Blythe Brumleve
0:05
Welcome
into
another
episode
of
Everything
Is
Logistics
,
a
podcast
for
the
thinkers
in
freight
.
I
am
your
host
,
Blythe
Brumleve
,
and
we
are
probably
presented
by
SPI
Logistics
,
and
we
got
another
good
episode
for
you
today
we
have
Beth
Potratz
.
Did
I
say
that
right
?
Beth Potratz
0:20
I
feel
like
I
just
messed
it
up
already
.
Blythe Brumleve
0:21
Okay
,
good
,
she
is
the
founder
and
CEO
of
Drive
My
Way
,
and
we
are
going
to
be
talking
about
what
the
hell
is
going
on
in
driver
recruiting
,
driver
retention
and
finding
jobs
that
drivers
love
,
or
creating
a
job
that
drivers
love
.
So
,
Beth
,
I've
been
wanting
to
get
you
on
the
show
for
a
while
now
.
I
feel
like
we've
been
talking
about
it
for
a
long
time
,
so
I'm
happy
this
is
finally
happening
.
Beth Potratz
0:45
Me
too
.
Thanks
for
having
me
.
I
appreciate
it
.
Blythe Brumleve
0:48
Now
I
think
that
you
have
a
really
fascinating
career
backstory
.
You
come
from
the
world
of
HR
before
you
started
Drive
My
Way
.
I'm
curious
,
though
what
was
the
catalyst
for
you
to
say
I'm
going
to
start
my
own
company
?
Beth Potratz
1:05
So
,
honestly
,
I've
been
in
HR
my
whole
life
and
I
was
fortunate
enough
to
start
in
consumer
products
for
a
family-run
business
called
Helene
Curtis
.
You'll
probably
recognize
some
of
the
big
brands
like
Swab
and
Dove
and
Degree
and
those
types
of
brands
like
Real
Household
Staples
and
I
left
that
job
to
move
back
home
to
Cleveland
,
ohio
,
and
worked
for
Rockwell
Automation
.
Well
,
it
was
a
big
difference
working
for
industrial
automation
versus
consumer
products
,
and
I
was
actually
trying
to
recruit
engineers
to
move
to
Cleveland
in
the
late
90s
and
I
thought
to
myself
wow
,
employers
are
going
to
start
to
need
to
look
at
employees
as
consumers
of
the
employment
relationship
,
because
your
needs
will
change
throughout
your
career
and
what
you're
looking
for
in
a
job
is
most
certainly
going
to
change
.
It
can't
really
be
a
one-size-fits-all
.
So
that
was
way
ahead
of
its
time
.
We
were
in
the
midst
of
just
introducing
cafeteria
benefit
plans
back
then
and
I
thought
,
well
,
I'll
just
table
that
idea
,
but
I
think
it's
a
pretty
positive
approach
,
so
fast
forward
.
Beth Potratz
2:15
I
actually
went
back
to
Unilever
and
then
left
again
and
launched
my
own
HR
consulting
practice
and
I
was
redesigning
a
driver
recruiting
process
for
a
large
carrier
and
I
thought
this
is
the
perfect
application
for
my
idea
because
this
is
an
enormous
industry
,
vital
to
the
economy
been
built
on
generations
of
families
.
It's
like
a
number
one
job
.
And
this
next
generation
,
they're
expecting
more
out
of
life
,
more
out
of
their
job
and
kind
of
this
better
connect
between
your
lifestyle
and
your
career
.
So
I
thought
trucking
is
the
place
and
that's
how
I
launched
the
concept
of
Drive
my
Way
,
which
is
basically
a
personalized
recruiting
platform
with
a
patented
and
proprietary
technology
that
matches
drivers
with
jobs
based
on
their
professional
qualifications
and
personal
lifestyle
preferences
.
Blythe Brumleve
3:14
So
the
Drive
My
Way
start
off
as
maybe
like
a
side
hustle
,
or
was
this
something
that
you
chose
to
quit
your
full-time
job
and
then
just
dive
in
headfirst
?
Beth Potratz
3:27
Yeah
,
actually
I
was
consulting
at
the
time
.
I
was
leading
really
large-scale
transformational
change
for
several
organizations
at
the
time
.
Most
of
them
lasted
between
two
to
five
years
,
depending
on
the
size
of
the
organization
and
what
it
is
we
were
doing
.
So
I
still
had
a
couple
of
large
change
management
projects
in
the
works
where
I
still
had
people
that
were
working
for
me
completing
those
.
But
I
sort
of
started
okay
,
now
I'm
going
to
transition
to
this
other
thing
.
What
does
it
look
like
?
Started
building
it
out
,
and
so
we
really
didn't
go
live
.
Live
until
July
of
2016
,
when
it
was
like
okay
,
this
is
it
,
we're
diving
all
in
,
we're
going
to
get
this
done
.
And
it's
been
a
whirlwind
ever
since
.
It's
kind
of
like
getting
your
MBA
on
steroids
,
because
being
an
entrepreneur
and
doing
all
of
this
,
there's
the
planning
pieces
,
but
then
there's
the
actual
activation
and
kind
of
learning
as
you
go
and
you're
getting
product
market
fit
and
all
of
those
things
,
Things
you
never
even
thought
of
to
begin
with
that
pop
up
.
So
it's
been
really
exciting
.
Blythe Brumleve
4:35
And
so
since
2016,
.
As
you've
been
working
with
various
amounts
of
drivers
from
all
different
walks
of
life
,
is
there
a
commonalities
of
what
I
guess
a
modern
driver
wants
in
their
employment
?
Beth Potratz
4:51
Yeah
,
absolutely
.
I
think
one
of
the
most
startling
things
is
that
drivers
are
,
if
you
think
about
it
,
when
it's
,
generations
of
families
.
The
first
job
across
the
US
was
farmer
,
and
then
the
most
prevalent
job
across
was
truck
driver
.
So
a
lot
of
the
people
entering
the
workforce
now
or
in
the
midst
of
their
career
are
folks
that
had
parents
,
grandparents
,
et
cetera
,
aunts
and
uncles
that
maybe
were
drivers
,
that
missed
the
soccer
game
or
the
concert
or
the
whatever
,
and
now
I
think
they
live
to
that
and
people
are
looking
for
more
.
Beth Potratz
5:27
They
want
to
feel
like
they're
connected
to
something
that
has
purpose
.
They
want
to
feel
like
they're
adding
value
.
They
want
to
feel
like
they
have
a
good
balance
for
their
career
and
the
life
that
they
want
to
have
.
So
things
like
you
know
,
home
time
,
the
type
of
work
that
I'm
doing
,
the
people
that
I'm
working
with
,
the
amount
of
interaction
,
whatever
it
is
that's
important
to
me
,
whether
or
not
I
can
travel
with
my
pet
or
a
companion
,
because
that's
part
of
what
I
want
to
do
.
What's
important
People
are
really
dialing
in
on
being
more
selective
,
I
think
,
in
their
career
opportunities
and
across
all
types
of
jobs
,
not
just
truck
drivers
,
because
we
spend
so
much
time
in
our
lives
,
at
work
,
doing
work
,
that
people
are
trying
to
find
a
way
to
make
it
fit
so
that
they're
getting
the
fulfillment
that
they
seek
,
and
I
think
COVID
really
helped
accelerate
some
of
that
,
especially
when
you
saw
a
lot
of
people
looking
for
jobs
that
work
from
home
,
even
once
people
return
to
work
,
et
cetera
.
People
found
a
bit
of
balance
in
our
seeking
more
of
it
.
Blythe Brumleve
6:45
That's
interesting
.
You
say
that
because
we
talked
for
a
good
bit
before
we
hit
record
on
this
conversation
and
for
full
disclosure
to
the
audience
,
we're
recording
this
in
the
middle
of
the
holidays
.
It's
the
middle
of
December
.
This
is
going
to
air
in
early
January
.
But
we're
kind
of
struggling
to
really
find
the
work-life
balance
of
working
,
getting
after
it
this
time
of
the
year
but
also
spending
that
quality
time
with
family
,
and
it
sounds
like
for
the
drivers
themselves
they
maybe
have
got
to
that
realization
a
lot
sooner
than
the
rest
of
us
.
Is
that
maybe
a
safe
assumption
?
Beth Potratz
7:21
Yeah
,
Well
,
all
of
us
really
.
I
think
this
time
of
year
just
accentuates
it
even
more
because
it
feels
like
we're
all
in
a
rush
.
But
yeah
,
I
think
the
other
startling
thing
if
you
think
about
a
driver
,
you
know
so
they're
looking
for
.
You
know
hometown
routes
and
schedules
,
predictability
,
maybe
certain
type
of
benefits
that
they're
looking
to
have
covered
,
whether
or
not
they
want
to
travel
with
a
pet
or
companion
,
what
type
of
work
they're
being
required
to
do
.
Do
they
want
to
load
and
unload
or
do
they
just
want
to
bump
docks
?
Beth Potratz
7:54
You
know
,
whatever
it
is
,
there's
work
out
there
for
everyone
.
There's
all
kinds
of
variety
.
In
fact
,
most
people
don't
even
know
all
the
different
types
of
segments
there
are
and
jobs
that
you
can
do
with
a
CDL
and
even
without
a
CDL
and
still
drive
a
truck
.
So
I
think
it's
accentuating
all
those
different
attributes
and
variables
that
are
out
there
so
that
people
can
become
educated
about
them
and
use
them
to
make
decisions
.
But
usually
pay
is
pretty
high
up
on
the
list
.
But
when
you
start
comparing
law
factors
,
you
start
to
see
that
other
things
like
type
of
equipment
is
important
.
You
know
,
Because
if
you
have
a
high
pay
package
for
cents
per
mile
,
but
the
equipment
the
company
is
providing
is
always
broken
down
,
then
you're
not
making
any
money
,
right
?
So
there's
a
lot
of
things
,
you
know
,
the
creature
comforts
,
all
the
other
things
that
factor
in
,
and
sometimes
people
are
willing
to
make
a
little
less
,
to
be
home
a
little
more
often
,
or
whatever
it
is
in
terms
of
flexibility
.
Blythe Brumleve
8:52
And
it
sounds
like
you're
really
dialed
in
to
what
a
variety
of
drivers
want
.
So
I
guess
this
is
a
good
time
to
talk
about
the
platform
itself
.
You
know
drive
my
way
Are
a
lot
of
these
attributes
and
maybe
wishes
for
employment
?
Is
that
available
within
the
platform
itself
to
where
drivers
can
really
hone
in
on
exactly
what
they
want
?
Beth Potratz
9:15
Absolutely
so
.
The
process
is
really
pretty
simple
.
A
driver
comes
in
for
free
,
creates
a
profile
.
The
profile
consists
of
two
parts
.
They'll
declare
you
know
all
of
their
professional
qualifications
,
licensing
,
experience
,
etc
.
And
then
they're
also
going
to
fill
out
a
personal
preference
profile
that
really
teases
out
you
know
what
are
the
things
you
know
when
you
consider
this
versus
that
what's
more
important
.
So
it
gets
them
to
thinking
and
having
to
prioritize
,
and
then
we
will
then
produce
for
them
basically
a
personalized
you
know
serving
of
.
Here
are
the
jobs
and
they're
scored
on
a
10
point
basis
that
are
the
best
match
to
you
know
what
you're
qualified
for
and
what
you're
inclined
to
want
to
do
because
it
fits
your
lifestyle
preferences
.
Blythe Brumleve
10:07
Do
you
find
that
companies
are
starting
to
become
more
accommodating
to
the
driver's
wishes
?
Beth Potratz
10:14
Absolutely
and
in
fact
,
one
of
the
most
exciting
parts
of
what
we're
doing
,
because
the
driver
really
controls
their
profile
and
who
they
engage
with
.
So
it's
really
a
personalized
experience
on
both
sides
the
driver
as
well
as
the
recruiter
because
now
you
get
to
recruit
the
way
.
Maybe
you
would
want
to
be
recruited
if
you
were
looking
for
a
job
and
it's
not
so
much
I
mean
,
it's
a
sell
.
But
it's
not
so
much
a
sell
,
it's
hey
,
I'm
talking
to
you
because
Drive
my
Ways
have
already
helped
curate
this
meaningful
connection
between
us
,
because
I
already
know
that
you
meet
my
minimum
job
qualifications
.
I
already
know
that
this
is
something
you're
genuinely
interested
in
because
it
fits
up
with
your
lifestyle
preferences
.
Beth Potratz
10:54
And
you
took
that
positive
action
to
express
interest
in
this
job
.
Like
nobody
shared
your
data
,
I
mean
,
you
took
the
step
as
a
driver
.
So
now
it
changes
the
conversation
.
Now
it's
a
deeper
dive
in
,
you
know
,
on
both
sides
,
interviewing
each
other
,
really
kind
of
a
little
bit
more
about
the
job
a
day
in
the
life
.
You
know
what's
the
company
like
,
those
types
of
things
to
determine
whether
or
not
it's
going
to
be
a
fit
.
And
that's
where
there's
,
you
know
,
time
well
spent
versus
just
trying
to
chase
.
You
know
blindly
chase
leads
and
you
know
lists
and
people
.
You
know
that
you
maybe
got
.
So
it's
really
making
hiring
personal
again
by
treating
that
driver
as
a
consumer
now
.
Blythe Brumleve
11:39
Has
there
been
any
kind
of
like
shifts
in
how
drivers
want
to
?
I
mean
,
we
mentioned
like
the
home
time
and
things
like
that
,
but
has
that
shifted
since
?
I
feel
like
COVID
is
such
a
you
know
,
a
catalyst
for
so
many
ways
that
we
think
about
life
and
you
know
what
we
want
out
of
it
,
what
we
want
out
of
work
.
Were
these
trends
already
happening
before
COVID
,
or
and
have
they
stayed
around
since
COVID
?
Beth Potratz
12:05
Yeah
,
that's
a
good
point
.
So
the
exciting
piece
on
the
data
that
we
have
,
I
think
it
,
the
desire
and
the
attempt
,
was
always
there
.
Beth Potratz
12:15
But
what
we're
now
seeing
and
even
just
pre
and
now
,
definitely
post
,
covid
is
the
drivers
really
high
in
demand
and
as
it
becomes
more
difficult
to
attract
and
retain
drivers
,
because
people
are
sort
of
inserting
themselves
,
are
kind
of
demanding
more
lifestyle
,
carriers
are
having
to
respond
by
changing
the
employment
value
proposition
and
,
in
some
cases
,
even
going
so
far
as
to
change
somewhat
of
their
operational
model
in
an
effort
to
get
people
home
more
often
,
in
an
effort
to
try
to
,
you
know
,
accommodate
when
there
are
,
you
know
,
longer
load
times
or
whatever
it
is
.
So
I
think
you
know
carriers
have
really
listened
and
continue
to
want
to
get
the
feedback
on
.
You
know
,
what
can
we
do
to
help
a
better
attract
and
retain
you
?
And
I
think
our
driver
happiness
survey
that
we
just
did
we
did
one
in
2019
and
we
just
released
another
one
in
2023
.
And
it's
pretty
startling
,
this
has
dropped
off
overall
between
2019
and
2023
.
Those
that
are
the
least
happy
in
their
jobs
are
people
that
have
been
in
with
one
to
two
years
of
experience
.
All
of
a
sudden
,
we're
seeing
that
drivers
who
are
even
reporting
that
they're
happy
that
they've
also
looked
for
a
job
in
the
last
three
months
.
So
you
know
they're
sort
of
out
there
taking
stock
and
I'm
happy
.
Beth Potratz
13:55
I
think
,
with
the
current
state
of
afraid
,
everybody's
just
kind
of
looking
around
to
see
what
really
what's
going
on
.
And
here's
what's
happening
at
my
carrier
but
what's
happening
elsewhere
.
But
the
other
big
one
is
we
usually
see
like
in
the
top
,
you
know
five
things
that
are
most
important
,
things
like
pay
,
equipment
,
those
you
know
,
home
time
,
obviously
,
but
this
year
pay
was
number
one
again
.
And
number
two
is
you
know
,
when
they're
asked
,
what
could
your
employer
do
to
help
increase
your
happiness
?
It's
actually
communication
and
listening
from
management
Number
two
.
And
nearly
61%
of
those
that
ranked
that
had
been
in
their
role
less
than
two
years
and
twice
as
many
were
women
versus
men
.
Beth Potratz
14:42
So
I
think
you're
now
starting
to
see
the
profile
change
and
the
like
,
a
new
,
higher
level
set
of
expectations
from
drivers
,
and
I
think
that's
great
because
that's
setting
a
challenge
for
management
.
Beth Potratz
14:57
You
know
we
really
not
only
do
you
have
to
tune
in
and
dial
in
and
constantly
be
sort
of
re
recruiting
the
people
who
already
work
for
you
,
and
that
sentiments
will
change
.
But
how
do
we
,
you
know
,
make
this
part
of
the
fabric
of
the
organization
and
continue
to
have
these
conversations
so
that
you
know
when
there's
needs
change
or
your
needs
change
?
I
mean
,
people
are
all
on
the
same
page
and
you're
developing
that
deeper
level
of
commitment
and
rapport
,
you
know
,
not
just
communicating
at
people
but
really
building
that
relationship
,
and
it's
not
necessarily
something
I
think
people
think
about
as
often
.
You
think
about
,
well
,
we
ought
to
get
the
memo
out
to
people
or
make
sure
you
know
this
is
I'm
talking
about
literally
changing
the
way
that
they
do
business
and
communicating
with
their
drivers
to
create
more
of
that
sense
of
internal
community
and
the
sort
of
employee
voice
piece
and
the
connectivity
leadership
.
Blythe Brumleve
15:57
Are
there
any
kind
of
well
,
are
there
any
kind
of
,
I
guess
,
maybe
like
specific
things
that
some
of
these
companies
are
doing
?
Is
it
you
know
you
mentioned
communicating
?
Is
it
you
know
as
simple
as
like
picking
up
the
phone
once
a
week
to
just
call
and
check
in
,
or
is
it
you
know
like
,
maybe
,
employee
meetups
or
something
like
that
?
Are
there
any
things
that
you
know
these
companies
are
doing
that
they're
finding
success
in
?
Beth Potratz
16:20
Yeah
,
I
mean
,
I
think
the
first
question
is
those
that
first
recognize
that
it's
important
to
create
,
to
spark
the
conversation
.
You
know
are
embarking
on
using
survey
tools
,
sentiment
analysis
tools
,
right
Beth Potratz
16:35
.
So
that's
first
.
But
that
comes
with
great
responsibility
,
right
,
because
once
you
ask
,
the
worst
thing
you
can
do
is
not
respond
or
not
like
the
answer
and
then
not
know
what
to
do
with
it
.
So
it's
sort
of
first
deciding
is
this
the
right
thing
?
Then
it's
well
,
how
do
I
go
about
it
?
What
do
I
want
to
know
?
What
do
we
ask
?
What
conversation
are
we
trying
to
create
?
And
then
sort
of
teaching
leaders
how
to
walk
through
that
.
And
because
sometimes
,
you
know
,
people
get
feedback
and
they
think
,
well
,
we're
just
not
going
to
answer
that
,
well
,
it's
better
to
.
I
mean
,
just
because
they
said
they
want
something
and
you're
not
going
to
be
able
to
deliver
on
that
,
that's
for
valid
business
reasons
,
that's
fine
,
but
don't
ignore
it
.
At
least
address
and
acknowledge
that
.
You
know
this
seems
to
be
important
to
you
.
You
know
,
here's
,
we've
considered
it
here's
.
Beth Potratz
17:27
You
know
,
some
of
the
business
challenges
that
are
prohibiting
us
from
,
you
know
,
making
that
step
or
whatever
it
is
,
so
that
at
least
everything
is
open
and
transparent
.
Beth Potratz
17:38
So
I
think
,
yeah
,
people
are
doing
,
you
know
,
initiating
surveys
,
and
I
think
people
are
trying
to
create
more
vehicles
of
communication
,
whether
it's
a
call
.
You
know
a
closed
Facebook
group
with
their
fleet
,
you
know
,
so
that
people
can
reach
out
to
ask
questions
.
You
know
all
of
the
above
,
I
think
the
one
on
one
connection
with
your
driver
manager
.
You
know
dispatchers
doing
some
more
work
on
.
You
know
teaming
up
on
how
we
can
all
communicate
with
each
other
better
,
between
dispatchers
and
drivers
and
driver
managers
,
and
then
senior
leaders
being
more
open
and
transparent
,
not
just
about
the
numbers
,
but
get
down
to
.
You
know
you
tell
me
what
are
your
struggles
when
you're
trying
to
.
You
know
execute
a
delivery
.
You
know
and
really
listening
to
some
of
the
challenges
that
drivers
are
coming
or
being
faced
with
.
And
then
,
you
know
,
look
across
and
be
willing
to
say
,
okay
,
we've
heard
you
and
here's
some
things
that
you
know
we
can
do
about
them
.
Blythe Brumleve
18:45
Is
there
?
Is
it
as
simple
as
just
getting
that
constant
feedback
loop
for
these
drivers
?
Or
are
there
maybe
some
other
issues
that
are
almost
like
red
flags
or
warnings
that
would
cause
a
driver
to
even
think
about
what
that
next
step
could
look
like
,
even
think
about
what
you
know
?
Maybe
a
move
to
a
different
company
would
look
like
.
Would
communication
solve
that
?
Or
are
there
other
maybe
some
red
flags
that
drivers
see
and
they're
like
maybe
I
should
,
you
know
,
think
about
getting
another
job
somewhere
else
.
Beth Potratz
19:14
That's
a
good
point
To
me
.
I
really
feel
like
creating
the
culture
and
the
environment
where
it's
a
given
,
where
people
feel
comfortable
with
that
communication
that
that
line
of
communications
opens
so
important
.
Because
I
feel
perhaps
even
more
volatile
than
any
other
industry
.
Drivers
are
more
likely
to
just
have
something
happen
and
be
like
that's
it
,
I'm
not
here
,
and
then
they'll
just
leave
.
There's
no
,
let
me
talk
to
you
about
why
I'm
upset
.
Or
you
know
,
see
if
we
can
work
this
out
.
Or
you
know
,
hey
,
I've
had
a
change
in
my
life
or
my
schedule
.
You
know
what
can
be
done
.
Oftentimes
they'll
immediately
revert
to
well
,
I've
got
to
go
,
and
that's
not
necessarily
the
case
always
.
I
mean
,
doesn't
hurt
to
have
a
conversation
with
your
current
organization
,
especially
if
you're
happy
to
see
what
can
be
done
in
terms
of
accommodating
you
.
I
just
they
just
historically
haven't
led
with
that
.
Beth Potratz
20:12
And
then
there's
a
whole
bunch
of
other
things
that
you
should
be
monitoring
,
things
like
your
candidate
experience
.
You
know
we're
hearing
that
people
that
have
only
had
one
to
two
years
experience
,
or
been
in
their
job
one
to
two
years
,
are
the
least
happy
.
Well
gosh
,
they
most
recently
joined
the
organization
.
So
how
did
they
go
from
being
super
excited
about
joining
and
then
going
through
onboarding
,
and
then
what
drastically
drops
off
after
that
.
What
happens
?
Same
thing
with
your
employee
experience
throughout
their
whole
life
cycle
of
their
career
and
everything
from
onboarding
all
the
way
through
off
boarding
or
their
retirement
or
them
leaving
the
organization
and
even
following
up
with
them
after
the
fact
on
.
You
know
how
did
it
go
as
an
interviews
,
all
those
kinds
of
things
.
Beth Potratz
20:55
There's
so
many
different
opportunities
that
you
could
be
taking
advantage
of
and
also
even
looking
at
your
data
in
anticipation
of
you
know
things
that
are
happening
.
It
could
be
something
as
simple
as
you're
facing
a
30%
increase
this
year
and
your
benefit
you
know
rates
and
leadership
.
Sitting
back
and
thinking
,
gosh
,
how
is
this
going
to
impact
our
people
?
What's
the
best
way
we
can
do
to
prepare
for
these
things
?
What's
most
important
to
people
,
you
know
,
being
able
to
tap
into
that
audience
and
measure
some
of
that
to
guide
your
decision
making
is
helpful
,
and
it's
done
in
more
of
a
.
I
call
it
a
commitment
based
change
.
We're
now
people
are
feeling
like
,
yes
,
it's
a
,
you
know
it's
a
very
black
and
white
problem
,
but
we're
feeling
like
we're
participating
in
the
company
,
helping
figure
out
what's
the
best
solution
for
us
.
So
that
goes
a
long
way
versus
the
compliance
based
change
where
people
are
used
to
well
,
because
the
leader
said
so
,
et
cetera
.
I
mean
it
really
feels
very
one
sided
.
Blythe Brumleve
22:04
Are
you
in
freight
sales
with
a
book
of
business
looking
for
a
new
home
,
or
perhaps
you're
a
freight
agent
in
need
of
a
better
partnership
?
These
are
the
kinds
of
conversations
we're
exploring
in
our
podcast
interview
series
called
the
freight
agent
trenches
,
sponsored
by
SPI
logistics
.
Now
I
can
tell
you
all
day
that
SPI
is
one
of
the
most
successful
logistics
firms
in
North
America
,
who
helps
their
agents
with
back
office
operations
such
as
admin
,
finance
,
it
and
sales
.
But
I
would
much
rather
you
hear
it
directly
from
SPI's
freight
agents
themselves
.
I
want
better
way
to
do
that
than
by
listening
to
the
experienced
freight
agents
tell
their
stories
behind
the
how
and
the
why
they
joined
SPI
.
Hit
the
freight
agent
link
in
our
show
notes
to
listen
to
these
conversations
or
,
if
you're
ready
to
make
the
jump
,
visit
SPI3PLcom
.
Blythe Brumleve
22:53
And
it's
interesting
you
say
that
because
I've
heard
of
this
you
know
establishing
like
a
driver
feedback
loop
where
you're
constantly
getting
this
feedback
from
your
drivers
on
a
regular
basis
,
so
you
can
maybe
identify
some
of
these
problems
before
they
turn
to
.
You
know
a
mass
exodus
,
or
you
know
you
got
top
talent
that
that's
leaving
the
company
.
Is
there
any
difference
?
I
guess
,
in
are
there
any
companies
that
are
doing
a
really
good
job
of
listening
to
their
drivers
and
or
maybe
some
programs
that
exist
that
they
are
practicing
.
I
guess
you
know
practicing
what
they
preach
and
retaining
those
drivers
for
good
,
versus
just
trying
to
,
you
know
,
fill
another
.
You
know
recruiting
quota
.
Beth Potratz
23:37
Yes
,
absolutely
.
I
mean
,
I
think
there
are
folks
that
are
doing
,
you
know
,
some
of
the
very
basics
,
whether
it's
regular
,
you
know
the
monthly
call
doing
one
up
conversations
.
So
you
know
,
skip
a
level
in
terms
of
who
you
report
to
,
and
you
know
you're
taking
a
selection
of
people
that's
different
every
month
and
they
get
to
sit
down
with
the
head
of
transportation
or
the
CEO
or
whoever
it
is
.
You
know
that's
just
creating
those
.
You
know
tentacles
where
people
feel
like
they
can
,
you
know
,
have
an
opportunity
to
connect
.
You've
got
folks
doing
like
I
said
,
facebook
groups
,
that
with
like
a
closed
group
.
You've
got
people
doing
surveys
,
like
more
formal
surveys
,
and
then
sort
of
sentiment
kind
of
pulse
type
surveys
,
if
you
will
.
And
then
you
know
,
I've
also
seen
,
you
know
,
the
old
fireside
chats
,
you
know
,
I
think
it
.
Beth Potratz
24:40
Those
are
all
great
and
to
the
extent
things
get
recorded
,
I
think
the
biggest
thing
is
,
one
,
make
sure
that
they're
happening
,
whatever
the
method
is
.
And
two
,
because
it's
a
distributed
workforce
,
it's
really
difficult
.
It's
not
like
you
can
call
everybody
together
in
the
same
place
at
the
same
time
and
so
you
don't
want
the
telephone
game
to
take
into
effect
.
So
you're
either
recording
it
and
even
if
you're
recording
it
.
You're
spending
a
lot
of
time
between
the
senior
leaders
and
the
drivers
or
you
know
the
sort
of
different
ways
,
different
layers
in
the
organization
,
so
that
you're
spending
a
ton
of
time
with
middle
management
,
so
that
when
you're
cascading
messages
,
that
group
actually
is
equipped
with
the
talking
points
.
You
know
the
meeting
in
a
box
,
the
okay
,
we've
had
these
,
these
are
the
key
messages
of
this
.
You
know
company
meeting
,
this
division
meeting
,
whatever
it
is
,
and
when
we
distill
it
down
and
get
it
out
there
,
here
are
the
follow-up
talking
points
so
that
everybody's
hearing
.
You
know
consistency
in
the
messaging
,
same
time
,
same
points
,
and
then
it's
not
just
cascading
down
but
you've
created
then
a
mechanism
to
feedback
up
.
Hey
,
I
had
this
,
this
cascade
meeting
,
you
know
,
to
make
sure
everybody
heard
it
,
and
we
talked
about
,
you
know
,
the
communication
meeting
that
happened
and
here
was
some
feedback
that
came
from
the
group
.
So
there's
gotta
be
a
full
cycle
that
it
gets
back
up
to
leadership
and
that
they
that
it's
fed
back
down
.
We
heard
you
,
we
understand
,
after
we
had
our
meeting
last
month
,
that
there
were
some
questions
about
let
us
further
clarify
or
communicate
further
,
or
that
there's
perhaps
an
issue
that
we
were
not
aware
of
,
we're
gonna
create
a
focus
group
or
a
task
group
and
assign
them
the
responsibility
for
coming
up
with
some
recommendations
that
we
can
consider
and
,
you
know
,
together
we'll
come
up
with
the
right
answer
.
Beth Potratz
26:41
It's
all
the
old
employee
engagement
,
you
know
,
people
being
a
part
of
it
.
Nobody
can
help
solve
the
problem
better
than
the
people
who
are
hands-on
experiencing
it
.
And
you
know
,
I
think
,
also
two
leaders
to
get
and
walk
in
the
shoes
of
the
people
that
they're
trying
to
serve
.
I
mean
,
you're
serving
people
as
a
leader
,
so
get
in
their
shoes
and
,
you
know
,
do
the
work
.
And
now
,
as
I
try
to
ask
myself
,
you
know
,
I
like
to
think
that
I
don't
ask
people
to
do
anything
that
I
wouldn't
do
myself
,
and
I
try
,
I
feel
like
I'm
having
high
standards
to
,
you
know
,
say
,
have
I
done
it
myself
?
You
know
,
what
did
it
take
when
I
did
it
and
am
I
really
asking
something
?
That's
,
you
know
,
way
out
there
.
Blythe Brumleve
27:23
I
love
that
because
I
got
my
start
in
freight
when
I
worked
for
an
asset-based
3PL
and
the
CEO
who
I
was
his
direct
assistant
.
He
was
a
former
driver
and
so
he
always
had
an
open
door
policy
and
the
drivers
that
worked
for
our
company
knew
that
they
could
walk
in
right
through
the
front
door
and
walk
right
in
his
office
and
have
a
conversation
with
him
.
I
mean
,
the
drivers
absolutely
loved
that
he
was
a
former
driver
Even
so
.
Much
so
one
of
the
drivers
got
the
company
name
tattooed
on
his
back
from
shoulder
to
shoulder
.
Now
,
unfortunately
,
that
company
closed
down
so
that
guy
is
stuck
with
that
tattoo
,
but
it
was
.
I
always
really
respected
that
from
my
old
boss
is
that
he
had
that
open
door
policy
and
that
the
drivers
really
loved
talking
to
him
and
that
they
knew
that
something
would
happen
after
talking
to
him
.
Is
it
kind
of
a
safe
assumption
that
that's
where
the
most
companies
are
succeeding
if
it
comes
to
driver
recruiting
?
Is
that
they're
listening
to
their
drivers
and
they're
keeping
their
best
talent
?
Beth Potratz
28:25
Yeah
,
absolutely
Listening
and
responding
.
And
I
think
in
those
instances
you
have
the
people
who
sort
of
have
the
guts
to
go
in
there
and
have
that
conversation
.
But
what
a
really
good
leader
will
do
is
,
if
they're
having
those
conversations
,
they're
gonna
outwardly
talk
about
hey
,
it's
my
understanding
that
I'm
hearing
from
the
ranks
and
whatever
,
that
we're
having
these
challenges
.
So
they're
not
calling
out
the
people
that
brought
it
to
them
specifically
,
but
they're
making
sure
that
the
conversation's
out
there
so
that
the
other
people
who
worked
in
that
office
at
that
time
are
also
now
having
the
benefit
of
that
transaction
,
that
information
exchange
and
the
leader's
point
of
view
on
it
or
whatever
action
was
taken
.
Because
if
people
are
just
feeding
up
individual
complaints
,
if
you
will
and
sometimes
you
would
like
to
think
that
,
so
they're
not
all
complaints
sometimes
they're
just
saying
,
hey
,
I
really
appreciate
you
fixed
X
,
y
and
Z
or
it's
a
positive
thing
,
but
you
have
to
make
sure
that
the
people
aren't
left
behind
because
they
weren't
there
at
the
time
when
that
was
said
.
So
you
wanna
make
sure
that
everybody's
aware
that
these
things
are
happening
and
you
keep
it
front
and
center
.
Beth Potratz
29:38
We
asked
,
you
answered
.
Here's
what
we're
doing
about
it
.
What
else
,
what
are
we
missing
?
How
else
can
we
get
you
involved
?
Blythe Brumleve
29:48
Yeah
,
I
think
all
great
lessons
and
I
wanna
switch
gears
a
little
bit
because
I
want
to
talk
about
some
of
your
marketing
initiatives
,
because
we
originally
met
at
TMSA
Transportation
and
Marketing
and
Sales
Association
and
marketing
plays
a
huge
role
in
your
business
Blythe Brumleve
30:05
.
I'm
curious
as
to
how
your
marketing
has
evolved
over
the
years
.
When
you're
targeting
drivers
versus
targeting
companies
,
Is
it
kind
of
the
same
strategy
or
do
you
have
a
different
approaches
to
both
?
Beth Potratz
30:18
Well
,
it's
kind
of
funny
that
you
said
that
,
like
when
we
first
started
,
I
was
just
showing
my
sales
team
this
because
you're
a
startup
,
you're
young
and
we
had
the
chicken
and
the
egg
.
No
drivers
are
gonna
come
and
sign
up
and
become
part
of
our
community
unless
we
have
jobs
and
nobody's
gonna
work
with
us
to
get
their
jobs
posted
unless
we
have
drivers
.
So
it's
a
little
bit
of
both
.
You
have
to
build
up
this
community
.
Well
,
we've
always
done
it
through
content
initially
,
and
we
still
do
.
We
write
all
of
our
own
original
content
that
celebrates
the
American
truck
driver
and
the
intersect
between
their
lifestyle
and
their
career
,
and
we're
all
about
it
being
a
personal
experience
,
making
hiring
personal
again
.
So
,
literally
when
we
first
had
drivers
start
signing
up
with
us
,
we
had
these
little
cards
I
was
just
showing
my
sales
team
.
Did
you
guys
know
?
We
used
to
write
as
they
were
saying
?
We
wrote
our
handwritten
cards
for
all
of
our
Christmas
cards
and
my
hand
hurts
and
I'm
like
.
We
used
to
write
a
handwritten
card
to
every
single
driver
that
signed
up
with
us
,
just
as
another
.
Hey
,
thank
you
,
we
see
you
.
There
would
be
a
lot
of
cards
now
.
I
don't
even
know
if
anybody
would
be
able
to
keep
up
with
it
.
But
it's
always
looking
at
everything
we're
doing
and
are
we
really
living
up
to
the
brand
in
being
personal
?
Beth Potratz
31:31
And
I
think
the
biggest
shift
in
our
marketing
is
that
Drive
my
Way
is
an
experience
.
It
truly
is
.
I
mean
,
is
it
a
service
,
is
it
a
product
,
is
it
a
solution
?
It's
all
the
things
.
But
the
truth
is
it's
an
experience
on
both
sides
.
So
we
use
storytelling
of
the
people
who
have
had
the
opportunity
to
have
the
Drive
my
Way
experience
lead
our
marketing
.
Beth Potratz
32:01
So
when
a
driver
is
hired
by
a
carrier
that
they
got
from
Drive
my
Way
,
we
immediately
reach
out
to
them
.
We
have
a
role
on
the
team
called
Matchmaker
.
All
the
matchmakers
do
.
They
work
part-time
,
dayfights
and
weekends
.
It's
the
greatest
job
ever
.
They're
amazing
and
they
absolutely
love
working
with
the
drivers
.
Beth Potratz
32:24
And
they
reach
out
and
congratulate
the
driver
,
let
them
know
that
we're
setting
their
profile
to
unavailable
so
that
now
they
won't
continue
to
get
matched
now
that
they've
found
the
carrier
that
they're
gonna
stay
working
with
,
and
we
give
them
the
opportunity
to
tell
us
what
it
was
like
to
work
with
Drive
my
Way
.
Beth Potratz
32:40
So
they
get
like
a
little
survey
they
can
put
in
a
written
testimonial
.
They
can
record
it
with
just
their
voice
or
they
can
make
a
video
,
and
they
actually
make
videos
and
send
them
into
us
and
they're
fantastic
and
you
get
them
in
their
real
environment
.
They're
in
the
back
of
the
cab
or
they're
home
on
their
reclining
chair
or
whatever
,
and
they
talk
about
how
drive
my
way
helped
,
what
it
is
where
they
were
looking
for
,
how
it
was
different
,
and
so
they're
able
to
express
what
that
experience
was
like
firsthand
,
so
that
then
other
people
who
are
thinking
about
it
will
see
that
and
can
maybe
identify
with
any
one
or
more
of
those
stories
.
And
then
,
likewise
,
we
use
our
employer
case
studies
and
actual
recruiters
recruiting
managers
,
recruiting
leaders
stories
on
how
they
go
about
their
role
and
what's
important
to
them
and
how
they're
utilizing
or
partnering
with
drive
my
way
to
tell
that
side
of
the
story
as
well
.
We
call
it
trucking
truth
,
or
will
you
do
a
case
study
?
Blythe Brumleve
33:52
Do
you
have
a
you
know
,
a
favorite
or
two
of
from
the
stories
you've
gotten
so
far
?
Beth Potratz
33:58
You
know
I
Fash
there's
so
many
and
I
love
every
day
I
get
some
kind
of
an
Acknowledgement
or
call-up
from
the
matchmakers
,
but
I
do
.
I
actually
remember
one
Was
a
holiday
,
I
can't
remember
which
holiday
,
but
we
had
a
lot
of
people
that
were
off
and
I
it
was
a
Saturday
,
it
was
over
a
holiday
weekend
and
I
was
working
and
one
of
the
calls
came
through
to
me
and
it
was
one
of
the
drivers
and
it
was
frustrating
because
he
was
trying
to
,
you
know
,
update
something
to
his
profile
and
so
I
was
helping
him
out
and
we
just
kind
of
got
to
talking
and
you
know
he's
like
,
you
know
I
just
so
frustrated
.
I
love
my
job
.
I'm
an
over-the-road
driver
,
been
doing
it
for
more
than
15
years
.
He's
like
,
you
know
I
love
my
company
and
I'm
like
well
,
why
are
you
looking
for
another
job
Like
what
you
know
?
Why
are
you
even
on
drive
my
way
?
And
he
said
well
,
my
wife
just
came
down
with
cancer
and
I'm
gonna
need
to
be
home
here
,
you
know
,
helping
get
her
to
and
from
her
treatments
and
I
just
need
to
be
around
more
and
unfortunately
my
company
is
all
over
the
road
.
We
don't
have
anything
local
.
And
he's
like
and
so
I
never
even
thought
I'd
ever
be
in
this
position
.
I
have
to
look
for
another
job
and
I
have
no
idea
what
I'm
doing
,
so
we
just
kind
of
walked
through
it
.
Beth Potratz
35:05
So
those
are
the
kind
of
stories
that
you
know
and
then
they
come
back
to
and
say
,
gosh
,
you
know
,
you
were
there
for
me
helping
me
sort
through
all
but
what
was
to
me
chaos
.
You
know
,
I
couldn't
figure
it
out
what
I
needed
,
and
Zero
right
in
on
exactly
what
I
needed
at
exactly
the
time
I
needed
it
.
And
so
it's
those
kinds
of
things
where
it
just
touches
you
and
you
realize
that
,
yes
,
you
know
you
always
want
to
be
doing
right
by
people
and
adding
value
,
but
when
you
realize
that
you're
genuinely
impacting
people's
lives
every
day
and
their
families
,
that
makes
it
pretty
exciting
.
And
then
,
on
the
carrier
side
,
I
love
the
stories
of
how
somebody
got
into
their
role
as
a
recruiter
and
how
it's
kind
of
changed
how
they
,
how
they
,
go
about
recruiting
.
I
only
say
that
because
I
am
one
of
these
firm
believers
that
most
people
don't
take
a
linear
path
to
their
career
,
that
your
,
your
professional
self
,
is
really
this
compilation
of
experiences
that
you've
had
and
this
Transferrable
set
of
skills
that
you've
built
over
time
that
you
know
,
make
you
who
you
are
and
and
you
know
you
are
and
how
you've
developed
into
into
being
.
You
know
good
at
the
things
that
you're
,
that
you're
contributing
.
So
I
love
to
hear
Stories
from
people
how
it
shaped
Ultimately
the
professional
that
they
are
today
.
Beth Potratz
36:34
And
we
recently
did
an
interview
with
David
Pike
,
who
is
the
head
of
recruiting
for
NFI
,
and
it
was
.
It
was
very
emotional
for
me
.
It
was
.
It
was
especially
like
this
time
of
year
to
me
.
Beth Potratz
36:48
Here
we
are
on
Saturday
we're
gonna
be
doing
reads
across
America
and
David
comes
from
a
military
background
and
it
tells
a
whole
story
.
It's
on
our
it's
on
our
blog
if
you'd
like
to
check
it
out
,
drive
my
way
calm
and
he
tells
the
story
of
being
a
young
man
who
went
off
into
the
military
and
Marines
and
he
was
in
his
role
and
then
they
actually
approached
him
about
being
a
recruiter
for
the
military
and
he
went
through
extensive
training
to
do
this
and
went
when
he
realized
as
a
military
recruiter
that
he
was
literally
Completely
impacting
these
young
men
and
women's
lives
,
like
for
the
rest
of
their
life
,
and
he
told
the
story
about
this
one
gentleman
that
literally
changed
the
trajectory
of
this
young
man's
life
and
how
he
came
back
to
him
and
said
you
know
,
I
don't
know
if
you'll
ever
you
realize
what
you
did
for
me
and
thank
you
.
And
he's
brought
that
forward
in
the
recruiting
role
today
,
because
I
think
so
often
sometimes
we
get
into
a
mode
where
we're
so
busy
we're
processing
things
it's
,
you
know
,
check
it
off
the
list
,
check
it
off
the
list
and
we
don't
ever
stop
to
think
for
a
minute
that
like
,
wait
a
minute
,
these
are
real
people
,
like
they
need
this
job
,
like
I'm
.
You
know
I'm
in
a
position
I
can
either
move
them
forward
or
not
,
not
even
acknowledge
that
they
came
in
to
begin
with
.
And
I
hear
today
so
many
people
you
know
kind
of
claiming
I
think
they
took
the
human
out
of
human
resources
.
I
submit
all
of
these
resumes
,
right
,
you
know
,
and
plot
all
these
jobs
.
I
never
hear
back
from
anybody
and
you
know
to
hear
David
tell
this
story
on
how
he
imparts
on
each
and
every
one
of
his
recruiter's
and
how
he
operates
himself
,
that
Never
forget
the
importance
of
the
job
that
you're
doing
and
that
you
know
every
interaction
,
whether
it's
the
right
fit
for
the
driver
,
right
now
or
Later
or
never
,
that
you're
impacting
somebody's
life
.
So
it
really
puts
it
in
a
very
different
perspective
and
I
love
to
hear
those
kinds
of
stories
because
I
think
professionally
we
all
grow
From
being
able
to
,
if
we're
able
to
,
leave
ourselves
vulnerable
and
share
with
each
other
.
I
think
that's
positive
.
Beth Potratz
39:17
We
just
did
a
really
fun
thing
at
TMSA
in
Chicago
where
we
brought
all
the
sales
and
marketing
folks
in
Kathleen
Kaganite
and
to
facilitate
a
little
session
on
just
how
like
incredible
change
in
the
function
of
marketing
over
the
years
.
Beth Potratz
39:36
I
mean
people
in
marketing
are
being
asked
to
be
the
be
all
and
all
of
everything
.
Beth Potratz
39:41
I
mean
all
the
assignments
that
you're
given
,
everything
from
board
decks
to
you
have
to
do
.
You
know
sales
leads
to
your
outbound
.
You're
doing
internal
employee
communications
,
and
,
and
,
and
,
and
,
and
,
and
and
.
It's
gone
crazy
and
it's
.
It
was
interesting
to
have
you
know
sort
of
,
you
know
very
confidential
everybody
kind
of
going
around
the
room
and
you
realize
how
much
they
all
have
in
common
at
all
different
you
know
sort
of
stages
of
their
career
and
the
incredible
sort
of
camaraderie
or
bonding
that
occurred
because
every
person
that
was
telling
their
story
or
their
challenge
In
some
way
the
others
in
the
room
could
relate
or
had
faced
something
similar
.
So
they
were
literally
sort
of
like
helping
each
other
live
in
the
room
and
just
to
feel
like
that
kind
of
that
support
,
like
I'm
I
lived
through
that
or
I'm
in
the
midst
of
that
now
,
and
I
was
like
you
know
,
this
is
really
something
we
should
all
be
doing
,
this
,
no
matter
what
the
career
is
right
,
because
that's
how
we're
better
together
.
Blythe Brumleve
40:46
Yeah
,
I
love
that
you
brought
that
up
,
because
TMSA
that
it's
one
of
those
events
where
it's
not
going
to
be
the
most
people
in
the
industry
that's
going
to
attend
.
What's
the
beauty
of
the
TMSA
is
like
the
smaller
community
that
you
can
build
and
through
those
like
minded
experiences
and
be
able
to
feel
like
you're
not
alone
,
and
I
think
that
that's
,
you
know
,
what
the
TMSA
creates
.
It
sounds
like
that's
what
you're
Blythe Brumleve
41:14
.
You
know
,
creating
a
drive
my
way
to
and
I'm
curious
with
all
of
the
drivers
and
the
carriers
that
you've
spoken
to
,
and
especially
with
you
know
,
being
in
this
industry
since
2016
.
Are
there
any
differences
between
?
I
imagine
there's
some
differences
between
.
You
know
that
I
heard
that
the
average
age
of
a
truck
driver
in
the
United
States
is
somewhere
around
like
56
years
old
.
Are
there
any
differences
between
what
the
56
year
old
truck
driver
wants
and
the
24
year
old
truck
driver
,
or
are
they
kind
of
the
same
pay
in
at
home
time
?
Beth Potratz
41:49
They're
somewhat
similar
,
but
there
are
differences
there
.
They
have
differences
in
how
they
prefer
to
communicate
.
I
can
tell
you
that
drivers
overall
that
are
sort
of
older
when
I
say
older
I'm
going
to
say
over
4045
or
older
you
know
,
in
2023
50%
of
them
are
happy
and
2023
those
under
45
only
about
54%
are
happy
,
but
there's
been
a
decline
in
the
drivers
under
45
level
happiness
between
2019
and
2023
.
So
I
think
that
as
you
move
up
,
both
in
age
and
in
experience
,
your
,
I
guess
,
level
of
expectations
and
the
things
that
are
most
important
to
you
change
.
I
think
we
just
had
this
conversation
prior
to
recording
on
.
Beth Potratz
42:45
When
you
kind
of
hit
certain
stages
in
your
life
,
sometimes
you
have
a
greater
appreciation
for
things
that
you
might
not
even
have
thought
of
earlier
in
your
career
and
you
,
and
then
that
at
,
even
sign
a
higher
value
to
that
.
Like
you
know
,
we
were
talking
earlier
about
coming
up
on
the
holidays
and
as
,
as
you
age
,
you
know
how
much
more
precious
the
gift
of
time
becomes
.
Right
,
that's
not
something
you're
.
You're
not
thinking
of
the
gift
of
time
when
you're
22
.
Blythe Brumleve
43:19
I
love
.
Yeah
,
I
,
I
talk
about
it
again
.
I'm
going
to
cry
for
like
the
third
time
on
this
episode
Exactly
.
I
think
it
really
is
a
no
.
It
really
brings
,
I
think
,
the
conversation
full
circle
,
because
you're
talking
about
the
value
of
a
driver's
time
and
so
much
of
it
is
wasted
by
other
companies
,
by
warehouse
operations
,
loading
and
unloading
times
and
things
like
that
.
That
it's
not
just
the
work
,
I
think
,
that
is
impacting
drivers
,
it's
also
just
the
lack
of
respect
around
how
their
time
is
treated
versus
everybody
else's
.
And
so
that's
why
I
think
what
you're
doing
is
so
valuable
,
because
you're
you're
putting
the
power
back
in
the
driver's
hands
and
able
to
give
them
the
decision
making
promise
to
be
able
to
find
that
other
gig
.
Blythe Brumleve
44:16
I
think
sometimes
it's
really
hard
to
think
about
what
that
next
gig
could
look
like
,
especially
when
you're
in
your
,
your
current
.
You
know
just
sort
of
schedule
and
normal
day
,
every
,
everyday
activities
,
and
so
it
you're
creating
that
catalyst
,
you
know
,
for
them
to
be
able
to
find
that
that
little
bit
better
of
a
job
might
not
be
perfect
,
not
all
the
getting
job
is
,
but
you're
at
least
giving
them
that
opportunity
to
find
something
better
,
to
give
them
back
their
time
,
and
so
that
you
know
,
as
we
sort
of
round
out
,
you
know
this
conversation
is
is
there
anything
else
that
you
feel
like
is
important
to
mention
about
what
you
do
?
You
know
,
drive
my
way
,
things
like
that
,
or
just
the
industry
as
a
whole
,
that
that
we
haven't
already
talked
about
?
Beth Potratz
45:00
And
just
you
know
,
to
me
,
we're
all
in
this
together
.
This
is
what
one
of
the
most
incredible
industries
to
work
in
.
You
know
it
,
I
know
it
,
the
people
are
what
really
makes
the
difference
.
There's
nothing
like
the
supply
chain
.
Without
it
,
nothing
would
run
.
Beth Potratz
45:20
And
the
amount
of
dedication
and
just
pure
commitment
and
,
you
know
,
get
it
done
at
all
costs
,
effort
that
goes
into
the
supply
chain
is
just
really
something
that
I
hope
everybody
has
an
appreciation
for
,
and
any
opportunity
that
we
get
where
we
can
share
with
each
other
and
all
of
the
different
aspects
of
the
supply
chain
,
can
listen
to
what
,
what
they
appreciate
and
what
they
need
from
each
other
,
the
better
it'll
be
.
So
you
know
,
I
think
we're
here
,
you
know
,
obviously
talking
to
the
drivers
,
but
it
goes
to
the
dispatchers
,
to
the
maintenance
text
,
to
everyone
,
because
nobody
can
.
Actually
,
the
one
thing
about
the
supply
chain
is
nothing
can
get
done
,
nobody
can
do
their
job
without
the
other
people
doing
their
job
.
So
it
really
is
a
group
effort
and
I
think
we
go
through
the
good
times
together
and
we
go
through
the
tough
times
together
,
and
it's
how
we
show
up
and
how
we
own
it
and
how
the
leaders
step
up
and
lead
and
,
you
know
,
bring
people
along
with
them
.
You
know
we're
doing
this
together
.
Beth Potratz
46:35
That
makes
us
stronger
,
and
so
that
just
was
what
I
think
about
when
I
reflect
on
this
really
tough
year
everybody's
had
.
I
mean
,
we've
been
through
some
stuff
,
you
know
.
I
mean
go
from
COVID
to
this
like
we
are
what
the
heck
else
.
But
you
know
,
but
we
come
out
stronger
every
time
and
and
we
get
challenged
to
not
even
know
what
we're
capable
of
,
and
we've
become
capable
of
so
much
more
when
we
realize
that
we're
part
of
something
bigger
and
it's
we're
not
in
a
alone
and
we're
able
to
do
it
together
.
So
I
guess
I
just
no
matter
where
you
sit
or
where
you
work
or
what
you
do
,
whether
you're
within
the
supply
chain
or
one
of
the
lucky
people
that
is
the
recipient
of
all
the
supply
chains
efforts
that
that
you
just
take
a
second
,
you
know
,
in
this
season
especially
,
to
just
reflect
and
be
appreciative
of
what
we
all
have
and
and
be
,
you
know
,
cognizant
of
the
great
level
of
responsibility
that
it
brings
with
it
and
that
we
keep
it
going
and
I
think
that's
very
well
said
,
and
.
Blythe Brumleve
47:47
but
it
took
us
a
long
time
to
have
this
conversation
,
but
I'm
glad
that
we
had
it
at
this
time
of
the
year
.
I
think
it's
a
really
great
reflection
and
really
great
sort
of
signal
for
for
the
coming
years
,
as
far
as
you
know
the
resiliency
of
this
industry
and
breaking
down
these
silos
and
,
you
know
,
continuing
to
.
You
know
have
those
communication
doors
open
.
Is
there
any
,
I
guess
,
piece
of
advice
would
you
give
to
carriers
out
there
that
are
struggling
to
recruit
drivers
,
struggling
to
retain
drivers
or
not
just
keep
good
drivers
?
It
?
Was
there
any
kind
of
advice
that
you
would
give
them
to
best
prepare
for
for
2024.
?
Beth Potratz
48:24
Yeah
,
I
think
the
biggest
.
It's
not
a
matter
of
when
things
are
going
to
change
or
if
they're
going
to
change
,
it's
when
I
think
anybody
has
a
crystal
ball
.
I
think
we
just
are
all
everybody's
used
to
being
cautious
.
You
know
,
we're
not
going
to
run
right
in
,
we're
going
to
kind
of
,
you
know
,
make
sure
things
are
headed
in
the
right
direction
and
they
are
.
I
really
do
believe
that
.
Beth Potratz
48:48
But
I
think
people
need
to
realize
and
be
more
planful
that
you
can't
just
flip
a
switch
,
because
what's
going
to
happen
is
,
you
know
,
we're
all
sort
of
trying
to
read
the
two
leaves
and
adjust
accordingly
with
all
of
our
operations
so
that
we
can
win
and
as
things
start
to
pick
up
and
they
will
,
they
really
will
and
they
will
,
it'll
start
to
happen
quickly
.
It's
going
to
happen
to
each
and
every
one
of
us
and
realize
that
when
that's
happening
we're
going
to
start
over
again
and
that
everybody's
going
to
be
trying
to
recruit
.
Everybody's
going
to
be
trying
,
you
know
.
So
start
now
.
Beth Potratz
49:28
I
mean
,
you
know
you
should
be
constantly
having
those
conversations
and
nurturing
so
that
when
the
time
comes
you've
made
that
connection
and
you're
ready
to
make
that
hire
,
that
person's
ready
to
make
the
move
.
Maybe
they're
not
ready
right
now
,
and
don't
ignore
the
people
that
are
working
for
you
now
.
You
should
be
re
recruiting
them
all
the
time
,
because
you
know
we
hear
that
when
change
happens
,
you
know
it
leads
people
wondering
.
So
keep
the
lines
of
communication
open
,
have
the
conversations
with
your
current
people
to
making
sure
that
you're
hearing
sentiment
and
keeping
on
track
with
,
however
,
one's
feeling
and
and
what's
happening
and
how
you're
going
through
it
together
,
and
then
never
stop
creating
the
connections
externally
and
nurturing
those
relationships
so
that
you
can
surround
yourself
with
the
best
talent
.
Blythe Brumleve
50:21
Another
gem
that
that
that
you
dropped
,
beth
,
it
was
a
great
conversation
.
Where
can
folks
,
I
guess
you
know
,
if
they
,
if
they
want
to
step
up
their
game
in
2024
,
if
they
want
to
,
you
know
,
keep
those
lines
of
communication
open
?
Where
can
you
know
carriers
reach
out
and
have
drivers
if
they're
looking
to
make
it
?
You
know
lifestyle
change
or
you
know
a
time
management
change
to
a
better
offer
opportunity
.
Where
can
folks
,
you
know
,
follow
more
of
you
and
your
work
?
Beth Potratz
50:46
Yep
,
you
can
contact
me
at
the
POTRATZ
at
drive
my
way
dot
com
.
Blythe Brumleve
50:53
Love
it
,
absolutely
love
it
.
This
was
a
gem
of
a
conversation
,
so
thank
you
again
,
beth
.
Thanks
so
much
.
I
hope
you
enjoyed
this
episode
of
everything
is
logistics
,
a
podcast
for
the
thinkers
in
freight
,
telling
the
stories
behind
how
your
favorite
stuff
and
people
get
from
point
A
to
B
.
Subscribe
to
the
show
,
sign
up
for
a
newsletter
and
follow
our
socials
over
at
everything
is
logistics
dot
com
.
And
in
addition
to
the
podcast
,
I
also
wanted
to
let
you
know
about
another
company
I
operate
,
and
that's
digital
dispatch
,
where
we
help
you
build
a
better
website
.
Blythe Brumleve
51:28
Now
,
a
lot
of
the
times
,
we
hand
this
task
of
building
a
new
website
or
refreshing
a
current
one
off
to
a
co
workers
,
child
,
a
neighbor
down
the
street
or
stranger
around
the
world
,
where
you
probably
spend
more
time
explaining
the
freight
industry
than
it
takes
to
actually
build
the
dang
website
.
Blythe Brumleve
51:45
Well
,
that
doesn't
happen
at
digital
dispatch
.
We've
been
building
online
since
2009
,
but
we're
also
early
adopters
of
AI
,
automation
and
other
website
tactics
that
help
your
company
to
be
a
central
place
to
pull
in
all
of
your
social
media
posts
,
recruit
new
employees
and
give
potential
customers
a
glimpse
into
how
you
operate
your
business
.
Our
new
website
builds
start
as
low
as
$1500
,
along
with
ongoing
website
management
,
maintenance
and
updates
starting
at
$90
a
month
,
plus
some
bonus
freight
marketing
and
sales
content
similar
to
what
you
hear
on
the
podcast
.
You
can
watch
a
quick
explainer
video
over
on
digital
dispatch
dot
IO
.
Just
check
out
the
pricing
page
once
you
arrive
and
you
can
see
how
we
can
build
your
digital
ecosystem
on
a
strong
foundation
.
Until
then
,
I
hope
you
enjoyed
this
episode
.
I'll
see
you
all
real
soon
and
go
Jags
.
