Underdog.io builds software that helps engineering and product job seekers find their ideal job with one application. Since…
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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
Matchmaking platform focused on tech field, helps developers, data scientists, QA, product people and ctos find jobs they love…
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Validcandidate provides an easy-to-use yet powerful e-recruitment system, built specifically for it field. A system that is…
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Valital’s award-winning AI-powered adverse media solution provides real-time adverse media risk intelligence for kyc, aml, due…
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Valuehire is an enterprise SaaS product startup. We offer a platform for agency recruiters to manage their entire recruitment…
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Vanhack is a network of the world’s top software engineering, design, and digital marketing talent - available on demand to…
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At vanillahr, we believe that hiring should be easy and accessible for everyone. Our all-in-one hiring platform streamlines the…
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Vcv automates 4 steps of recruitment in one framework unifying job posting, screening, assessing and video interviewing.
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Vdohire is an AI-driven video interview platform, which connects employers with jobseekers anywhere in the country. With vdohire…
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Founded in 2016, veecruit is an artificial intelligence-based job interview management software company. Trusted by more than 500…
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Vendition assesses and delivers high-quality, pre-vetted, diverse entry-level sales talent to SaaS and business services…
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Webcand - video job interviews
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Ventureloop is the leading website dedicated to job postings for emerging venture-backed companies and startup companies…
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We help our clients with the following: 1. Pre-employment due diligence and vetting (before they get in) - identify candidates…
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Stop wasting valuable time sorting through unqualified resumes! Quickly and easily determine the best WordPress developers for…
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Hey, we’re vetty-the trust-first platform built for high-speed hiring. We help you move candidates from offer to active in a snap…
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A complete HR SaaS solution for SME and mid size organisation, we organize your business right from beginning, hunting talent…
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We've been the preferred performance management vendor for many companies since 2002 because we: 1. Tailor solutions to your…
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GTM foundation. Recruitment. Enablement. Ever wonder why so many ex-military end up as private security? Or former athletes…
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Videobio recruiter is a digital hiring platform providing cognitive, video-based interview and assessment options to recruiting…
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Job application with emotion - hire the real person behind the paper What we are up to? We’re on a mission to help every…
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Employertube.com helps streamline the recruitment process for both employers, agencies and job seekers. Employertube is today’s…
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Vieple is revolutionising recruitment by bringing together the power of video and interviewing. Vieple is reducing the cost to…
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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.