Tuscaloosa talent acquisition company that has recruited truck drivers for fleets since 2005, offering RPO, programmatic lead generation with published starting prices, and recruiting data tools.
Services
Who it serves
Overview
Randall Reilly is a talent acquisition company based in Tuscaloosa, Alabama, that focuses heavily on recruiting truck drivers for trucking fleets. The business traces its roots to 1934, grew into a business-to-business publisher for trucking, construction and agriculture, and added a recruiting division in 2005 to help fleets find and hire drivers. In 2024 the company split in two: the talent acquisition business kept the Randall Reilly name, and the other business became Fusable.
Today Randall Reilly offers three main things to carriers: recruitment process outsourcing, where its team runs some or all of your driver hiring; Talent Generation, which are paid advertising campaigns that deliver applicant leads; and technology for recruiting strategy and reporting. Client logos on its homepage include Werner, Schneider and Crete Carrier.
Compare with other Recruiting providers: TransForce, Drive My Way and CS Recruiting, or see all Recruiting.
Services
RPO 2.0 is the company's outsourced recruiting offer. It combines historical market data, data-driven programmatic advertising, integration with the client's HR systems and real-time reporting. The company describes a four-step method it calls DASH: discover the client's challenges and goals and certify the recruiting team to represent the company; attract candidates through applications, search optimization, its candidate database and partnerships; select by qualifying and interviewing candidates and gathering background checks, employment verifications and certifications; and hire by handing qualified candidates to the client for onboarding with ongoing feedback and reporting. A separate recruiter mentoring program coaches in-house recruiters.
Talent Generation is a lead generation service. Campaigns are programmatic and multi-channel, drawing on a talent database the company puts at 1.5 million people, and its campaign managers are Google and Facebook certified. The company says it sent 900,000 leads in the last 12 months.
On the technology side, the company lists a TA technology platform for strategy, job management and performance analysis, and a market research tool called Strategize. Its content library also describes Stratas, a driver intelligence product with an AI call agent that answers recruiting calls and sends leads to your applicant tracking system, and calculators for missed calls, recruiting budgets and driver conversion.
Who it is for
Randall Reilly fits carriers and private fleets that hire drivers continuously and want either more qualified leads or a partner to run the recruiting process. Its homepage also shows equipment dealers and other employers among its clients, and its content covers technician recruiting, so it can help fleets that hire diesel technicians too.
It is not a search firm for brokerage sales or executive roles. A freight brokerage would rarely need it unless it operates an asset fleet.
How working with them works
For Talent Generation, you share your recruiting needs and goals, pick a base plan, add any extras, and then launch and start receiving leads. Pricing as listed on their website in November 2026 starts at $500 or more per month for the Essentials plan, $2,400 or more per month for the Professional plan built around Google Search campaigns, and $3,800 or more per month for the Enterprise plan, which adds branding, customization and higher lead volume. Cost per lead varies by role type, hiring criteria and location, and the company offers a 15-minute call to estimate cost per lead and lead volume.
RPO pricing is not published; the company directs prospects to schedule a consultation. Its RPO page says the team has helped more than 1,500 companies make more than 4 million hires, a company-reported figure.
Because leads and RPO candidates flow into your own process, plan how your recruiters or the RPO team will contact leads quickly. Randall Reilly's own content puts a lot of weight on missed calls and slow follow-up.
Questions to ask before you sign
For Talent Generation: what cost per lead should we expect for our lanes, equipment type and hiring criteria, and how is a lead defined? Ask whether a lead is a completed application, a contact form or a phone call.
What is the minimum commitment on each plan, and can we pause or change plans month to month?
There is no replacement guarantee on advertising, so ask what happens if leads do not convert. Will the team adjust targeting, and what reporting will show applicant-to-hire rates?
For RPO: is pricing per hire, a monthly management fee, or a mix? What happens if a hire leaves in the first 90 days?
Which roles can you recruit besides CDL drivers, such as technicians, dispatchers or yard staff?
Will the RPO team represent our company by name, and how will they be trained on our pay, home time and equipment so drivers get accurate information?
How does your system integrate with our applicant tracking system, and who owns the lead and applicant data?
Company background
Randall Reilly began in 1934 as an honor society for college students and later became a business-to-business publisher for industrial markets. It built data assets through acquisitions including EDA, Equipment Experts and Iron Solutions. It entered driver recruiting in 2005, acquired the online advertising company E-Vision in 2008, and later expanded into RPO, programmatic advertising and platform technology. In 2024 it separated into Randall Reilly, focused on talent acquisition, and Fusable.
The company is headquartered at 1460 Northbank Parkway in Tuscaloosa, and its legal entity is listed as Randall Reilly Talent, LLC. Scott Miller, who joined in 2000 and founded the recruiting media division, became president and CEO in 2024. The leadership page also lists CFO Nick Reid, SVP of strategy and marketing Julie Arsenault, SVP of RPO Emily Gordon and VP of human resources Nancy Leigh. The company publishes driver recruiting research, case studies and a weekly recruiting report series.
Sources
Information compiled from public sources. Last verified November 2026. Confirm details directly with the company.
