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
Hrizons is a global human resources advisory, and advocates dedicated to helping HR leaders and organizations optimize their…
4.8
4 reviews
Cangrade is the AI candidate screening platform for all of your hiring and talent management needs. Save hours of time, make…
4.6
40 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
Hireology is the only hiring platform purpose-built for the unique needs of decentralized industries like healthcare…
4.5
720 reviews
Hiringthing is easy-to-use online software that helps companies hire. When you use it, posting jobs online, accepting resumes and…
4.5
24 reviews
Serving more than 25,000 professionals, crelate is the AI-powered living platform™ for modern recruiting. Built for…
4.4
194 reviews
Hogan assessments is the international leader in personality insights. With the world’s largest database of personality research…
4.3
3 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
Eightfold AI's market-leading talent intelligence platform™ helps organizations retain top performers, upskill and reskill their…
4.2
159 reviews
Human potential intelligence is the future of hiring - enabling organizations to elevate the hiring conversation from evaluating…
4.1
95 reviews
Trusted by 80+ fortune 500 organizations to govern job information across the enterprise. Jdxpert is the job architecture…
4.0
9 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
As a market leader in integrated talent management and learning solutions, peoplefluent helps companies develop, reward, and…
3.3
48 reviews
Hire smarter is a predictive talent management platform for sales and support leaders who need to improve team performance but…
Unrated
Just interview and hire. We will do the rest for you. We screen, sort, filter and match the best candidates for you from a…
Unrated
Easily collect, organize, and share real videos from real people.
Unrated
Karmav is an intelligent, AI-powered hrms platform designed to empower organizations with data-driven insights and automated…
Unrated
Our mission is to empower organizations to build next generation workforces leveraging technology and data. We believe innovation…
Unrated
Pi midlantic's talent optimization discipline focuses on developing your organization's people strategy and aligning it with your…
Unrated
Pinsight delivers leadership intelligence for hiring, development, and succession-helping organizations make smarter leadership…
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
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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.