What We Do

Changing the Way America Recruits

Recruiting System

Developed under 3 Air Force SBIR's and by over 140+ Air Force Recruiters, the recruiting system is customizable to organizations who need more and higher quality talent. Each custom solution is designed to help employers recruit more and higher quality talent by improving candidate targeting and differentiation positioning with data-driven recruiter productivity tools.

Our team will work with you to create a solution that provides candidates with a personalized benefits report, allowing them to create a life plan using your respective organization benefits. The system also provides insight into candidate activity and behaviors, allowing recruiters to target the most engaged candidates with tailored messaging.

Personalized Benefits Report

Fastport’s recruiting system enables a company or organization to deliver a device responsive personalized benefits report in seconds to your target recruiting audience(s). 

Recruiter Admin System

Fastport’s recruiting system enables recruiters to monitor candidate behavior and activity in real-time. They can tailor messaging and identify recruits who've re-engaged with the system. 

Key Features

Fastport’s recruiting system enables a company or organization to deliver a personalized benefits report in seconds to your target recruiting audience(s). 

Key Engagements

Air Force Pilot Results

Once a small business has completed an SBIR Phase I or Phase II contract, the necessity for competition has been satisfied, so procurement requirements across all federal agencies are streamlined. Sole source contracts are now possible as long as it is “Work that derives from, extends or completes an effort made under prior SBIR/STTR funding agreements...but funded by sources other than SBIR/STTR set-aside funding,” according to the Small Business Administration; SBIR and STTR Policy and Directives, Feb 2014, Sect. 4(c)(4).

Candidate Engagement

34.4%

Longer Viewing Time

2.6

Shares

57.9%

Viewed 6-Year Enlistment

12+ Mo.

Engagement Period

Recruiter Results

Key Findings

12+ Mo.

Engagement Period

Recruits who reached 4.8 shares had a 95% confidence level of enlistment. This was calculated to be a statistically significant indicator of enlistment and provides accurate accessions target forecasting at the individual recruiter, squadron, group and AFRS command levels.

A key performance indicator (“KPI”) was created for Recruiters on their reporting dashboard to easily identify their 4+ Share recruits.
Recruits engaged with their Personal Benefits Report for longer than 12 month durations.

4.8

Shares

Recruits who reached 4.8 shares had a 95% confidence level of enlistment. This was calculated to be a statistically significant indicator of enlistment and provides accurate accessions target forecasting at the individual recruiter, squadron, group and AFRS command levels.

A key performance indicator (“KPI”) was created for Recruiters on their reporting dashboard to easily identify their 4+ Share recruits.
Recruits engaged with their Personal Benefits Report for longer than 12 month durations.

Money is the most viewed benefits page however, with some recruits this changed to Education benefits suggesting that education had a higher impact during the spring months after recruits heard from colleges.

TFR System analytics can be shared in real-time across all Recruiters and with Air Force marketing to improve and coordinate targeted advertising that aligns with recruit behavior.

Candidate Engagement

34.4%

Longer Viewing Time

34.4% longer viewing time than Airforce.com, a strong indicator of the importance of personalization.

9.6 views per recruit after the interview with Recruiters totaling nearly 20 minutes viewing benefits reports.

2.6

Shares

2.6 shares on average per recruit interviewed with key influencers and friends (perpetuated leads).

95% confidence in the statistically significant correlation between the number of shares and the desire to enlist.

57.9%

Viewed 6-Year Enlistment

57.9% of recruits viewed a 6-year enlistment option. 

12+ Mo.

Engagement Period

12-month+ engagement period of some candidates, enabling the recruiter to follow a candidate who started a job or went to college.

Sole Source Ability

Once a small business has completed an SBIR Phase I or Phase II contract, the necessity for competition has been satisfied, so procurement requirements across all federal agencies are streamlined. Sole source contracts are now possible as long as it is “Work that derives from, extends or completes an effort made under prior SBIR/STTR funding agreements...but funded by sources other than SBIR/STTR set-aside funding,” according to the Small Business Administration; SBIR and STTR Policy and Directives, Feb 2014, Sect. 4(c)(4).

Contract Numbers:

The TFR System has been supported by AFRS, 140+ field Recruiters and schoolhouse trainers on 3 successive SBIR contracts over the four years, including a pilot in 2021 that AFRS supported.

  • (1st) Phase I SBIR: FA8652-19-P-HB19 in 2019 to provide proof of concept.
  • (2nd) Phase I SBIR: FAP8649-20-P-01016 in 2020 to expand capabilities, provide mockups for Reserve and Guard, and Active Duty prototype.
  • (3rd) Phase II SBIR: FA8649-20-C-0166 in 2020-2021 to complete prototype for Active, Reserve, and Guard, mockups for Space Force, and conduct EA and HP OA recruiting pilots.

Custom Development

Custom development is designed for any organization that needs a unique application built for a specific purpose. Custom development can be for an internal application to improve/automate internal processes or a public facing application.

During development, we’ll work with an organization to identify the need, detail process steps, outline specifications and identify all users. From there, we’ll design, create, deploy and maintain the software. 

Key Features

Fastport develops on the Microsoft Azure platform and has access to all features and functionality within the Azure platform. Here are just a few of the technology features that are available to be included in custom technology solution. 

System Results

We've been building custom technology solutions to better run organizations for nearly 10 years. Our systems touch over 500k+ users. Click the button below if you're interested in learning more about how we could help your organization. 

99.9%

Up Times


500k+

Users


Customers

U.S. Chamber of Commerce Hiring Our Heroes Program

The Resume Engine & Career Spark are resume writing application systems for service members, veterans and their spouses. The systems translate military experience/records into civilian employer terminology, while utilizing hundreds of thousands of pre-written descriptions/bullet points/statements to help service members, veterans and spouses to quickly and easily draft a civilian resume in minutes and not hours.

Hiring Our Heroes Admin System includes everything they need to run their organization from event registration to employer sign-ups to resume searching/matching to dashboards and more. Together, the Resume Engine, Career Spark and Hiring Our Heroes Admin System include over 400k+ users with over 267k+ searchable resumes for employers to access. 

President George W. Bush Institute

The George W. Bush Institute’s VET Roadmap developed by FASTPORT maps out the detailed process steps for a transitioning service member who is facing a “sea of goodwill” but often without navigation on how to find what they truly need. Using FASTPORT’s technology, the VET Roadmap aggregates all resources for each step in the process, giving service members the ability to rate and review the best resources, so over time the best resources have the best ratings and reviews. Ultimately, service members have the ability to customize their own transition roadmap when using the system.

Work Force Development

Fastport is a workforce development accelerator and US Department of Labor Industry Intermediary. In addition to our own contract and commercial work, we support organizations seeking workforce development grants to streamline their access to industry stakeholders and source diverse candidates into earn-and-learn career opportunities.

We are here to make the workforce development process easier and faster. Our team serves as a liaison between government agencies and businesses to help create new apprenticeships, expand existing programs and create national models for accelerated implementation.

We help businesses streamline talent acquisition and give candidates opportunities to advance their careers. With experience in over 45 different industries over the last 12 years, our team is equipped to design an apprenticeship to fit your needs. In fact, our key personnel represent over 200 years of military and civilian workforce development and technology domain expertise. In addition, an “earn and learn” training opportunity is an amazing asset to attract a diverse, qualified talent pool, reduce turnover costs and boost productivity.

Customers

U.S. Department of Labor Education and Training Administration, Office of Apprenticeship (DOL ETA OA)

FASTPORT was selected by the US Department of Labor to be an Industry intermediary to expand apprenticeships. Since that time, our team has been key in facilitating public-private partnerships through Workforce Boards, educational institutions, associations, and the DOL. These partnerships serve as a lifeline for businesses and apprenticeship providers alike in terms of funding, ROI, and mitigating administrative burdens. Intermediaries are familiar with providing supportive services while serving as a go-between in both the private sector and the federal government.

770%

Contract Goal


Fastport's achievement-to-goal ratio for DOL contract deliverables.
22k+

Apprentices Hired


80% of new apprentices are DE&I populations, including 54% minorities, 23% Veterans, 14% youth, 7% female, 2% disability.
44

Organizations


Created apprenticeship programs through FASTPORT (includes both associations and employers).
33

Occupations


Apprenticeship occupations developed.

Candidate Sourcing

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Customers

North Carolina State's Artificial Intelligence Academy (AIA)

North Carolina (NC) State contracted with FASTPORT to provide connectivity to the military community as well as the greater job-seeking community to increase the number of artificial intelligence (AI) professionals through their apprenticeship program. As of April 2022, our team team has reached out to 81,842 Veterans to educate them to the AIA Program and connected 12,282 that have expressed interest directly to the AIA Program. This is an incredible 15.0% success rate.