How FStaff Scaled Driver Recruiting Across 14 Markets Without Adding Recruiters

FStaff recruits drivers across 14 markets and matches them with open roles near where they live. Applications arrive at a rate of 60-80 a day, and under its old process one recruiter reviewed and followed up on each of them by hand and could only reach 19% of incoming candidates. The rest went uncontacted. Any growth in volume meant another recruiting hire.

FStaff now has Asendia AI phone-screen every completed application and write the results to its Tenstreet ATS. Since making that change, the company has doubled its applicant flow, improved its hiring ratio by 20%, and is running at 28% business growth for the year without adding headcount.

What changed for FStaff

• Candidate contact rate went from 19% to 100%, every applicant now gets reached, not just the ones a recruiter had time for.
• Applicant flow has doubled, with better-qualified candidates moving through the pipeline faster.
• The hiring ratio improved by 20%, with placement rates climbing from 30% to 50% of hired workers going to work.
• FStaff is at 28% revenue growth for the year, driven in part by the efficiency gains across all 14 markets.
• Location-based matching runs automatically, replacing the manual work of fitting each candidate to an open role.

One recruiter as the limit on growth

FStaff's business depends on volume and speed. Candidates quick-apply through Indeed with basic information, and FStaff sends SMS nudges to get them to complete a full application. Under the old process, a single recruiter then reviewed each application for disqualifying factors such as safety history, employment gaps, and location but at 60-80 applications a day, that recruiter could only reach 19% of incoming candidates. Qualified candidates got a call to verify their details and discuss job preferences, and the recruiter matched them by hand to available roles across FStaff's markets.

That recruiter set the ceiling on how much FStaff could take on. The obvious fix, hiring more recruiters would have raised costs in line with volume. Leadership wanted the opposite: to grow without adding headcount, while keeping the experience good for the drivers applying.

How the AI phone screen fits the Tenstreet workflow

When a candidate completes a full application, Asendia's AI calls them for a phone interview. The conversation starts with knockout questions on location, required certifications, and employment history, then covers career goals and job preferences, availability and schedule flexibility, and interest in specific roles or markets. Every applicant is asked the same questions, which gives FStaff a consistent evaluation from one candidate to the next.

Those answers feed location-based matching. Drivers often don't know which of FStaff's 14 markets would suit them best, so Asendia matches each one with open roles nearby rather than leaving that step to a recruiter. If there's no match, the candidate doesn't advance which means recruiters are only spending time and energy on candidates who are actually going to go to work.

All of it lands in Tenstreet automatically. The recruiting team keeps working in the ATS it already had, with no manual data entry between systems.

Where recruiter time goes next

With first-round screening handled, FStaff's leadership is moving its recruiting team toward work that needs a person: building relationships with drivers, negotiation, and placement support. The goal was never to replace recruiters, it was to improve the candidate experience and make sure the right candidates were getting through. Asendia AI helped make that possible.

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