Allsorter helps recruitment agencies get candidates to clients faster. We take the manual work out of cv formatting, branding…
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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
Staffing firms don’t struggle because people aren’t working hard. They struggle because their systems weren’t designed to work…
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Berlinstartupjobs.com is the leading platform for inspiring jobs in the german capital. It was founded in 2011 by hessam lavi…
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Carerix is a supplier of smart recruitment technology for agency and corporate recruitment teams. Based on years of experience…
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Hire in under 5 days - no matter how many apply. Cauldron layers on top of your ATS and allows you to instantly qualify…
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Challengerocket offers a new formula to hire outstanding candidates with it, analytical, tech and financial skills. There’s too…
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All-in-one recruitment software At chilli factor, we believe recruitment should be straightforward, efficient and effective. Our…
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Digitalhire is the first AI recruiting platform with video resumes. We replace keyword-stuffed pdfs with 90-second video resumes…
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Dualoo is the e-recruiting solution for all vocational trainers, HR professionals and recruiters. All applications, whether by…
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We are the talent cloud company that empowers organizations to attract, engage, hire, and advance the right talent that builds a…
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Eduvacancy is India’s first and only platform built for the recruitment needs of the education sector. Eduvacancy is a one-stop…
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Elitebrains is a developer assessment and hiring platform. Companies choose elitebrains when they need to screen candidates from…
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Emmersion is a fully automated and adaptive language assessment engine for certifying speaking, writing, and grammar ability in…
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A whole new way people find and join work.
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“your jobs everywhere, automatically. Automated distribution of job offers on LinkedIn, Google, talent, monster, guichet-emplois…
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Eteki is where the world goes to qualify talent. Our award winning technical interviews-as-a-service platform enables…
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Evalgator is an AI-powered platform for candidate assessment and recruitment. Major modules include an applicant tracking system…
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Exacthire empowers growing organizations to attract, hire, and retain top talent-quickly and effectively. By combining our robust…
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Factoryfix helps employers and staffing firms hire industrial talent more efficiently. We combine a proprietary network of 10m+…
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Fairygodboss is the largest online career community for women-an authentic space for *all* women to feel supported and empowered…
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Fidio has built the video interview platform of the future. It is designed to save companies, job seekers and recruiter’s time…
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Findanursingjob.com's job recruitment site focuses on delivering direct leads to customers. We create a customized job campaign…
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Firstscreen's award-winning AI phone automation platform helps speed up conversations in your mission critical business processes…
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For smaller businesses without in-house recruitment resources, fitzii delivers a combination of expert services and tools that…
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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.