We help organisations hire with confidence and operate with integrity through two powerful solutions: global pre-employment…
4.4
6 reviews
Subscription
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
Yello helps top employers manage their recruitment process to source and engage qualified early-career candidates. Now, with…
4.4
33 reviews
Bullhorn's core purpose is to create an incredible customer experience, and the organization has a sharp focus on delivering very…
4.3
8 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
Coderpad is the technical hiring platform built for the AI era - trusted by over 4,000 organizations in 165+ countries to…
4.3
20 reviews
Erecruiter to najczęściej wybierana w polsce platforma do zarządzania rekrutacjami. Wspiera pracodawców w prowadzeniu procesów…
4.3
3 reviews
Goodtime is the leader in complex interview scheduling automation for enterprise talent teams. Built for scale, our platform…
4.3
75 reviews
Hipeople is building AI for ambitious hiring teams. Our AI agents, purpose-built for hiring, multiply team capacity across…
4.3
4 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
What is topgrading? The topgrading approach to hiring is not simply an evolution, it's a revolution. Topgrading’s proven…
4.3
10 reviews
We deliver the best candidates. Smarter and faster. Vonq transforms recruitment advertising for enterprises and staffing agencies…
4.3
3 reviews
Make smarter talent decisions-from hire to develop Wonderlic helps you hire with confidence and develop with purpose-by…
4.3
82 reviews
Founded in 2005, asurint has redefined screening by blending advanced technology with human insights, creating a smarter, more…
4.2
15 reviews
Criteria is a talent success company that helps organizations make more objective, evidence-based talent decisions that both…
4.2
41 reviews
Eightfold AI's market-leading talent intelligence platform™ helps organizations retain top performers, upskill and reskill their…
4.2
159 reviews
Mtu maintenance Canada ltd. Is an organization that is approved by the federal aviation association (faa), transport Canada and…
4.2
506 reviews
Interviewstream exists to simplify your hiring process through our video interviewing and scheduling platform. We help you cut…
4.2
39 reviews
Jobscore is the original user-friendly, all-in-one online recruiting software solution. Our modern, intuitive applicant tracking…
4.2
126 reviews
Nelnet community engagement (nce) exists to empower people to impact the world. We are a technology company creating the tools…
4.2
1438 reviews
Universal background provides industry leading people insights to safety sensitive organizations in a simplified experience…
4.2
13 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
Human potential intelligence is the future of hiring - enabling organizations to elevate the hiring conversation from evaluating…
4.1
95 reviews
View more RevAgents
Showing 96 of 110 — 14 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.