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Company: NFI Industries
Industry: Transportation, Logistics, Supply Chain, and Storage
Contact: Angela Thomas, Recruitment Marketing Supervisor
Location: Camden, NJ (terminals nationwide)
When NFI Industries' driver and technician recruiting department took on a new mandate, hiring diesel technicians on top of their existing driver recruitment, Angela Thomas and her team were stepping into unfamiliar territory. They had 20+ recruiters, a national footprint of terminals, and years of experience filling CDL-A driver seats. Diesel techs were a different animal entirely.
"We were trying to find our footing in the tech space," Angela explains. The certifications were different. The candidate profiles were different. The platforms they'd relied on for driver recruiting weren't built to surface skilled trades workers with the right licenses and hands-on experience. They needed a vendor that already understood the blue-collar workforce they were now competing for.
That's when they found FactoryFix.
NFI's recruitment marketing department is a specialized unit. Four people, led by Angela and her manager Kaitlyn, support a nationwide team of recruiters focused exclusively on CDL-A drivers, non-CDL drivers, and diesel technicians. When a terminal or shop manager submits an electronic staffing request, Angela's team places ads across their vendor stack, and recruiters begin working inbound leads alongside their existing pipeline.
Before FactoryFix, the diesel technician postings went up on the same platforms NFI used for drivers. The results were underwhelming. Generic job boards couldn't tell the difference between a candidate with the right ASE certifications and someone who'd hit "quick apply" on 20 listings without reading any of them.
The team needed a platform where the candidates already carried the credentials, the licenses, and the relevant experience, so recruiters could spend their time closing hires instead of sorting through noise.
What caught Angela's attention immediately was the quality of the candidate pool. FactoryFix's network is built specifically for skilled trades and manufacturing, the exact workforce NFI was now hiring into. Candidates on the platform already had the certifications and technical backgrounds her recruiters needed to see.
"What stood out for FactoryFix was the credentials of the candidates on your platform," Angela says. "These are strictly the blue-collar workers we're looking for, and the certifications, the licenses, it almost streamlines our recruitment process for these particular positions."
The platform's ease of use and flexibility also set it apart. Angela's team can swap jobs in and out as terminal needs shift, no emails to a rep, no waiting for acknowledgment, no multi-day turnaround.
"FactoryFix is the one vendor where we can literally wait until the first of the month to make changes because there's no mess," Angela explains. "No emails back and forth, no having to do things on the 30th or 31st just to make sure we're aligned. There's none of that needed."
NFI originally brought FactoryFix on strictly for diesel technician roles. In 2025, their first full year on the platform, the results were strong enough that Angela's team decided to expand, adding non-CDL driving positions to FactoryFix for the first time. In one quarter, they nearly doubled the lead volume they'd gotten in the entire prior year.
The time savings have been the most tangible impact. FactoryFix's AI recruiter has given back an estimated 3,200+ recruiting hours over the past year, roughly 60 hours a week across the team. That's time NFI's 20+ recruiters now spend talking to qualified candidates instead of chasing cold leads, which directly compresses how long roles stay open. FactoryFix's AI recruiters also reached passive candidates who weren't actively job hunting but responded to personalized outreach, giving NFI access to a talent pool their other vendors weren't surfacing.
Cost per hire, one of the primary metrics Angela's team uses to evaluate vendors, has stayed low with FactoryFix compared to the rest of their stack. FactoryFix's system is built to surface the most qualified and engaged candidates first, so NFI's recruiters aren't spending time or budget sorting through unqualified applicants to find the ones worth a phone call.
"Pre-screened candidates and continuous engagement keeps candidates warm through messaging, which helps reduce ghosting and drop-off," Angela says. For a team managing needs at terminals nationwide with a 30-day fill target, those recovered hours and that candidate quality go directly toward faster hires and less pressure on the pipeline
What Angela hears most from her recruiters is how different their workflow feels with FactoryFix. The AI recruiter handles initial outreach and screening conversations, verifying credentials, gauging interest, and keeping candidates warm through messaging. By the time a recruiter picks up the thread, the lead is already engaged and qualified.
"By the time our recruiters get to a candidate in their busy schedules, this is already a very warm lead, and the chances of them qualifying for the positions we're looking for are very high," Angela says.
One recruiter put it this way: "Instead of 100 unqualified applicants, we're getting a smaller pool that's actually relevant. We're never starting from scratch because of the AI-driven conversations."
One of the less obvious but highly practical tools Angela's team relies on is FactoryFix's labor market reports. When NFI opens a new terminal in a market where the company doesn't have much branding, or when a role is proving difficult to fill, Angela's team pulls a report to understand the competitive landscape: average pay for the position, candidate demographics, and where to focus their marketing.
"We've come to trust that the information in those reports is current and accurate," Angela says. "Your first-page summary has saved a lot of headaches. I have no problem sending it out to recruiters, their time is so valuable, and if I can just summarize that top sheet, they'll be fine."
The reports also serve as leverage in internal conversations. When terminal managers and operations directors are setting compensation for a new location, Angela's team walks in with data that answers the questions before they're asked. What should we pay? What should we advertise? What does the labor pool actually look like here?
"It's almost like walking into a meeting and having a lot of the questions already answered," she says.
For NFI, FactoryFix filled a specific gap: a platform that understood skilled trades hiring at a level their existing vendor stack couldn't match. It gave their recruiters warm, pre-qualified leads from day one. It kept candidates engaged through AI-driven conversations around the clock. And it freed up thousands of hours in recruiting time.
The diesel tech recruiting challenge that once felt like unfamiliar territory is now just another part of the operation. FactoryFix is the reason it works.
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