Hiring›Industries›Logistics

Faster than the other offer.

Voice screening and sourcing for logistics: Sprad calls back the moment an application lands and clears CE, driver card and shift readiness on the call.

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ISO-certified hostingGDPRAIEU AI Act
Transport & logistics
Atlas · live transcript 03 / 09

No login · No calendar · Works typed

What gets cleared hereLicence CEDriver qualification cardNight & rotating shifts
70,000+

driver positions unfilled in Germany

BGL 2025/26
up to 30 %

no-show rate at logistics interviews

SYNERGIE 2025
39 %

of drivers are 55 or older

BGL / Destatis 2025

Who this is for

One word, four problems.

01

Freight forwarding & long haul

CE, driver qualification card, multi-day tours with overnight stays — cleared in the first conversation.

02

Warehouse & fulfilment

High volume, high turnover. Forklift licence, shift model, cold-store tolerance.

03

Parcel & last mile

Seasonal peaks where speed decides everything, plus police clearance where required.

04

Public transport

Bus drivers with D/DE, passenger-transport rules, and route-service readiness.

Volume market

Lost on the clock.

A documented case shows candidates accepting a competitor's offer once the callback takes longer than two hours. Up to 30 % of booked interviews never happen, at €1,500–3,000 each.

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

Cleared in four minutes.

  • Driving licence class C / CE, including expiry date
  • Driver qualification card (former key number 95) — valid, module status
  • Tachograph driver card — present, valid, not blocked
  • Forklift licence to DGUV principle 308-001
  • ADR dangerous-goods certificate where relevant
  • Shift model: night, rotating, weekend — and long-haul overnights
  • Work permit and residence status
  • Earliest start date and notice period
Interview reportSofia Costa · Logistics · 06:41Decision-ready
Licence CEcleared
Driver qualification cardcleared
Night & rotating shiftscleared
Tachograph cardstill open

Evidence · 03:12„CE since 2014, module 5 done last spring — the card is in the truck.“

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

Minutes, not days

The conversation happens when the application lands. No slot, no scheduling, nothing to miss.

 04

A pool that stays current

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

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

AI-supported selection is co-determined under §87 (1) 6 and §95 (2a) of the Works Constitution Act — the works-agreement template comes with it.

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.

Can the system really call candidates itself?
Yes — a genuine phone call, not a link to a browser. No headset, no microphone dialog, no login. For drivers and warehouse staff that is the difference between a 20 % and a 60 % participation rate, and it is the channel neither of the well-known interview tools offers.
How do you handle the no-show problem?
By removing the appointment. The conversation happens when the application lands, not at a slot three days later — and there is nothing left to not show up to. If someone hangs up mid-way they get a link to carry on where they stopped.
Does it check the driver qualification card and the tachograph card?
It asks for both, records the answers with their expiry dates, and flags what is missing or expiring. Documents are still verified by a human — but you know before the callback whether it is worth making one.
Many of our applicants speak little German. Is that a problem?
No. The conversation runs in 12 languages and the report comes back in German. In transport and warehousing only 37 % of employers require a high language level anyway, so screening people out on accent costs you candidates you could have hired.
What does the works council say?
Ask them early — you have to. What usually settles it is that the process is more transparent than the one it replaces: the same questions for everyone, scores tied to quotes, and a documented record of what was and wasn't taken into account. We supply the template.
Do we have to replace our system?
No. Sprad runs on top of the ATS you already use, and results land where your team already works. If you don't have one, ours is free.
How does this hold up legally in our sector?
AI-supported selection is co-determined under §87 (1) 6 and §95 (2a) of the Works Constitution Act, and from 2 August 2026 recruitment AI counts as high-risk under the EU AI Act. Identity signals are stripped before scoring, every rating links to a quote, and the works-agreement template comes with it.

See it on your own role.

Fifteen minutes, your vacancy, your numbers.

Book a demo →Try it live
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Sources: BGL / Destatis 2025 · BGL 2025/26 · SYNERGIE 2025