Objective management group (omg) is the leading provider of sales-specific assessments. Omg's assessments offer insights into an…
5.0
15 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
[celential has joined wellfound: https://wellfound.com/blog/a-new-era-of-recruitment-inside-wellfounds-acquisition-of-celential-AI…
4.9
10 reviews
Employa provides recruitment agency services and smart ATS extensions for the sourcing, screening and ranking of best-matched…
4.9
13 reviews
Our software is improving the way companies recruit. The ability to leverage your employees to source the best talent has never…
4.9
17 reviews
Humanly is an all-in-one AI recruiting platform that combines an AI recruiter, CRM, and ATS to help employers source, engage…
4.9
19 reviews
Find the ideal way to work. Ideal matches people with shifts. It’s that simple. We make it easy for you to find flexible…
4.9
14 reviews
Win candidates’ hearts and turn recruiting into a seamless process. Jobylon provides a modern and flexible hiring platform that…
4.9
61 reviews
Longlist.io helps recruiters reach out to clients and fill jobs faster with accurate contact data and personalised email…
4.9
16 reviews
👋 talentlyft is all-in-one applicant tracking system (ATS) and recruitment marketing platform that helps companies find…
4.9
29 reviews
We are a proven organization creating cloud technology solutions that empower businesses to build a strong human capital. We…
4.9
116 reviews
1 in 10 frontline hires in mexico go through emi. Emi is the workforce AI platform that automates the full cycle of operational…
4.8
14 reviews
Gem is the only AI-first all-in-one recruiting platform. It brings together your ATS, CRM, sourcing, scheduling, and analytics -…
4.8
172 reviews
Highmatch offers tailored assessments that seamlessly integrate with your hiring process, providing insights customized to your…
4.8
56 reviews
Ismartrecruit is an advanced cloud-based AI recruitment technology designed to address the challenges encountered by staffing…
4.8
25 reviews
Qualified is the most effective way to assess coding skills. Identify great engineering candidates based on real code challenges…
4.8
307 reviews
Recruitbpm is the most cost-effective AI-powered applicant tracking, CRM and hiring automation cloud-based software that helps…
4.8
77 reviews
Simplicant is a next-generation recruiting platform that captures the power of social networking into the team building process…
4.8
17 reviews
Staffing referrals helps staffing agencies source, engage, and place qualified candidates faster with the #1 automated referral…
4.8
23 reviews
Testlify is #1 skills assessment and interviewing platform helping companies hire the best talent quickly, easily, accurately…
4.8
107 reviews
Vidcruiter makes your job easier. Our HR tech software significantly reduces time-to-hire and helps you find better qualified…
4.8
196 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
Fetcher connects you with top talent globally to help turn business dreams into reality. Whether you want to hire fast, enhance…
4.7
13 reviews
Subscription
Findem is the AI platform built for talent decisions. Its labeling engine transforms billions of unstructured people data points…
4.7
10 reviews
Interseller was acquired by greenhouse in October of 2021.
4.7
188 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.