Clearspeed is the market leader for assessing risk in speech. Global organizations trust our highly precise, accurate and…
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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
Your life as an employer branding leader should be simpler and easier. Cliquify is an all-in-one AI platform that helps…
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Codejudge’s mission is to make developer recruiting efficient for companies by providing a platform for solving real world…
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Cogbee is an AI-driven hybrid interview cloud that provides • AI-enabled assessment-as-a-service, and • expert-led…
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Converus provides scientifically validated credibility assessment technologies. Eyedetect® detects deception at 86% accuracy in…
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Crescoworks: the most advanced AI-powered recruitment automation suite Revolutionizing talent acquisition with humanless hiring…
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Welcome to microbilt, a leading innovator in alternative credit data and risk management solutions for over 40 years. Our…
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The leading job board for blockchain jobs and cryptocurrency jobs with over 10,000 blockchain jobs posted at over 1000 startups…
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Deephire is a video screening tool that helps recruiters find the best fit.
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Established in 1998, privately-held Austin-based deverus, inc., helps companies in the background screening industry work better…
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Dice is the go-to career marketplace for tech professionals. We make it easy to discover jobs that match your skills and…
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Ejobsitesoftware is a web-based application built on php/mysql/linux platform that enables you to quickly deploy a fully…
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Jsimple an HR technology company that leverages new and innovative technologies to solve today's biggest HR business challenges -…
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In this modern age a person’s digital profile is readily used to determine eligibility for employment, education and housing. The…
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At elevator we believe team is everything. All of us want to do meaningful work with people we enjoy and respect. This is why we…
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Elitebrains is a developer assessment and hiring platform. Companies choose elitebrains when they need to screen candidates from…
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Emmersion is a fully automated and adaptive language assessment engine for certifying speaking, writing, and grammar ability in…
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A whole new way people find and join work.
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Aligning your organization with a reputable and compliant employment background screening company is crucial. How do you find the…
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Pink screening is women-owned business that was founded by three women with experience in human resources, financial management…
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Hiring decisions are tough, right? You have a few good candidates, but who’ll do the best in the actual job? Whether you’re…
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Eteki is where the world goes to qualify talent. Our award winning technical interviews-as-a-service platform enables…
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With over a decade of employment and credentialing experience, everifile specializes in understanding the unique security needs…
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Ta specialists and recruiters spend three months of their year just coordinating interviews. The interminable back-and-forth…
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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.