Fewer applicants. Better fits.
LandEarly reads each candidate's real resume, checks your hard requirements, and only matches your role when the fit is there - so you read a short list of strong applicants, not a pile of keyword matches.
Your first role is free. No card required, no implementation call.
Matched on evidence, not keywords, the moment it goes live
Strong systems work - asked about B2B onboarding scope.
Priya + Marco on the panel. Notes from screen attached.
Verbal accepted. Start date pending notice period.
A job board reaches whoever finds it. LandEarly reaches whoever fits.
A job board sends you everyone who clicks apply. LandEarly screens the other way round: before a candidate applies through LandEarly, their resume has been read, scored against your requirements, and checked for knockouts.
Step 1: It reads the resume
Every candidate's resume becomes a structured profile: the roles they held, the work they actually did, their skills, seniority, location and work authorization.
Step 2: It scores fit on evidence
Your posting is scored against that profile the way a strict screener would. A matching title or a few shared keywords isn't evidence, and a core requirement with nothing behind it caps the score.
Step 3: It checks your knockouts
Work authorization, clearances, licenses, years of experience and location are checked against the profile before an application is written. A disqualifying mismatch stops it there.
Step 4: It won't spray your inbox
Autopilot never applies below a fit floor - 50 out of 100 at the very lowest - and no candidate can hold more than 3 active applications at your company in 30 days. Apply twice to one role and they still show up once.
- 92D. LaurentStrong fit
Seven years owning B2B design systems, at the level the role asks for
- 84R. AlvarezStrong fit
Led a fintech onboarding redesign; systems work is lighter
- 48M. OkaforBelow the bar
Strong agency craft, but no in-house B2B product work
- 31J. SinghTitle match only
Graphic designer: the title overlaps, the day-to-day work doesn't
- –K. TranKnocked out
Needs visa sponsorship; the posting requires US work authorization
Read the strongest applicants first
Whoever applies - through LandEarly or straight from your posting - lands in one pipeline, where each applicant can be scored against your requirements before you open their resume.
Every applicant, pre-read
Score a role and each applicant gets a fit score against your posting, one sentence on what they bring and one on the biggest gap - flagged when they miss a stated requirement. Sort best fit first, or have applicants scored as they arrive.
D. Laurent
Seven years building B2B design systems, including a Figma library migration at a 400-person SaaS company.
Little mobile work in the portfolio; the role is web-first, so minor.
M. Okafor
Strong visual craft from agency work across a dozen consumer brands.
Misses a stated requirement. No in-house B2B SaaS product experience in the resume.
A queue, then a pipeline
New applicants come up one at a time, resume beside their screening answers: shortlist, reject or skip in a keystroke. Behind the queue sit stages, ratings, notes, scorecards and a full timeline on every candidate - without buying an ATS to run two roles.
Your hiring manager knows
By default, every applicant lands in one digest each morning. Turn on alerts for a role and its hiring manager also gets an email the moment someone applies, with the candidate's details and a link straight to the application.
Product Designer at Linear, based in Lyon. Answered all 3 screening questions. Resume and cover letter attached.
Open applicationA careers page you don't have to build
Every role also publishes to a hosted careers page under your company profile - logo, description, open roles, and links back to your site. Link it from your own careers page, or anywhere else.
Post your first role in a few minutes
No implementation call, no migration. Write the role, publish it, and let the matching do the first pass.
Write the role
Title, location, comp range, must-haves, and your own screening questions. Or give it a title and let the AI assistant draft the posting from your own website.
About five minutesPublish it
It goes live on your careers page and is matched to candidates whose experience fits it, with your knockouts checked before they apply.
Live immediatelyReview the fits
Score the applicants, read the strongest first, and move them through stages and interviews without leaving the role.
First role freeEverything you need to run a role end to end
Nothing here is an add-on or an upsell. Plans differ only in how many roles you keep open and how many people can log in.
AI fit scoring
Each applicant scored against your posting, with what they bring and the biggest gap.
Review queue
One applicant at a time, resume beside answers. Shortlist, reject or skip in a keystroke.
Applicant pipeline
Move candidates through stages, with ratings and internal notes.
Screening questions
Per-role questions answered before an application counts as complete.
Interview scheduling
Candidates pick a time from your team's availability, round by round.
Interviewer scorecards
Structured feedback from a link, no login, without seeing each other's.
Alerts and digests
Instant emails on the roles that need them, and a morning digest of everyone.
Email from your Gmail
Candidate emails go out from your company's own inbox and land on the timeline.
Company profile page
A hosted careers page with your logo, story, and open roles.
Team seats
Owner, admin, recruiter, and viewer roles for everyone on the loop.
Candidate timeline
Every stage move, note, rating and email, in order, on each application.
CSV export
The pipeline as a spreadsheet, for anyone who needs it without a login.
Lighter than an ATS. Sharper than a job board.
Most teams hiring for two to eight roles are stuck between a board that sends everyone and a system that needs a project plan. This is the middle - with the screening done before the applications arrive.
| Capability | LandEarly | Job boards | Full ATS |
|---|---|---|---|
| Who applies | Candidates matched to the role on their experience | Anyone who finds the post | Whoever you source or attract |
| Screening | Knockouts checked before applying; every applicant can be fit-scored | You read every resume | Knockout questions you configure |
| Time to live | Minutes, self-serve | Minutes | Weeks, plus onboarding |
| Pipeline & stages | Included | Email inbox | Included, heavily configurable |
| Interview scheduling | Included | Not available | Usually a paid module |
| Hosted careers page | Included on every plan | Not available | Add-on or engineering work |
| What you pay for | Roles open at once | Each post, or clicks | Seats, on an annual contract |
Comparison reflects how these tools are typically sold; individual vendors differ.
Pay for the roles you keep open
Every plan includes the matching, the AI screening and the whole pipeline. Plans are priced on how many roles are live at once - not how many you post over time - so closing a role frees its slot immediately.
For a first hire or two, without an ATS to run.
or $79.20/mo billed annually
- Matched only to candidates who fit the role
- AI fit scoring, on demand or as applicants arrive
- Review queue, pipeline + interview scheduling
- Screening questions + interviewer scorecards
- Hiring manager alerts + daily digest
- Hosted careers page
Cancel any time
For teams hiring across several roles at once.
or $239.20/mo billed annually
- Matched only to candidates who fit the role
- AI fit scoring, on demand or as applicants arrive
- Review queue, pipeline + interview scheduling
- Screening questions + interviewer scorecards
- Hiring manager alerts + daily digest
- Hosted careers page
Cancel any time
For continuous hiring across the whole org.
or $559.20/mo billed annually
- Matched only to candidates who fit the role
- AI fit scoring, on demand or as applicants arrive
- Review queue, pipeline + interview scheduling
- Screening questions + interviewer scorecards
- Hiring manager alerts + daily digest
- Hosted careers page
- Priority support
Cancel any time
1 live role and 2 seats, with the same matching, AI screening and pipeline. No card, no time limit - upgrade when you open a second role.
Recruiting agencies typically charge 15-25% of a hire's first-year salary. LandEarly has no per-hire fee - the plan price is the whole price. Hiring at a bigger scale? Talk to us about a custom plan.
Before you post
By screening before the application instead of after it. Each candidate's resume becomes a structured profile, and your posting is scored against it on evidence - a matching title or a few keywords doesn't count, and a core requirement with nothing behind it caps the score. Before a candidate applies through LandEarly, your hard requirements are checked against that profile, and a disqualifying mismatch stops the application before it's written. Autopilot never applies below the candidate's fit floor, which can't be set under 50 out of 100, and no candidate can hold more than 3 active applications at one company in 30 days. Your posting is also public, so anyone can apply through its form directly - and those applicants can be scored against your requirements too.
No. It ranks and summarizes; your team makes every decision. When you score a role, each applicant gets a 0-100 fit score against your posting and two sentences: what they bring, and the most important gap - including when they miss a requirement you stated as mandatory. The score sorts the queue, and the sentences tell you what to look for in the resume beside them. The scoring judges evidence of the work and is instructed to ignore name, gender, age, nationality and photos.
Applications are tailored from the candidate's own resume and profile - LandEarly never invents experience. You get their real resume and cover letter plus their answers to your screening questions, so you're reading the same material you would from any other source. Repeat applications to the same role are collapsed automatically, so nobody shows up twice in your pipeline.
Any post that's live and accepting applications. Closing a role frees its slot immediately - you can post a new one the same minute. Archived roles keep their pipeline and candidate history without using a slot, and your first role is free on any plan.
It's a lighter one. You get posts, stages, ratings, notes, screening questions, AI fit scoring, scorecards, and interview scheduling - enough to run a real process for a handful of roles. What you don't get is requisition approvals, offer workflows, or a six-week implementation. It's built for teams hiring a few roles at a time, not for running req volume across a whole enterprise.
No. There's no per-hire fee, no percentage of salary, and no cost-per-click. You pay a flat monthly or annual price for the number of roles you keep open, and AI screening is included in it.
Yes. Roles publish to a hosted page under your company profile on LandEarly, and you can link to them from your existing careers page or anywhere else on your site. Either way applications land in the same pipeline.
Anyone you give a seat. Team members get one of four roles - owner, admin, recruiter, or viewer - which set what they can change: recruiters can post roles and move candidates, viewers can read the pipeline without editing it, and admins and owners also manage billing and team seats.
Plans are month to month unless you choose annual billing, which saves 20%. If you drop to a smaller plan, you pick which roles stay live - the rest archive with their pipelines intact and can be reopened later.
Applications are shared with you only for roles candidates actually applied to, and you can't browse profiles that haven't applied. Full detail is on our Trust & Safety page.
Post a role. Read the strongest applicants first.
No implementation call, no migration. Write the role, publish it, and let the matching and screening do the first pass.
- First role free
- No card required
- No per-hire fees
See the market you're hiring into.
The same data candidates browse - open roles by field, published pay ranges, and who else is hiring.
One hiring report per field, rebuilt from what is open today.
Salary dataPublished pay ranges by role, with the sample size behind each one.
Company directoryWho is hiring, which boards they post on, and how fast they move.
PricingWhat a job slot costs, and what is included on every plan.
Trust & safetyHow we handle candidate data, and what we will not do with it.
Talk to usQuestions about volume, contracts, or migrating an existing board.