Executive Summary
Time-to-hire is not an HR metric. For trucking fleets, every open driver seat represents lost revenue, delayed shipments, and service commitments at risk. When qualified drivers enter your pipeline but drop out before orientation, the problem is rarely lead volume. The problem is execution speed.
StaffWorthy operates inside Tenstreet to eliminate the delays that cause qualified drivers to accept other offers. Over the past 12 months, our recruiters made 73,000+ calls, submitted 1,300+ qualified drivers, and completed 89 hires under a pay-per-hire model. That 6.7% hire rate reflects disciplined screening and platform fluency, not spray-and-pray tactics. With a 99.5% QA score across audited interactions, our team delivers carrier-ready applications without compromising your brand or compliance standards.
This post explains why Tenstreet expertise is non-negotiable for trucking recruitment and how platform proficiency directly impacts your time-to-hire.
The Real Bottleneck: Velocity, Not Volume
Most fleets do not struggle to generate applications. Job boards, referral programs, and marketing campaigns produce leads. The breakdown happens between application and seat assignment.
Industry data shows 40 to 60% of driver applicants drop off after initial contact. Delays of 48 to 72 hours between application and follow-up increase attrition by double digits. Each lost candidate extends your hiring cycle and leaves trucks parked. For a 100-truck fleet with a 90% driver retention rate, every week of hiring delay costs thousands in unseated capacity.
Speed matters more than volume. The fleets that reduce time-to-hire are the ones with recruiters who move fast inside the systems drivers already entered. Tenstreet is that system for most U.S. carriers.
Why Tenstreet Proficiency Impacts Time-to-Hire
Tenstreet is not just an applicant tracking system. For trucking, Tenstreet manages application flow, compliance workflows, driver communication, and dispositioning across multiple stages. Recruiters who lack platform fluency waste time navigating menus, miss follow-up triggers, and create handoff delays that kill momentum.
Tenstreet-proficient recruiters do four things better:
- Faster application review. They know where to find critical information and how to triage based on fleet-specific criteria.
- Better dispositioning. They move candidates through stages without manual errors or missed steps.
- Cleaner compliance handoffs. They understand MVR pulls, PSP reports, and FMCSA clearinghouse checks inside Tenstreet workflows.
- Smarter follow-up timing. They use Tenstreet triggers and notes to engage drivers before competitor offers arrive.
StaffWorthy’s internal stats reflect this proficiency. Our 73,000+ recruiter calls and 1,300+ submissions resulted in 89 hires because we screen for commitment and move qualified drivers through Tenstreet fast. That 6.7% hire rate under pay-per-hire pricing proves disciplined execution. We do not submit applicants who will waste your operations team’s time.
Case Study: How Tenstreet Fluency Delivered a 10.45% Hire Rate
A mid-sized regional carrier approached StaffWorthy with a familiar challenge. Their internal recruiting team generated applications but struggled with follow-up speed and dispositioning accuracy. Qualified drivers were falling through the cracks. Trucks sat unseated for weeks.
StaffWorthy deployed Tenstreet-proficient recruiters under a pay-per-hire model. Over the engagement period, our team submitted 670 qualified drivers to the carrier. The results:
- 670 submissions
- 70 completed hires
- 10.45% hire rate from submission to seat
The 10.45% hire rate exceeded industry benchmarks for pay-per-hire recruiting. More importantly, the carrier reduced their average time-to-hire significantly. Drivers who previously waited weeks for follow-up were now moving through the pipeline in a fraction of the time. This translated to faster freight coverage, fewer service disruptions, and measurable revenue gains from trucks that returned to revenue-generating status sooner.
What drove these results? Tenstreet execution speed. Our recruiters eliminated the 48 to 72-hour delays that kill driver interest. They moved qualified candidates through compliance steps without manual errors. They handed off carrier-ready applications that required minimal internal review.
The carrier’s operations team spent less time processing unqualified leads and more time orienting drivers who showed up.
Pay-Per-Hire Recruiting and Incentive Alignment
Pay-per-hire recruiting aligns recruiter incentives with carrier outcomes. Under this model, StaffWorthy only earns fees when drivers complete orientation and begin work. This pricing structure forces quality over quantity.
Traditional contingent or retained recruiting models reward activity, not results. Recruiters submit high volumes to justify fees, regardless of candidate commitment. Pay-per-hire eliminates this misalignment. Every submission must meet your screening criteria and show genuine interest in your fleet.
For carriers, this means fewer unqualified candidates, less internal review time, and reduced friction between recruiting and operations. Our 6.7% hire rate reflects this discipline. We do not flood your pipeline. We deliver drivers who show up.
Reducing Driver Drop-Off with Faster Tenstreet Transfers
The recruiter-to-carrier handoff is a high-risk point in every hiring process. Drivers who submit applications expect speed. When 48 hours pass without follow-up or next steps, they assume your fleet is not serious. They move on.
StaffWorthy mitigates this risk by operating inside Tenstreet workflows. Our recruiters do not collect driver information in external spreadsheets and batch-transfer files. We work in your Tenstreet environment or deliver carrier-ready applications formatted for immediate transfer. This eliminates the manual data entry and communication gaps that slow hiring.
Where fleets allow direct access, we function as an extension of your internal team. Where access is restricted, we prep applications so your team spends minutes, not hours, processing each candidate. Either way, we reduce the 24 to 72-hour window where most driver drop-off occurs.
Two Engagement Models, One Tenstreet Platform
StaffWorthy offers two recruiting models. Both depend on deep Tenstreet expertise.
1. Pay-Per-Hire Recruiters
This model supports volume hiring, seasonal surges, and fleets without internal recruiting capacity. Our recruiters focus on speed and candidate commitment. We qualify drivers, conduct screening calls, and submit only those who meet your criteria. You pay only for completed hires.
This model works best for fleets that need immediate capacity without adding headcount. Our team handles outreach, follow-up, and pre-qualification. Your operations team receives drivers ready for the next step.
2. Dedicated Recruiters
This model embeds StaffWorthy recruiters inside your Tenstreet environment as an extension of your internal team. Dedicated recruiters manage ongoing hiring needs, build driver pipelines, and maintain consistency across hiring cycles.
This model works best for fleets with steady growth or high turnover that need reliable recruiting support without full-time salary costs. Your dedicated recruiter learns your fleet culture, understands your driver persona, and operates with the same urgency as an internal hire.
Both models rely on Tenstreet fluency. Without it, neither model delivers the speed your hiring process requires.
Quality, Compliance, and Brand Protection
Outsourcing recruiting raises legitimate concerns. Will external recruiters protect your brand? Will they follow compliance standards? Will they create risk?
StaffWorthy addresses these concerns with a QA framework that audits 100% of recruiter interactions. Our 99.5% QA score across the past 12 months reflects consistent execution. Every call, email, and text message is reviewed against your brand standards and FMCSA compliance requirements.
For executives, this translates to three operational benefits:
- Brand consistency. Drivers experience the same professionalism whether they speak with your internal team or StaffWorthy recruiters.
- Compliance protection. Our recruiters understand DOT hiring regulations, drug testing requirements, and background check workflows.
- Reduced risk. We document every interaction inside Tenstreet, creating audit trails that protect your fleet during FMCSA reviews.
Quality control is not optional. StaffWorthy treats it as a baseline requirement.
Why Tenstreet Expertise Is Non-Negotiable
Lead generation services sell volume. They promise thousands of driver applications each month. But applications without execution speed become wasted leads.
When evaluating recruiting partners, ask these questions:
- Do they operate inside Tenstreet immediately, or do they require onboarding?
- Are their fees tied to completed hires, or do they charge for activity?
- Do they reduce friction between recruiting and operations, or do they add manual steps?
If the answer to any of these questions is no, you will not reduce time-to-hire. You will add complexity.
Tenstreet expertise separates recruiting partners who deliver results from those who deliver excuses. Fleets that prioritize platform proficiency reduce driver drop-off, accelerate hiring cycles, and seat trucks faster.
Final Thought: Speed Is a Strategic Advantage
Speed is not a convenience. For trucking fleets, speed is a competitive advantage. Faster hiring means better service reliability, more predictable revenue, and greater fleet stability. Every day a truck sits unseated is a day your competitor captures that freight.
Tenstreet expertise enables speed. Recruiters who know the platform eliminate delays, reduce drop-off, and deliver carrier-ready drivers. StaffWorthy’s track record proves this approach works.
Let’s talk about how StaffWorthy supports your hiring goals without adding internal headcount.
About Staffworthy
Staffworthy is a U.S.-focused RPO and recruitment solutions provider specializing in sourcing, screening, and placing qualified Class A CDL drivers across the country. Our global team of expert recruiters delivers scalable, cost-effective hiring solutions that help fleets of all sizes reduce overhead and fill seats faster with the right talent.
With a performance-based, pay-per-hire model, we streamline driver recruitment so your internal team can focus on what matters most—keeping trucks on the road and your business moving forward.
Recruit smarter, not harder — with Staffworthy.