Private hire operation manager discusses shift in driver recruitment strategy towards retention and higher standards
- Perry Richardson
- 1 day ago
- 2 min read
Saltire Private Hire is planning to recruit fewer drivers in 2026 as it pivots away from headcount growth and places greater emphasis on retention, standards and professionalism across its existing driver base.
Rob Finlayson, Operations Manager at Saltire Private Hire, said the business is deliberately resisting an industry trend that prioritises volume over long-term performance. He said his aim for the year ahead is to recruit only a small number of drivers, if any at all, as the company concentrates on supporting and retaining those already operating to a high standard.
Finlayson described the approach as counterintuitive in a sector often focused on filling seats quickly, but said short-term recruitment surges frequently create operational challenges later. He warned that accepting every applicant can dilute service quality and increase management burden, while failing to address the underlying causes of driver disengagement.
Instead, Saltire is shifting its focus from recruitment to retention, with clearer expectations and tighter selection criteria for new entrants. Finlayson said the priority is to support drivers who already “do things properly”, and be more comfortable turning away applicants who are not the right fit for the business.
The operator says recruiting fewer drivers and focusing on professionalism will deliver stronger operational results in 2026
He also drew a distinction between licence holders and professional drivers, arguing that treating them as the same can undermine those who take pride in their work. Finlayson said not every badge holder meets the standards required to deliver a consistent passenger experience, and lowering expectations helps no one in the long term.
According to Finlayson, a smaller, more engaged driver base is easier to manage and support, while delivering better outcomes for both passengers and the operator. He said such a model reduces churn, improves service consistency and allows management teams to focus resources where they have the greatest impact.
Finlayson said: “My goal for driver recruitment in 2026 is to recruit fewer drivers than ever before. In fact ideally i'd be looking to recruit only a handful if that at all
“That might sound a tad counterintuitive in an industry obsessed with headcount, but volume for the sake of volume rarely works well. Taking every appliclant that walks through the door might fill gaps in the short term but it creates bigger problems down the line.
“The focus for me at leats in 2026 is switching from recruitment to retention.
“Support the drivers we have that already do things properly. Setting Clear standards so theres no ambiguity. Being selective about who joins the team. Being comfortable saying NO, when someone isn’t the right fit.”
“Not every badge holder is a professional driver, and pretending otherwise doesnt help anyone, not the company, not the customers and certainly not the drivers who take pride in what they do.
“A smaller professional and more engaged driver base will always outperform a larger disengaged one, Its easier to support, easier to manage and delivers far better results for the buisiness and better experience for passengers.
“Recruitment will always have its place but for me, the real work for 2026 is keeping good people happy, motivated and on the road, Not endlessly replacing those who weren't engaged or invested in the first place.”
