Hiring a driver takes days. Keeping one takes years.
Recruiting has one record. Safety has another. Qualification lives somewhere else. EBE brings it together, so the people responsible for the driver are all looking at the same one.
Everything it learns, it keeps.
Most systems treat the hire as the finish line and throw away everything gathered to get somebody through the door. Six stages, one record, and it is worth more to your safety director in year three than it was to your recruiter on day one.
A short mobile application, scored against the profile built from who you actually hired.
MVR, PSP, and background ordered from inside the record, then read rather than filed.
The DQ file assembles itself as results come back, so safety review starts complete.
Offer, orientation and first-day paperwork, ending in a team member record with the file attached.
Qualification watched continuously rather than reviewed once a year. Safety events answered while the driver still remembers the day, with training assigned to the phone in their pocket and the record of it on their file.
Paperwork that does not cost them money. A straight answer about their own record without phoning anyone. And a carrier whose next caller already knows what the last one said.
Every department opens the same file. A safety manager looking at an event in year three can see what the driver was hired on and what the last conversation was about — without asking anyone or opening a second system.
The hiring half is EBE ATS →Software doesn’t fix pay or home time. It stops them being made worse by paperwork.
The same three answers, every time. Some of it is policy. A surprising amount is a process quietly failing.
A scale ticket that misses the cut-off is money that is not on the settlement. The driver finds out by opening it.
Flags what is missing before the payroll cut-off, not after.
Hired into the wrong lane because the seat was empty and the application had been sitting for days.
Scores against the drivers you actually kept, so hiring is a choice.
One call, weeks after the event, and it feels like being told off.
Reaches the driver while they still remember the day.
The driver stops starting over.
Recruiting hands to safety. Safety hands to operations. At most carriers each of those is a different system with its own version of the driver. On one record, a handoff is a status change — and everything learned before it is still there.
It arrives built rather than assembled — screening, verifications and history already attached to the driver.
Documents watched continuously against the driver, not reviewed once a year and hoped about.
An event answered this week changes behaviour. The same conversation six weeks later just annoys somebody.
Missing paperwork, assigned training and settlement documents, on the phone they already carry.
Industry runs $5,900–$15,300
driver retention
injuries
providers run EBE
Three solutions, one driver lifecycle.
Each works on its own, and each makes the next easier. Most carriers begin with whichever stage is costing them most and add the next once the first has paid for itself.
What carriers running it say.
EBE’s system cut our time-to-hire and took the busywork off our recruiters’ plates.
We’ve seen the gains from implementing these solutions, and that’s why we keep going back to EBE. By the time we’re done, I don’t think there will be a solution that EBE offers that we don’t have.
EBE’s solution has been incredibly successful for our organization. We now have far greater visibility, reduced operational cost, and a streamlined process that supports both our customers and drivers.
The questions we get on every first call.
Do we have to take all of it?
No. Start with whichever stage is costing you most — recruiting if seats are empty, qualification if an audit is coming — and add the next when the first has paid for itself.
Can software really affect retention?
Not on its own, and anyone telling you otherwise is selling. It cannot fix a pay package or a home time policy. What it can do is stop the avoidable losses — the driver who left over three short settlements, or the one nobody spoke to until the coaching conversation went badly.
What does “one record” actually mean in practice?
That the application a recruiter took, the MVR safety ordered, last month’s coaching event and last week’s documents are attached to the same driver. Nobody rebuilds a file to answer a question.
Where do most carriers lose drivers?
Between the application landing and someone calling, and again somewhere around month four. The first is a recruiting problem and the second is usually a consistency problem. Both are visible once the lifecycle is on one record.
Something we didn’t cover? Ask it before you commit to a meeting.
Ask us directly →Different departments,
the same Digital Workforce.
Pick one stage and we’ll price it.
Recruiting, qualification or the part after the first day — tell us which one is costing you most this quarter and we’ll show you that stage running on your own numbers.
