We are here to improve assessment throughout the world. Why? Most assessment is not up to professional standards. These tests are…
5.0
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
Careersitecloud - employer branding and career site solutions for template-based or custom designed, hosted career sites, landing…
5.0
1 reviews
Working at adicio has many advantages, the company offers a comprehensive benefits package to its employees including medical…
5.0
2 reviews
Career fair plus is a career event platform built around scheduling, analytics, and interactive maps, helping organizers run…
5.0
1 reviews
Clearancejobs.com (https://www.clearancejobs.com), the largest security-cleared career network, specializes in defense jobs for…
5.0
1 reviews
Coroflot is the longest running career community focused on the design and creative professions online. Our mission is to connect…
5.0
Credential agent is inexpensive document management software, or outsourced services, which helps organizations better keep…
5.0
6 reviews
In April 2023, diversityjobs was acquired by mitratech. Mitratech is a proven global technology partner for corporate legal…
5.0
1 reviews
Ducknowl is an applicant screening and assessment software that allows recruiters and HR professionals to screen applicants in a…
5.0
5 reviews
Proudly developed in the USA, easyhire is the leading HR all-in-one solution to find, interview & background check job seekers…
5.0
1 reviews
Employment screening services llc (ess) is an organization’s solution for hiring safe, honest and reliable employees. Ess has…
5.0
2 reviews
Ezjobs is your trusted staffing partner, connecting businesses of all sizes with top talent to ensure the right fit for every…
5.0
1 reviews
Foh&boh (www.fohandboh.com) helps restaurants, hotels and retailers source, hire and onboard employees faster. We speed up the…
5.0
2 reviews
Geektest is a coding test platform for companies to hire tech talent. Test programming skills online: c#, SQL, java, python…
5.0
2 reviews
The #1 global online screening platform for easy ordering of employment background check services. In just a few clicks, order…
5.0
6 reviews
Gogig sits at the center of AI for personality intelligence in the most important moment in hiring, the interview. By analyzing…
5.0
1 reviews
Goodmind.io is an applicant tracking system (ATS) built for optimizing your hiring process. Enjoy our recruitment software…
5.0
1 reviews
Gray peak delivers a polished and complete cloud-based solution that connects organizations with the best candidates with ease…
5.0
3 reviews
If asked to define a rewarding student experience, we would describe an environment that advocates learning, development…
5.0
2 reviews
Health street's integrated, nationwide drug testing and background check services are ideal for companies who want to mitigate…
5.0
1 reviews
Hirebeat is a candidate sourcing and applicant tracking system that gets out of your way to make recruiting incredibly fast…
5.0
8 reviews
Honeit helps recruiters conduct skills-based interviews and submit candidates in seconds with scorecards, soundbites, and…
5.0
1 reviews
Humansourcing, le logiciel de recrutement qui facilite la gestion des candidatures dans vos processus rh et valorise votre image…
5.0
1 reviews
Since 2003, intelius has been an industry leader for the information of people. Our focus is to empower decision-making and…
5.0
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.