What FedEx Contractors Should Expect From a Recruiting Partner

A recruiting company should do more than send a stack of applications and leave the contractor to sort through them. For a delivery operation, the real value is in what happens after the application arrives.

A recruiter should understand the job

Delivery-driver recruiting is different from general staffing. The recruiter needs to understand the pace of the job, driving requirements, physical demands, scheduling realities and the importance of dependable attendance.

A recruiter should work the applicants

That means making contact, screening for the basics, following up when a candidate does not answer, and helping move qualified people toward the next step instead of simply forwarding names.

A recruiter should respect the contractor's budget

Driver hiring is not a once-a-year event. Contractors need a recruiting solution they can afford to use consistently, not a traditional staffing fee that makes every opening feel like a major expense.

A recruiter should communicate

Contractors should know what is happening with their recruiting pipeline. Clear communication about applicant activity, problem areas and progress lets the operator make better staffing decisions.

First Round was built by people who understand contractor operations firsthand. Our goal is straightforward: work hard on the recruiting process, keep pricing reasonable and help contractors spend less time chasing applicants.