Sourcing
Work from employer-approved role requirements, channels, and outreach scripts for driver and hourly recruiting.
Keep hiring work moving.
Give driver and hourly recruiting a dedicated India-based operations pod for sourcing, screening, scheduling, and onboarding administration.
Your employer decisions. Our recruiting administration.
Support the hiring workflow.
Keep the administrative work organized while your team owns hiring decisions.
Screening
Review resumes and conduct phone screens against the criteria your team approves.
Scheduling and reminders
Coordinate interview availability, keep candidate records current, and send approved reminders.
Onboarding administration
Track employer-defined onboarding steps and coordinate document follow-up within authorized systems.
Keep each handoff clear.
Define what the pod records, what it routes, and what your employer team decides.
Source
Use approved role requirements and channels. Keep outreach and consent records within the authorized workflow.
Screen
Review resumes and use client-approved phone scripts. Record the information your employer team needs to evaluate candidates.
Schedule
Coordinate interviews and reminders. Keep scheduling changes and candidate status current in the ATS.
Onboard
Coordinate employer-approved administration after the hiring decision. Route checks to the authorized provider.
This describes an operating workflow, not an active vacancy or a guarantee of applicants, hires, or time to fill.
Measure the administrative work.
Review speed, record accuracy, and preparation without promising hiring outcomes.
All figures below are proposed contract targets subject to signed scope. They are not achieved results, compliance certifications, or guarantees.
| Measure | Proposed target | Agree in scope |
|---|---|---|
| Resume review | Within 24 hours | Agree receipt time, working coverage, and review criteria. |
| Interview reminders | 48 / 24 / 2 hours before | Use approved channels, consent records, and the agreed interview schedule. |
| ATS accuracy | ≥98% | Agree required fields, audit samples, and the definition of an accurate record. |
| Training before candidate contact | 100% | Complete agreed training before the first candidate contact. |
Guardrails before outreach.
Define approvals, decision owners, and system boundaries before the first candidate contact.
This operating checklist is not legal advice, a compliance certification, or a substitute for the employer's legal review.
Download planning checklist
PDF planning checklist. Not legal advice or a compliance certification.
Approve outreach and consent records
For TCPA and 10DLC considerations, use the client-approved outreach process and maintain consent records. Confirm channel and messaging requirements with the responsible client owner.
Approve screening scripts
Use client-approved criteria and phone scripts. Route questions about EEO requirements or candidate treatment to the employer's designated reviewer.
Keep checks with the authorized provider
An authorized provider manages background checks. The employer owns FCRA-related adverse-action decisions and the associated process.
Keep employer decisions with the employer
The employer makes hiring and adverse-action decisions. The pod supports administration, not independent eligibility or legal determinations.
Keep timekeeping outside the pod
Recruiting administrators never edit timekeeping records. System permissions and operating instructions must preserve that boundary.
Before candidate contact starts.
Who makes hiring and adverse-action decisions?
The employer makes those decisions. The pod supports sourcing, screens, scheduling, reminders, and onboarding administration. An authorized provider manages checks, with employer-owned approvals and adverse-action processes.
Does the pod own legal compliance?
The operating guardrails require approved outreach, consent records, client-approved scripts, and clear employer decision ownership. They are not legal advice or an unverified compliance certification. The employer must obtain its own legal review.
Can we inquire about a pilot?
Yes. Discuss a proposed 90-day pilot, subject to signed scope, to define the workflow, approvals, access, and administrative targets. This is an inquiry option, not a hiring guarantee, guaranteed start date, or limited-availability offer.
Can recruiting administrators edit timekeeping?
No. Recruiting administration never edits timekeeping records. Agree permissions and escalation routes so that boundary stays clear.
Discuss a proposed pilot.
A proposed 90-day pilot is an inquiry option subject to signed scope, not a promise of hiring outcomes.