Pandologic is a recruitment marketing and conversational AI platform. Serving the world’s most recognizable brands, pandologic…
4.5
16 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
360 online big 5 personality testing. Reveal who you and others think you are, and learn how to act on it.
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
Stop wasting time and money on bad hires. Our platform provides hiring and management solutions by combining myers & briggs…
4.5
1 reviews
Pyjamahr is a next-generation AI-powered digital recruitment platform and applicant tracking system (ATS), offering global…
4.5
14 reviews
Rakuna is on a mission to help employers adapt to the ever-changing recruiting landscape and hire their next wave of talents with…
4.5
5 reviews
Konecta team for coca-cola is a part of the konecta group and all employees are working for konecta on the coca-cola account…
4.5
361 reviews
Refnow is an automated reference checking software that helps you make informed hiring decisions with better data analysis. Save…
4.5
2 reviews
Career harmony is a computer software company based out of 228 e 45th st, New York, New York, United States.
4.5
1 reviews
Rooster is the leading interview scheduling solution built exclusively for workday recruiting by workday experts. With seamless…
4.5
30 reviews
Seeqle is the first recruitment and talent attraction software suite powered by artificial intelligence. Our technology enables…
4.5
1 reviews
Sense is a leading conversational AI recruiting platform helping organizations hire faster, smarter, and at scale-without losing…
4.5
476 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
Shortlister’s automated video interview & assessment platform removes bias, verifies authenticity and enables employers and…
4.5
3 reviews
Find your best applicants. Slideroom is a comprehensive system to accept and review application forms, references, portfolios…
4.5
4 reviews
Smartdreamers is a leading recruitment marketing platform built for enterprises to accelerate talent acquisition by seamlessly…
4.5
1 reviews
Talent clue es un software integral de talent acquisition que permite a las empresas atraer, evaluar y contratar al mejor…
4.5
1 reviews
Talentcube was born out of our need to simplify talent acquisition. We are technologists and we have built high performance…
4.5
1 reviews
Banyan tree mayakoba es el primer resort banyan tree en américa, abrió el 1ro de marzo de 2009. Ubicada sobre la costa este de la…
4.5
6 reviews
Talview is the trust infrastructure for high-stakes decisions in the AI era. As generative AI, deepfakes, and proxy networks…
4.5
33 reviews
Quote-based
Testdome is a provider of high-quality pre-employment screening tests. Our tests cover a wide range of disciplines, each focused…
4.5
87 reviews
Testgorilla is a skills-based hiring platform helping organizations find and hire the right people - faster, fairer, and without…
4.5
781 reviews
Subscription
Founded in 1999, testgrid is a proudly australian owned HR technology and assessment science company. We assist you to optimise…
4.5
2 reviews
Thomas is the largest privately owned global provider of people assessment tools and the only provider with bespoke education and…
4.5
63 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.