Most carriers assemble recruiting out of separate pieces: a careers page someone built years ago, a spreadsheet or an applicant tracker, a scheduling tool, a texting service, and then a manual re-typing of the winner into payroll. Every seam is a place candidates go cold and data gets re-keyed.

FAST covers that whole path — and because it is the same system that runs your settlements and your fleet, hiring a driver creates the driver record instead of starting another spreadsheet.

What it covers

• A public careers page — branded, mobile-first, with its own shareable link for every role, structured so search engines can index your jobs.
• A step-by-step application — built for phones, with progress saved and incomplete leads captured the moment contact info is entered, plus an optional automatic reminder to finish.
• Screening on arrival — typed questions with scoring and knockout rules rank every applicant before anyone reads a resume; auto-reject is opt-in per posting.
• Designed landing pages — six themes, customizable colors and fonts, and the application form embedded mid-page. No web designer needed.
• Embed on your own site — one snippet puts the same form on your company website, with your ad tracking intact.
• Ad-stack integration — per-company GA4/GTM/Meta pixels, server-side Meta Conversions API for reliable ad signal, and signed webhooks into Zapier or your ATS.
• Funnel optimization — step-by-step drop-off analytics per posting, and A/B testing of titles and descriptions with per-variant conversion.
• Applicant tracking - a stage-based pipeline with a dedicated Processing stage, draft-safe applicant corrections, notes, ratings and bulk import.
• Configurable workflows - versioned custom Hiring checklists alongside both legacy FedEx workflows, with explicit assignment and upgrades.
• Configurable applications and messages - arrange application steps, offer optional booking at submission, and review company defaults and posting message settings.
• Interview scheduling — candidates book themselves from your real availability.
• Booking links — your own scheduling pages for referrals, callbacks and anyone else, with automatic confirmations and reminders.
• Calendar connections - import busy-time feeds and subscribe to FAST bookings, with provider-controlled refresh delays. Compare four practical refresh options.
• Road test scheduling — booked against a real examiner, on their calendar.
• Documents and signatures — send policies and agreements for a candidate to read and sign before they have any login, with read receipts and the signed copies filed on the driver record when you hire them.
• Live chat — answer questions on the careers page while the candidate is still reading — now reachable from job landing pages too.
• Analytics — source attribution, conversion funnel and time-to-hire.
• A Recruiter role — give recruiting staff the whole hiring suite with zero access to payroll, fleet data or company settings.

Why it matters commercially

• Fewer subscriptions. A careers site, an applicant tracker, a scheduling tool and an e-signature service are four separate bills for most carriers. Here they are one system.
• Less time lost to arranging things. Self-booking removes the phone tag that sits between "interested" and "interviewed" — and in driver recruiting, the carrier who talks to them first usually wins.
• Ad spend that optimizes on real data. Pixels plus server-side conversions mean your Meta and Google campaigns learn from every application — including the ones browser privacy features would have hidden.
• Leads stop leaking. Incomplete applications are captured and automatically nudged; drop-off analytics show exactly where the funnel loses people.
• No re-keying. The hire becomes the driver record, so onboarding, payroll and compliance start from data that was already checked — and the paperwork they signed as a candidate is already attached to it.
• Visibility. You can see which sources produce hires rather than which produce applications.