38+ hours saved per hire
Pet Circle used 24/7 AI screening interviews for delivery and forklift-driver hiring while scaling its logistics network, with candidates able to respond outside working hours.
Read the Pet Circle storyWarehousing and manufacturing hiring
Give supervisors more time for their teams.
Collect shift availability, experience, and licence evidence before supervisor review. Apply your role requirements consistently and give supervisors the answers and interview evidence they need to choose the next step.
- Shift and site-specific questions
- Fewer unsuitable first calls
- 24/7 AI screening interviews
- Your hiring team decides
Hiring in action
Warehouse and production hiring
Requirements capturedAI screening interviewSupervisor review
A first screen that works around shifts
Hear the experience behind the CV.
“Talking to Alex, the AI, was such a unique experience. It felt seamless and surprisingly engaging.”
From application to supervisor review
Give supervisors consistent evidence to review.
Apply one consistent first screen across sites and shifts, while keeping every final hiring decision with the people who run the operation.
- 01
Define what the role and shift really need
Set questions for licences held, warehouse or production experience, transport to site, essential role requirements, and shift or weekend availability. Collect candidate declarations and requested documents for your team to verify.
Capture the essentials before a supervisor makes the first call.
Explore pre-qualification - 02
Apply the role’s pre-qualification rules
Apply the same pre-qualification rules to every application and route uncertain responses for human review.
Review site and roster requirements before the first call.
Explore pre-qualification - 03
Invite candidates to AI screening interviews 24/7
When AI screening interviews are enabled, suitable candidates complete a role-specific interview on mobile or desktop within the campaign window, without waiting for a supervisor’s calendar.
Keep candidates moving across day, night, and weekend shifts.
Explore AI screening interviews - 04
Deliver a supervisor-ready shortlist
Bring candidate answers, interview audio, transcripts, evaluations, and question-level analysis into one consistent review.
Give supervisors clear evidence while they retain the final call.
Explore AI screening interviews
One review-ready view
Give supervisors candidate evidence before the first call.
Skill Society handles the repetitive qualification and first interview. Your team reviews the evidence, verifies requirements, and decides who moves forward.
Customer outcomes across Skill Society
See how teams use structured screening in operational hiring.
Structured screening before interview
Across driver, pick-packer, and graduate logistics roles, Sands Fridge Lines applied configured screening rules and collected documents before recruiter interviews. Its team remained responsible for verifying evidence.
Read the Sands Fridge Lines story
From 10+ days to 20 minutes
In its documented initial rollout, GTS cut qualification and interview time from more than 10 days to 20 minutes. This measures the first screening stages, not the time to a completed hire.
Read the GTS storyStart with one site, shift, or role
Make more time for your supervisors’ next conversation.
These case studies cover logistics and operational hiring workflows, not a guaranteed result for manufacturing. Start with one site or shift, agree the evidence and verification steps, and measure the change in your own process.
Questions, answered
Questions about warehouse and manufacturing hiring
Define the shift requirements and the evidence your supervisors need to review.
What can Skill Society screen for in warehouse and manufacturing roles?
Role-specific forms can ask about relevant experience, licences held, shift availability, location, and transport to site. You configure the requirements and pre-qualification rules, then review candidate declarations and supporting evidence before progressing a candidate.
Does Skill Society verify forklift licences or safety competence?
No. It can collect licence images, declarations, and other requested documents and organise them for review. Your team verifies licence validity and assesses practical competence, safety requirements, and suitability for the job.
Can each site or shift have its own screening rules?
Yes. Each role can use its own job description, application questions, pre-qualification rules, and interview configuration. A night-shift forklift role can therefore use different requirements from a daytime production role while candidates within each role follow the same configured process.
Can candidates complete interviews around shift work?
Yes. When AI screening interviews are enabled, candidates can interview on mobile or desktop within the role’s configured interview window. They do not need to book a supervisor call for that first structured interview.
What does the supervisor review before making a decision?
Authorised reviewers can inspect application answers and supporting documents, plus the recording, transcript, evaluation, and question-level analysis from completed AI screening interviews. The team checks the evidence and decides who progresses; the software does not guarantee a safe or suitable hire.