Home
/
Reviews
/
Top AI Recruiting Software

The Top 11 Best AI Recruiting Tools - 2023

An unbiased look at the top AI recruiting software along with key use cases, pitfalls and more

Phil Strazzulla
Written by
Phil Strazzulla
HR Tech Expert, Harvard MBA, Software Enthusiast
Contributing Experts
We are a reader supported site with strict editorial standards, clicks may earn a fee which supports our testing. Learn More
Last Updated: Mar 21, 2023
TOP
Best Sourcing & Outreach Tool
Fetcher
4.6
Popularity Score
4.6
User Score
4.7
Product  Score
Visit Website
TOP
Best Sourcing & Outreach Tool
Fetcher
4.6
Popularity Score
4.6
User Score
4.7
Product  Score
Get a Quote
TOP
Best for Sourcing & Talent Insights
hireEZ
3.9
Popularity Score
4.6
User Score
4.4
Product  Score
Visit Website
TOP
Best for Sourcing & Talent Insights
hireEZ
3.9
Popularity Score
4.6
User Score
4.4
Product  Score
Get a Quote
TOP
Best Overall for SMBs
Manatal
4.5
Popularity Score
4.8
User Score
4.9
Product  Score
Visit Website
TOP
Best Overall for SMBs
Manatal
4.5
Popularity Score
4.8
User Score
4.9
Product  Score
Get a Quote
Over 3 million HR leaders trust our advice

Introduction to AI Recruiting Tools

Recruiting teams can now leverage the power of AI through tools that help them source, screen, and hire the best applicants.  However, there is a lot of noise in this space, and it can be hard to tell what’s real from what’s simply a good marketing pitch.

At SSR, we’ve spent a lot of time understanding the AI recruiting tools landscape to find the best vendors, the use cases that make sense, and what to expect when you implement artificial intelligence into your recruitment process.

We hope you’ll find our unbiased, in depth research is helpful as you learn more about this space and start to spend time with some of the vendors. Checkout related blogs on ATS's, recruitment automation, and the best recruiting tools.

Show More +

Top AI Recruiting Software

Fetcher

: Best Sourcing & Outreach Tool

hireEZ

: Best for Sourcing & Talent Insights

Manatal

: Best Overall for SMBs

eightfold

: Recruiting Plus Coaching & Skills Development

Humanly

: Best for Mid-Market Companies

HireVue

: Best for Large Enterprises

Paradox

: Best for High-Volume Hiring

Findem

: Outbound Recruiting & Attribute Searching

AmazingHiring

: Best for Sourcing Tech Candidates

Textio

: Best for Recruitment Marketing Optimization

Pymetrics

: AI for Candidate Assessments

Our Criteria: Here's How We Chose The Top AI Recruiting Software

We pride ourselves on strict editorial standards and use a thorough process to vet and review software before we publish it on the site (and in fact, most vendors we have to end up rejecting).  This process includes having our team of HR and recruiting experts use the tool themselves, getting user feedback, and then evaluating the vendor on key metrics like their financial health, customer retention, and responsiveness to customer queries.  You can read more about how we evaluate vendors here.

Reader Testimonials

"SelectSoftware Reviews is the best platform to discover top 1% HR tools. Their 10 years of HR Tech experience makes their reviews the best in the industry! Every time I speak about HR technology, SSR is my number one recommendation to for people pros."

Tracie Sponenberg
Chief People Officer, The Granite Group.

"SelectSoftware Reviews is my go-to place when it comes to researching HR tools. Their product reviews are real time-savers and trustworthy, and the online community is fantastic for bouncing questions and ideas off of others in the Talent space!"

Peter Stein
Building & Defining Recruiting Operations at Clear Street

"I trust SelectSoftware Reviews's HR Tech Reviews because they talk to so many experts, know the right questions to ask and uncover during in-depth product demos to come up with their best picks"

Stacie Justice
People + Strategy at Soundwide
Every month over 100,000 companies use SSR's research to find and buy the right HR software

Ready to find the right AI Recruiting Tools for you?

Tap into our database of hundreds of different HR tech stacks!
Let's do this
Takes 30 sec
Next
Back
Next
By submitting this form, you consent to being contacted by Strazzulla, LLC (SelectSoftware Reviews) and up to 3 vendor partners by phone and/or email. You agree that Strazzulla, LLC may share your data with its partners to complete your request. You have the right to email us and have us delete your personal data at any time.
Back

Based on your company size & location, we recommend:

Oops! Something went wrong while submitting the form.

Detailed Reviews of the Best AI Recruiting Tools

Fetcher

Visit Website
Get A Quote
Popularity Score
4.6 / 5
User Score
4.6 / 5
Product Score
4.7 / 5

Why we picked Fetcher

Fetcher is an AI-based recruitment automation software that uses a simple but effective 3-step methodology of ‘source, engage, and track’ to ensure that you have a continuous stream of qualified candidates and meet your hiring needs.

PROS

  • Fetcher is highly rated by customers for its clean interface, ease of use, and customer support.
  • According to most users, Fetcher's sourcing tool is one of the best in the business, providing them access to the best candidates with specialized skills and backgrounds.
  • Customers find Fetcher's automated outreach feature extremely useful for sending cold emails and personalized messages to potential candidates.
  • Fetcher is highly rated by customers for its clean interface, ease of use, and customer support.
  • According to most users, Fetcher's sourcing tool is one of the best in the business, providing them access to the best candidates with specialized skills and backgrounds.
  • Customers find Fetcher's automated outreach feature extremely useful for sending cold emails and personalized messages to potential candidates.

CONS

  • Some users report experiencing bugs and glitches while using the software.
  • In rare cases, Fetcher may source either over-qualified or under-qualified candidates for a particular role. However, according to users, their team is quick to correct and refine the search criteria in such scenarios.
  • Some users report experiencing bugs and glitches while using the software.
  • In rare cases, Fetcher may source either over-qualified or under-qualified candidates for a particular role. However, according to users, their team is quick to correct and refine the search criteria in such scenarios.
Fetcher Ai recruiting platform dashboard

Fetcher Review

Fetcher's AI-based sourcing algorithm helps recruiters save time and effort that they would otherwise spend pouring over resumes and candidate databases. Using inputs from hiring teams on their preferences for a particular role and Artificial Intelligence, Fetcher curates batches of profiles for you to review. Apart from identifying skills, the machine learning algorithm also ensures that the profiles reflect diversity in terms of gender and demographics.

You can also help calibrate and refine the search by leaving specific feedback on individual candidate profiles, ensuring that the quality of profiles you receive is exactly what you're looking for.

Fetcher Customers

Fetcher is used by over 500 businesses worldwide, including Andela, Frame.io, Magnite, Foursquare and CarGurus.

Fetcher Pricing

The pricing of Fetcher's plans is based on the number of seats your team needs and the number of vetted candidate leads sourced. You can contact their sales team for a custom quote based on your specific hiring requirements.

Best For

Fetcher can be used by small, mid-sized, and large organizations looking to automate their sourcing and candidate outreach processes and increase hiring efficiencies.

No items found.

hireEZ

Visit Website
Get A Quote
Popularity Score
3.9 / 5
User Score
4.6 / 5
Product Score
4.4 / 5

Why we picked hireEZ

hireEZ's focus lets you hire at scale and automate manual time-consuming tasks through a variety of sourcing, engagement, integrations, analytics, and collaboration features.

PROS

CONS

hireEZ's Ai Recruiting Software dashboard screenshot

hireEZ Review

hireEZ, formerly known as Hiretual, use AI to help your talent sourcing team find and engage the right applicants. Their tool aggregates people data from across the web that your recruiting team can query to find a shortlist of top talent. You can then use their system for several types of outreach efforts towards these potential employees.

hireEZ Customers

hireEZ is favored by companies like Wayfair, Intel, Continental, Nike, and Ceridian.

hireEZ Pricing

hireEZ's pricing varies depending on your needs and employee count. Since all their pricing is custom, it's best to contact them for an exact quote.

Best For

hireEZ can be a good fit for all types and sizes of companies, as well as recruitment agencies or consultants. It's a particular good fit for those looking for an inclusive and accesible tool.

No items found.

Manatal

Visit Website
Get A Quote
Popularity Score
4.5 / 5
User Score
4.8 / 5
Product Score
4.9 / 5

Why we picked Manatal

Not only does Manatal cover most of the features you’d expect from a budget-friendly ATS, the platform tops that off with AI-powered actions, such as candidate filtering and recommendations.

PROS

  • Manatal is quite affordable and offers a 15-day free trial for users to test it out before making commitments.
  • Manatal is fairly easy to use. It features drag-and-drop enabled pipelines for candidate organization.
  • Manatal’s AI-based recommendations feature can save hiring managers quite a bit of time. It’s able to scan job descriptions then search a users talent pool and bring up candidates most suited for the job.

CONS

  • The AI recommendations feature works best with resumes that are in English, and doesn’t work as accurately with other languages according to several users’ feedback. Several users have also complained about Manatal’s interface only being available in English and that career pages cannot be published in languages other than English and Spanish. 
  • Manatal doesn’t offer a free plan. We mention this as a con as several SMB-geared ATSs do offer a free-forever verison, and that puts Manatal slightly behind competition. 
  • Manatal doesn’t offer prebuilt integration modules. They do have an open API that allows users to plug in third-party products and custom tools, but that required a bit more time and technical knowledge to accomplish. It’s also worth mentioning that only Custom plan customers can access Manatal’s API and Zapier integration. Customers on the Professional and Enterprise plan cannot.
  • Users can search for candidates via Boolean Search or Advanced Search, but cannot combine the two search methods together. E.g users cannot use the Boolean search operators (AND, OR and NOT) within Manatal’s Advanced Search tab.
Manatal's Ai Hiring Software dashboard screenshot

Manatal Review

Manatal’s recruiting software helps HR teams find and hire the right people. Through it, you can create a custom-branded career page, post jobs to multiple job boards, upload candidate profiles and automatically enrich them with data derived from their social media accounts. 

The platform features a customizable recruiting pipeline that’s drag-and-drop enabled. It also has an AI-powered recommendations engine that scores and recommends suitable candidates based on your job descriptions or search criteria, automatic resume parsing, customizable analytics dashboards, a mobile app for on-the-go access, and a LinkedIn chrome extension, allowing you to quickly connect with and save the candidates who fit your job requirements.

Manatal Customers

Manatal is used in over 100 countries. Their customer list includes Unilever, Cocacola, Panasonic, Ogilvy, and Toyota.

Manatal Pricing

Manatal has two plans with fixed pricing. When Billed annually, they cost as follows:

  • Professional: This plan costs $15 per user per month for up to 15 jobs per account and 10,000 candidates. Customers on this plan can add unlimited guests.
  • Enterprise: This plan costs $35 per user per month for unlimited jobs per account, as well as unlimited  candidates and guests.

Note:

  • “Users” refers to the individuals with full unrestricted access to Manatal’s platform and its features such as recruiters and HR professionals who actively use the software.
  • “Guests” refers to individuals who are invited to collaborate on the platform through a dedicated portal such as hiring managers and decision-makers. These guests can access the platform free of charge and do not count towards the billable number of users.

Best For

Manatal is used by organizations of all sizes across different industries, but it’s worth noting that the ball-park of their customers are SMEs.

No items found.

eightfold

Visit Website
Get A Quote
Popularity Score
3.5 / 5
User Score
4.4 / 5
Product Score
4.1 / 5

Why we picked eightfold

Eightfold's AI-powered platform automatically matches relevant candidates to your available jobs. It’s also one of the few recruiting platforms with features for employee coaching and skills development.

PROS

  • Eightfold uses AI technology to analyze your job postings and find the best fitting candidates. It can also rank those candidates based on their skills, experience and potential.
  • You can filter candidate searches by experience level or salary range so that you only see candidates that fit your hiring criteria.
  • The platform encourages diversity hiring and enables you to eliminate hiring bias through anonymous screening, aka profile masking
  • It improves overall employee experience by providing tailored training and development opportunities based on their skill sets and interests.
  • It has a built-in CRM to store and manage HR data about potential candidates, current employees, and previous employees.

CONS

  • There isn’t a way for hiring managers and recruiters to leave notes on candidates profiles within the system which is rather inconvenient.
  • Eightfold has a mobile app that employees can access for skills development but doesn’t currently have one for hiring managers and recruiters to manage their pipeline and perform other actions relating to the hiring process.
  • Several users reported that the tool does not search for candidates outside its database.
  • The platform’s pricing isn’t transparent and there is no free trial at this time.

eightfold Review

Eightfold’s AI technology automates several chunks of the hiring process and ensures that only the most suitable candidates get through to the interview stage. Recruiters get every piece of information they need at their fingertips about previous candidates, employees, and contingent workers – helping them streamline workflows and processes across the entire talent ecosystem.

Eightfold’s deep learning capability also identifies the skills of job applicants with a detailed mapping of competencies. It takes the guesswork out of evaluating a candidate's skills by identifying Validated Skills, Likely Skills, Skills to be Validated, and Missing Skills.

The platform also includes a neat scheduler that integrates with corporate calendars to automate interview scheduling. Moreover, it helps you manage interviews with multiple people and reschedule or cancel them as needed.

eightfold Customers

Eightfold’s client list includes prominent enterprises like TATA Communications, LG, Vodafone, Bayer, Chevron, Morgan Stanley, and more.

eightfold Pricing

Eightfold's pricing plans are not disclosed on its website. Contact their Sales team for a custom quote.

Best For

Eightfold’s AI matches and other features are best used by organizations hiring more than 100 candidates per year.

No items found.

Humanly

Visit Website
Get A Quote
Popularity Score
4.7 / 5
User Score
5 / 5
Product Score
5 / 5

Why we picked Humanly

Humanly.io's AI recruiting chatbot offloads, automates, and optimizes recruiters' repetitive interactions inside the candidate screening, interview scheduling, reference checking, and re-engagement processes. It’s ideal for professional volume, hourly, and early career hiring.

PROS

  • Humanly offers a user-friendly experience for both applicants and employees.
  • It lets you source candidates from LinkedIn, Indeed, Facebook, and more, and organize them in Bullhorn, ADP, Greenhouse, Lever, and a few other ATSs.
  • The platform automates the initial screening and interview scheduling processes, saving you a great deal of time.
  • There's built-in functionality for taking notes and generating transcripts of interviews.
  • Users highly appreciate the helpfulness and responsiveness of Humanly's customer support team.

CONS

  • There isn’t a way for candidates to reschedule interviews if they need to.
  • The platform doesn’t send interview reminders to either candidates or interviewers, a feature a few users said would be “nice to have”
  • Pricing isn’t publicly available, and there are no free plans or trials either.
  • The range of prebuilt third-party integrations is somewhat limited.
Humanly's Ai Recruiting Software Dashboard screenshot

Humanly Review

Humanly has designed an AI-powered chatbot that is specifically built for mid-market companies who need a tool that is simple and fast to implement. Their product will allow your recruiting team to screen and schedule candidates in a DEI-friendly manner. It can also integrate with your ATS and sync data, eliminating the manual work you’d otherwise have to do in another system.

They are doing all sorts of interesting things, including using the data from your performance management system to continually get better at screening candidates so you can make the right hires. If you're a mid-market company looking to add a chatbot, text recruiting, or AI capabilities to your talent acquisition tech stack, check them out.

Humanly Customers

World Flight Services, Mossadams, Microsoft, The Key, Fazoli’s

Humanly Pricing

Humanly’s pricing is disclosed upfront. You may contact their Sales team for a price quote.

Best For

Medium-sized companies that want to streamline their recruiting processes with a special eye toward reference checks. Humanly is especially tailored for businesses that already have sourcing sites and an ATS in place, but need a solution to connect the two and accelerate things.

No items found.

HireVue

Visit Website
Get A Quote
Popularity Score
3.3 / 5
User Score
3.9 / 5
Product Score
3.4 / 5

Why we picked HireVue

HireVue is a pioneer in the video interviewing software space and stands out from its competitors for its AI-powered on-demand interviews that helps recruiters conduct the initial screening of candidates.

PROS

  • HireVue is very useful when it comes to screening a large number of job candidates in a short frame of time. Its virtual assistant can do an initial screen of applicants on its own, leave messages for them, and get responses in return. All of this frees up recruiters’ time. 
  • It has a great on-demand interviewing feature. Recruiters can sit and watch candidates’ interviews as per their convenience. The ability to change the speed of the interview while watching can also help recruiters save time. 
  • Their implementation team and customer support is extremely responsive or in the words of a Global Talent Attraction Director, “I love the support, tenacity and just constant desire to do the right thing. They take the time to understand our business and I never feel like it is a ‘catch and release’ relationship that is so common in this space”
  • HireVue is very useful when it comes to screening a large number of job candidates in a short frame of time. Its virtual assistant can do an initial screen of applicants on its own, leave messages for them, and get responses in return. All of this frees up recruiters’ time. 
  • It has a great on-demand interviewing feature. Recruiters can sit and watch candidates’ interviews as per their convenience. The ability to change the speed of the interview while watching can also help recruiters save time. 
  • Their implementation team and customer support is extremely responsive or in the words of a Global Talent Attraction Director, “I love the support, tenacity and just constant desire to do the right thing. They take the time to understand our business and I never feel like it is a ‘catch and release’ relationship that is so common in this space”

CONS

  • HireVue is not very affordable compared to its alternatives, especially when you factor in the functionality. Their pricing plans are geared towards companies with at least 2500 employees and even then, you only get a small set of features. 
  • HireVue does not have a lot of integration partners and the range of software it integrates with is also very limited (mostly ATS). 
  • Too much automation can at times lead to unwanted candidates. For instance, the asynchronous interview feature can allow candidates to adjust their responses in order to fit the job criteria. However, HireVue wouldn’t screen such candidates out and your company may need human intervention to pick up on visual cues and body language.
  • HireVue is not very affordable compared to its alternatives, especially when you factor in the functionality. Their pricing plans are geared towards companies with at least 2500 employees and even then, you only get a small set of features. 
  • HireVue does not have a lot of integration partners and the range of software it integrates with is also very limited (mostly ATS). 
  • Too much automation can at times lead to unwanted candidates. For instance, the asynchronous interview feature can allow candidates to adjust their responses in order to fit the job criteria. However, HireVue wouldn’t screen such candidates out and your company may need human intervention to pick up on visual cues and body language.
HireVue artificial intelligence recruiting software dashboard screenshot

HireVue Review

HireVue is an AI-driven recruiting platform that automates your workflows. They have solutions for video interviewing, assessments, scheduling, and text-recruiting. Their technology is designed to reduce hiring bias and increase diversity. 

The artificial intelligence screens candidates in the initial stages of the interview, guides candidates to help them find relevant job openings, takes the role of a virtual assistant who schedules interviews, manages hiring events, and coordinates with candidates on behalf of recruiters. HireVue has many customer case studies that show a decrease in time and overall recruiting costs.

HireVue Customers

HireVue has customers in a variety of industries ranging from aviation to retail. Some popular names include Amazon, Unilever, Vodafone, Beacon Health System, SmartLynx Airlines, The Co-operative Bank, and National Safety Apparel.

HireVue Pricing

HireVue has two pricing plans:

  • Essentials: This plan starts at $35,000 per month for a company with 2500-7500 employees. It includes live and on-demand interviewing features, custom branding, and single language configuration. 
  • Enterprise: This plan is suitable for companies with over 7500 employees. Pricing is custom and you would have to request a demo to receive a quote. In addition to all the features of the Essentials plan, this plan comes with scheduling, chatbot, pre-built ATS integrations, analytics, among others.

Best For

Large enterprises who frequently have hiring needs.

No items found.

Paradox

Visit Website
Get A Quote
Popularity Score
4.6 / 5
User Score
4.8 / 5
Product Score
4.9 / 5

Why we picked Paradox

Paradox stands out from the crowd because of their stellar implementation team and their flagship product Olivia, an AI assistant that interacts with job candidates via text.

PROS

  • Their implementation and customer service is very efficient and accessible. You will not only get a Customer Success Manager to help you with every step during your implementation phase but your issues will also likely be resolved within the same day. Unlike many vendors, you can contact their support team via phone and explain your issue in real-time. 
  • It’s very time-saving and cuts down on back-and-forth communication between job candidates and recruiters. As Derek B, Head of Recruitment at a large-sized enterprise puts it, “Olivia helped us shave our response time from 7 days to under 24 hours. This time saving ensured that the applicants we chose to interview were the best of the bunch.”
  • Olivia, their AI chatbot is programmed to respond to candidates in a way that feels personal, as if a real person is responding. What’s even better is that despite complete automation, you can see all chats and manually override them if need be.
  • Their implementation and customer service is very efficient and accessible. You will not only get a Customer Success Manager to help you with every step during your implementation phase but your issues will also likely be resolved within the same day. Unlike many vendors, you can contact their support team via phone and explain your issue in real-time. 
  • It’s very time-saving and cuts down on back-and-forth communication between job candidates and recruiters. As Derek B, Head of Recruitment at a large-sized enterprise puts it, “Olivia helped us shave our response time from 7 days to under 24 hours. This time saving ensured that the applicants we chose to interview were the best of the bunch.”
  • Olivia, their AI chatbot is programmed to respond to candidates in a way that feels personal, as if a real person is responding. What’s even better is that despite complete automation, you can see all chats and manually override them if need be.

CONS

  • Although you can get some data and feedback about your company and its processes, analytics is not very robust in Paradox. If you’re looking for advanced features that let you slice and dice your data in various ways, you’ll have to look for other applications. 
  • Their AI assistant is intelligent and has a human touch but at the end of the day, Olivia is still AI. At times when you want nuanced answers in conversations, you’ll have to manually operate the chat.
  • Although you can get some data and feedback about your company and its processes, analytics is not very robust in Paradox. If you’re looking for advanced features that let you slice and dice your data in various ways, you’ll have to look for other applications. 
  • Their AI assistant is intelligent and has a human touch but at the end of the day, Olivia is still AI. At times when you want nuanced answers in conversations, you’ll have to manually operate the chat.
Paradox Ai Recruiting Tool dashboard screenshot

Paradox Review

Paradox relies on a conversational AI called Olivia, that acts as a mediator between recruiters and candidates for passing relevant information, taking requests, and answering questions. Olivia saves recruiters’ time by automatically conversing with job candidates to schedule interviews, send reminders, execute screening, register candidates for career fairs, etc. The AI kicks in the minute your candidates apply to an opening through a job board. You can also embed Olivia in your company’s careers page to find the most suitable opening for a candidate based on their answers.

Paradox Customers

Unilever, McDonald’s, Amazon, 3M, CVS Health, Nestlé, Lowe’s

Paradox Pricing

Pricing is not disclosed upfront. You will have to schedule a demo to get custom pricing based on your company size. After filling out a demo form on their website, their team will reach out to you within one business day to learn about your team’s challenges and schedule a custom-tailored demo.

Best For

Olivia was thought out specifically for recruitment teams with the need for high-volume hiring. Their success stories are mostly in the restaurant & retail, healthcare, financial services, and trucking/logistics industries.

No items found.

Findem

Visit Website
Get A Quote
Popularity Score
4.1 / 5
User Score
4.2 / 5
Product Score
4.3 / 5

Why we picked Findem

Findem is the only tool in this category that allows you to find candidates using technical and intangible attributes in ways that traditional keyword matching does not.

PROS

  • They assign a dedicated customer service manager during the implementation process to get you settled and started. These account managers also help migrate your data onto the system during the onboarding process.
  • It is time-saving for businesses that have less time/people to dedicate to recruiting. They provide a service where sourcing experts work together with you to find talent across the globe.
  • The software allows you to run outbound recruiting campaigns, giving you a potential talent pool of over 750 million candidates.

CONS

  • For the main offering, Findem require a minimum contract time rather than being able to pay for the service monthly. However, they do have a sourcing solution that can start with a 3-month engagement.
  • Findem does not typically cover hourly worker roles or jobs where the candidates have none or very little online presence.
Findem's ai based recruitment platform dashboard screenshot

Findem Review

Findem’s unconventional candidate sourcing makes it possible for you to access a global talent pool of over 750 million prospects. Using artificial intelligence, the system crawls several data sources such as LinkedIn, GitHub, Behance, Stack Overflow, Kaggle, and social media platforms, to consolidate all unique candidate information into profiles that list all their achievements, qualifications, core values, and so on. This makes it possible to quickly source a high volume of candidates using the most precise and stringent of criteria.

Findem Customers

RingCentral, Medallia, Intuitive, Adobe, Booster, Armorblox, Plume.

Findem Pricing

Findem does not publicly disclose their pricing information. You will have to request a demo to see which plan best works for your company size and your operations.

Best For

Findem is a good fit for hiring managers and talent leads in companies with over 500 employees in any industries that are hiring for corporate roles— notably tech, CPG, life sciences. They also have a good track record with North American startups and hyper-growth companies.

No items found.

AmazingHiring

Visit Website
Get A Quote
Popularity Score
3.3 / 5
User Score
4.7 / 5
Product Score
4.2 / 5

Why we picked AmazingHiring

AmazingHiring is a great sourcing tool for recruiting teams that need to hire technical talent.

PROS

CONS

AmazingHiring Ai Hiring Software dashboard screenshot

AmazingHiring Review

AmazingHiring aggregates professional backgrounds of technical candidates from data they collect across over 70 different sources. The AI will sort candidates by a consolidated rating across their Github, Stack, etc profiles and align this list with your candidate criteria.  There is also the ability to do manual sourcing as well with boolean searches.  

You can then filter candidates by years experience, gender, past job titles/companies, seniority levels, etc.  You can also exclude different sources (like LinkedIn) to give you a better opportunity to find hidden talent that are talent acquisition teams may not know about.

Sourcers and recruiters organize candidates by folder, and then can execute multi stage email sequences that go out via your email client (gmail, outlook, etc).

Lastly, they have a data enrichment feature where you can add relevant information to email lists (name, title, geography, etc), and keep your candidate datasets up to date.

AmazingHiring Customers

EPAM, Akamai Technologies, Alexander Mann Solutions,Dell, ABBYY

AmazingHiring Pricing

Pricing is based on the number of licenses that you buy, with volume discounts for larger companies.  All contracts are annual and start at $4,800 per seat.  There are also charges for enriching contacts if you want to take advantage of that feature.

Lastly, they do offer custom pricing for individual freelancers who want to use the platform.

Best For

Technical recruiters at growing technology companies, smaller companies that need to hire technical talent, and third party recruiters and staffing agencies who have a high volume of tech hiring.

No items found.

Textio

Visit Website
Get A Quote
Popularity Score
4.1 / 5
User Score
4.1 / 5
Product Score
4.3 / 5

Why we picked Textio

Textio uses big data and machine learning to help recruiters optimize their brand's language in the eyes of the best talent.

PROS

CONS

Textio Ai Hiring Software dashboard screenshot

Textio Review

In order to help talent acquisition professionals write recruitment marketing content that will resonate with their desired candidates, Textio's platform gives texts a score and suggestions. Their score aims at decreasing the bias implicit in anyone’s language. For example, they may pick out words that are overly masculine, or that are cliched to the point of being a turnoff.

Textio Customers

Among the companies that use Textio to write better employer brand content, you'll find names like McDonald's, Slack, Atlassian, P&G, and Spotify.

Textio Pricing

Pricing for Textio is undisclosed, so you'd have to contact them to see about a demo and quote. If you'd like to see what it can do for your hiring team's writing, they also offer a free brand report on their website.

Best For

Textio is used by a wide variety of companies. Within them, it's mainly used by hiring teams but also by marketing managers and copywriters.

No items found.

Pymetrics

Visit Website
Get A Quote
Popularity Score
4.1 / 5
User Score
3.1 / 5
Product Score
3.7 / 5

Why we picked Pymetrics

Pymetrics has a unique approach to recruiting. They leverage gamification, behavioral science, and AI technology.

PROS

CONS

Pymetrics Ai Recruiting Software's Video Interview feature

Pymetrics Review

Pymetrics allows companies to use AI to vet potential employees. Your current employees take a series of tests (that mimic video games) and their algorithm builds a persona of the people who fit that role. You then have candidates take similar tests to see if they are a match.

Pymetrics Customers

Pymetrics is used by companies like Boston Consulting Group, Colgate-Palmolive, The Kraft Heinz Company, and McDonald's.

Pymetrics Pricing

Pricing for Pymetrics is not publicly available.

Best For

Pymetrics is thought out for companies that have pools of candidates of at least 5,000 individuals.

No items found.

Benefits and Use Cases of AI Recruiting Software

The best AI recruiting tools allow HR and talent acquisition teams to supercharge their efforts through smart and automated workflows that eliminate tedious tasks, and let recruiting teams focus on the most strategic parts of their recruitment process.

Here at SSR, we like to think of AI like an exo-skeleton that allows humans to be smarter, and more efficient.  We strongly believe that AI actually replacing human beings is decades or more off.  So, there’s really no need to be afraid of this new technology, it’s basically just slightly smarter software that can automate more of the tasks you most likely don’t want to do.

Please also read the pitfalls below this section as there are several important caveats to these use cases and dangers that HR and recruiting teams need to be aware of!

Here are a few of the use cases that AI recruiting tools can help with:

  • Screening: The best AI recruiting tools help with screening candidates, however they do this in different ways depending on the vendor (see below bullets).  Typically when we think of AI interviews, we think of chatbots that will ask a series of questions to the candidate.  Here, the AI is used to interpret what the candidate is providing as answers (and questions they may have), in order to properly vet the potential employee, as well as answer questions they may have about the role.
  • Video Interviews:  Video interview platforms are starting to leverage AI to take a first stab at understanding key characteristics of a candidate.  First, these platforms can understand the responses job seekers give to a given question, and analyze how that fits with your hiring criteria.  There are also technologies that will determine how extroverted, confident, etc a job seeker is.
  • Tech Screening: Automated tech assessments are a great way to screen engineers, especially those that may not have the resume you’re looking for but may be interesting hires.  These platforms use AI to figure out the quality of a given candidate’s answers to understand their facility with different languages, and key stills like pair programming or test driven development.
  • Sourcing:  AI is great for talent sourcing and has been employed in this use case for a while now.  The basic idea is that artificial intelligence can interpret a job req, find relevant folks through different databases (your ATS/CRM, or the open web), and then return a qualified list of potential applicants.  This technology can even automate your sourcing and start multi-stage outreach through text and email.
  • Scheduling: Scheduling candidates is always a pain, especially when juggling multiple internal calendars for an on-site.  The right interview scheduling software gives candidates a better experience (no dropped balls, female candidates don’t interview with all men, etc), and saves your recruiting team a lot of headaches.
  • ATS Re-Engagement: Your ATS is full of high quality applicants who were silver medalists, applied too late, or weren’t a fit for a specific role at a given point in time but would be great for a new req.  A human would take a very long time to wade through thousands or millions of records, and most applicant tracking systems aren’t great at re-discovering old records.  AI can look at your open req, and search your database for relevant past applicants to re-engage.
  • Referrals: AI recruiting tools are also great for supercharging referrals.  This use case is similar to the ATS re-engagement one, but the database is your employees’ networks vs the ATS.  The AI looks at your req, looks at your employees’ networks, and then makes suggestions on who your employees should refer to your recruiting team.  This can all happen without a recruiter lifting a finger.
  • Career Site Conversion: Most of the people who go to your career site don’t apply for a job.  A chatbot on your career site allows job seekers to ask questions about benefits, open roles, etc.  This leads to higher conversions into your ATS of quality candidates.

Pro Tips on AI Recruiting Tools

Pitfalls You Need To Be Aware Of

Like any new technology, ai recruiting tools also have their downsides and dangers.  It’s important to remember AI is an exo-skeleton for human beings, not a replacement.  So, we don’t have to be worried about losing our jobs, but we also have to be mindful that we are still in the people business and human to human interaction is still so important.

  • Candidate Experience: At the end of the day, we all want to be treated with respect.  This desire is magnified during the stress of the hiring process.  Do not replace every candidate touch point with automation.  Job seekers are smart enough to realize they aren’t getting any TLC, and will be turned off.  Spend time with potential candidates to understand how they’re experiencing the various stages of your hiring process and when you’ve gone too far.
  • Set Expectations: We are all used to dealing with machines and AI whether that’s through google searches or an automated response to a simple question from a service rep bot.  And, for the most part, we’re fine with this experience.  But, we need to know we can access a human when needed, and we need to know how a process will evolve.  I’m ok entering my information to see if I pre-qualify for a credit card.  But, if things get more complicated and there’s no human, I’m officially having a bad experience.
  • Training the AI: AI is trained on a data set to determine outcomes.  You need to have this data set, or your vendor needs a dataset relevant to your company, in order to get value.  Sometimes this training takes a long time.  Be aware of what this process will be like for your use case and company. For example, if the training is for a Natural Language Processing engine, this can be done automatically but is often still guided by humans reviewing data sets and making sure the engine identifies them where it makes sense. This would certainly take more time, and also raises the question of how your candidate data is being handled.
  • AI Bias: If you give the AI a dataset that discriminates against women, you’re going to have a recruitment process that now discriminates against women.  This is actually more common than you may imagine, as the new apple card found out.  Always have humans sanity check the outcomes of AI based decisions, especially as you start to role out new tech.
  • Humans Needed: Treat the outputs of AI recruiting tools as suggestions.  If your sourcing tool gives your five candidates, it’s likely that at least one of them will not be a great fit.  Humans need to be the final decision maker in many cases when it comes to talent acquisition teams leveraging AI.

Return on Investment From AI Recruiting Platforms

Here at SSR, we always think that an ROI analysis is necessary for every type of new HR software purchase, and AI recruiting is no different.  That said, the ROI from AI recruiting tools can be calculated in several different ways depending on the use case you’re using this software for.

So, we’d recommend checking out our HRTech ROI calculators (all are free to download) and pick the one that relates to what you’re trying to accomplish – decrease time to fill, cost per hire, time spent sourcing, etc.

Pricing of AI Recruiting Tools - What's the Best Pricing Structure?

Like most HR and SaaS software, AI recruiting tools are priced per user or per number of actions; in this case, job requisitions or postings. To find out more about structures and how to optimize for this, we teamed up with Bob Pulver, who's been an HR tech consultant for a number of years. On the question of pricing, Bob mentioned that companies should feel free to suggest an alternative pricing structure to vendors, one better-suited to their needs.

"With recruiting software, the value is created the minute you have a candidate that you can reach out to, why not have them charge for that instead?" According to Bob,  some people in tech are willing to do that. In such a pricing structure, your entire team has access to the tool, but could be limited by a pool of candidate contact credits. This can save HR teams a lot of money, while still being fair and mindful of the software vendor's costs. As Bob explained, "if you have a team of recruiters and they charge you hundred per seat, you're very quickly into six figure territory."

Problems To Solve with AI Recruiting Software

As put to us by one of the experts we consulted for this buyer guide, " The diversity of companies listed under AI Recruiting makes it very hard for the buyer to understand what pain points each solution is solving for and at what stage of the hiring funnel". Those are the words and wisdom of Bennett Sung, marketing consultant for several early stage HR software companies. What Bennett is referring to is the wide variety of use cases that happen with AI recruitment software. While, let’s say SeekOut and Paradox don’t share the same use cases, they are frequently lumped together under the same umbrella of AI recruiting.

Hence, it can become confusing to vet companies. As with any software purchase, the best thing for you to do is to be aware of the greatest challenges you need to solve, give them an order of priorities if they’re several, and let that guide every request for a demo and the actual conversations.

To give you some examples, here are some of the typical channels you can solve with AI recruiting tools: 

  • Filling open positions takes too long: Certain features of AI software like chatbots can help with automating the pre-screening process, screen resumes, and in some cases, even scheduling interviews. Apart from saving thousands of dollars in man hours, this can also result in a faster and more efficient hiring process, where positions get filled quicker. 
  • The quality of hire is still sub par: Through intelligent screening of thousands of candidates, you can start your search right by setting up the appropriate tags and requirements. Then, you can focus on a pool of candidates that already seem like a great fit for the job.
  • There might be a bias problem in our recruiting process: Some AI recruiting tools can eliminate human bias by only showing certain information about candidates before key hiring decisions are made.

Questions For Demos

HR and recruiting teams need to go into demos prepared to get the information they need.  Part of that preparation is making sure you have the right questions lined up for any AI vendor. As in other parts of this buyer guide, we teamed with Bob Pulver, HR Tech consultant at Cognitive Path, to put together some of these questions. Here are a few specific questions you should ask on demos with vendors that relate to AI recruiting tools:

  • How is your data set trained?  Where does the data come from? How long does this take?
  • How do candidates interact with this tool?
  • How do recruiters interact with this tool?
  • How accurate is your AI? What metrics do you look at to measure this accuracy?
  • What unique insights has your AI discovered?
  • What is your sweet spot in terms of company size?
  • Do you have outside funding? Where is this funding going?
  • Are you investing in CS? What does the implementation process look like for a company like mine?

AI Recruiting Tools FAQs

What is AI recruiting software?

AI recruiting software are platforms or tools that use artificial intelligence to automate certain parts of the talent acquisition process.

How is AI used in recruitment?

AI is used in every aspect of the recruitment pipeline, including the following: 

  • Screening: Using chatbots to automatically answer candidate questions
  • Video Interviews:  Analyzing video interview responses to see how they fit into hiring criteria
  • Tech Screening: Using AI to figure out the quality of a given candidate’s answers
  • Sourcing:  Scanning talent databases for candidates relevant to job reqs
  • Scheduling: Automatically aligning candidate and hiring team schedules for available connection
  • ATS Re-Engagement: Checking your ATS for former candidates who would be a good fit for a new role
  • Referrals: Combing through employee networks for relevant candidates

How is AI changing talent sourcing and recruiting?

AI is changing talent sourcing and recruiting by automating the processes, saving hiring teams lots of time while also engaging a wider pool of talent. It acts as an exo-skeleton that allows human resources teams to be smarter and more efficient. 

Why use AI recruiting platforms?

You can use AI recruiting platforms to save your organization time and money. As AI becomes more integrated with HR tech, it will be increasingly difficult to operate without it as well.

Final Advice

The best AI recruiting software allows your talent acquisition team to become way more efficient.  This is especially important given the war for talent, and the high cost of adding full time employees to your recruiting team.

Without a doubt, AI will become a larger and larger part of your company’s business as a whole, and the recruiting function in particular.  So, it makes sense to start utilizing artificial intelligence now in the use cases that matter to you the most.

Our suggestion is to pick one use case that is most pressing (scheduling, sourcing, screening, etc), and then to talk with a few vendors that you can partner with.

More Recruitment Buyer Guides

More AI Recruitment Related Articles

Looking for HR Tech Advice?

Join our community

Ask questions, share knowledge, find new job opportunities, network and more in our 
closed HR Tech Buyers Community

View Community

About Us

  • Our goal at SSR is to help HR and recruiting teams to find and buy the right software for their needs.
  • Our site is free to use as some vendors will pay us for web traffic.
  • SSR lists all companies we feel are top vendors - not just those who pay us - in our comprehensive directories full of the advice needed to make the right purchase decision for your HR team.

Interested in getting in touch with ?

By submitting this form, you consent to being contacted by Strazzulla, LLC (SelectSoftware Reviews) and up to 3 vendor partners by phone and/or email. You agree that Strazzulla, LLC may share your data with its partners to complete your request. You have the right to email us and have us delete your personal data at any time.

Thank you! We'll get in touch with you shortly

Oops! Something went wrong while submitting the form.