CCJ Innovators profiles carriers and fleets that have found innovative ways to overcome trucking’s challenges. If you know a carrier that has displayed innovation, contact CCJ Chief Editor Jason Cannon at [email protected] or 800-633-5953.
Marina Ivanov, CEO of Charlotte-based Apex Transit Solutions, sat in her office last month writing a card to one of her employees to thank him for his decade-long service to her company. That driver has been with Apex from the time it had six trucks to now having close to 100, growing alongside the company from a driver to a driver trainer, to a recruiter, and now a driver manager.
“He has seen it all, and he's been supportive through all of it. To have the backbone of someone you can count on throughout the whole process, through the growth, is just instrumental,” Ivanov said. “He always stays positive. He's extremely loyal. He's so supportive. Whatever we need, whatever we've been through, he's there for us. We just have such an amazing relationship, but I always think back to the time when I almost didn't hire him.”
This driver manager has a record. Ivanov shared that he had a loved one pass away, and he used substances to cope. Ivanov and her husband met with him and, after hearing his story, decided to give him a chance, hiring him on as a driver.
“It's such a human story. It could happen to any of us. He's not a bad guy; he made a mistake, and he's been paying for it for a really long time. People have passed him up for opportunities because of that one little thing on his transcript, but he's much more than that,” Ivanov said. “I couldn't have done it without him. That's how I see him: an important part of Apex. It made me start thinking about how many people are getting passed up because of the judgment we have toward them.”
Inspired by someone Ivanov described as “instrumental” to her growth, Apex launched a formal Second Chance Hiring Committee that evaluates candidates for opportunities across the company. In addition to hiring individuals with prior criminal backgrounds, Apex also maintains a Substance Abuse Professional (SAP) hiring policy for commercial drivers participating in the Federal Motor Carrier Safety Administration’s SAP Program, designed to help drivers who have experienced drug- or alcohol-related violations successfully return to the workforce after completing the required rehabilitation and compliance process.
Filling seats in a fulfilling way
Apex, an asset-based, full-service transportation and logistics company that specializes in truckload, dedicated transportation, brokerage, and supply chain solutions, currently has 90 trucks and 82 drivers.
Not all trucks are filled, and that’s one of the reasons Ivanov turned to this pool of professionals.
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“Like many companies in the transportation industry, we were looking for ways to attract and retain quality talent,” Ivanov said. “At the same time, we recognized there was an underserved group of hardworking individuals who simply needed someone willing to look beyond their past and evaluate who they are today. The committee was created to bridge that gap, providing opportunities to qualified candidates while ensuring every decision is made thoughtfully, consistently, and with safety at the forefront.”
Approximately 10% of Apex’s driver workforce has been hired through the Second Chance Hiring Committee, established three years ago. She said it has resulted in a 30% improvement in retention among employees hired through the committee.
Ivanov said Apex has experienced meaningful intangible benefits in addition to retention. Drivers hired through the committee approach their responsibilities with a heightened level of accountability, consistently demonstrating attention to detail and taking safety seriously, diligently completing daily responsibilities such as vehicle inspections (DVIRs) and compliance requirements, she added.
“It is hard to find really good, loyal, committed drivers, and you see that when you give someone a chance, they really respect that and pay it back with their loyalty,” she said. “We've found that these individuals are often deeply appreciative of the opportunity they've been given, which translates into loyalty, commitment, and long-term success."
Hiring for the future, today
While driver recruitment and retention were driving factors in creating this committee, Ivanov said it was entirely inspired by her first second-chance hire.
Due to his background, the driver-turned-driver manager faced challenges finding employment and was working for an organization that did not provide compensation that she said reflected his value and experience. She said many of the companies that are willing to hire individuals in similar circumstances tend to disrespect their drivers, paying them less and manipulating their logs, forcing them to run hours beyond the legal limit.
That kind of abuse is a violation of basic human rights, Ivanov said.
Apex takes a different approach, not only giving these individuals a second chance, but also providing additional resources and guidance. For example, in addition to playing a critical role in operations, the driver manager also serves as a mentor to other employees navigating the challenges associated with second-chance employment.
He also serves on the company’s Second Chance Hiring Committee alongside Ivanov, the safety manager, the operations manager, and another administrative staff member. He is joined by the safety manager in a pre-interview process where any criminal or SAP candidates must meet in person and gain their approval to be brought before the committee.
Ivanov said candidates who answer honestly on their application that they have a felony get the chance for that interview with the driver and safety managers. If the company finds that they answered dishonestly during the background check, they are automatically disqualified from coming before the committee.
The committee then considers each candidate on a case-by-case basis.
“We consider the nature of the offense, how much time has passed, evidence of rehabilitation, work history, references, and the individual's overall commitment to building a successful future. At Apex, we believe people should be evaluated based on who they are today and the effort they are making to build a better future,” Ivanov said. “Our goal is to understand each person's circumstances, qualifications, growth, and potential to contribute to our team. We believe in balancing opportunity with responsibility while creating pathways for long-term career success.”
If the candidate passes all their tests, has enough experience under their belt, meets Motor Vehicle Record requirements, and all five committee members sign off, they onboard at the company.
Candidates come through the company’s recruiting department via a variety of channels, including community colleges, workforce development organizations, community boards, employee referrals, second-chance employment partners, and traditional job boards. The company partners with multiple organizations, and Ivanov speaks at those organizations’ events about job opportunities in trucking.
While the company offers opportunities across transportation, logistics, operations, warehouse support, and administrative functions, Ivanov said the two primary positions Apex hires criminal and SAP candidates for are drivers and mechanics.
She said mechanic jobs are another position where she has seen success, but it’s also an area where a second chance hire relapsed.
“Some people are really struggling, and then they will relapse—and he relapsed. He didn't come to work, and we found out that he was in jail, which was unfortunate,” Ivanov said. “That’s where the risks come from. That's the chance you take.”
Shining light on success
The post-hire process is just as important, Ivanov noted.
They are heavily monitored for the first 90 days, followed by frequent check-ins, she said. Second-chance driver hires are paired with a driver trainer and receive twice-a-day check-ins from their dispatchers. Like other drivers, they are monitored through ELD data and forward- and driver-facing cameras, but they receive additional random screenings and “pop-ins” on the cameras to check for any suspicious behavior, she added.
“We go above and beyond the regular requirements,” Ivanov said.
The driver manager also takes a more hands-on approach with these hires, bringing them into the office for mental health checks.
“The goal is to provide opportunities responsibly while maintaining the high standards our customers, employees, and community expect from Apex,” Ivanov said. “The committee has allowed us to make a positive impact not only on individuals but also on their families and communities by providing opportunities for stable, meaningful employment.”
Ivanov was recently named a recipient of the 2026 100 Women to KNOW in America award by KNOW Women for growing a woman-owned logistics company, for being an advocate for driver safety and workforce development, and for creating opportunities for individuals seeking careers and second-chance pathways within transportation. Apex received the Rising Star Award at the 2026 Crowns of Enterprise Awards, which honor businesses making a positive impact across the Charlotte region.
“I do have a heart for the community. At the same time, I see that when you are doing things with good intentions, it's always good for the business side of things,” Ivanov said. “The committee has strengthened our workforce while reinforcing our company values. We've expanded opportunities for qualified individuals, improved retention, built a loyal and engaged driver team, and created positive ripple effects for employees, their families, and the communities we serve. It's a reminder that investing in people can create meaningful business results while also making a lasting difference in someone's life.”
She said there is so much stigma and bias around second-chance hiring, which creates barriers that the industry must overcome. She wants to raise awareness and be an example to inspire other trucking companies to take a chance on second-chance hires.
“Someone has to talk about it in order to break the stigma. You have to take it out of the shadows and put light on it,” she said. “We’re proud of the fact that we're helping the community by bringing in second-chance employees. Now other companies can say, ‘Why not me?’”
The CCJ Innovators program is sponsored by Comdata, Mack Trucks, and Shell Rotella.
