A software engineer created a 90-day AI course to help workers across departments build the tech they want

In an era where AI is reshaping industries, Flexport, a San Francisco-based freight forwarding company, is leading the charge in employee education. As AI continues to enhance supply chain operations—optimizing delivery routes, tracking energy consumption, and improving product access—the logistics sector still grapples with implementing these advanced technologies effectively. Anastasia Kouvela, a managing director at Boston Consulting Group, highlights a significant skills gap in logistics. She points out that the rapid development of AI tools has outpaced the industry’s ability to adapt, resulting in a shortage of trust in complex algorithms and a lack of necessary soft skills for effective communication with clients. To bridge this gap, Flexport has prioritized AI upskilling, launching a comprehensive 90-day training program that commenced in January 2025. Spearheaded by Alex Nederlof, the company's vice president of engineering, the initiative is designed for employees from various departments, including human resources and operations, enabling them to leverage AI to enhance their productivity. Participants in this program learn to automate repetitive tasks—such as email management and data extraction—without needing extensive coding knowledge. Instead, they utilize AI systems to create tools tailored to their workflow. "I transformed from having no coding experience to developing automations that impact the entire company in just a few months," shared Jenna Ward, a senior program manager at Flexport. Nederlof's goal is to empower non-engineers to adopt a product engineering mindset, emphasizing the importance of security and thorough testing in software development. While participation in the program is voluntary, employees must apply and secure their manager’s approval. Recent projects include a tool that automates customs form checks—traditionally a manual and time-consuming task—and a Q&A chatbot crafted by HR staff to address common employee inquiries. These innovations not only streamline operations but also reduce the reliance on external software solutions, lowering Flexport's operational costs. Flexport’s engineering team has witnessed remarkable advancements in AI capabilities, with tasks that initially seemed daunting being completed in record time thanks to the rise of vibe coding. In response, Nederlof has updated the upskilling curriculum to include two levels catering to all departments, ensuring the program evolves alongside emerging AI technologies. Since launching the course, other companies have expressed interest in creating similar programs. Nederlof emphasizes the need to identify individuals with automation potential, provide them with appropriate tools, and implement safeguards to facilitate their creativity without overwhelming them with complexity. Addressing concerns about workforce redundancy due to AI, Nederlof reassures that the upskilling initiative aims to enhance employability by empowering staff to articulate their value in the job market. He encourages employees to present themselves as efficient operators, capable of accomplishing the work of multiple team members due to their new skill set. Flexport also offers broader upskilling resources for all employees, featuring a content library for self-directed learning on subjects ranging from logistics to management. The structured AI training program, however, necessitates dedicated time commitment and adheres to a formal curriculum. As the demand for technological fluency in supply chain roles increases, Kouvela asserts that companies investing in employee development will gain a competitive edge, allowing them to enhance efficiency, respond swiftly to challenges, and improve customer service.