Cutting 30-day turnover at an Amazon DSP: what the data says

Drivers who quit inside a month almost always cite one of three things: the physical pace (180 stops felt like 300), the schedule (10-hour shifts they did not expect) or the pay math (per-hour rate versus the hours actually worked). None of those is a surprise if the phone screen asks about them.

Our five-question screen asks about physical work history, vehicle experience, stop pace, commute and barriers to starting. Candidates who have carried, climbed and walked all day before stick; candidates who have not, rarely do.

A two-hour ride-along on a real route, before anyone is hired, is the cheapest retention tool a DSP has. It costs a trainer's afternoon and saves a two-week onboarding you would have thrown away.

Write the weekly take-home for a normal week and a peak week on the offer. Drivers who were surprised by their first check leave; drivers who were told do not.

Keep a screened pool in your portal so a quit on Tuesday becomes a road test on Thursday. A plan with a guaranteed minimum of ready candidates per month is cheaper than a route that runs short.