Introduction
Hiring movers is one of the hardest parts of running a moving company. Owners want reliable, motivated team members who not only show up but also stay long enough to make a real impact. Yet too often, companies fall into the trap of rushing the hiring process—only to be disappointed when new hires ghost on Day One or quit within weeks.
In this episode of the Movified Podcast, Mark Hirschi, owner of Salmon’s Moving & Storage, sits down with Steven Reed, owner of Big League Movers in Memphis, to break down why hiring movers for culture fit is more important than technical skills. Together, they discuss how to build a structured interview process, design an engaging onboarding experience, and retain employees through payroll flexibility and strong leadership.
If you’re a moving company owner, franchisee, or industry professional, this guide will show you how to apply proven strategies from two seasoned operators.
Key Takeaways
What You’ll Learn:
- Culture beats skill: The best hires are those who align with your company’s vision, not just their resume.
- Sell your company: Treat interviews like a sales call where your business is the product.
- Onboarding is everything: Day One should make employees feel welcomed, valued, and set up for success.
- Flexibility retains staff: Daily pay options and clear growth paths reduce turnover.
- Mindset matters: Employees leaving isn’t always failure—it can be part of their journey and your growth.
Table of Contents
- Why Hiring Movers for Culture Fit Matters
- How to Sell Your Company in an Interview
- Creating Mission, Vision, and Elevator Pitch
- Onboarding and Day One Best Practices
- Payroll Flexibility: Daily Pay as a Retention Tool
- How to Retain Movers and Handle Turnover
- Case Study: From Interview to Loyal Employee
- Why Choose Movified
- Conclusion
Why Hiring Movers for Culture Fit Matters
In moving, technical skills can be trained. But cultural alignment is what keeps employees motivated and customers satisfied. Steven Reed explained that too many owners get swept up by candidates with impressive résumés, forgetting to ask the deeper question: “Would I trust this person in my client’s home?”
“Culture is the most important thing—more than moving talent.” – Steven Reed
Culture fit ensures:
- Movers work well as part of a team.
- Employees respect company values and customers’ homes.
- Long-term retention is more likely.
Think of it this way: would you rather have a mover who’s technically skilled but constantly complains, or someone enthusiastic who buys into your company’s mission? The latter may take more training, but they will strengthen your culture rather than weaken it.
How to Sell Your Company in an Interview
A common mistake owners make is treating interviews as a formality. Between phone calls and operational fires, many rush through the process, flipping through résumés and making snap judgments. The result? Candidates walk away unsure about the company and often ghost before their first shift.
Steven introduced what he calls the “Kickstart My Heart Rule.” Before any interview, he resets his mindset by listening to music, shaking off stress, and preparing to “sell” his company like a product.
“I’m a salesman, and I’m selling this guy to buy into my company instead of something else.” – Steven Reed
Practical interview tips:
- Set the stage: Have a clean, professional space ready for the interview.
- Tell your story: Share your mission, your company’s history, and your vision for growth.
- Ask about the “why”: Instead of only asking about experience, ask: What are you working for right now? What motivates you?
- Look for team players: People with sports backgrounds or group experiences often adapt better to moving crews.
Creating Mission, Vision, and Elevator Pitch
For small or growing moving companies, a missing piece is often clarity of culture. Owners may have a vision in their heads but nothing written down. This makes it difficult to inspire candidates during interviews.
Steven recommends starting with a simple elevator pitch—a 60-second explanation of what makes your company different and why someone should want to work there.
Steps to create your elevator pitch:
- Write down what sets your company apart (customer service, history, culture).
- Record yourself pitching it on your phone.
- Use the transcript to refine your message.
- Expand it into a mission and vision statement.
Onboarding and Day One Best Practices
The first day on the job often determines whether a mover will stick around. Both Mark and Steven shared how small touches make a big difference.
At Salmon’s Moving & Storage, Mark prepares a welcome package: branded hoodie, mug, pen, notepad, and a handwritten note. At Big League Movers, Steven provides a tri-fold brochure detailing:
- Compensation plans and bonuses
- Policies and expectations
- Parking and daily routines
Day One also includes:
- Hands-on training: New hires practice pad wrapping and lifting.
- Shadowing: They serve as the “sixth man” on a five-man crew, learning without customer pressure.
- Check-ins: Managers ask about soreness, morale, and questions to keep engagement high.
“We want them leaving excited, with something to study, and coming back ready to work. ” – Steven Reed
Payroll Flexibility: Daily Pay as a Retention Tool
One of the most innovative practices Steven implemented is daily pay through Every Payroll software. Movers can choose bi-weekly, weekly, or daily pay with no extra fees.
Benefits of daily pay:
- Motivation: Movers see immediate rewards for hard work.
- Accountability: Jobs must be closed daily to trigger payroll.
- Flexibility: Staff can cash out when emergencies happen.
“Daily payroll makes movers hold operations accountable for closing jobs.” – Steven Reed
This option has helped Big League Movers reduce turnover and differentiate themselves from competitors.
How to Retain Movers and Handle Turnover
Even with the best hiring and onboarding, turnover happens. Instead of seeing departures as failures, Steven reframes them as part of the journey.
He compares his company to a boat:
- Employees join for a part of the journey.
- Some disembark when their goals shift.
- Many return later, more experienced and committed.
“I’m thankful for what they brought me on the journey. Often, they come back wanting it more.” – Steven Reed
This mindset reduces frustration and encourages owners to see turnover as an opportunity for reflection. If employees consistently leave for the same reason, that signals a deeper organizational issue.
Case Study: From Interview to Loyal Employee
Mark shared a story about hiring a candidate who stood out during interviews. While many applicants were passive, one woman engaged deeply, asked detailed questions, and took notes. She was hired for the customer care team and has become a valuable long-term employee.
This example shows the power of focusing on engagement during interviews. Candidates who lean in, ask questions, and show interest in the company culture are far more likely to succeed than those who rely solely on past experience.
Lesson: Look beyond résumés. Watch how candidates behave during the process.
Why Choose Movified
The Movified Podcast is the leading content hub for moving and storage professionals who want to grow their businesses.
- Hosted by Mark Hirschi, owner of Salmon’s Moving & Storage, a company with over 100 years of history in Vancouver.
- Guests include industry leaders like Steven Reed of Big League Movers, who share real-world systems and strategies.
- Episodes combine practical business advice with authentic stories movers can relate to.
Conclusion
Hiring movers is no longer just about finding people who can lift boxes. It’s about hiring movers for culture fit, selling your company during interviews, creating mission-driven clarity, and onboarding with purpose. With payroll innovations like daily pay and a mindset that embraces employee journeys, moving companies can build stronger, more loyal teams.
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.
