International executive search & talent partner for hard-to-fill, business-critical roles in industry, engineering, telecoms &…
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
Assess candidates does the work, so you don’t have to - smarter hiring starts here! Our scientifically-validated assessment tools…
Unrated
Cazar understands the difficulties in recruitment and how challenging it can be to attract the right talent for your company. Our…
Unrated
Enterprise cv analysis and evaluation at scale inside your ATS. Promote data-driven decision making and enable recruiters to…
Unrated
Digitalhire is the first AI recruiting platform with video resumes. We replace keyword-stuffed pdfs with 90-second video resumes…
Unrated
We are the talent cloud company that empowers organizations to attract, engage, hire, and advance the right talent that builds a…
Unrated
Eduvacancy is India’s first and only platform built for the recruitment needs of the education sector. Eduvacancy is a one-stop…
Unrated
At elevator we believe team is everything. All of us want to do meaningful work with people we enjoy and respect. This is why we…
Unrated
“your jobs everywhere, automatically. Automated distribution of job offers on LinkedIn, Google, talent, monster, guichet-emplois…
Unrated
Epoise is a leading HR tech start-up, which is hugely disrupting the talent selection and development space by leveraging the…
Unrated
Exacthire empowers growing organizations to attract, hire, and retain top talent-quickly and effectively. By combining our robust…
Unrated
Most recruitment processes rely on information that was never designed to predict performance. Cvs can be polished. Interviews…
Unrated
Factoryfix helps employers and staffing firms hire industrial talent more efficiently. We combine a proprietary network of 10m+…
Unrated
Fairygodboss is the largest online career community for women-an authentic space for *all* women to feel supported and empowered…
Unrated
Getwork is India’s leading AI-powered hiring and career ecosystem - trusted by 10,000+ companies, 1,500+ colleges, and over 4…
Unrated
At hireserve, we create recruitment software. Hireserve ATS is a flexible and powerful applicant tracking system, designed for…
Unrated
1st AI studio for talent & workforce data Unify, activate, automate talent & workforce data. Hrflow.AI is the 1st multi-layer AI…
Unrated
Hubert is a pioneering solution for high-volume talent acquisition teams seeking to automate manual screening processes. Through…
Unrated
Hyreo is the world’s first recruiting CRM with deep conversational AI and virtual hiring capabilities. It is built on the…
Unrated
Iintegra is a cloud based applicant tracking system (ATS) which is designed to make the management of your end to end recruitment…
Unrated
We believe hiring should be human-not just a process. At impress.AI, we’re reimagining recruitment with a simple but powerful…
Unrated
Retain is a workforce intelligence platform that helps organizations understand what employees actually need in real time. It…
Unrated
Turbocharge your talent pipeline with the world’s first AI-powered digital recruiter. Experience the future of intelligent…
Unrated
Around 70% of applicants on talroo aren't found on major job boards - giving you a fresh, qualified pipeline without replacing…
Unrated
View more RevAgents
Showing 120 of 159 — 39 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.