Stop waiting for talent to find you. Traditional job boards miss the vast majority of the best candidates. Jobilla disrupts the…
4.4
299 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
Mynexthire is bringing an analytics first approach to help emerging and enterprise companies to plan and recruit top talent…
4.4
10 reviews
Pipeline is a career marketplace for tech sales talent and tech companies. We bring together top tech companies with tech sales…
4.4
9 reviews
We help organisations hire with confidence and operate with integrity through two powerful solutions: global pre-employment…
4.4
6 reviews
Subscription
Yello helps top employers manage their recruitment process to source and engage qualified early-career candidates. Now, with…
4.4
33 reviews
Grow your business with the right people! Careerplug's software is built on a proven playbook to help you hire and retain your…
4.3
23 reviews
Daxtra technologies is a world-leading specialist in high-accuracy, multilingual job and resume parsing, semantic search…
4.3
2 reviews
Dover is on a mission to help every company build an amazing team. Every founder and business leader should have the tools and…
4.3
19 reviews
Goodtime is the leader in complex interview scheduling automation for enterprise talent teams. Built for scale, our platform…
4.3
75 reviews
At haley marketing, we're staffing industry specialists. Websites. Social media. Programmatic job advertising. Blogging. Email…
4.3
6 reviews
Cayuse talent solutions llc. (cts) provides top tier talent to government and commercial clients. We provide permanent placement…
4.3
12 reviews
Hrmc ingenuity creation of acclaim recruitment CRM as a fully automated assessment platform that standardizes best hiring…
4.3
2 reviews
One of three market-leading ATS solutions by employ, jazzhr is a simple, easy-to-use applicant tracking system, a one-stop-shop…
4.3
395 reviews
Developed for fast-growth and enterprise human resource teams, my ally is the leading AI-enabled talent lifecycle management…
4.3
15 reviews
Nothing fancy, we just share active jobs for almost every industry worldwide. We help job seekers to connect with the recruiters…
4.3
71 reviews
New work braucht new hiring: ein neues verständnis von recruiting und neue herangehensweisen, um in schwierigen zeiten genau jene…
4.3
3 reviews
👉powering what’s next in talent acquisition 👈 At otomeyt AI, we are on a mission to disrupt the art of recruitment intelligent…
4.3
42 reviews
Smartrecruiters is the recruiting AI company that transforms hiring for the world’s leading enterprises. Built for global scale…
4.3
441 reviews
Eightfold AI's market-leading talent intelligence platform™ helps organizations retain top performers, upskill and reskill their…
4.2
159 reviews
A social recruiting platform for recruiting companies & agencies to recruit high quality talents quickly using social network…
4.2
5 reviews
Jobscore is the original user-friendly, all-in-one online recruiting software solution. Our modern, intuitive applicant tracking…
4.2
126 reviews
We all know the feeling, you have 50+ roles to fill, and your day is swallowed by manual screening and scheduling. It’s hard to…
4.2
10 reviews
Beamery is the AI platform for workforce transformation: we are trusted by global enterprises to plan, build, and optimize their…
4.1
120 reviews
For more than two decades, careerbuilder has helped millions of professionals turn ambition into progress. Designed for those…
4.1
64 reviews
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Showing 120 of 162 — 42 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.