Jobtoolz is a recruitment platform for smes, with a strong focus on an employer branding platform with an awesome candidate…
4.0
1 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
Stories inc. Is your global content partner for delivering high-quality content libraries-fast. We activate brands by…
4.0
3 reviews
Subscription
Talemetry is recruitment marketing results. Simplified.™ we combine our enterprise-grade talemetry® recruitment marketing…
4.0
1 reviews
Find work that's worth it.
4.0
6 reviews
Zwayam is an enterprise grade AI-powered hiring automation platform that orchestrates hiring end-to-end - from requisition to…
4.0
3 reviews
Bayt.com is the middle east’s leading job site, connecting top employers with talented professionals across the mena region since…
3.8
2 reviews
Skill assessments, contests and interviews. Now deployed by the likes of capgemini, razorpay, sapient, edgeverve, fractal…
3.8
2 reviews
At zmash, we help companies change their recruitment and employer branding processes to align with the new trends that…
3.7
3 reviews
Ihire is a leading employment platform that powers a family of 57 industry-focused talent networks, including workinsports…
3.6
Symphony talent delivers innovative, award-winning talent acquisition solutions that empower clients worldwide to expertly…
3.6
21 reviews
Companymatch is a two-sided talent acquisition platform. Our matching algorithm connects latent job seekers directly with the…
3.5
1 reviews
Founded in 2010, jobillico is a company that is continually revolutionizing the job market. Since our beginnings, more than…
3.5
2 reviews
In a highly competitive business landscape, talent-driven organisations have a distinct advantage. Our innovative digital talent…
3.5
1 reviews
Ascendify helps the world's largest organizations attract, engage and select their future talent. Our AI-powered software…
3.0
3 reviews
Videomy (formerly videomyjob) is the employee-generated content (egc) platform built for enterprise teams who need to scale…
2.5
1 reviews
Applyflow helps recruitment agencies, employers, and talent communities build high-performing digital platforms that attract…
Unrated
Students - meet employees at small & large companies from your laptop or your smartphone, from campus or from your sofa. Get to…
Unrated
Cazar understands the difficulties in recruitment and how challenging it can be to attract the right talent for your company. Our…
Unrated
Your life as an employer branding leader should be simpler and easier. Cliquify is an all-in-one AI platform that helps…
Unrated
Glints is the leading talent ecosystem in southeast asia. Our mission is to enable the 120 million professionals in the region to…
Unrated
Our mission is to help students realise their potential in the world of work through technology, content and tools. That’s not an…
Unrated
Hyreo is the world’s first recruiting CRM with deep conversational AI and virtual hiring capabilities. It is built on the…
Unrated
Inploi is a candidate experience platform empowering brands to forge authentic connections with their future workforce. We exist…
Unrated
Jobsnprofiles is a modern career and hiring platform connecting job seekers with employers across the United States through…
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.