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# How Truck Driver Recruiting Teams Use 100Hires

# How Truck Driver Recruiting Teams Use 100Hires

## Who this is for

Driver recruiting teams hiring CDL drivers across OTR, regional, dedicated, and local routes.

## What makes this hiring workflow different

- CDL class, endorsements, MVR, and medical card status are hard gates
- Speed-to-contact matters
- Compliance information must be easy to filter later

Note: 100Hires does not replace required driver compliance checks. Use it to collect, route, and document the recruiting workflow.

## Recommended 100Hires setup

### Profile Fields for driver credentials

Store CDL class, endorsements, DOT medical card expiration, MVR pull date, and years of experience.

![Profile Fields for driver credentials](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/how-to-add-candidates-manually_482zsk.png)

### Knockout questions

Use explicit questions for required CDL class, endorsements, and minimum experience.

![Knockout questions](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/introduction-to-pipeline-autom_gbzyl5.png)

### Twilio SMS and call forwarding

Text qualified drivers quickly and log calls on the candidate timeline.

![Twilio SMS and call forwarding](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/how-to-set-up-twilio-1_oaipqz.png)

### Tags and filters

Track statuses such as MVR pending, medical current, road test passed, or orientation ready.

![Tags and filters](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/how-to-use-tags-in-candidate-p_12lktlc.png)

## Suggested workflow

Applied -> Credential screen -> SMS sent -> Recruiter call -> MVR/background -> Road test -> Orientation -> Hired

Use this as a starting point. Adjust the stage names, automations, evaluation forms, and messages to match your actual process.

## Operating tips

- Keep the first application form short, then move deeper screening into questionnaires or recruiter follow-up when the role requires it.
- Store repeatable requirements as Profile Fields, form answers, tags, or evaluation form answers instead of burying them in free-text notes.
- Test every automation on a sample candidate before relying on it for live applicants.
- Use bulk actions for clear administrative changes, but review edge cases before sending rejection emails.
- Review source performance periodically so the team spends time on channels that produce qualified candidates, not only high applicant volume.
- Put private hiring priorities in Job Notes when they should guide internal review but should not appear on the public job post.