Dice is the go-to career marketplace for tech professionals. We make it easy to discover jobs that match your skills and…
4.1
76 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
Brand. Influence. Hire. Glassdoor helps employers target, influence and convert candidates to quality hires…
4.1
126 reviews
Hirebridge provides powerful, easy to use applicant tracking system (ATS) and job requisition management software that helps…
4.1
10 reviews
Human potential intelligence is the future of hiring - enabling organizations to elevate the hiring conversation from evaluating…
4.1
95 reviews
Omni Los Angeles hotel at California plaza sits atop historic bunker hill in the heart of sophisticated downtown Los Angeles. A…
4.1
492 reviews
Operated by seek - parent company of jobstreet and jobsdb, offering over 100,000+ tech jobs across multiple APAC markets.
4.1
11 reviews
Canvas is the first enterprise-grade text-based interviewing platform that enables recruiters to screen more job candidates and…
4.0
508 reviews
CRM-recruitment.com is aimed at providing a highly adjustable, low-cost software-as-a-service applicant tracking system, thus…
4.0
24 reviews
Canvas is the first enterprise-grade text-based interviewing platform that enables recruiters to screen more job candidates and…
4.0
508 reviews
At verified first, we believe great companies start with great people. Since 2013, we’ve helped organizations transform their…
4.0
19 reviews
Appcast is the award-winning, global leader in programmatic job advertising technology. With advanced technology, unmatched…
3.9
11 reviews
For more than 25 years, monster jobs has helped millions of people navigate their careers with confidence. From building resumes…
3.9
101 reviews
HR services is the provider of the mystaffingpro applicant tracking suite, mystaffingpro elevate recruiting software…
3.9
15 reviews
In a category of inflexible giants and ill-equipped startups, accurate background stands alone. We bring the expertise and tools…
3.8
15 reviews
Talentzoo.com is the best resource on the web for jobs and industry updates in advertising, new media, marketing, and technology…
3.8
10 reviews
To view our entire social media policy please see www.opm.gov. In order to better serve the public, opm maintains accounts on…
3.8
12 reviews
All employment background checks are not the same! Hiresafe provides fcra and state compliant background screening services along…
3.7
12 reviews
Symphony talent delivers innovative, award-winning talent acquisition solutions that empower clients worldwide to expertly…
3.6
21 reviews
Brightmove is an award-winning, cloud-based applicant tracking system (ATS) for recruitment process outsourcing (rpo), staffing…
3.5
11 reviews
Hireright delivers global background checks, drug testing, and employment verification services through an innovative platform…
3.4
117 reviews
Hireright delivers global background checks, drug testing, and employment verification services through an innovative platform…
3.4
117 reviews
Ondemand by simplyhired is your one-stop solution for the best professional digital services worldwide. From one-person startups…
3.4
17 reviews
Turkey hill minit markets, headquartered in westborough, ma operates over 270 stores in Pennsylvania, Indiana, and Ohio. Turkey…
3.4
57 reviews
Turkey hill minit markets, headquartered in westborough, ma operates over 270 stores in Pennsylvania, Indiana, and Ohio. Turkey…
3.4
57 reviews
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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.