CDL Recruiting Specialist

The Role

CT needs a second CDL Recruiting Specialist to work alongside our Recruiter and double the hiring pace. The current pipeline generates 6 to 7 hires per two-week period with one recruiter. With two recruiters working the same pipeline through HireMaster.ai, that target grows to 13 or more per period. Every driver hired fills a truck that is already staged and waiting, against customers who already have work assigned. The urgency is real and the impact is immediate.

This is not a corporate recruiting role. It is a high-volume, relationship-driven, CDL-specific recruiting position. The right person knows how CDL drivers think, where they look for work, and how to keep them engaged from first contact through first load.

What You Will Do

• Work the full applicant pipeline from first contact through employed — applications, screening calls, qualification checks, interview scheduling, and orientation coordination
• Manage your pipeline inside HireMaster.ai — all applicant data, status updates, and follow-up activity tracked in the platform
• Use the Ashli AI agent to handle initial candidate screening and calendar scheduling — your job is relationship-building and conversion, not administrative processing
• Run outbound recruiting across Meta (Facebook and Instagram), Craigslist, and other platforms CT uses for CDL driver sourcing
• Qualify candidates against DOT requirements — CDL Class A, tanker endorsement preferred, minimum one year of relevant experience
• Coordinate with yard supervisors and Lew Cessna on driver placement, start dates, and onboarding timing
• Track cost per hire and applicant source performance — know what is working and what is not
• Communicate the referral bonus program ($5,000 per referred driver who is hired) to current drivers and applicants
• Participate in the biweekly owners call scorecard — your pipeline count and hire numbers are reported every two weeks

What You Bring

• Experience recruiting CDL Class A drivers — you understand the market, the objections, and what it takes to close a driver who is fielding multiple offers
• Comfort working a high-volume pipeline — this is not one or two searches at a time; the target is 13+ hires per two-week period between two recruiters
• Strong phone presence — the recruiting line must be answered and drivers must feel like they are talking to someone who wants them
• Familiarity with ATS or CRM platforms — HireMaster.ai training is provided but tech-comfortable candidates will ramp faster
• Knowledge of DOT driver qualification requirements — 49 CFR 391.23, MVR, drug screening, background check, Clearinghouse
• Ability to work independently and manage your own pipeline without waiting to be told what to do next
• Experience with social media recruiting preferred — Meta and Craigslist are primary sourcing channels alongside the ATS

What CT Offers

• A role where your hires go directly onto trucks and into revenue — there is no ambiguity about whether your work matters
• This role will have clear metrics, real support, and the satisfaction of seeing the direct output of their work on the road every day
• $5,000 referral bonus program already in place that gives drivers a financial incentive to help recruit their peers
• HireMaster.ai platform with Ashli AI agent handling screening and scheduling so you spend your time on conversations, not administration
• A company that has been in the Appalachian shale market for 7+ years with MSAs in place across 23 active operators
• A team that is growing — CT is on a clear trajectory from 83 drivers to 150 and you are a direct part of making it happen
• Competitive base salary and performance bonus structure tied to hires