Eon applications, inc. Specializes in targeted integrated business solutions for the small and medium businesses (SME) space and…
4.5
2 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
That perfect hire is closer than you think. We help you find them by supporting your hiring efforts every step of the way…
4.5
35 reviews
Empowering businesses of all sizes with access to bright talent for project solutions, staffing, and freelance expertise. We are…
4.5
1 reviews
Purpose-built to make hiring empirical and ethical, the applied platform uses anonymised applications and skill-based assessments…
4.5
3 reviews
Since 2002 appvault has been revolutionizing the way organizations reach, engage, and hire talent. As a cloud-based recruitment…
4.5
1 reviews
Authentic jobs is a targeted destination for web and creative professionals, and the companies seeking to hire them. Since 2005…
4.5
1 reviews
The auto-scheduler is the next generation of scheduling featuring automatic scheduling of qualified applicants
4.5
1 reviews
Before you apply is a media property for job seekers in the tech world. It's what my team members and I wish existed the last…
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
Checkr is the data platform that powers safe and fair decisions. We’re a technology company that helps our customers assess risk…
4.5
186 reviews
Cleverstaff is the first gamificated software for recruiters We optimize all recruitment processes, reduce routine tasks, and…
4.5
7 reviews
Aspiring minds, an shl company, is a global job skills credentialing leader set up with a vision to create a merit driven talent…
4.5
2 reviews
Companies looking to hire talented developers (parrot, ubisoft, warner bros, bank of America, etc.) turn to codingame to evaluate…
4.5
86 reviews
The domain name joblink.co is for sale. Make an offer or buy it now at a set price.
4.5
1 reviews
Recruitment automation is all the rage at the moment. It is at the centre of how we execute and manage the day to day tasks…
4.5
1 reviews
Desktop application: a software app for drug and alcohol testing data management and random selection. The dtsms provides…
4.5
2 reviews
The national skills academy for it is no longer in operation. The work of the national skills academy for it is being taken…
4.5
312 reviews
Flexjobs is the longtime leader and a trusted work from home job site, helping job seekers find the highest-quality remote…
4.5
3 reviews
Fullstackjob.com is a free service for full stack software developers looking for an interesting job as a full stack developer or…
4.5
1 reviews
Building uncommon solutions for talent acquisition and HR using process and technology hacks.
4.5
1 reviews
Better by every measure. Get to know the only employment screening experts with unmatched compliance expertise, advanced…
4.5
63 reviews
Gohire offers as suite of recruiting chatbots that help companies attract, engage, and hire job seekers through automated…
4.5
1 reviews
Grabjobs is an innovative web and mobile recruitment solution for entry to mid-level jobs. Our solution showcases an AI interview…
4.5
2 reviews
Grayscale helps high-volume hiring teams automate admin tasks like screening and interview scheduling, while accelerating hiring…
4.5
89 reviews
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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.