How Trucking Edge Cut Its First 90-Day Turnover By 47%
- Trevor Higgs
- Jul 24
- 3 min read
The Challenge: Navigating High Turnover in a Demanding Industry
The Trucking Industry faces a significant business challenge: high employee turnover. The industry's demanding nature leads to constant attrition, making it challenging to maintain a stable and skilled workforce. This results in increased recruiting costs, operational disruptions, and a diluted return on investment in training for trucking and transportation companies.
Like their peers, a leading transportation and logistics company, Trucking Edge, also struggled to differentiate between candidates who would merely “fill a seat” and those who possessed the underlying potential to succeed and build a long-term career. Without a reliable way to predict an employee's fit and resilience, their talent strategy was reactive, and preventable turnover was eroding their bottom line.
The Solution: Quantifying Potential with Catalyzr's Career Quotient (CQ)
To address this challenge, the Trucking Edge partnered with Catalyzr. This talent discovery platform leverages the science of Industrial/Organizational (I/O) psychology combined with Artificial Intelligence (AI) to quantify human potential. Instead of relying solely on resumes and interviews, the Trucking Edge implemented Catalyzr's Career Quotient (CQ) assessment.
The process was straightforward:
Modeling Success: The company identified its most successful, long-tenured employees ("Exemplars") in key roles.
Assessing Potential: Catalyzr's assessments created a "Cognitive Fingerprint" for new hires and existing employees, measuring their General Mental Ability (GMA) and key work values.
Generating the CQ Score: By comparing an individual's Cognitive Fingerprint to the Exemplar Profiles, Catalyzr generated a CQ score for each employee, representing their innate potential to succeed in that specific role.
This allowed the company to make data-driven decisions, identifying individuals with a high CQ who were most likely to thrive, not just survive, in their roles.
The Results: A Drastic Reduction in Turnover and Risk
An analysis was conducted to compare the retention rates of employees identified as having high potential, as measured by a high CQ score, with those hired without it. To focus on meaningful retention, the analysis excluded all terminations that occurred within the first five days of employment and followed the employees from day 5 to day 90 of their employment. The results were clear and compelling.
Key Finding: 47.2% Reduction in Turnover
Employees with a high Catalyzr CQ score were 47.2% less likely to be terminated in the first 90 days than employees hired with low or no CQ's.
Analysis of Employee Turnover
Turnover Metric | With CQ Score | No CQ Score |
Overall Turnover Rate | 12.50% | 23.68% |
Voluntary Turnover Rate | 0.00% | 5.26% |
Involuntary Turnover Rate | 12.50% | 18.42% |
Deeper Insights: The "Why" Behind the Numbers
The value of the CQ became even more apparent when analyzing the reasons for termination.
Zero Voluntary Turnover
The most significant finding was that not a single employee in the high CQ group chose to leave the company after the initial five-day period. This indicates a significantly higher level of job satisfaction and alignment for employees placed in roles where they have a high potential for success.
Lower-Risk Involuntary Terminations
While the involuntary turnover rate for the CQ group was lower, the qualitative difference was profound.
Terminations in the CQ group were primarily due to lower-risk issues, such as attendance and communication failures.
Terminations in the non-CQ group included critical, high-risk infractions such as a failed drug screen, a safety violation, and documented performance failures.
Conclusion: Building a More Stable and Committed Workforce
By implementing Catalyzr's Career Quotient, the Trucking Edge was able to move beyond guesswork and make hiring and development decisions based on a scientific measure of potential. This data-driven approach enabled them to de-risk their talent strategy significantly.
The results demonstrate that identifying employees with high potential for success not only leads to drastically lower overall turnover but also to a more stable, committed workforce that is less prone to voluntary departures and high-risk behaviors.
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