How One Part-Time Recruiter Hires 4-6 Drivers Per Month (While Most Full-Time Recruiters Struggle with 2-3)

Let me tell you about Coleen, one of our internal recruiters. She works on two client accounts right now, spending just 10-15 hours per week on each one. And here's what might shock you: each of those clients is on track to hire 4-6 drivers per month.

That's right. A part-time recruiter, working less than 30 hours total per week, is consistently delivering 8-12 quality driver hires monthly across two accounts. Meanwhile, most trucking companies have full-time recruiters working 50+ hour weeks who struggle to deliver 2-3 hires per month.

What's the difference? While she is very talented, she credits her success to the systems we’ve built. (the same systems we can install for your recruiter)

Coleen doesn't work harder than other recruiters – she works completely differently. While most recruiters are stuck in the "willy-nilly calling and desperate searching" cycle that burns them out and delivers poor results, Coleen follows a systematic process that makes hiring 4-6 drivers per month feel almost effortless.

After watching Coleen's success, and comparing it to the struggles we see at other trucking companies, one thing became crystal clear: the difference between recruitment success and failure doesn’t come down to working harder. It's comes down to having the right systems in place.

Let me show you exactly how Coleen does it – and why most recruitment processes are doomed to fail at scale.

The "Willy-Nilly" Approach That's Killing Your Results

Before I explain Coleen's systematic approach, let's talk about what most recruiters are doing wrong. We call it the "willy-nilly" method, and it's the reason why scaling recruitment feels impossible.

Here's what the typical recruiter's day looks like:

Morning: The Platform Shuffle and Desperate Dial Session They start by logging into all the different ad platforms to see where they got responses. With a list of phone numbers from various sources, they start making calls. No strategy, no prioritization, just dialing down the list hoping someone answers. Most calls go to voicemail. The few people who do answer are often not qualified, not interested, or not available to talk. After two hours of calling, they might have had three meaningful conversations.

Afternoon: The Follow-Up Chaos Now they're trying to remember who they talked to, what they discussed, and when they're supposed to follow up. They're juggling text messages, emails, voicemails, and handwritten notes. Important leads fall through the cracks because there's no systematic follow-up process.

Late Afternoon: The Administrative Nightmare They're updating spreadsheets, entering data into their ATS, trying to track which sources are working, and preparing reports for management. By the time they finish the administrative work, the day is over and they realize they only had a few quality conversations with potential drivers.

The Result: Exhausted recruiters working 50+ hour weeks while delivering inconsistent, unpredictable results. They're always behind, always stressed, and always wondering why recruitment feels so hard.

Sound familiar? This is the reality for most trucking company recruiters. They work incredibly hard but get poor results because they're using a broken process that doesn't scale.

Coleen's Systematic Approach:
How to Hire 4-6 Drivers Per Month in 10-15 Hours Per Week

Now let me show you how Coleen's day is completely different. Her systematic approach eliminates the chaos and creates predictable, scalable results.

Step 1: Automated Lead Flow (No Platform Juggling Required)

Coleen doesn't start her day logging into multiple platforms because she doesn't need to. Instead, she opens one single dashboard where all her leads flow automatically. Around 40 qualified leads per week come into this system on autopilot – no manual posting, no platform management, no wondering where the next candidate will come from.

Step 2: Intelligent Filtering and Automatic Scheduling

Here's where Coleen's process gets really powerful. Those 40 leads don't just sit in a pile waiting for manual follow-up. The system automatically filters them based on qualifications and reaches out with personalized messaging. Qualified candidates are invited to schedule appointments directly on Coleen's calendar. This eliminates the desperate, random calling that burns out most recruiters.

Step 3: Scheduled Appointments with Ready-to-Talk Drivers

Each day, Coleen looks at her calendar and takes appointments with drivers who are ready to talk. Usually 2-4 appointments per day, taking less than an hour total. These aren't cold calls or interruptions – these are scheduled conversations with qualified, interested candidates.

Step 4: Universal Inbox Management

After her scheduled appointments, Coleen spends less than 10 minutes in a universal inbox where she can respond to texts, emails, and social messages all in one spot. She's answering questions, providing information, and encouraging more drivers to schedule appointments.

Step 5: Intelligent Power Dialing (Strategic, Not Desperate)

When Coleen does make outbound calls, it's strategic and purposeful. She uses pre-made lists prioritized by importance, calling drivers at the right time in their journey. This isn't desperate, random dialing – it's intelligent outreach based on where each candidate is in the process.

She can spend as much or as little time on this depending on the week's needs. If she has enough scheduled appointments, she might skip the cold calling entirely. If she needs to accelerate results, she can invest more time knowing exactly who to call and when.

Step 6: Streamlined Processing (Efficient Pipeline Management)

Finally, Coleen works with the drivers that have completed applications and are ready for processing. This takes more time per driver and it’s worth it to invest extra time here because these drivers are almost over the finish line.

The Result:

Coleen consistently delivers 4-6 hires per month per client while working just 10-15 hours per week per account. She's not stressed, not burned out, and not wondering where the next candidate will come from. The system creates predictable results that scale effortlessly.

Want the same process built for your recruiter?

If you or your recruiter aren’t delivering the number of hires you want per month, it is most likely due to the approach and systems being used.

If you're tired of the willy-nilly approach that burns out recruiters and delivers inconsistent results, it's time to see what systematic recruitment can do for your company. Coleen's success isn't unique – it's replicable with the right systems and processes.

We’ve built and installed this system for dozens of recruiters, and have further optimized the process with Coleen being on our team.

If you want to learn more and see exactly how this can work for you -

Grab a Spot on our Calendar.