Gogig sits at the center of AI for personality intelligence in the most important moment in hiring, the interview. By analyzing…
5.0
1 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
Jobscan is a fast-growing start-up in Seattle, WA. Jobscan is web service that helps job seekers land more interviews by using AI…
5.0
2 reviews
Recruitbot is an all-in-one recruiting tool for hard to fill roles. We use AI-based candidate matching and powerful search to…
5.0
1 reviews
Textio is a leader in building tools that help high-growth companies recruit and give feedback to high-performing teams. The…
5.0
1 reviews
[celential has joined wellfound: https://wellfound.com/blog/a-new-era-of-recruitment-inside-wellfounds-acquisition-of-celential-AI…
4.9
10 reviews
Certn isn’t a background check provider with a tech department, it’s a tech-first leader innovating every part of the background…
4.8
63 reviews
Game-based frontline hiring, serving global enterprises such as rituals, dhl & vodafone. We help frontline organisations identify…
4.7
30 reviews
Step today into the world of HR 4.0 - where technologies of the 4th industrial revolution applied to talent acquisition & talent…
4.7
16 reviews
Find phone numbers, email address & social media profiles using shortlysts AI-powered hiring tool that enlists millions of…
4.7
11 reviews
Crosschq is the world's first operating system purpose-built for hiring intelligence. The company provides talent-driven…
4.6
124 reviews
Pymetrics is now harver. Harver is the industry leading hiring solution helping organizations optimize their talent decisions…
4.6
171 reviews
Hireez is an AI company transforming how businesses hire. We pioneered AI sourcing and now lead the market with the first agentic…
4.6
234 reviews
Interviewer.AI is a purpose-built technology platform designed to help recruiters and HR teams identify and hire the right talent…
4.6
22 reviews
Meet klimb, a leading recruiting software that specializes in application tracking solutions for recruiters. We are proud to say…
4.6
11 reviews
Loxo is an AI recruiting platform built for growing professional recruiting firms worldwide. Loxo helps firm leaders scale by…
4.6
77 reviews
Pymetrics is now harver. Harver is the industry leading hiring solution helping organizations optimize their talent decisions…
4.6
171 reviews
Xor is a fast-growing HR technology company, the global leader in quality recruitment. Xor has been working on revolutionary…
4.6
5 reviews
Checkr is the data platform that powers safe and fair decisions. We’re a technology company that helps our customers assess risk…
4.5
186 reviews
Included: workforce intelligence, powered by AI. Built for action. Included gives organizations an AI workforce advantage: a…
4.5
144 reviews
Jobcase inc. Is an agenticai company whose primary function is to power jobcase.com - a social platform with 120 million members…
4.5
8 reviews
Included: workforce intelligence, powered by AI. Built for action. Included gives organizations an AI workforce advantage: a…
4.5
144 reviews
Cvviz is an artificial intelligence powered, a cloud-based online recruitment software solution for talent acquisition. Our…
4.4
39 reviews
Pulsifi's mission is to understand each unique individual in order to help them thrive in the right roles and grow with purpose…
4.4
12 reviews
Intelligo is the world’s leading risk intelligence platform, blending artificial intelligence and human expert analysis to…
4.3
3 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.