Health street's integrated, nationwide drug testing and background check services are ideal for companies who want to mitigate…
5.0
1 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
Kolbe corp. Is the world leader in identifying and applying instinctive strengths in human behavior. It publishes the only valid…
5.0
1 reviews
Payroll masters is the leading, green certified, payroll provider for the bay area. We promise you that we will understand your…
5.0
1 reviews
Make reference & credential checking faster & easier than ever before! Vitay's platform for candidate reference checking allows…
4.9
24 reviews
Powertofly was founded by milena berry and katharine zaleski in 2014 to connect talent and companies - transforming the world of…
4.7
19 reviews
Glider AI skills validation platform, awarded top 50 AI software by g2 and sia winner for most innovative HR technology, provides…
4.6
7 reviews
Pymetrics is now harver. Harver is the industry leading hiring solution helping organizations optimize their talent decisions…
4.6
171 reviews
Pymetrics is now harver. Harver is the industry leading hiring solution helping organizations optimize their talent decisions…
4.6
171 reviews
Built specifically for the frontline workforce, workhound gives workers a voice with its platform for real-time, anonymous…
4.6
24 reviews
Built specifically for the frontline workforce, workhound gives workers a voice with its platform for real-time, anonymous…
4.6
24 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
Empowering businesses of all sizes with access to bright talent for project solutions, staffing, and freelance expertise. We are…
4.5
1 reviews
Bryq is the talent assessment platform that measures what actually Drives on-the-job success -- cognitive ability, behavioral…
4.5
26 reviews
Gohire offers as suite of recruiting chatbots that help companies attract, engage, and hire job seekers through automated…
4.5
1 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
Developed for fast-growth and enterprise human resource teams, my ally is the leading AI-enabled talent lifecycle management…
4.3
15 reviews
We have built powerful and simple hiring products for small businesses. Now we are building the leading small business content…
4.3
3 reviews
Clearstar, inc. Is a leading human resources (HR) technology company specializing in background, drug, and health screening…
4.2
6 reviews
Vizirecruiter transforms boring, text-based job descriptions into branded, visual job descriptions that attract, engage and…
4.2
3 reviews
Human potential intelligence is the future of hiring - enabling organizations to elevate the hiring conversation from evaluating…
4.1
95 reviews
Canvas is the first enterprise-grade text-based interviewing platform that enables recruiters to screen more job candidates and…
4.0
508 reviews
Cynaptx is a SaaS-based virtual engagement platform. It simplifies, streamlines, and accelerates interactions between recruiters…
4.0
1 reviews
Global verification network (gvn) provides custom screening solutions which helps organizations mitigate risk. While focused on…
4.0
5 reviews
Infomart is a wbenc-certified and pbsa-accredited industry leader in background screening services. Our services include criminal…
4.0
2 reviews
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Showing 24 of 25 — 1 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.