Empowering businesses of all sizes with access to bright talent for project solutions, staffing, and freelance expertise. We are…
4.5
1 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
Since 2002 appvault has been revolutionizing the way organizations reach, engage, and hire talent. As a cloud-based recruitment…
4.5
1 reviews
Cleverstaff is the first gamificated software for recruiters We optimize all recruitment processes, reduce routine tasks, and…
4.5
7 reviews
Companies looking to hire talented developers (parrot, ubisoft, warner bros, bank of America, etc.) turn to codingame to evaluate…
4.5
86 reviews
Fullstackjob.com is a free service for full stack software developers looking for an interesting job as a full stack developer or…
4.5
1 reviews
Grayscale helps high-volume hiring teams automate admin tasks like screening and interview scheduling, while accelerating hiring…
4.5
89 reviews
Hackerrank is a technology hiring platform that is the standard for assessing developer skills for 2500+ companies around the…
4.5
314 reviews
Subscription
Higherme is all-in-one hiring software for franchise restaurant businesses to easily recruit, screen, interview, and onboard…
4.5
1 reviews
Hireology is the only hiring platform purpose-built for the unique needs of decentralized industries like healthcare…
4.5
720 reviews
Hiringthing is easy-to-use online software that helps companies hire. When you use it, posting jobs online, accepting resumes and…
4.5
24 reviews
Jobcase inc. Is an agenticai company whose primary function is to power jobcase.com - a social platform with 120 million members…
4.5
8 reviews
Kalibrr is a technology company that transforms the way companies hire the best talents and candidates find meaningful careers…
4.5
1 reviews
Pandologic is a recruitment marketing and conversational AI platform. Serving the world’s most recognizable brands, pandologic…
4.5
16 reviews
Rakuna is on a mission to help employers adapt to the ever-changing recruiting landscape and hire their next wave of talents with…
4.5
5 reviews
Rooster is the leading interview scheduling solution built exclusively for workday recruiting by workday experts. With seamless…
4.5
30 reviews
Sense is a leading conversational AI recruiting platform helping organizations hire faster, smarter, and at scale-without losing…
4.5
476 reviews
Talent clue es un software integral de talent acquisition que permite a las empresas atraer, evaluar y contratar al mejor…
4.5
1 reviews
Talview is the trust infrastructure for high-stakes decisions in the AI era. As generative AI, deepfakes, and proxy networks…
4.5
33 reviews
Quote-based
Testdome is a provider of high-quality pre-employment screening tests. Our tests cover a wide range of disciplines, each focused…
4.5
87 reviews
At wantedly, we help to connect companies and talents who share the same values and vision. Our mission is to build a world where…
4.5
1 reviews
Zappyhire is an AI-powered recruitment automation platform that helps large companies screen, engage, and hire the right talent…
4.5
51 reviews
Pageup clinch combines proactive sourcing tools with intelligent career sites, automated candidate marketing and the passion of…
4.4
13 reviews
Serving more than 25,000 professionals, crelate is the AI-powered living platform™ for modern recruiting. Built for…
4.4
194 reviews
Hackerearth is a skills intelligence platform that helps companies identify, evaluate, and hire top engineering talent. Trusted…
4.4
133 reviews
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Showing 96 of 162 — 66 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.