Thestaffer is fully integrated software solution that allows staffing companies to automate all their major front office, middle…
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
The talent games is an award-winning gamified talent assessments company. We provide online gamified assessments to companies for…
Unrated
Headquartered in the tech hub of Austin, Texas, our diverse team of leaders brings their organizational expertise from renowned…
Unrated
Thrivemap helps you hire more effectively through unique assessments that authentically reflect what it’s like to work in your…
Unrated
Hire the right talent. Faster. Welcome to thrive trm, the talent relationship management (trm) platform built to drive network…
Unrated
Tilr is a skills-first talent solution that enables HR and people leaders to measure and manage their team's skills, create…
Unrated
Simple HR technology - a comprehensive human capital management (hcm) solution to make recruiting, screening, onboarding, talent…
Unrated
Founded in 2003, topusajobs.com was the first pay for performance job search engine, and continues to be one of the largest job…
Unrated
Totaljobs is part of stepstone, one of the world’s leading next-generation recruitment solution providers. Offering full support…
Unrated
Total testing is a leading web-based skills test supplier that offers 800+ validated skills and behavioral assessments to clients…
Unrated
Tracktalents is a leading applicant tracking system that uses semantic matching algorithms to get the right candidates at the…
Unrated
Tradesfactor is the digital hub designed specifically for skilled trades workers, the companies that employ them and the…
Unrated
We are firm believers in hiring for attitude, skills, culture fit and inclusivity and build unmistakably effective skills-based…
Unrated
Traitify makes the power of human insight accessible. We simplify the way businesses, job seekers, and employees connect. With…
Unrated
O seu futuro começa com a gente Já estivemos na posição de quem procura um trampo e de quem quer contratar - agora, ajudamos a…
Unrated
Transunion is a global information and insights company that makes trust possible in the modern economy. We do this by providing…
Unrated
Trueability® | performance-based assessment Certification, talent assessment and more. Trueability is an advanced platform for…
Unrated
Truejob offers job board software designed to meet the specific needs of economic development organizations (edos) and membership…
Unrated
Headquartered in warminster, Pennsylvania, truescreen is one of the nation's leading providers of applicant screening services…
Unrated
Trusted employees provides businesses, non-profits, and volunteer organizations with a tailored and compliant approach to…
Unrated
Uassess in-depth assessments help advance your company’s tech and leadership skills. Our platform helps to identify strengths and…
Unrated
Unrated
We’re ucheck. We make background checks simple for over 80,000 organisations just like yours. From our range of dbs and right to…
Unrated
Unberry offers AI-powered talent intelligence for hiring and tm journeys. We help power up hiring with best-in-class solutions…
Unrated
View more RevAgents
Showing 1,200 of 1,268 — 68 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.