted across the industry and how effective they truly are.

What ATRI Needs from Carriers

ATRI is looking for motor carriers to provide data on their coverage stacks from 2021 through 2024, along with information about their safety technology and any alternative insurance arrangements they use. All data is confidential and only reviewed in aggregate form. ATRI will sign nondisclosure agreements if requested.

Carriers that participate will receive a customized report showing how their cost of risk compares to a peer group without identifying any individual company. The survey can be completed online or by PDF, and the deadline to submit is Friday, Dec. 19.

Source: The Trucker

The post ATRI Launches New Look Into Soaring Insurance Costs and Real-World Risk Management appeared first on Truck Drivers USA.

Make Your Voice Heard in Trucking

The annual survey asks participants to rank the most pressing concerns facing the trucking sector and share potential strategies for addressing each challenge. Feedback collected helps identify trends and areas needing attention across the nation’s supply chain.

“For over 20 years, the industry has relied on the annual Top Industry Issues Survey to highlight the critical issues facing our nation’s supply chain,” said Dennis Dellinger, American Trucking Associations chair and Cargo Transporters president, CEO. “ATRI’s research provides an opportunity for thousands of trucking industry professionals, from drivers to executives, to weigh in on the most challenging topics that affect our day-to-day operations and collectively decide on the most promising strategies for addressing each.”

Tracking Shifts in Industry Priorities

Now in its 21st year, the survey not only ranks issues but also provides insights into how priorities differ between motor carriers and professional drivers. It allows stakeholders to monitor trends over time, understanding which concerns are gaining importance and which are decreasing in criticality.

“ATRI’s annual survey allows truck drivers to make our collective concerns known,” said Lloyd Howell, an America’s Road Team Captain and professional truck driver for TCW Inc. “Whether your top challenge is truck parking, driver compensation, detention at customer facilities, traffic congestion, or something else, this is your chance to bring those issues to light. Please take a few minutes to complete the online survey and encourage your peers to do so also.”

Survey Timeline and Results

The 2025 Top Industry Issues Survey will remain open until October 10. Results will be shared on October 26 during the American Trucking Associations Management Conference & Exhibition in San Diego, California.

Industry professionals are encouraged to participate in the survey by visiting ATRI’s official survey page [here]. Input from drivers, carriers, and other stakeholders is critical in shaping strategies that strengthen the industry and address the challenges affecting daily operations.

Source: The Trucker

The post ATRI Invites Trucking Professionals to Highlight Top Industry Concerns appeared first on Truck Drivers USA.

Tighter Emissions Standards Across the Board

The Environmental Protection Agency has approved new emission rules for heavy-duty trucks that will apply to incoming model years starting in 2027. The goal is to cut nitrogen oxides and greenhouse gas emissions significantly over the next decade. Instead of prescribing one technology, the rules allow fleets to choose cleaner solutions that work for them — whether that’s battery‑electric, hydrogen fuel cell, or upgraded diesel engines with stronger emission control systems.

Several states are going above and beyond these requirements. California, for example, is pushing ahead with its Advanced Clean Trucks and Advanced Clean Fleets programs, which set a timeline for phasing in more zero-emission trucks and aim for a mostly zero-emission medium‑ and heavy-duty fleet by 2035. Other states are following similar paths, so interstate drivers may encounter different standards depending on the routes they run.

What Fleets Are Doing to Keep Up

The changes aren’t happening in theory; they’re visible in company yards. More carriers are adding electric or hydrogen-powered rigs where the infrastructure supports them. For fleets that aren’t ready to switch entirely, retrofits like diesel particulate filters and selective catalytic reduction systems are helping older trucks meet tighter emission limits.

Fuel efficiency upgrades are also in the spotlight. Better aerodynamic designs, tires with lower rolling resistance, and lighter truck components are all being deployed to cut both fuel use and emissions. Programs like the EPA’s SmartWay recognize fleets making measurable progress in this space, which in turn can help carriers win contracts with shippers who value sustainable transport.

What Drivers Might Notice

For most drivers, the steering wheel, gears, and daily grind won’t change overnight. But you will likely start noticing more electric rigs in the yard, new refueling or charging setups, and trucks with systems designed to run cleaner. These changes can make for a quieter cab, potentially better fuel mileage, and in some cases less frequent maintenance on certain components, though some of the new systems require their own specialized care.

Why This Matters to the Job

Cleaner trucks mean meeting environmental targets, but they also frequently bring cost advantages over time. Lower fuel bills, the possibility of fewer mechanical issues, and compliance with tightening rules all play into a fleet’s ability to stay competitive. And for drivers, adapting to these changes keeps you aligned with a rapidly evolving industry.

Looking Ahead

Sustainability in trucking is no longer just a future goal; it’s part of everyday operations. As the push for lower emissions continues, drivers and fleets that stay informed and flexible will be best placed to succeed, all while helping reduce the industry’s environmental impact. This is the road the industry is on, and everyone who moves freight has a role in where it leads next.

The post How Sustainability Is Changing the Trucking Industry appeared first on Truck Drivers USA.

On the July 21 episode of What the Truck?!?, host Thomas Wasson sat down with Todd Waldron, Truckstop.com’s Vice President of Carrier Experience, to dive into how new tech—especially AI—is transforming logistics.

“Truckstop.com has been a staple of this industry since before I started my career in logistics, so to be here for a milestone like this is incredible,” Waldron reflected.

Over the years, Truckstop.com has evolved from a simple load board to a tech leader, focusing on smarter, safer, and more efficient freight movement. Recent advancements, particularly AI-powered tools, are a game-changer.

According to a recent survey by Truckstop.com, 60% of drivers feel optimistic about the future of freight. Waldron believes technology plays a huge role in this mindset. “Technology is giving carriers greater control, more security, and higher efficiency, and is leading to this positive outlook,” he said.

Freight fraud remains a top concern, but new prevention tools are making a difference. More than half of carriers report better fraud detection thanks to technology.

“We’re seeing the biggest impact in freight fraud prevention and route optimization, and more than half of drivers say that fraud prevention efforts have significantly improved,” Waldron explained.

Truckstop.com’s multi-layered security approach is paying off, with customers experiencing a 45% drop in fraud compared to last year.

While truckers have a reputation for being cautious about new gadgets, younger drivers especially are warming up to tech. “One time I had a driver who would foil wrap his driver tech unit because he didn’t want to be watched,” Waldron joked. But today, about 70% of drivers under 35 feel comfortable using these tools.

Data and AI aren’t just buzzwords—they’re changing how decisions are made on the road and behind the scenes. Predictive analytics help foresee maintenance needs and improve dispatch, making a tangible difference in drivers’ daily routines.

“Drivers now feel like they’re achieving value from these tools,” Waldron shared.

Looking ahead, Waldron sees collaboration as the next big frontier. “How do we leverage our strengths to be more efficient together?” he asked. His vision? A logistics ecosystem where partnerships drive innovation, not just competition.

Even with all the tech advances, relationships and trust still top the list for many industry veterans. That’s why Truckstop.com’s reputation matters so much.

“73% of carriers say that Truckstop.com is a brand that they trust, and 69% believe we will lead the freight industry for the next thirty years,” Waldron said. “That kind of longevity makes it exciting to talk about this technology landscape, and it gives us confidence to continue working on new solutions in the future.”

As Truckstop.com looks forward to its next 30 years, the focus remains on blending technology, security, and teamwork to keep the supply chain moving smarter and safer than ever before.

Image Source: Truck Stop
Source: FreightWaves

The post Truckstop.com Marks 30 Years of Driving Innovation in Logistics appeared first on Truck Drivers USA.

Create a Real Presence Where Young People Are

Social platforms like Instagram and TikTok are where young adults spend a lot of time. The most effective fleets use these channels to post authentic content—real driver experiences, quick behind-the-scenes videos, and company updates that show what day-to-day driving is like. This type of content builds trust and helps candidates picture themselves joining your team.

Streamline the Hiring Experience

Application processes that work for everyone else won’t win over Gen Z. Forms should be short, mobile-friendly, and easy to fill out anytime, anywhere. Many forward-thinking fleets now offer virtual interviews and even app-based onboarding to get new hires started without delay.

Lead With True Flexibility

Rising generations value their time and work-life balance. Fleets that offer regular home time, flexible shifts, and even part-time driving roles see higher interest and lower turnover. Clear vacation policies and options for mental health days are no longer extras—they are expectations for modern drivers.

Highlight Tech-Investment and Sustainability

Newer drivers care about working for companies that use the latest technology and care for the environment. Point out tech features like smart routing, advanced safety systems, and upgraded cab amenities in job listings. Share ongoing improvements in eco-friendly practices to appeal to candidates who are passionate about sustainability.

Offer Growth and Learning Opportunities

No one wants to feel stuck in a dead-end job, including young drivers. Demonstrate a commitment to growth by offering paid training programs, mentorship with veteran drivers, and a clear path from rookie to expert. Many fleets offer skill-building workshops—both in-person and digital—that help drivers advance their careers and boost retention at the same time.

Tap Into Referrals and Local Partnerships

Your current team can help bring in the next wave of drivers. Employee referral programs, especially those that reward successful hires, are powerful recruitment tools. Establish relationships with community colleges, vocational programs, and local job fairs to connect directly with young job seekers in your area.

Build an Inclusive, Positive Culture

Younger drivers want transparency and respect. They look for fleets that promote diversity, recognize achievements, and provide health and wellness resources that show management cares about every driver, not just the bottom line. Simple steps—such as giving regular feedback, offering gym discounts or wellness apps, and fostering open communication—go a long way.

Combining these actions creates a real competitive advantage. Fleets that adapt and listen to young drivers’ needs fill open seats faster and build a more sustainable operation for years to come.

The post What Fleet Managers Should Know About Recruiting Young Truck Drivers appeared first on Truck Drivers USA.

The Real Cost Per Mile: Beyond the Basics

The ATRI report shows that in 2024, the average cost to operate a truck landed at $2.260 per mile. At first glance, that’s a hair lower (by 0.4%) than the previous year—thanks mostly to a dip in fuel prices. But every fleet manager and driver knows the real story’s in the details. Strip out the fuel, and you’ll see non-fuel costs actually surged 3.6%, with an all-time high of $1.779 per mile.

Where the Money Went

• Fuel & Repairs: Took a breather, giving budgets some short-term relief.
• Driver Wages: Edged up just 2.4%, trailing inflation and well behind earlier post-pandemic jumps.
• Truck & Trailer Payments: Climbed a hefty 8.3%, now at a record $0.390 per mile—equipment costs are something you simply can’t ignore.
• Driver Benefits: Bumped up 4.8% to $0.197 per mile, reflecting rising healthcare and support expectations.

Profit Margins: Crunch Time for the Industry

It was a year of tight margins across the board. The ATRI report notes that average operating margins barely scraped 2% in most sectors, while the truckload industry saw an average margin of -2.3%. On the bright side, less-than-truckload carriers (LTL) managed to keep in the black. For both drivers and managers, careful budgeting and efficient route planning were more critical than ever.

The Shifting Workforce: Who’s Driving the Change?

The average age of a truck driver is now 47, with many seasoned pros eyeing retirement and fewer younger folks stepping forward. Women make up just 4.1% of the workforce, a number gradually ticking upward.

What the Report Recommends:

• Get creative with recruitment: connect with younger generations using fresh messaging and tech.
• Consider historically underrepresented applicants, including former foster youth and those re-entering the workforce.
• Focus on retention by making the job appealing, equitable, and supportive.

Sustainability & Compliance: Keeping It Green and Legal

ATRI updated their go-to resources this year:

• Sustainable Freight Practices Compendium: Practical, driver-tested ideas to run greener—without sacrificing your schedule or profits.
• Idling Regulations Compendium: Your state-by-state guide to keeping things legal and avoiding unnecessary fines. Being up to date is simply good business.

Action Steps & Friendly Reminders

• Check your line-item costs often. Small increases add up, especially in equipment and benefits—review routinely and adjust where you can.
• Mind the workforce trends. Whether you’re hiring or driving, diversity and development aren’t just buzzwords—they’re business advantages.
• Leverage free resources. Visits to ATRI’s updated regulatory and sustainability guides can save you headaches and boost your bottom line.

Want to dig even deeper? Download the full ATRI reports for more details and strategies perfect for today’s trucking professionals:

• 2025 Operational Costs Report
• Idling Regulations Compendium
• Sustainable Freight Practices

Keep your wheels turning smart, and stay safe out there.

Source: ATRI

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