Hiring›Industries›Healthcare

Hire between two shifts.

Voice screening and sourcing for care providers: Sprad answers in minutes and clears licence, German level and shift readiness before your callback.

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Healthcare & care
Atlas · live transcript 04 / 11

No login · No calendar · Works typed

What gets cleared hereProfessional licenceGerman B2Shift readiness
78.2 %

of open elderly-care roles stay vacant

BA / KOFA 2024
13.5 %

of providers accept a WhatsApp application

fokus›digital 2026
> 60 %

of applicants abandon the application form

fokus›digital 2026

Who this is for

One word, four problems.

01

Care homes & senior living

Shift readiness, PeBeM staffing mix, and the assistant roles most providers never recruit for.

02

Hospitals & clinics

Specialist qualifications, ward experience, recognition status for internationally trained staff.

03

Practices & MVZ

Medical assistants matched by specialty, practice software and X-ray certificate.

04

Home care services

Driving licence, tour readiness, SGB V treatment care — cleared before the first callback.

Shortage market

They never reach you.

Fewer than half of 5,535 providers show their vacancies where people look, and only 16 % run a career page. The candidates exist — they just never arrive.

Applications0

Nobody applies

The inbox stays empty — reach was the problem, not the ranking.

The vacancy just ages

Every week it stays open makes the shortage more expensive.

Your form does the filtering

CV, cover letter, account — three walls before anyone talks.

In the conversation

Cleared before the callback.

  • Professional licence / state recognition as a nurse
  • German at B2, plus the specialist language exam where required
  • Recognition route for non-EU qualifications (aptitude test, adaptation course)
  • Measles immunity proof (§20 IfSG) and extended police clearance
  • Shift readiness — rotating, night, weekend
  • Driving licence B for home care rounds
  • Specialist training: intensive care, oncology, wound management
  • Earliest start date, given recognition lead times
Interview reportMai Nguyen · Healthcare · 06:41Decision-ready
Professional licencecleared
German B2cleared
Shift readinesscleared
Measles immunity proofstill open

Evidence · 03:12„I've done rotating shifts on a dementia ward for four years.“

Synced to your ATS

How it runs

From the posting to the pool.

Step 01

The role goes live

In your ATS. We bring a lean one along, but most teams keep their own — career page, job boards and QR code all run off the same posting.

See the module

Step 02

Your own people get asked first

The opening goes automatically to the employees it fits. One tip, one link, done — no form, no bonus paperwork.

See the module

Step 03

The application lands

From your career page, your ATS or a QR code. The candidate portal is created automatically — no account, no password.

See the module

Step 04

Conversation and screening

Voice interview plus CV and skills screening, in the person's own language. What comes back is decision-ready: score, hard facts, competencies, every rating with the quote it came from.

See the module

Step 05

An active talent pool

Everyone who applies keeps a live profile and a free job and career agent. The profiles stay current — you see when someone with a given background is looking again, and new openings match or notify automatically.

See the module

Try it live

Hear it yourself.

Three minutes, no login, no calendar. You play the candidate — Atlas asks what it would ask yours, in this industry's language.

Start the conversation →No microphone? It works by typing too.

Module mix

Three, not everything.

01

Reach them where they are

WhatsApp, email — or a real phone call. No app, no login. The channel decides the participation rate.

 02

Your own people as a channel

One tap in WhatsApp turns every employee into a source. Referrals fill faster and stay longer.

 03

A portal instead of silence

Every applicant gets their own space: where they stand, how to prepare, honest feedback.

 04

One yardstick for everyone

CV and skills checked against the role criteria on arrival — every score with the quote it came from.

Security & AI ethics

Built for enterprise. Ready for everyone.

A human decides — the AI never does. Identity signals are removed before any evaluation, and every rating hangs on a quote from the conversation.

Data protection & security

GDPR-compliant and EU-hosted on ISO-certified hosting — your data never leaves Europe, and we never train models on it.

AI ethics & human control

Identity signals are stripped before scoring, every score points back to the quote it came from, and no rejection is ever automatic.

Read our AI ethics →
In your sector

Church-run providers work under the MAVO rather than the Works Constitution Act — you get committee-ready documentation for either, and health data is recorded as a fact, never scored.

Trusted by regulated and public-sector organizations
Stadt StuttgartMainzer StadtwerkeLVM VersicherungKönigsteiner

Integrations

Runs on the system you already have.

Sprad docks onto your ATS — data flows both ways, results land where your team already works. No migration, no rip-and-replace.

softgardenGreenhouseSAP SuccessFactorsWorkdayPersonioLeveriCIMSSmartRecruiterssoftgardenGreenhouseSAP SuccessFactorsWorkdayPersonioLeveriCIMSSmartRecruiters
TeamtailorAshbyJOINd.vincirexx systemsonlyfyconcludis+and almost any other systemTeamtailorAshbyJOINd.vincirexx systemsonlyfyconcludis+and almost any other system

No ATS at all? We bring a lean one along, free to use — with a career page and Google-for-Jobs markup.

Pay per use

Pay for conversations that happen.

No seat licences, no minimum term, no setup fee. One credit balance covers screening, interviews and sourcing — every action shows its price first.

Exact rates are on the pricing page — in the demo we run them against your real volume.

  • CV & skills screening — cents per application
  • A completed voice interview — a few euros, billed by the minute
  • Volume packages bring the price per interview down further
Talk through your volume →

One platform · every step

Discover the full recruiting suite.

This page is the entry point. Referrals, sourcing, screening, interview, portal and pool share one agent and one data model.

Employee referrals

One tap in WhatsApp turns every employee into a source — referrals fill faster and stay longer.

Active sourcing

When nobody applies, we go looking — with evidence behind every claim we make about a candidate.

CV & skills screening

Every application measured against the same role criteria the moment it arrives, never against each other.

Voice interview

A structured conversation with follow-up questions — by phone, WhatsApp or browser, in 12 languages.

Candidate portal

Every applicant gets their own space: where they stand, what comes next, honest feedback instead of silence.

Talent pool

Everyone you don't hire keeps their profile and a free career agent — so the next opening starts warm.

FAQ

What this industry asks.

Does the AI check whether someone is actually a registered nurse?
It asks and records the answer as a hard fact — licence, recognition status, and where the qualification was obtained. It does not decide. The answer lands in your ATS as a checked data point, with the exact quote attached, so your team verifies documents once instead of chasing them by phone.
Most of our applicants don't speak German as a first language. Does that work?
The interview runs in the candidate's own language — twelve of them — and the report comes back in German so your ward manager can read it. Language level is only assessed when you list it as a requirement, and then separately from the professional assessment. Otherwise the process would systematically penalise an accent.
We're a church-run provider. What about the MAV?
The same documentation that satisfies a works council satisfies an MAV: what is asked, what is scored, what is excluded from scoring, and where the data sits. We provide it as a template you can take into the committee, not as a marketing claim.
Our applicants apply from their phones between shifts. Is that a problem?
It's the design assumption. Invitation by WhatsApp, email or a direct phone call; the interview needs no app, no login and no password; and it can be paused and resumed if a shift starts. On a phone call there is no microphone dialog at all.
What happens to the people we don't hire?
They keep their profile in the candidate portal and get honest feedback and matching roles. For you they stay in a talent pool that keeps itself current — which matters more in care than anywhere else, because the person you turn down in March is the person you need in September.
How fast can we run this?
Connect your ATS or use our free one, pick a role, approve the interview structure. Providers without a career page get one in minutes, with Google-for-Jobs markup. Days, not months.
How does this hold up legally in our sector?
Caritas and Diakonie run under MAVO, not the Works Constitution Act — you get documentation for both. Health data is recorded as a fact, never scored, and stays inside the EU. Every rating points back to a quote, and no rejection is automatic.

See it on your own role.

Fifteen minutes, your vacancy, your numbers.

Book a demo →Try it live
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Sources: BA / KOFA 2024 · fokus›digital 2026