Dr.job is a global, AI-powered job portal and AI-first recruitment operating system (r-os) designed to manage the entire hiring…
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
Health street's integrated, nationwide drug testing and background check services are ideal for companies who want to mitigate…
5.0
1 reviews
At xbinsight, we’re transforming how companies hire, grow, and retain talent by blending the speed of AI with the depth of…
5.0
5 reviews
Hurma system - міжнародна компанія, яка спеціалізується на розробці системи для автоматизації процесів HR, рекрутингу та…
4.9
4 reviews
Hrizons is a global human resources advisory, and advocates dedicated to helping HR leaders and organizations optimize their…
4.8
4 reviews
Successfinder helps organizations deeply understand their leaders. Powered by our unique psychometric assessment and contextual…
4.8
17 reviews
Testlify is #1 skills assessment and interviewing platform helping companies hire the best talent quickly, easily, accurately…
4.8
107 reviews
Cangrade is the AI candidate screening platform for all of your hiring and talent management needs. Save hours of time, make…
4.6
40 reviews
Glider AI skills validation platform, awarded top 50 AI software by g2 and sia winner for most innovative HR technology, provides…
4.6
7 reviews
Pymetrics is now harver. Harver is the industry leading hiring solution helping organizations optimize their talent decisions…
4.6
171 reviews
Pymetrics is now harver. Harver is the industry leading hiring solution helping organizations optimize their talent decisions…
4.6
171 reviews
Sova is a talent assessment platform that streamlines how your organisation assesses talent. We help you hire and develop the…
4.6
6 reviews
Recruitment automation is all the rage at the moment. It is at the centre of how we execute and manage the day to day tasks…
4.5
1 reviews
Hireology is the only hiring platform purpose-built for the unique needs of decentralized industries like healthcare…
4.5
720 reviews
Hiringthing is easy-to-use online software that helps companies hire. When you use it, posting jobs online, accepting resumes and…
4.5
24 reviews
Hiya brings real people and real opportunities together, to share stories and match the best candidates with the right companies…
4.5
1 reviews
Livehire is a globally-leading total talent platform - enabling clients to attract and engage both permanent employees and…
4.5
39 reviews
Founded in 1999, testgrid is a proudly australian owned HR technology and assessment science company. We assist you to optimise…
4.5
2 reviews
Serving more than 25,000 professionals, crelate is the AI-powered living platform™ for modern recruiting. Built for…
4.4
194 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
Hogan assessments is the international leader in personality insights. With the world’s largest database of personality research…
4.3
3 reviews
One of three market-leading ATS solutions by employ, jazzhr is a simple, easy-to-use applicant tracking system, a one-stop-shop…
4.3
395 reviews
A one-stop shop to simplify your assessment management Pixonality makes it easy to access the most relevant assessments…
4.3
2 reviews
Snaphire is an award-winning on demand talent management system that lets you find, hire and retain the best people for your…
4.3
3 reviews
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Showing 24 of 69 — 45 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.