Founded in redmond, WA, ezhire was built by a team of professionals from various industries, all with a common challenge; to…
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
Factoryfix helps employers and staffing firms hire industrial talent more efficiently. We combine a proprietary network of 10m+…
Unrated
Findanursingjob.com's job recruitment site focuses on delivering direct leads to customers. We create a customized job campaign…
Unrated
Forcefinder.com is your first and best source for all of the information you’re looking for. From general topics to more of what…
Unrated
Unrated
Canda solutions is a leading risk management software and services provider specializing serving national security enterprises…
Unrated
Functional jobs is a niche job board and recruiting platform for functional programming languages like clojure, haskell, erlang…
Unrated
Since 1993, global has been focusing on assisting businesses, agencies, and institutions, throughout the world, secure qualified…
Unrated
Hire faster, better and for lesswith performance-based job postings that reach qualified talent across the web! Logjobs is the…
Unrated
Impress potential employers with gradadvantage™ by making sure your resume rises to the top! Increase resume views by adding the…
Unrated
Hire for culture fit and get hired by going through 1 application for 1,000 companies. Gyfted connects talent with tech companies…
Unrated
Headcount365 is the single source of truth for managing your company’s headcount strategy. We centralize and automate headcount…
Unrated
Unrated
Hireability is a leading world-wide provider of cloud-based cv, resume and job parsing technologies. Our resume parsing software…
Unrated
Find the most deserving applicants and get tax credits for hiring them. We are building revolutionary technology that helps…
Unrated
Fuel your hiring process and onboard qualified candidates in less time with hirelakeai. Try for free!
Unrated
Hirelogic is an AI-powered conversational analytics platform that dramatically improves interview intelligence and productivity…
Unrated
At hirescore we help you make informed hiring decisions while helping you streamline your hiring process making it more efficient…
Unrated
Hire smarter is a predictive talent management platform for sales and support leaders who need to improve team performance but…
Unrated
Hirewire is an on demand hiring marketplace where employers can connect with job seekers in real time.
Unrated
Better hiring software. Built for real-world employers. Priced for small and mid-sized businesses. Hrgp (hire & retain good…
Unrated
Jungleworks is a no-code hyperlocal commerce and delivery stack to set up and manage on-demand businesses.
Unrated
Subscription
Hyreo is the world’s first recruiting CRM with deep conversational AI and virtual hiring capabilities. It is built on the…
Unrated
Insights for performance is a consulting firm. We work with our clients to optimize talent. We help them hire the right people…
Unrated
View more RevAgents
Showing 360 of 490 — 130 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.