Included: workforce intelligence, powered by AI. Built for action. Included gives organizations an AI workforce advantage: a…
4.5
144 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
Pandologic is a recruitment marketing and conversational AI platform. Serving the world’s most recognizable brands, pandologic…
4.5
16 reviews
Included: workforce intelligence, powered by AI. Built for action. Included gives organizations an AI workforce advantage: a…
4.5
144 reviews
Sense is a leading conversational AI recruiting platform helping organizations hire faster, smarter, and at scale-without losing…
4.5
476 reviews
Cvviz is an artificial intelligence powered, a cloud-based online recruitment software solution for talent acquisition. Our…
4.4
39 reviews
Logicspice is the trustable and reliable it company, offering customized ready-to-install software scripts and a dedicated team…
4.4
5 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
Intelligo is the world’s leading risk intelligence platform, blending artificial intelligence and human expert analysis to…
4.3
3 reviews
Intelligo is the world’s leading risk intelligence platform, blending artificial intelligence and human expert analysis to…
4.3
3 reviews
Developed for fast-growth and enterprise human resource teams, my ally is the leading AI-enabled talent lifecycle management…
4.3
15 reviews
Eightfold AI's market-leading talent intelligence platform™ helps organizations retain top performers, upskill and reskill their…
4.2
159 reviews
We all know the feeling, you have 50+ roles to fill, and your day is swallowed by manual screening and scheduling. It’s hard to…
4.2
10 reviews
Human potential intelligence is the future of hiring - enabling organizations to elevate the hiring conversation from evaluating…
4.1
95 reviews
At verified first, we believe great companies start with great people. Since 2013, we’ve helped organizations transform their…
4.0
19 reviews
With element you will acquire more candidates and hire the best fast and easy. Element applicant tracking system (ATS) is created…
3.5
1 reviews
Allsorter helps recruitment agencies get candidates to clients faster. We take the manual work out of cv formatting, branding…
Unrated
Search 🔍 engage 💬 nurture 🌱 Our company is shaped by the belief that there is a massive pool of undiscovered talent who simply…
Unrated
Boostrs is an API-first skills mapping engine. By seamlessly connecting our data to hcm solutions, we help companies develop…
Unrated
Cazar understands the difficulties in recruitment and how challenging it can be to attract the right talent for your company. Our…
Unrated
For the first time in India, we are introducing a conversational AI interface for the job seekers in the informal sector (90% of…
Unrated
Digitalhire is the first AI recruiting platform with video resumes. We replace keyword-stuffed pdfs with 90-second video resumes…
Unrated
We are the talent cloud company that empowers organizations to attract, engage, hire, and advance the right talent that builds a…
Unrated
Emmersion is a fully automated and adaptive language assessment engine for certifying speaking, writing, and grammar ability in…
Unrated
Founded in redmond, WA, ezhire was built by a team of professionals from various industries, all with a common challenge; to…
Unrated
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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.