The hiring AI that gives candidates something back.
Six AI stations — from sourcing to a living talent pool — on top of your existing ATS. Candidates get value at every step, so you get deeper data, higher completion rates and faster hires. It’s the experience 78% of candidates prefer.
One journey. Every step covered — or start with one.
Each station works on its own, on top of the ATS you already run. Together they share one candidate context — and every candidate who ever enters flows back into your living talent pool.
AI Sourcer
Define the profile once. The Sourcer scans millions of profiles and reaches out — with messages that actually convert.
- Outreach trained on real reply data — individually written per candidate, not templated.
- You approve, it learns. Confirm the first batches, then it runs on autopilot.
- Interested? Straight into a voice screen or your calendar.
Skills & CV Screener
Every AI-polished CV looks perfect. The Screener finds evidence of skills, not keywords.
- Deep screening straight from your ATS — every application reviewed, none skipped.
- Skill challenges & deep assessments on top, when the role demands proof.
- Scores on bias-blind input — identity signals stripped before rating.
AI Voice Interviewer
A real first interview the moment someone applies — with role-plays, not question drills.
- Candidates get value back: their own profile, interview feedback, prep for the next round.
- Playful challenges & role-plays — skills shown live, not claimed on paper.
- If it’s a no: matching job suggestions instead of a dead end.
Interview Copilot & Note Taker
Your team’s interviews, captured and structured — so humans can focus on the human.
- Will join every interview and deliver structured notes seconds after it ends.
- Will write one-paragraph candidate summaries and scorecards mapped to your criteria.
- Salary, motivation and skill signals tagged automatically, synced to your ATS.
Recruiting Analyst & Reporter
Ask questions across every conversation and application — in plain language.
- “Which roles lose the most candidates after the final round?” — answered from your own hiring data.
- Will surface trends early: salary expectations, offer rejections, competitive roles.
- Alerts on saved filters — the market moves, you know first.
Living Talent Pool
The first talent pool that keeps itself up to date — because candidates own and maintain their profiles.
- No stale data: profiles stay current because candidates use them for their own career.
- See who’s open again — live status and intent, not last year’s snapshot.
- Every rejection flows back — rediscover instead of re-source.
Every station shares one candidate context — and makes the others smarter.
Sourcing, screening and interviews write into one profile — no data silos, no copy-paste between tools.
Reply data tunes outreach, interview outcomes tune screening. The system compounds.
Confirmed and kept current by the candidate — not scraped, not stale, always consented.
No migration project. Each station plugs into the system your team already works in.
Built for recruiters. Loved by candidates.
Most hiring AI extracts data from candidates and gives nothing back — so candidates drop out, fake it, or never engage. We flipped the model.
Deeper data. Faster decisions.
Candidates finish the process because there’s something in it for them — no more 60% drop-off at the first hurdle.
Verified skills from real conversations and challenges — confirmed by the candidate, not scraped from stale profiles.
Silver medalists don’t vanish into an archive. They stay in a living pool that tells you when they’re open again.
Sourcing, screening and first interviews run 24/7 — your team starts where it matters: the shortlist.
Finally, a process that gives back.
A real first conversation the moment they apply, any hour of the day. No waiting, no silence.
Every interview builds a reusable profile plus a career agent: feedback, prep for the next round, CV optimization.
If it doesn’t work out, they get matching job suggestions — and stay visible for roles that fit better.
They see, confirm and correct everything that’s shared — no enrichment behind their back.
The more a candidate gets out of the process, the more truth flows into your hiring decision.
Candidates prefer it. By a landslide.
AI-led first interviews aren’t a compromise candidates tolerate — done right, they’re the experience candidates actively choose. It’s why AI interviewing is the #1 topic recruiting teams are adopting right now.
Source: SSRN working paper №5395709, field study on AI interviews.
A real conversation the moment they apply, 24/7 — instead of days or weeks of waiting for an invite that often never comes.
A human interviewer always carries bias. Here, gender, age and background can be filtered out of what the AI scores — for many candidates, the first genuinely fair first round of their career.
In today’s AI-fueled application flood, strong candidates get cut unseen — there’s simply no time. An AI first round gives every single applicant a real chance to show what they can do.
Employer-first AI processes candidates.
Sprad builds a relationship.
Most AI hiring tools optimize one side of the table. That works — until candidates stop playing along. Here’s what changes when the candidate gets a stake in the process.
| Dimension | Employer-first AI toolsStatus quo | Sprad HiringCandidate-powered |
|---|---|---|
| Application data | ~Lands in the ATS — then ages. Outdated within months, deleted when the retention clock runs out. | Lands in your ATS too — plus a living link to a profile the candidate keeps current and reuses. |
| Candidate experience | ✗Mass processing: apply, wait, hear nothing. Candidates feel like a ticket number. | A real conversation within minutes — and real value back at every step. |
| Feedback & prep | ✗None. A template rejection at best — the data flows one way only. | Interview feedback plus preparation for the next round — after every conversation. |
| After a rejection | ✗The end. Silver medalists disappear into an archive nobody searches. | Matching job suggestions for the candidate — and rediscovery from your living pool for you. |
| Bias | ~A “bias-free” badge on the website — rarely more than a claim. | Bias-blind input: identity signals stripped before scoring, every score traceable to a transcript quote. |
| Assessment depth | ~Question drills — easy to rehearse, easy to fake with AI. | Role-plays and playful challenges in the conversation — skills shown live, not claimed. |
| Consent | ~Collected once at apply, then chased with reminder emails nobody answers. | The candidate approves every shared data point — consent lives inside an active relationship. |
Less bias than any human interview — and auditable.
A human interviewer can’t un-see age, gender or background. Our scoring never sees them in the first place — and unlike a gut feeling, every rating can be checked.
Identity signals never reach the scoring
Gender, age, origin, appearance and names are stripped from the input before any evaluation runs. What’s left is what the candidate said and showed.
Rated against the role — nothing else
Scoring runs on the bias-blind evidence only, against criteria defined for the role. Every candidate is measured with exactly the same yardstick.
Every score points to a quote
No black box: each rating is tied to a transcript quote you can read. Documentation your DPO — and your works council — can actually work with.
This is what “fair” should mean: not a badge on a website, but a mechanism you can inspect. Read how we hold ourselves to it — across the whole platform.
Our AI principles →Serious about hiring.
Serious about where your data lives.
Built for organizations where procurement, legal and the works council all get a vote — and win it.
Our server infrastructure is ISO-certified and EU-hosted. GDPR isn’t a footer badge — it’s the default.
Insurers, corporates and public institutions run Sprad in production — environments where “compliant” is the entry ticket, not the goal.
Consent-first data model, traceable scoring, no camera surveillance — documentation your works council (Betriebsrat) can actually sign off.
softgarden
Greenhouse
SAP SuccessFactors
Workday
Personio
Lever
iCIMS
SmartRecruiters
+ almost any system
No rip-and-replace. Sprad docks onto your ATS and writes results straight back — your team keeps working where it always has.
Today it runs on your ATS.
Soon it can be your ATS — if you want it to.
We’re building the AI-first ATS: all six stations, one system, one living candidate context — no bolted-on AI layer. Free for teams that join early. And no pressure: every station keeps running on your existing stack for as long as you like.
Limited early cohort · keep your current ATS as long as you want
Everything your team will ask — answered.
Give candidates something back.
Get better hires back.
See the full journey on your own roles — from the first sourcing message to a talent pool that never goes stale.