IT & Software

Own the base every
hire comes from.

Applicants, referrals and the engineers Atlas finds all land in one place — and the search, the outreach and the first structured conversation run on their own. Real depth, stack and notice period sit on the profile instead of in another polished PDF.

Book a demo → Try it live
A real conversation, not another take-home. No login, no scheduling.
Software engineering & productData & AI/ML Infrastructure & DevOpsIT support & administration
An open-plan office with empty desks and dark monitors
Zalando Stadt Stuttgart LVM Versicherung Mainzer Stadtwerke Königsteiner
The problem

Speed decides,
not skill.

The loop is too long.

87 days is the average time-to-hire in IT, the longest of any industry — while the candidate interviews elsewhere the whole time.

The pool is not applying.

109,000 IT specialist positions are unfilled. The people you need are employed, and they do not read job ads.

The paper proves nothing.

85% of employers feel the IT shortage, and polished applications read well while saying little. A conversation tests what a document cannot.

Sources: XING Recruitment Report 2025 · Bitkom 2025

Where to start

Pick the door that
fits your problem.

Sourcing, screening and referrals are three doors into the same base — and the fourth is what develops the people who came through them. In IT the search leads, because the people you need are not applying.

Recruiting & Hiring
Sourcing Screening Referrals
A developer at a standing desk in a quiet office, one hand on the keyboard
Start here in IT 01Sourcing

Who finds the engineers who never apply?

You brief the role in two minutes. Atlas searches, writes the outreach and pre-qualifies every reply before it reaches your calendar.

38% of everything four competing sourcing tools found, Atlas found too. The best of the other four: 9%.
A briefing from this field
Backend Engineer · Berlin
Kubernetes in production, not just readOn-call rotaGo or Java DE or ENNotice period under 3 months
Free text, not a filter cage: you describe the role the way you would to a colleague.
Outreach names a real, specific reason for reaching out — on Sprad's own verified stack, never 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 →
02Screening

Who tests real depth before an engineer spends an hour?

A structured conversation the moment the application lands — voice or video, set per role. It follows up on every claim the way a strong technical interviewer would.

Voice or videoPhone callWeb chatLinkedIn, confirmed
What comes back
Depth behind the stackcleared
LinkedIn profile, confirmedcleared
Remote & timezone fitcleared
Notice periodstill open
What exactly did you build, what broke, how did you debug it — every rating with the quote it came from.
A video interview instead of a voice one, whenever you want a face in the first round.
Candidates pull in their LinkedIn profile and confirm it themselves.
Whether the cover letter was AI-written stops mattering once someone explains their own decisions out loud.

Runs before your team's own technical rounds, not instead of them. Your engineers only meet people worth their hour.

Explore Screening →
03Referrals

Who is already two contacts away from your team?

Engineers know engineers. Sprad shows each of your people the fitting contacts out of their own network, instead of waiting for them to remember someone.

LinkedIn networkXingGitHubSlack & Teams
Network suggestion
From a colleague's LinkedIn networkfits the role
Refer, or mark as no fitone tap
Reward lands on the first sharepoints
Automatic suggestions from your team's own LinkedIn, Xing and GitHub networks.
Runs in Slack and Teams, where your team already is — no extra portal to remember.
Every referral arrives with a colleague's judgment attached.
Rewards from the first share, not only after the probation period.
Explore Referrals →
04Growth

Who grows the engineers you already have?

An 87-day search you repeat a year later was never won. In IT people leave because the work stops growing, not because the salary stopped. The same base that got someone hired is the one that develops them: which skills they actually have, which ones the team is missing, and what the next step looks like.

SkillsWhich skills your teams hold, and which ones you are missing. PerformanceReviews your tech leads actually finish, drafted by Atlas. FeedbackHear from your teams before people quietly start interviewing.
Why sourcing leads here

We find a lot more.

We put the same three hard-to-fill roles through four competing sourcing tools and through Atlas. Every system finds its own hits, so those are taken out of the count. What is left is the fair question: of the people the others found, how many did you find too?

Share of the other systems' finds Overall
AtlasSprad
38%
Juicebox
9%
Metaview
5%
LinkedIn
3%
PINPIN
0%
010%20%30%40%

Three real roles in three markets, 15 August 2026. Every system that takes free text got the word-for-word identical prompt; for LinkedIn Sales Navigator the same criteria were translated into filters. Atlas covers 38 percent of what the others found. The best of the other four covers 9 percent.

See the full benchmark →
From this field

An IT company
already runs it.

240+ employees, 40+ open jobs — from a PDF form that kept getting lost to network suggestions out of LinkedIn, Xing and GitHub.

Two developers at their desks in an IT company
IT company · Germany

“What sets Sprad apart from other solutions are the automatic network suggestions from LinkedIn, Xing & GitHub.”

“Employees have access to their subconscious network, and we in recruiting were also able to use the feature in active sourcing.” The company switched from a cash bonus after probation to a points system that rewards from the first shared link.

Celine · People & Culture
+57 applications via referrals25% of referrals hired100% of jobs shared by employees
Read the story →
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 engineer who said no in March is the one who is open in September, and you will know.

How the Talent Base works →
Your Systems
Talent Market
Your Modules
Lena Berger
Tom Reiter
Mara Klein
Jonas Berger
Alina Park
Daniel Funk
Sourcing Screening Referrals Skills 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: the engineer who said no two years ago is findable and current today.

Deep context

More than a CV: proven skills, what someone actually shipped, availability, 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 a recruiter's spreadsheet and not in an agency's system. The profile itself belongs to the person, which is why they keep it current. You can search it in free text, you can see the evidence behind every entry, and you can take it with you if you ever change your ATS.

Why is IT specifically so slow to hire for?

Long loops, multiple technical rounds, and a candidate pool that is actively interviewing elsewhere the whole time. Sourcing candidates who aren't applying and running the first structured conversation live is what actually compresses the 87-day average, not another dashboard.

How do you check real depth instead of buzzword-matching a CV?

The conversation follows up on every claim, the way a strong technical interviewer would: what exactly did you build, what broke, how did you debug it. The answer is recorded with the exact quote it came from, so your engineers can read the evidence, not a score.

Voice or video — which one do candidates get?

Whichever you set for the role. Voice keeps the barrier low, video gives you a face in the first round. Candidates also pull in their LinkedIn profile and confirm it themselves, so the person on the call is the profile you read.

Does it catch AI-written cover letters and applications?

It doesn't need to. The live conversation tests understanding directly, which makes the question moot. Whether the cover letter was AI-assisted matters less once someone has to explain their own decisions out loud.

Do we have to give up our current interview process?

No. This runs as the first structured conversation before your team's own technical rounds, not instead of them. It connects to the ATS you already use.

What does the EU AI Act change for us specifically?

From 2 August 2026, recruitment AI is classified high-risk under Annex III, meaning documented criteria and human oversight, which this process produces by default rather than as an afterthought.

Do we need all three doors at once?

No. In IT most teams start with sourcing, because the people they need are not applying, and switch screening on as soon as applicants do arrive. Referrals run 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