Sirvo is a job-finding and hiring platform for the restaurant, retail and hospitality industries. Sign up. Search. Sirvo.
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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
Softfactors ag ist ein HR-tech-unternehmen mit sitz in zürich, schweiz. Ihre universelle schnittstelle macht die…
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Sourcing.io is a simple tool for sourcing talented software engineers. We've crawled sites like github and stack overflow to…
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The staffcv corporate recruiting solution is a software tool designed to allow any employer to wrap leading e-recruitment…
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Suited connects high-potential candidates in law and finance with firms where they are highly likely to succeed-using behavioral…
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Recruiting-profis mit 1 und vielen spannenden angeboten rund um eure arbeitswelten! Taledo.com 1…
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Mid-market companies and entrepreneurs trust talentcare to ensure their growth and profit are never constrained by talent…
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Talent.io is the simplest way for software engineers to find great jobs in innovative companies. Create your profile in a few…
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Talentmesh is an AI recruiting platform built to help companies hire for strategic and hard-to-fill roles. We combine advanced AI…
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Talentrecruit is an AI-powered recruitment platform that offers a comprehensive, secure, and scalable talent acquisition…
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Talin is the operating system for sales and client delivery. Made exclusively for staffing & recruitment agencies. Outbound is…
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Talos360 is the market leader in autonomous people solutions, empowering businesses to hire smarter, grow faster, and unlock…
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Talscout is an AI driven "one stop solution for talent screening" using cognitive computing and video interviewing technology…
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Technology can be used in all parts of the recruiting process, but techscreen focuses on the part that matters most: presenting…
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Smart staffing solutions. Staffing industry software and back office outsourcing services. Managing front and back office…
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Textkernel is a global leader in providing cutting-edge artificial intelligence technology solutions to over 2,500 corporate and…
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The talent games is an award-winning gamified talent assessments company. We provide online gamified assessments to companies for…
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Hire the right talent. Faster. Welcome to thrive trm, the talent relationship management (trm) platform built to drive network…
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Simple HR technology - a comprehensive human capital management (hcm) solution to make recruiting, screening, onboarding, talent…
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Tradesfactor is the digital hub designed specifically for skilled trades workers, the companies that employ them and the…
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We are firm believers in hiring for attitude, skills, culture fit and inclusivity and build unmistakably effective skills-based…
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Traitify makes the power of human insight accessible. We simplify the way businesses, job seekers, and employees connect. With…
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O seu futuro começa com a gente Já estivemos na posição de quem procura um trampo e de quem quer contratar - agora, ajudamos a…
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Underdog.io builds software that helps engineering and product job seekers find their ideal job with one application. Since…
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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.