We help organizations hire, develop, and retain top performers using scientifically validated psychometrics and AI. In just 5…
4.9
26 reviews
Category
Recruiting Software
For companies whose hiring process runs on spreadsheets and inbox chaos: software to post jobs, track candidates, screen skills, and manage every stage from application to offer.
Applicant Tracking Systems (ATS) 243Background Check Software 110Candidate Relationship Management Software 21Job Board Software 46Job Search Sites 183Other Recruiting Software 5Programmatic Job Advertising Software 2Recruiting Automation Software 102Recruitment Marketing Platforms 63Reference Check Software 2Talent Assessment Software 120Technical Skills Screening Software 71Video Interviewing Software 66
Hiresweet is your best recruitment partner ! Founded in 2016, hiresweet is a Paris-based tech company that empowers recruiters…
4.9
13 reviews
Companies looking to hire talented developers (parrot, ubisoft, warner bros, bank of America, etc.) turn to codingame to evaluate…
4.5
86 reviews
Seeqle is the first recruitment and talent attraction software suite powered by artificial intelligence. Our technology enables…
4.5
1 reviews
Coderpad is the technical hiring platform built for the AI era - trusted by over 4,000 organizations in 165+ countries to…
4.3
20 reviews
Hello! We help you to create beautiful forms to interview people and get answers by video, audio or text. You can start…
4.0
1 reviews
Editeur d’une solution en mode SaaS qui a fait ses preuves depuis 15 ans, humansourcing est aujourd’hui une référence dans la…
3.8
3 reviews
International executive search & talent partner for hard-to-fill, business-critical roles in industry, engineering, telecoms &…
Unrated
Beetween is an easy to use and easily customizable online recruitment software! Contact us to optimize your recruitment!
Unrated
Boostrs is an API-first skills mapping engine. By seamlessly connecting our data to hcm solutions, we help companies develop…
Unrated
We are the talent cloud company that empowers organizations to attract, engage, hire, and advance the right talent that builds a…
Unrated
Emundus est une société éditrice d'un logiciel de gestion de campagne d’appel à candidatures et à projet. Il est destiné aux…
Unrated
100% SaaS recruitment software that supports the multicasting of your recruitment offers. Cv and application management software.
Unrated
1st AI studio for talent & workforce data Unify, activate, automate talent & workforce data. Hrflow.AI is the 1st multi-layer AI…
Unrated
Inkoming is an applicant tracking software which lets you manage easily your candidates, jobs and interviews with social…
Unrated
𝗘𝗻𝘀𝗲𝗺𝗯𝗹𝗲, 𝗰𝗼𝗻𝘀𝘁𝗿𝘂𝗶𝘀𝗼𝗻𝘀 𝗱𝗲𝗺𝗮𝗶𝗻 ! Vinci construction si est au service de l’ensemble des divisions du…
Unrated
Roméo balancourt : parcours d’un autodidacte passionné. Doté d’un sens esthétique affirmé et féru de technique, roméo balancourt…
Unrated
Galactus hpa - réseau multimarques dans l'hôtellerie de plein air 1 65 campings répartis sur des destinations phares en France…
Unrated
With over 10 years of experience as lawyers as well as legal recruitment professionals, we at legalunite accompany law firms and…
Unrated
Talent.io is the simplest way for software engineers to find great jobs in innovative companies. Create your profile in a few…
Unrated
At vanillahr, we believe that hiring should be easy and accessible for everyone. Our all-in-one hiring platform streamlines the…
Unrated
These are the tools recruiters and hiring managers use to run a hiring process from the moment a role opens to the moment someone signs an offer. That covers posting jobs to boards and career sites, tracking every application through a pipeline of stages, sourcing and messaging passive candidates who aren't actively applying, screening resumes and technical skills, scheduling and recording interviews (often on video), running background checks, and keeping candidates warm in a talent pool for future roles. Once this is in place, a recruiter can see at a glance who's stuck where, why, and what needs to happen next, instead of reconstructing the state of a search from email threads and a spreadsheet.
People start looking for this when hiring has outgrown ad hoc methods. A small team hiring occasionally can get by with email and a shared doc, but that breaks down fast: applications pile up unread, good candidates go cold because nobody followed up, interview feedback lives in someone's notebook, and nobody can say how long roles have actually been open or why. Growing companies feel this as missed deadlines and lost candidates; larger ones feel it as compliance exposure from inconsistent screening, or a hiring manager and a recruiter working from two different pictures of the same req. Either way, the trigger is usually a specific failure — a bad hire that better screening would have caught, a key role open for months, or a founder realising they're now the bottleneck in every hiring decision.
Where these providers differ is mostly in which part of that process they own and how automated they make it. Applicant tracking systems are the system of record for the whole pipeline; candidate relationship management tools focus earlier, nurturing people who aren't ready to apply yet; recruitment marketing platforms work on getting the right people to notice the job in the first place. Assessment and technical screening tools replace resume-reading with actual skills evidence, which matters more for engineering and technical hires than for high-volume retail hiring, where speed and automation matter more than depth. Video interviewing and background check tools tend to bolt onto whichever ATS you already use rather than replace it.
When comparing options, look at how well a tool integrates with what you already run, whether its automation is tuned for volume (many candidates, few decisions) or precision (few candidates, high stakes), how much control it gives you over AI-driven matching versus how much it hides, and whether background check or compliance features cover the regions you actually hire in. Pricing usually splits between per-seat and per-hire models, which matters a lot once you know your hiring volume.