Nobody applies. So we go looking.
Sourcing and voice screening for manufacturing: Sprad finds the CNC operators and welders who never apply — and records every certificate with its quote.
No login · No calendar · Works typed
unfilled skilled positions in metal & electrical trades
KOFA 2025of tool manufacturers report hiring difficulties
DIHK Fachkräftereport 2024/25staff turnover in manufacturing
2023Who this is for
One word, four problems.
CNC machining & turning/milling
Sinumerik, Heidenhain or Fanuc experience, and real set-up-time competence, not a keyword match.
Welding & metal fabrication
Certificate to DIN EN ISO 9606, checked against its actual expiry — most lapse after two to three years.
Skilled trades & shift roles
Facharbeiterbrief vs. trained-on-the-job status, and genuine three-shift readiness.
Engineers & specialists
PSA fitness, crane licence, and the German level the role really needs — no more, no less.
The shortlist is empty.
When seven in ten tool-manufacturing vacancies get no qualified applicant, the shortlist isn't the bottleneck — it's empty. Finding people comes first, with evidence for every claim.
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, and on the record.
- CNC control experience — Sinumerik, Heidenhain, Fanuc
- Turning vs. milling experience, and real set-up-time competence
- Welding certificate to DIN EN ISO 9606, checked against its actual expiry
- Crane licence where the role needs one
- Three-shift readiness
- Skilled-trade certificate (Facharbeiterbrief) vs. trained-on-the-job status
- PSA fitness and medical clearance (G25/G41)
- German at B2 — the level 57 % of manufacturers require
Evidence · 03:12„Six years on Sinumerik controls, three-shift is no problem for me.“
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 moduleStep 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 moduleStep 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 moduleStep 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 moduleStep 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 moduleStep 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 moduleTry 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.
Module mix
Three, not everything.
Go and find them
When nobody applies, the search starts elsewhere. Active sourcing with evidence for every claim.
02One yardstick for everyone
CV and skills checked against the role criteria on arrival — every score with the quote it came from.
03Your 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 →IG Metall trains works councils specifically for AI-supported hiring — §87 (1) 6 and §95 (2a) BetrVG apply directly, §94 covers scorecards, and the template is scoped for that table.
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.
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Greenhouse
SAP SuccessFactors
Workday
Personio
Lever
iCIMS
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Ashby
JOIN
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concludis+and almost any other systemTeamtailorAshbyJOINd.vincirexx systemsonlyfyconcludis+and almost any other systemNo 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
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.
Our works council will want a say before we even pilot this. What do we bring them?
Does it actually check whether a welding certificate is still valid?
We can't fill roles from inbound applications at all. What does 'sourcing' actually mean here?
Many of our operators aren't native German speakers. Is B2 a hard cut-off?
How does the EU AI Act change what we have to document?
Can it verify three-shift readiness before we schedule an interview?
How does this hold up legally in our sector?
Sources: 2023 · DIHK Fachkräftereport 2024/25 · KOFA 2025