This template gives you three ready-to-use social media job ads for truck drivers on Instagram and Facebook (feed, story and reel script), plus versions for new-to-trucking and part-time roles, five pre-screening questions and a budget example. HGV is the UK term for a heavy goods vehicle licence (Category C+E for articulated lorries); CDL is the US commercial driver's licence (usually Class A for tractor-trailers). The ads work for both: swap the placeholders in square brackets for your own terms. According to the US Bureau of Labor Statistics, the country has about 2.2 million heavy and tractor-trailer truck driver jobs and roughly 214,500 openings a year. Most drivers are already employed, so you need an ad that finds drivers who are not looking.

Three ad variants for truck drivers

In fleets and dispatch the tone is direct and informal, so the ads below talk to the driver as "you". Lead with what drivers weigh first: pay, home time and the truck. Name your licence requirement in the first lines so unsuitable messages never arrive. If you hire in both the UK and the US, run one version per market, because the wording differs ("lorry" vs "truck", "CPC" vs "endorsements").

Variant 1: Feed ad (image + text)

Hook (headline): [Class A CDL / HGV C+E] driver in [city]: [home every weekend]

Primary text: Love driving but want your weekends back? We are hiring [Class A CDL / HGV Category C+E] drivers from [start date] for [local / regional / long-haul] work out of [depot]. You get a [tractor-trailer / curtain-sider / tipper] that is yours, [model year 20XX], and your routes are planned [a week] ahead.

Benefits:

- Pay [from X per hour or per mile / annual band]
- [Assigned truck, no hot-seating]
- Home [every night / every weekend]
- [CPC training or DOT medical paid]
- [Extra: health cover / pension / sign-on bonus]

CTA (button and last line): Message us on WhatsApp. Our digital assistant asks a few quick questions, then [name] from dispatch calls you back. No CV needed.

Variant 2: Story (vertical, 3 cards)

Card 1 (hook): Home on Friday instead of a rest stop?

Card 2 (primary text): [CDL-A / HGV] driver, [city], [local / long-haul], start [date]

Card 3 (benefits + CTA): [Pay] · [Your own truck] · [Training paid]. Swipe up and message us on WhatsApp in two minutes.

A story needs a shot of the truck or the route. The more concrete the hook, the fewer drivers swipe past.

Variant 3: Reel script (about 20 seconds)

0-3 s, hook (shot: view from the cab, road ahead): On-screen text: "Out Monday. Home Friday."

3-9 s, primary text (shot: tractor unit in the yard, load being secured): Voice or text: "We are hiring [CDL-A / HGV] drivers for [local / long-haul] work from [depot]. Your own truck, clear routes."

9-16 s, benefits (shot: three text cards in turn): "[Pay]" · "[Truck]" · "[Training paid]"

16-20 s, CTA (shot: phone with the WhatsApp button): "Message us. We call back."

Versions for new-to-trucking and part-time drivers

Candidates without a licence are your largest extra pool, but only if you state the route and the cost clearly: licence, training and orientation. In the US the key point is whether you offer paid CDL training; the federal rule is that a CDL is needed for vehicles over 26,001 lb gross vehicle weight rating, but check your state and the current FMCSA rules before you write the ad. Part-time works best in local work.

New to trucking: Want to drive but have no HGV or CDL yet? We [pay for your licence and training / contribute X] and support you through orientation. Driver in [city], [full time]. Message us on WhatsApp in two minutes.

Part-time: Local driver, [20 / 25 / 30] hours a week in [city]. You drive [mornings / set weekdays]. Routes are fixed in advance. Message us on WhatsApp.

Only write what you really pay and offer. Say clearly whether costs are covered, reimbursed or tied to a retention period.

Five pre-screening questions for the talent agent

Everyone who answers the ad gets five short questions from the talent agent by WhatsApp, phone or web, so dispatch only talks to drivers who fit on paper. The questions cover the job only: no age, origin, family status or health.

For messaging rules, read why frontline recruiting runs on phone and WhatsApp, not email.

Image ideas without fake people

Drivers know when a photo is not from a yard. Use real material from your operation, not stock models or AI faces as "our team".

• The actual tractor unit the driver would get, outside and the cab from inside.
• The yard, loading dock, break room or workshop.
• A simple map of your main routes with the home-time pattern.
• A plain graphic with pay, per diem and bonuses.
• A cab shot looking at the road, with no identifiable people.
• Your own drivers only with written consent, ideally with name and years with the company.

Budget example with Sprad: ad spend plus 10 %

With Sprad Social Recruiting you pay the ad spend plus 10 %, from a €1,000 budget. The budget can be split across roles or depots, and there is no flat fee per role. We recommend a run of three months. There is no guarantee of applicants, and the budget guide on the product page is only a rough orientation. The maths is identical in pounds or dollars; the table shows euros.

sprad.io

Sprad Social Recruiting, product page. Source: sprad.io, as of October 2026.

After the first run, work out your cost per qualified applicant: total cost divided by the number of drivers the talent agent rated as a fit. Every contact stays in your own talent pool, including drivers who cannot move today.

Common mistakes in driver ads

1. No pay and no home time. Those are the first two questions of every driver.
2. Unclear licence. "Drivers wanted" without a class or route type attracts the wrong messages.
3. A CV as a requirement. Many drivers do not have a current one. A chat with two questions is enough to start.
4. A late reply. A driver who hears nothing for a day applies elsewhere.
5. Stock photos. Someone else's shiny truck in foreign livery looks dishonest.
6. Advertising only long-haul. Many drivers are looking for local work right now. Test both.
7. Switching the ad off after two weeks. Drivers rarely move at once. Three months gives the ad time.

Meta's "Employment" ad category and equal opportunity law

Job ads must be placed in Meta's special ad category "Employment". That limits targeting and you cannot work around it. According to Meta's published rules and trade sources, as of October 2026: you cannot narrow by age (18 to 65+), you cannot choose a gender, you cannot target by ZIP code (a minimum radius around a place applies), and Lookalike audiences are not available. The rules apply to advertisers in the US, Canada and several European countries. Check the current state in Ads Manager. Delivery can still skew even without those settings; authorities in the Netherlands and France issued decisions on this in 2025, and Meta disputes them.

The wording is regulated too. In the US, employers must not advertise in a way that signals a preference based on a protected characteristic, see the EEOC. In the UK the Equality Act 2010 applies. Avoid "young drivers" or "recent graduates" and describe requirements through the work. This is not legal advice.

FAQ

How long should a truck driver ad be?

60 to 100 words of primary text are enough. State licence class, route type, location, pay, home time and one step to apply.

Should I put pay in the ad?

Yes, at least a range. Drivers compare offers and ask about pay and home time first. Name only figures you actually pay.

Does the template work for drivers whose first language is not English?

Yes. You can run the same ad in more languages. Have native speakers check each version, and keep the requirements (licence class, endorsements, language needed for the route) identical and objectively justified.

How fast will applications arrive?

It depends on region, pay and ad, and we give no guarantee. Plan for at least three months and test two or three variants against each other in the first weeks.

More on this

You can run every ad in this template with Sprad Social Recruiting. The topic overview is at social media recruiting, the solution for fleets and warehouses at logistics, and your contacts live in the talent pool.