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
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
We have built powerful and simple hiring products for small businesses. Now we are building the leading small business content…
4.3
3 reviews
Smartrecruiters is the recruiting AI company that transforms hiring for the world’s leading enterprises. Built for global scale…
4.3
441 reviews
What is topgrading? The topgrading approach to hiring is not simply an evolution, it's a revolution. Topgrading’s proven…
4.3
10 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
Interviewstream exists to simplify your hiring process through our video interviewing and scheduling platform. We help you cut…
4.2
39 reviews
Jobscore is the original user-friendly, all-in-one online recruiting software solution. Our modern, intuitive applicant tracking…
4.2
126 reviews
Dice is the go-to career marketplace for tech professionals. We make it easy to discover jobs that match your skills and…
4.1
76 reviews
Human potential intelligence is the future of hiring - enabling organizations to elevate the hiring conversation from evaluating…
4.1
95 reviews
Cynaptx is a SaaS-based virtual engagement platform. It simplifies, streamlines, and accelerates interactions between recruiters…
4.0
1 reviews
Team engine is an HR automation suite that helps growing companies outcompete for top talent and implement best practices in…
4.0
1 reviews
Subscription
Ihire is a leading employment platform that powers a family of 57 industry-focused talent networks, including workinsports…
3.6
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
Launchsource has been at the forefront of reshaping how companies bring in the next wave of sales talent for close to a decade…
3.5
1 reviews
Talismatic is building the future of hiring with intelligence at its core. We help organizations move beyond process-driven…
3.3
2 reviews
Ascendify helps the world's largest organizations attract, engage and select their future talent. Our AI-powered software…
3.0
3 reviews
Lensa is a u.s. Job search platform with over 20 million registered users. We connect jobseekers to a wide range of opportunities…
1.0
Appliview is an advanced and sophisticated applicant tracking system that will take your recruitment process to the next level…
Unrated
Cogbee is an AI-driven hybrid interview cloud that provides • AI-enabled assessment-as-a-service, and • expert-led…
Unrated
Crescoworks: the most advanced AI-powered recruitment automation suite Revolutionizing talent acquisition with humanless hiring…
Unrated
Established in 1998, privately-held Austin-based deverus, inc., helps companies in the background screening industry work better…
Unrated
At elevator we believe team is everything. All of us want to do meaningful work with people we enjoy and respect. This is why we…
Unrated
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Showing 72 of 110 — 38 more to see.
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.