Stop renting candidates. Start owning a database.
A garage door repair contractor on RecruiterPM eliminated more than $20,000 in hiring spend by replacing heavy monthly job-ad subscriptions with organic distribution and an internal candidate database. Every applicant, hired or not, became a searchable asset for the next opening instead of a repeat purchase.
- Broad organic distribution replaces standing ad subscriptions
- Every applicant saved forever: the second hire is cheaper than the first
- Re-engagement SMS campaigns fill trucks from past applicants
Screen for the things that actually disqualify
Garage door hiring fails on basics: no driver's license, wrong territory, can't lift, can't pass a background check. Knockout questions catch all of it at the application, so the only candidates your ops manager sees are ones who can be on a route next week.
- Knockout questions for license, territory, physical requirements
- Auto-advance qualified techs straight to SMS scheduling
- Custom fields for background check status and start availability
Paperwork done before day one
Offer letters, eSign documents, and onboarding packets go out the moment you decide, from the same system that ran the pipeline. Techs show up on day one ready to ride along, not filling out forms in the office.
- Offer letters and eSign built in
- Onboarding document packets by role
- One record from first text to first route
