Peak season staffing: the 90-day plan that works
A September-to-January hiring calendar for FedEx Ground ISPs and Amazon DSPs: when to post, when to screen, when to bring in contingency drivers.
Weeks 1 to 2 (early September): count the gap
Add expected volume growth to current turnover and subtract drivers in training. That number, plus two, is your peak hiring target. Submit the First Advantage authorized-user paperwork now if you are using a recruiter.
Weeks 3 to 6: ads up, screens daily
Post with a daily budget 50 percent above your normal and screen every weekday. Candidates authorized in late September clear First Advantage by mid-October, in time for a two-week ramp.
Weeks 7 to 9: road tests and ride-alongs
Hire in waves of three to five so trainers are not swamped. Keep two extra screened candidates authorized for every five hires; one will not show.
Weeks 10 to 13: contingency and retention
Book contingency drivers for the heaviest two weeks before they are gone; badged drivers with STA/TSA are claimed by late October. Announce the peak bonus and pay it in two parts, mid-December and mid-January, so it keeps people through the drop-off.
Plan the ramp-down
Tell seasonal hires the end date on day one. Those who want to stay become your January replacements for the drivers who always leave after peak.
When should I book contingency drivers?
By mid-October for Thanksgiving to Christmas coverage. Requests are matched on pay, start date and perks, so stating hotel and per diem early wins drivers.
Need road-test-ready drivers?
Plans from $399 a month for Amazon DSPs and $449 for FedEx Ground ISPs, with a guaranteed minimum of candidates.
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