Beimel Transportation: 40 recruiter hours back every month.
How Beimel Transportation Went from 8% Qualified Candidates to 78%
Beimel Transportation went from reviewing 500 applicants a month to 100 — and from 8% of them being qualified to 78%. Its recruiters now spend one to two hours a day screening instead of three to four.
Recruiting qualified CDL drivers is one of the most persistent challenges in transportation. Companies routinely receive large numbers of applicants, then spend significant time working out which of them actually meet licensing and experience requirements.
Where Beimel operates, what it hauls, approximate fleet or headcount, and how long it has been running. Every other case study in this set opens with this and the page will feel abrupt without it. I haven't written it because the source contains none of it and I won't invent a customer's history.
Beimel partnered with Array HQ to improve the quality of its candidate pipeline rather than its size. By prioritising pre-qualified CDL drivers over raw application volume, the company sharply improved recruiting efficiency and cut the time spent screening.
40 recruiter hours back every month.
Saved per recruiter, per month
Screening time down from roughly 70 hours to 30.
Of candidates meet CDL requirements
Up from 8–10% before Array HQ.
Disclaimer: Results shown are based on the actual experiences of Array customers. Results vary by customer and circumstances, and no particular outcome is guaranteed.
From 500 applicants to 100
After implementing Array HQ, Beimel saw a sharp change in the proportion of candidates meeting its hiring criteria. Instead of working through hundreds of applicants each month, recruiters began receiving a smaller group who were far more likely to hold the right CDL and experience.
Monthly applicants, qualified candidate rate, daily candidate calls, recruiter screening time. The table is the single most persuasive element in this document and shouldn't be flattened into prose.
With nearly eight in ten candidates qualified, recruiters could spend their time engaging viable drivers instead of filtering.
"Now it narrows the playing field and gives you a few qualified candidates to call."
Forty hours back every month
Higher candidate quality cut the daily call load directly. Recruiters had been spending several hours a day calling applicants purely to establish who might qualify. "Maybe five or ten calls in a day. I can manage that within an hour or two."
Screening time dropped from three to four hours a day to one to two — roughly 70 hours a month down to 30. That's about 40 recruiter hours recovered every month, redirected into interviewing qualified drivers and supporting onboarding rather than filtering.
The platform also changed how the pipeline is managed day to day, with recruiters tracking outreach attempts, updating candidate status, and monitoring progress in one place instead of by hand. "I like the ability to go through and mark where I'm at with the driver. It keeps me organized."
"Provided things keep running the way they are, I wouldn't go back."
See what a qualified pipeline does to your week.
15 minutes with our team. Bring your screening hours; we'll show you what's recoverable.