5.0
1 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
Logicmelon is built for agencies who are tired of bolting tools together. We're a complete CRM, ATS, and multi-poster in one…
5.0
1 reviews
Recreach is a smart, automated communications platform that is changing the way recruiters around the world are working. Our…
5.0
1 reviews
Resourcing pod ltd is an outsourcing/offshoring company based out of 103 mere grange leaside, st. Helens, United Kingdom.
5.0
1 reviews
We enable people to launch their own freelance marketplace without spending time and money building the technology. It comes with…
5.0
6 reviews
In 2025, 21% of UK hires failed probation - and with the employment rights act fast approaching, the cost of getting hiring wrong…
4.9
21 reviews
Harnham provides specialist data and AI recruitment and staffing services, along with bespoke training solutions, across multiple…
4.9
Haystack combines AI & expert vetting to deliver world-class tech candidates who are engaged, aligned, and ready to interview…
4.9
10 reviews
Sourcewhale is the AI recruitment platform built for recruitment agencies. From first search to final placement, sourcewhale…
4.9
100 reviews
Hirebee.AI is an AI-powered hiring platform that brings together applicant tracking, assessments, and HR workflows in one system…
4.8
107 reviews
Tribepad is the trusted tech to smart(er) recruiters everywhere, designed to help you fall back in love with recruiting. We…
4.8
2 reviews
Genius sports is a global leader in sports data technology, distribution and commercialisation services. We provide innovative…
4.7
222 reviews
Human reviewed technical assessments for scaling businesses Trusted by the world’s fastest growing businesses to cut time to hire…
4.7
5 reviews
At zinc, we believe that background checks should be instant, easy, and delightful. Yes, you read that right. Traditional…
4.7
101 reviews
Codility is the #1 partner for global enterprises using skill-based assessments to build strong engineering teams. Our technical…
4.6
350 reviews
Founded in London by CEO cary curtis, give a grad a go is the UK’s leading graduate recruitment agency, matching exceptional…
4.6
9 reviews
The most powerful video recruitment software solution, designed to help recruitment agencies humanise the hiring experience at…
4.6
58 reviews
Sova is a talent assessment platform that streamlines how your organisation assesses talent. We help you hire and develop the…
4.6
6 reviews
Purpose-built to make hiring empirical and ethical, the applied platform uses anonymised applications and skill-based assessments…
4.5
3 reviews
The national skills academy for it is no longer in operation. The work of the national skills academy for it is being taken…
4.5
312 reviews
Fullstackjob.com is a free service for full stack software developers looking for an interesting job as a full stack developer or…
4.5
1 reviews
Refnow is an automated reference checking software that helps you make informed hiring decisions with better data analysis. Save…
4.5
2 reviews
Aspiring minds, an shl company, is a global job skills credentialing leader set up with a vision to create a merit driven talent…
4.5
2 reviews
Shortlister’s automated video interview & assessment platform removes bias, verifies authenticity and enables employers and…
4.5
3 reviews
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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.