How to migrate off Lever: export first, then move
Leaving Lever means exporting candidates, resumes, postings and feedback before the contract ends, then redirecting a Lever-hosted job site. Here is the order to do it in, and what does not come across.
Last updated 2 September 2026. Competitor pricing and plan limits are re-verified against each vendor’s own pages.
Lever is sold on a quote-only contract, so the decision to leave usually lands a few weeks before renewal. That is enough time if the export happens first. Do not cancel before the data is out — access ends with the contract, and Lever holds the only copy of your candidate relationships and interview feedback.
This guide covers exporting from Lever and setting up ofper, which is free and has no cap on jobs, candidates or team members. The export steps apply whichever replacement you choose. ofper is a smaller product than Lever — read the list of what does not transfer before committing.
1. Confirm your renewal date and notice period
Find the renewal date and the cancellation notice period in your Lever order form. Lever does not publish its contract terms, so the order form is the only source. Give notice in writing and keep the acknowledgement.
Give notice only after the export in the next steps is complete and verified. Once access ends, so does your ability to retrieve anything you forgot.
2. Export candidates, opportunities and applications
Lever supports exporting candidate lists from inside the product, and its public API exposes candidates, opportunities, applications, postings, stages, archive reasons, interviews and feedback. For a small pipeline the in-product export is enough. For a large one, or where you want interview feedback and archive reasons preserved, ask a developer to pull a full copy through the API.
Export every candidate, not only active ones. In Lever, a candidate is a persistent contact who may sit against several postings; make sure the export captures the archived opportunities too, since that is where most of the history is.
3. Download resumes and files
Resumes are stored as files and are not included in a list export. Lever's API exposes resume downloads per opportunity; download them and keep filenames aligned with candidate names or IDs so they can be matched back up afterwards.
4. Record postings, stages and feedback forms
For every open and recently closed posting, note the pipeline stages, the archive reasons you use and the feedback-form templates. Stage names are quick to recreate. Feedback forms are not — ofper has no scorecards, so keep the templates as your own document if you want to reuse the structure outside the tool.
5. Plan the job site redirect
If your careers page is Lever-hosted or embeds Lever's postings, every live job URL will stop working when the contract ends. Those URLs are indexed by search engines and linked from job boards. Before the switch, set up redirects from the old job URLs and the careers page to your ofper company page, and update any links on your own site.
Job URLs from a Lever-hosted site rank in search. Letting them 404 throws that visibility away; redirecting them keeps it.
6. Create your ofper workspace
Sign up with your work email — ofper sends a one-time code, there are no passwords — and create a company workspace. Recreate your pipeline stages under Company settings, then add your jobs. There is no limit on how many jobs you can post.
7. Verify your domain to unlock the public side
Verifying your company domain is free and takes a few minutes with either a DNS TXT record or an email code. Verification unlocks your public company page, candidate self-apply, screening questions, interview scheduling, and recruiting email through your own mailbox.
8. Re-add active candidates
Add candidates to the relevant job and upload their resume. ofper extracts the text in your browser and pre-fills the form, so re-entry is mostly review rather than typing.
ofper has no CSV import, so this step is manual. Prioritise candidates in active stages and keep the Lever export as the archive for everyone else.
What will not transfer
- The candidate relationship database and nurture campaigns. ofper is an ATS, not a CRM, and deliberately keeps no cross-company candidate pool — past candidates are not a searchable talent pool in ofper.
- Interview feedback forms and scorecards. ofper has no equivalent fields, so this history exists only in your export.
- Integrations. Anything wired into Lever — HRIS or payroll sync, DocuSign, assessments, background checks, Slack — has no counterpart in ofper, which has no integrations and no API.
- AI-generated interview transcripts and summaries, and any Lever add-on data such as Onboarding.
- EEO survey responses and DEI dashboards. ofper has no EEO or DEI tooling.
- Email threads tracked inside Lever. Recruiting email in ofper goes through your own mailbox, so future correspondence lives in your own sent items.
- Historical reporting. Export any dashboards you need before access ends; ofper has a dashboard and no reports.
- ofper has no CSV import, so candidate re-entry is manual.
Questions, answered straight
Can I import a Lever export into ofper?
Not today. ofper has no CSV import, so candidates are added manually or by uploading a resume, which pre-fills the form from text extracted in your browser. Keep the Lever export and the resume files as your archive.
What happens to my Lever-hosted job site?
It stops working when the contract ends, along with every job URL on it. Set up redirects from those URLs to your ofper company page before the switch so the search visibility those pages built up is not lost.
Does ofper cost anything after migrating?
No. ofper is free with unlimited jobs, unlimited candidates and unlimited team members. Domain verification, which unlocks the public company page and recruiting email, is also free.
Should I leave Lever at all?
Only if you are not using what you pay for. If your team sources outbound, runs nurture campaigns or depends on Lever's integrations and AI screening, Lever is the better product and ofper is not a replacement. If you are paying a quote-only contract to track a handful of hires a year, the move is straightforward.