Founder / Owner
About Ed Smith
When a driver leaves early, the company faces an immediate problem. Someone needs to cover the work, recruiting needs another candidate, and leadership wants to know when the seat will be filled.
That urgency is understandable. But it can leave little time to examine how the company ended up with the same problem again.
My work focuses on preventable driver departures in the first 90 days and the operational cost of replacing those drivers.
Experience across the hiring process and the daily operation
Over roughly 30 years in transportation, I have worked in recruiting, operations, sales, and leadership across several types of transportation businesses, including flatbed, less-than-truckload, truckload, and USPS contract operations.
That experience has put me on different sides of the same conversation. I understand the pressure to hire, the responsibility to cover the work, and the consequences when what a driver expects does not match what the company delivers.
I am also a retired Army leader with 28 years of service, including recruiting experience. That background shapes how I approach responsibility, clear expectations, and follow-through.
Why I created TranSpire
I created TranSpire to help transportation leaders examine the company practices that influence workforce stability.
The First 90 Days Workforce Stability Assessment gives that work a focused starting point. I review selected early departures, examine expectations and company practices, and estimate replacement costs using the information available.
The result is a written executive brief that separates supported findings from assumptions, ties them to specific data, and identifies three priorities for attention.
How I work
You work directly with me.
I ask direct questions, listen to the people involved, and look for evidence before drawing conclusions. When the information is incomplete, I say so. When a company practice deserves attention, I explain why and what it may be costing the operation.
My goal is to help leadership make a better-informed decision about where to act first.
I will always respect your team's experience and the circumstances behind past decisions. My role is to offer a fresh perspective, help your people see patterns they may have missed, and work alongside them to decide what deserves attention now.
Let's Discuss Your Assessment
About TranSpire...
Driver Hiring. Driver Retention. Workforce Stability.
For years, the transportation industry has treated recruiting and retention as separate challenges.
- Recruiting focuses on filling empty seats.
- Retention focuses on keeping drivers from leaving.
At TranSpire, we believe they're part of the same process.
A hiring decision doesn't end when a driver accepts the job. It begins a sequence of events that shapes every interaction, every expectation, and ultimately every decision to stay or leave.
That's why we created The 90 Day Workforce Stability Assessment.
Our approach helps transportation companies look beyond turnover statistics and hiring activity to understand the systems that influence long-term workforce performance. We believe stable workforces are not built by chance. They are built through better hiring decisions, clear expectations, consistent leadership, and operational alignment.
Our role is to help organizations identify where that sequence breaks down and provide practical strategies to strengthen it.
OUR PHILOSOPHY
We believe that most organizations are solving the symptoms rather than the problem.
When driver turnover increases, the response is often to recruit harder.
When hiring slows, the response is to advertise more.
While those actions may temporarily fill empty seats, they rarely address the conditions that left them vacant in the first place.
Our philosophy is simple.
- Hire the right people.
- Support them with the right systems.
- Create an environment where they choose to stay.
When those three principles work together, workforce stability becomes a predictable outcome, not an ongoing struggle.
BEHAVIORAL ALIGNMENT
Hiring the right driver begins long before orientation.
When appropriate, we recommend behavioral assessments as part of the hiring process.
TranSpire is an Independent Associate with Star Behaviors, an organization specializing in behavioral assessments for workforce selection and development.
When we recommend a behavioral assessment, we refer clients directly to Star Behaviors for assessment services. Participation is entirely optional and independent of the Driver Stability Process.
This lets organizations strengthen hiring decisions with behavioral insight while continuing to improve the operational systems that influence long-term driver success. If you decide to reach out without an introduction, tell them Ed sent you.
SERVICES BEYOND THE 90-DAY WORKFORCE STABILITY ASSESSMENT
We don't simply stop after the 90 Day Workforce Stability Assessment. We offer numerous other service packages that may help clients who would like to continue the partnership. Each one can be tailored specifically to the client's needs, not simply another cookie-cutter service. These services range from:
- Specific Recruiting and Recruiting Training & Support.
- Workforce Stability Consulting Partnerships.
- Various Outsourcing Programs.
We can discuss this after the assessment.
OUR PUBLIC PROMISE
Our goal is to help transportation companies hire better drivers, reduce preventable turnover, and build a workforce that stays.