In one of Sweden's most competitive sectors, logistics and distribution company VTD has cut their hiring team in half – whilst slashing time to hire by 68% and significantly improving quality of hire. The secret? Replacing traditional CV-based methods with a structured, data-driven hiring framework powered by Alva Labs and seamlessly integrated with TeamTailor.
Based on the Swedish West Coast, VTD has undergone a major transformation. Once focused solely on delivering physical newspaper subscriptions, they now deliver parcels to doorsteps across the region. With this shift in business model came new demands on recruitment.
"VTD is a distribution company rooted in newspaper delivery," says Emma Johansson, HR Manager at VTD. "Our world is changing rapidly, and we’ve placed our greatest focus on what we can actually influence – something that’s reflected in both the development of our processes and the people within the company."
VTD employs 700 people, mostly part-time night-shift delivery workers, and hires approximately 150 new staff annually, primarily temporary and seasonal employees. That scale, combined with the physical demands of the job and high turnover typical in the sector, creates real recruitment hurdles.
"It's not a job for everyone. You're working mostly alone, often at night, and the work is physically demanding. Finding people who thrive in that environment is tricky." explains Emma.
Before partnering with Alva Labs and TeamTailor, the hiring process was lengthy and inefficient. It took an average of 34 days for a candidate to go from application to workplace visit.
"We used to host hiring events with up to 50 people – but only half would show up," says Marie Issa, part of the hiring team. "And we'd have to interview each person manually."
Today, thanks to automation and structured assessments, that same journey takes just 10.8 days – a 68% reduction.
"Candidates apply through TeamTailor. From there, Alva's assessments are automatically sent out to qualified candidates," says Marie. "It's seamless. We can assess faster and more fairly – and find the right candidates more consistently."
Even more impressively, these improvements have been achieved with a leaner hiring team.
"We used to be twice as many," says Emma.
"Now it's just me and Albin," adds Marie. "And he only works full-time during the summer!"
Despite the smaller team, they're hiring faster, with greater precision, and with a dramatically improved candidate experience.
"Paradoxically enough, we now actually have time to optimise too. Before, we were stuck in admin and never had time to step back. Now, we can refine our process and check in with both candidates and hiring managers," says Albin.
"That's made a huge difference."
A key driver of this success? Phasing out CVs completely.
"CVs actually told us very little," says Albin. "Instead, Alva Labs has helped us identify key characteristics that predict success in these physically demanding, independent roles. That gives us a structured way to assess all candidates fairly – and more accurately."
VTD's current hiring process is built around four clear steps:
This method is not only faster and fairer – it's also delivering stronger hires.
The results speak for themselves:
• Fewer offers, better fit: VTD is making fewer offers, but to candidates who are a stronger match for the role
• Stronger match earlier in the process: The company is getting better at selecting the right people earlier, so candidates who reach the offer stage are more likely to accept
• More employees are staying on long-term: Retention has improved significantly, with more hires choosing to stay beyond their initial contracts
"We used to see a lot of drop-off, but that's changed. Now, when someone turns down an offer, it's usually for personal reasons – not because the role was wrong for them," says Marie. "Site managers are especially happy – more summer workers are staying on with extended contracts."
Finding applicants for blue-collar roles can still be tough in some regions. That's why VTD invests heavily in employer branding.
"We’re listening more actively to what our employees think and feel, and we’re investing in our company culture and leadership – because we’re convinced that what we focus on internally will grow and create ripple effects externally, strengthening our brand in a more long-term and sustainable way." says Emma. "We also use mentoring to help new hires onboard and grow."
Recently, VTD took their structured approach even further – by creating a test profile aimed at reducing vehicle damage.
"We realised we could use behavioural data to find candidates who are more cautious and precise in how they handle vehicles," says Emma. "It's about improving safety and lowering costs in the long run."
"We do see clear changes already, but it's something that we'll continue monitoring and adjusting over time."
VTD's efforts haven't gone unnoticed.
"At a recent HR manager network in Gothenburg, I was the only one who gave our hiring process a five out of five," says Emma. "We're a small team, but we're working at a best-practice level – thanks to the structure and insights we now have."
Looking forward, VTD plans to expand their use of structured hiring – beyond frontline roles.
"We've started using Alva's leadership assessments to hire new site managers, supervisors and HR generalists, and it's already showing positive results," says Emma.
The team also has broader ambitions:
• More automation and AI to streamline recruitment
• Increased diversity through more inclusive, bias-free processes
• Better candidate experience through consistent feedback
• Upskilling hiring managers on structured interviewing and data-driven hiring
"We want to attract and retain the best people," says Emma. "And with the right tools and mindset, we know we can."
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