The largest remote work community in the world. With over 7m visitors, wwr is the #1 destination to find and list incredible…
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
Holding company.
4.0
5 reviews
Zwayam is an enterprise grade AI-powered hiring automation platform that orchestrates hiring end-to-end - from requisition to…
4.0
3 reviews
Appcast is the award-winning, global leader in programmatic job advertising technology. With advanced technology, unmatched…
3.9
11 reviews
For more than 25 years, monster jobs has helped millions of people navigate their careers with confidence. From building resumes…
3.9
101 reviews
HR services is the provider of the mystaffingpro applicant tracking suite, mystaffingpro elevate recruiting software…
3.9
15 reviews
Onrecruit is an international, data-driven organisation with a background in e-commerce and a passion for recruitment. Our…
3.9
4 reviews
At talogy, we're proud to be one of the world's leading talent management solution providers. Crafting personalized solutions to…
3.9
6 reviews
In a category of inflexible giants and ill-equipped startups, accurate background stands alone. We bring the expertise and tools…
3.8
15 reviews
Background checks are vital to your business and the community, we want the opportunity to be your source for this important…
3.8
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
College recruiter believes that every student and recent grad deserves a great career and that hiring early-career candidates…
3.8
2 reviews
Skill assessments, contests and interviews. Now deployed by the likes of capgemini, razorpay, sapient, edgeverve, fractal…
3.8
2 reviews
Improve team communication and productivity by filtering candidates to fit, balance, and improve your team with our good&co pro…
3.8
2 reviews
Editeur d’une solution en mode SaaS qui a fait ses preuves depuis 15 ans, humansourcing est aujourd’hui une référence dans la…
3.8
3 reviews
A little bit of history... Formed in 1993 by entrepreneur robbie cowling and his business partner john witney, jobserve was the…
3.8
2 reviews
Landed is more than software; it's a catalyst for transforming your recruitment strategy. Join the growing community of companies…
3.8
2 reviews
The company has provided a good job
3.8
2 reviews
Talentzoo.com is the best resource on the web for jobs and industry updates in advertising, new media, marketing, and technology…
3.8
10 reviews
To view our entire social media policy please see www.opm.gov. In order to better serve the public, opm maintains accounts on…
3.8
12 reviews
At zmash, we help companies change their recruitment and employer branding processes to align with the new trends that…
3.7
3 reviews
With over a decade of experience in the industry, corescreening provides high quality background screening tools and solutions to…
3.7
3 reviews
All employment background checks are not the same! Hiresafe provides fcra and state compliant background screening services along…
3.7
12 reviews
De band tussen jou en je huisdier is uniek. Dat weten wij als geen ander. Want huisdieren horen er helemaal bij en hebben een…
3.7
3 reviews
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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.