Workforce Intelligence for Logistics
People and companies have patterns — let's align them.
AlignWave helps logistics companies understand their own workforce first, then use the same assessment after an offer to support placement, onboarding, coaching, and retention—with people making every decision.
Understand your team. Then support every new hire.
Workforce intelligence starts with your own team, not generic industry benchmarks. One common assessment is used for everyone, so results can be compared with the people already doing the work—and used to help new hires start well.
- Review your workforce Your current employees take the assessment first, so you understand your own workforce before anyone new is added.
- Assess new hires after the offer New hires take the same assessment once an offer has been made. It is one common assessment, not a different test for each role.
- Place, onboard, coach, and support Results compared with your own workforce help managers and HR plan placement, onboarding, coaching, and retention support. People make every decision.
Meanwhile, on your team’s screen…
When you receive an unexpected change to your schedule, how do you typically respond?
What each report gives your team.
After an offer, a new hire takes the same assessment your current employees took. The report compares their results with your own workforce—not generic industry benchmarks—to support placement, onboarding, coaching, and retention. It is context for the people who make the decisions, not a decision itself.
Illustrative sample: every name, score, and figure on this page is example data, not real results, and not a prediction or guarantee for any person.
Retention Patterns
Estimates built from similar employees in your own workforce, to help plan onboarding and support. They are estimates, not guarantees, and are labeled as early when company data is limited.
Behavioral Profile
8 dimensions scored across personal and professional context—from leadership drive to adaptability under pressure.
Similarity to Your Team
Two comparison scores showing how a new hire’s profile relates to your current workforce. A starting point for conversation, not a pass or fail.
Social Preference
How the person shows up at work, makes decisions, and relates to others—mapped to a profile type that describes working style.
Driven, accountable, and self-directed. Takes ownership and sets the pace for those around them.
Summary
A written narrative to support onboarding conversations: what stands out, what is worth confirming, and where personal and professional patterns diverge. AI-generated, for human review.
“Leadership instincts and steady composure stand out in this sample profile. Communication may be worth an early conversation—clear expectations and regular check-ins in the first weeks are a common place to start.”
AI Chat
Ask questions about a report. Explore patterns, think through onboarding and coaching, or look at your workforce. Answers are AI-generated and meant to support your judgment.
Driver turnover is your most expensive recurring cost.
The logistics industry sees roughly 100% driver turnover every year. AlignWave helps you understand your own workforce and support new hires from their first day.
logistics industry average
per driver hired
reaches full productivity
do so within 90 days
What you get with Workforce Intelligence
Turnover has many causes. AlignWave gives you a clearer picture of your own workforce, then helps you place, onboard, and support each new hire after an offer is made.
Every report is compared with your own workforce, not an industry average. As more outcomes are recorded, the comparison draws on more of your own history—and your people make every decision.
Your company has a story to tell
Groups form naturally around shared working styles, and connections show which profiles are most similar. New hires appear among the people they are most like, which helps with placement and onboarding. Some profiles pull in the same direction—others stand apart, and either one is worth understanding about how the company actually works. The graph shows similarity only; it does not label anyone a top performer. The example below is illustrative.
- Similar profiles cluster together, revealing the working styles already present in your workforce
- New hires are placed against your actual workforce—not generic benchmarks—to support onboarding and coaching
- See where someone may benefit from extra development or support, and build a more cohesive team over time
See where your workforce is
A map view of where assessed people are located, so you can see how your workforce is distributed and where new hires are starting. The map is an illustrative sample with example data.
More recorded outcomes, a clearer picture.
AlignWave doesn't use generic benchmarks. It's built on your people and your outcomes. As more outcomes are recorded, comparisons draw on more of your own history—though results always depend on the data available.
Understand your workforce
Your current employees take the assessment first. We surface the behavioral patterns across your team so you understand the working styles you already have.
Detect what drives retention
As tenure and other outcomes are recorded, patterns can emerge across location and team structure. They are context for onboarding and support, not a forecast for any one person.
Add outcomes over time
As new outcomes are recorded and the estimates are reviewed, they draw on more of your own history—not an industry average. People stay in charge of every decision.
Support for people, not selection of people.
AlignWave is built for what happens after an offer is made. Results give managers and HR context for placement, onboarding, coaching, and retention support. People make every decision.
What AlignWave is for
- Understanding your current workforce first
- One common assessment for employees and new hires
- Placement, onboarding, and manager coaching after an offer
- Retention support, with estimates labeled as estimates
What AlignWave does not do
- Pre-hire screening or rejecting candidates
- Hire or no-hire recommendations
- Ranking candidates against each other
- Making any employment decision on its own
Using an assessment after an offer does not remove an employer’s legal obligations. Employers remain responsible for their own compliance and should consult qualified counsel.
HR Teams
One picture of the workforce: where new hires may need support, who may benefit from a conversation, and where it’s time to review practices.
Marketing
See which working styles are common in which roles, and describe the job in ways that reflect the team you actually have.
Training
Know who you’re training once the offer is accepted, and shape the process around a role or a specific group instead of a generic course.
Drivers
Onboarding and support can reflect who they are from day one—not a one-size-fits-all process.
Who Benefits.
Give your team more than instinct and tenure to work from. AlignWave gives HR and managers behavioral context to place, onboard, and support people well—with every decision left to your people.
Every team that touches a driver works from the same picture. Trainers know who they’re teaching, and managers know who may benefit from support early.