Understand the risks of early driver departures and the operational costs of replacing them.
First 90 Days Workforce Stability Assessment
When a driver leaves within the first 90 days, recruiting starts again, operations finds coverage, and the company absorbs another round of expenses.
I review what happened between hiring and departure, where company practices may have contributed, and what leadership should examine first.
Discuss Your Assessment
The investment is a $1,295 fixed fee. I deliver my written assessment within five business days after the agreed records and interviews are complete.
Is this Assessment a Fit for Your Company?
Is this happening in your company?
Drivers leave before completing their first 90 days. The reasons often sound familiar, but the same situations keep returning.
Recruiting and operations may have different explanations. Drivers may describe a gap between what they expected and what they experienced. Replacement costs are spread across departments, making the full expense difficult to see.
This assessment is the most practical starting point for leaders willing to examine those patterns and the company practices behind them.
What you receive...
You receive a written executive brief covering:
The principal risks identified: Where expectations, onboarding, the handoff to operations, or responses to early concerns may be contributing to departures.
Estimated operational cost: Selected replacement expenses and vacancy exposure, using your available records and clearly stated assumptions.
Three priorities for attention: What deserves action first and why.
A recommended next decision: What leadership can address now and what needs further investigation. The brief distinguishes documented evidence, estimates, and unanswered questions.
You also receive 3 copies of the First 90 Days Workforce Stability Assessment Workbook to help organize information for your key leaders and support the leadership discussion. You can purchase additional copies on Amazon.
How it Works
1. Confirm the fit
We discuss the early departures you are seeing, the records available, and who should participate. We agree on a focused scope before work begins.
2. Review the records and hear from your team
You complete a short intake questionnaire, provide the agreed information, and participate in the scheduled interviews. I examine the selected departures, company practices, and cost inputs.
3. Receive your assessment
Within five business days after you complete the agreed records and interviews, you receive your written executive brief with findings, cost estimates, and three priorities.
Timing Note:
The delivery period begins once the agreed information and interviews are complete and I confirm readiness to proceed. Missing records or rescheduled calls move the delivery date. They do not remove the agreed deliverable.
A Focused Review
This assessment examines selected early driver departures and the company practices surrounding them. It provides a starting point for leadership decisions based on the information available.
It does not include recruiting services or a 90-day implementation engagement. Additional support, if useful, is discussed separately after you review the findings.
What I need from your company
A useful assessment requires an executive sponsor, access to the agreed records, participation in the scheduled interviews, and a willingness to examine company practices.
You do not need perfect data. However, we do need enough usable information to distinguish a supported finding from an assumption.
Work directly with Ed Smith
My transportation experience spans years across recruiting, operations, sales, and leadership. I have seen how a hiring decision moves through the company and how quickly an unresolved expectation can become an operational problem and a financial risk.
I bring that experience, along with 28 years of Army service, to a focused review of your drivers’ first 90 days.
My role is to help you examine the facts, understand the cost, and decide where to act.
Start with the departures you are already seeing.
If early driver departures keep sending your company back through the same hiring cycle, let’s discuss whether this assessment is the right starting point for you and your company. I say this because my program doesn't fit every company or circumstance.
Identify early departure risks, estimate replacement costs, and decide what to address first.
First 90 Days Workforce Stability Assessment Workbook
What happened before the driver left?
A driver leaves within the first 90 days. Recruiting starts again, operations finds coverage, and the company absorbs another round of expense. The reason recorded at departure may not explain how the situation developed.
The First 90 Days Workforce Stability Workbook gives fleet leaders a practical way to examine those early departures and the operational cost of replacing drivers.
Work through job expectations, onboarding, the handoff to operations, concern response, vacancy days, and selected replacement costs. Record what the evidence supports, what remains uncertain, and which practice deserves attention first.
Created by transportation professional and retired Army leader Edward D. Smith, this workbook supports the TRANSpire First 90 Days Workforce Stability Assessment.
Use the worksheets throughout to help prepare for a more useful leadership conversation, with facts, cost assumptions, and a clear owner for the next step.