Three shifts, two sites,
and a rota 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 probation period that most warehouse operations miss.
- 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
Licences 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
Licences 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 probation deadline is watched
Miss it and the contract converts by itself. Something watches the date so the evaluation doesn’t arrive after it has.
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 through Zalo, through a QR code at the counter, or by handing a printed CV 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.
Cảm ơn bạn đã ứng tuyển vào vị trí Trưởng ca. Chúng tôi đã nhận được hồ sơ của bạn.
Hồ sơ của bạn đã được xem xét. Chúng tôi sẽ liên hệ trong 24 giờ để sắp xếp bước tiếp theo.
Where it connects
- Career GPSHiring & probation
- 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 CVs
- Unlimited users
- Multi-site support
- Vietnamese CV 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 licences 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 licences 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.
See how it works →Restaurants & hospitality
A shortlist before the manager’s shift ends, trial shifts confirmed, and the same role reopened without starting from scratch.
See how it works →Contact centres & BPO
Language assessed consistently at volume, batch cohorts reviewed together, first-month attrition made visible.
See how it works →Manufacturing
Practical skills assessed not claimed, safety certifications verified before site access, one standard across every factory.
See how it works →Recruitment agencies & RPO
Client data separated properly, consent tracked per candidate, the whole system free so it doesn’t come out of your margin.
See how it works →