Screening

Every applicant screened.
Every candidate heard.

Atlas screens every applicant in a chat — in the app, on site or on the web — and gathers real evidence on the channel that suits them. Your team reads five rich profiles instead of three hundred CVs.

Sourcing Voice and video interviews Phone screening WhatsApp and web chat Chat screening in the app
Start the demo interview
Start screening with Atlas →
Getting started is free. You pay when AI does work.
Why

Applications exploded.
Signal didn't.

312 today

The flood is real.

Applications per recruiter quadrupled since 2022 while teams got smaller. The strong candidates are still there, just buried.

95% match
95% match
95% match

Paper looks perfect.

AI writes flawless CVs and cover letters for everyone now. The document stopped telling you who can actually do the job.

"Any news on my application?"
Employer

Good people drop off.

Long application forms lose up to 60 percent of candidates before anyone ever sees them. The ones you want leave first.

Invite Gather Analyze Keep

Screen in a chat, not a form.

Everyone who applies chats with Atlas instead of filling a dead form — in the app, on site or on the web — and sees where they stand at every step. Sent on the channel their target group actually uses.

Email WhatsApp Phone Web
New application · Senior Backendinvite sent
Email
Personal link, no password, no signupready
Web
Straight from your career siteready
WhatsApp
Where non-desk candidates already areready
Phone call
For everyone who never opens a portalonly we do this
Not a form that swallows them: a portal that shows where they stand, from the first minute.

Gather evidence, not paperwork.

Atlas asks what the role needs — basics, questions with follow-ups, documents, interview, a slot — and turns every answer into evidence. Required, optional or off, per role.

Lena Berger · Chat with Atlas
Senior Backend · on her phone, 07:24in progress
Hi Lena, thanks for applying. When could you start, and what is your notice period?
Three months, so from 1 January.
Got it. You mentioned rebuilding a payroll pipeline — what was the hardest part?
Keeping it running during the migration. We cut the error rate by 40 percent.
Thanks. Could you add your certificates here? Then we pick a slot for the interview.
certificates.pdf
Every answer becomes evidence as she goes — no PDF pile at the end.

Fair analysis lands in your ATS.

Identity comes off before scoring, every score links to the quote behind it, and you set the criteria that count. The finished report lands in the system you already work in.

Lena Berger · ScorecardRecommend
Problem solving · 88
Evidence · 04:12 in conversation
"I rebuilt the payroll pipeline and cut the error rate by 40 percent."
Identity removed before scoring · criteria set by you · transcript attachedsynced to your ATS

Everyone joins the living pool.

Every applicant keeps their profile and a free career agent that keeps it current. Good for them, and your pool never goes stale.

Talent pool · after this roleall consent-based
Lena Berger
Hired · Senior Backendhired
Tom Reiter
Strong conversation · keeps his profileprofile still live
Mara Klein
Docs verified · open to the next roleprofile still live
Kept current by their own career agent — free for them, fresh for you.

What your team opens instead of a CV.

One scorecard per candidate: the evidence, the quote it came from, the criteria you set.

Candidate scorecard in Sprad with CV score, voice interview score and the quotes behind them
Channels

Reach them where
they already are.

WhatsApp, email or a real phone call
One interview, two modes: voice or video, set per role
12 languages, one process for desk and non-desk
Nurse recording a voice application on her phone
Candidate journey

Screening
candidates love.

Most screening takes from candidates and gives nothing back. The portal gives four things back.

They can prepare.The role, the criteria and every step are on the screen before the interview starts. No ambush.
They apply once.Basics, documents, interview and booking live in one place. No second form, nothing uploaded twice.
They take their data with them.The profile is theirs to carry into the next application, with the evidence still attached.
They stay in control.Every item released by them, item by item, and revocable any time.
Candidate going through the Sprad talent portal on her own device
Your application · Senior Backend
Live status · updated today
doneInterview · 12 min, in your own language
nowTeam review · answer by Friday
nextPick your interview slot
Your data: released by you, item by item. Revoke anytime.
Measured with candidates, not claimed:
78% of candidates prefer an AI-led first conversation over waiting weeks for a human one.
SSRN field study, 2025
Why Sprad

Adjustable. Fair. Yours.

Truly adjustable

Different flows for different target groups: engineers, drivers, apprentices. White and blue collar, 12 languages.

The only screening candidates thank you for

Real feedback, real transparency, a profile they own. Your employer brand gains with every application.

Builds your talent pool

Every screened candidate becomes a living profile in your database. Rejections stop being wasted work.

Works on your ATS Personio, SAP SuccessFactors, Workday and more
Human in the loop AI sorts and explains. Your team decides.
Compliance built in EU hosting, GDPR, works council documentation
Every field

For every kind of role.

Same portal, same building blocks — switched on or off for the people you are actually hiring.

Nurse on a hospital corridor Healthcare Tradesperson on a building site Trades Warehouse and transport crew Logistics Production worker on the shop floor Manufacturing Shop assistant on the sales floor Retail Hotel and restaurant staff at work Hospitality Public administration office Public sector Software engineer at a workstation IT & software Consultants in a meeting Professional services Recruiter briefing a candidate Staffing
In the box

The detail that decides it.

Candidate portal A personal link, no password, no signup. They see where they stand at every step.
Median screening Every criterion is scored three times independently. The median counts, so one outlier run cannot move the result.
Bias-reduced by design Name, age, gender, origin and photo are removed from the text before scoring, by rule and by a second model pass.
Blocks you switch on and off Basics, LinkedIn, questions, documents, interview, booking. Required, optional or off — per role.
Every score quotes the source Each score points at the sentence it came from, and the quote is checked against the transcript.
Straight into your ATS The finished report lands in the system you already work in, or on your own webhook.
Runs itself where it should Applicants are invited to the interview by rule — everyone, or everyone whose CV passed.
Humans decide, always Nothing is ever rejected automatically. Rejections are drafted with real feedback and sent by a person.
Self-booking Candidates pick their own interview slot from inside the portal, through your booking link.
12 interview languages German, English, Turkish, Polish, Romanian, Russian, Ukrainian, Arabic, Spanish, Italian, French, Croatian.

Works with your ATS. Whichever one that is.

softgarden Greenhouse SAP SuccessFactors Workday Personio Lever iCIMS SmartRecruiters Teamtailor d.vinci + almost any system
Enterprise

Built for enterprise.
Ready for everyone.

Data protection & security

GDPR-compliant and EU-hosted on ISO-certified hosting. Your data never leaves Europe and is never used to train models.

  • No audio of the interview is ever stored
  • Only the transcript is kept, and that is what every score points back to
Top fit Alina ParkFitter
Top fit Daniel FunkTechnician
Good fit Sarah VogelNurse

AI ethics & full control

Humans lead, AI executes. There is no automated yes or no anywhere in the process.

  • Humans decide, the AI never does
  • Identity removed before scoring
  • Every score traceable to a quote
Read our AI ethics
Trusted by regulated and public-sector organizations
Stadt Stuttgart Mainzer Stadtwerke LVM Versicherung Königsteiner
Atlas Talent Base

Everyone you meet stays yours.

Sourced, applied, referred or hired — everyone keeps a living profile, with the score and the evidence still attached. The one you turn down in March is the one you search for in September.

Free, forever.
Everyone stays, not just your hires.
Kept current by the candidate, not by you.
Connects to your ATS — and to Claude.
Explore the Talent Base →
FAQ

Questions, answered.

Do we have to replace our ATS?

No. Sprad runs on top of the ATS you already have. Results land there the moment a conversation ends, and the portal adds a living candidate profile on top. Nothing gets migrated, nothing gets replaced.

Is Sprad "bias-free"?

We don't claim that. What we do: identity signals like name, age and gender are removed before scoring, and every score points back to a quote in the transcript. Transparent, explainable, and ready for a works council to sign off on.

Do candidates have to create an account?

No. Every applicant gets a personal link, no password, no signup. That link is their portal for the whole process.

Do candidates really prefer this?

In an SSRN field study, 78% of candidates preferred an AI-led first conversation over waiting weeks for a human one. They get heard immediately, and they get honest feedback either way.

Where does the data go?

Into your ATS, exactly as you'd expect. On top of that comes the living link: candidates keep their own profile current, so your records and your talent pool stay fresh instead of going stale.

What does it cost?

Getting started and the talent pool are free. AI screening starts at 6 euro per qualified application, or from 390 euro monthly for teams with steady volume.

Start screening with Atlas.

Getting started and the talent pool are free. Add AI screening when the next flood arrives.

Start for free → Book a demo