HGV Recruitment Agency for Class 1, Class 2 & Specialist Drivers
Hire drivers who meet your requirements and understand the work before they start. We make pay, shifts, nights away and the practical demands clear, then screen against your agreed criteria to reduce unsuitable interviews. Recruit one driver or across several depots, with no placement fees.
What our clients say
“We are very happy with McRoberts - they helped us hire 3 HGV Drivers within 3 weeks, much faster than we expected. We are impressed with the results because we were looking for very specialised drivers with wide-load and EU experience.”
Carl Ebsen
Product Manager - Outsized & Aerospace Division
Wallenborn
What HGV drivers can you recruit?
We recruit Class 1, Class 2 and specialist HGV drivers, with campaigns tailored to the licence category, vehicle, work type and experience you need.
Class 1 / Category C+E
Trunking, tramping, long-distance, general haulage and other articulated vehicle roles.
Class 2 / Category C
Local and regional distribution, rigid vehicle work, multi-drop and other Class 2 requirements.
Specialist HGV drivers
ADR, tanker, HIAB or grab, Moffett, mixer, tipper, skip or RO-RO, flatbed, refrigerated and other specialist driving roles.
ADR · Tanker · HIAB · Tipper · Refrigerated HGV · Moffett · Skip / RoRo · Airside HGV
Have a more unusual driving requirement? Tell us the vehicle, licence category, work pattern and location and we will tell you whether a McRoberts campaign is a sensible fit.
HGV recruitment for businesses running their own vehicles
We help haulage and logistics operators, as well as businesses recruiting drivers for their own vehicles—including builders’ merchants, waste and recycling firms, manufacturers and distributors.
Whether you have several vacancies across multiple locations or need one reliable driver, we build the campaign around your business, role and hiring requirements.
When does McRoberts make sense for HGV recruitment?
Our HGV recruitment agency model is most useful when the usual routes are not generating enough suitable drivers, or when your internal team is spending too much time screening applicants who are never going to fit the role.
Applicants do not meet the requirements
Screen against licence category, CPC, driving record, relevant experience, commute, shifts, pay and other agreed requirements before candidates reach your team.
You cannot generate enough drivers locally
Campaigns can reach relevant drivers across search engines, social media and job boards rather than relying on one source of candidates.
The work pattern narrows the pool
Nights, weekends, tramping, multi-drop or specialist work can be made clear before interview and built into the screening journey.
You need several drivers
There is no placement fee each time you hire. We agree the campaign scope and advertising budget around your hiring target, and review any changes with you.
Managers are losing time to screening
Your hiring team can spend more time interviewing suitable drivers and less time reviewing applications that clearly do not fit.
You recruit across several depots
Start with one location, prove the model and then add further depots, advertising budget or roles as hiring demand grows.
How is McRoberts different from a traditional HGV recruitment agency?
A traditional HGV recruitment agency may hold a pool of agency drivers, fill temporary shifts or charge a fee for each placement. McRoberts works differently: we build and manage a recruitment campaign around your business and your vacancies.
Your employer brand
Drivers apply specifically to your business through role-specific messaging, creative and candidate journeys built around the job.
Your driver pipeline
Advertising continues generating applicants while the campaign is running, making the model suitable for multiple hires.
No placement fee per hire
One campaign can produce several hires for the same job title and location without another placement charge every time somebody starts.
Need a temporary Class 1 driver for tomorrow morning? McRoberts is primarily designed for employers recruiting drivers into their own workforce. We are not a short-notice temporary driver-supply agency.
How do we screen HGV drivers?
For employers choosing an HGV recruitment agency, screening quality is critical. We agree the essential criteria with you first, then build those checks into the application and screening journey.
Licence & qualifications
Class 1 / C+E or Class 2 / C, Driver CPC and relevant specialist qualifications can be checked where required.
Driving record & experience
Screen penalty points, endorsements, years holding the licence, years of HGV experience and relevant vehicle or work-type experience.
Practical suitability
Commute, shift availability, nights or weekends, tramping, pay expectations, start availability and role-specific requirements can all be screened.
Driving licence verification
Where included in the campaign, McRoberts can verify driving licence information against DVLA data rather than relying solely on candidate self-declaration. Your team still makes every hiring decision.
McRoberts is Cyber Essentials Plus certified. Where AI supports experience analysis, it works against criteria agreed with you; candidates are not rejected solely on an AI score.
What happens after you brief us?
An HGV recruitment agency should make the process clear. You define the driver requirement and what good looks like; we build and actively manage the campaign around it.
1. Define the driver requirement
Licence category, vehicle or work type, depot, number of hires, pay, shifts, experience and essential criteria.
2. Build the HGV campaign
We create the messaging, adverts, landing page, application journey, screening and interview flow.
3. Reach local drivers
Advertising runs across the search, social and job-board channels most appropriate to the role and location.
4. Screen applicants
Drivers are checked against the requirements you agreed with us before they reach your team.
5. Move to interview
Suitable drivers can be reviewed in McRoberts or your ATS and choose from available interview times.
6. Improve performance
Hiring-team feedback informs targeting, messaging, advertising and screening as the campaign runs.
We aim to launch within one week of signing once the role information, screening criteria and approvals are available.
Can you recruit drivers for difficult locations or shifts?
The right licence is only the start. We spell out the work, including nights away, early starts, loading duties or multi-drop demands where relevant. If those realities put someone off, it is better to find out before you invest in interviews, onboarding and training.
Depot & commute
Screen whether the candidate can realistically reach the depot for the required start and finish times.
Shift pattern
Early starts, nights, weekends, fixed shifts and rotating patterns can be made clear and checked before interview.
Work type
Tramping, nights out, multi-drop, trunking, local work and specialist vehicle requirements can all affect candidate suitability.
Can you recruit multiple HGV drivers or across several depots?
Yes. Our HGV recruitment agency model is designed to start with one role in one depot and scale once the campaign proves itself. Add locations for the same role or increase advertising when you need more candidate volume.
Built around your hiring needs
Your campaign is priced around the roles, locations, number of hires and timescale.
Advertising matched to the challenge
We recommend the advertising budget needed to reach suitable candidates in your market.
No placement fees
You pay for the agreed campaign, with no additional fee each time you hire.
From a single vacancy to ongoing or multi-location recruitment, we agree the campaign scope, advertising budget and duration around your hiring goals.
HGV and driver recruitment results
Wallenborn
3 specialist HGV drivers hired within 3 weeks for an aerospace transport requirement.
First Bus London
At peak, 60 drivers hired per month across seven locations — demonstrating the ability to run high-volume, multi-location driver campaigns.
Frequently asked questions
What types of drivers can an HGV recruitment agency recruit?
McRoberts can support Class 1, Class 2 and specialist HGV roles, including requirements involving specific vehicle or work-type experience.
How do you check HGV licences?
Licence category and driving-record criteria can be built into screening, and where included in the campaign licence information can be verified against DVLA data.
Can you screen Driver CPC, points and endorsements?
Yes. CPC status, penalty points, endorsements and other agreed licence criteria can form part of the screening process.
Do you supply temporary agency drivers?
No. McRoberts is primarily designed for employers hiring drivers into their own workforce rather than supplying short-notice temporary labour.
What does an HGV recruitment agency cost?
Pricing depends on your roles, locations, hiring target, timescale and the candidate market. Your proposal sets out the campaign fee, recommended advertising budget and any optional extras. There are no placement fees.
Can candidates go into our ATS?
Yes. Suitable drivers can be reviewed in the McRoberts ATS or sent into your own ATS, depending on the agreed setup.
Can you help if we only need one driver?
Yes. We support employers of different sizes, from one essential driver hire to ongoing recruitment across several depots. Tell us the roles, locations and hiring target and we will explain whether a campaign is a sensible fit. There are no placement fees; if your needs grow, we review the campaign scope and advertising budget with you.
Need to recruit HGV drivers?
Tell us the licence category, depot, work pattern and roughly how many drivers you need. We will come back to you to discuss whether our HGV recruitment agency model is a sensible fit.