High volume
Hundreds of applications, every one of them interviewed.
AI interviews. Hire better, faster and fairer.
Every application gets a real first interview within minutes — over WhatsApp, email or a plain phone call. Structured, in 12 languages, every score backed by a quote from the transcript.
ISO-certified hosting
GDPR
EU AI Act
No login · No calendar · No install
Trusted by hiring teams
First interviews are hiring's biggest bottleneck.
The old way makes candidates wait, tells you almost nothing — and gives them nothing back.
Weeks of silence
Applicant #128Applied 19 days ago
waiting
Applicant #206Applied 24 days ago
ghosted
dropped
Everyone looks perfect on paper
Alina ParkProduct Manager
95% match
Daniel FunkProduct Manager
95% match
David SchmidtProduct Manager
95% match
Every CV is AI-polished — so every score lands at the same flawless 95%.
Questions go in. Nothing comes back.
“Did I get the job? Any feedback for me?”
Employer
Alina P.Nurse · 3 weeks, no answer
The solution
More context. A far better candidate experience.
0days
No waiting for a first interview
It happens the moment they apply.
<5min
From application to interview
Invitation, conversation and report, before your competitor opens the email.
~3h
Recruiter time per hire
Down from the twelve hours screening and scheduling costs today.
We reach candidates where they already are.
The moment an application lands — as an ATS signal or straight from your career site — we invite the candidate to a first interview. On WhatsApp, by email, or with a plain phone call for everyone who never opens a portal.
One process for white- and blue-collar roles, in 12 languages. No portal to install, no password to remember.
WhatsApp
Email
Phone callonly we do this
12 languages
Lena VogtSales · Zürich
New application · via ATS / career site
Hi Lena 👋 You applied for the Sales role in Zürich four minutes ago. Ready for a short first interview?09:41
Yes, let's start.09:41
Great. Talk to me here, or I can simply call you — whatever suits you right now.09:42
Call me, I'm on the road.09:42
Same conversation, same questions, same report — whichever channel the candidate picks.
A real conversation — not a questionnaire.
A personal, interactive conversation, tailored to the role and the person — and it works both ways: candidates ask their own questions and get first answers. The AI probes where it matters, so you get a foundation you can actually rely on.
And when voice does not fit — a loud shop floor, a shared office, someone who simply prefers typing — the same interview carries on as a chat. Same questions, same report. Voice-only tools lose that candidate.
Tom Reiter · first interviewBackend role · minute 6 of 9
Voice · to 04:12
Text · live
Switch anytime
Switched to text at 04:12 · workshop too loud
No problem, we carry on here. What was the trickiest scaling problem you solved on the payments service?10:04
Peak-day traffic. We moved settlement off the request path and cut timeouts to near zero.10:05
How did you know it worked — what did you measure before and after?10:06
One interview, two modes. The switch changes nothing about the questions, the scoring or the transcript — the report reads the same either way.
Every applicant gets your candidate portal.
Not a status page and not a black box — their own portal, in your brand, on your domain. The whole process lives there: what is done, what comes next, and what they can do right now. The voice interview is one station in it, not a link that gets lost in an inbox.
- Process roadmap with “you are here”
- Interview prep with Atlas
- The voice interview as a station
- Booking their own slot
- Your company page and benefits
- A CV they structure and export
- The release control — their call
- Passing the role on to someone they rate
More of them finish
The next step is always one tap away in the portal instead of buried in an email thread — so fewer people drop out halfway through.
1 document→8
confirmed sources
Form, voice interview, verified links, their own questions, documents, availability, references and the release — each one added and confirmed by the candidate.
Fewer status emails
The roadmap answers “any update?” before anyone types it — and a rejection comes with a reason instead of silence.
A talent pool that stays current
The profile belongs to the candidate and keeps living after the decision. Next role, you start from a released profile instead of from zero.
Everything on one screen. Every score explained.
For your team: one structured view per candidate — all the data at a glance, every rating with its origin and a quote from the transcript to back it up. A basis for a decision instead of a gut feeling, and it lands in your ATS the moment the conversation ends.
Lena VogtInterview report · Sales · Zürich
Strong fit
Handled an objection with a real exampleMust5/5
Availability matches the shift plan4/5
Product knowledge — light3/5
Transcript · 04:12“…I turned the return into an upsell instead of losing the sale.”
Screen
Interview
Offer
Every role
Built for every kind of role.
The same structured first interview — whether you get four hundred applications for one shift or four for a role nobody applies to.
Specialist roles
Depth instead of buzzwords, with follow-up questions that go somewhere.
Entry level & apprenticeships
Spot potential, not just a work history.
Staffing agencies
Faster, evidence-backed shortlists for your clients.
Industries
Tuned to your industry.
Every industry has its own certificates, its own hard facts and its own way of applying. Each page shows what Atlas asks for — and what lands in your ATS.
Healthcare & care
Licence, language level and shift readiness — cleared in the conversation, not on a form.
Transport & logistics
A call back the moment an application lands, with CE, driver card and shifts checked on the phone.
Retail
Forty applications for one till shift — availability and role fit sorted the moment they apply.
Trades & construction
Tradespeople answer on WhatsApp or a plain phone call — no form, no CV required.
Hospitality
Interviews in the candidate's own language, with the §43 health certificate cleared before day one.
Manufacturing & industry
Machine-shop roles nobody applies to: Atlas goes looking — and documents every answer.
One agent · every application
Thirty things this interview actually does.
Not a demo reel. The settings, guardrails and hand-offs that make a first interview hold up in front of a candidate, a hiring manager and a works council.
01
The conversation
A structured first interview
Six fixed parts, from the opening to their own questions — everyone gets asked the same things.
Follow-ups that go somewhere
Where an answer stays thin, the AI digs in instead of moving on to the next item.
Voice or text, mid-sentence
A loud shop floor switches the interview to chat — same questions, same report.
Pause and pick it up later
A shift starts, the same link carries on where the conversation stopped.
Candidates ask back
Shift model, training, holiday, allowances — they get first answers in the same call.
In their own language
The conversation runs in the candidate's language, the report comes back in yours.
02
What gets checked
Screened on arrival
CV and skills are measured against the role criteria the moment an application lands.
Your criteria, weighted
You decide per role what counts and how much it counts — not a generic template.
Knock-outs stay knock-outs
A missing must-have is flagged as exactly that, never averaged away by a good total.
Hard facts, cleared
Start date, shift readiness, commute, licence, language level, work permit — asked and recorded.
From the documents or the call
Per criterion you choose what costs conversation time and what is read from the file.
A model answer per question
You write down what a good answer looks like, so a rating is comparison, not interpretation.
03
Fairness and evidence
Identity signals removed
Gender, age, origin and name are stripped out before anything is scored.
Every score has a quote
Each rating points back to the sentence in the transcript it was drawn from.
Scored three times
Where a rating can carry a rejection, quotes get verified and the median run counts.
Topics that stay off the table
Health, origin, pregnancy, union membership and the rest are blocked and cannot be enabled.
No decision by machine
The AI never rejects anyone — it prepares the ground for a person to decide.
Documentation for the committee
What is asked, what is scored, what is excluded from scoring, and where the data sits.
04
Reach and invitation
WhatsApp, email or a call
The invitation goes where the candidate already is. No app, no account, no password.
Straight from your career site
A chat widget matches people to the right opening and takes the CV right there.
A QR code on the ad
Poster, vehicle or shop window — the same posting, one scan into the conversation.
Invited automatically
Everyone, or everyone above the score you set. Two rules, not a workflow builder.
Reminders that keep the link
A second nudge reuses the original invitation instead of breaking the first one.
Two weeks to answer
An invitation stays valid for fourteen days, so a holiday does not cost you the candidate.
05
Result and hand-off
The report lands in your ATS
Score, hard facts, competencies and evidence — the moment the conversation ends.
Works with the ATS you run
Data flows both ways, no migration — and a lean free one if you have none yet.
A slot they book themselves
Live availability right after the interview instead of a week of scheduling ping-pong.
A rejection with a reason
The AI drafts feedback from the conversation; your team edits it and sends it.
A pool that stays current
Everyone keeps their profile and a free career agent, so the next opening starts warm.
Deletion runs on time
Without a candidate's consent to stay, the data goes 180 days after the process ends.
Built for enterprise. Ready for everyone.
Humans stay in control — the AI never makes a decision. Colour-blind input, every score traceable. And your data stays yours: full control, more value out of the process, never used to train models.
★★★★★★★★★★★★
Data protection & security
GDPR-compliant, EU-hosted on ISO-certified hosting — your data never leaves Europe. No audio of the interview is ever stored: what is kept is the transcript, and that is what every score points back to. We never train AI models on your data.
Top fit
Alina P.Fitter
Top fit
Daniel F.Technician
Good fit
Sarah V.Nurse
★★★★★★★★★★★★
EU
AI Act
AI Act
AI ethics & full control
Candidates stay in charge: they own their data, decide what’s shared — and get real value back for it. Humans lead, AI executes: no automated yes or no, every score traceable.
Learn more →Trusted by regulated and public-sector organizations
Integrations
Works with your ATS.
Whichever one that is.
Sprad docks onto the system you already run — data flows both ways, results land where your team works. No migration, no rip-and-replace.
softgarden
Greenhouse
SAP SuccessFactors
Workday
Personio
Lever
iCIMS
SmartRecruiters
softgarden
Greenhouse
SAP SuccessFactors
Workday
Personio
Lever
iCIMS
SmartRecruiters
Teamtailor
Ashby
JOIN
d.vinci
rexx systems
onlyfy
concludis
+almost any system
Teamtailor
Ashby
JOIN
d.vinci
rexx systems
onlyfy
concludis
+almost any system
The proof
A new standard for recruiting.
Candidates now expect what great hiring finally delivers: a conversation right away, the same fair shot, and a real answer either way.
0
Days of waiting
A first interview the moment they apply — not three weeks later.
1:1
Fairness, every time
The same structured questions and role-plays for everyone.
100%
Everyone gets heard
Every applicant gets a real conversation and real feedback.
FAQ
What teams ask before
switching it on.
Won't candidates refuse to talk to an AI?
The opposite, when there's value in it: 78% of candidates prefer an AI-led first interview (SSRN field study). The reasons they name: an interview right now instead of weeks of waiting, the same fair process for everyone, and real feedback plus preparation afterwards. And nobody has to: you can make the voice interview optional and let those candidates answer the same structured questions in writing inside the candidate portal — same criteria, same evidence, same report. See the candidate portal →
What's the difference to the Skills & CV Screener?
The Screener evaluates what already exists — applications, CVs, skill evidence — straight from your ATS. The Voice Interviewer creates new signal: a live conversation with role-plays and challenges. Most teams run both: screen first, interview the shortlist — or interview everyone and skip the CV entirely.
Where in our process does it fit?
Anywhere: before the application (voice-first apply from the job ad), after the CV screen, or straight out of active sourcing as an instant voice screen. Invites go out via WhatsApp, email or QR code — results land in your ATS.
Is the scoring fair — and can we defend it?
Colour-blind input, traceable output: identity signals (gender, age, origin, name) are stripped before scoring, and every rating is tied to a transcript quote you can read. Audio-first, no camera analysis, EU-hosted on ISO-certified hosting — documentation your DPO and works council can actually approve.
What happens to rejected candidates?
They get matching job suggestions and keep their profile — so a no doesn't burn the relationship. For you, they stay in the living talent pool: rediscoverable, with current data, when the right role opens up.
How much setup does it need?
Pick a role, approve the interview structure, connect your ATS — live in days. The conversation design (role-plays, challenges, must-have questions) comes tuned per role; you review and adjust instead of building from scratch.
You're not short on applicants — you're short on the ones who fit.
Turn every application into a real first interview. Live in your ATS in days, not months.