The AI Partner for
Career Services
Teams.
Leapath is an AI SaaS platform built for university Career Services teams to evaluate each student's job readiness score, spot their skill gaps, and give them a structured learning path to close those gaps, all from a single dashboard.
No commitment · No sales sequence · Live response in 1 business day
One platform.
Three perspectives.
Leapath speaks to the Career Services team, the student, and the employer differently, as they each need something different from the same data. Explore what this platform offers for your role.
Evaluate every student's job readiness score, spot their skill gaps, and handpick the right training for them to close them.
Find out what skills you're missing, then follow a structured preparation plan made just for you, so you walk into interviews ready.
Skip the resume pile. Get a shortlist of the most qualified, job-ready candidates for the exact role you're hiring for.
Built to run inside your university,
not around it.
Comes with the infrastructure and features needed for the everyday work and priorities of your Career Services team.
Track batch-level readiness scores, profile views, shortlist activity, and verification status in real time — with month-on-month trend lines your placement cell can act on.
Every skill gap resolves into a step-by-step roadmap — assessments, courses, and mock interviews sequenced automatically toward recruiter-ready.
Connect Leapath to the systems your institution already runs — LMS, ERP, video interviews, and communication tools — with no manual data entry.
Give students and recruiters a portal that looks like yours — custom subdomain, logo, and colour palette, out of the box.
Every readiness certificate is cryptographically hashed and QR-verifiable — so recruiters trust the score the moment they see it.
Real results. Real voices.
“The real shift was catching problems 90 days out, not after a student had already bombed three interviews. We went from 61% to about 82% placed that season. I stopped dreading the March board meeting.”
“We'd had a rough year, recruiters kept skipping our drive after too many no-shows. Once we started sending shortlists that actually matched the JD, they came back, and conversion held with fewer visits.”
“Won't pretend it was magic. Took two full seasons to go from 52% to 81%, same staff, no new hires. What helped was knowing who needed a nudge in week 3, not week 11 when it's too late to fix anything.”
“Every campus had its own spreadsheet and its own definition of 'placement ready'. Getting five deans to agree on one scorecard took more meetings than I'd like to admit, but now I can compare campuses properly.”
“We run on a government budget so 'buy more training hours' was never really on the table. What changed was knowing which two or three skills were actually costing us offers, not guessing with a generic workshop.”
“Every accreditation cycle I'd lose three weeks copy-pasting numbers into whatever format our reviewers wanted that year. Last cycle I exported the report in an afternoon. My assistant didn't believe how long it used to take.”
“Not every hire is perfect now, but we used to burn through five technical rounds to land one decent candidate. It's closer to two or three these days. Real time back for my team, fewer awkward hiring-manager calls.”
“For months I thought I just wasn't good in interviews. Turned out my resume was the actual problem and nobody had told me. The report said fix these two things, I did, and had an offer about five weeks later.”
“My committee has a habit of asking for placement numbers I can't back up until offers land. Now I can walk in three months early and show which batch is on track. Doesn't make me popular, but I'm not guessing anymore.”