Benefits That Help You Compete for Drivers — and Keep Them

Nest Insurance works with trucking companies across Ohio and beyond to build employee benefits packages that solve a real problem: drivers have options, and a weak benefits offering is a fast way to lose them.

 

I understand the pressure you're under. You're running a fleet, managing dispatch, watching fuel costs, and somewhere in the middle of all that, a driver asks about health insurance and you don't have a great answer. That's where I come in.

 

I'm Brian with Nest Insurance Solutions. I work directly with trucking companies — from small regional carriers to fleets operating across 16 or more states — to build group health, dental, vision, life, disability, and supplemental benefits packages that are competitive, manageable, and built for the way your workforce actually operates.

Why Trucking Companies Are Losing Drivers to Better Benefits

The CDL driver shortage is real, and carriers with stronger benefits packages are winning the recruiting battle. Wages matter, but drivers increasingly weigh health coverage, dental and vision, and life insurance when deciding where to stay — or where to go.

 

A well-structured benefits package signals that you're a serious employer. It also gives your dispatcher something concrete to say when a driver asks, "What do you offer?"

 

  • Group health insurance gives drivers and their families access to coverage they can count on
  • Dental and vision benefits are low-cost additions that drivers notice and value
  • Life and disability coverage provides security that resonates with drivers who are the primary earner in their household
  • Accident and critical illness supplemental coverage fills gaps that standard health plans leave — relevant for a workforce with physical job demands
  • A competitive package reduces turnover, which reduces your cost to recruit and train the next driver

Built for Fleets That Don't Fit the Standard Mold

Most insurance brokers are set up for traditional office employers. Trucking companies don't look like that — and neither do your benefits needs.

 

Your drivers may be spread across Ohio, Indiana, Pennsylvania, and beyond. You may be transitioning from an owner-operator model to a growing employer. You may have a lean team with no HR staff and no time to become one. I've worked with employers in exactly these situations, including a FedEx contractor with employees across 16 states.

 

I'm licensed in 19 states, which means I can support fleets that run the I-80 Turnpike corridor, haul through the I-77 and I-71 interchange, or deliver regionally out of Cleveland, Akron, and Canton — and I can keep that coverage consistent as your footprint grows.

1

You Don't Have Time to Run an HR Department — I Help Fill That Gap

When a driver has a question about their coverage, who do they call? At most companies, that question either falls on the owner or goes unanswered.

 

When you work with me, your drivers can reach me directly. I'm not a call center. I don't route benefits questions through a ticketing system. If someone on your team has a question about their health plan, I answer it — the same way I answer yours.

 

For trucking companies without dedicated HR staff, that kind of direct access is the difference between a benefits package that works and one that creates more problems than it solves.

2

What Trucking Companies in Ohio Ask Me Most

If your current benefits situation is costing you good drivers, or you're starting from scratch and want to do this right, I'm glad to talk through your options. There's no pressure and no obligation — just a straightforward conversation about what would work for your operation.

3

Ready to Build a Benefits Package Your Drivers Will Notice?

If your current benefits situation is costing you good drivers, or you're starting from scratch and want to do this right, I'm glad to talk through your options. There's no pressure and no obligation — just a straightforward conversation about what would work for your operation.

4

"I Don't Know What a Benefits Package Even Looks Like for a Team Our Size"

A typical small employer package starts with group health insurance and often includes dental and vision as standalone options, life insurance, and sometimes supplemental coverage like accident or critical illness plans. Not every employer starts with all of it — some begin with health only and add layers as the business grows. I'll show you what's realistic for your size and budget, and we'll build from there.

Modern open-plan office with desks, chairs, plants, exposed ceiling, and large windows.

You Don't Have Time to Run an HR Department — I Help Fill That Gap

There's no single template, but here's what a typical small business benefits package looks like when we put one together:

 

  • Group health insurance with major medical coverage from a recognized Ohio carrier
  • Dental and vision benefits, available as standalone plans for employers not yet offering major medical
  • Group term life insurance, often available at low cost for small teams
  • Short-term and long-term disability coverage to protect employees' income
  • Supplemental plans — accident, cancer, and critical illness — that employees can add at little or no cost to the employer
  • Ongoing support at renewal and throughout the year, without a service ticket

 

Every package is built around what your team actually needs and what makes sense for your budget. There's no upselling toward coverage you don't need.

What Trucking Companies in Ohio Ask Me Most

Working with a boutique independent agency means something different than going through a large regional broker or calling a carrier directly. Here's what that looks like in practice:

 

  • I'm the broker. You call me, email me, and hear back from me — not a rotating team of account managers.
  • I'm independent, which means I work with multiple carriers and find the plan that fits your team, not the one a single company is pushing.
  • 100% client retention since founding. No client has ever left Nest. That's not a marketing line — it's a record I take seriously.
  • I spent 20 years in the nonprofit sector before launching this agency. I understand lean budgets, mission-driven teams, and the pressure of making every dollar count.
  • I'm licensed in 19 states, so if your business grows or your team is distributed, coverage doesn't become a problem.

Ready to Build a Benefits Package Your Drivers Will Notice?

Wages matter, but they're not the whole picture anymore. Candidates at every level — including those considering a small employer over a larger one — factor benefits into the decision. Offering group health insurance, even a modest dental and vision plan, signals that you're a serious employer who invests in your team.

 

I work with small Ohio businesses that are trying to recruit and retain people in competitive local markets. A well-structured benefits package doesn't have to be expensive to be effective. It has to be real, clearly communicated, and easy to use — and that's exactly what I help you put together.

Video conference on a desktop monitor in a bright office, with a person gesturing near the screen.
Black speech bubble with a white question mark on a white background.

Frequently Asked Questions

  • Can a small trucking company offer group health insurance?

    Yes. Group health plans are available to employers with as few as one eligible employee in most states, including Ohio. The size of your fleet doesn't disqualify you — and having a competitive health plan puts you on equal footing with larger carriers when drivers are comparing offers.

  • What benefits do CDL drivers actually want?

    Health insurance is consistently the top priority, followed by dental and vision. Life insurance and disability coverage matter to drivers who are supporting a family. Supplemental plans covering accidents and critical illness are increasingly valued in physically demanding trades. The combination of these — not just health alone — is what makes a package feel complete.

  • How does benefits coverage work when my drivers operate across multiple states?

    Coverage follows the employee, not the state they happen to be working in on a given day. I'm licensed in 19 states and structure plans with multi-state workforces in mind, so your drivers have consistent access to care whether they're running a route through Ohio, Minnesota, or Oregon.

  • Who helps trucking companies with employee benefits in Ohio?

    Most large brokers focus on bigger accounts and don't prioritize small carriers. I built Nest specifically to serve employers that larger agencies pass over — including trucking companies with lean teams and distributed workforces. I work with carriers across Northeast Ohio and beyond, and I handle the benefits side so you can focus on the road.

  • How do better benefits help with driver retention?

    Turnover in trucking is expensive. Recruiting, onboarding, and training a replacement driver costs real money — and time. Drivers who feel taken care of stay longer. A benefits package that covers their health, their family, and their financial security gives them a reason to stay that goes beyond the per-mile rate.

Ready to Get Your Team Covered? Let's Talk.

If you've been putting off looking into benefits because you assumed it wasn't worth the effort for a team your size, I'd like to show you what's actually possible. Whether you have two employees or twenty, I'll give you a straight answer about what's available, what it costs, and whether it makes sense for your business right now. No pressure, no pitch — just a real conversation with someone who works with small Ohio employers every day.

 

Call me at 216-543-0114, send me an email, or use the form below. I'll get back to you directly.