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Voice screening for public administration: Sprad turns Article 33(2) merit selection into the process — criteria upfront, every score tied to a quote.

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Public sector
Atlas · live transcript 06 / 13

No login · No calendar · Works typed

What gets cleared hereCareer-track eligibilityTVöD grade expectationPolice clearance (extended)
27 %

of the public-sector workforce retires within ten years (1.39m people)

dbb Monitor 2026
~600,000

public-sector positions already unfilled

dbb 2025/26
~39,000

missing IT and digitalisation specialists across federal, state and local government

dbb / Bitkom estimate

Who this is for

One word, four problems.

01

Kitas, schools & social services

Early-years and pedagogical qualifications, matched against actual staffing ratios.

02

IT & digitalisation

The one shortage every level of government shares — and the one procurement moves slowest for.

03

Building & civil engineering offices

Engineering qualifications for planning and Bauamt roles, checked against realistic start dates.

04

General administration

Verwaltungsfachangestellte and career-track roles, with a TVöD grade expectation set honestly upfront.

Shortage market

It has to survive scrutiny.

Article 33(2) of the Constitution requires selection strictly on merit, documented well enough to survive a challenge. A quote-backed score already is that document.

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, with the paper trail.

  • Career-track eligibility (Laufbahnbefähigung) for the grade advertised
  • Eligibility for civil-servant status (Verbeamtungsfähigkeit) where the role requires it
  • A realistic TVöD grade expectation, set honestly before the interview
  • Extended police clearance certificate
  • Confirmation the posting met its mandatory publication requirements
  • Mandatory interview invitation for severely disabled applicants under §165 SGB IX
Interview reportSarah Vogel · Public sector · 06:41Decision-ready
Career-track eligibilitycleared
TVöD grade expectationcleared
Police clearance (extended)cleared
§165 SGB IX invite dutystill open

Evidence · 03:12„I'm eligible for the gehobener Dienst track, and my clearance came through last week.“

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.

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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

One yardstick for everyone

CV and skills checked against the role criteria on arrival — every score with the quote it came from.

 02

A portal instead of silence

Every applicant gets their own space: where they stand, how to prepare, honest feedback.

 03

Minutes, not days

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

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

Article 33 (2) of the Constitution requires documented merit selection, your staff council has an information right under §80 (1) 21 BPersVG — and below €221,000 net the UVgO allows negotiated procurement.

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.

How does this actually satisfy Article 33(2) Bestenauslese?
Every score is tied to the exact quote in the conversation it came from, the criteria are set before anyone applies, and nothing about identity ever enters the evaluation. That is the documentation a Bestenauslese challenge asks for — produced as a by-product of the process, not assembled afterwards under pressure.
Do we need a full EU-wide tender to procure this?
Only above €221,000 net. Below that threshold, the UVgO applies and allows negotiated procurement without a full-scale EU process — most single-department pilots fall well inside that range.
What about digital accessibility requirements?
Since 28 June 2025, the BFSG requires digital accessibility for public-sector IT procurement, and the candidate-facing side of this process is built to that standard from the start, not retrofitted.
Does our Personalrat need to be involved?
Yes, under §80 (1) No. 21 BPersVG they have an information right, and we provide the same documentation template used for works councils in the private sector — what's asked, what's scored, what's excluded, where the data sits.
Why does the shortage estimate for 2030 vary so much between sources?
Because it depends on assumptions about retirement timing and replacement rates that nobody can pin down precisely — estimates run from 765,000 to over a million. We treat it as a range, not a headline number, because presenting false precision here would undercut the credibility this process is built on.
Our biggest gap is IT and digitalisation roles specifically. Does this help there?
It's the shortage every level of government shares — roughly 39,000 unfilled specialist roles — and often the hardest to move through slow procurement cycles. The screening depth is the same; the procurement path through UVgO is usually what actually speeds things up.
How does this hold up legally in our sector?
Below €221,000 net the flexible UVgO allows negotiated procurement instead of a full EU tender — most single-department pilots stay well inside that. BFSG accessibility applies since 28 June 2025, and your staff council has an information right under §80 (1) 21 BPersVG.

See it on your own role.

Fifteen minutes, your vacancy, your numbers.

Book a demo →Try it live
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Sources: dbb / Bitkom estimate · dbb 2025/26 · dbb Monitor 2026