The context
Brivio & Viganò is one of Italy's leading names in transport and integrated logistics. Over 45 years, the company has built an extensive footprint: GDO, e-commerce, last mile delivery, and distribution. That diversification created real organisational complexity — and a growing need to hire people who could adapt, learn fast, and stay.
Marco Cremascoli, Head of Organisation, Development & Communication, is driving this HR transformation.
The challenge
Hiring in logistics means hiring under pressure. Volumes are high, profiles are scarce, and early turnover is costly — in time, in training, in team cohesion. Brivio & Viganò's challenge wasn't to hire more. It was to hire better, earlier, and on stronger foundations than a CV alone.
The HR team already used psychometric tools — a personality assessment based on the Big Five, reasoning tests — but the process was heavy, barely digitalised, and impossible to scale.
Why AssessFirst
The introduction came through a partner. What immediately caught Marco Cremascoli's attention was the scientific coherence of the approach.
"The model was exactly aligned with ours. A personality assessment grounded in the Big Five, a motivation evaluation, reasoning tests based on GMA — plus solid scientific validation and full digitalisation. Everything matched."
The ability to remove the administrative burden that had previously prevented large-scale use was decisive. AssessFirst integrated naturally into existing practices, making them faster, more accessible, and more actionable for managers.
How they use it
Brivio & Viganò deployed AssessFirst at the very first step of the hiring process — before any interview. Candidates complete SWIPE, DRIVE and BRAIN at the initial application stage, and receive in return a reading of their own self-assessment. A gesture that enhances the candidate experience as much as it informs the recruiter.
"Some profiles didn't tick all the boxes on paper. But they showed real potential from other angles. AssessFirst allowed us to open our selection to those candidates."
Internally, managers access complete, readable, actionable reports — both at the hiring and development stages. The tool is also used to build teams: understanding how individual characteristics complement each other within working groups or cross-functional teams.
The results
Brivio & Viganò started with AssessFirst in 2025, running a pilot on a sample of headquarters profiles. Two indicators were tracked: first-semester turnover and speed of learning on the job.
–70%early turnover in the first semester, across the pilot population hired with AssessFirst
"We were able to evaluate not just experience, but also growth potential and learning ability. That's what allows you to build a team — and a company — that's built for the future."
— Marco Cremascoli, Head of Organisation, Development & Communication, Brivio & Viganò
