Empresa de eventos virtuales y presenciales completamente adaptados a tus necesidades
4.7
23 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
Game-based frontline hiring, serving global enterprises such as rituals, dhl & vodafone. We help frontline organisations identify…
4.7
30 reviews
Fetcher connects you with top talent globally to help turn business dreams into reality. Whether you want to hire fast, enhance…
4.7
13 reviews
Subscription
Findem is the AI platform built for talent decisions. Its labeling engine transforms billions of unstructured people data points…
4.7
10 reviews
Human reviewed technical assessments for scaling businesses Trusted by the world’s fastest growing businesses to cut time to hire…
4.7
5 reviews
Jobma is built to elevate hiring experiences, enabling teams to truly understand each candidate’s potential, skills, and fit. The…
4.7
454 reviews
Quote-based
Recooty is revolutionizing the way small and medium-sized businesses handle recruitment with a goal to simplify hiring…
4.7
23 reviews
Snaphunt helps fast growing companies recruit the best talent across geographies to fuel their growth. Snaphunt gives employers…
4.7
18 reviews
The predictive index empowers companies to overcome their greatest workplace challenges. Powered by 60+ years of behavioral…
4.7
369 reviews
Wedgehr is a Michigan-based company built on the belief that everyone deserves the chance to be truly seen. We’re creating a…
4.7
40 reviews
Subscription
At zinc, we believe that background checks should be instant, easy, and delightful. Yes, you read that right. Traditional…
4.7
101 reviews
Ziprecruiter is a leading online employment marketplace and a nyse-listed company (zip). Powered by AI-driven smart matching…
4.7
909 reviews
Cangrade is the AI candidate screening platform for all of your hiring and talent management needs. Save hours of time, make…
4.6
40 reviews
Codility is the #1 partner for global enterprises using skill-based assessments to build strong engineering teams. Our technical…
4.6
350 reviews
Crosschq is the world's first operating system purpose-built for hiring intelligence. The company provides talent-driven…
4.6
124 reviews
Founded in London by CEO cary curtis, give a grad a go is the UK’s leading graduate recruitment agency, matching exceptional…
4.6
9 reviews
Glider AI skills validation platform, awarded top 50 AI software by g2 and sia winner for most innovative HR technology, provides…
4.6
7 reviews
Pymetrics is now harver. Harver is the industry leading hiring solution helping organizations optimize their talent decisions…
4.6
171 reviews
Interviewer.AI is a purpose-built technology platform designed to help recruiters and HR teams identify and hire the right talent…
4.6
22 reviews
Meet klimb, a leading recruiting software that specializes in application tracking solutions for recruiters. We are proud to say…
4.6
11 reviews
Premier virtual is a multi-functional software-as-a-service (SaaS) platform designed to bridge the gap between technology and…
4.6
33 reviews
Pymetrics is now harver. Harver is the industry leading hiring solution helping organizations optimize their talent decisions…
4.6
171 reviews
Sova is a talent assessment platform that streamlines how your organisation assesses talent. We help you hire and develop the…
4.6
6 reviews
Creating a more just tech industry by fixing hiring for software engineers
4.6
45 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.