A quote behind every judgement
Every requirement points to the exact sentence in the CV or the conversation. Atlas checks the quote against the original. If it cannot be found, the point turns to unclear.
Screening
Every applicant screened.
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
WhatsApp and web chat
Chat screening in the app
Start screening with Atlas →
Getting started is free. You pay when AI does work.
Why
Applications exploded.
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.
The result
What your team opens
What your team opens
instead of a CV.
One screening result per applicant: every requirement, how sure Atlas is, and the quote it came from.
1A quote for every judgementThe evidence is the exact sentence from the CV or the conversation, checked against the original. If the quote cannot be found, the point turns to unclear.
2Certain or likely, per requirementEach must-have and nice-to-have gets its own status, judged three times independently. The middle result counts.
3The grade follows your rulesA, B, C or up to five grades, defined by how many must-haves are open or missing. Unclear never counts against anyone.
4A dossier on every personAtlas sums up what the person brings and what to probe in the interview. Your own notes stay in it word for word.
5A person makes the decisionAtlas sorts and explains. Nobody is rejected automatically: every rejection waits for someone on your team.
Define
Talk
Grade
Decide
Say what matters. Atlas checks exactly that.
Import the job ad and Atlas suggests the requirements. You mark each one as must-have, nice-to-have or exclusion, weight it and describe how it should be checked.
Every applicant gets a conversation, not a form.
Atlas asks what your role needs: basics, questions with follow-ups, documents, an interview and a slot. Required, optional or off, per role.
The grade follows your rules.
A, B, C or five tiers, each with conditions you set: how many must-haves are open or unmet, how many nice-to-haves are proven. No model hands out the grade.
Inside the workspace
Everything about a role.
Everything about a role.
In one place.
Board, evidence, candidate portal and automation. This is what your team works with every day.
The whole role on one board. Every application in its stage, with its grade, one dot per requirement and the days in stage.
Where every judgement comes from. CV, conversation, interview and your own rating, per requirement.
Your portal, on every screen. What Atlas learns in the conversation lands in the profile. Your company page tells your story and shows your benefits.
Agents that take work off your hands. The Recruiter reviews applications, holds the conversations and sorts them for you.
One dot per requirementEvery card shows the grade, a dot per requirement and how long someone has been in the stage.
Evidence from every sourceFor each requirement you see where the judgement comes from: CV, conversation, interview and your own rating.
Check againNew documents or an interview? Atlas checks the requirements again on request.
Copy the resultOne click and the assessment is ready for your ATS, an email or the hiring manager.
Notes, tags, colleaguesWrite notes, add #tags and mention @colleagues right on the profile.
Stages you defineEdit the stages of every role, from application to offer.
Start for free →
Getting started is free. You pay when AI does work.
Channels
Reach them where
Reach them where
they already are.
WhatsApp, email or the web
One interview, two modes: voice or video, set per role
12 languages, one process for desk and non-desk
Candidate journey
Screening
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.
Your application · Senior Backend
Live status · updated today
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 Network
Every screened applicant can stay in your Talent Network with consent. 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.
What makes it different
Screening you can explain.
Every step leaves a trace your team, your works council and the candidate can follow.
Three runs, the middle counts
Each requirement is judged three times independently. One outlier cannot move the result.
Tiers by your rules
A, B, C or up to five tiers. You set the conditions, Atlas applies them the same way every time.
Unclear never counts against anyone
Open points are asked, not held against the applicant.
Humans decide, always
Nothing is rejected automatically. Every rejection waits for a person on your team.
An interview with a report
Voice, video or chat: the candidate picks, you only pay for what is used. The report shows strengths, observations, open points and a competence profile, with the transcript behind it.
A portal candidates actually like
A personal link, no password. Status, next step, documents and booking in one place, with interviews in 12 languages.
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.
Grades by your rules
No model hands out the grade. Your rules do: how many must-haves are open or missing, how many nice-to-haves are proven.
Blocks you switch on and off
Basics, LinkedIn, questions, documents, interview, booking. Required, optional or off — per role.
Every score quotes the source
Each judgement points at the sentence it came from, and the quote is checked against the original text.
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. Every rejection needs a person's approval.
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.
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
Trusted by regulated and public-sector organizations
Atlas Talent Network
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.
Ashby
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: every judgement points back to a quote from the CV or the conversation, the grade follows rules you set, unclear points never count against anyone, and a person makes every decision. Transparent and explainable for a works council.
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: people who join your Talent Network keep their own profile current, so it stays fresh instead of going stale.
What does it cost?
Getting started and the Talent Network are free. AI screening costs €0.49 per application as a flat rate (voice interviews +€0.20), or you pay per use with credits.
Start screening with Atlas.
Getting started and the Talent Network are free. Add AI screening when the next flood arrives.