Cvviz is an artificial intelligence powered, a cloud-based online recruitment software solution for talent acquisition. Our…
4.4
39 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
Directlyapply develops job matching technology. We create advanced user features, data extractions, algorithmic matching, and…
4.4
Flashrecruit is a live-chat platform enabling recruiters to connect in real-time with job seekers to make meaningful, online…
4.4
19 reviews
Freshworks inc. (nasdaq: frsh) builds uncomplicated service software that delivers exceptional customer and employee experiences…
4.4
279 reviews
G2 is the world's largest and most trusted software marketplace. More than 100 million people annually - including employees at…
4.4
Hackerearth is a skills intelligence platform that helps companies identify, evaluate, and hire top engineering talent. Trusted…
4.4
133 reviews
Hirequotient leverages generative AI, skill intelligence built over years, and ChatGPT to revolutionize the way companies hire…
4.4
8 reviews
Stop waiting for talent to find you. Traditional job boards miss the vast majority of the best candidates. Jobilla disrupts the…
4.4
299 reviews
Logicspice is the trustable and reliable it company, offering customized ready-to-install software scripts and a dedicated team…
4.4
5 reviews
Jobsoid is an online applicant tracking system (ATS) which simplifies every step of the recruitment process in organizations…
4.4
12 reviews
Was ich kenne und auch kann **recruitment consulting** Suche, auswahl und gewinnung von qualifizierten fach- und führungskräften…
4.4
14 reviews
Mynexthire is bringing an analytics first approach to help emerging and enterprise companies to plan and recruit top talent…
4.4
10 reviews
Infoedge llc is a management consulting firm helping customers improve business strategy, accelerate innovation and manage risk…
4.4
31 reviews
Pipeline is a career marketplace for tech sales talent and tech companies. We bring together top tech companies with tech sales…
4.4
9 reviews
Pulsifi's mission is to understand each unique individual in order to help them thrive in the right roles and grow with purpose…
4.4
12 reviews
Scout talent is a talent acquisition platform that supports organisations with their strategic growth. Scout talent’s platform…
4.4
80 reviews
Elance is now upwork, the world’s largest freelancing website. Visit us at https://www.LinkedIn.com/company/upwork
4.4
119 reviews
We help organisations hire with confidence and operate with integrity through two powerful solutions: global pre-employment…
4.4
6 reviews
Subscription
Yello helps top employers manage their recruitment process to source and engage qualified early-career candidates. Now, with…
4.4
33 reviews
Bullhorn's core purpose is to create an incredible customer experience, and the organization has a sharp focus on delivering very…
4.3
8 reviews
Grow your business with the right people! Careerplug's software is built on a proven playbook to help you hire and retain your…
4.3
23 reviews
Coderpad is the technical hiring platform built for the AI era - trusted by over 4,000 organizations in 165+ countries to…
4.3
20 reviews
Data facts provides clients with national and international background screening solutions to make sound hiring decisions. We…
4.3
2 reviews
Daxtra technologies is a world-leading specialist in high-accuracy, multilingual job and resume parsing, semantic search…
4.3
2 reviews
View more RevAgents
Showing 384 of 499 — 115 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.