Hiring

Hiring runs inside the portal rather than in a separate tool, which means a hire ends up on your roster instead of in a spreadsheet somebody then retypes. It is the one module with a setup step that needs us: your email and your texting are set up on your own domain and your own numbers, and we prove both deliver before you send anything.

The shape of it

1. 1

   An apply page per station, with a QR code.

   Put the QR on the gate, in a job ad, on a flyer. It is a public page on your own address, so it looks like you.

2. 2

   They book their own interview.

   From a link, against the times you are actually free, and around the days your yard is shut — which you type once.

3. 3

   Email and text from you.

   Templates you edit, sent from your own domain and your station’s own number. A reply comes back into the candidate’s record rather than into somebody’s inbox.

4. 4

   The offer letter, signed on a phone.

   Generated from the record, signed on the candidate’s own phone, and kept as a PDF that is emailed to the person who signed it.

5. 5

   Training and the I-9.

   Training classes and completions come in through the sync. The I-9 details are asked for once, and the sensitive part of it is encrypted and deleted on a clock rather than kept for ever.

6. 6

   Hired, and onto the roster.

   One press. They become a driver record at the station they were hired into — not the station of whoever pressed it, which is the mistake a multi-yard DSP makes once.

The setup that needs us

Mail

Tell us the address it should come from — one you already use, or a new one on your own domain. We set up the records, verify it, and sending only switches on when it is actually proven.

Texting

Each of your stations gets its own number, registered with the carriers under your own brand. Billed at what it costs us. It takes a few days at the carriers’ pace, not ours.

While you are hiring

Hiring

The board is the whole pipeline in one screen, a column per stage, and the front page tells you what is waiting on you rather than what is waiting on them — the interview nobody has confirmed, the offer sent four days ago, the I-9 that is not finished. A candidate’s own page holds everything about them in one place, including every message either way.

The stages are yours

Set the steps a candidate goes through per station, and reorder them. Two yards can hire differently — one may interview twice, one may not.

The days you are shut

Typed once, and the booking page will not offer them. Worth doing before the first link goes out rather than after somebody books Christmas Day.

Declined and withdrawn

Kept, with the reason. It is the list you will want when the same name applies again in six months.

Training

Classes and who completed them arrive through the sync, so a hire is not held up by somebody checking a spreadsheet.

One habit worth building: put the QR code somewhere drivers already stand. The gate, the break room, the back of a van. Most of the best applicants a DSP gets are somebody a current driver told, and a code on the wall is the shortest path between those two facts.