Welcome to skillgigs, where the future of staffing unfolds. Tailored for travel nurses and software developers, our platform…
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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
Smoothhiring.com helps employers create world-class job descriptions in minutes and post their jobs to all the major job boards…
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Sourcing.io is a simple tool for sourcing talented software engineers. We've crawled sites like github and stack overflow to…
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StaffingOS is a white-label staffing technology platform that gives agencies a complete stack: worker app, recruiter console…
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Succeedsmart symbolizes the bright future of a reimagined executive search framework, contributing inspiration and innovation to…
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Suited connects high-potential candidates in law and finance with firms where they are highly likely to succeed-using behavioral…
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We prepare tomorrow's tech leaders for today's jobs. The sv academy residency program takes students from a bootcamp to a great…
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Swarm HR - software for workforce automation and resource management is a HR management software suite with a comprehensive set…
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We saw major issues with employment background check companies and set to change it for employers. We have worked to circumvent…
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Mid-market companies and entrepreneurs trust talentcare to ensure their growth and profit are never constrained by talent…
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Subscription
Talent pathway is a modern applicant tracking system (ATS) built to serve diverse recruitment needs across industries-with a…
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Jobpad inc develops, markets, and supports its patented talent transition platform. This platform provides the most advanced…
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Teamglide employment testing is an easy-to-use software system for identifying and choosing the best employees for your company.
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Technology can be used in all parts of the recruiting process, but techscreen focuses on the part that matters most: presenting…
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Teds's fully integrated software solution gives HR professionals, managers, and all employees the opportunity to be the very best…
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Telereference is an automated cloud-based reference checking platform for job applicants and hiring managers. Video, telephone or…
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Smart staffing solutions. Staffing industry software and back office outsourcing services. Managing front and back office…
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Have you been a victim of candidate fraud? Tired of wasting time and resources on fake candidates? Maybe you've lost a client…
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Testvault is drug and alcohol testing data management software with agility in mind. We leverage modern web technologies to allow…
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Jobs @ thejobnetwork
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The pathfinder company is a trading name of the right five llc. Pathfinders prioritize innovation when faced with opportunities…
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Thestaffer is fully integrated software solution that allows staffing companies to automate all their major front office, middle…
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Headquartered in the tech hub of Austin, Texas, our diverse team of leaders brings their organizational expertise from renowned…
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Hire the right talent. Faster. Welcome to thrive trm, the talent relationship management (trm) platform built to drive network…
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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.