We believe that status quo tech assessment platforms are not a fair way for companies to evaluate candidates. We started adaface…
4.7
28 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
Belong is the world's first predictive outbound hiring solution.our data-driven hiring solution helps growing companies spot…
4.7
6 reviews
Snaphunt helps fast growing companies recruit the best talent across geographies to fuel their growth. Snaphunt gives employers…
4.7
18 reviews
Interviewer.AI is a purpose-built technology platform designed to help recruiters and HR teams identify and hire the right talent…
4.6
22 reviews
Most people settle for jobs they get - not jobs that they want. Hackertrail is on a mission to fix this, specifically for tech…
4.5
1 reviews
At wantedly, we help to connect companies and talents who share the same values and vision. Our mission is to build a world where…
4.5
1 reviews
Pulsifi's mission is to understand each unique individual in order to help them thrive in the right roles and grow with purpose…
4.4
12 reviews
👉powering what’s next in talent acquisition 👈 At otomeyt AI, we are on a mission to disrupt the art of recruitment intelligent…
4.3
42 reviews
Hrboss is asia's leading provider of data-driven software for both corporate HR and recruitment agencies. All of our cloud…
4.1
7 reviews
Operated by seek - parent company of jobstreet and jobsdb, offering over 100,000+ tech jobs across multiple APAC markets.
4.1
11 reviews
Beamstart is a global platform and community for entrepreneurship dedicated to empowering founders and innovators. Our mission is…
Unrated
Glints is the leading talent ecosystem in southeast asia. Our mission is to enable the 120 million professionals in the region to…
Unrated
We believe hiring should be human-not just a process. At impress.AI, we’re reimagining recruitment with a simple but powerful…
Unrated
Nodeflair is a career transparency platform with verified career data - salaries, culture, benefits, & more. Our mission is to…
Unrated
We are an intelligent candidate screening platform with a focus on candidate experience and culture fit/skills match, helping…
Unrated
Recruiterpal was established in 2014 and is asia's trailblazer in recruitment management technology. With over 2,000 employers in…
Unrated
Mercurics is a deep-tech startup. We specialize in behavioral analytics using advanced data-driven psychometrics. Our goal is to…
Unrated
Startup oi was founded with the aim of building a professional and social tech community around the world by redefining future of…
Unrated
Talentmesh is an AI recruiting platform built to help companies hire for strategic and hard-to-fill roles. We combine advanced AI…
Unrated
Talenttribe helps jobseekers in singapore find a career that's right for them. See what it’s like to work inside different…
Unrated
Talentx.AI is a new startup in asia that designs machine learning/ AI products for the HR community that revolutionises…
Unrated
The talent games is an award-winning gamified talent assessments company. We provide online gamified assessments to companies for…
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.