Transport-BPO, the specialist transportation BPO and call center provider, has expanded its virtual agent and round-the-clock call answering operations, adding after-hours and overflow coverage options for taxi, NEMT, chauffeur, courier and trucking companies across four countries.

VANCOUVER, Wash., July 3, 2026 /PRNewswire-PRWeb/ — TransportBPO (https://transportbpo.com), the specialist call center and business process outsourcing provider for the ground transportation industry, has expanded its virtual agent and 24/7 call answering services, giving transportation companies in the United States, United Kingdom, Canada and Australia new options for after-hours, weekend and overflow phone coverage without adding in-house staff.

The expansion responds to a pattern the company sees across all four markets: most fleet operators do not need a fully outsourced dispatch office on day one. They need the gaps covered first, the 6 p.m. to 6 a.m. window when the office phone forwards to a mobile, the Saturday surge when two staff handle the call volume of five, and the holiday weeks when a single sick day leaves the booking line unmanned. TransportBPO’s virtual agents now slot into exactly those gaps, answering in the operator’s company name, booking jobs into the operator’s own dispatch software and escalating genuine emergencies to an on-call manager.

The service tiers range from overnight-only answering through weekend and overflow coverage to a complete 24/7 outsourced dispatch operation, and operators can move between tiers as seasons and contract volumes change. Every agent is trained on transportation workflows before handling live calls, covering fare quoting, driver assignment, account customer handling, wheelchair-accessible vehicle requests and the trip protocols used by non-emergency medical transportation (NEMT) providers.

“The first call most operators want covered is the one that comes in while they are asleep,” said Nimra Khalid, chief operating officer of SS Support Network LLC, the parent company of TransportBPO. “Starting with overnight virtual agents lets a fleet prove the model on its own numbers. Almost every client who starts with night coverage widens it within a few months, because the recovered bookings pay for the service and then some.”

TransportBPO serves taxi and cab companies, private hire operators, NEMT providers, chauffeur and limousine services, couriers and trucking fleets. Alongside call answering and dispatch, the company provides customer service representatives for booking lines and back-office support covering billing, scheduling, claims follow-up and data entry. Agents are rostered to each client’s local time zone, whether the fleet operates in London, Dallas, Toronto or Sydney.

The expanded virtual agent capacity is delivered by the company’s growing operations team. TransportBPO is a brand of SS Support Network LLC, a business process outsourcing firm registered in Vancouver, Washington, whose delivery team of more than 50 trained agents has supported transportation and healthcare clients in dispatch, billing, credentialing and customer service since 2020.

Transportation operators can compare coverage tiers, request pricing or book a consultation at https://transportbpo.com.

About TransportBPO

TransportBPO is a specialist call center and business process outsourcing (BPO) provider for the ground transportation industry, delivering virtual agents, 24/7 taxi and cab call answering, live dispatch, customer service and back-office support to transportation companies in the United States, United Kingdom, Canada and Australia. TransportBPO serves taxi, cab, private hire, NEMT, chauffeur, courier and trucking operators and is a brand of SS Support Network LLC of Vancouver, Washington, USA. More information is available at https://transportbpo.com.

Media Contact
Daniel Okoro, Content Editor and Dispatcher
TransportBPO
Email: info@transportbpo.com
Phone: +1 (657) 777-0006
Website: https://transportbpo.com

Media Contact

Daniel Okoro, TransportBPO, 1 6577770006, info@transportbpo.com, https://transportbpo.com

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SOURCE TransportBPO

Cadient’s analysis found that weak career pages, applicant tracking systems (ATS), and application experiences create friction that may prevent qualified candidates from being hired.

NEW YORK, July 3, 2026 /PRNewswire-PRWeb/ — A new Cadient analysis of 1,386 employers found that many companies are trying to hire at scale using hiring infrastructure too weak to support it. This is creating friction that may be turning qualified candidates away before recruiters ever evaluate them.

Using HiringScorecard.ai, Cadient’s public hiring-funnel assessment platform, Cadient analyzed 1,386 employers across 12 industries, drawing on publicly available hiring information, including career pages, job postings, application workflows, employer review sites, and company-published information. Each employer was evaluated against a standardized framework covering five areas of the hiring journey: Career Page, Applicant Tracking System (ATS), Hiring Volume, Employer Brand, and Application Flow. The analysis drew on more than 1,500 hiring assessments, achieved a 93.9% audit success rate, and generated a scorecard in approximately 90 seconds per employer.

The findings challenge the common assumption that hiring struggles are mostly a talent-shortage problem. Instead, the same three areas — Career Page performance, Applicant Tracking Systems (ATS), and Application Flow — repeatedly ranked among the weakest parts of the funnel, even as Hiring Volume ranked among the strongest. In other words, employers are generating interest but lack the infrastructure to convert the influx of applications into completed applications, interviews, and ultimately hires.

Among the findings:

Career Page, ATS, and Application Flow consistently ranked as the weakest parts of the hiring funnel, even as Hiring Volume ranked among the strongest.Approximately 75% relied on manual or unstructured screening.Approximately 70% showed signs of high turnover or early-stage attrition.Approximately 65% appeared vulnerable to losing candidates to faster-moving competitors.

To help employers identify what Cadient calls “candidate leakage”—qualified applicants lost to friction before recruiters ever evaluate them—the company today launched HiringScorecard.ai, a free diagnostic platform that evaluates an organization’s hiring funnel using publicly available hiring information. HiringScorecard.ai is available free of charge at https://hiringscorecard.ai.

“The surprising finding wasn’t that companies need more candidates,” said Bill Mastin, CEO of Cadient. “Many already have them. What they’re missing is the infrastructure to convert them. Again and again, we found organizations trying to hire at scale through systems that create friction at the exact moment a candidate is ready to apply.”

As one example of how the assessment works, HiringScorecard.ai evaluates Career Page, Applicant Tracking System (ATS), Hiring Volume, Employer Brand, and Application Flow to identify where candidates experience the greatest friction. Across the organizations analyzed, Career Page, ATS, and Application Flow consistently received the lowest scores (typically between 2 and 5 out of 10), while Hiring Volume consistently scored much higher (7 to 9 out of 10). Employers are benchmarked using the same standardized framework and publicly available hiring information, including career pages, job-board listings, employer-review sites, and company-published materials.

Staffing and healthcare employers — which face some of the highest hiring volumes, turnover, and workforce pressures in the economy — represented nearly 80% of the organizations analyzed.

Unlike traditional recruiting audits, HiringScorecard.ai requires no access to internal HR systems and generates a hiring scorecard in approximately 90 seconds. Employers can assess their own hiring experience, benchmark against competitors, and identify opportunities to improve candidate conversion, recruiter productivity, and hiring outcomes. The platform is free and requires no registration, subscription, or integration.

Cadient plans to continue publishing benchmark insights generated through HiringScorecard.ai to help employers better understand the evolving state of talent acquisition.

About Cadient

Cadient is the pioneer of the intelligent, high-volume hiring platform. With over 18 years of experience and more than 500 million applications processed, Cadient helps enterprise employers hire faster, reduce turnover, and improve workforce quality across distributed, high-volume environments.

Built on deep recruitment technology expertise, including Cadient’s legacy connection to Kronos, now part of UKG, the company combines proven hiring infrastructure with modern AI-powered decisioning to help organizations outsmart hiring chaos and predict workforce success. Cadient serves employers across retail, healthcare, hospitality, logistics, transportation, and franchise operations throughout North America.

Media Contact

Teena Minhas, Cadient, 1 9174994303 +1, Teena@basisvps.com, https://cadienttalent.com/

View original content:https://www.prweb.com/releases/analysis-of-1-386-employers-reveals-hiring-infrastructure-is-holding-companies-back-302816576.html

SOURCE Cadient

WALLDORF, Germany, July 3, 2026 /PRNewswire/ — SAP SE (NYSE: SAP) today announced its intent to make a one-time $1,000 contribution to the Trump Account of each eligible child of a U.S.-based SAP employee. SAP’s planned contribution is designed to complement the federal government’s seed contribution, doubling the initial investment for eligible children of U.S.-based SAP employees and supporting families as they build toward long-term financial security.

Trump Accounts, also known as 530A Accounts, were established under the One Big Beautiful Bill Act as tax-advantaged investment accounts designed to encourage long-term savings and wealth creation for American children. Under the program, eligible U.S. citizen children born between January 1, 2025, and December 31, 2028, will receive a one-time $1,000 federal seed contribution to establish an account.

Building Brighter Futures: SAP Supports Family Financial Security and Digital Opportunity

“As the United States marks 250 years of independence, SAP recognizes the country’s long tradition of innovation and opportunity and the role these values continue to play in shaping the future,” said Christian Klein, chief executive officer of SAP SE. “With this investment in Trump Accounts, we are helping SAP America families build a foundation for financial confidence, long-term opportunity and a stronger future.”

In addition to this initiative, SAP continues to invest in the people and communities that power its business. Through digital skills training, STEM and AI education, university partnerships, workforce development programs, employee volunteerism and nonprofit collaborations, SAP is helping expand access to opportunity and prepare students, workers and families for the future of the digital economy.

Visit the SAP News Center. Get SAP news via LinkedIn and Bluesky.

About SAP
As a global leader in enterprise applications and business AI, SAP (NYSE:SAP) stands at the nexus of business and technology. For over 50 years, organizations have trusted SAP to bring out their best by uniting business-critical operations spanning finance, procurement, HR, supply chain, and customer experience. For more information, visit https://www.sap.com/.

This document contains forward-looking statements, which are predictions, projections, or other statements about future events. These statements are based on current expectations, forecasts, and assumptions that are subject to risks and uncertainties that could cause actual results and outcomes to materially differ. Additional information regarding these risks and uncertainties may be found in our filings with the Securities and Exchange Commission, including but not limited to the risk factors section of SAP’s 2025 Annual Report on Form 20-F.

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SOURCE SAP SE