Structured hiring
Scorecards and interview kits that make every interviewer assess the same things.
GREENHOUSE ALTERNATIVEGreenhouse structures hiring.
Greenhouse structures hiring.
Laand gives you something
worth judging.
Greenhouse is built for a company with a hiring machine. Under 20 people, the founders are the machine, and what they need is proof, not process.
Greenhouse doesn't publish prices. Figures here are buyer-reported, and we say where.
LAAND / DEEP ANALYSIS ENGINE01 / 04
> Reading the company. Extracting the milestone behind the role...
CREDIT WHERE IT'S DUEThree things Greenhouse
Three things Greenhouse
does well.
It's the default for scaling companies for good reasons.
The ecosystem
Integrations with nearly every HR, sourcing and background-check tool you'll ever add.
Built for scale
Permissions, compliance reporting and approvals a 500-person company needs.
THE ONE DIFFERENCEStructure needs
Structure needs
something to structure.
A scorecard makes five interviewers judge consistently. But they're still judging a resume and a conversation. Structure makes opinions comparable. It doesn't turn them into evidence.
Under 20 people, you don't have five interviewers. You have one founder and one shot.
SCREENSHOT SLOTClip: a submitted micro-project in Verify Work, with its score, the reasoning and interview questions
SIDE BY SIDESame role,
Same role,
two different starting points.
| Greenhouse | Laand | |
|---|---|---|
| Built for | A team with recruiters and hiring managers | Founders hiring their first 20 |
| What you judge | Resumes, interviews and scorecards | Finished work on your real problem |
| Setup | Sales call, implementation, configuration | Paste a job link. About ten minutes |
| Sourcing | Bring your own, or buy add-ons | Included: our network, outreach and share posts |
| Best at | Consistency across many interviewers | Certainty on a few critical hires |
| Candidates who don't make it | Rejection templates your team sends | Specific feedback from Laand, so your brand stays intact |
| Once you've chosen | Offer workflows; onboarding sold separately | A contract draft and a 90-day onboarding plan from their work, in your Google Drive |
| Pricing | Quote-only; ~$6K–$10K a year reported for small teams | $750 per talent delivered. No contract |
Built for
GREENHOUSE
A team with recruiters and hiring managers
LAAND
Founders hiring their first 20
What you judge
GREENHOUSE
Resumes, interviews and scorecards
LAAND
Finished work on your real problem
Setup
GREENHOUSE
Sales call, implementation, configuration
LAAND
Paste a job link. About ten minutes
Sourcing
GREENHOUSE
Bring your own, or buy add-ons
LAAND
Included: our network, outreach and share posts
Best at
GREENHOUSE
Consistency across many interviewers
LAAND
Certainty on a few critical hires
Candidates who don't make it
GREENHOUSE
Rejection templates your team sends
LAAND
Specific feedback from Laand, so your brand stays intact
Once you've chosen
GREENHOUSE
Offer workflows; onboarding sold separately
LAAND
A contract draft and a 90-day onboarding plan from their work, in your Google Drive
Pricing
GREENHOUSE
Quote-only; ~$6K–$10K a year reported for small teams
LAAND
$750 per talent delivered. No contract
THE 3RsProof before
Proof before
process.
Laand's 3Rs, applied to hiring. Laand does the work a hiring team would, and shows you the result.
Start from the milestone.
Laand reads your company and the milestone behind the role, and names the problems your hire must solve. That's the brief every candidate is held to.
One clear bar, written by the outcome you need.
SCREENSHOT SLOTClip: paste a job link → Laand reads the company and names the milestone and the problems behind the role
BUILT FOR YOUR HIREProof scoped for you.
Proof scoped for you.
Paperwork drafted for you.
Laand turns your real problems into paid micro-projects, then drafts the contract and a 90-day onboarding plan from the work your hire already did.
- 01Your problems, scoped
Four or five paid micro-projects, each combining real problems from your company and milestone.
- 02Yours to shape
See what each one tests and what strong looks like. Edit, switch off, or add your own.
- 03A contract, drafted
From your hunt: role, pay and terms, every blank marked, ready to brand and send.
- 0490 days, planned
An onboarding plan built on the milestone and their shipped work, in your Google Drive.
SCREENSHOT SLOTClip: micro-projects scoped from a company's problems, then the contract and onboarding guide in Google Drive
YOUR EMPLOYER BRANDHire one.
Hire one.
Leave the rest better off.
Everyone you don't hire is a future hire, customer or referrer. Laand tells each of them why, at the stage they stopped, so nobody leaves thinking you ignored them.
- 01Missed the Fit Score
Told at once, with the specific gap and a free plan to close it.
- 02Missed the assessment
Where their judgment held up, and where it slipped.
- 03Shipped, not hired
Your notes on their work, and what to sharpen next.
- 04Every one of them
No templates, no silence. Sent automatically. You write nothing.
SCREENSHOT SLOTVisual: the feedback a candidate receives after missing a gate, next to a template rejection
Two hundred people can apply. All of them leave with something useful.
AN HONEST SPLITPick the one that
REACH FOR GREENHOUSE REACH FOR LAAND
Pick the one that
matches your stage.
- You hire dozens of people a year
- Many interviewers need one consistent process
- Compliance reporting is a real requirement
- You're under 20 people, founders still hiring
- Each hire changes what the company can ship
- You want evidence before the offer, not after
Greenhouse is what you grow into. Laand gets you the people who make growing into it necessary.
THE REAL LINE ITEMAn annual contract
An annual contract
for a handful of hires.
Every figure below is buyer-reported. Greenhouse quotes privately, by headcount.
Greenhouse Core
~$6K+a year, reported for small teams
Plus a reported $2K–$8K to implement, and a renewal whether you hire or not.
WHAT IT STILL LEAVES YOU
A consistent process. Still judging resumes and conversations.
Sourcing and screening
~15 hrsof founder time per hire
An ATS organises the people who apply. Finding the right ones is still on you.
WHAT IT STILL LEAVES YOU
The founder doing a recruiter's job, after hours.
LAAND
$750per talent delivered
with verifiable Proof of Work
with verifiable Proof of Work
No contract, no implementation, no renewal. You pay once, for someone who already proved it.
Start a Talent HuntWHAT THE FEE COVERS
- Deep analysis of your company and milestone, turned into the problems your hire must solve
- Fit Score and High-Agency Assessment gates, at the bar you set
- Paid micro-projects scoped from your real blockers, with timing and anti-spoofing guards
- Sourcing done for you: our network, targeted outreach, posts written for your team and investors
- A contract draft and a 90-day onboarding plan, built from their assessment and work, saved to your Google Drive
- A free, branded careers page and a simple application flow, readable by Google for Jobs
- Specific feedback for everyone who doesn't make it, so your employer brand stays intact
Two hundred can enter. Every gate filters for you, and nobody reaches the micro-project on a resume.
You wake up to Proof of Work. You verify, and you hire.BEFORE THE HIRING MACHINESkip the process.
Skip the process.
Keep the proof.
Post the milestone. Laand sources, filters for agency and taste, and hands back people who've already done the work.
Start a Talent Hunt ~10 min setup · Start from any job link · Free careers pageQUESTIONSGreenhouse vs Laand,
Greenhouse vs Laand,
answered.
Greenhouse brings structure to hiring at scale. Under 20 people, founders need proof, not process. Laand hands you paid Proof of Work from high-agency talent, with no annual contract.
A scorecard makes five interviewers judge consistently. But they're still judging a resume and a conversation. Structure makes opinions comparable. It doesn't turn them into evidence. Under 20 people, you don't have five interviewers. You have one founder and one shot.
Structured hiring: Scorecards and interview kits that make every interviewer assess the same things; The ecosystem: Integrations with nearly every HR, sourcing and background-check tool you'll ever add; Built for scale: Permissions, compliance reporting and approvals a 500-person company needs.
Choose Greenhouse when: You hire dozens of people a year; Many interviewers need one consistent process; Compliance reporting is a real requirement. Choose Laand when: You're under 20 people, founders still hiring; Each hire changes what the company can ship; You want evidence before the offer, not after. Greenhouse is what you grow into. Laand gets you the people who make growing into it necessary.
Laand drafts the contract from your hunt and a 90-day onboarding plan built on the milestone you hired for and the micro-project they already shipped. Both are saved as Google Docs in a folder for that person in your own Google Drive, ready to brand, check and send. Laand can only see the files it creates.
Yes. Everyone who doesn't make it gets specific feedback from Laand on where they fell short, so candidates leave with something useful and your employer brand stays intact. Every company also gets a free, branded careers page with a simple application flow.
Greenhouse: Quote-only; ~$6K–$10K a year reported for small teams. Laand: $750 per talent delivered. No contract. No contract, no implementation, no renewal. You pay once, for someone who already proved it.
No. Greenhouse lists its Core, Plus and Pro plans without prices and quotes by company headcount. Buyer-reported figures put Core for small teams at roughly $6,000 to $10,000 a year, plus implementation.
Yes. Laand runs the sourcing, gates and paid micro-projects, then hands you the people who delivered. Many teams keep an ATS for the hiring operation they grow into.