Hiring›Industries›IT & Software

87 days is too slow.

Sourcing and live technical screening for IT: Sprad sources who isn't applying and tests real depth in a conversation — instead of an 87-day process.

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ISO-certified hostingGDPRAIEU AI Act
IT & software
Atlas · live transcript 04 / 12

No login · No calendar · Works typed

What gets cleared hereTechnical depth checkLive problem-solvingRemote & timezone fit
87 days

average time-to-hire in IT — the longest of any industry

XING Recruitment Report 2025
109,000

unfilled IT specialist positions, affecting 85 % of employers

Bitkom 2025
43.2 %

of applicants now use AI to write their cover letter, up from 2023

2026

Who this is for

One word, four problems.

01

Software engineering & product

Real hands-on depth with the stated stack, tested through follow-up questions, not a certificate list.

02

Data & AI/ML

The roles hardest to screen by CV alone — where a live conversation earns its keep fastest.

03

Infrastructure & DevOps

On-call readiness, incident experience, and genuine production ownership.

04

IT support & administration

Volume roles where speed matters as much as depth — cleared without an 87-day wait.

Shortage market

Speed decides, not skill.

IT already has the longest time-to-hire in Germany, and 43.2 % of applicants now write their cover letter with AI. A live conversation tests what a document can't.

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 live, not on paper.

  • Real technical depth behind the buzzwords, tested through follow-up questions
  • Live problem-solving, not a static take-home matched against keywords
  • Remote-work setup and timezone overlap for distributed teams
  • German and English proficiency, assessed separately from technical skill
  • Identity and liveness plausibility in remote first-round conversations
  • Notice period and a realistic earliest start date
  • Genuine hands-on experience with the stack listed, not just its name
Interview reportJonas Berger · IT & Software · 06:41Decision-ready
Technical depth checkcleared
Live problem-solvingcleared
Remote & timezone fitcleared
Identity plausibility checkstill open

Evidence · 03:12„I've actually run this in production with Kubernetes, not just read the docs.“

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

We go and search

When too few apply, the search starts elsewhere. We find the people who aren't applying anywhere and name a real reason for reaching out.

See the module

Step 04

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 05

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 06

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

Go and find them

When nobody applies, the search starts elsewhere. Active sourcing with evidence for every claim.

 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 portal instead of silence

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

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

§87 of the Works Constitution Act applies as it does everywhere, AGG liability needs no proof of intent — and for identity and liveness checks, no audio is stored.

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.

Why is IT specifically so slow to hire for?
Long loops, multiple technical rounds, and a candidate pool that's actively interviewing elsewhere the whole time. Sourcing candidates who aren't applying and running the technical screen live, in one conversation, 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 — what exactly did you build, what broke, how did you debug it — the way a strong technical interviewer would, and records the answer with the exact quote it came from.
Is authenticity in remote interviews actually a real concern?
It's a real and growing concern internationally for remote-first hiring generally, not something specific to Germany or to this process — live conversation with follow-up questions is the most practical check available today, and no audio is stored, which keeps the privacy trade-off in your favour.
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.
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 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.
How does this hold up legally in our sector?
From 2 August 2026 recruitment AI counts as high-risk under the EU AI Act, §87 of the Works Constitution Act applies as it does everywhere, and AGG liability needs no proof of intent. For the identity and liveness checks: no audio is stored.

See it on your own role.

Fifteen minutes, your vacancy, your numbers.

Book a demo →Try it live
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Sources: 2026 · Bitkom 2025 · XING Recruitment Report 2025