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
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
Cynaptx is a SaaS-based virtual engagement platform. It simplifies, streamlines, and accelerates interactions between recruiters…
4.0
1 reviews
Appcast is the award-winning, global leader in programmatic job advertising technology. With advanced technology, unmatched…
3.9
11 reviews
At talogy, we're proud to be one of the world's leading talent management solution providers. Crafting personalized solutions to…
3.9
6 reviews
College recruiter believes that every student and recent grad deserves a great career and that hiring early-career candidates…
3.8
2 reviews
Ihire is a leading employment platform that powers a family of 57 industry-focused talent networks, including workinsports…
3.6
Symphony talent delivers innovative, award-winning talent acquisition solutions that empower clients worldwide to expertly…
3.6
21 reviews
Bountyjobs helps employers and recruitment agencies work better, together. Our solutions help HR teams find and engage…
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
Talismatic is building the future of hiring with intelligence at its core. We help organizations move beyond process-driven…
3.3
2 reviews
Talentbin by monster helps recruiters discover and engage top talent by gathering implicit data from 100+ sources across the…
3.2
3 reviews
Ascendify helps the world's largest organizations attract, engage and select their future talent. Our AI-powered software…
3.0
3 reviews
Recruitmilitary connects top employers with America’s best talent - the u.s. Military community. As a veteran-led organization…
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
Big.jobs is an all-in-one talent suite designed to streamline startup hiring. Our forever-free ATS equips you with essential…
Unrated
Typically, we work with recruiters who need to manage resumes/jobs easily in their hiring process without any technical hassle…
Unrated
Your life as an employer branding leader should be simpler and easier. Cliquify is an all-in-one AI platform that helps…
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
Ejobsitesoftware is a web-based application built on php/mysql/linux platform that enables you to quickly deploy a fully…
Unrated
Ta specialists and recruiters spend three months of their year just coordinating interviews. The interminable back-and-forth…
Unrated
Factoryfix helps employers and staffing firms hire industrial talent more efficiently. We combine a proprietary network of 10m+…
Unrated
Hireability is a leading world-wide provider of cloud-based cv, resume and job parsing technologies. Our resume parsing software…
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.