Nelnet community engagement (nce) exists to empower people to impact the world. We are a technology company creating the tools…
4.2
1438 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
Universal background provides industry leading people insights to safety sensitive organizations in a simplified experience…
4.2
13 reviews
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
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
Canvas is the first enterprise-grade text-based interviewing platform that enables recruiters to screen more job candidates and…
4.0
508 reviews
Drive my way™ is a unique, online, personalized recruiting service that matches cdl truck drivers with available jobs based on…
4.0
1 reviews
Team engine is an HR automation suite that helps growing companies outcompete for top talent and implement best practices in…
4.0
1 reviews
Subscription
Appcast is the award-winning, global leader in programmatic job advertising technology. With advanced technology, unmatched…
3.9
11 reviews
At hyrell, we know the importance of hiring right and hiring now. That’s why our system has been exclusively designed for our…
3.6
9 reviews
Subscription
Hire AI fluent engineers. Build beyond possible. Terminal is the leading global hiring platform for hiring AI fluent software…
3.5
1 reviews
Sterling (acquired a-check) is now sterling, a first advantage company.
3.0
22 reviews
Recruitmilitary connects top employers with America’s best talent - the u.s. Military community. As a veteran-led organization…
3.0
3 reviews
Fuel your hiring process and onboard qualified candidates in less time with hirelakeai. Try for free!
Unrated
Jungleworks is a no-code hyperlocal commerce and delivery stack to set up and manage on-demand businesses.
Unrated
Subscription
Journeyfront's intelligent hiring platform for high-volume recruitment combines an ATS with AI-powered assessments, automation…
Unrated
Karat helps engineering leaders transform their organizations. As the trusted standard in measuring talent quality, karat…
Unrated
Logi-serve brings rigorous science and advanced technology to the art of hiring and promoting talent. Founded in 2012 by a team…
Unrated
We are on a mission to help you write better job descriptions, faster!
Unrated
Specializing in strategic planning, fixed asset analysis, asset management, project direction, transaction definition and…
Unrated
Welcome to skillgigs, where the future of staffing unfolds. Tailored for travel nurses and software developers, our platform…
Unrated
Mid-market companies and entrepreneurs trust talentcare to ensure their growth and profit are never constrained by talent…
Unrated
Subscription
Underdog.io builds software that helps engineering and product job seekers find their ideal job with one application. Since…
Unrated
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.