Qualifi is changing the way high-volume recruiters screen all their candidates. Our frictionless platform identifies top…
5.0
18 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
Quanthub helps universities lead the transition to data and AI education - responsibly, at scale, and in step with a rapidly…
5.0
Recreach is a smart, automated communications platform that is changing the way recruiters around the world are working. Our…
5.0
1 reviews
Recruitbot is an all-in-one recruiting tool for hard to fill roles. We use AI-based candidate matching and powerful search to…
5.0
1 reviews
An ATS/CRM with separate platforms for corporate HR teams & recruiting / staffing agencies that makes hiring faster and easier…
5.0
7 reviews
Targetx delivers scalable technology to help higher ed professionals across the world focus on what matters most - their…
5.0
1 reviews
Manage your sensory and consumer research in one place using our powerful, innovative and intuitive application. And with no…
5.0
1 reviews
Refapp is a talent intelligence solution which assists recruiters in making efficient, professional and secure reference checks…
5.0
12 reviews
Resourcing pod ltd is an outsourcing/offshoring company based out of 103 mere grange leaside, st. Helens, United Kingdom.
5.0
1 reviews
Objective management group (omg) is the leading provider of sales-specific assessments. Omg's assessments offer insights into an…
5.0
15 reviews
Screenable is designed to make it simple, quick and effective for both recruiters and applicants to manage the job application…
5.0
1 reviews
Screeninghive is a video interview software that helps you hire candidates quickly. Screeninghive is a robust and affordable…
5.0
1 reviews
Shazamme builds cutting edge recruitment, staffing & career websites, our recruitment website technology makes it easy for you to…
5.0
1 reviews
Job seekers face tough odds, as fewer than 6% of applicants land an interview. Skillsyncer helps level the playing field by…
5.0
2 reviews
Stack overflow strives to be the most vital source for technologists, helping them to cultivate community, power learning, and…
5.0
1 reviews
Stowhire is a simple applicant tracking tool that helps startups and small businesses hire faster. It makes it easy to add your…
5.0
1 reviews
Suitable AI is a technology and engineering solutions partner enabling enterprises to address complex business and innovation…
5.0
3 reviews
API service to help your business build super intelligent solutions.
5.0
1 reviews
5.0
2 reviews
Discover the AI miracle: how to skyrocket your recruitment success overnight. AI recruitment software! Compatible with hundreds…
5.0
2 reviews
Talentsquare is a belgian HR-tech company founded by thibaut halbrecq who has more than 20 years of experience in developing…
5.0
1 reviews
Textio is a leader in building tools that help high-growth companies recruit and give feedback to high-performing teams. The…
5.0
1 reviews
The domain name upsider.co is for sale. Make an offer or buy it now at a set price.
5.0
1 reviews
Veriscreen, inc. Stands as pioneers and industry leaders in the background security field. With 22 years of experience, we…
5.0
2 reviews
View more RevAgents
Showing 96 of 570 — 474 more to see.
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.