Golang cafe is the first go (golang) job board with no recruitment agencies and clear salary ranges. It is an advertising…
Unrated
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
At growrecruit we are trying to make recruitment simple. With an intuitive fast ui, you can stop battling your ATS and start…
Unrated
Our mission is to help students realise their potential in the world of work through technology, content and tools. That’s not an…
Unrated
Heirizon is a map-based employment marketplace that connects employees with employers.
Unrated
Hiperpool is a specialist global recruitment firm founded by ex-bain and booz consultants. We partner with leading consulting…
Unrated
At hireserve, we create recruitment software. Hireserve ATS is a flexible and powerful applicant tracking system, designed for…
Unrated
Hirestorm is the recruitment software platform that makes hiring super simple! By leveraging the latest in cloud technologies…
Unrated
Hotlizard have specialised in building recruitment websites and job board solutions since being established in 1999. The…
Unrated
Ice recruit is the UK's number one specialist civil engineering job board. We are the official job board of the institution of…
Unrated
Iintegra is a cloud based applicant tracking system (ATS) which is designed to make the management of your end to end recruitment…
Unrated
Our managed services solution saves you time and money by streamlining and simplifying the contingent workforce recruitment…
Unrated
Our unique recruitment CRM is designed to manage your entire recruitment lifecycle and incorporates the most advanced features…
Unrated
Inploi is a candidate experience platform empowering brands to forge authentic connections with their future workforce. We exist…
Unrated
Founded in 1995, jobsite is an award winning job board, serving over 120,000 jobs to 7 million candidates every month. With a…
Unrated
We are a tech-enabled solution to recruitment that gives you access to the UK's most diverse talent pool. Diverse teams drive…
Unrated
Thanks for popping by. You might be wondering who we are and what we do. Here’s a little intro to us and our story. We’re on a…
Unrated
Bepoke software, database and complex website / web application development for both public and private sector clients in the UK…
Unrated
Meetr is a people finding toolkit, a pre-vetting platform, that automated the hiring process for employers, while making it fun…
Unrated
Mevitae is the people intelligence ecosystem powering faster, fairer, and fully explainable workforce decisions. By combining…
Unrated
Multiverse is the upskilling platform for AI and tech adoption. We’ve built a new model for transforming today’s workforce by…
Unrated
Mypeoplebiz | a recruitment marketing and applicant tracking system | smart hiring Experience a powerful cloud-based talent…
Unrated
At hfi, we help HR leaders and ceos make smarter people decisions, faster. For over 30 years, we’ve delivered science-based…
Unrated
Award winning software business, phoenix51 is a powerful employee technology enabling organisations to make data driven decisions…
Unrated
Taking your first step on a sales career path can be a daunting challenge. At powergrads, we make life much easier for new…
Unrated
View more RevAgents
Showing 72 of 104 — 32 more to see.
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.