Transport & Logistics Management Recruitment
What our clients say
“Since partnering with McRoberts to recruit PCV Drivers and Shift Managers we’ve stopped hiring agency staff altogether, which has not only reduced our costs, it has also improved our team culture, and our customer service has got better too.”
Domonic Barber
Operations Lead
Airparks
What management and specialist roles can we recruit?
McRoberts supports transport and logistics employers hiring operational managers, senior leaders and specialist roles where the right experience matters more than simply generating a high volume of applications.
Operational management
Transport Managers, Operations Managers, Depot or Location Managers, Shift Managers, Warehouse Managers and other operational leadership roles.
Shift managers · Assistant location leads · Fleet managers · Transport supervisors and managers
Transport & logistics specialists
Bus Schedulers, Transport Planners, Controllers, Fleet Managers, compliance specialists, Driver Trainers and other specialist operational positions.
Transport controllers · Transport planners · Transport schedulers · Tachograph and compliance coordinators
Senior leadership
General Managers and other senior operational or functional appointments where a targeted recruitment campaign is an appropriate route to market.
Hiring something more specialised? Tell us the role, salary, location and experience required and we will tell you whether a McRoberts campaign is a sensible fit.
See our management and specialist campaign videos
Help candidates understand the people, workplace and day-to-day role before they apply. These recruitment videos are one way we bring the job to life; clear, accurate information and screening underpin every campaign.
General Manager recruitment
A campaign video for a senior transport management role.
Watch example campaign video on YouTubeBus Scheduler recruitment
A campaign video for a specialist transport role.
Watch example campaign video on YouTubeAirparks Shift Manager recruitment
A campaign video for an operational management role.
Watch example campaign video on YouTubeVideo production is an optional extra, quoted separately from your recruitment campaign.
Explore recruitment video productionWhen does a McRoberts management recruitment campaign make sense?
The model works best when you need a clearly defined type of experience, want a different route to market from the methods you have already tried, or need help filtering a larger candidate response down to people who genuinely fit the brief.
The CVs look good, but the experience is wrong
We agree what relevant experience actually means before launch, then screen applicants against those criteria rather than relying on job titles alone.
The role needs very specific experience
Campaigns can be built around niche requirements, such as TfL operating experience for a General Manager or highly specialised bus scheduling experience.
The right people are not actively applying
Targeted advertising can put the opportunity in front of relevant audiences beyond candidates already searching a particular job board.
Percentage-based agency fees feel disproportionate
Your campaign is priced around the brief, candidate market and advertising needed, with no percentage-of-salary placement fee.
Your internal team is stretched
We build and manage the campaign, screen candidates and coordinate progression so your team can focus on interviewing and deciding who to hire.
What you normally do is not working
Sometimes the answer is not another advert on the same job board or another agency searching the same pool. McRoberts gives you a different route to market.
How is McRoberts different from a traditional management recruitment agency?
Traditional specialist recruiters often search an existing network or database and charge a placement fee when somebody is hired. McRoberts works differently: we build a recruitment campaign around your employer brand and vacancy, market the opportunity to relevant audiences and screen applicants against the experience criteria you set.
Your employer brand
Candidates see the role, business and opportunity rather than simply receiving an introduction from an intermediary.
Your candidate pipeline
The campaign creates its own flow of applicants rather than relying entirely on an existing recruiter database.
No percentage placement fee
Your campaign fee is not calculated as a percentage of the successful candidate's salary.
Need a confidential executive search or a recruiter to personally headhunt a small list of named individuals? McRoberts is not a retained executive-search firm. Our model is strongest where the role can be marketed openly and a targeted campaign can create a relevant candidate pipeline.
How do we assess management and specialist experience?
We agree the experience that matters and the realities candidates need to understand: team size, responsibilities, operational pressures, working pattern and salary. Clear role information helps people judge their own fit; screening checks their experience against your brief.
Operational experience
Type of operation, relevant sector experience, scale and complexity, site or depot responsibility, team size and shift or 24/7 environments where relevant.
Role-specific experience
People leadership, fleet or transport management, planning and scheduling, compliance, customer responsibility, qualifications and other essential experience.
Practical fit
Salary expectations, location and commute, notice period, start availability, working pattern and other agreed requirements.
How does AI CV analysis work?
For suitable management and specialist roles, McRoberts can analyse CV information against the experience criteria agreed with you. The analysis highlights evidence relevant to those requirements and explains why a candidate appears more or less aligned.
AI does not make the hiring decision. Candidates are not rejected solely because of an AI score. Your team reviews suitable applicants and decides who progresses. McRoberts is Cyber Essentials Plus certified and candidate data is handled under defined data-protection processes.
How do we reach and progress management candidates?
The role, geography, salary and candidate market determine the campaign. We can use search advertising, social advertising and job boards alongside employer-branded messaging designed to make the opportunity worth considering.
1. Define the person you need
Role, location, salary, responsibilities, relevant experience, qualifications and essential criteria.
2. Build the campaign
We create the messaging, creative, advertising, landing page and screening journey around the vacancy.
3. Reach candidates
Advertising runs across the channels most appropriate to the role, location and candidate market.
4. Assess relevant experience
Applicants are screened against the criteria you agreed, including CV analysis where appropriate.
5. Review and interview
Your team reviews suitable candidates and decides who progresses to interview and hire.
6. Improve performance
Feedback on candidate quality feeds back into targeting, messaging and screening while the campaign runs.
We aim to launch within one week of signing once we have the role information, screening criteria and approvals needed to build the campaign.
Examples of management and specialist recruitment
McRoberts has used the campaign model for both operational management roles and highly specialised transport vacancies where the required experience was narrow and clearly defined.
Airparks — Shift Managers & Location Leads
Tailored campaigns and screening assessed leadership and people skills for operational management hiring. Airparks reported better staff quality and improved team culture.
First Bus London — Bus Schedulers
A highly specialised scheduling requirement where relevant operational experience mattered more than generating a large volume of general applicants.
First Bus London — General Managers
Senior management recruitment for roles requiring very specific TfL experience, demonstrating how campaigns can be built around narrow experience criteria.
Does the model make sense if you only need one manager?
Yes, we can support individual management and specialist vacancies where recruitment marketing suits the brief. We assess the role, candidate market and timescale, then recommend a campaign and investment for that requirement.
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.
If the role is highly confidential, exceptionally senior or genuinely needs direct headhunting rather than candidate marketing, we will tell you if we think another recruitment model would be more appropriate.
Frequently asked questions
What management roles do you recruit?
We can support operational managers, senior leaders and specialist roles across transport and logistics where a targeted campaign is an appropriate route to market.
How do you assess management experience?
We agree the relevant operational, role-specific and practical criteria with you before launch and build those requirements into the screening process.
How does AI CV analysis work?
Where appropriate, CV information can be analysed against the experience criteria you agreed with us. AI supports assessment but does not make the hiring decision.
Are you a headhunting or executive-search firm?
No. McRoberts is strongest when the vacancy can be marketed openly and a targeted recruitment campaign can generate a relevant candidate pipeline.
How quickly can a campaign launch?
We aim to launch within one week of signing once the role information, screening criteria and approvals are available.
Can candidates go into our ATS?
Yes. Suitable candidates can be reviewed in McRoberts or sent into your existing ATS, depending on the agreed setup.
Need to recruit a manager or specialist?
Tell us the role, location, salary and the experience you need. We will come back to you to discuss whether a McRoberts campaign is a sensible fit.