That's impractical most of the time. It's much more efficient to handle leveling during the interview process, and to coach the technical recruiter to use screening questions that give a decent indication of where a viable candidate might slot.

It's also easiest for candidates. If you are faced with 2 job postings about the same org at a company you may not have any experience with, how will you decide whether to apply for the lower or higher level role? It's not always clear.