Only 30% of candidates have the soft skills needed for job success, and hiringbranch identifies them before you even meet them…
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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
Brand your job board with hiringopps. The easy-to-use hiring solution that will grow with you to drive revenue, cut costs, and…
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Il talento non si cerca. Si riconosce. Ogni azienda sa quanto sia difficile capire davvero il potenziale delle persone. I cv…
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Hotlizard have specialised in building recruitment websites and job board solutions since being established in 1999. The…
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1st AI studio for talent & workforce data Unify, activate, automate talent & workforce data. Hrflow.AI is the 1st multi-layer AI…
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Better hiring software. Built for real-world employers. Priced for small and mid-sized businesses. Hrgp (hire & retain good…
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Hubert is a pioneering solution for high-volume talent acquisition teams seeking to automate manual screening processes. Through…
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Jungleworks is a no-code hyperlocal commerce and delivery stack to set up and manage on-demand businesses.
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Hyreo is the world’s first recruiting CRM with deep conversational AI and virtual hiring capabilities. It is built on the…
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Ice recruit is the UK's number one specialist civil engineering job board. We are the official job board of the institution of…
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Idwall - revolucionando a confiança Desde 2016, a idwall é líder em inovação quando o assunto é identidade digital. Nossa…
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Insights for performance is a consulting firm. We work with our clients to optimize talent. We help them hire the right people…
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Igauge is evolving. Entering the next phase of building, informed by prior enterprise learnings and real-world deployments. We…
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Iintegra is a cloud based applicant tracking system (ATS) which is designed to make the management of your end to end recruitment…
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Ikm’s powerful talent assessments help companies hire the right people for the right job and develop them to their full…
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We believe hiring should be human-not just a process. At impress.AI, we’re reimagining recruitment with a simple but powerful…
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Retain is a workforce intelligence platform that helps organizations understand what employees actually need in real time. It…
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Indivizo offers data-driven, AI-powered recruitment solutions to help hiring top talent faster. Our cloud-based platform includes…
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Our managed services solution saves you time and money by streamlining and simplifying the contingent workforce recruitment…
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Our unique recruitment CRM is designed to manage your entire recruitment lifecycle and incorporates the most advanced features…
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Infotracer gathers billions of records from thousands of sources including courthouses, registries, county sheriff offices, the…
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Inhersight is a career platform helping millions of women find workplaces where they can thrive. As the largest company reviews…
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Inkoming is an applicant tracking software which lets you manage easily your candidates, jobs and interviews with social…
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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.