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 an inbox, not in a notebook, not in an agency's system. The profile itself belongs to the person, which is why they keep it current. You can search it, you can see the evidence behind every entry, and you can take it with you if you ever change your ATS.
Do applicants really not need a CV?
Not to start the conversation. Sprad asks for trade certificate, licences and availability directly, the moment someone applies. One in five young tradespeople say they would prefer to apply that way anyway. A CV can follow once there is mutual interest, not before.
Isn't a screening call impersonal for a trade built on handshakes?
It is a genuine phone call, not a form — and it can run as a web chat instead if that suits someone better. It exists so the owner's own time goes to the people worth meeting in person. The trust still gets built face to face, this just gets you to that handshake faster.
Can it check whether someone can actually do emergency callouts?
Yes. On-call and emergency-duty readiness for SHK roles is one of the standard questions, recorded as a fact with the exact answer attached, not inferred from a CV line.
We lose a third of our apprentices before they finish. Can this help?
A structured conversation before day one surfaces the mismatches that usually only show up months in: expectations about the work, travel, physical demands. Catching that early is cheaper than another early exit.
Where does our applicants' data actually go?
It stays hosted in the EU under GDPR, and it is never used to train a model. For a business with no HR department that is usually the real question, not co-determination, which barely applies at this size: fewer than one in five trade businesses under 50 employees has a works council.
Do we need all three doors at once?
No. Most trades businesses start with referrals, because the crew is the channel that already works, and add screening as soon as applicants start arriving. Sourcing switches on later, on the same base, without a new setup.
How fast can a small business get this running?
Pick the role, approve a handful of questions, done. No career page required. If you don't have one, ours takes minutes to set up, and if you have no ATS either, ours is free.
