This is not a traditional recruiting or HR job. It's an operating role, measured on whether we have enough safe, qualified, well-developed chauffeurs to serve our clients.
We already have recruiting resources, an operations team, chauffeur training, mentors, clear standards and workforce reporting. We need a leader who can make that system produce better results, starting with getting more new chauffeurs successfully through their first 90 days.
Your mission
Turn suitable candidates into safe, qualified, productive professional chauffeurs, and build the management discipline that keeps them. You'll own results across the whole chauffeur lifecycle, working with Recruiting, HR, Operations, Dispatch, Scheduling, Training and Safety:
Attract → Select → Vet → Hire → Onboard → Develop → Qualify → Deploy → Retain → Advance
You'll report to CFO. You'll own hiring standards, the first-90-day development plan, the mentor program and the chauffeur training curriculum. You'll have the authority to stop a hire that doesn't meet standards.
What you'll do
- Raise the quality of chauffeur hires through disciplined screening and structured interviews.
- Give every candidate an honest picture of the job before they accept it.
- Deliver a consistent first-90-day plan, and strengthen our mentors and training.
- Shorten and control the path to independent readiness.
- Build clear career and qualification paths, including CDL upskilling.
- Find out why good people leave, and make sure the causes get fixed.
- Hold managers accountable for workforce results, and report progress to the executive team every month.
How we'll measure success
- Positive net growth in qualified chauffeurs
- 75% or better 90-day retention, with improved 30-day and six-month retention
- Faster, more controlled progression to independent readiness
- Less avoidable turnover
- New-hire cohorts that meet our safety, service and reliability standards
How we lead
Our workforce philosophy rests on four principles: Respect. Recognition. Dignity. Development. Employees deserve accurate expectations, professional treatment, effective training, regular feedback, meaningful recognition and real chances to grow. In return, we expect high standards of safety, reliability, professionalism and passenger service.
Who we're looking for
You might come from transportation, logistics, hospitality, healthcare, aviation, field services, fleet operations or another labor-intensive service business. Limousine experience is not required. You have:
- built or stabilized a frontline workforce;
- improved retention or workforce performance, with numbers to show for it;
- developed employees, not just hired them;
- put disciplined hiring and onboarding systems in place;
- held managers accountable without adding bureaucracy;
- worked well with both frontline employees and senior leaders.
Helpful but not required: DOT/FMCSA driver qualification files, CDL training programs, and HRIS or telematics data.
This role probably isn't for you if your main experience is running recruiting campaigns without owning what happens after the hire, or if your usual answer to a workforce problem is another survey, dashboard or engagement program.
What's hard about this job
Demand peaks on weekends, late nights and event seasons. Chauffeurs report to Operations, so you'll lead through influence as much as authority. Your results will be reviewed by the executive team every month.
Compensation
$80,000-$100,000 base salary, plus an annual incentive tied to workforce results.
Benefits: health, 401(k) with match, PTO.
How to apply
Send your resume and a short description of one workforce problem you personally helped turn around:
- What was happening?
- What were you accountable for?
- What did you change?
- What measurable result followed?
We value evidence over management jargon.
