The people your brokerage needs, already trained on freight.
Go Hire Nova staffs carrier sales, track and trace, back office and prospecting roles for US freight brokerages and 3PLs. Take a dedicated offshore team member on your clock and your systems, or let us recruit for a seat in your US office. Either way you get someone who already knows what a rate con is.
A dedicated team member, managed by us
Full-time, based in Ukraine, working your US shift inside your TMS. We handle recruiting, employment, payroll, equipment and backup cover. You direct the work.
Direct-hire recruiting in the US
For the seats that have to sit in your office. We source and screen against your requirements and hand you a shortlist worth interviewing — you employ them directly.
Brokerage seats are expensive to fill and easy to lose.
A carrier rep takes months to become productive and can walk in a week. Night coverage is nobody’s favourite shift. Invoicing and carrier packets quietly eat the hours your sales people should be selling in. Generic staffing agencies send you people who have never heard of a load board.
Ramp time you can’t afford
Every hire who has to learn the industry from scratch is months of salary before the first covered load. Nova candidates are screened on freight knowledge, not just attitude.
Coverage gaps after 5pm
Trucks keep moving after your office closes. A dedicated night desk is cheaper than the claims, missed appointments and angry Monday calls that come from not having one.
Admin swallowing sales time
Carrier packets, insurance checks, invoicing, collections. Real work, but not work that needs to be done by the person with the customer relationship.
Six role families, offshore or onshore.
These are the seats brokerages ask for most. If your org chart has a role that isn’t listed, ask — the sourcing process is the same.
Carrier sales representative
Sourcing capacity, negotiating rates, covering loads and building a repeat carrier base. Comfortable on the phone and on the load boards, working your margin targets.
Track & trace / night operations
Check calls, driver ETAs, appointment updates, exception escalation and clean notes in the TMS. Built for the shifts your day team shouldn’t be covering.
Back office & accounting
Invoicing, AP/AR, collections, carrier packets, document chasing, POD retrieval and paperwork QA before the invoice goes out.
Sales development / cold calling
Shipper prospecting, list building, cold outreach and appointment setting so your closers spend their day closing instead of dialling.
Safety & compliance support
Driver qualification files, HOS and logbook review, drug and alcohol program administration, IFTA preparation, DataQs challenges and audit prep for the carriers you run under or work with.
Customer service & account support
Shipper-facing updates, quoting support, appointment scheduling, issue resolution and keeping the account inbox from becoming somebody’s second job.
We’re operators who staff, not recruiters who guess.
Nova is a new company. The people running it are not new to this: fourteen years hiring, training and managing these exact roles in US freight is why we can tell a good carrier rep from a good interview.
Fourteen years in US freight
Fourteen years of hiring and running freight teams across two Ukrainian cities sits behind this. The screening, the training and the management layer are not being invented for your account.
Trained before day one
Candidates are screened on spoken English and on freight — equipment types, rate cons, load boards, what a detention charge is — before you ever see a résumé.
Your clock, not theirs
Offshore staff work US business hours as their normal shift — Central, Eastern, Pacific or an overnight desk. No four-hour overlap and a handoff email.
Managed, not just placed
On the offshore track we stay responsible after the start date: employment, payroll, equipment, quality checks and cover when your person is sick or on leave.
Access handled properly
NDAs, named accounts in your systems, least-privilege access and a documented offboarding step so logins die the day someone leaves.
Scale a desk, not a department
Start with one seat. Add a second when the first pays for itself. You aren’t signing up for a department you have to grow into.
From scoping call to a working seat.
1. Scope
A call to pin down the role, the shift, your systems, your volume and what “good” looks like in your operation.
2. Source & screen
We pull from our bench and active pipeline, then test English, freight knowledge and role skills before anyone reaches you.
3. You interview
Meet the finalists yourself. You pick. If nobody fits, we go back and source again — you don’t settle to fill a seat.
4. Onboard & run
Equipment, secure access, training on your TMS and process, then regular check-ins so problems surface early.
Tell us which seat you need filled.
Send the role, the shift and the systems you run. We’ll come back with what we can staff, how quickly, and what it costs for your setup.