Localwise is the local hiring community. To date, we've helped 50,000+ local employers match with great local talent. With every…
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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
Logi-serve brings rigorous science and advanced technology to the art of hiring and promoting talent. Founded in 2012 by a team…
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Hire trusted executive assistants to handle work and life tasks. Get it done with confidence. Get magic.
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Automate your business workflows and lower your costs with measureone, the most comprehensive and accurate platform for income…
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Mogul is a modern executive search & training firm powered by technology personalized to you. Our #1 programs are AI training &…
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Since 2007, monitorbase has helped thousands of retail mortgage loan officers find closed loans within their contacts. Our…
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Moonshot insights helps companies solve their turnover problem by predicting applicant success within the context of a specific…
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Our software platform will automate the time consuming tasks of being a recruiter and allow you to spend more time finding…
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Onewire makes hiring faster and easier for the financial services industry. If you’re a financial services professional, we give…
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We are on a mission to help you write better job descriptions, faster!
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Whether youre a fortune 500 company or an SMB, knoah solutions global bpo services create memorable experiences that matter to…
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Our mission is to empower organizations to build next generation workforces leveraging technology and data. We believe innovation…
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G2 is the world's largest and most trusted software marketplace. More than 100 million people annually - including employees at…
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Pi midlantic's talent optimization discipline focuses on developing your organization's people strategy and aligning it with your…
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Pinsight delivers leadership intelligence for hiring, development, and succession-helping organizations make smarter leadership…
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Pivotcx by daxtra Pivotcx is transforming the way that recruiting gets done. Pivotcx empowers recruiting teams to make better…
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Made for those struggling to find top talent. Simple, easy to use software that will revolutionize the hiring process. Need to…
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Precisecheck is a consumer reporting agency providing background screening services for employers and property owners…
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Do hiring decisions keep you awake at night? Take the guess work out of hiring decisions when you use prevaluate® pre-employment…
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Maximum potential provides subscription-based employee selection, development, and talent management assessments for…
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At prof360, we have built a cloud-based faculty talent management solution with part-time faculty in mind. We make rapid hiring…
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Prosky gives you the ability to innovatively evaluate candidates and develop employees through succession pathways, so you can…
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Provitrac is a cloud-based applicant tracking and recruiting software used by companies to manage their hiring process. It’s…
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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.