American Junkers

American Junkers is a premier junk removal and hauling service known for its "boots on the ground" reliability and grit. Their business thrives on physical labor and high-energy customer service. However, while their trucks were ready to roll, their growth was stalled by a revolving door of unreliable applicants. Their hiring process was manual, slow, and relied on expensive, low-yield job board postings that failed to attract the right culture fit.

Before working with Maverick, American Junkers struggled with a common industry pain point: finding people who actually wanted to work. They relied on sporadic Indeed posts and Facebook marketplace ads that resulted in "ghosting" and low-quality applicants.

There was no screening system, no automated follow-up, and no employer branding to show why American Junkers was a better place to work than the competition. The leadership team was spending more time chasing interviews than growing the business.

The challenge was to:

• Attract high-character, physically capable candidates
• Automate the screening process to filter out "tire kickers"
• Reduce the manual workload on HR/Management
• Build a "Talent Pipeline" so they never hire out of desperation
• Centralize all applicant data into a modern HR Management system

We moved beyond passive job postings and launched an active recruitment campaign. We targeted local, high-energy individuals through Meta and Google, using "Day in the Life" content that highlighted the culture at American Junkers.

By positioning the job as a fitness-focused, team-oriented career rather than just "moving junk," we attracted a higher tier of applicant.

Key Recruitment Results:

• Significant increase in applicant volume
• Higher "cultural alignment" from the first point of contact
• Consistent flow of applicants even when not "actively" hiring

The biggest bottleneck was the "Speed to Interview." Good laborers find jobs fast. If American Junkers didn't call them in 10 minutes, they were gone.

To solve this, we:

• Migrated American Junkers to a custom Human Resources Management (HRM) system
• Built automated "Pre-Screening" surveys to filter for valid drivers' licenses and reliability
• Automated interview scheduling (Applicants pick a time, it appears on the owner's calendar)
• Implemented SMS automation to remind applicants of their interview time, reducing "no-shows" by 70%.

Key Result:

• Management only speaks to the top 10% of candidates
• The system hires for them while they are out in the field

Hiring is only half the battle; keeping them is the other. We helped American Junkers implement a digital onboarding sequence that educated new hires on company values and safety protocols before their first day.

We used:

• Video-based onboarding modules
• Automated check-ins for new hires at Day 7 and Day 30
• A centralized hub for all employee documents and payroll info

This combination allowed us to:

• Professionalize the "First Day" experience
• Increase employee retention through better communication
• Save thousands in administrative overhead and paperwork

By treating hiring like a sales funnel, American Junkers transformed from a "help wanted" shop into a sought-after local employer.

30-Day Performance Highlights:

• 5 New Hires fully onboarded and in trucks
• 40+ Qualified Interviews held via automated scheduling
• 90% faster response time to new applicants
• $5,000+ saved by eliminating third-party recruiting tech
• Zero "Desperation Hires"—only the best candidates made the cut

The American Junkers team is now fully staffed with a waiting list of applicants, allowing the owners to focus on scaling their fleet rather than filling shifts.