Meetcode is the go-to platform to screen and interview developers remotely. Hire faster and more accurately by streamlining your…
Unrated
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
How meetfrank works: 1. Create a free profile in the meetfrank app by listing your skills and expectations. 2. We will show your…
Unrated
Meetr is a people finding toolkit, a pre-vetting platform, that automated the hiring process for employers, while making it fun…
Unrated
Better hiring with AI-driven predictions! Benefits : 1. Remove guesswork in hiring with intelligent transparent technologies 2…
Unrated
Mevitae is the people intelligence ecosystem powering faster, fairer, and fully explainable workforce decisions. By combining…
Unrated
At millow, we help businesses make informed decisions by mitigating hiring and financial risks. As a trusted background…
Unrated
Mogul is a modern executive search & training firm powered by technology personalized to you. Our #1 programs are AI training &…
Unrated
Unrated
Since 2007, monitorbase has helped thousands of retail mortgage loan officers find closed loans within their contacts. Our…
Unrated
Moonshot insights helps companies solve their turnover problem by predicting applicant success within the context of a specific…
Unrated
Coolersoft is dedicated to making the lives of recruiters and HR professionals easier. As recruiters, we too grew tired of facing…
Unrated
Multiverse is the upskilling platform for AI and tech adoption. We’ve built a new model for transforming today’s workforce by…
Unrated
Based in Dublin, Ireland, our sole goal is to help revolutionise client side recruitment technology and empower companies to grow…
Unrated
Canadian criminal record checks made simple. No hidden fees. Get your personalized report - instantly. With the help of our…
Unrated
Our mission is simple. To connect the most qualified candidates with outstanding career opportunities, and to help employers…
Unrated
Mypeoplebiz | a recruitment marketing and applicant tracking system | smart hiring Experience a powerful cloud-based talent…
Unrated
Myprorecord - not just an applicant tracking system (ATS) Targeting small and medium sized businesses, myprorecord gives you an…
Unrated
Built specifically for associations, you get only the features you need to create a valuable job board that will keep your…
Unrated
Neufast enterprise SaaS offers patent-filed debiased AI for pii redaction in video interviews for pre-employment talent…
Unrated
🚀 hire and retain talent that performs: with objective behavioural insights on your candidates, employees and company. 💡 our…
Unrated
Nexam solution inc. Is a Canada based company specializing in online skills and knowledge assessments. The nexam® web platform…
Unrated
Nextal is a recruiting software company located in montreal, qc. It offers a talent acquisition suite that streamlines the entire…
Unrated
Quote-based
Mission: At nextrecruiter inc. We strive to provide healthcare staffing firms and human resource professionals with a state of…
Unrated
Njoyn applicant tracking system Njoyn™ is the recruitment and applicant tracking system that solves the issue of efficiently…
Unrated
View more RevAgents
Showing 960 of 1,268 — 308 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.