Recruiting and Engagement Specialist

Crossroads Courier•Phoenix, AZ

About The Position

Crossroads Courier is seeking a Recruiting and Engagement Specialist to recruit, orient, and support the early engagement of independent contractor drivers across its markets. The role combines recruiting, talent acquisition, driver orientation, activation, candidate experience, and early retention. It works with Operations to understand driver demand and helps qualified candidates move through screening, documentation, orientation, activation, and transition to Operations. The specialist follows up with drivers after their first day and first week and tracks recruiting and retention outcomes. The position supports Crossroads Courier's time-critical deliveries, including life-saving medical shipments and critical business deliveries. It offers experience across recruiting, talent operations, and workforce engagement, with measurable impact on driver capacity, experience, and customer service.

Requirements

At least 2 years of experience in recruiting, staffing, talent acquisition, contractor relations, customer service, or workforce operations.
Strong communication, facilitation, and relationship-building skills.
Ability to manage multiple candidates, markets, and deadlines.
Comfort using data to improve recruiting and retention outcomes.

Nice To Haves

High-volume or field-based recruiting experience.
Experience in transportation, logistics, courier, healthcare, staffing, or gig work.
Experience with Zoho Recruit/CRM, CXT, Zello, or OpenForce.
Experience facilitating virtual or in-person orientations.

Responsibilities

Partner with Operations to understand driver demand.
Source and communicate with qualified independent contractor candidates.
Set clear expectations about the contractor relationship and available delivery opportunities.
Coordinate screening, documentation, and orientation readiness.
Lead driver orientation and prepare contractors to begin receiving delivery opportunities.
Set up CXT, Zello, OpenForce, and other required access.
Complete a strong transition to Operations.
Follow up with drivers after their first day and first week.
Track show rate, activation, early loss, and 90-day retention results.
Work toward filling validated market needs with active, qualified drivers.
Monitor qualified orientation show rate, orientation-to-activation conversion, first-assignment readiness and handoff quality, 30-day and 90-day retention, and preventable early driver losses.