Elitebrains is a developer assessment and hiring platform. Companies choose elitebrains when they need to screen candidates from…
Unrated
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
Emmersion is a fully automated and adaptive language assessment engine for certifying speaking, writing, and grammar ability in…
Unrated
A whole new way people find and join work.
Unrated
Eteki is where the world goes to qualify talent. Our award winning technical interviews-as-a-service platform enables…
Unrated
Factoryfix helps employers and staffing firms hire industrial talent more efficiently. We combine a proprietary network of 10m+…
Unrated
Findanursingjob.com's job recruitment site focuses on delivering direct leads to customers. We create a customized job campaign…
Unrated
Headcount365 is the single source of truth for managing your company’s headcount strategy. We centralize and automate headcount…
Unrated
Hireability is a leading world-wide provider of cloud-based cv, resume and job parsing technologies. Our resume parsing software…
Unrated
Better hiring software. Built for real-world employers. Priced for small and mid-sized businesses. Hrgp (hire & retain good…
Unrated
Hyreo is the world’s first recruiting CRM with deep conversational AI and virtual hiring capabilities. It is built on the…
Unrated
Irecruit is a hosted, cloud-based recruiting, applicant tracking and electronic onboarding software designed to provide any size…
Unrated
Easily collect, organize, and share real videos from real people.
Unrated
Around 70% of applicants on talroo aren't found on major job boards - giving you a fresh, qualified pipeline without replacing…
Unrated
Joonko's talent ecosystem enables talent acquisition managers to enrich the top of their talent pipeline with pre-qualified…
Unrated
We lead the leaders. Ladder’s community of 10 mm leading professionals come to us to be inspired, grow in their careers, and get…
Unrated
We are on a mission to help you write better job descriptions, faster!
Unrated
Made for those struggling to find top talent. Simple, easy to use software that will revolutionize the hiring process. Need to…
Unrated
At prof360, we have built a cloud-based faculty talent management solution with part-time faculty in mind. We make rapid hiring…
Unrated
Prosky gives you the ability to innovatively evaluate candidates and develop employees through succession pathways, so you can…
Unrated
Recruiterly was founded by matt gibbs and jamie robshaw, two veteran recruitment professionals to make recruitment easier and…
Unrated
Cloudgofer is a boutique Salesforce consulting firm dedicated to empowering businesses with innovative solutions tailored to…
Unrated
Reworking was built with both the candidate and employer in mind. Whether you're a job seeker or a hiring manager, you need to…
Unrated
Rockstarfinder.com is the #1 all-inclusive software suite for recruiting and HR professionals! Rockstarfinder searches the deep…
Unrated
Scouted is a next-gen hiring marketplace that believes people are more than their resumes. Powered by proprietary technology and…
Unrated
View more RevAgents
Showing 120 of 138 — 18 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.