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5 Steps to Hiring a Rockstar Team for Your Moving Business

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Man flexing his muslces wearing an

You know you need a reliable team to drive your moving business forward. But finding quality movers with the right attitude is easier said than done.

The good news is, you don’t need every member of your moving crew to have herculean strength, plus the ability to turn on the charisma for customers. 

You just need the right people in the right seats on the bus.

In this guide, we'll reveal five straightforward steps to help you attract and hire a team of professional movers you can count on.



Why now is the time to get your team dialed in

The importance of hiring quality movers can never be overstated — but the mission of building a rockstar moving crew feels even more critical in the immediate here and now.

With business operating costs going up, fewer people moving, and a workforce that’s half of what it used to be, revamping your hiring process is critical in today’s market.

But it’s important to note that the moving labor market has also changed. Today’s job seekers aren’t the same as yesterday’s.

According to our latest benchmark report surveying over 400 moving company owners, the majority of a mover’s office staff is between the ages of 36-50, while most crew members are between the ages of 26-35.

This generation has witnessed a lot of change in the job market. They’re less likely to take on a role simply for the sake of being employed. Instead, they place more emphasis on how a company contributes to their quality of life, including important factors like:

  • Flexible scheduling
  • Clear processes and onboarding
  • A strong culture and employer brand

And with plenty of offers coming in from other potential employers, they also expect a fast and personalized recruitment experience that says something about who you are as a company.

“You can protect yourself from any economy by insulating yourself with a great culture. And I don't mean pingpong tables,” said expert sales coach Andy Elliott during a recent session on Igniting a Winning Culture in Your Company at the Virtual Movers Conference. “Leaders should be present in the company, telling everybody who they are and how they operate.”

“You can protect yourself from any economy by insulating yourself with a great culture.” — Andy Elliott, The Elliott Group

Moving company roles and responsibilities

Building a great team is about so much more than finding people who know their way around a roll of bubble wrap. 

No matter what business challenges you’re up against, the success of your company hinges on the success of your team. But in order to get there, each and every member of your staff needs to know exactly what success looks like. 

And nothing will confuse your team faster than not knowing exactly what it is they’re responsible for in the first place.

To make sure everyone on the team knows what’s expected, start by taking a closer look at the specific tasks and characteristics required of each role.

Role

Responsibilities

Desired Qualities

Movers

Packing, loading, unloading, assembly, disassembly, heavy lifting

Physically able, team player, good communication, attention to detail

Customer Service

Assist customers, handle complaints, preserve customer relationships

Communication, empathy, listening skills, patience, conflict resolution skills

Sales Representative

Lead generation, CRM management, objection handling, closing

Sales experience, communication, listening and negotiation skills

Sales Manager

Support sales team, drive revenue

Strong leadership and management skills, proven sales track record, ability to coach and motivate team

Quality Assurance (QA) Manager / Quality Control Manager (QCM)

Ensure each team member delivers a quality sales process, make random inspections, check for arrival time, vehicle cleanliness, proper uniforms, proper building protection, etc.

Attention to detail, proven moving industry experience, strong communication

Operations Manager

Supervise dispatch, movers, warehouse operations, and customer service

Solid leadership qualities, excellent organizational skills, clear and effective communication

Estimator

Assess the scope of moving projects, review inventory, ensure that estimates match scope

Strong analytical skills, knowledge of moving industry practices and regulations, attention to detail

Accounting

Manage financial transactions and accounting records, prepare and analyze financial statements, monitor and reconcile accounts

Proficiency in accounting experience with accounting software, knowledge of tax laws and regulations relevant to the moving industry

 

5 steps to building a high-performing moving team

The job positions on your team will vary based on a variety of factors, including whether you specialize in local moves vs. long-distance moves, your current level of involvement in the business, and your plans for future growth.

Once you’ve clearly defined your roles and job descriptions, it’s time to start preparing your recruitment process. We’ve broken it down to five simple steps.

1. Organize your systems and SOPs

Before you invite anyone in, make sure your house is in order. That means establishing clear standard operating procedures (SOPs) and a central place for accessing them.

Just ask Marcela Kerbs. As the co-founder of BustNMoves Moving and Storage, she and her husband run four locations throughout the state of Idaho, including a fleet of ten moving trucks, four packing vans, and one seriously amazing team

“We’ve surrounded ourselves with people that know a lot more than we do and I might be a little biased, but I’m just gonna say it: we have the best movers in the state of Idaho,” said Marcela during her session on Streamlining Your Operations at the Virtual Movers Conference.

Marcela works just 15 hours per week and gets to spend the rest of her time with her family. It’s literally a dream come true. But getting there wasn’t always easy.

Here are some of the key steps she took to systematize her business and win back her time:

  • Find your “SOPs.” Whatever documented processes you have tucked away in a file (or worse, notebook 😬) somewhere, gather them together in one place.
  • Create your systems outline. What gaps are left after putting your current process together? Jot these down in an outline based on the client journey, with areas for things like, marketing, preparing accurate estimates, booking a move, performing the move, collecting payment, collecting customer reviews, and more.
  • Appoint a systems champion. The best part about the “unsexy” task of documenting your SOPs? You don’t have to be the one to do it! Hire or appoint a systems champion to take over the process for you. Simply hand them your notes, a copy of the book, SYSTEMology, and get back to running the business.
  • Centralize and digitize. Marcela uses Trainual to store all her team’s SOPs in one central, digital system. Team members don’t have to repeatedly ask where to find things — they always know where to look to find the information and instructions they need.

“The systems work and your people work the systems. This is where you get to take vacation or cut down to 15 hours per week. It’s a great place to be,” says Marcela.

Success can never come from chaos. By establishing clear protocols for every aspect of your business, you can deliver a consistently high quality moving experience for customers, while reducing the amount of training time required for each new hire.

“The systems work and your people work the systems." — Marcela Kerbs, Co-founder, BustNMoves Moving and Storage

2. Create a compelling job description

Your job descriptions are critical for setting the right expectations from day zero. So why are so many companies missing the mark with their job ads?

According to research, 72% of hiring managers said they provide clear job descriptions — while only 36% of candidates say the same. Clearly, there’s room for improvement. 

Start by making sure all the basics are covered. 

Your job description should include the following sections:

  • Job Summary to help candidates quickly assess whether the role aligns with their skills and experience
  • Responsibilities to let candidates know exactly what’s expected of them

  • Skills and Qualifications to make it easy for applicants to understand if they meet the minimum requirements for the role

  • Benefits and Perks. If you offer health insurance, professional development opportunities, flexible work arrangements, or other incentives, now’s the time to highlight them.

  • Equal Opportunity Statement to affirm your commitment to diversity, equity, and inclusion in the workplace and encourage candidates from underrepresented backgrounds to apply

  • Compensation including a clear hourly rate, annual salary, or salary range

That last one is key. In a competitive labor market, compensation has the ability to make or break a job seeker’s decision to apply, with almost half (44%) of job candidates choosing not to apply for a position that didn’t include transparent salary information. 

“If you’re not offering competitive pay, you’re going to get the bottom of the barrel,” says Wade Swikle, CEO of 2 College Brothers Moving & Storage in an episode of the Grow Your Moving Company podcast.

The median salary for movers is currently $15.96 per hour according to Zippia, but when you consider that there are Amazon drivers who make more than that, it becomes clear that what’s average isn’t necessarily what's competitive.

“If you’re not offering competitive pay, you’re going to get the bottom of the barrel.” — Wade Swikle, CEO of 2 College Brothers Moving & Storage

Step 3. Promote your open roles

Finding quality movers is largely a numbers game. 

“We know that it's going to take a hundred candidates to get one to two hires,” says Winston Davis, founder and CEO of MoveUp Consulting. “You never want to turn off the recruitment engine.”

A good distribution strategy will get your job ad in front of as many candidates as possible. 

Here are some of the top recruitment channels to consider:  

  • Free job boards. Job sites like Indeed, ZipRecruiter, LinkedIn, and even Craigslist have a large audience of potential candidates.
  • Specialty job boards. Dedicated sites like MovingWork.com and GigSmart can help you connect with applicants who are actively looking for work in the moving industry.
  • Your own career site. Leading franchises like Bellhop and TWO MEN AND A TRUCK® have their own dedicated landing page where applicants can find all available positions.
  • Social media. Meta, X, TikTok, and Instagram are all great (and free!) ways to promote your job openings and engage with potential candidates who may already be familiar with your brand.
  • Employee referrals. Offer incentives to your team members who recommend qualified candidates.
  • Offer a signing bonus. To increase your chances of attracting experienced candidates who aren’t actively looking for new employment.
  • Partner with a recruiter. Experienced recruiters and firms like MoveUp Consulting can help you find and secure the best team members quickly.

Still not sure where to start? Stick with the recruitment channels that worked best in the past.

From there, you can slowly expand to new channels based on your needs and hiring budget.

“We know that it's going to take a hundred candidates to get one to two hires."
— Winston Davis, founder and CEO of MoveUp Consulting

4. Interview your top candidates

Ah, the interview process. In the current market, it’s important to remember that interviews are a two-way street.

Just as you’re hoping to find a good fit for your company, the candidate wants to make sure you’re the right fit for them too.

To lead an interview that gives you your pick of top candidates, make sure you or your interviewer is ready to ask the right question and actively listen to the candidate’s answers.

Here are some potential interview questions to ask your moving company candidates:

  1. Can you describe your previous experience working in a physically demanding role, such as moving or heavy lifting? How did you handle the challenges associated with this type of work?
  2. What motivated you to apply for a position at our moving company? What aspects of the job appeal to you the most?
  3. Can you provide an example of a time when you had to work effectively as part of a team to accomplish a task or project? How did you contribute to the team's success?
  4. Can you describe a challenging situation you encountered while moving furniture or belongings? How did you handle it, and what was the outcome?
  5. Can you give an example of a time when you had to juggle multiple tasks simultaneously?
  6. Safety is a top priority in our company. How do you ensure that you follow safety protocols and procedures while performing physical tasks, such as lifting and transporting heavy items?
  7. Communication is crucial when working as a mover, especially when coordinating with team members and interacting with clients. How do you ensure clear and effective communication on the job?
  8. Our company prides itself on delivering exceptional customer service. Can you share an experience where you went above and beyond to satisfy a customer or resolve a customer's concerns?
  9. Flexibility and adaptability are essential traits for movers, as tasks and schedules can vary depending on the job. How do you approach unexpected changes or challenges in your workday?
  10. What do you enjoy most about working in a hands-on role like moving? How do you stay motivated and engaged in your work?


A great set of interview questions is a perfect way to understand who the best fit for your team really is. But it’s also important to keep an open mind.

“You want to look at the people who have taken an interest in investing in themselves. For me, I’d rather take someone with an interest in getting better who maybe isn’t an A-player today but is a strong B-player because they’ll get to be an A-player,” says Vince Burruano, former VP of Commercial Sales with JK Moving in an interview for the Grow Your Moving Business podcast.

“You want to look at the people who have taken an interest in investing in themselves.” — Vince Burruano, former VP of Commercial Sales, JK Moving

5. Onboard for success

According to the latest hiring stats, 20% of employees quit within the first week and 17% quit within the first month of employment. Yikes.

Scary numbers like these are directly related to your new hire onboarding process.

It’s time to go beyond the tick-list approach of filling out hiring forms to develop an onboarding process that makes it easy for new hires to hit the ground running. And it’s just as important for experienced workers as it is for completely green movers.

A strong team member onboarding process should include:

  • Company culture, values, and mission: introduction to the company's identity, ethos, and expectations for behavior and work ethic
  • Job role and responsibilities: comprehensive information about the new hire’s daily tasks, performance expectations, KPIs, and goals
  • Training and development opportunities: any available opportunities and resources and for skills development and career advancement
  • Communication channels and feedback: clear communication channels and feedback processes with managers and staff
  • Performance evaluation and progress tracking: details on how progress will be measured, promoting accountability and recognition
  • Company policies and procedures: including attendance, leave, code of conduct, ethics, compliance, etc.


A professional moving company requires a professional crew.

“Instead of just hiring someone and throwing them on a truck or only hiring people with previous experience, invest in spending time and money on training them before you put them out,” says Louis Massaro, CEO of Moving Mastery. “If you have training set up, you open up your workforce tremendously.”

Experts like Louis also recommend creating a clear bonus program to reward employees for things like positive reviews, zero claims, and other key performance metrics to increase retention.

“If you have training set up, you open up your workforce tremendously.” — Louis Massaro, CEO of Moving Mastery

How SmartMoving can help your team succeed

As with the rest of your business, your recruitment process should always be evolving.

But building the plane while flying it isn’t for the faint of heart. To keep things running efficiently, you’ll need scalable systems for getting team members hired, trained, and fully up-to-speed as quickly as possible.

That’s where an all-in-one moving platform like SmartMoving can help.

By centralizing and automating key tasks for your team, SmartMoving can help you:

  • Simplify new hire training by providing a central digital system for all your core scripts and SOPs
  • Easily communicate and manage schedules through the Crew mobile app 
  • Streamline key workflows across all teams and business functions

“Technology is more familiar to our younger crew members than paper tracking. We knew that we had an outdated process and we needed something better,” says Adam Gurwell, VP of Moving Ahead Services

After realizing there was simply too much room for error between scheduling and dispatch, Adam switched to SmartMoving to streamline and digitize his team processes.

“We were still using carbon copies – and the generation of movers we have coming into the door these days – they are often seeing carbon copy sheets for the first time with us,” he explained. “The Crew app is so easy for my team to use and awesome for me with the reporting we can do through that with incentives, upsells and more.”

With well-thought systems in place, you can move from vetting to training new team members in a matter of days — not weeks.

Hiring movers doesn’t have to be so hard

As a reputable moving company, you can’t afford to cut corners on team building. But remember, today's crews don’t look like yesterday’s. 

Modern movers are digitally savvy, with little patience for clunky, time consuming processes. To attract and hire the right movers for your business, focus on establishing a clear recruitment process that presents your company in the best possible light.

And always take the time to put the right systems in place.

SmartMoving is more than a CRM. Whether you want to unlock faster follow-ups, go paperless with your inventory, or send accurate estimates in seconds, SmartMoving has the features you need to improve team performance.

Create your systems. Build your team. Scale your business. Book your free demo today to learn how SmartMoving can help make it happen.