Hiring Smarter:
How VOKSICA Automated TruGuard’s 1099 Sales Rep Recruitment
From Manual Recruiting to Missed Opportunities
TruGuard Security needed to expand its sales force rapidly with commission-only (1099) sales representatives. But the process was bogged down in inefficiency: manually reviewing applicants, sending interview invitations, and tracking no-shows across spreadsheets and inboxes. Recruiters were overwhelmed by repetitive tasks, candidates were slipping through the cracks, and the hiring funnel lacked consistency.
In an industry where speed and professionalism define competitive edge, TruGuard needed a recruitment pipeline that worked as fast as their growth goals.
Searching for a Scalable Recruitment Engine
The goal wasn’t just to reduce paperwork — it was to create an automated hiring funnel that could:
– Capture every applicant as a contact.
– Screen automatically for disqualifying conditions.
– Guide qualified candidates into interviews with professional reminders.
– Track every decision inside a structured pipeline.
This wasn’t about replacing recruiters. It was about freeing them to focus on human judgment while the system handled the repetitive work.
Meet the 1099 Recruitment Workflow
VOKSICA designed and delivered a GoHighLevel-powered recruitment pipeline, orchestrated with automation to manage every stage of the applicant journey.
The system included:
– Application Intake & Screening: Intake forms automatically created contacts in GHL, tagging them as applicants. Candidates who didn’t meet conditions (like being outside California or refusing commission-only work) were auto-rejected and moved to a dedicated pipeline stage.
– Manual Review & Interview Invitations: Recruiters could review applicants quickly, then drag and drop them into “Accepted For Interview.” This triggered a four-day email + SMS sequence, inviting them to book.
– Automated Interview Scheduling: Accepted candidates booked directly into the “Sales Interview” calendar. The system handled confirmations, cancellations, and no-shows with automated reminders and status updates.
– Final Decisions: Post-interview, recruiters moved candidates to either “Hired” or “Rejected.” Successful hires were seamlessly prepared for onboarding.
Every action was logged in GHL with tags, notes, and pipeline stages — giving recruiters total visibility without the busywork.
Built for Consistency, Powered by Automation
Behind the workflow was a set of structured automations that:
– Ensured no applicant was overlooked.
– Reduced manual data entry to near zero.
– Sent polished, consistent communications across email and SMS.
– Handled reschedules and no-shows automatically without recruiter intervention.
Instead of chasing applicants, recruiters reviewed only the ones who had already passed automated screening.
From Chaos to Clarity in Recruitment
The difference was immediate:
– Recruiters gained hours back every week by eliminating repetitive reminders and manual updates.
– Applicants received a professional, consistent experience, with clear next steps at every stage.
– No-shows were followed up automatically, reducing wasted interview slots.
– The entire funnel — from application to hiring — became visible and trackable inside one CRM.
What was once a messy manual process became a scalable recruitment engine.
Industries That Can Benefit from Automated Hiring Pipelines
While built for TruGuard’s sales reps, this system applies across industries that rely on high-volume, fast-paced hiring:
– Sales Organizations – Scaling commission-only or distributed sales teams quickly.
– Security Firms – Recruiting guards and field staff with structured compliance checks.
– Staffing Agencies – Handling large applicant pools with consistency.
– Healthcare & Nursing Recruitment – Automating intake and interview flows for medical staff.
– Hospitality & Retail – Managing seasonal hiring surges with minimal overhead.
Any company that needs to hire fast, at scale, without losing structure can benefit from this workflow.