Three shifts, two sites, and a schedule that starts Monday.
Pickers, drivers, team leads and night-shift supervisors — hired against the shift they’ll actually work, screened for the certifications the role requires, and tracked through the first ninety days that most warehouse operations stop watching.
- No credit card
- No sales call
- No seat count
What hiring looks like here
The pressures that make logistics & warehousing hiring different from everything else.
Written from operators’ descriptions, not from a category report.
Hiring for a specific shift, where availability matters more than experience
Licenses and certifications that have to be checked before day one, not after
Night shift roles nobody screens because nobody is in the office at 11pm
Volume that swings with the season and with one contract win
Turnover concentrated in the first three weeks, before anyone has evaluated anyone
Sites far enough apart that a single recruiter can’t cover them
How many hours is screening taking you?
Defaults set to a typical logistics & warehousing operation. Change them to yours.
This calculates your time, not our results.
Built for how logistics & warehousing actually hires
Four things a generic ATS doesn’t have a setting for.
Screen for the shift, not just the role
Availability is a requirement like any other, and it’s assessed as one. A candidate who can’t work nights doesn’t pass a night-shift role.
Competency Framework →Certification checks before the first day
Licenses and qualifications requested, tracked, and flagged when missing — before a start date is confirmed.
Pre-Onboarding →The night shift gets screened too
Applications are read and scored when they arrive, not when someone opens the laptop the next morning.
AI Screen →The new-hire deadlines are watched
Form I-9 Section 2 closes on the third business day, the state new hire report on day 20, and the 90-day review has a date. Something watches all three so none of them lands late.
AI Agents →Configured for how logistics & warehousing hires
The fields and configuration a logistics & warehousing operation actually uses.
Every field on this screen is configurable. Nothing here is a demo dataset — it’s how the product is set up for a logistics & warehousing operation.
The candidate side of the same system
The people you’re hiring in logistics & warehousing aren’t on LinkedIn. They apply by text message, through a QR code at the counter, or by handing a printed resume to whoever happens to be nearby. The system handles all of those as valid applications.
The ones you don’t hire this time are the ones you’ll need next time. They don’t disappear when you close a role — they stay in your talent pool, searchable and contactable when the same position opens again in three months.
Every applicant gets a result: a confirmed shortlist place, or a message saying you’ve filled the role. That’s not a nicety. It’s the difference between someone who applies again next time and someone who doesn’t.
Thanks for applying for the Shift Lead role. We have your application.
Your application has been reviewed. We’ll be in touch within 24 hours to arrange the next step.
Where it connects
- Career GPTHiring & first 90 days
- Pre-OnboardingDocuments & day one
- Tanca HRMAttendance & payroll
- SkillifyLearning & development
Attendance data for these roles is already in the system. So is the interview evaluation. Ninety days later, one of those predicted the other — or it didn’t, and you’ll see which.
All of it, permanently.
No seats, no limits, no upgrade button.
Unlimited, permanently
- Pipeline & Candidates
- Talent Pool
- Competency Framework
- Assessments
- AI Interview
- Pre-Onboarding board
- Reports & Analytics
- Unlimited jobs
- Unlimited resumes
- Unlimited users
- Multi-site support
- English and Spanish resume reading
Monthly AI allowance
There is no upgrade button on this website.
What we can show you, and what we can’t yet.
We don’t have a published case study in logistics & warehousing yet. Rather than fill this space with figures from another industry or a range someone else measured, here’s what actually exists: a product configured for how you hire, and a set of numbers you can generate from your own first role.
If you’d like to be the operation we write about, we’d rather earn that than borrow it.
Everything here is free to try.
No card, no call, no trial clock. Run one role and see your own numbers rather than ours.
You’ll see your figures from week one.
Time to first shortlist, screening hours, applications per site — measured in your account, not projected from a benchmark.
Early operations get direct access.
While we’re building out logistics & warehousing, you’re working with the people building it.
Questions from logistics & warehousing operators.
Can we screen for shift availability?
Yes. Shift availability is set as a scored competency requirement per role, weighted the same way as experience or certification. Candidates who can’t cover the required hours don’t pass that stage.
How are licenses and certifications handled?
Each role has a certification checklist. When a candidate reaches onboarding, required documents are requested through a secure upload. Outstanding items are flagged automatically before a start date is confirmed.
What about seasonal volume spikes?
No limits on applications or open roles. A wave hiring event — ten roles opened at once — runs the same way as one. Applications are scored on arrival without queuing.
Does it work across multiple warehouses?
Yes. Each site has its own application pool and assigned team; an operations manager sees all sites. There are no per-site fees.
Is this really free?
Yes, permanently. The ATS, pipeline, talent pool, assessments, competency framework, pre-onboarding board and reports are all included at no cost. There are no seat charges, no role limits and no application volume caps. AI features draw on a monthly allowance.
Do we need Tanca HRM for this to work?
No. The hiring system works standalone. Connecting Tanca HRM adds attendance data, payroll and the employee record handover — which enables the quality-of-hire comparison at ninety days — but the core system runs without it.
What happens to candidates we don’t hire?
They stay in your talent pool unless you delete them. When the same role reopens, the people who applied before are searchable, filterable and contactable. The pool is yours; it doesn’t reset between openings.
Who can see what?
Permissions are per role and per location. A hiring manager sees their own applications; an area manager sees their district; administrators see everything. There’s no cost difference between permission levels.
Three shifts screened. Every certification tracked.
Hired against the shift they’ll work, with licenses verified before anyone walks onto the floor.
- No credit card
- No sales call
- No seat count
Other sectors we work in
Retail & chain stores
One hiring standard across every store, with applications routed to the right district automatically.
Restaurants & hospitality
A shortlist before the manager’s shift ends, trial shifts confirmed, and the same role reopened without starting from scratch.
Contact centers & BPO
Language assessed consistently at volume, batch cohorts reviewed together, first-month attrition made visible.
Manufacturing
Practical skills assessed not claimed, safety certifications verified before site access, one standard across every factory.
Recruitment agencies & RPO
Client data separated properly, consent tracked per candidate, the whole system free so it doesn’t come out of your margin.