20–200 hires / year · For in-house TA leaders

Replace four tools with one platform.

The team is real. The roles are open. The tooling is four logins and a Notion doc nobody updates. LeapOne is the consolidation pass.

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Before / after

What changes the quarter you consolidate

Your reality today
With LeapOne
You run an ATS, a sourcing tool, a video screener, and a spreadsheet of dashboards in Notion.
One platform covers ATS, sourcing, AI screening, and reporting. Four contracts collapse to one line item.
Hiring managers ping you for status. You pull screenshots. They ping you again next Monday.
Hiring managers get role-scoped dashboards with live pipeline health, no Slack DMs to you required.
Time-to-fill is "around 35 days" because nobody is actually measuring it.
Per-role, per-stage cycle times tracked automatically. You see where the queue stalls and can act on it.
A recruiter leaves and their candidate context leaves with them.
Every touchpoint — notes, emails, AI summaries — lives on the candidate, not in someone's head.
AI screening sits in a separate tool that nobody on the team trusts.
AI video interviews, transcripts, and scoring are in the same screen as the resume — reviewable, overridable, auditable.
Why mid-market TA picks LeapOne

Six things your team will stop fighting

Full ATS without per-seat math

Unlimited seats on every plan. Add a coordinator, a sourcer, or a sixth recruiter without a procurement conversation.

AI screening your team actually uses

Rubric-scored AI video interviews surface ranked finalists in the same view as the resume. No tab-switching, no copy-paste.

Dashboards hiring managers can read

Per-role, per-stage funnels with cycle times, source ROI, and offer-accept rates. Sharable links, no Looker license.

Role-based permissions out of the box

Coordinators see scheduling. Recruiters see pipelines. Hiring managers see their own roles. Finance sees costs. Nobody sees what they should not.

Sourcing & distribution built in

One-click publish to 250+ boards. External sourcing layer surfaces qualified candidates by skill, location, and seniority.

Automation without an engineer

If-this-then-that across stages — auto-reject, auto-advance, auto-send-questionnaire — configured by the recruiter, not the admin.

Consolidation math

Four tools, one bill, one login

−88%

Tool spend

−38%

Time-to-hire

4.7×

AI interviews / week

7 days

To live

From the boutique-agency case study — the same consolidation pattern plays out in in-house teams of 4–20.

FAQ

What in-house TA leaders ask first

Does LeapOne replace our existing ATS, or sit alongside it?
Replaces it. The ATS is the core — pipelines, candidate records, communication, scheduling — and the AI screening and sourcing layer sit on top, not separately. Most teams migrate in 1–2 weeks; we provide a guided import.
How do permissions map to our team structure?
Out of the box: Admin, Recruiter, Coordinator, Hiring Manager, Finance. Each role has a granular permission set you can override. You can also create custom roles — e.g. a regional admin who only sees EMEA roles.
Which job boards integrate?
One-click publish to 250+ boards on the Pro plan, including LinkedIn, Indeed, Glassdoor, and regional boards. Aggregator coverage updates monthly.
Can our hiring managers self-serve, or does everything route through TA?
Both. Hiring managers can be given submission rights, comment rights, scorecard rights — or read-only access if you prefer all actions to flow through TA. It is per-role configurable.
How long does implementation take?
Self-serve teams are live in days. Teams that want a managed onboarding (data migration + workflow configuration + permissions setup) typically finish in 1–2 weeks with a dedicated CSM.
Is pricing really flat, or is there per-employee creep?
Really flat. The Growth plan is $399/mo, Pro is $999/mo. Seats are unlimited on every plan. AI usage is included up to the plan cap; overage is metered transparently at a per-interview rate published on the pricing page.

Make the move

Consolidate this quarter

Most mid-market teams cut tool spend, headcount churn, and time-to-fill in the first 90 days. Let's show you the migration plan.

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