Hrboss is asia's leading provider of data-driven software for both corporate HR and recruitment agencies. All of our cloud…
4.1
7 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
Comonetize is a vertical SaaS marketplace platform that connects recruiters and professional networks. Our solution solves both…
4.0
1 reviews
Hello! We help you to create beautiful forms to interview people and get answers by video, audio or text. You can start…
4.0
1 reviews
Jobtoolz is a recruitment platform for smes, with a strong focus on an employer branding platform with an awesome candidate…
4.0
1 reviews
Talemetry is recruitment marketing results. Simplified.™ we combine our enterprise-grade talemetry® recruitment marketing…
4.0
1 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
Brightmove is an award-winning, cloud-based applicant tracking system (ATS) for recruitment process outsourcing (rpo), staffing…
3.5
11 reviews
Companymatch is a two-sided talent acquisition platform. Our matching algorithm connects latent job seekers directly with the…
3.5
1 reviews
As former HR professionals, we know how hard it is to manage a wide landscape of tasks when your team is stretched thin. That’s…
3.5
5 reviews
With element you will acquire more candidates and hire the best fast and easy. Element applicant tracking system (ATS) is created…
3.5
1 reviews
In a highly competitive business landscape, talent-driven organisations have a distinct advantage. Our innovative digital talent…
3.5
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
Abodoo’s skillsuite™ powered by skillsai™ and the skills agent give businesses and educators real-time intelligence to map…
Unrated
Allsorter helps recruitment agencies get candidates to clients faster. We take the manual work out of cv formatting, branding…
Unrated
Skills tests to hire the best talent
Unrated
Senegal software is a staffing industry analysts (sia) recognized platform. Our software enables staffing companies to manage all…
Unrated
Attest360 is one of it's kind, integrated cloud based background verification aggregator platform which extensively focuses on…
Unrated
Boostrs is an API-first skills mapping engine. By seamlessly connecting our data to hcm solutions, we help companies develop…
Unrated
Your life as an employer branding leader should be simpler and easier. Cliquify is an all-in-one AI platform that helps…
Unrated
𝗪𝗵𝗮𝘁 𝗶𝘀 𝗖𝗼𝗱𝗲𝗦𝗰𝗿𝗲𝗲𝗻 Codescreen is a technical assessment platform. 𝗪𝗵𝗶𝗰𝗵 𝗽𝗿𝗼𝗯𝗹𝗲𝗺 𝗱𝗼𝗲𝘀…
Unrated
Digitalhire is the first AI recruiting platform with video resumes. We replace keyword-stuffed pdfs with 90-second video resumes…
Unrated
Dualoo is the e-recruiting solution for all vocational trainers, HR professionals and recruiters. All applications, whether by…
Unrated
We are the talent cloud company that empowers organizations to attract, engage, hire, and advance the right talent that builds a…
Unrated
Epoise is a leading HR tech start-up, which is hugely disrupting the talent selection and development space by leveraging the…
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.