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First shortlist keeps the fee.

Voice screening for staffing agencies: Sprad pre-qualifies availability, radius, shift readiness and wage expectation the moment a candidate is sourced.

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Staffing & recruitment agencies
Atlas · live transcript 02 / 07

No login · No calendar · Works typed

What gets cleared hereAvailability dateDeployment radiusShift readiness
61.9 %

of candidates open to switching would use a staffing agency to do it

Barometer Personalvermittlung 2025 (GVP/index)
−1.2 %

placement industry revenue decline in 2025, to €2.78bn

BDU 2025
~520,000

temporary agency workers (Zeitarbeitnehmer) in Germany

GVP, April 2025

Who this is for

One word, four problems.

01

Arbeitnehmerüberlassung (Zeitarbeit)

High-volume placement with the 18-month AÜG assignment cap tracked from day one.

02

Permanent placement (Personalvermittlung)

Commission on the line — throughput per recruiter decides who gets the placement, not just who has the candidate.

03

Industry & logistics placement

The largest placement fields — transport & logistics, metal production, machinery — with the role-specific checks built in.

04

Volume & entry-level roles

About a third of all placements are helper-level roles: fast, structured, no less rigorous for being high-volume.

Volume market

Throughput is the whole business.

Placement revenue fell again in 2025, to €2.78bn, while two in three willing candidates would go through an agency. With 15–25 % commission at stake, the first qualified shortlist keeps the fee.

95 %
95 %
95 %

They all look the same

Applications in volume — and no way to tell them apart.

14:00—
 
No-Show14:00
 

The slot stays empty

Booked, confirmed, nobody came. The appointment was the weak point.

 
 
 

And they leave again

Hired in spring, gone by summer — the fit was never checked.

In the conversation

Cleared before the shortlist.

  • Availability from when
  • Deployment radius, mobility and own transport
  • Shift readiness
  • Hourly wage expectation against the GVP/DGB tariff
  • Forklift licence, welding certificate or police clearance, depending on the role
  • Work permit and residence status
  • AÜG 18-month maximum assignment duration, tracked from placement
Interview reportLena Vogt · Staffing · 06:41Decision-ready
Availability datecleared
Deployment radiuscleared
Shift readinesscleared
AÜG assignment durationstill open

Evidence · 03:12„I can start in two weeks, and I've got my own car for the assignment radius.“

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.

See the module

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

Minutes, not days

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

 02

One yardstick for everyone

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

 03

A pool that stays current

Everyone you don't hire keeps their profile and updates it. The next opening starts warm.

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

The requirement here isn't co-determination but separation: every engagement gets its own data room, and blind placements stay blind.

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 help revenue in a shrinking market?
Throughput per recruiter is the lever. Pre-qualifying candidates the moment they're sourced — availability, mobility, wage expectation against tariff — means a recruiter can get a qualified shortlist to a client while the candidate is still genuinely open to the move, which is where the commission actually gets decided.
Can it check whether someone's wage expectation is realistic?
It asks directly and checks it against the GVP/DGB reference tariff for the role, recorded as a fact — so a mismatch surfaces before a client interview gets scheduled, not after.
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 isn't visible across competing mandates. That's separated per client, not a full white-label product — worth knowing exactly what you're getting before you rely on it.
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's already a problem.
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 — it runs alongside the system you already use for candidate and client management, and if you don't have one, ours is free to start with.
How does this hold up legally in our sector?
The core requirement here isn't co-determination — it's keeping clients apart. Every posting gets its own data room, clients get their own shortlist login, and blind placements stay blind. That's separation per engagement, not full white-labelling.

See it on your own role.

Fifteen minutes, your vacancy, your numbers.

Book a demo →Try it live
Also relevant for
Healthcare & care Transport & logistics Retail

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