The assessment company is committed to seeing businesses and organizations, managers, and employees succeed and excel further in…
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
Unrated
Tired of spending countless hours sifting through cv’s and relying on gut feelings for hiring decisions? Meet pera, the…
Unrated
G2 is the world's largest and most trusted software marketplace. More than 100 million people annually - including employees at…
Unrated
Perform zone provides tools and training to help you find hire and inspire the best staff available. Recruitment software…
Unrated
Recruitment, consulting
Unrated
With organizations operating remotely, hiring has become more tech-driven and has gone entirely digital. Perspectai helps…
Unrated
Versus talent profile is a geneva-based provider of science-driven psychometric assessment solutions designed to unlock human…
Unrated
Quickly create job listing website with pg job board software
Unrated
Award winning software business, phoenix51 is a powerful employee technology enabling organisations to make data driven decisions…
Unrated
Picsastock is an online marketplace that gives millions of photographers an easy way to sell their photos to global companies and…
Unrated
Pi midlantic's talent optimization discipline focuses on developing your organization's people strategy and aligning it with your…
Unrated
Pinsight delivers leadership intelligence for hiring, development, and succession-helping organizations make smarter leadership…
Unrated
Pivotcx by daxtra Pivotcx is transforming the way that recruiting gets done. Pivotcx empowers recruiting teams to make better…
Unrated
Executive search, contingent hiring project/volume hiring , recruitment process outsourcing . Reach us on email at…
Unrated
Planet software are the company behind sonia - the world's most widely used student placement management software, in use in…
Unrated
Plumvue is an amazing new digital hiring platform that delivers free online video interviewing solution for employers, colleges…
Unrated
At pmaps, our mission is to provide organizations with a reliable assessment platform to evaluate the entry-level job seekers and…
Unrated
For the last eight years postings.com (previously catalystfive) has been helping businesses of all sizes find the best candidate…
Unrated
Taking your first step on a sales career path can be a daunting challenge. At powergrads, we make life much easier for new…
Unrated
Recruitment process has come a long way. Gone are those days when one would note everything on pad. Today, technology has taken…
Unrated
Vi hjælper jobsøgere, jobcentre, virksomheder m.fl. Med at sætte fokus på de personlige egenskaber til at lave det gode jobmatch…
Unrated
Made for those struggling to find top talent. Simple, easy to use software that will revolutionize the hiring process. Need to…
Unrated
Precisecheck is a consumer reporting agency providing background screening services for employers and property owners…
Unrated
View more RevAgents
Showing 1,008 of 1,268 — 260 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.