Bellmark Hiring Ops for Amazon DSPs

Route ready, every week.

I build and run the hiring system behind your station: job ads that reach drivers, one applicant pipeline, interviews that confirm and remind themselves, and a weekly number you can trust. You own every account.

A row of white delivery vans parked on a wet station lot at sunrise
Station lot at dawn
From a DSP I work with, June to September 2026
119

new drivers in onboarding, up from 20–30 before I started

50+

drivers hired in four months

3rd → 1st

Google job ad position, same budget

273 → 0

candidates messaged by hand, now automated invites

No increase in ad budget. Most paid ads are now paused because the station has more applicants than it can interview. The full numbers, including what was broken, are in the case study.

Sound like your station?

You're short drivers every time peak gets close.
Interviews get booked, and half the room doesn't show.
You can't say what a hire costs or which job board produced it.
Applicants wait days for a reply and take another DSP's offer.
Hiring lives in one person's head and one person's inbox.
How it works

Four steps from short-staffed to route ready.

01

Inspect

I audit your job ads, careers page, ATS and Google listing, and find where applicants leak out.

02

Wire it

One pipeline, tracking on every ad and job board, and cost per hire by source.

03

Automate it

Interview invites, confirmations and reminders that send themselves, sized to the interview slots you actually have.

04

Hand over the keys

A written playbook, a trained recruiter, and every account in your name. Or keep me on to run it.

What's included

What I set up and run for you

Job ads on Indeed, Facebook and Google, run from your own accounts.
Tracking that shows which ad or job board produces applicants and hires.
Your ATS set up so interview invites, confirmations and reminders go out on their own.
A daily interview schedule sized to the applicants you actually get.
Job posts and a careers page with pay up front.
A complete Google Business Profile, a phone line you own, and the same pay everywhere you list.
Training for your recruiter and a written how-to, so the system runs without me.
A weekly scorecard: hires against plan, applicants by source, show rate, cost per hire and time to first route.
How I work

One person, start to finish

I plan the work and I do the work. No junior team, no account manager in the middle.

You own every account

Ad accounts, job boards, your ATS and phone line stay in your name. Ad spend goes straight to the platforms, never marked up.

Easy on your time

You approve the budget. I send short weekly updates with the numbers and what I am changing next.

Ways to work together

Hiring Inspection (free)

Before our first call, I review your job ads, careers page and Google listing and grade what is working. You keep the written recap either way.

Hiring Funnel Audit

A full inspection of your funnel, from the first ad to the first route, with a written plan and the fixes ranked.

Hiring Engine Build

I build the system: job posts, ATS setup, automated invites and reminders, Google profile and careers page. Then I hand you the keys.

Hiring Ops Partner

I run it month to month, report weekly and keep the pipeline full while you run the station.

Route Ready Blitz

A focused push for peak season or new routes, on top of any plan.

Pricing

Fixed fees for the Diagnostic and the Build, monthly for ongoing work. I quote after the free call, once I know your station and goals.

Questions owners ask

Do you replace my recruiter?

No. I give your recruiter a system that works, and train them to run it.

Do I need new software?

Usually not. I work inside the ATS and job boards you already pay for wherever I can.

How fast will I see it move?

Tracking and automations usually go live in the first few weeks. Hires follow as the pipeline fills, and the weekly numbers show it.

I already have more applicants than I can interview.

Then the problem is the funnel, not the ads. That is most of what I fix.

Short on drivers before peak?

Before we talk, I'll look at your job ads, careers page and Google listing. You keep the written recap either way.

(270) 559-0161 · hello@bellmarkprojects.com

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