The english quiz is a secure online language testing platform that assists companies in accurately and efficiently evaluating…
Unrated
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
The pathfinder company is a trading name of the right five llc. Pathfinders prioritize innovation when faced with opportunities…
Unrated
The talent games is an award-winning gamified talent assessments company. We provide online gamified assessments to companies for…
Unrated
Thrivemap helps you hire more effectively through unique assessments that authentically reflect what it’s like to work in your…
Unrated
Totaljobs is part of stepstone, one of the world’s leading next-generation recruitment solution providers. Offering full support…
Unrated
Tracktalents is a leading applicant tracking system that uses semantic matching algorithms to get the right candidates at the…
Unrated
We are firm believers in hiring for attitude, skills, culture fit and inclusivity and build unmistakably effective skills-based…
Unrated
Validcandidate provides an easy-to-use yet powerful e-recruitment system, built specifically for it field. A system that is…
Unrated
Valuehire is an enterprise SaaS product startup. We offer a platform for agency recruiters to manage their entire recruitment…
Unrated
At vanillahr, we believe that hiring should be easy and accessible for everyone. Our all-in-one hiring platform streamlines the…
Unrated
Vcv automates 4 steps of recruitment in one framework unifying job posting, screening, assessing and video interviewing.
Unrated
Vdohire is an AI-driven video interview platform, which connects employers with jobseekers anywhere in the country. With vdohire…
Unrated
Founded in 2016, veecruit is an artificial intelligence-based job interview management software company. Trusted by more than 500…
Unrated
Stop wasting valuable time sorting through unqualified resumes! Quickly and easily determine the best WordPress developers for…
Unrated
GTM foundation. Recruitment. Enablement. Ever wonder why so many ex-military end up as private security? Or former athletes…
Unrated
Job application with emotion - hire the real person behind the paper What we are up to? We’re on a mission to help every…
Unrated
Employertube.com helps streamline the recruitment process for both employers, agencies and job seekers. Employertube is today’s…
Unrated
Vieple is revolutionising recruitment by bringing together the power of video and interviewing. Vieple is reducing the cost to…
Unrated
In viterbit we seek to help companies to centralize, optimize and obtain the best performance in each of their selection…
Unrated
Integrated video-first platform to meet all of your recruitment needs. Using on-demand video allows candidates to complete an…
Unrated
At vouchfor we believe that the recruitment industry is outdated and costly to employers. Conversion to hire rates for referrals…
Unrated
Wisestep is a AI powered applicant tracking software and a cutting-edge talent acquisition system that accelerates and automates…
Unrated
Relaunching soon
Unrated
“human capital” is a key resource in an organization. We support your endeavor to optimize this resource. We provide solutions to…
Unrated
View more RevAgents
Showing 384 of 391 — 7 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.