Staffing & recruitment agencies

Own the base every
hire comes from.

Candidates, referrals and the people Atlas finds all land in one place — and the search, the outreach and the first structured conversation run on their own. Availability, radius, shift readiness and wage expectation sit on the profile before a recruiter picks up the phone.

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Built to run at recruiter speed. No login, no scheduling.
ZeitarbeitPermanent placement Industry & logistics placementVolume & entry-level roles
An open-plan agency floor with empty desks and glass meeting rooms
Stadt Stuttgart Mainzer Stadtwerke LVM Versicherung Königsteiner
The problem

Speed decides
the fee.

The market shrank again.

Placement revenue fell to 2.78 billion euros in 2025. The commission goes to whoever gets a qualified shortlist to the client first.

The candidates are willing.

61.9% of people open to switching would use a staffing agency to do it. They are not the bottleneck — being reached first is.

They all look the same.

Candidates in volume, and no way to tell them apart. The one who cannot start for eight weeks looks identical to the one who starts Monday.

Sources: BDU 2025 · Barometer Personalvermittlung 2025 (GVP/index) · GVP, April 2025

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. On a staffing desk the search leads, because the fee follows whoever finds them first.

Recruiting & Hiring
Sourcing Screening Referrals
A recruiter on the phone at her desk in an otherwise empty agency office
Start here on a staffing desk 01Sourcing

Who sources the mandate while your recruiter sells?

You brief the mandate in two minutes. Atlas searches, writes the outreach and pre-qualifies every reply — an extra sourcer on every desk, at no extra headcount.

38% of everything four competing sourcing tools found, Atlas found too. The best of the other four: 9%.
A briefing from this field
Forklift driver · Dortmund
Forklift licenceShift-ready, three shiftsRadius 30 km, own car Available within two weeksDirect, short messages
Atlas: “Got it. I'll start with licensed forklift drivers around Dortmund and show you the first matches to vote on.”
Free text, not a filter cage: you brief the mandate the way you would a colleague.
Outreach runs on Sprad's own verified stack, never through your accounts.
You vote matches up or down, and Atlas learns the desk's taste live.
Your recruiter meets a shortlist of people ready to talk, while they are still open to the move.
Explore Sourcing →
02Screening

Who qualifies them before a recruiter dials once?

A structured conversation the moment a candidate is sourced or applies — voice or video, a phone call, or a web chat. Your recruiters spend their hours on the shortlist, not on the first call.

Voice or videoPhone callWeb chat12 languages
What comes back
Availability datecleared
Deployment radiuscleared
Shift readinesscleared
Wage expectation vs tariffstill open
Availability, radius and shift readiness cleared up front — each with the quote it came from.
Wage expectation checked against the GVP/DGB reference tariff, not guessed.
No slot to book, so there is nothing to not show up to.
A decision-ready report lands next to the candidate, and a mismatch surfaces before a client interview is scheduled.

Documents are still verified by a human. You just know before the client interview whether it is worth scheduling one.

Explore Screening →
03Referrals

Who on assignment already knows the next placement?

In Zeitarbeit your workforce is on assignment, not in the office. Openings go automatically to the temp workers they fit, on the channels they already use.

WhatsAppSMSNo company emailNo login
Referral on the floor
From the crew on his current assignmentfits the role
Refer, or mark as no fitone tap
Reward lands on the first sharepoints
Reaches the assignment floor on WhatsApp and SMS, no company email needed.
One tap forwards the role to the people he is on shift with. A shared link, nothing more.
Every referral arrives with a colleague's judgment attached.
Rewards for steps along the way, not only for the placement.
Explore Referrals →
04Growth

Who keeps the bench you already placed?

Placed in spring, gone by summer, and the fit was never checked — then the same mandate costs you the search twice. In Zeitarbeit the worker is your employee, and the same base that got someone placed is the one that develops them: what they can do, what would raise the rate you can bill, and how the assignment is actually going.

SkillsFrom helper to specialist, paths that raise the rate you can bill. PerformanceReviews your dispatchers actually finish, drafted by Atlas. FeedbackHear from every assignment before someone quietly leaves.
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 →
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 system stays in the loop. The forklift driver who could not start in March is the one who starts Monday in September, and you will know.

How the Talent Base works →
Your Systems
Talent Market
Your Modules
Priya Sharma
Milan Weiss
Sofia Costa
André Kamga
Jana Rieger
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 database never ages: whoever was not available two years ago is findable and current today.

Deep context

More than a CV: availability, deployment radius, licences and certificates, shift readiness, evidence from real conversations. Every rating links back to the sentence it came from.

Always in sync

Sprad runs both ways with the system you already use for candidates and clients. 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 you ever sourced, placed or got referred sits in one place that belongs to you — not in a recruiter's private spreadsheet that walks out of the door with them. 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 system.

How does this actually help revenue in a shrinking market?

Throughput per recruiter is the lever. Sourcing runs in parallel on every desk, and candidates are pre-qualified the moment they surface — availability, mobility and wage expectation against tariff — so a recruiter can get a qualified shortlist to a client while the candidate is still genuinely open to the move. That is where the commission gets decided.

Why does sourcing lead here rather than screening?

Because the fee follows whoever reaches the candidate first, and 61.9% of people open to switching would use an agency to do it. They are willing; they are just not applying. Screening switches on the moment candidates do arrive, on the same base, without a new setup.

Can it check whether someone's wage expectation is realistic?

It asks directly and checks the answer against the GVP/DGB reference tariff for the role, recorded as a fact. A mismatch surfaces before a client interview gets scheduled, not after.

Does it track the 18-month AÜG assignment limit?

Yes. Assignment duration is recorded from placement, so nobody discovers the cap is approaching after it is already a problem.

We place candidates with multiple, sometimes competing clients. How do you keep that separate?

Each client engagement gets its own data room, and a candidate's information is not visible across competing mandates. That is separation per client, not a full white-label product. Worth knowing exactly what you are getting before you rely on it.

Does this work for high-volume, entry-level placements too?

About a third of all placements in this market are helper-level roles, and the same structured conversation runs at that volume. Availability and shift readiness checked as rigorously as for a specialist role, just faster.

Do we have to change our ATS or CRM?

No. Sprad runs alongside the system you already use for candidate and client management, and results land where your team already works. If you don't have one, ours is free to start with.

See it on your own mandate.

Fifteen minutes, your open role, your numbers.

Book a demo → Try it live