Team engine is an HR automation suite that helps growing companies outcompete for top talent and implement best practices in…
4.0
1 reviews
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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
Onrecruit is an international, data-driven organisation with a background in e-commerce and a passion for recruitment. Our…
3.9
4 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
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
Bountyjobs helps employers and recruitment agencies work better, together. Our solutions help HR teams find and engage…
3.5
1 reviews
Videomy (formerly videomyjob) is the employee-generated content (egc) platform built for enterprise teams who need to scale…
2.5
1 reviews
Aimtalent: a legacy of talent management, revolutionized by AI. Founded in 2001, as alchemus, we established ourselves as a…
2.4
4 reviews
We are a recruitment technology business that enables talent attraction platforms and career sites to bring employers and…
Unrated
Big.jobs is an all-in-one talent suite designed to streamline startup hiring. Our forever-free ATS equips you with essential…
Unrated
Say hello to your white-label recruitment technology! 👋 Your own best in breed ATS, ready in under 4 weeks - adding a new…
Unrated
Hire in under 5 days - no matter how many apply. Cauldron layers on top of your ATS and allows you to instantly qualify…
Unrated
Chillsoft.io - new-age enterprise cloud-based smart HR tech for all businesses. World’s first hrms software with in-built custom…
Unrated
Enterprise cv analysis and evaluation at scale inside your ATS. Promote data-driven decision making and enable recruiters to…
Unrated
Digitalhire is the first AI recruiting platform with video resumes. We replace keyword-stuffed pdfs with 90-second video resumes…
Unrated
Factoryfix helps employers and staffing firms hire industrial talent more efficiently. We combine a proprietary network of 10m+…
Unrated
Hireability is a leading world-wide provider of cloud-based cv, resume and job parsing technologies. Our resume parsing software…
Unrated
At hireink, we realize that recruitment is a crucial and exhaustive process. The task involved has an important role in assuring…
Unrated
Hirelogic is an AI-powered conversational analytics platform that dramatically improves interview intelligence and productivity…
Unrated
At hirescore we help you make informed hiring decisions while helping you streamline your hiring process making it more efficient…
Unrated
Hubert is a pioneering solution for high-volume talent acquisition teams seeking to automate manual screening processes. Through…
Unrated
We believe hiring should be human-not just a process. At impress.AI, we’re reimagining recruitment with a simple but powerful…
Unrated
Retain is a workforce intelligence platform that helps organizations understand what employees actually need in real time. It…
Unrated
Indivizo offers data-driven, AI-powered recruitment solutions to help hiring top talent faster. Our cloud-based platform includes…
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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.