Career fair plus is a career event platform built around scheduling, analytics, and interactive maps, helping organizers run…
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
In April 2023, diversityjobs was acquired by mitratech. Mitratech is a proven global technology partner for corporate legal…
5.0
1 reviews
Foh&boh (www.fohandboh.com) helps restaurants, hotels and retailers source, hire and onboard employees faster. We speed up the…
5.0
2 reviews
Hirebeat is a candidate sourcing and applicant tracking system that gets out of your way to make recruiting incredibly fast…
5.0
8 reviews
Honeit helps recruiters conduct skills-based interviews and submit candidates in seconds with scorecards, soundbites, and…
5.0
1 reviews
Kolbe corp. Is the world leader in identifying and applying instinctive strengths in human behavior. It publishes the only valid…
5.0
1 reviews
Localwork is a recruitment marketing software. Built with helping companies tell the culture side of their business to attract…
5.0
1 reviews
Most companies don’t lose people suddenly. They lose them after months of unseen misalignment. By the time someone resigns, the…
5.0
2 reviews
Per user
Textio is a leader in building tools that help high-growth companies recruit and give feedback to high-performing teams. The…
5.0
1 reviews
Webbtree is an AI-powered recruitment technology company on a mission to help talent acquisition teams source smarter, screen…
5.0
1 reviews
Hiredna is an AI-powered sales hiring platform that sources, screens, and delivers qualified, interview-ready candidates backed…
4.9
6 reviews
1 in 10 frontline hires in mexico go through emi. Emi is the workforce AI platform that automates the full cycle of operational…
4.8
14 reviews
Gem is the only AI-first all-in-one recruiting platform. It brings together your ATS, CRM, sourcing, scheduling, and analytics -…
4.8
172 reviews
Highmatch offers tailored assessments that seamlessly integrate with your hiring process, providing insights customized to your…
4.8
56 reviews
Focus on your hires and let mo, your recruiterbot, take care of the details of finding and screening great candidates. Since the…
4.8
2 reviews
Ismartrecruit is an advanced cloud-based AI recruitment technology designed to address the challenges encountered by staffing…
4.8
25 reviews
Qualified is the most effective way to assess coding skills. Identify great engineering candidates based on real code challenges…
4.8
307 reviews
The modern choice for smbs, spark hire offers organizations a modular hiring platform that adapts to your changing needs - from…
4.8
389 reviews
Traditional skill testing tools offer same test, same questions to every company. Plus, these tests put candidates in…
4.8
73 reviews
Barraiser is an intelligent interview platform leading the charge in revolutionizing the interviewing process. As a B2B SaaS…
4.7
83 reviews
Fetcher connects you with top talent globally to help turn business dreams into reality. Whether you want to hire fast, enhance…
4.7
13 reviews
Subscription
Findem is the AI platform built for talent decisions. Its labeling engine transforms billions of unstructured people data points…
4.7
10 reviews
Jobma is built to elevate hiring experiences, enabling teams to truly understand each candidate’s potential, skills, and fit. The…
4.7
454 reviews
Quote-based
Recooty is revolutionizing the way small and medium-sized businesses handle recruitment with a goal to simplify hiring…
4.7
23 reviews
View more RevAgents
Showing 24 of 110 — 86 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.