Introduction
Hiring movers who actually show up shouldn’t feel like a gamble. Yet in the moving industry, too many owners rely on luck instead of systems. They post ads and cross their fingers. They hire whoever shows up. Then… they ghost.
Missed interviews, unreliable day-one hires, and inconsistent labor quality are constant pain points for moving companies—especially during peak season. That’s why I interviewed Winston Davis, founder of MoveUp Consulting, on the Movified podcast.
Winston doesn’t just talk theory. He runs a recruiting agency that specializes in mover and driver hiring—building real, trackable systems for moving companies across North America. From field crew to sales team, his playbook gets results.
If you’re an owner, dispatcher, or franchise operator trying to scale a reliable team, this episode—and this blog—is your roadmap.
Key Takeaways
What You’ll Learn:
- The crucial differences between hiring for office vs. field roles
- Why most movers ghost—and how to build a system that prevents it
- How Canadian companies can tap into U.S.-level recruiting infrastructure
Table of Contents
What This Means for Movers
Winston Davis got his start in the industry in a way many movers can relate to: boots on the ground. He saw an Indeed ad for a “Truck Captain” role and—fresh off a collegiate track career—jumped at the chance.
That title, “captain,” resonated with leadership and opportunity. Within weeks, Winston was off the trucks and into sales. Eventually, he launched MoveUp Consulting to help moving companies navigate one of their toughest challenges: hiring.
“Most moving companies are handcuffed by who they currently have,” Winston said. “We give them the power to grow by predicting and controlling their hires.”
Lesson for Movers:
Job titles influence perception. Instead of hiring “movers,” try titles like “Relocation Specialist” or “Logistics Coordinator.” These small shifts can attract candidates who see long-term potential—not just a temp gig.
Tools & Takeaways from the Episode
Winston dropped an arsenal of tools and philosophies during our interview. Here are the standouts:
Hire Year-Round, Not Just in Summer
Many movers only recruit when they’re desperate—usually in May or June. According to Winston, this is a fatal flaw. In winter, you can focus on quality; in summer, it’s about speed and volume. Either way, recruiting should never stop.
Field vs. Office: Understand the Divide
Winston advises all salespeople to ride along for at least one move. That field experience fosters empathy, improves communication, and bridges the classic office-vs-truck divide.
“You earn trust by showing up in the trenches—even for one move.”
Use Metrics, Not Maybes
MoveUp tracks every data point: first contact, interview-to-hire ratio, 30-day stick rate, and more. This insight turns chaotic hiring into predictable growth.
Lesson for Movers:
Create a hiring dashboard. Know your averages—how many applicants it takes to get one solid hire—and build backward from your labor needs.
Who This Helps Most
Winston’s approach isn’t just for enterprise-level companies. It’s especially useful for:
- Independent owners managing day-to-day ops
- Franchisees facing constant turnover
- Canadian moving companies with fewer local hiring platforms
- Office teams who double as HR
- Dispatchers trying to fill crews last-minute
Lesson for Movers:
If you’re juggling multiple hats, you need a system that works in the background. Delegate your recruiting funnel the way you delegate dispatch or accounting.
Our Favorite Moment from the Guest
One fun tangent in the episode: Winston and I imagined what it would look like if superheroes applied to be movers.
- Flash? Hired for speed—but risky on handling!
- Hulk? Too dangerous with heavy furniture.
- Spider-Man? Maybe for ropes and tricky staircases.
- Iron Man? Better off building tech for logistics.
Funny? Yes. But beneath the humor is a key takeaway: not everyone is built for this work. Hiring must focus on traits that match the physical and emotional demands of moving.
“The best movers have growth stories. They’ve been promoted from within. They care about the team.”
Lesson for Movers:
Promote internally and tell that story. Highlight your longest-serving team members and how they’ve grown. This builds pride and loyalty.
Why Choose Movified
Movified isn’t just another industry podcast. It’s where real movers tell real stories—with humor, grit, and hard-won wisdom.
Hosted by Mark Hirschi, owner of Salmon’s Moving & Storage (est. 1913 in Vancouver), Movified brings nearly 100 years of experience into every episode. We’ve covered everything from moving through marriage to moving through gunfire.
Conclusion
systemized approach can turn chaos into consistency.
You’ll waste less time chasing flaky candidates. You’ll reduce ghosting. And most importantly—you’ll have a crew that’s actually built to last.
Treat recruiting the way you treat your truck fleet—maintain it, inspect it, upgrade it. The quality of your team is your real horsepower.
Next Steps:
Listen to the Full Episode Now
Book a Free Discovery Call with MoveUp
Email: winston@moveupconsulting.com
“Set expectations from day one—and you’ll keep movers longer than one day.” – Winston Davis
Meet The Host
Mark Hirschi is the founder and host of Movified. With over a decade in the moving and storage industry, Mark combines real-world leadership experience with a passion for mentorship and elevating industry standards.
