Founded in 1999, testgrid is a proudly australian owned HR technology and assessment science company. We assist you to optimise…
4.5
2 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
Thomas is the largest privately owned global provider of people assessment tools and the only provider with bespoke education and…
4.5
63 reviews
Zappyhire is an AI-powered recruitment automation platform that helps large companies screen, engage, and hire the right talent…
4.5
51 reviews
Cvviz is an artificial intelligence powered, a cloud-based online recruitment software solution for talent acquisition. Our…
4.4
39 reviews
Hackerearth is a skills intelligence platform that helps companies identify, evaluate, and hire top engineering talent. Trusted…
4.4
133 reviews
Grow your business with the right people! Careerplug's software is built on a proven playbook to help you hire and retain your…
4.3
23 reviews
Erecruiter to najczęściej wybierana w polsce platforma do zarządzania rekrutacjami. Wspiera pracodawców w prowadzeniu procesów…
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
We deliver the best candidates. Smarter and faster. Vonq transforms recruitment advertising for enterprises and staffing agencies…
4.3
3 reviews
Jobscore is the original user-friendly, all-in-one online recruiting software solution. Our modern, intuitive applicant tracking…
4.2
126 reviews
Beamery is the AI platform for workforce transformation: we are trusted by global enterprises to plan, build, and optimize their…
4.1
120 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
Stories inc. Is your global content partner for delivering high-quality content libraries-fast. We activate brands by…
4.0
3 reviews
Subscription
Appcast is the award-winning, global leader in programmatic job advertising technology. With advanced technology, unmatched…
3.9
11 reviews
At gohire, we’re not just about technology - we’re about people. As a globally trusted hiring platform used by 3000+ businesses…
3.6
6 reviews
Subscription
Talentera is the middle east’s leading AI‑powered recruitment platform, trusted by 500+ regional employers to streamline…
3.5
1 reviews
Recruitmilitary connects top employers with America’s best talent - the u.s. Military community. As a veteran-led organization…
3.0
3 reviews
In the age of generative AI and a rapidly shifting requirement for skills, arctic shores gives you the power to uncover human…
Unrated
Candidate manager is an easy to use, cost saving recruitment software that eliminates endless hours of administration and helps…
Unrated
Carerix is a supplier of smart recruitment technology for agency and corporate recruitment teams. Based on years of experience…
Unrated
Up to date eboss recruitment software: Advantages for your business Do you want to increase your placements by keeping pace with…
Unrated
Most recruitment processes rely on information that was never designed to predict performance. Cvs can be polished. Interviews…
Unrated
Glints is the leading talent ecosystem in southeast asia. Our mission is to enable the 120 million professionals in the region to…
Unrated
We believe hiring should be human-not just a process. At impress.AI, we’re reimagining recruitment with a simple but powerful…
Unrated
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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.