Creating a more just tech industry by fixing hiring for software engineers
4.6
45 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
Xor is a fast-growing HR technology company, the global leader in quality recruitment. Xor has been working on revolutionary…
4.6
5 reviews
Bryq is the talent assessment platform that measures what actually Drives on-the-job success -- cognitive ability, behavioral…
4.5
26 reviews
Companies looking to hire talented developers (parrot, ubisoft, warner bros, bank of America, etc.) turn to codingame to evaluate…
4.5
86 reviews
Pyjamahr is a next-generation AI-powered digital recruitment platform and applicant tracking system (ATS), offering global…
4.5
14 reviews
At wantedly, we help to connect companies and talents who share the same values and vision. Our mission is to build a world where…
4.5
1 reviews
Powering the future of job board technology Careerleaf is a technology company that empowers job boards to future-proof their…
4.4
11 reviews
Pageup clinch combines proactive sourcing tools with intelligent career sites, automated candidate marketing and the passion of…
4.4
13 reviews
Cvviz is an artificial intelligence powered, a cloud-based online recruitment software solution for talent acquisition. Our…
4.4
39 reviews
Mynexthire is bringing an analytics first approach to help emerging and enterprise companies to plan and recruit top talent…
4.4
10 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
We help organisations hire with confidence and operate with integrity through two powerful solutions: global pre-employment…
4.4
6 reviews
Subscription
One of three market-leading ATS solutions by employ, jazzhr is a simple, easy-to-use applicant tracking system, a one-stop-shop…
4.3
395 reviews
Developed for fast-growth and enterprise human resource teams, my ally is the leading AI-enabled talent lifecycle management…
4.3
15 reviews
👉powering what’s next in talent acquisition 👈 At otomeyt AI, we are on a mission to disrupt the art of recruitment intelligent…
4.3
42 reviews
Pitchme delivers data intelligence for hiring teams, streamlining talent discovery with efficient tools. Our end-to-end AI-driven…
4.3
6 reviews
Potential is hard to pin down. It's even harder when you’re dealing with 100’s of roles and 1000’s of applications. By…
4.2
10 reviews
Interviewstream exists to simplify your hiring process through our video interviewing and scheduling platform. We help you cut…
4.2
39 reviews
Vizirecruiter transforms boring, text-based job descriptions into branded, visual job descriptions that attract, engage and…
4.2
3 reviews
Beamery is the AI platform for workforce transformation: we are trusted by global enterprises to plan, build, and optimize their…
4.1
120 reviews
Human potential intelligence is the future of hiring - enabling organizations to elevate the hiring conversation from evaluating…
4.1
95 reviews
Hrboss is asia's leading provider of data-driven software for both corporate HR and recruitment agencies. All of our cloud…
4.1
7 reviews
Jobtoolz is a recruitment platform for smes, with a strong focus on an employer branding platform with an awesome candidate…
4.0
1 reviews
Talemetry is recruitment marketing results. Simplified.™ we combine our enterprise-grade talemetry® recruitment marketing…
4.0
1 reviews
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Showing 48 of 94 — 46 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.