Hiring›Industries›Hospitality

Staff the shift. Keep the people.

Voice screening for hotels and restaurants: Sprad answers in the candidate's own language and clears the §43 health certificate before day one.

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Hospitality
Atlas · live transcript 02 / 09

No login · No calendar · Works typed

What gets cleared hereHealth certificate (§43 IfSG)Shift & weekend readinessRight to work
60–70 %

annual staff turnover in hospitality, vs 33 % economy-wide

Zukunft Gastwelt
194 days

average vacancy time for hospitality roles

Bundesagentur für Arbeit, May 2025–Apr 2026
44.5 %

of hospitality staff are foreign nationals — highest of any sector

Bundesagentur für Arbeit, Nov 2025

Who this is for

One word, four problems.

01

Hotels & accommodation

Front desk, housekeeping and shift readiness, checked before the first callback.

02

Restaurants & kitchens

Health certificate status is the one thing that has to be right before day one.

03

Catering & events

Short-notice availability and a driving licence for the van, not a fixed roster.

04

Chains & apprentices

High-volume onboarding, plus the training roles where every second contract ends early.

Volume market

Keeping them is the problem.

Every departure costs an average of €43,069 — more than €600 million a year across the industry. Half of all hospitality apprenticeships end before they finish.

95 %
95 %
95 %

They all look the same

Applications in volume — and no way to tell them apart.

14:00—
 
No-Show14:00
 

The slot stays empty

Booked, confirmed, nobody came. The appointment was the weak point.

 
 
 

And they leave again

Hired in spring, gone by summer — the fit was never checked.

In the conversation

Including the one legal gate.

  • Health certificate under §43 IfSG — required before any contact with food, even for casual staff, no older than 3 months at start, renewed every 2 years
  • Shift, weekend and split-shift readiness
  • Genuine career-changer fit for roles with no formal hospitality training
  • German at A2–B1 — enough for service, not a barrier for hire
  • Work permit and residence status
  • Driving licence B for catering and event roles
Interview reportLuca Ferrari · Hospitality · 06:41Decision-ready
Health certificate (§43 IfSG)cleared
Shift & weekend readinesscleared
Right to workcleared
Catering driving licencestill open

Evidence · 03:12„My health certificate isn't even three months old yet.“

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

One yardstick for everyone

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

 03

A pool that stays current

Everyone you don't hire keeps their profile and updates it. The next opening starts warm.

 04

Your own people as a channel

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

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

Health data — §43 IfSG certificate status, medical clearance — is recorded as a fact and never scored; chains with an NGG committee get the documentation template upfront.

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 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. Nobody else in this market screens for it; it's the single gate that has to clear before day one, and we treat it that way.
Nearly half our team doesn't speak German as a first language. Does the process handle that?
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've 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 actually changes?
Two things: faster, more reliable screening at the front door, and a pool that keeps the people you didn't 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 — shift pattern, physical demands, the reality of service work — that otherwise only show up months into the contract.
We're part of a chain with an NGG works council. What do we bring them?
The same documentation an independent restaurant doesn't need but a works council will ask for: what's asked, what's scored, what's explicitly excluded, and where the data sits. It's a template, not a negotiation starting from zero.
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.
How does this hold up legally in our sector?
Health data — certificate status, medical clearance — is recorded as a fact, never scored, and stays inside the EU. Independent houses run this without a works council; chains with an NGG committee get the documentation template before anyone raises the question.

See it on your own role.

Fifteen minutes, your vacancy, your numbers.

Book a demo →Try it live
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Sources: Bundesagentur für Arbeit, May 2025–Apr 2026 · Bundesagentur für Arbeit, Nov 2025 · Zukunft Gastwelt