The Port of New York and New Jersey moved nearly six million loaded containers in 2025. That made it the second-busiest seaport for loaded cargo in the country.¹ For fleet managers, drayage operators, and port logistics employers in Newark, that volume means steady driver demand. It also means credentialing delays, compliance gaps, and a constant search for CDL drivers who are truly ready for port work.
The good news is that these hiring challenges can be managed. It starts with one key fact. Holding a CDL does not mean a driver is drayage-qualified. Getting drayage driver staffing right in Newark means screening for both.
The Port Volume Behind Newark’s Driver Demand
Freight volume is the biggest force behind driver demand in Newark. In 2025, the port moved 5,955,798 loaded containers.¹ That is a 2.8 percent increase from 2024. The port also stayed the busiest on the East Coast.¹ And 85 percent of incoming cargo stays in the local area.² That means constant truck movement between marine terminals, rail yards, warehouses, distribution centers, and customer sites.
Newark employers can draw from a large regional labor pool. But only a small share of those workers hold the port credentials, endorsements, and drayage experience the job needs. That gap is why qualified drivers are harder to find than general CDL holders.
A CDL Does Not Make a Driver Drayage-Qualified
A CDL alone does not make a driver ready for port work. Drivers need a valid Transportation Worker Identification Credential, known as a TWIC. They also need SeaLink identification and the right endorsements for their vehicle or cargo. The truck itself needs to be registered in the Drayage Truck Registry. It must carry a valid radio-frequency ID tag too. Without these, a driver or truck can be turned away at the gate.
So screening has to go beyond a license check. A strong process confirms TWIC and SeaLink status first. Next, it verifies every required endorsement. Then it checks that the assigned truck meets port entry rules. Finally, it looks at the driver’s real drayage experience. The closer this process matches the port’s actual rules, the fewer delays employers face once a driver starts the job.
Compliance Status Matters Just as Much
Port credentials are only half the picture. Employers also need to know a driver is currently allowed to do safety-sensitive work, not just licensed to do it in general.
Here is the rule. Federal law requires a Drug and Alcohol Clearinghouse check before hiring any new CDL or permit holder. Employers must also recheck the system once a year for every CDL driver already on staff. This is not a small detail. As of January 2, 2026, over 202,000 CDL and permit holders were listed as prohibited nationwide.³ A prohibited driver cannot legally get behind the wheel. They stay that way until they complete a required return-to-duty process.
This is where many staffing vendors fall short. Some check only the license and skip the Clearinghouse step entirely. The employer then finds out about the compliance problem later, often after time and effort have already gone into the candidate. By that point, onboarding is delayed. An urgent route can sit uncovered right when coverage matters most.
Why General Staffing Models Struggle With Drayage
A general staffing model can offer a large pool of CDL drivers. But a big pool is not the same as the right fit. Without real port expertise, a staffing partner may treat over-the-road, delivery, regional, and port driving as one category. The result is candidates who hold a CDL but do not know the job. They may lack port access. They may lack the right credentials. They may not understand terminal appointments, chassis handling, cargo releases, or container paperwork.
GoDrivers360 takes a different approach. We build our staffing model around the real demands of drayage work. We confirm credentials before placement, not after. And we prioritize candidates who already understand port operations. This turns recruiting into a targeted process. Every driver is matched to the specific work they will actually do.
Questions to Ask a Staffing Partner
The right questions can show whether a staffing partner truly understands drayage hiring. Some partners lead with fill speed and database size instead. Ask how they source candidates. Ask who verifies credentials. Ask if screening changes based on the assignment. The answers will tell you how much real support you are getting. A few worth asking:
- How much port or intermodal experience do candidates need for this role?
- How do you verify TWIC and SeaLink status before placement?
- Who confirms that credentials are still current?
- Does your screening process change based on the assignment?
- How do you handle urgent replacement requests?
- Will the same point of contact stay involved after placement?
Get Closer to the Drivers Who Keep Newark Moving
Newark employers need more than a driver with the right CDL class. They need a driver with port access, current compliance status, real experience, and working knowledge of terminal operations. That is what lets a driver start drayage work without delay. GoDrivers360 knows what port-ready looks like, which means we can connect you with drivers who are not just licensed, but genuinely prepared for the work ahead.
Get a quick quote today, or call 866-210-8264 to talk with a recruiter who understands drayage.
References:
- The Port Authority of New York and New Jersey. “2025 Annual Report.” Port Authority of New York and New Jersey, 2026, https://www.panynj.gov/port-authority/en/annual-report.html. Accessed 15 July 2026.
- “Truckers Resource Guidebook.” The Port of New York and New Jersey, Port Authority of New York and New Jersey, 2022, www.panynj.gov/content/dam/port/doing-business/PORT_Truckers%20Resource%20Guidebook_2022.pdf. Accessed 15 July 2026.
- FMCSA Drug and Alcohol Clearinghouse. “December 2025 Monthly Summary Report.” Federal Motor Carrier Safety Administration, clearinghouse.fmcsa.dot.gov/content/resources/Clearinghouse_MonthlyReport_December2025.pdf. Accessed 15 July 2026.