How It Works
One product. Three depths.
A fractional CHRO on retainer for carriers from 50 to 500 employees. What changes between the levels is how deep I go, not how often you can reach me. Every level includes a weekly call with you or the leader you name.
Nineteen years inside four transportation companies. Every figure names the employer it came from and is documented on request.
The Arithmetic
Price the problem before you price the fix.
Most owners look at a retainer and ask what it costs. That is the second question. The first one is what the problem is already costing, and that number is usually bigger.
An empty truck
A truckload tractor generates roughly $216,000 a year. That is about $4,150 a week for every truck that sits.
Four trucks unseated across a year is $864,000 in revenue you did not earn. It never shows up on your P and L, because there is no line called revenue we did not earn.
Source: Schneider National Q2 2026 truckload revenue per truck per week, annualized.
A driver who leaves at day 80
About 35 percent of new drivers quit inside 90 days. Long haul turnover at large carriers still runs 90 to 95 percent a year.
You pay the full acquisition cost for a driver who never reaches productivity, then you pay it again.
Source: Trucking Industry Staffing Costs 2026.
The line you actually control
Driver wages and benefits run $1.028 per mile against a total operating cost of $2.336. That is 44 percent of your cost per mile, and 55 percent once you take fuel out.
People are not a soft cost in this business. They are the biggest one.
Source: American Transportation Research Institute, 2026.e Arithmetic
What you are actually choosing between
Billed monthly, Advisor is 22 percent of a loaded HR Manager. Coach is 44 percent. Executive is 88 percent, and it buys a CHRO rather than a manager. Full time CHRO and consultant figures are market ranges and are directional.
Move up, move down, or cancel with 60 days written notice. No implementation fee, no onboarding fee, no minimum term. Annual billing saves 20 percent and is refundable only by cancelling before renewal.
MEMBERS TOOLKIT
Ten tools, already built.
You are not waiting six months for a deliverable. These exist, they work, and they come with Coach and Executive. New material released during your membership is included.
What We Do
The whole people function.
Delivered at every level, at the depth the level supports. You are not buying a module. You are buying the person who has run all of it.
Services not detailed in the level you hold are available ala carte, as a project or on an hourly basis, under a separate scope.
Straight Answers
The questions owners actually ask.
These are the five that come up on almost every call. Here they are in writing, so you can decide whether the call is worth your thirty minutes.
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Every member gets a call every week. That is the promise, and it is the thing that makes this different from a consultant who shows up quarterly. Twelve is the number where I can keep that promise, so twelve is where the practice holds.
It also means the answer to "can you take us on" is sometimes no. If the roster is full, I will tell you that on the call rather than after you have signed something.
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A consultant assesses, recommends, and leaves. The report goes on a shelf and the change never happens, because the change was always going to be the hard part.
A PEO handles payroll, benefits, filings and workers compensation. That is genuinely useful and most of my members keep one. A PEO will never tell you why your drivers leave, why your driver managers cannot hold people accountable, or what your organization should look like at twice the size.
I stay on the phone every week until your team runs the fix without me. That is the whole model.
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Because at your size the problem is judgment, not capacity. An HR Manager at roughly $136,000 loaded can execute a plan. Building the plan, sizing the org, setting the pay structure and telling your CFO what it will cost is a different job and a different pay grade.
Billed monthly, Advisor is 22 percent of that loaded HR Manager. Coach is 44 percent. When you are ready for a full time people leader, I will help you hire one and then help them succeed.
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Cancel with 60 days written notice. No minimum term, no implementation fee, no exit penalty. You are not signing a three year agreement to find out whether we work well together.
Before we start you complete the free Recruiting and Retention Assessments. Those become the baseline. Ninety days in, we look at the same numbers and you decide whether they moved.
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Earlier than most owners think. If people problems are showing up in your week more than once or twice, if trucks are sitting for reasons nobody can explain, or if you are heading into growth season already short, that is the moment.
Owners who call early spend a fraction of what the ones who wait spend on damage control. The expensive version of this conversation is the one that happens after a former driver hires an attorney.
What I Will Not Do
Three commitments, in writing.
Start with a conversation, not a proposal.
Thirty minutes. Tell me what is breaking. Here is exactly what we cover.
The number that is bothering you, and what it is actually costing per week
Whether the constraint is recruiting, retention, or the manager in the middle
Whether I can help, which level fits, and whether the roster has room
Not ready to talk? Run your own numbers first. The Recruiting and Retention Assessments are free, take about an hour, and you keep the results whether or not we ever speak. Ask me to send them.