Evaluating a candidate in a recruitment process is difficult. Even more so, when you have 200 candidates for one position. At…
4.9
38 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
As the global leader in AI-powered recruitment marketing and candidate engagement, we are transforming talent attraction and…
4.9
11 reviews
Gem is the only AI-first all-in-one recruiting platform. It brings together your ATS, CRM, sourcing, scheduling, and analytics -…
4.8
172 reviews
At salesdrive, we simplify the sales hiring process to help companies build better sales teams. Our sales assessment, the…
4.8
Usage-based
Game-based frontline hiring, serving global enterprises such as rituals, dhl & vodafone. We help frontline organisations identify…
4.7
30 reviews
All-in-one software for recruitment & headhunting/executive search firms. Trusted by agencies in more than 100 countries. Recruit…
4.7
29 reviews
Per user
At zinc, we believe that background checks should be instant, easy, and delightful. Yes, you read that right. Traditional…
4.7
101 reviews
Recruiterflow is an AI-native CRM with enterprise-grade depth - built to run a serious search and recruiting business. We work…
4.6
12 reviews
Per user
Weirdly is a hiring platform built specifically for high-volume recruitment. Designed around an engaging talent community…
4.6
5 reviews
Purpose-built to make hiring empirical and ethical, the applied platform uses anonymised applications and skill-based assessments…
4.5
3 reviews
Testgorilla is a skills-based hiring platform helping organizations find and hire the right people - faster, fairer, and without…
4.5
781 reviews
Subscription
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
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
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
Human potential intelligence is the future of hiring - enabling organizations to elevate the hiring conversation from evaluating…
4.1
95 reviews
Hello! We help you to create beautiful forms to interview people and get answers by video, audio or text. You can start…
4.0
1 reviews
Journeyfront's intelligent hiring platform for high-volume recruitment combines an ATS with AI-powered assessments, automation…
Unrated
Karat helps engineering leaders transform their organizations. As the trusted standard in measuring talent quality, karat…
Unrated
Retorio provides a video-based AI coaching platform. The platform combines artificial intelligence with insights from modern…
Unrated
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.