Grant Trucking wasn’t struggling to generate driver applications - they were struggling to move them efficiently from application to hire.

After their previous recruiting software was acquired, the process became more complicated. Applications were harder to manage. Leads weren’t always organized cleanly. Follow-up took longer than it should. And manual qualification calls consumed a large portion of the recruiting day.

“We were struggling hard to get through our leads,” said Allie Richardson, Marketing & Recruiting Manager at Grant Trucking.

The impact was measurable:

• Time-to-hire stretched to two to three weeks

• Recruiters were spending five to six hours per day organizing and qualifying leads

• Conversion hovered around one hire for every five applicants

“We would miss some leads because they would go to a different category than they were supposed to. I was spending five to six hours a day just trying to organize everything.”

The issue wasn’t demand, it was execution between the moment a driver applied and the moment a hiring decision was made.

Within 90 days of implementing Double Nickel:

• Conversion improved from 1 in 5 leads to 1 in 3

• Time-to-hire dropped to 10–14 days

• Three to four hours per day were freed up

Here’s what changed.

Where the Process Was Slowing Down

Most of the friction lived in early-stage qualification.

Every new lead required:

• An outbound call

• Often multiple follow-ups

• Basic screening questions

• Manual scheduling

• Document coordination

That work adds up quickly. When leads come in consistently, hours disappear before any meaningful hiring conversation begins.

On top of that, the previous system introduced unnecessary complexity:

• Applications that were harder for drivers to navigate

• Data inconsistencies pulled from older submissions

• Leads landing in incorrect categories

• Limited filtering and search flexibility

“The application wasn’t getting submitted the way that we wanted it to. And they were really hard to read,” Allie explained.

In some cases, drivers were confused by outdated information attached to their application.

“We were getting people that said, ‘I don’t remember applying here.’”

None of these issues stopped hiring entirely. But together, they slowed it down and reduced visibility into the pipeline.

What Double Nickel Changed

The first shift was organization.

The recruiting pipeline became clear and structured. Leads moved through defined stages. Searching and filtering took seconds instead of minutes.

“With Double Nickel, I can find a candidate in about a minute instead of spending 20 or 30 minutes looking for them.”

The second shift was automation.

With the AI Recruiter:

• Drivers are contacted immediately after applying

• Core qualification questions are handled upfront

• Candidates schedule calls directly

• Recruiters receive structured summaries before connecting

That replaced hours of manual dialing.

“It saves me probably three or four hours a day making those qualification calls,” Allie said. “I don’t know what I did without it.”

Instead of chasing calls, she now starts the day with qualified conversations already booked.

“I know what I’m going into the next day. I have five calls lined up. It’s super nice to have that set for me.”

Shorter Hiring Cycles

Before Double Nickel, hiring typically took two to three weeks.

After implementation, it dropped to roughly 10 to 14 days.

“It was just a longer process before because of how the application and documents were set up. Now it’s much easier. When we get a qualified lead, it doesn’t take long to move them forward.”

The steps didn’t disappear, the delays did: immediate contact replaced next-day follow-up, pre-qualified candidates replaced cold screening, clear document workflows replaced back-and-forth confusion.

Higher Conversion from the Same Lead Flow

Grant improved from hiring one out of every five leads to one out of every three.

“Before, it would be every five or six leads to get one that fit our qualifications,” Allie said. “Now it’s more like three.”

That shift has direct business impact:

• Lower marketing cost per hire

• Better return on advertising spend

• Less wasted recruiter time

Importantly, this improvement did not require more leads: it required faster response and cleaner execution.

Driver Experience

Driver response to the AI qualification process has been largely positive.

“About 80% of the time, they say it’s cool,” Allie said. “It’s definitely weird, but it’s nice to get that call right after submitting instead of waiting a day or two.”

Answered calls have increased significantly because drivers expect the call.

“My answered calls have gone up probably 80% just because they know the call is coming.”

And if they miss it, many text back — another feature built into the system.

“The texting feature is really nice. A lot more people like to text nowadays instead of email.”

Applications are easier to complete, and document submission has been smoother.

“They don’t really ever have an issue filling the forms out, which is nice because then it’s ready when they come on board.”

The Operational Outcome

The most meaningful change wasn’t just time saved.

It was how the day feels.

“It’s made my day a lot less stressful,” Allie said. “I actually look forward to working in the program.”

Recruiting stopped feeling reactive. Leads are visible. Stages are clear. Follow-up is structured. Qualification happens consistently.

And the results speak for themselves:

• 50% higher conversion

• 30% faster time-to-hire

• Four hours per day returned

“Choose Double Nickel because it helps make your everyday easier. It’s user-friendly on both sides.”

For Grant Trucking, tighter execution didn’t require more people.

It required a better system.