“It’s the People.”

Being involved in all of our face-to-face interviews, one of the most common questions I get asked is “what is your favorite part about working at Bridge?”

And that might just be the easiest question I ever have to answer in my job because I always answer it the same way: it’s the people.

Growing up, I thought that work was a necessary evil, and if you’re lucky you’ll like your job and tolerate the people you work with. You’ll see them every day during work hours, but then you have a completely separate personal life outside of work.

I worked in an office environment during my first few years of college where I passed people’s desks every single day, but I never knew some of their names. People didn’t go out of their way to get to know you, and most people listened to music through headphones at their desk – closing themselves off from the possibility of any conversations. I started to assume that all work environments would be like that.

So I was shocked to find that I was completely wrong when I started working at Bridge. Granted, we’re a small company with around 50 employees, but I know everyone on a personal level. Everyone gets thrilled every time our summer volleyball league rolls around and we get to spend a couple extra hours together after work every week – even though we never win a game.

I’ve made some really close friends here – some of whom don’t even work here anymore. I think it says a lot about our company and culture that it is so common for people to form close relationships that often span moving on to different companies and opportunities. And it says a lot to work with people for 40 hours and then want to spend time with them outside of work on the weekends as well.

I know we’re not the only company with so many of our teammates being friends outside of work, but I also know that not everywhere has that type of environment. I’ve had friends who work for other companies tell me that they wish they worked at a company where everyone was so close like we are at Bridge.

The people we have working at Bridge are supportive. They tell you you’re doing a great job even when you’ve had a rough day and feel like you aren’t. They send emails out congratulating team members for hitting goals. They push you out of your comfort zone when they know it’s going to be a good learning opportunity for you. But maybe most importantly? The people I work with every day are hysterical.

I’m a big believer that it’s important to like your job and what you’re doing, but I think it’s just as important to like the people you work with. Thankful that I get to have that at Bridge.


By Allison Walke, Talent Acquisition & Onboarding

It All Comes Down to Relationships

Right now, we’re in the middle of a tight truck market. It’s getting harder and harder to find people who want to drive trucks, so we’re seeing fewer trucks on the road. This, coinciding with an increase in the economy and manufacturing leading to more shipments, means that there just are not enough trucks for all the available loads out there.

Being in the middle of both the manufacturers and carriers (or trucking companies), how do we get a carrier to take our load over another broker’s? How do we get a manufacturer to trust us with getting their shipments moved?

It all comes down to relationships.

It’s an old saying: people do business with people they like, but honestly it’s true.

We try to build relationships with both carriers and manufacturers. On the customer end, we strive to have personal connections. Some manufacturers choose to move their shipments by “list freight”. This means that they have a list of brokers they send their shipments to, and they give the shipment to the broker with the lowest quote. There isn’t much of a personal interaction or relationship there. We much prefer to do business with companies that we can build a relationship with based on trust, rather than getting the business just because we’re the lowest price. Business relationships built on mutual respect are the ones that are going to last. We’re going to be willing to do everything it takes to service that customer if we know they trust us in return.

On the carrier end, relationships are more important now than ever. If we have carriers who we know will do a good job for us, we want to constantly reload them on our shipments. It makes it easier for both us and them to do repeat lanes. We know that we can rely on them to get the job done, and they know what to expect when they show up at our shippers and receivers. When trucks are tight, carriers have plenty of loads to choose from, and lots of different brokers they can take them from. So when they’re deciding which loads to take, the carrier is going to be more likely to take our loads if they know we’re going to treat them right.

However, Rome wasn’t built in a day, and neither is any type of relationship – especially business relationships. You generally don’t meet someone and have them become your best friend in a matter of 5 minutes. Business relationships are the same way, but sometimes it’s easy forget that. We contact someone and want them to give us their freight right away, but relationships take time. You have to establish trust, and that doesn’t just happen over night. Instead, we take our time getting to know the prospects and carriers – building that trust one shipment at a time.

In the end, the logistics industry is very much a relationship business. If you can’t form relationships with other people – sometimes people you’ll never even meet in person – you won’t be able to thrive in this industry, especially with manufacturing increasing and available trucks decreasing. It’s important now, more than ever, that we strive to build relationships with both our customers and carriers, and we’ll keep working towards that goal every day.


By Allison Walke, Talent Acquisition & Onboarding

The Dos and Don’ts of Interviewing

Going on an interview is probably always going to be at least a little nerve wracking. That’s totally normal! However, there are a few simple things you can do – and a few you should avoid – to have a better chance of making a good impression and landing the job.

DO: Prepare before the interview.

You should definitely go into the interview having some general knowledge of the company and the role that you’re interviewing for. What does the position all entail? How does the company make a profit? How big or small is the company? Do you fit all of the qualifications? What do the employees have to say about the company on social media sites? If you don’t even remember applying for the role, that’s a red flag to the interviewer showing that you aren’t really that interested in the opportunity. If you don’t care about the role or company enough to do some basic research, you shouldn’t even waste your time going through an interview.

DON’T: Sound too scripted.

While it’s important to prepare beforehand, at the same time, you don’t want to sound too scripted. If it sounds like you’re just reiterating sentences you read on the company’s website, it can come off as insincere. You want to be yourself in the interview as much as possible. At the end of the day, an interview is just a conversation with another person, so it should sound natural and genuine.

DO: Answer all the questions.

One of the worst things you can do in an interview is not answer a question. Now granted, some questions are meant to throw you off. If you don’t have an answer right away, ask for a few seconds to think of something. But honestly, a poor response to a question is still better than not being able to come up with anything at all. Saying you don’t know makes things awkward and shows that you can’t think on your feet. So make sure you answer everything, even if you don’t have an amazing answer.

DON’T: Get emotional.

Interviews can get really personal. You’re talking about your past experiences and the things that have led you to this point – sometimes that can be hard to talk about. However, you never want your emotions to get the best of you. If you can’t tell a part of your past without getting emotional, then skip over that part. It’s a much better idea to stay professional the entire time than to get angry, upset, or stressed about something. If you’re asked about a time in your life that’s hard to talk about, keep your answer short and simple and move on.

DO: Send a follow-up email.

Does sending a follow-up email mean you’re automatically going to get the job? Honestly, no. But it is something that can set you apart from the competition because not that many candidates send a follow-up email. Even just sending a quick email with a few sentences reiterating your favorite part of the conversation and how you feel like you’d be an asset to the company is better than nothing. It definitely can’t hurt your chances of landing the job, but it’s shocking how many candidates don’t take the extra time to put themselves back in the mind of the recruiter.

DON’T: Ghost the employer.

If you’ve gone through the process of a face-to-face interview and realize that the opportunity isn’t the right fit for you, be honest with the recruiter. Just because you don’t want to accept an offer doesn’t mean that you shouldn’t let them know. Recruiters would much rather you be honest about not wanting an opportunity than you just not returning any of their calls. And you never know when that recruiter might be able to make a connection for you down the road, so ending things on a positive note is always the way to go.

DO: Treat everyone with respect.

Most of the time when you show up for an interview, you’ll probably be waiting in an area by the reception desk. You should act like you’re in the interview from the moment you walk in the door to the moment you leave. Don’t just sit in the reception area on your phone, ignoring the receptionist – engage in conversation! Ask them about how long they’ve work there and what they like about their role and the company. The way you treat the receptionist – and everyone in the office – can be taken into consideration when making the decision to hire you or not, so you want to make a good impression on everyone.

There’s no magic formula for getting rids of nerves during an interview, but by following a few simple dos and don’ts, you can at least increase your chances of landing that job.


By Allison Walke, Talent Acquisition & Onboarding

4 Benefits of Working for a Small Company

There are pros and cons to working at both big and small companies. A lot of people are attracted to the brand recognition element of working for a large company. Working for a company that most people are familiar with definitely has its perks and can sound really impressive. But being a small company ourselves, we think there’s a lot to be said about working for a lesser-known company.

98% of companies in the US have less than 100 employees, according to Business Insider. Considering we fall into that 98% category, we’re a bit partial to the small company.

Here’s just 4 reasons why we think working for a small company is the way to go.

You’re given more responsibility and a broader job description.

With less people on the team and a tighter budget than a Fortune 500 company, you’re often wearing multiple hats when you work for a small company. You may be given responsibility across multiple departments. Or you could be the only person in your department, leaving all the important decisions up to you. Regardless, you get exposure to all areas of the business that would be much harder to get in a big company.

You don’t have to go through a lot of hierarchy to make big changes happen.

Most small companies aren’t going to have that traditional hierarchical corporate structure with layers and layers of people reporting to each other. There’s simply not enough people in a small company for that to even be possible. Instead, they often have a more flat organizational structure, with just a few different levels.

The benefit of this is that you don’t have to get approval from a ton of people for a new idea or initiative to be put in place. If there’s only one or two levels in the company, that means you don’t have to wait forever to get feedback on something, and the ultimate decision makers are either yourself or the people you sit next to at work on a daily basis.

The impact you make to the organization is extremely visible and is felt across the company.

When you have a lot of responsibility in a company, it’s easy to see how you’re making a contribution. Our teammates have an impact on our bottom line the first week that they start with us. They can very quickly see how their job is important and how it helps the company be successful.

If you work for a large company, you may be isolated in one department where your work is passed on to someone else, and you never see how it contributes to the greater good of the organization. In a small company, it’s impossible to get isolated in your own department.

Everybody knows your name.

So this isn’t Cheers, but everybody still knows your name. You’re not “just a number” if you work for a small company. You get to know everyone from the CEO to the newest of hire on a personal basis. The people you work with are oftentimes the people you see and interact with the most. We’ve heard people come in for interviews who tell us that they work in an environment where they see the same people everyday, but they never speak to them or even know their name. That environment couldn’t be further from our reality and the reality of most small companies. You start to feel more like a family than a group of people that just work together when you’re in a small team environment.

Overall, there are definitely benefits and drawbacks to any work environment. But the responsibility, opportunity for growth, and impact you can make in a small organization, even just starting out in an entry-level position is tremendous. And while we may be a bit biased, we think everyone should work for a small company at some point in their career.


By Allison Walke, Talent Acquisition & Onboarding

How-To Guide: Finding the Right Career Fit

According to the Bureau of Labor Statistics, median job tenure is 4.2 years. Forbes states that 91% of Millennials are expecting to stay at a job no longer than 3 years. So what does that mean? Well, a whole lot of people are struggling to find the right career fit.

People are trying something, finding out it’s not “for them”, and then jumping to the next opportunity. And this vicious cycle can continue on for awhile.

It’s hard to know what you want to do and where you want to work. The interview process is often more tailored to the company finding the right employee fit than giving the candidate ample opportunity to make sure it’s the right career fit for them. So it makes sense that a lot of people find themselves in a job that isn’t fulfilling.

But how exactly do you go about finding the right career fit? There are a few things you can do to better align your next opportunity with your career goals….

Determine what you’re looking for. Or at least, what you’re NOT looking for.

Sometimes it’s hard to know what you want to do next. But it might not be as hard to figure out what you DON’T want to do next. If there were specific things that you didn’t like about your previous job, avoid those things in your job search. Learn from your prior experience. Maybe you hated feeling like an anonymous number at a large corporation? Only look at small to medium sized companies then.

Help to narrow your search down by thinking about the following questions:

  • Would I prefer to work at a large company or a small company?
  • What type of corporate culture do I want to immerse myself in?
  • Would I rather work for a company that sells a tangible product or an intangible service?
  • Where am I at in life? Do I need a job with the flexibility to work from home? Do I want a job with lots of travel opportunities?
  • What kinds of people do I tend to work best with and in what environment?
  • What are my greatest strengths that I can bring to a company?

Do your research!

There are a lot of people who, when they’re looking for a new job, apply to just about every single opportunity they see. While it may not take a ton of time to send off a resume, it’s still a waste to apply to jobs that are not even remotely what you’re looking for. You want a job in the nursing field? Why are you spending your time applying to a logistics company then? Read the job description and make sure that the opportunity at least initially looks like something that would align with your wants and needs.

While the job description and company website should give you some general information about the position and the company, it’s probably not going to give you a full picture. Look at their social media as well – smaller companies especially often use their social media to promote their corporate culture. Use LinkedIn to see who works for the company, and reach out to mutual connections or alumni of your university to get their take on the work environment.

Prepare tons of questions.

During the interview process, there will be lots of opportunities to ask questions, probably to several different employees. Be strategic and have a lot of questions prepared on the top aspects of the company and role that you’re looking for. If culture is really important to you, ask questions about that. Read more about good questions to ask during the interview here. Asking current employees about their experiences with the company is a great way to determine if the environment is going to be the right one for you.

Take time to think about the offer.

If you get a formal job offer, don’t rush into anything. Make sure you see everything in writing, but also give yourself time to think about the job opportunity. No job is ever going to be perfect, but there should be more positives about the role than negatives. You should be excited about the job opportunity! If you aren’t excited and the job doesn’t meet your main qualifications, then you should keep looking. While accepting a job doesn’t mean you’re obligated to stay there forever, it is a big decision and one that is going to affect your daily life for at least some time. The decision shouldn’t be made lightly – you should be confident that you’re making the right decision.

There is no exact science for finding the right career fit, but you can learn from your previous experiences to make a better informed choice next time. Sometimes you don’t really know if you’re going to love a job until after you get settled into it, but by reflecting on what you want, researching companies and applying strategically, preparing questions, and taking time to think about the offer, you can make a good next career move.


By Allison Walke, Talent Acquisition & Onboarding

5 Reasons to Love Cincinnati

There’s a reason why Cincinnati was ranked #5 on Lonely Planet’s Best in the US and is on Forbes’s radar: it’s a great place to live and work. We might be a *bit* biased seeing as how we work in Cincinnati, but it’s an affordable city with tons of things to offer both young professionals and families. Here’s 5 of our top reasons to love this city….

#1: Sports

While Cincinnati sports may not have the greatest track record in recent years (we don’t need to bring up the post-season Cincinnati curse….), there is still nothing more infectious than the excitement of Red’s Opening Day.

 

FC Cincinnati has taken the city by storm, and suddenly soccer is every Cincinnatian’s new obsession. You don’t have to be a sports fan to get swept up in the game. And they just landed a deal to build a new stadium!

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#2: Celebrations

The Red’s Opening Day may be every Cincinnatian’s favorite holiday, but that isn’t the only day of the year that we celebrate our city. Our Oktoberfest is the biggest one outside of Germany. Every Memorial Day weekend, we have our annual Taste of Cincinnati with samples of food from all over the city. And new to our city this past year was Blink – an interactive light show spanning a weekend in October focused on celebrating art and set to return this year.

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#3: Food

The Cincinnati food scene has really exploded over the last few years. Just to name a few of the best local spots to visit…..

Maplewood Kitchen & Bar – Arguably one of the best brunch spots in Cincinnati. You can’t go wrong with their lemon ricotta pancakes with a side of local Cincinnati goetta.

 

Incline House – If you’re looking for a restaurant with a good view of the city, Incline House pretty much tops the list. It’s located in an area of Price Hill that’s seen a lot of recent development. The Incline Theater is right across the street putting on local plays, and Somm Wine Bar is down the street with an outdoor patio and monthly wine flights.

 

Sotto – For a bit of a more upscale dining experience, Sotto really can’t be beat. Located in the basement of it’s sister restaurant Boca, Sotto offers fresh Italian food. It’s the perfect place to celebrate a birthday, anniversary, or special occasion. While everything on their menu is phenomenal and definitely worth the splurge, the ricotta doughnuts for dessert are reason alone to stop in.

 

#4: Local Breweries

With Cincinnati’s rich German history, it’s no surprise that there are a ton of local craft breweries around the city. Between Christian Moerlein, Rhinegeist, and Braxton just to name a few – there’s plenty of places to grab a beer. If you’re only going to visit a few though, MadTree has to be on the list. MadTree has a huge taproom along with an outdoor patio complete with bonfires and cornhole. Not to mention that they have a rotating variety of 20+ handcrafted beers on tap.

 

#5: Coffee

Is there anything better than a hot, locally brewed cup of coffee on a Sunday morning? Thankfully Cincinnati is home to quite a few local coffee shops. Coffee Emporium has several locations around the city and is the perfect place to grab some coffee or a latte with a friend. If you’re looking for a side of pancakes or breakfast to go along with your coffee though, Sleepy Bee tops the list. They source their coffee and food locally and make everything fresh.

 

Overall, Cincinnati is a great place to live and work. Between the sports teams we cheer on (even if we don’t always win….), the parties we host, and the food, beer, and coffee we consume, we love working in this city.


By Allison Walke, Talent Acquisition & Development

How-To Guide: “Do You Have Any Questions for Us?”

Interviewing is usually pretty nerve-wracking for everyone. You’re talking to strangers for the most part about yourself, and that can get real personal real quick.

From the perspective of someone who conducts a lot of face-to-face interviews, there is often one thing that really sets apart great candidates from average ones, and that’s the answer to the question, “do you have any questions for us?”

Towards the end of the interview, after asking all of our questions, we open the floor to the candidate to ask us questions.

The absolute worst thing you can say is that you don’t have any additional questions. That signals to the interviewer that you might not be that invested in the opportunity. We know that is there no way we could have explained everything clearly or given you all the information you need to make a decision. The point of an interview isn’t just for us to fill a spot on our team – it’s just as much about you finding the right company fit.

Unemployment is at a 17 year low right now. Candidates have the power to be picky about where they ultimately take a job. You should be asking clarifying questions to the interviewer to make sure this is a company you could see yourself working for.

And while having some questions is better than none, having strategic questions is even better. Asking about what the typical day looks like is a default question that a lot of people use. It’s not going to set you apart from the competition. And the answer is probably not going to make-or-break your decision to work there.

These are just a few question ideas to get you thinking:

Growth

If you’re looking to build a career somewhere, you want to make sure that the company is doing well and will provide you with growth opportunities.

  • What is the company’s growth plan over the next few years?
  • What are the growth opportunities in the position?
  • When people start in this position, where do they typically go afterwards?

Challenges

Everyone is going to face challenges in any new position. The company is going to face challenges as well. Knowing what those biggest challenges are for both the position and the company can also give you the opportunity explain how you’d be an asset in overcoming those problems.

  • What is the biggest challenge facing the company right now?
  • What do people in this position struggle with the most?

Onboarding Process

If you were to become a new employee, you want to be sure that the company is going to set you up for success. You’re not going to know everything on day 1 to do your job well. Knowing that the company is willing to invest their time in helping you learn is extremely important.

  • What does the company’s training program look like?
  • How long does it take people to be successful and work independently in this role?

Top Performers

Asking questions specifically about the top performers in the role shows that you are already looking ahead and that you want to do what it takes to be one too.

  • What are the attributes of top performers?
  • What’s the #1 thing you look for in job candidates that often makes them a top performer?

Culture

While it’s really important that you like the job itself, getting along with the people you’d be working with is also vital. If you don’t fit in with the office culture, you’re probably going to be miserable at work even if you enjoy what you do.

  • How would you describe the culture here?
  • What is your favorite part of your job?
  • Do you organize out of work events for your employees?

Asking questions of the interviewer is something that shouldn’t be overlooked. It’s an easy way to impress the interviewer at the end of the interview and walk away on a high note. Don’t be afraid to ask them hard questions – they just did the same thing to you! Remember that it’s just as much about finding the right company for you as it is about finding the right candidate for them.


By Allison Walke, Talent Acquisition & Onboarding

Onboarding: 6 Tips for Team Integration

Recruiting and hiring is becoming increasingly difficult in today’s job market with unemployment being so low. So when you finally find that perfect fit to welcome into your team, the absolute worst thing you can do is have no onboarding plan for them.

Onboarding isn’t just having a computer ready for the individual on their first day though. And it’s not just giving them a copy of the employee handbook and sending them on their way. Onboarding is about having an organized process in place to integrate that new employee with the rest of your team.

It is often extremely nerve-wracking to start a new job. There’s a lot of unknown people, processes, and procedures. If you don’t help the new employee get adjusted to all the new things being thrown at them, you’re already setting them up for failure. Or at the very least, setting them up for a much harder transition than necessary.

But what exactly does an organized onboarding process look like? Here at Bridge, we are constantly growing and adding to our team, so here’s 6 things we’ve found that have helped new hires make that transition:

 

1. Pre-Start Date Information

One of the absolute easiest things to do is send some information to your new hires before their start date. Just a simple email with what to expect doesn’t take very long to send but can ensure that everyone is on the same page. Including information on what time to be there, when lunch will be, what to wear, and the schedule for the first day is an easy way to calm some of the new hire’s nerves. Sending out employee paperwork for them to get a head start on also saves time during their first week to instead focus on more important items.

Informing the rest of the team that a new hire will be coming on board also can’t be overlooked. There’s nothing worse than an individual showing up their first day with no one aware except for the hiring manager. Give the team some information on the new hire’s background so they have some things to ask them about.

 

2. Dedicated Trainer

Having an individual dedicated to onboarding and training new employees is maybe the most important part of the onboarding process. This is especially important if there is a lot of new information to learn. Here at Bridge, we work in an industry that not many people are familiar with. Most of our new hires have no prior experience in logistics. There is a lot to learn, which is why we have individuals dedicated to training in our operations and sales departments. Giving that new hire a single point of contact and someone they can turn to with all of the questions that come up is vital.

 

3. Individualized Approach

Everyone learns differently – and at a different pace. Having a formal onboarding and training schedule is important so that all new hires are learning what is necessary for their role, but maintaining flexibility is just as crucial. What is confusing to one person may be a breeze to someone else, so being able to slow down and speed up depending on the individual will help that new hire get the best possible training.

 

4. Playbook

Developing a guide for new hires to refer to allows them to learn at their own pace. We refer to ours as a playbook – a document detailing everything that individual needs to know. It includes helpful tips and step-by-step guides (often with pictures) to show them how to handle certain situations. It’s basically an always accessible guide for when a new hire doesn’t remember how to do something or isn’t sure how to react in that scenario. It gives them the tools to be able to solve their own problems without always having to ask someone else.

 

5. Career Path Outline

Starting a new job can be scary, but it’s also really exciting. The individual is taking the first step to a new career, but sometimes it can be easy to get overwhelmed with all of the initial training. That’s why it’s really important that the new hire keeps an eye on the bigger picture. Introducing them to people who are in the same role as them, but who have some experience under their belt, helps them to visualize what life looks like for them down the road. Outlining for them on their first day what it takes to be successful in their role, what the typical timeline for advancement is, and what they can expect their job to be a year from now motivates them to get there. No one wants to be doing the exact same job forever, so showing them what their career path can look like within the company as early as possible can help increase retention.

 

6. After-Work Event

At the end of the day, people are starting new jobs to advance their career and do meaningful work. You want to set them up for success by providing them with information and individualized on-the-job training. But you can’t overlook the importance of developing relationships within the office. According to a Gallup poll, people with a best friend at work are 7 times more likely to engage fully in their work. That’s a huge increase in employee engagement, just by promoting friendships in the office. Giving employees time outside of work to get to know each other over happy hours or corporate events is an easy way to encourage more office friendships. Planning an after-work event shortly after a new hire joins the team can also help them to feel more like a member of the team and less like the new person in the office.

Onboarding is about getting a new hire up to speed on the role, but just as important is making sure they feel supported and encouraged in their new job. Setting expectations, giving them a single point of contact, customizing their training experience, providing them with tangible resources, outlining their career path, and promoting work friendships are just a few of the ways we onboard new employees into our company.


By Allison Walke, Talent Acquisition & Onboarding

Salespeople Are _____.

Salespeople are _______.

If you ask just about anyone to fill in the blank on the above sentence, you’re most likely going to get answers like: Pushy. Sleazy. Annoying. Dishonest. Greedy.

Even a search on Google predicts words like: The worst. Bad sources of information. Liars.

The media portrays salespeople as being this way. Jordan Belfort lied and cheated his way to the top in Wolf of Wall Street. The company J.T. Marlin was founded on greed in Boiler Room. Movies and TV shows depict over and over the average salesperson as being deceitful.

But all of this is just a stereotype. An inaccurate representation of an entire industry.

As a sales organization, we have to fight these stereotypes every single day. Prospective clients don’t necessarily want another “sales call”. Prospective employees don’t necessarily want their job title to be “salesperson”. Because the first thing that comes to mind when they hear the word sales is all of the negative portrayals.

These misconceptions are just that though: misconceptions.

Good salespeople are simply passionate about their product or service. They know that not every person is going to be a potential customer, and if they find out their offering doesn’t make sense for you, they’ll stop calling. They understand that at the end of the day, sales is about making the customer walk away happy. They know they won’t be able to have repeat sales if the initial one is built on lies.

If all salespeople were lying, pushy, annoying individuals, no one would buy a car or house and leave feeling excited about it. No one would be satisfied purchasing a wedding dress. And no one would ever answer a sales call.

But people are satisfied with help from a salesperson more often than not. We just don’t always see that in the media.

At Bridge, we know that the sale means nothing if we can’t follow through and deliver the service that we are providing. If we can’t find trucks for our shipments and communicate along the way, no one is going to continue doing business with us. There’s no point in being dishonest or greedy because we’d rather have our service speak for itself.

The stereotypes surrounding salespeople will probably prevail, but we’ll be fighting those myths everyday through honest communication and genuine relationships.


By Allison Walke, Talent Acquisition & Onboarding

3PL. 3P….What?

 

“We’re Bridge Logistics, a family owned 3PL based in Cincinnati.”

The sentence above is one we use a lot around here as a short way to describe our company. When we tell people though that we are a 3PL, sometimes we’re met with a lot of blank stares. After all, really only people in our industry know that 3PL stands for Third Party Logistics.

3PL = 3rd Party Logistics

 

But just stating what 3PL stands for doesn’t guarantee that whoever you’re talking to is going to know what that actually means. According to Dictionary.com, logistics is: “the management of materials flow through an organization, from raw materials through to finished goods”. That can mean a lot of different things. The supply chain is huge, and there’s a lot of moving parts to it.

3PLs make up a $166 billion industry. It’s a huge industry that most people never think about or understand.

As a third party logistics company, we are responsible for a piece of the overall supply chain: specifically moving products from one place to another. But still what exactly does that all entail?

Third party logistics companies are actually very similar to Uber. Think about it….Uber doesn’t physically own anything: they don’t own cars, and they don’t control the people moving around. They provide value simply by matching up available cars with people who need to be transported from one location to another.

That’s essentially what a 3PL does….just on a bigger scale. Instead of using a Toyota Corolla to transport three friends to a night out downtown, we happen to be using 53′ semi-trucks to transport 40,000 pounds of pies to be distributed to grocery stores. We don’t own any of our own trucks, and we aren’t manufacturers. We come in to help the manufacturers get their product and materials transported by finding available trucking companies to move the shipment.

3PLs work in a variety of industries. We may be arranging for the transportation of raw material steel to be later used in the manufacturing of cars at one moment, and then filled baby food jars to wind up on store shelves the next moment.

 

3PLs utilize varying modes of transportation too – whether that be cargo ship, airplane, rail, or truck. It’s our job to figure out the most cost effective and efficient way to get something from point A to point B for that manufacturer.

So at the end of the day, every single product that you use has probably wound up in your hands partly because a 3PL company arranged for its transportation – either during the raw material stage or the actual finished product.

We may play a small piece in the larger supply chain of getting raw materials converted into finished products, but 3PLs play a vital piece in getting all of those materials in the right place at the right time.


By Allison Walke, Talent Acquisition & Onboarding