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.

Knockout questions

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

Twilio SMS and call forwarding

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

Tags and filters

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

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.

Updated on: 16/06/2026