Coyote Logistics Leadership & Management in Chicago

Key Insight for Candidates

• Strategic Vision & Planning: In Chicago, employees hear a consistent strategic direction centered on integrating with RXO, migrating to RXO Connect, and leveraging scale for cross‑selling. Feedback suggests this clarity is reinforced by integration milestones and end‑state messaging.
• Open & Transparent Communication: Leadership communications to the Chicago team are described as specific about what changes immediately versus what stays the same during the transition. FAQs and integration updates provide nuts‑and‑bolts guidance that reduces near‑term uncertainty.
• Development & Mentorship: Early‑career employees in Chicago benefit from structured onboarding and hands‑on coaching that help them ramp in a fast‑paced brokerage environment. Feedback suggests frontline leads are often accessible and helpful for skill‑building.

• Siloed or Fragmented Leadership: Experiences in the Chicago office can vary widely by team, with reorganizations and office‑level differences leading to uneven management quality. Comments point to pods with strong support alongside others that feel less well led after changes.
• Lack of Transparency & Communication: Some in Chicago describe periods of shifting direction and low transparency during layoffs and integration, creating uncertainty about priorities. Upper‑layer communication is seen by parts of the team as less consistent than frontline guidance.
• Neglect of Employee Support: High metrics pressure and long hours in brokerage roles contribute to burnout risks for Chicago teams. Feedback links these workload strains to management practices that emphasize aggressive targets over sustainable pacing.