Operators who staff, not recruiters who guess.
Most staffing firms learn your industry from your job description. We came the other way round — out of a working US logistics operation that hires, trains and manages these exact roles every week.
Where Nova came from
Go Hire Nova is a new company. The people running it are not new to freight: fourteen years in US logistics, spent building and managing the exact kind of teams this company now staffs, across two cities in Ukraine — Lviv and Khmelnytskyi.
Some of that is datable. The first remote office for US logistics work opened in Ternopil in 2015 and grew past twenty-five people. Staffing US freight desks from Ukraine is not a model we picked up recently because it became fashionable — it is how we have worked for over a decade.
Doing that is where the method came from. We had to work out how to recruit people in Ukraine who could hold a rate call with a US carrier, how to train them on freight from zero, how to keep them, and how to run US shifts from six thousand miles away without the wheels coming off. Go Hire Nova exists so that brokerages don’t have to learn all of that the slow way.
That’s the whole origin. Go Hire Nova isn’t an outsourcing company that added logistics to its list of verticals — it’s freight people who got good at hiring, now doing only that.
These describe our experience and how we are set up, not a client count. Go Hire Nova is a new company and we’d rather say so than inflate a number.
Six things that follow from being operators.
We can actually assess the skill
Our screeners have run these desks. A mock rate call is graded by someone who has taken a thousand of them, so “sounds confident” doesn’t get mistaken for “can negotiate”.
Training already exists
Freight fundamentals, equipment types, rate cons, accessorials, board etiquette — we teach this to our own hires. Your person arrives having already had it, then learns your specifics.
We know which roles offshore badly
Some seats work brilliantly remote and some don’t. We’ll tell you when a role should really be in your office, even though that’s the cheaper product for us to sell.
Real management, not an account manager
Attendance, quality, coaching and leave cover are handled by people who supervise operations for a living, not by a client-success rep whose job is to keep you calm.
Retention is our problem, not yours
On the offshore track we employ these people. Keeping them — career path, pay reviews, not burning them out on a night desk — is our cost and our incentive.
We understand your compliance context
FMCSA rules, insurance certificates, carrier vetting, audit trails. Your staff won’t need the basics of US trucking regulation explained to them.
Why Ukraine, honestly.
Ukraine has been supplying back-office and technical talent to US logistics for years, and a large share of US trucking’s own workforce is Ukrainian-speaking, so the industry knowledge is already in the population. Practically, three things matter:
- English. Strong spoken English is common in the cities we recruit in, and we test it on a live call rather than trusting a CV.
- Time zones. The offset makes a US overnight desk a normal daytime shift, which is why night coverage is the easiest role for us to fill well.
- Cost. A fully-loaded offshore seat costs a fraction of the equivalent US hire — the exact gap depends on the role, and we’ll do that maths with your real numbers rather than a headline claim.
The question everyone asks
Yes, there is a war, and no, we don’t pretend it isn’t a consideration. Our answer is operational rather than reassuring: offices in two separate cities, backup power and redundant internet at each, staff equipped to switch to a prepared home setup, and cross-trained cover so no single person is a single point of failure on your account.
Ukrainian logistics teams have been serving US clients continuously throughout. We’ll walk you through our specific continuity plan on the scoping call — including what we’d do on your account in a bad week.
Four commitments we’d rather be held to.
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We’ll tell you when we’re not the answer
If a role shouldn’t be offshored, or your budget doesn’t match the market, or the problem is a process problem rather than a headcount problem, you’ll hear that on the first call.
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Named people, not a pool
You get a specific person on your account who learns your customers. No rotating shifts of whoever is free, and no quiet substitutions.
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Bad news early
Attendance problems, quality slips, someone about to resign — you hear it while it’s still fixable, not when the seat is already empty.
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No cut of your freight
We’re paid for staffing, never a percentage of your load revenue or margin. Our incentives don’t touch your buy rate.
Ask us the hard questions on the first call.
Continuity, security, what happens when someone quits, which roles we’d talk you out of. We’d rather answer them now than at renewal.