Hiring›Industries›Professional services

No HR team? No disadvantage.

Voice screening for law, tax and audit firms: Sprad runs the first conversation and clears professional status, DATEV and client-file experience.

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Law firms & professional services
Atlas · live transcript 03 / 11

No login · No calendar · Works typed

What gets cleared hereProfessional statusDATEV proficiencyIndependent client handling
72.7 %

of law, tax & audit firms report hiring difficulties — the highest of any sector

ifo Fachkräftebarometer, August 2025
~40 % vs 70 %

vacancy fill rate at single practices vs multi-partner firms

BStBK STAX 2024
3,000+

permanently open positions for legal & notary assistants since 2024

2024–

Who this is for

One word, four problems.

01

Tax practices

Steuerfachangestellte through to Berufsträger, matched by specialty and DATEV proficiency.

02

Law firms & notary practices

Staatsexamen grade, admission status, and Fachanwalt titles verified as fact, not claimed.

03

Audit firms (Wirtschaftsprüfung)

Examination stage and readiness, for a workforce where over half is already past 50.

04

Multi-partner & consulting firms

The scale that already fills 70 % of roles — this is what keeps that lead growing.

Shortage market

Nobody has time to recruit.

A single practice fills roughly 40 % of its open roles, a multi-partner firm around 70 %. Same shrinking pool — the difference is capacity, not demand.

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 before a partner's calendar.

  • Professional status: Steuerfachangestellte, Fachwirt, or Berufsträger — exam passed or in preparation
  • DATEV proficiency
  • E-invoicing and digitalisation skills
  • Independent client-file handling — yes or no, and how much
  • Specialty area: payroll, bookkeeping, annual accounts, or structuring advice
  • Staatsexamen grade, bar admission, and Fachanwalt titles, for law-firm roles
  • Willingness to pursue the professional exam, and what support that would need
Interview reportDavid Schmidt · Professional services · 06:41Decision-ready
Professional statuscleared
DATEV proficiencycleared
Independent client handlingcleared
Bar exam readinessstill open

Evidence · 03:12„I already run my own client portfolio, and I'm DATEV-certified.“

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

Minutes, not days

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

 02

Go and find them

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

 03

Your 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 →
In your sector

Most practices have no works council — the binding constraint is professional secrecy, so nothing candidate-related ever touches mandate data.

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.

We're a single-partner practice with no HR. Is this actually built for us?
It's built specifically for the gap between a 40 % and a 70 % fill rate — which is a capacity problem, not a demand problem. This runs the first conversation so you don't need an HR department to compete with a larger firm's recruiting budget.
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's worth that step.
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.
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's worth taking.
Our partners don't have time for a first screening call. Does this actually save them time?
That's the specific problem it solves. The conversation happens the moment someone applies, checks the hard facts, and only the candidates worth a partner's time reach the calendar at all.
We're recruiting for a Berufsträger role specifically — 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.
How does this hold up legally in our sector?
Most practices in this sector have no works council — the real constraint is professional secrecy. Nothing candidate-related ever touches mandate data, everything is hosted in the EU, and every score is tied to a quote rather than a black-box number.

See it on your own role.

Fifteen minutes, your vacancy, your numbers.

Book a demo →Try it live
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Sources: 2024– · BStBK STAX 2024 · ifo Fachkräftebarometer, August 2025