Healthcare employers (c.a.r.e - cultivate attract retain empower) "ultimate game changer to talent acquisition" Smart hires…
2.5
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
Makers of the most fabulous ATS software: unicorn ATS. We believe that the best recruiting tools are driven by feedback from…
2.5
1 reviews
Videomy (formerly videomyjob) is the employee-generated content (egc) platform built for enterprise teams who need to scale…
2.5
1 reviews
Vuejobs has become the most trusted resource for companies looking to hire vue.js developers. Finding your next vue.js developer…
2.5
1 reviews
Aimtalent: a legacy of talent management, revolutionized by AI. Founded in 2001, as alchemus, we established ourselves as a…
2.4
4 reviews
Precise hire background checks was founded by a top management team with expertise in human resources, staffing, & employment…
2.3
3 reviews
We help you take control and hire better. Update your hiring process and cut your time to hire, your cost per hire and improve…
2.0
1 reviews
1.5
2 reviews
Skillsz is a pre-employment talent screening, assessment, and shortlisting platform enabling tech companies to measure…
1.5
1 reviews
1.4
We help learning developers create better training Learning developers that choose brillium boost learning and productivity with…
1.2
3 reviews
Lensa is a u.s. Job search platform with over 20 million registered users. We connect jobseekers to a wide range of opportunities…
1.0
Compliance resource center (crc) is leading the compliance industry with a suite of solutions geared towards improving compliance…
1.0
Workflow international inc. Has designed and developed deskflow enterprise, a windows-based integrated work management software…
0.5
1 reviews
Tired of job boards generating mediocre and unqualified candidates? Not enough qualified candidates applying through your job…
Unrated
Intelligence is a recruitment database created by recruitment professionals to provide consultants with the best possible tools…
Unrated
Still managing contracts, onboarding and approvals across emails and spreadsheets? We help turn repetitive HR work into…
Unrated
We have built an automatic assessment system, selecting the best talents around the world, earned the trust of leading technology…
Unrated
70 million jobs is the first national, for-profit employment platform for people with criminal records. A y combinator company…
Unrated
Abodoo’s skillsuite™ powered by skillsai™ and the skills agent give businesses and educators real-time intelligence to map…
Unrated
Find and hire virtual assistants and employees at 80% of the cost.
Unrated
Our small business background screening solution lets you order background checks when you need them. There are no monthly fees…
Unrated
Since 1976, alignmark has been a pioneer and leading provider of tools and services for optimizing human capital resources. Our…
Unrated
Mccann associates is an innovative leader in the development and distribution of standardized tests, custom assessments and tools…
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.