Loxo is an AI recruiting platform built for growing professional recruiting firms worldwide. Loxo helps firm leaders scale by…
4.6
77 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
Madison resources is the official funding and back-office partner of the staffing industry. With a strong history spanning over…
4.6
Recruiterflow is an AI-native CRM with enterprise-grade depth - built to run a serious search and recruiting business. We work…
4.6
12 reviews
Per user
Talkpush revolutionizes high-volume recruitment by automating repetitive tasks such as sourcing, screening, and hiring. Using…
4.6
13 reviews
We are tracker, the industry-leading provider of people-centric recruitment software We offer a sophisticated ATS & CRM in one…
4.6
86 reviews
Creating a more just tech industry by fixing hiring for software engineers
4.6
45 reviews
Xor is a fast-growing HR technology company, the global leader in quality recruitment. Xor has been working on revolutionary…
4.6
5 reviews
Since 2002 appvault has been revolutionizing the way organizations reach, engage, and hire talent. As a cloud-based recruitment…
4.5
1 reviews
Hirestream is an AI-powered ATS for the modern SME. Hirestream is a product of years of HR expertise and the painstaking…
4.5
2 reviews
Hiringthing is easy-to-use online software that helps companies hire. When you use it, posting jobs online, accepting resumes and…
4.5
24 reviews
Jobtarget recruitment solutions help leading fortune 1000 companies, recruitment advertising agencies and small businesses…
4.5
2 reviews
Pandologic is a recruitment marketing and conversational AI platform. Serving the world’s most recognizable brands, pandologic…
4.5
16 reviews
Pyjamahr is a next-generation AI-powered digital recruitment platform and applicant tracking system (ATS), offering global…
4.5
14 reviews
Sense is a leading conversational AI recruiting platform helping organizations hire faster, smarter, and at scale-without losing…
4.5
476 reviews
Smartdreamers is a leading recruitment marketing platform built for enterprises to accelerate talent acquisition by seamlessly…
4.5
1 reviews
Talview is the trust infrastructure for high-stakes decisions in the AI era. As generative AI, deepfakes, and proxy networks…
4.5
33 reviews
Quote-based
Flashrecruit is a live-chat platform enabling recruiters to connect in real-time with job seekers to make meaningful, online…
4.4
19 reviews
Hackerearth is a skills intelligence platform that helps companies identify, evaluate, and hire top engineering talent. Trusted…
4.4
133 reviews
Pipeline is a career marketplace for tech sales talent and tech companies. We bring together top tech companies with tech sales…
4.4
9 reviews
Grow your business with the right people! Careerplug's software is built on a proven playbook to help you hire and retain your…
4.3
23 reviews
At haley marketing, we're staffing industry specialists. Websites. Social media. Programmatic job advertising. Blogging. Email…
4.3
6 reviews
One of three market-leading ATS solutions by employ, jazzhr is a simple, easy-to-use applicant tracking system, a one-stop-shop…
4.3
395 reviews
Jobscore is the original user-friendly, all-in-one online recruiting software solution. Our modern, intuitive applicant tracking…
4.2
126 reviews
Vizirecruiter transforms boring, text-based job descriptions into branded, visual job descriptions that attract, engage and…
4.2
3 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.