Hospitality

Own the base every
hire comes from.

Applicants, referrals and the cooks Atlas finds all land in one place — and the calling back, the asking and the follow-up run on their own. Health certificate, shift readiness and language sit on the profile before the season starts.

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Built for people who apply between two services. No login, no app.
Hotels & accommodationRestaurants & kitchensCatering & eventsChains & apprentices
A professional kitchen between two services, the pass empty and the prep counter laid out
Stadt Stuttgart Mainzer Stadtwerke LVM Versicherung Königsteiner
The problem

Every season
from zero.

The revolving door.

Hospitality loses 60 to 70% of its staff every year, against 33% economy-wide. Every season starts the hiring from zero.

The vacancy just ages.

A hospitality role stays open for 194 days on average. Waiting for the right applicant is not a plan.

German-only filters your own team out.

44.5% of hospitality staff are foreign nationals, the highest share of any sector. An application process in German only screens out the people you already employ.

Sources: Zukunft Gastwelt · Bundesagentur für Arbeit 2025/26

Where to start

Pick the door that
fits your problem.

Screening, referrals and sourcing are three doors into the same base — and the fourth is what keeps the people who came through them. In hospitality the first conversation leads, because the applications arrive and the answer does not.

Recruiting & Hiring
Screening Referrals Sourcing
A chef in a white jacket at the pass of a restaurant kitchen
Start here in hospitality 01Screening

Who answers the applicant before the dinner service starts?

A real phone call the minute the application lands — or a web chat, if that suits them better. The conversation runs in the candidate's own language, the report comes back in yours.

44.5% of hospitality staff are foreign nationals, the highest share of any sector. The interview runs in twelve languages.
Phone callWeb chatVoice or video12 languages
What happens after they apply
1
InviteA personal link by WhatsApp, email or a real phone call. No login, no app, no CV needed to start.
2
GatherHealth certificate under §43 IfSG, split shifts, weekends and right to work, asked and recorded as facts.
3
AnalyseIdentity comes off the text before anything is scored, and every rating points back to the sentence it came from.
4
KeepWhoever you do not hire this season keeps a live profile for the next one.
Health certificate, shift readiness and right to work cleared on the call — each with the quote it came from.
Pausable: break off when the service starts, pick it back up after.
No slot to book, so there is nothing to not show up to.
A decision-ready report lands in your ATS, honest feedback goes to the candidate.

Documents are still verified by a human. You just know before the callback whether it is worth making one.

Explore Screening →
02Referrals

Who on the floor already knows the right chef de partie?

Service knows service. Sprad asks your own people, on the channel they already use, and keeps asking after week one.

WhatsAppSMSNo company emailNo login
Referral campaign
Reaches the kitchen and the floorno login
One tap forwards it to his last brigadeshared link
Reward lands on the first sharepoints
The opening goes to the people it actually fits, not one all-staff email before the season.
Every referral arrives with a colleague's judgment attached.
Referrals fill faster and stay longer — which is the whole point in a house that loses two in three a year.
Rewards from the first share, not only after the probation period.
Explore Referrals →
03Sourcing

Who goes looking when the season starts and nobody applies?

You brief the role in two minutes. Atlas searches, writes the outreach and pre-qualifies every reply.

A briefing from this field
Chef de partie · Munich
Health certificate §43 IfSGSplit shifts and weekendsA la carte, not canteen German A2 to B1Earliest realistic start
Atlas: “Got it. I'll start with chefs de partie around Munich and show you the first matches to vote on.”
Finds the cooks and receptionists who never read a job ad.
Outreach runs on Sprad's own verified stack, never through your accounts.
You vote matches up or down, and Atlas learns your taste live.
You meet a shortlist of people ready to talk, booked into your calendar.
Explore Sourcing →
04Growth

Who keeps the team you just hired?

In hospitality, losing one costs more than finding one: every departure costs an average of €43,069, and with 60 to 70% leaving each year the search starts again before the season is over. The same base that got someone hired is the one that keeps them: what they can do, what they want next, and how the first weeks are actually going on the floor.

FeedbackHear from the kitchen and the floor before people quietly leave. PerformanceReviews your shift leads actually finish, drafted by Atlas. SkillsFrom runner to chef de partie to shift lead, paths built on real work.
Why screening leads here

The first conversation
is the whole race.

In hospitality the applications do arrive. The answer does not — and every hour between the two is an hour the house down the road is using.

78% of candidates prefer an AI-led first conversation over waiting weeks for a human one.
What your shift manager opens
Health certificate (§43 IfSG)cleared
Split shifts & weekendscleared
Right to workcleared
Catering driving licencestill open

Every rating points back to the sentence it came from, identity comes off the text before anything is scored, and each criterion is scored three times independently — the median counts, so one outlier run cannot move the result.

60% of applicants abandon a long application form the ones you want leave first
12 interview languages, one process for the kitchen, the floor and the front desk the report always comes back in yours
194 days is how long a hospitality role stays open on average whoever answers first is not waiting that out
Explore Screening →

Sources: SSRN field study 2025 · fokus›digital 2026 · Bundesagentur für Arbeit 2025/26

One Talent Base

Every road leads
into the same base.

Whoever applies, gets referred or gets sourced keeps one living profile — owned by them, readable by you. Every door makes it richer, and your ATS stays in the loop. The commis you turned down in March is the chef de partie you need in July.

How the Talent Base works →
Your Systems
Talent Market
Your Modules
Luca Ferrari
Maria Keller
Jana Rieger
Tom Reiter
Alina Park
Jonas Berger
Sourcing Screening Referrals Performance Your HRIS Your ATS
Owned by the talent
One Talent Base
Living profilesDeep contextAlways in sync

Living profiles

Talent keep their own profile current, because it works for them too. So your pool never ages: whoever worked last season is reachable and current before this one starts.

Deep context

More than a CV: health-certificate status, shift and weekend readiness, language level, evidence from real conversations. Every rating links back to the sentence it came from.

Always in sync

Sprad runs both ways with the ATS and HR system you already have. No migration, no second tool to maintain — your team keeps working where it always has.

FAQ

What this field asks.

What does “own the base” actually mean for us?

Everyone who ever applied, was referred or was sourced sits in one place that belongs to you — not in an inbox, not in a spreadsheet, not in an agency's system. The profile itself belongs to the person, which is why they keep it current. You can search it, you can see the evidence behind every entry, and you can take it with you if you ever change your ATS.

Does it actually check the health certificate?

It asks for status and issue date and records both as a hard fact: not older than three months at the start date, renewed every two years after that. It is the one gate that has to clear before day one, and we treat it that way. The document itself is still verified by a person.

Nearly half our team doesn't speak German as a first language. Does that work?

The conversation runs in the candidate's own language, twelve of them, and the report comes back in German for the shift manager. Language level is only assessed where you set it as a requirement, and kept separate from everything else, so an accent never quietly costs someone the role.

We hire in volume for the season and lose most of it by autumn. What changes?

Two things: a real answer at the front door instead of a form, and a pool that keeps the people you did not hire this round warm and reachable for the next one — instead of starting from zero every season.

Half our apprentices don't finish. Can this help?

A structured conversation before day one surfaces the mismatches in expectations, from shift pattern to physical demands to the reality of service work, that otherwise only show up months into the contract.

How fast can a single restaurant get this running?

Pick the role, approve the questions, done. Casual staff can be cleared for their health certificate within 24 hours of applying. No career page needed; if you don't have one, ours takes minutes.

We're part of a chain with an NGG works council. What do we bring them?

The documentation a works council asks for: what is asked, what is scored, what is explicitly excluded, and where the data sits. Health data is recorded as a fact, never scored, and stays inside the EU. We provide it as a template you can take into the committee.

Do we need all the doors at once?

No. Most houses start with screening, because the applications are already there, and add referrals as soon as the team is on board. Sourcing switches on later, on the same base, without a new setup.

See it on your own role.

Fifteen minutes, your vacancy, your numbers.

Book a demo → Try it live