Canvas is the first enterprise-grade text-based interviewing platform that enables recruiters to screen more job candidates and…
4.0
508 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
Talemetry is recruitment marketing results. Simplified.™ we combine our enterprise-grade talemetry® recruitment marketing…
4.0
1 reviews
Team engine is an HR automation suite that helps growing companies outcompete for top talent and implement best practices in…
4.0
1 reviews
Subscription
Onrecruit is an international, data-driven organisation with a background in e-commerce and a passion for recruitment. Our…
3.9
4 reviews
College recruiter believes that every student and recent grad deserves a great career and that hiring early-career candidates…
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
Companymatch is a two-sided talent acquisition platform. Our matching algorithm connects latent job seekers directly with the…
3.5
1 reviews
Ripplehire exists to make recruiting effortless, human and delightful. Since 2012, we have served over 1 mn+ users across 50+…
3.5
1 reviews
Screeningcanada™ is an API-first background screening technology created by the same people who started the industry in Canada…
2.5
1 reviews
Assess candidates does the work, so you don’t have to - smarter hiring starts here! Our scientifically-validated assessment tools…
Unrated
Search 🔍 engage 💬 nurture 🌱 Our company is shaped by the belief that there is a massive pool of undiscovered talent who simply…
Unrated
Boostrs is an API-first skills mapping engine. By seamlessly connecting our data to hcm solutions, we help companies develop…
Unrated
Converus provides scientifically validated credibility assessment technologies. Eyedetect® detects deception at 86% accuracy in…
Unrated
Ctc people is a specialised Salesforce consultancy delivering end-to-end recruitment solutions built entirely on the Salesforce…
Unrated
Digitalhire is the first AI recruiting platform with video resumes. We replace keyword-stuffed pdfs with 90-second video resumes…
Unrated
Eduvacancy is India’s first and only platform built for the recruitment needs of the education sector. Eduvacancy is a one-stop…
Unrated
Emmersion is a fully automated and adaptive language assessment engine for certifying speaking, writing, and grammar ability in…
Unrated
Evalgator is an AI-powered platform for candidate assessment and recruitment. Major modules include an applicant tracking system…
Unrated
Fidio has built the video interview platform of the future. It is designed to save companies, job seekers and recruiter’s time…
Unrated
Firstscreen's award-winning AI phone automation platform helps speed up conversations in your mission critical business processes…
Unrated
Hiring is increasingly shaped by AI, automated screening, and optimisation on both sides of the process. Flipbase helps…
Unrated
Glints is the leading talent ecosystem in southeast asia. Our mission is to enable the 120 million professionals in the region to…
Unrated
1st AI studio for talent & workforce data Unify, activate, automate talent & workforce data. Hrflow.AI is the 1st multi-layer AI…
Unrated
Hubert is a pioneering solution for high-volume talent acquisition teams seeking to automate manual screening processes. Through…
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.