Weirdly is a hiring platform built specifically for high-volume recruitment. Designed around an engaging talent community…
4.6
5 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
B.tech stands as a dynamic egyptian narrative embodying innovation, expansion, and influence. Our story began in 1997 with the…
4.6
391 reviews
Purpose-built to make hiring empirical and ethical, the applied platform uses anonymised applications and skill-based assessments…
4.5
3 reviews
Checkr is the data platform that powers safe and fair decisions. We’re a technology company that helps our customers assess risk…
4.5
186 reviews
Aspiring minds, an shl company, is a global job skills credentialing leader set up with a vision to create a merit driven talent…
4.5
2 reviews
Companies looking to hire talented developers (parrot, ubisoft, warner bros, bank of America, etc.) turn to codingame to evaluate…
4.5
86 reviews
The national skills academy for it is no longer in operation. The work of the national skills academy for it is being taken…
4.5
312 reviews
Hackerrank is a technology hiring platform that is the standard for assessing developer skills for 2500+ companies around the…
4.5
314 reviews
Subscription
Hireology is the only hiring platform purpose-built for the unique needs of decentralized industries like healthcare…
4.5
720 reviews
Jombay (a part of cielhr group) is known for helping organizations create a workplace of winners! We do this through identifying…
4.5
2 reviews
Sense is a leading conversational AI recruiting platform helping organizations hire faster, smarter, and at scale-without losing…
4.5
476 reviews
Aspiring minds, an shl company, is a global job skills credentialing leader set up with a vision to create a merit driven talent…
4.5
2 reviews
Talview is the trust infrastructure for high-stakes decisions in the AI era. As generative AI, deepfakes, and proxy networks…
4.5
33 reviews
Quote-based
Testgorilla is a skills-based hiring platform helping organizations find and hire the right people - faster, fairer, and without…
4.5
781 reviews
Subscription
Founded in 1999, testgrid is a proudly australian owned HR technology and assessment science company. We assist you to optimise…
4.5
2 reviews
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
Codesignal is how the world discovers and develops the skills that will shape the future. Our AI-native skills platform helps…
4.4
593 reviews
Serving more than 25,000 professionals, crelate is the AI-powered living platform™ for modern recruiting. Built for…
4.4
194 reviews
Cvviz is an artificial intelligence powered, a cloud-based online recruitment software solution for talent acquisition. Our…
4.4
39 reviews
Freshworks inc. (nasdaq: frsh) builds uncomplicated service software that delivers exceptional customer and employee experiences…
4.4
279 reviews
G2 is the world's largest and most trusted software marketplace. More than 100 million people annually - including employees at…
4.4
Hackerearth is a skills intelligence platform that helps companies identify, evaluate, and hire top engineering talent. Trusted…
4.4
133 reviews
Logicspice is the trustable and reliable it company, offering customized ready-to-install software scripts and a dedicated team…
4.4
5 reviews
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Showing 72 of 150 — 78 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.