From The Driver's Seat: Update From Dedicated

Welcome to From the Driver's Seat, the Averitt podcast for all Averitt drivers to keep up with news and information across our network. Make sure to subscribe on your preferred podcasting app to make sure you're notified as soon as every episode drops. And now hosting from the driver's seat, director of driver services, David Royals. Hey, everybody. It's Dave Broyles. Got a great podcast coming to you today. Gonna talk about that in just a minute, but there's something that's really important that's going on right now. In August and September, we're doing the health screenings, and the health screenings are so important. And what they do, they go out, pull your blood, they run a certain amount of tests on it, you're gonna get the results, you can get them sent to your doctor. It's really important that you do that. You know, the earlier we can detect problems, the better off we are at taking care of them in life. And health health screenings are important. We do it for free. They're at different locations throughout the system. If you don't know where they are, go to Inside Averitt and look that up or go to your leader and ask your leader about it. If you can't make it to one of those locations, that's not a reason not to do your health screening. You need to go see your own doctor and get it pulled. It won't cost you anything to have the blood pulled for your health screening, but it's really important that you do that. We want everybody to stay healthy and be in good shape. Thank you so much for doing that. I got Dan Singer with us today. How are doing, Dan? I'm doing great, Dave. How about yourself? I'm doing great. Good to talk to you again. Likewise. You know, it's it's it's a fun time of year right now. Yes. It is. It's a fun time to be at Averitt. Fun time to be at Averitt. It's, you know, it's been a long time coming, but, you know, the things are turning really fast right now, I think. Right? Absolutely. Absolutely. I mean, lot lot of changes in the marketplace, tightening up capacity, but that's still before us. Right. There... We... We've we've already turned the corner and dedicated, and it's it's kind of irrespective of what is before us with the tightening market. And I know you're you're talking about the tightening market is gonna change and all that, but, you know, you all have done some great job bringing some new business to to us. Right? Yeah. Absolutely. So the gains, like this year already, in 2026, we started with Expeditors Nashville in January. Since then, we've implemented Expeditors in Raleigh, Thompson CAT, and kind of the... In Alabama. The the common theme there for for all of that business that we've already implemented is it wasn't a function of a tightening market. That was a function of shippers who have made the determination that they're willing to pay a little bit more for quality service. So Thompson Cat was kind of begat by Boyd Cat, and Expedited's Nashville in January, then Expedited's Raleigh last month was a function of the other three Expedited locations we... We've already implemented. So we are definitely trending upward and and we've got another another Expedited piece of business in the hopper and a large aftermarket supplier, and it's similar with those as well. It's not a function of tightening capacity. It's shippers who have determined that they want the quality service that we provide. And, you know, that's why it's important that we perform well. Absolutely. You know, I think we do a good job when we kick new new sites off and get things going. I think you all have a great plan for doing that kind of stuff here. You think about how we're gonna get into it. But performance is what's making that... Those are all performance indicators. Right? Oh, yes. 1100%. So to to touch on your first point, we have a very detailed implementation plan. And it it gets down to some minutiae, but you gotta check a lot of boxes to bring up any size operation really. But it's it's even more complicated for large operations. And probably this... Well, one of the biggest pieces of that is is recruiting our staff through, hopefully, mostly internal transfers. Right. I'd prefer if it was 100% internal, but when we have to, you know, to recruit from the outside as well. It's always nice to have somebody that's already Averitt and involved in the culture. Right? So that's why it's important that we hire right too. Right? That that is that is huge. And and on the business that we've already implemented this year, as well as the stuff that I referenced that is in the hopper where we're still finalizing contracts, we've seen really, really good internal transfer response. And, you know, I I think that's great because that's that's, you know, we talk... Always talk about that as being one of the benefits of coming to Averitt. The opportunity to transfer into a different position because it works for you, you know, personally, because you might wanna try something else, whatever the reason might be. But those transfer opportunities, I think, are really kinda core to to our beliefs. Well, Gary and I have talked to drivers that have been in... You know, they started in Truckload. They went to Dedicated. They're in LTL. And then then some of them have gone back to Dedicated at that point. We've seen them transfer four different times because they said that maybe a new account came on, and they said, this account sounds like something I'd really like. Yep. Yep. And, you know, we were talking numbers a while ago, and I think you have an account coming up that's gonna be a great account. How many... Just how many drivers is the account that we're just... That's the new account? The big one in Atlanta? Yeah. That will be 32 driving associates and 10 dock associates. Wow. That's amazing. And that's that's a big chunk, isn't it? That is a very big piece of business. And we'll, you know, we'll operate well in that. And we earned that one. Yes. That's another one that didn't come about because somebody quit or the business quit. We actually earned that business. Right? Oh, yeah. Yeah. And we're we're following, I believe, the last ranking I saw, the number four. It's definitely top five in terms of sheer size dedicated carriers in the country. So I only say that to say we are not afraid to compete with anybody, anyone whatsoever. We're we're in the top 20. We're actually number 20. But on quality, I'll compete all day every day against one, two, three, four, five, 10, what... Whatever it is. And this year, our mission is to move up into the top 20 deeper. I think so. You know? And that all goes back to the people we hire and the drivers that we have on board. They do a great job. Oh, that's They pick up on time. They deliver on time. You know, I look at all the the big accounts like Costco accounts, you know. We do we do, I say we, I'm using that term loosely because it's the drivers really doing the most of the work and and our support staff out in the field as well. Know, people, you know, the frontline leaders and all your folks, but those drivers, they're out there every day, you know, picking up on time and delivering on time, and our customers love that. Oh, yeah. Well, the the the unnamed piece of business that we're finalizing the contract on right now, one of the things that sold the deal was they went and observed a Cracker Barrel delivery, and they were so incredibly impressed with the professionalism of our associate, the way he conducted himself, the way he interacted with the customer. That I'm convinced that that was one of the biggest factors in in them selecting Averitt. That's really nice that you you can get somebody to come watch us And say, hey, here's what we do. They pick Cracker Bar. I guess Cracker Bar... How long have we been with Cracker Bar? Probably right at twenty five years. That's a, you know, that's a long time to have a partner with Cracker Barrel. And that's a great relationship, and it's, you know, another one I I won't name the competitor, but we operate alongside alongside somebody there. And, you know, to use their words, we're the solutions provider. Right. And we always have been for every... And I think in every account that you all touch, you find ways to make that customer happy. And that's why we end up with so many long term accounts. We stay there for a long time. We make the customer happy. We do what they wanna do, and we make sure we do it right. And so I'm excited about this year coming up. I think it's gonna be a great year for us. Oh, I I do too. Because as I kinda started off our conversation, everything that we've already got in the hopper is based purely on quality of service and those shippers that already acknowledged they were willing... They wanted to get the quality of service we we provide, so they're willing to pay a little bit more. Now we're quickly coming into a market where capacity is tightening dramatically, and I'm confident that's gonna give us even more opportunities in the second half. I absolutely think it is. And you know what I like about it too? You know, you and I were talking earlier about some of the future opportunities. They're spread out. They're not just... Like, not everybody's in Atlanta. You know, you've got things going on in Dallas, Memphis, Raleigh. You got it spread out across the system, so all drivers get the opportunity to get a dedicated position and possibly home daily, depends on what the position is. Right. But they have the opportunity to get that dedicated position if that's what they really want. Oh, yeah. Yeah. I mean, we just finished, you know, I mentioned Raleigh, just finished an implementation for Thompson CAT that was Alabama, pretty much the entire state. We've got two big ones coming up in Atlanta, and we got some really promising opportunities, other parts of Georgia, Florida Yeah. Texas. Florida. Texas. Florida. Oh, yeah. All over all over our our network. Like, yeah, that's just more opportunity for those drivers that came in looking for the opportunity to grow within Averitt. And we've got drivers that came in as students that are now service center directors. So these drivers that are coming in, they start working their way through system. They learn the system. They learn what they like, and and they'll start to shine. And that's how they get that's how they get promoted into those positions. Right. If they if they have that interest. And and same thing within dedicated. Probably half of our leadership started out either on the dock or in driving positions. Right. Not not of interest for everyone, but for those that it is of interest to, that's that's that's our duty as leaders to make sure we're identifying those people that have the interest and and want to kinda, you know, pursue that angle of their career. And it's it's our job to help them get there, help develop that. You know, the key to that is when you're... When we're talking to people and we see people out in the field, you can tell when somebody's in the Averitt culture. When they're part of Averitt. I think that's the key to it. That starts it. You you can say, wow, that person's in the Averitt culture. You can just tell and they start growing within. It's different when they are. Right? Oh, absolutely. I mean, if if you're not a Averitt associate, you can't really describe it. I've always referred to it as kind of our secret sauce. But once you're here, you know what it is. Oh, yeah. Even even if... Sometimes maybe it can be, you know, not so easy for every associate to verbalize it, but we all sure know what it is. After you're here any period of time and, you know, just like what I experienced, like I'm sure everybody else did. I just had my thirtieth anniversary and I knew very quickly in my career that I was gonna be retiring here. I'm the same way. I think everybody is when they when they come in and they get part of that culture. I think one of the things I like about the Averitt Cares for Kids Oh, yes. Is culture. That's deep in my heart. I think everybody that's part of the Averitt culture. Averitt Cares for Kids is where it all starts for everybody, I think. It it it exemplifies our culture, the the sense of paying it forward and and being good stewards of our communities and and, you know, contributing. I I take it very personally. My my wife and I do independent. Averitt... I'm sorry. Saint Jude walk in Atlanta every year. Oh, okay. Get our sponsors together.... Runs and all that and everything like that. I'm too old to run, but... Too old to run? Yeah. My knees are too old to run. That's right. My mind thinks I can, but my knees say no. Yep. I hear you. But, you know, it is it is important. Averitt Cares for Kids is part of Averitt charities. It's integral to our how we operate and it's integral to our future. Not only that, but it's going to keep Averitt where we're at. And if people want to be here and they want somewhere where they can say, hey. Gary and I talked to a driver just this week and it was a thirty year driver, I guess it was, and he said, thank you so much for me not having to worry about where I'm going to work next year because I know the company's never going to get sold. That's part of the Averitt culture. That's what Averitt charities is. It's all ties together. So if you're out there, everybody needs to be part of Averitt. You how much it is, workdays? It's 20¢ a day. You give a dollar a week, it's 20¢ a day. Pre tax. Yeah. Pre tax. 20¢ a day, pre tax. That's really not a lot of money, is it? No. No. And it's it's it's not the money, it's the the attitude and the commitment that it exemplifies. Right. I agree with you a 100%. I've been down to Saint Jude's twice and it's amazing to see what goes on down there and how great that that charity is. Oh, yeah. You walk out of there a little bit misty, but even more hopeful. Yeah. You almost come out wanting to write a check. Oh, yeah. Yeah. When when I was there, it's like, alright. Sign me up for a blood donation and, Whatever. You know what can I do? Yeah. So I think that's important. You know, I think that's when we're hiring people, we like to think about that part of the Averitt culture. We, you know, we want people to be part of us, part of the Averitt part of the Averitt group, and that's what we're trying to get to. But... And I think hiring people is gonna be super important this year coming Yeah. Up I think I think... I don't think I know. I'm I'm looking at at open requisitions within the dedicated team and company wide. I mean, I have not seen these numbers in probably three years. So we got a pretty tall order ahead of us in in terms of staffing up. And we need help from all of our drivers. Yes. We do. 100%. That's the key. You know, I think we need our drivers to refer people just like them. And I think you talked... You know, you and I were having a conversation and you talked a little bit about a driver coming from a company and is a great driver. What does that driver need to do? That driver needs to call his friends from his previous employer, the ones that Are just like him. Exactly. Exactly. That he believes, she believes, would appreciate about Averitt what they would as well. And, yeah, as many of those folks as as as you can get. And there's there's a financial reward in in it for them as well. Right. Just for submitting the application, you get RTR points. Right. But when we hire them, there's a financial reward. Right. And it's a it's a great thing. You know, that's a great way for us to grow. Oh, absolutely. We do better from referrals. We hire better. They stay... People stay with us. It's really important that the referrals work. But in your case right now, I think you're gonna be really looking for people. So, you know, it's it's incumbent upon us to try to find ways to make it make it grow because that's what's gonna make the company grow. Oh, yeah. Yeah. We're quickly getting to the point where we cannot staff quickly enough. Right. Which is... Hey. We haven't had this problem in several years and I welcome the challenge, but in order to pull it off, we're gonna need everybody's assistance. Gonna be a good problem to have. Right? Yes, sir. I like these problems better than other problems sometimes. Absolutely. Well, Dan, I appreciate you coming in and talking to us today and telling us a little bit about what's going on with Dedicated and where we need to be going and where we need to head. But anything else for the drivers? No. Just a big thank you for everything that you do. We are... We're coming out of some pretty tough times, And the biggest factor in that has has been what our driving associates do. Because our driving associates operate the business. They establish relationships with our customers. Without them doing what they do every day, me and a lot of other people are just window dressing. So thank you for everything you do. Well, Dan, I appreciate it. Thank you so much for being on today. Yes, sir. Thank you. Thank you. If you're out there listening, think about all the stuff that we just talked about, which is the opportunities. If you're looking to transfer for a home daily position or a dedicated position, there's gonna be a lot of opportunity this year. There's already a lot of opportunity right now running on the running on the hotline with jobs that are available. If you're looking for that, get that. If you've got friends that might want that, that's the that's the end. But find the folks that are just like you. Get out there and find those people and say, hey. I've got a job just for you. It's perfect for what you've been looking for, and I know you're driving for so and so, but let me tell you about Averitt. And bring them in, make yourself an extra thousand dollars, but the... More importantly, you're gonna bring in a quality person. That's really what we want. We want quality people just like you. Thank you so much for listening in. I appreciate you. We'll see you out on the road.