We help organizations hire, develop, and retain top performers using scientifically validated psychometrics and AI. In just 5…
4.9
26 reviews
Sector
HR Software
A guide to software for hiring, scheduling, tracking time, developing skills and managing the workforce - for HR teams and staffing agencies choosing between systems.
Recruiting Software 1268Staffing Software 91Talent Management Software 1252Time & Attendance Software 134Time Tracking Software 334Whistleblowing Software 40Workforce Management Software 231
Every 3rd premium engineer in India is on cutshort. They come here because they get discovered by quality companies that are…
4.9
12 reviews
As the global leader in AI-powered recruitment marketing and candidate engagement, we are transforming talent attraction and…
4.9
11 reviews
Make reference & credential checking faster & easier than ever before! Vitay's platform for candidate reference checking allows…
4.9
24 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
Ismartrecruit is an advanced cloud-based AI recruitment technology designed to address the challenges encountered by staffing…
4.8
25 reviews
Testlify is #1 skills assessment and interviewing platform helping companies hire the best talent quickly, easily, accurately…
4.8
107 reviews
Timelabs is a comprehensive hrms solution designed to streamline workforce management and empower businesses to optimize their HR…
4.8
3 reviews
Wonderkind has created an innovative talent attraction technology that automates your social media campaigns that will make…
4.8
2 reviews
Game-based frontline hiring, serving global enterprises such as rituals, dhl & vodafone. We help frontline organisations identify…
4.7
30 reviews
Jobma is built to elevate hiring experiences, enabling teams to truly understand each candidate’s potential, skills, and fit. The…
4.7
454 reviews
Quote-based
All-in-one software for recruitment & headhunting/executive search firms. Trusted by agencies in more than 100 countries. Recruit…
4.7
29 reviews
Per user
Empowering enterprises to build high-capacity, compliant and consistent hiring functions for the AI-era of hiring.
4.7
5 reviews
Subscription
At zinc, we believe that background checks should be instant, easy, and delightful. Yes, you read that right. Traditional…
4.7
101 reviews
Codility is the #1 partner for global enterprises using skill-based assessments to build strong engineering teams. Our technical…
4.6
350 reviews
Founded in London by CEO cary curtis, give a grad a go is the UK’s leading graduate recruitment agency, matching exceptional…
4.6
9 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
Loxo is an AI recruiting platform built for growing professional recruiting firms worldwide. Loxo helps firm leaders scale by…
4.6
77 reviews
Recruiterflow is an AI-native CRM with enterprise-grade depth - built to run a serious search and recruiting business. We work…
4.6
12 reviews
Per user
Talkpush revolutionizes high-volume recruitment by automating repetitive tasks such as sourcing, screening, and hiring. Using…
4.6
13 reviews
Vervoe's mission is to make hiring about performance, not background. We help employers make hiring decisions based on how well…
4.6
56 reviews
Weirdly is a hiring platform built specifically for high-volume recruitment. Designed around an engaging talent community…
4.6
5 reviews
Purpose-built to make hiring empirical and ethical, the applied platform uses anonymised applications and skill-based assessments…
4.5
3 reviews
Companies looking to hire talented developers (parrot, ubisoft, warner bros, bank of America, etc.) turn to codingame to evaluate…
4.5
86 reviews
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Showing 24 of 30 — 6 more to see.
These are the systems that run the mechanics of employing people: posting jobs and moving candidates through interview stages, matching temporary workers to shifts and billing clients for their hours, tracking who clocked in and when, building out career paths and performance reviews, delivering training content, and giving staff a confidential channel to report misconduct. When a company puts one of these in place, a recruiter stops chasing candidate updates over email, a shift manager can see who's actually rostered on today, a finance team gets timesheet data that flows straight into payroll instead of being re-typed from paper, and HR gets a record of who's been trained, reviewed and promoted rather than a folder of old spreadsheets.
People start looking for this when the manual version of the job has stopped working. Hiring managers lose track of which candidate is where in the pipeline and good applicants go cold. A staffing agency can't tell which of its contractors are available this week without phoning around. Overtime disputes and buddy-punching cost more than anyone budgeted for. A fast-growing company realises nobody can answer basic questions like who reports to whom, who's due a review, or who's actually qualified for a role they're about to open up internally. Sometimes it's a compliance trigger: an auditor asks how staff can report wrongdoing without going to their own manager, and the honest answer is that there's no process at all.
The providers here split roughly by which part of that problem they own. Some are narrow and deep - an applicant tracking system, a time clock, a whistleblowing hotline - built to do one job well and plug into whatever HRIS or payroll system you already run. Others are broad suites that cover recruiting through to performance and learning in one place, trading some depth in each area for a single login and one set of reports. Staffing-specific tools add the billing, vendor management and compliance layers that a generic ATS doesn't bother with. Worth comparing on: how well it integrates with your existing payroll and HRIS rather than becoming another silo; whether it's built for desk-based staff or frontline shift workers, which changes the whole interface; how deep the compliance and jurisdictional coverage goes if you operate across regions; and whether you're paying for breadth you won't use or depth you actually need.