The viridis platform integrates all three points of the employment triangle: students, colleges, and employers. We link college…
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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
We are an it consulting and solutions company specialising in bespoke digital transformation solutions.
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In viterbit we seek to help companies to centralize, optimize and obtain the best performance in each of their selection…
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Integrated video-first platform to meet all of your recruitment needs. Using on-demand video allows candidates to complete an…
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At vouchfor we believe that the recruitment industry is outdated and costly to employers. Conversion to hire rates for referrals…
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Labelled as the future of hiring by channel 9... Apply with video - it's as simple as that. Vpply began with the vision to…
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Leveraging on unique video enabled solutions, vrecruit helps aspiring organizations acquire talent faster and with ease…
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Web scribble delivers powerful career center and job board software specifically for associations, nonprofits, and higher…
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Are you a hiring manager looking for a way to get employment reference checks done fast? Weka checker is the tool you need to do…
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Whitetruffle matches candidates with tech companies utilizing machine learning algorithms to help people find their dream job. To…
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Whozwho's goal is to ensure that the human potential in a business quantified like never Before. We are the world's first…
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Wired2perform is a workforce analytics and engagement platform that combines behavioral science and advanced analytics to help…
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Wisestep is a AI powered applicant tracking software and a cutting-edge talent acquisition system that accelerates and automates…
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Relaunching soon
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We-ace is a leading global networking community of women aspiring to ace their careers with our skilling, mentoring, networking &…
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Withyouwithme is a global tech company that helps organisations fully utilise their workforces, by perpetually evolving the…
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Irby group is a mobile, Alabama-based holding company building a portfolio of businesses across real estate, new construction…
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Past Since 2011, women who code built a vibrant community of nearly half a million technologists powered by the passion and…
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Workex is a digital staffing platform. It enables fast hiring & efficient staff management in a high attrition, highly informal…
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“human capital” is a key resource in an organization. We support your endeavor to optimize this resource. We provide solutions to…
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Work from home jobs aggregates remote job listings from all over the web into a single place so finding remote work is easy and…
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Work in health tech is the best place to find health tech jobs
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Workllama is an AI-driven total talent acquisition and engagement suite. We are the unified platform for everything talent…
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We take charge, so you can take flight. Workpro is the smart compliance tech for a job-ready workforce. Since 2007, we have been…
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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.