Jobsoid is an online applicant tracking system (ATS) which simplifies every step of the recruitment process in organizations…
4.4
12 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
Yello helps top employers manage their recruitment process to source and engage qualified early-career candidates. Now, with…
4.4
33 reviews
Bullhorn's core purpose is to create an incredible customer experience, and the organization has a sharp focus on delivering very…
4.3
8 reviews
Make smarter talent decisions-from hire to develop Wonderlic helps you hire with confidence and develop with purpose-by…
4.3
82 reviews
Clearstar, inc. Is a leading human resources (HR) technology company specializing in background, drug, and health screening…
4.2
6 reviews
Criteria is a talent success company that helps organizations make more objective, evidence-based talent decisions that both…
4.2
41 reviews
Canvas is the first enterprise-grade text-based interviewing platform that enables recruiters to screen more job candidates and…
4.0
508 reviews
As the background screening industry's most widely used technology, frs™ offers our B2B clients a foundation of rock solid…
4.0
1 reviews
Symphony talent delivers innovative, award-winning talent acquisition solutions that empower clients worldwide to expertly…
3.6
21 reviews
As former HR professionals, we know how hard it is to manage a wide landscape of tasks when your team is stretched thin. That’s…
3.5
5 reviews
Fama makes hiring great people easy. Our modern candidate screening solutions use online signals to identify candidate fit. We…
3.5
1 reviews
The best-networked funds, communities, and regions get the best outcomes. But a network holds little value when it sits as a…
3.5
1 reviews
As a market leader in integrated talent management and learning solutions, peoplefluent helps companies develop, reward, and…
3.3
48 reviews
Exelare is a next-generation ATS & CRM platform built to empower staffing and recruiting teams with unmatched flexibility, speed…
3.1
4 reviews
Elitebrains is a developer assessment and hiring platform. Companies choose elitebrains when they need to screen candidates from…
Unrated
Hirewire is an on demand hiring marketplace where employers can connect with job seekers in real time.
Unrated
Hyreo is the world’s first recruiting CRM with deep conversational AI and virtual hiring capabilities. It is built on the…
Unrated
Jobiak provides the industry’s first AI-based recruitment marketing platform that is designed to quickly and directly publish job…
Unrated
Logi-serve brings rigorous science and advanced technology to the art of hiring and promoting talent. Founded in 2012 by a team…
Unrated
Pivotcx by daxtra Pivotcx is transforming the way that recruiting gets done. Pivotcx empowers recruiting teams to make better…
Unrated
Do hiring decisions keep you awake at night? Take the guess work out of hiring decisions when you use prevaluate® pre-employment…
Unrated
Finix info solution pvt ltd is started by seasoned professionals who excelled in it, ites, retail, education, recruitment, HR…
Unrated
Mid-market companies and entrepreneurs trust talentcare to ensure their growth and profit are never constrained by talent…
Unrated
Subscription
Technology can be used in all parts of the recruiting process, but techscreen focuses on the part that matters most: presenting…
Unrated
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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.