# The driver shortage is no longer a headline—it’s a bottom‑line crisis.
What happened
Trucking Info reports that average recruiting spend per driver climbed from $4,800 in 2023 to $6,250 in 2026, a 30% jump. At the same time, the pool of qualified CDL‑A drivers shrank by 12%, the steepest decline since 2015. Pay wars have intensified: median pay rose from $71,000 to $78,000 and signing bonuses now average $5,000‑$7,000. The ripple effect is felt across the U.S. and Canada, where fleets are scrambling to fill 1.2 million open slots by 2027.
Why it matters for dispatchers/drivers
Dispatchers are the front line of the shortage. Fewer drivers mean longer dwell times, tighter loads, and higher pressure to meet ship‑dates. When you’re juggling a thin roster, a single no‑show can cascade into missed appointments, carrier penalties, and angry shippers. For drivers, the market is finally rewarding skill and safety with higher pay, but it also fuels turnover as they jump between carriers chasing the best bonus. The bottom line: capacity is tightening while rates stay volatile, squeezing margins for both owners and dispatch firms.
My take
The industry’s “just wait it out” attitude is dead. If you’re not paying market‑rate wages, offering real benefits, and investing in driver‑centric tech, you’ll be left with empty lanes and angry customers. It’s time to treat drivers like assets, not expendables. – Ekjot
What you should do
- **Raise base pay** to at least **$78k** and lock in a **$5k signing bonus** for new hires.
- Deploy **EK Dispatch Academy’s recruiting module** to train dispatchers on driver‑first routing and transparent load communication.
- Implement a **driver retention dashboard** (fuel‑card integration, safety scores, pay‑track) to spot churn risk before it happens.