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Every applicant is interviewed by our AI before a recruiter ever sees them. The interview checks license type, CDL class and endorsements, years of experience and fleet driving history against the criteria you set. Candidates who don't meet them are filtered out at that stage. Everyone who passes goes through automated pre-employment screening: CDL verification, MVR, carrier history, FMCSA commercial safety records and drug test results, delivered as a single report. What reaches your recruiters is a shortlist of vetted drivers, not a raw list of everyone who tapped an ad.

Call2Action's AI places the first call in under five minutes after the application. The qualification conversation takes 5–7 minutes and asks the questions a recruiter would ask: license class, endorsements, experience, driving history, accidents, home time and desired pay. It runs at any hour and in any language, then gives the recruiting team a structured candidate report.

Five checks run automatically on every candidate who passes the interview: CDL verification, MVR (Motor Vehicle Record), carrier history, commercial safety records for FMCSA compliance, and drug test results. They arrive as one clear report, so there's nothing to chase across five separate systems. Screening starts before the candidate appears in your dashboard, which means the profiles your team reviews are already cleared. Your recruiters decide whether to hire someone — not whether that person qualifies in the first place.

Yes. Once you accept a driver, onboarding runs digitally: 1099 and W-2 contracts, DOT documents, insurance, and lease agreements where a truck is needed. Everything is signed online and stored securely — no fax machine and no folder of scanned PDFs moving between offices. Qualified candidates can move from application to orientation in 48 hours.

Call2Action tracks two different milestones. Qualified candidates can move from application to orientation in 48 hours. Across Call2Action fleets, the average time from application to completed hire is 11 days. Actual timing varies by fleet, role, market, offer and candidate availability.

Yes. Facebook can remain one of the places where your fleet finds drivers. Call2Action connects applicants from that source with the recruiting workflow your team manages in one place, so the channel stays and the follow-up becomes easier to organize.

We don't ask them to read. Instead of a written application, the driver is interviewed by voice — which is how drivers communicate all day anyway. The AI asks each qualifying question in conversation and captures the answers: CDL class, endorsements, experience, home-time. Interviews happen right after someone applies, not two days later when they've forgotten applying and stopped answering unknown numbers. You get complete, comparable information even from candidates who would never have finished a twelve-field form.

Call2Action is built for trucking companies running roughly 10 to 300 trucks, with most customers between 20 and 150. That's the size where recruiting has become a real operational problem — trucks sit idle when a seat goes unfilled — but there's no in-house marketing team and no established hiring system to solve it. Smaller carriers usually hire occasionally enough to manage by phone. Larger ones typically have dedicated recruiting departments. Decisions are most often made by an owner, HR director, head recruiter or fleet manager.

We recruit CDL-A drivers across the position types fleets actually run: OTR, Regional, Dedicated, Flatbed, Step Deck, Reefer and Dry Van. Interview questions are matched to the position, so a driver applying for a Regional dedicated run is qualified against that role's requirements — endorsements, experience, home-time — rather than against a generic driver profile. That matters, because a large share of wasted recruiter time comes from candidates who applied for OTR work when they were only ever going to accept local.

Call2Action recruits across the 48 continental United States. Alaska and Hawaii are not covered. Campaigns concentrate on the states with the highest freight density — Texas, Illinois, California, Florida, Georgia, Ohio, Pennsylvania, New Jersey, Indiana, Tennessee and North Carolina — but recruiting isn't limited to them. Coverage is built around the lanes you actually run, not a fixed list of markets.

Yes. Onboarding supports both 1099 and W-2 contracts, plus lease agreements where a driver needs a truck. Employment type is one of the criteria the AI interview checks, so a candidate who will only accept W-2 work is identified during the interview rather than three phone calls into your recruiter's week. If you hire 1099 only, that becomes part of the qualifying criteria from the first conversation — and the drivers who reach your shortlist have already confirmed they'll run under it.

Yes. We offer a free trial and a no-obligation pilot, so you can see how the AI performs against your real candidate pipeline before committing. Demos run about 20 minutes and are tailored to your fleet — you watch the AI call, screen and hire live rather than sitting through a recorded walkthrough. To set one up, email hello@call2action.ai.