17 years as a small business founder, owner, and operator. Years of hands-on driver recruiting — from independent contractors to Amazon DSP drivers. DSP Hire is the platform built from that work.
Before DSP Hire, Brad spent 17 years as the founder, owner, and operator of his own business. That's where he first built the automated recruiting workflows that DSP Hire is built on today — sourcing candidates at volume, filtering them through structured screens, and onboarding the survivors without burning a full-time recruiter's salary on the front end.
The pipeline mechanics are the same in any industry that has to source, screen, and retain contractors and employee drivers at scale. The volume changes. The math doesn't.
The most recent focus of Brad's recruiting work has been inside active Amazon DSP stations: sourcing drivers, filtering applicants through automated SMS pre-screens, scheduling interviews through self-booking calendars, managing onboarding through Amazon's required modules, tracking DOT and audit compliance, and watching the retention numbers that determine whether a station keeps its routes or loses them.
That work made one thing obvious. Most DSP owners are not failing at recruiting because they're bad at it — they're failing because they're doing it on spreadsheets, email threads, and a personal phone that doesn't stop ringing. The tools exist to fix that. They're just not being used.
DSP Hire is the same toolset Brad uses every day, packaged for other DSP owners.
An in-house DSP recruiter runs $40,000–$75,000 a year fully loaded. Replacing one driver who quits in the first 30 days costs $1,800–$2,500. A 30-route DSP that loses 5 drivers a month spends $9,000–$12,500 monthly just to stay flat — before any growth.
Most DSPs lose more money to bad hires and audit findings than they would ever spend outsourcing recruiting. DSP Hire exists to make that math work.
DSP Hire is web-based. The platform works the same in Phoenix as it does in Boston. Brad serves DSP owners across the United States — geography is not a constraint, and there's no requirement that the DSP be local to anywhere in particular.
What does get tailored to location is the recruiting copy itself. Job ads that pull qualified drivers in a dense urban metro read differently than ads that work in a rural market, and the wording gets adapted to both the local culture and the DSP's own company culture for every client.
The fastest way is a 30-minute consultation call. No pitch — just an honest look at the recruiting process, where the time is leaking, and whether DSP Hire is the right fit. If it's not, that gets said directly.
Free 30-minute consultation. No pitch — just an honest look at your recruiting process.
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