Hackerrank is a technology hiring platform that is the standard for assessing developer skills for 2500+ companies around the…
4.5
314 reviews
Subscription
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
Most people settle for jobs they get - not jobs that they want. Hackertrail is on a mission to fix this, specifically for tech…
4.5
1 reviews
Higherme is all-in-one hiring software for franchise restaurant businesses to easily recruit, screen, interview, and onboard…
4.5
1 reviews
Hireology is the only hiring platform purpose-built for the unique needs of decentralized industries like healthcare…
4.5
720 reviews
Hirestream is an AI-powered ATS for the modern SME. Hirestream is a product of years of HR expertise and the painstaking…
4.5
2 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
Hiya brings real people and real opportunities together, to share stories and match the best candidates with the right companies…
4.5
1 reviews
HR avatar is the online pre-employment test tool that makes it easy to objectively make great hires. HR avatar provides…
4.5
68 reviews
Hroffice is the one-stop software solution for your HR and recruitment efforts. In the netherlands, we are a valued recruitment…
4.5
1 reviews
Incheck offers a full suite of background screening solutions for employers and volunteer organizations. With 20 years of…
4.5
1 reviews
Included: workforce intelligence, powered by AI. Built for action. Included gives organizations an AI workforce advantage: a…
4.5
144 reviews
Interviewing.io lets software engineers practice technical interviewing anonymously and land great jobs in the process. Become…
4.5
2 reviews
Jitalent is a result of a vision to help SME's and other employers to get free access to an ocean of talent to fulfill their…
4.5
1 reviews
Bricksteel enterprises info tech pvt ltd (bsetec) is an inspiration from its parent company bricksteel enterprises, the veterans…
4.5
2 reviews
Jobcase inc. Is an agenticai company whose primary function is to power jobcase.com - a social platform with 120 million members…
4.5
8 reviews
Jobtarget recruitment solutions help leading fortune 1000 companies, recruitment advertising agencies and small businesses…
4.5
2 reviews
Jombay (a part of cielhr group) is known for helping organizations create a workplace of winners! We do this through identifying…
4.5
2 reviews
Journalismjobs.com has journalism and media job listings with digital media, newspapers, tv stations, radio stations, magazines…
4.5
1 reviews
Kalibrr is a technology company that transforms the way companies hire the best talents and candidates find meaningful careers…
4.5
1 reviews
Livehire is a globally-leading total talent platform - enabling clients to attract and engage both permanent employees and…
4.5
39 reviews
We are the WordPress developers behind the matador jobs WordPress plugin that displays you job board natively in WordPress and…
4.5
1 reviews
The hiring process is often time-consuming, complicated & frustrating. Moberries is solving the job market inefficiencies by…
4.5
2 reviews
Monjin is world's first interviewer's network with a self-aggregating, ever-growing global force of experienced, even…
4.5
5 reviews
At one source, we believe success for any organization begins with the right people. We provide timely, comprehensive, and…
4.5
2 reviews
View more RevAgents
Showing 312 of 341 — 29 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.