Transparency Report
Harborline (Demo)
Logistics & distribution · Atlanta, GA
Published by an account at harborline-logistics.test
EmployerScore 69out of / 100
- Confidence
- Medium
- Last calculated
- Oct 22, 2026
- Status
- Published
- Since Jul 4, 2026
Calculated by Ceribria from data the employer supplies — its roster and, where it has run one, an anonymous employee survey. It is not a review and not an independent audit of the employer's data. How to read this report
Four dimensions, calculated from what the employer supplies.
4 of 4 measured.
Role Stability
MeasuredTenure and the last 12 months of departures, from the employer's roster. Tenure is only read when at least 80% of current employees have a hire date on file.
A look at how long people have tended to stay, and how often the same roles have had to be filled again.
61 out of 100
Manager Quality
MeasuredHow many people each manager leads, and how many of them have left.
Your manager shapes your day to day. This shows whether teams have tended to stay together under theirs.
54 out of 100
Compensation Reliability
MeasuredWhether people in the same role are paid consistently. Only roles with at least 3 people with pay on file are compared, and no one's pay is ever shown.
Wide gaps between people doing the same job are worth asking about. This reflects how consistent pay is, not what anyone earns.
87 out of 100
Culture Health
MeasuredAnonymous employee survey answers, once the employer has run a survey and at least five people answered.
The one dimension that asks people directly. Many employers haven't run a survey, so “not measured” is common and says nothing about their culture.
78 out of 100
How to read this report.
- What this score is
- Ceribria calculates the EmployerScore from data the employer supplies: its employee roster and, where it has run one, an anonymous survey of its employees. It checks the roster for consistency, but it does not audit it against payroll or any other outside record. It is not a public review site.
- How the numbers work
- Each dimension is scored from 0 to 100, and the overall score is a weighted average of them. A dimension marked default estimate is counted in that average as 50 out of 100; one that is not measured is left out of it.
- Estimates and gaps
- A default estimate means there was no data to read yet, so its number is withheld. It is a placeholder, not a finding, and it pulls the overall score toward 50, whether the real figure would have been higher or lower. Not measured means it can't be read at all — usually Culture Health, which needs an anonymous survey. It is left out, not scored low.
- Confidence
- Confidence reflects only the size of the roster and employee survey participation. It does not say which dimensions were measured — those are listed above. A roster of 25 or more people with survey answers from 30% of them is High; 10 or more people is Medium; fewer is Low. Without an employee survey, Medium is the most a report can show. A low level means little data, not a poor employer.
- When it changes
- The report updates by itself each time the employer's score is recalculated — for example after it uploads a new roster. The date at the top shows when that last happened.
What this report never shows
- The name of any employee, or any individual's details
- Anyone's pay, or any pay figure
- Team, department or manager names
- The roster file itself
Employers choose whether to publish a report, and can take theirs down at any time.
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