Jobscan is a fast-growing start-up in Seattle, WA. Jobscan is web service that helps job seekers land more interviews by using AI…
5.0
2 reviews
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
Jobsinlogistics.com dominates the online recruiting industry, specializing in the logistics, supply chain, transportation…
5.0
1 reviews
We believe hiring a new employee should be an efficient and rewarding experience that results in a timely return on your…
5.0
Kolbe corp. Is the world leader in identifying and applying instinctive strengths in human behavior. It publishes the only valid…
5.0
1 reviews
Kula is the AI-native all-in-one ATS built by recruiters - helping teams hire up to 5x faster without the add-ons, bloated UX, or…
5.0
1 reviews
Join thousands of companies and job seekers getting high-quality matches faster and more efficiently. For talent: have great…
5.0
14 reviews
Launchcode is on a mission to create more equitable pathways to upward mobility through free, high-quality tech education and…
5.0
1 reviews
Localwork is a recruitment marketing software. Built with helping companies tell the culture side of their business to attract…
5.0
1 reviews
Mediabistro is the career network for the media, marketing, and advertising industries. For over 25 years, our platform has…
5.0
1 reviews
Want to attract more qualified applicants? Ok, let's start by updating your careers site so it looks awesome, and has landing…
5.0
1 reviews
Noirefy is a digital platform that connects diverse talent, specifically from underrepresented backgrounds to corporations. Our…
5.0
1 reviews
Onlinejobs.ph allows businesses to connect with a talented pool of online filipino specialists (commonly called "virtual…
5.0
1 reviews
Most companies don’t lose people suddenly. They lose them after months of unseen misalignment. By the time someone resigns, the…
5.0
2 reviews
Per user
To attract, engage, and hire top talent faster than the competition you must outrank job boards. In order to outrank job boards…
5.0
4 reviews
Payroll masters is the leading, green certified, payroll provider for the bay area. We promise you that we will understand your…
5.0
1 reviews
Pramp is an online community for software engineers, developers and hackers to practice live coding interviews, for free. As a…
5.0
1 reviews
Py is democratizing access to career opportunities in tech. Backed by top investors like y combinator, py levels the playing…
5.0
1 reviews
Qualifi is changing the way high-volume recruiters screen all their candidates. Our frictionless platform identifies top…
5.0
18 reviews
Quanthub helps universities lead the transition to data and AI education - responsibly, at scale, and in step with a rapidly…
5.0
Targetx delivers scalable technology to help higher ed professionals across the world focus on what matters most - their…
5.0
1 reviews
Objective management group (omg) is the leading provider of sales-specific assessments. Omg's assessments offer insights into an…
5.0
15 reviews
Job seekers face tough odds, as fewer than 6% of applicants land an interview. Skillsyncer helps level the playing field by…
5.0
2 reviews
Stack overflow strives to be the most vital source for technologists, helping them to cultivate community, power learning, and…
5.0
1 reviews
API service to help your business build super intelligent solutions.
5.0
1 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.