Logistics

Own the base every
hire comes from.

Applicants, referrals and the drivers Atlas finds all land in one place — and the calling back, the asking and the follow-up run on their own. Licence, driver card and shift model sit on the profile before anyone picks up the phone twice.

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Built for people who never sit at a desk. No login, no app.
Freight & long haulWarehouse & fulfilmentParcel & last milePublic transport
An articulated lorry at the loading bay of a distribution centre at first light
Gebrüder Weiss Zalando Stadt Stuttgart Mainzer Stadtwerke Königsteiner
The problem

Lost on
the clock.

The other offer is faster.

Candidates accept a competitor once the callback takes longer than two hours. The best process loses to the first one.

The slot stays empty.

Up to 30% of booked logistics interviews never happen. Booked, confirmed, nobody came — and the appointment itself was the weak point.

The bench is thinning.

Germany is short more than 70,000 drivers, and the workforce retires faster than it refills. Waiting for applicants is not a plan.

Sources: BGL 2025/26 · BGL and Destatis 2025 · SYNERGIE 2025

Where to start

Pick the door that
fits your problem.

Referrals, screening and sourcing are three doors into the same base — and the fourth is what keeps the people who came through them. In logistics your own depot leads, because the people you need are already standing next to your drivers.

Recruiting & Hiring
Referrals Screening Sourcing Social
A driver in a hi-vis vest on the yard in front of a row of lorries
Start here in logistics 01Referrals

Who in the depot already knows the right CE driver?

Drivers know drivers. Sprad asks your own people, on the channel they already use, and keeps asking after week one.

30–50% of all hires can come from referrals, done right, across the whole workforce.
WhatsAppSMSNo company emailNo login
Reaches the depot and the warehouse floor on WhatsApp and SMS — no company email, no app to install.
One tap forwards the role to the drivers he ran with at his last depot. A shared link, nothing more.
Every referral arrives with a colleague's judgment attached.
Rewards from the first share, not only once someone passes probation.
Explore Referrals →
02Screening

Who calls back before he takes the other offer?

A real phone call the minute the application lands — or a web chat, if that suits him better. There is no appointment, so there is nothing to miss.

Phone callWeb chatVoice or video12 languages
What comes back
Licence CEcleared
Driver qualification cardcleared
Night & rotating shiftscleared
Tachograph driver cardstill open
Licence, driver card and shift readiness cleared on the call — each with the quote it came from.
No slot to book, so there is nothing to not show up to.
Hang up halfway and a link carries the conversation on where it stopped.
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 →
03Sourcing

Who goes looking when nobody applies?

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

A briefing from this field
Driver CE · Munich
Licence CE, with expiry dateDriver qualification card, module 5Night and rotating shifts Multi-day tours with overnightsADR where the load needs it
Atlas: “Got it. I'll start with CE drivers around Munich and show you the first matches to vote on.”
Finds the drivers and warehouse leads 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 →
A truck driver on a Facebook job ad
04Social Recruiting

Who reaches drivers and warehouse staff between shifts?

Drivers and pickers spend their breaks on Facebook and Instagram, not on job boards. Sprad puts your opening in their feed, and the Talent Agent checks licence class and shifts on WhatsApp.

+10% on your ad spend, from a €1,000 budget you can split across roles. No package, no fee per job.
InstagramFacebookWhatsApp pre-screeningYour own talent pool
Job ads in the feed of people who are not looking, written and designed for your role.
Every applicant is pre-screened by phone, WhatsApp or web before anyone calls back.
Everyone lands in your own Talent Base, so the next opening starts with people you already reached.
Explore Social Recruiting →
05Growth

Who keeps the drivers you already have?

Hired in spring, gone by summer is a logistics classic — and with more than 70,000 drivers missing and the workforce retiring faster than it refills, every departure sends you straight back into the same thin market. 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 months on the route are actually going.

FeedbackHear from the depot and the cab before people quietly leave. PerformanceReviews your shift leads actually finish, drafted by Atlas. SkillsFrom picker to forklift to shift lead, paths built on real work.
Why referrals lead here

Your own depot is the
channel that already works.

Every haulier has a referral programme on paper. The question is whether anyone takes part — and that is decided by whether it reaches the cab and the warehouse floor at all.

5× higher usage than alternative solutions.

Alternative providers and ATS modules focus on the referral process. Sprad focuses on whether people actually take part — through a platform they can use and direct communication on Teams, Slack, WhatsApp and SMS. Which is the whole point in a depot, where most of the workforce has no company email at all.

55% faster hiring through employee referrals time-to-hire vs. job ads
82% of employers rank referrals as their best ROI compared across recruiting channels
30 to 50% of all hires can come from referrals done right, across the whole workforce
Explore Referrals →
From this field

An international logistics
company already runs it.

Around 2,400 employees, 90+ vacancies — and a referral tool before ours that delivered a digital process but almost no participation.

A warehouse worker with a tablet in front of a pallet rack
International freight forwarding & logistics

400 employees signed up within a few weeks, after the previous tool had produced no participation.

A year later more than one in three employees was actively taking part, and 40% of users come back to the platform every month. 600 referrals came in the first twelve months — for customer service, sales and the IT roles the company could not fill any other way.

International logistics company
55 hires within 12 months+274 applications via referrals20% of referrals hired
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 driver who was not free in March is the one you need for the autumn peak.

How the Talent Base works →
Your Systems
Talent Market
Your Modules
Priya Sharma
David Schmidt
Sofia Costa
Tom Reiter
Maria Keller
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: the driver who said no last winter is reachable and current today.

Deep context

More than a CV: licence class and expiry, driver qualification card, shift model, forklift and ADR, 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.

Our drivers have no company email. Does a referral programme reach them at all?

That is the whole design. Invitation and every reminder run on WhatsApp and SMS, and referring is a shared link, not a form — no login, no app, no company account. The international freight forwarder above had 400 people signed up within a few weeks that way.

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 screening most people skip and one most people finish.

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, so 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 twelve languages and the report comes back in German. Screening people out on accent costs you drivers 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 was not considered. We supply the works-agreement template.

Do we need all the doors at once?

No. Most logistics teams start with referrals, because the depot is the channel that already works, and add screening as soon as the applications arrive. 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