Testdome is a provider of high-quality pre-employment screening tests. Our tests cover a wide range of disciplines, each focused…
4.5
87 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
The all-in-one workforce management platform HR directors swear by. Need to fill in roles quickly? Your recruiters are…
4.5
1 reviews
We help organisations hire with confidence and operate with integrity through two powerful solutions: global pre-employment…
4.4
6 reviews
Subscription
Daxtra technologies is a world-leading specialist in high-accuracy, multilingual job and resume parsing, semantic search…
4.3
2 reviews
Pitchme delivers data intelligence for hiring teams, streamlining talent discovery with efficient tools. Our end-to-end AI-driven…
4.3
6 reviews
What is talent ninja? Talent ninja is a smart, highly automated candidate sourcing solution. We combine multiple sourcing methods…
4.3
9 reviews
Potential is hard to pin down. It's even harder when you’re dealing with 100’s of roles and 1000’s of applications. By…
4.2
10 reviews
We all know the feeling, you have 50+ roles to fill, and your day is swallowed by manual screening and scheduling. It’s hard to…
4.2
10 reviews
Beamery is the AI platform for workforce transformation: we are trusted by global enterprises to plan, build, and optimize their…
4.1
120 reviews
Atomic hire is a recruitment platform that increases the efficiency and effectiveness of the recruitment process by combining…
4.0
1 reviews
Since 2001, our team has been designing careers websites, recruitment agency websites and job boards, meanwhile providing HR and…
4.0
1 reviews
At gohire, we’re not just about technology - we’re about people. As a globally trusted hiring platform used by 3000+ businesses…
3.6
6 reviews
Subscription
Here at justice digital we specialise in developing a digitally-enabled justice system that makes a real difference by building…
3.5
1 reviews
Adzuna is a smarter, more transparent job search engine used by tens of millions of visitors per month. We love using the awesome…
3.0
2 reviews
We’re a digital product consultancy & venture studio that helps companies build and scale their products.
Unrated
In the age of generative AI and a rapidly shifting requirement for skills, arctic shores gives you the power to uncover human…
Unrated
Assess candidates does the work, so you don’t have to - smarter hiring starts here! Our scientifically-validated assessment tools…
Unrated
Kg ressources : votre partenaire stratégique en conseil rh et recrutement Bienvenue chez kg ressources, votre cabinet de…
Unrated
𝗪𝗵𝗮𝘁 𝗶𝘀 𝗖𝗼𝗱𝗲𝗦𝗰𝗿𝗲𝗲𝗻 Codescreen is a technical assessment platform. 𝗪𝗵𝗶𝗰𝗵 𝗽𝗿𝗼𝗯𝗹𝗲𝗺 𝗱𝗼𝗲𝘀…
Unrated
We are an ethical talent platform aiming to kindle true potential. Our talent selection software looks out for talent’s…
Unrated
The centre for security, communications and network research (cscan) is a specialised postgraduate team, comprising staff from…
Unrated
Up to date eboss recruitment software: Advantages for your business Do you want to increase your placements by keeping pace with…
Unrated
The eteach group is an edtech software and services company, dedicated to providing education recruitment solutions for teachers…
Unrated
Inclusive candidate attraction - automated. The global inclusion standard for all companies. Get-optimal is a global software and…
Unrated
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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.