Lano integration
Lano AI Screening: Vet Candidates Before the Hiring Flow Begins
Lano runs your Employer of Record flow — Employment Cost, MSA, onboarding — once you know who you're hiring. Screened handles resume scoring and AI screening before that, so every estimate is for a candidate worth the effort.
Where Screened fits in Lano
Lano is a Berlin-based global payroll consolidation and Employer of Record (EOR) platform, not an applicant tracking system — it has no candidate pipeline, sourcing tools, or interview stages of its own.
HR, People Ops, and Finance teams at growing and enterprise companies use it to hire, pay, and manage employees and contractors across 170+ countries from one dashboard, either running new hires through Lano's own network of in-country EOR partners or consolidating payroll data from their existing local providers.
What Screened takes off your plate in Lano
Because employer taxes, statutory benefits, and contributions vary sharply by country, recruiters run a candidate's total Employment Cost in Lano before finalizing an offer — a check that only pays off once someone has already cleared screening, since re-running it for candidates who don't pan out wastes real time.
Lano's Hiring Flow — Accept the Employment Cost, Sign the MSA, Start and Track Candidate Employment, then Pay the refundable deposit — is built around one confirmed hire, not a pipeline of applicants; there's no reject/re-open loop the way there is in an ATS, so it assumes the decision is already final when someone clicks "Start employment."
For roles that might start project-based, recruiters choose between onboarding someone through Contractor Management or going straight to EOR employment, knowing Contractor Management includes a path to convert that contractor into a full EOR employee later without re-running the search.
Since Lano has no applicant pipeline of its own, teams source and screen candidates elsewhere — through an ATS like Teamtailor or Ashby (Lano's discount partners) or a sourcing agency like Kandidate, 42matches, or NGS Global — and only bring a candidate's details into Lano once they're ready to hire.
How Screened works with Lano
Screened scores every resume 0-100 against the role and runs an AI voice or text screening interview before anyone opens Lano, so the Employment Cost estimate and Hiring Flow only start for candidates who've already cleared a bar — not for everyone who applied.
For Lano customers running direct international hires without a separate ATS, Screened's branded job pages stand in for the missing careers-page-and-pipeline layer, giving the recruiter one place to collect applicants and decide who's worth moving into Lano's Hiring Flow.
When a hiring manager picks a finalist, Screened's score, interview results link, and hire recommendation are ready for that candidate, so whoever starts the Hiring Flow has the screening rationale alongside the Employment Cost estimate instead of buried in an email thread.
Nothing needs building on Lano's side: it has no candidate pipeline to sync with, so all the screening happens upstream and the finalist's score, transcript, and recommendation are held in Screened — no engineering, no CSV exports, no custom build.
Built around how Lano works
Screened fits the objects and stages your team already uses in Lano.
Lano's core global-hiring product: a network of vetted in-country partners (ICPs) becomes the legal employer of your workforce in each of 170+ countries. Lano runs what it calls a "pure consolidation" model and doesn't own local entities itself, unlike EOR providers that use a direct-entity model — so the ICP handles the local contract, statutory benefits, payroll taxes, and terminations while you manage the employee day-to-day through Lano's dashboard.
The single contract a company signs once with Lano (Lano then countersigns) before its first hire. It sets the framework under which Lano's in-country partners (ICPs) will employ the company's workers going forward, so every later hire in any country just adds a new schedule instead of renegotiating terms.
The four-step sequence Lano runs for every new EOR hire: Accept the Employment Cost estimate, Sign the MSA (first-time customers only), Start and Track Candidate Employment — the status flips to "Employment in progress" while the local contract is drafted, reviewed, and signed — then Pay a refundable deposit before the employee is Onboarded.
Lano's product for onboarding and paying international contractors and freelancers on the same dashboard as EOR employees, with a built-in option to convert a contractor into a full EOR employee through the in-country partner when the engagement needs to become a compliant, permanent hire.
The user type you select when adding someone through Lano's Global Payroll product, for headcount already on a local, non-EOR payroll. The record starts in Draft, moves to Start onboarding once required fields are complete, sits in Under Review while Lano checks the submission, then becomes Onboarded or Active depending on whether the start date has passed.
Lano's directory of outside partners layered onto the hiring process. Teamtailor, Ashby, and JOIN are referral/discount partnerships (for example, a 20% discount on Teamtailor) for teams that already run an ATS or job-board distribution — not a data sync into Lano. Kandidate, 42matches, and NGS Global are sourcing and executive-search agencies you can engage to actually find candidates; either way, sourcing and screening happen outside Lano itself.
Review candidate fit and authenticity
Bring screening assessments and potential authenticity concerns into your team’s review. Use the written findings to decide where a closer look is needed.
Common questions
No. Lano is an Employer of Record and global payroll platform, not an ATS — it has no candidate pipeline, resume screening, or interview stages. Its own workflow (Employment Cost, MSA, Hiring Flow) only starts once you've already decided to hire someone; screening and sourcing happen in a separate tool, whether that's an ATS, a sourcing agency, or Screened's own branded job pages.
It's worth it. An Employment Cost estimate and the Hiring Flow represent real legal and payroll work on Lano's side, so screening candidates with AI resume scoring and a phone or text interview first means you only run the numbers on people you're seriously considering hiring.
Not Lano directly. Lano runs a "pure consolidation" model: a vetted in-country partner (ICP) in the employee's country is the actual legal employer, handling the local contract, statutory benefits, taxes, and termination, while you manage the working relationship through Lano's dashboard.
There's no data sync to set up — Lano has no candidate pipeline to sync with. Screened handles sourcing and screening upstream, on its branded job pages or in your ATS, and you start Lano's Hiring Flow for the finalist with the Screened score, transcript, and recommendation already in hand.
Not automatically. Contractor Management's conversion to a full EOR employee is a payroll and legal change inside Lano — it doesn't carry over interview or screening data. The original Screened score, transcript, and recommendation stay in Screened, so whoever approves the conversion can still look up why they were hired in the first place.
Screened highlights potential concerns in resumes and checks interview answers against the job requirements. Your team can review the written reasons and interview transcript, then ask follow-up questions about experience that needs clarification.
Screened keeps assessments and written reasons for candidates screened through Lano. Open the Screened candidate profile to review activity, or export a CSV of the latest decisions. For hiring decisions made in Lano, use its own records. See the screening records guide.
More on how Screened works with your ATS, or see the ATS integrations we build natively.
Use Screened with Lano
Screened handles resume scoring and first-round interviews alongside Lano. Talk to sales and we'll set up the integration with you.