Professional services

Own the base every
hire comes from.

Applicants, referrals and the Berufsträger Atlas finds all land in one place — and the search, the outreach and the first structured conversation run on their own. Professional status, DATEV proficiency and independent client-file experience sit on the profile before a partner's calendar is touched.

Book a demo → Try it live
A real conversation, not a billable hour spent on recruiting. No login, no scheduling.
Tax practicesLaw firms & notary practices Audit firmsMulti-partner & consulting firms
A practice corridor: open-plan desks on one side, shelves of client files on the other
Stadt Stuttgart Mainzer Stadtwerke LVM Versicherung Königsteiner
The problem

Capacity decides,
not the pool.

The hardest market of all.

72.7% of law, tax and audit firms report hiring difficulties, the highest of any sector. Every practice fishes in the same shrinking pool.

The first call never happens.

A single practice fills roughly 40% of its open roles, a multi-partner firm around 70%. Same pool — the difference is who has an hour for the first conversation.

Your form does the filtering.

CV, cover letter, account: three walls before anyone talks. In a shortage market every wall costs you a candidate, and over half the audit workforce is already past 50.

Sources: ifo Fachkräftebarometer, August 2025 · BStBK STAX 2024

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 this field the search leads, because the assistants and Berufsträger you need are not reading job ads.

Recruiting & Hiring
Sourcing Screening Referrals
A partner in a blazer at his desk, shelves of client files behind him
Start here in this field 01Sourcing

Who finds the Berufsträger who never read a job ad?

You brief the role in two minutes. Atlas searches, writes the outreach and pre-qualifies every reply, so a two-partner practice sources like a firm of fifty.

38% of everything four competing sourcing tools found, Atlas found too. The best of the other four: 9%.
A briefing from this field
Steuerfachangestellte/r · Hamburg
DATEV, dailyAnnual accounts, not just bookkeepingOwn client portfolio Fachwirt exam in preparationDiscreet approach
Atlas: “Got it. I'll start with DATEV-experienced candidates around Hamburg and show you the first matches to vote on.”
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 runs the first interview when no partner has the hour?

A structured conversation the moment the application lands — voice or video, set per role. The hard facts of this profession are cleared before anyone bills an hour to recruiting.

Voice or videoPhone callWeb chatAdjusts to seniority
What comes back
Professional statuscleared
DATEV proficiencycleared
Independent client handlingcleared
Exam readinessstill open
Professional status, DATEV and client-file experience cleared on the call — each with the quote it came from.
Questions adjust to seniority, from assistant to Berufsträger.
Staatsexamen grade, bar admission and Fachanwalt titles recorded as stated facts, with the source quote.
A decision-ready report lands in your ATS, honest feedback goes to the candidate.

Certificates are still verified by a human. You just know before the first meeting whether it is worth taking one.

Explore Screening →
03Referrals

Who in the practice trained with the person you need?

Assistants trained together, Berufsträger know their year group. Sprad shows each of your people the fitting contacts out of their own network, instead of waiting for them to remember someone.

LinkedIn networkXingTeams & SlackNo form
Network suggestion
From a colleague's training yearfits the role
Refer, or mark as no fitone tap
Reward lands on the first sharepoints
Automatic suggestions from your team's own LinkedIn and Xing networks.
Runs in Teams and Slack, where the practice already is — no extra portal to remember.
Every referral arrives with a colleague's judgment attached.
Rewards for steps along the way, not only for the hire.
Explore Referrals →
04Growth

Who develops the people you just won?

In the hardest hiring market of any sector, losing an assistant hurts twice: the replacement search is the 40% one you already know. The same base that got someone hired is the one that develops them — what they can actually do, what the next exam step would need from you, and how the first months are really going.

SkillsFrom assistant to Fachwirt to the professional exam, paths built on real work. PerformanceReviews your partners actually finish, drafted by Atlas. FeedbackHear from the practice 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

Two service firms
already run it.

One a consultancy with 400 people across four countries, one a 90-person agency. Both fill roles that job ads do not reach, both started with referrals — on the same base.

A team going through numbers together in a meeting
ACT Commodities · Consultancy

+120 referrals in the first three months

400 employees and 50+ open roles across Amsterdam, Paris, New York and Singapore. A manual referral programme became a digital one, and the rollout went international within three months.

ACT Commodities
70% of employees registered+425 additional applications100% of vacancies shared
Read the story →
A creative team working together at a table
Klein aber · Agency

“Before Sprad, we were unsuccessful in our search for specific positions.”

Two writer vacancies filled within two months, while no viable applications arrived on any other channel in the same period. 90 employees, grown by almost 20 over nine months.

Peter Vollmar · Head of People
+50% of vacancies filled by referrals1 in 3 referred applications hired2 months to positive ROI
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 assistant who said no in March is the one sitting the Fachwirt exam in September, and you will know.

How the Talent Base works →
Your Systems
Talent Market
Your Modules
Sarah Vogel
David Schmidt
Petra Lang
Tom Reiter
Maria Keller
Jonas Berger
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 assistant who said no two years ago is findable and current today.

Deep context

More than a CV: professional status, DATEV proficiency, specialty area, exam readiness, 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 — and if you have no ATS at all, ours is free.

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 partner's inbox 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.

We're a single-partner practice with no HR. Is this actually built for us?

It is built specifically for the gap between a 40% and a 70% fill rate, which is a capacity problem, not a demand problem. Sprad does the searching and runs the first conversation, so you don't need an HR department to compete with a larger firm's recruiting budget.

Why does sourcing lead here rather than screening?

Because in the hardest hiring market of any sector the people you need are already employed somewhere else, and they are not reading job ads. Screening only helps once applications arrive. It switches on the moment they do, on the same base, without a new setup.

Does it actually check DATEV experience, or just take the CV's word for it?

It asks directly and records the answer as a fact with the exact quote, the same way it checks specialty area and independent client-file experience. Documents and references are still verified by a human. This narrows down who is worth that step.

Can it verify a Staatsexamen grade or Fachanwalt title?

It asks for the grade, admission status and any Fachanwalt titles, and records them as stated facts with the source quote. Formal verification of the certificate itself is still a human step, but you know upfront whether it is worth taking.

How does client confidentiality work here?

Nothing about a candidate's conversation touches mandate or client data, the two never overlap. Everything is hosted in the EU, and no rejection or shortlist decision is ever automatic. A partner signs off on it.

We're recruiting for a Berufsträger role, someone further along than an assistant. Does the process still work?

Yes. The questions adjust to seniority: exam status, independent mandate handling and specialty depth for a Berufsträger role, versus the entry-level checks for an assistant position.

Do we have to replace our ATS?

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.

See it on your own role.

Fifteen minutes, your vacancy, your numbers.

Book a demo → Try it live