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Best Recruiting Automation Software

13 Best Recruitment Automation Software Tools (2024)

Our expert recruiting automation software picks, plus in-depth insights into our selection process, pros & cons, feature comparisons, screenshots, prices, and best use cases.

Anh Nguyen
Written by
Anh Nguyen
No ads, just real software reviews. An independent writer and a bad BUT wholeheartedly enthusiastic dancer
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Last Updated: Mar 28, 2024
TOP
Best recruiting automation software for highly-refined automated sourcing
Fetcher
4.6
Popularity Score
4.6
User Score
4.7
Product  Score
Visit Website
TOP
Best recruiting automation software for highly-refined automated sourcing
Fetcher
4.6
Popularity Score
4.6
User Score
4.7
Product  Score
Learn More
TOP
Best recruiting automation software for intelligent one-way video interviews
myInterview
4.2
Popularity Score
4.8
User Score
4.6
Product  Score
Visit Website
TOP
Best recruiting automation software for intelligent one-way video interviews
myInterview
4.2
Popularity Score
4.8
User Score
4.6
Product  Score
Learn More
TOP
Best recruiting automation software for human-like conversational AI
Paradox
4.6
Popularity Score
4.8
User Score
4.9
Product  Score
Visit Website
TOP
Best recruiting automation software for human-like conversational AI
Paradox
4.6
Popularity Score
4.8
User Score
4.9
Product  Score
Learn More
Over 3 million HR leaders trust our advice

Introduction to Recruiting Automation Software

The best recruitment automation software covers a wide range of aspects, from job postings and resume searching to texting, screening, scheduling, reference checks, and onboarding.

Whether you’ve grown tired of answering the same old questions from countless job seekers, or want to focus on what really counts—choosing the right hires, a modern recruiting automation tool is probably in order.

For this guide, we’ve picked solutions that offer the best combination of performance and value, including freemium options for those on a budget.

Read on to keep yourself posted on the best recruiting software’s pros and cons, must-watch-out pitfalls, prices, and deciding features. Also, be sure to check back frequently as we update this page with the latest insights that deserve your attention.

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Best Recruiting Automation Software

Fetcher

: Best recruiting automation software for highly-refined automated sourcing

myInterview

: Best recruiting automation software for intelligent one-way video interviews

Paradox

: Best recruiting automation software for human-like conversational AI

Manatal

: Best SMB-focus recruiting automation software for AI recommendations

VidCruiter

: Best recruitment suite for mid-sized to large enterprises

hireEZ

: Recruiting solution with strong email outreach automation

GrabJobs

: Hiring automation platform with a great interview chatbot

Findem

: AI recruitment software with a dedicated sourcing expert

HireVue

: Enterprise-focus AI recruiting solution with automated chat

SeekOut

: Recruitment software with an AI-powered talent search engine

Loxo

: AI recruitment software with a free-forever plan available

Gem

: Excellent tool for talent sourcing and outreach

Workstream

: End-to-end solution to hire and manage hourly workforce

Our Criteria: Here's How We Chose The Best Recruiting Automation Software

To choose the best recruiting automation software, our experts compared each tool’s performance on crucial features, including candidate experience, analytics, and product training. We gathered uniquely sourced information from product demos and sought input from HR thought leaders and our professional community.

  • Candidate experience: We prioritized software that not only acts fast but keeps candidates engaged and well-informed throughout the hiring process. Features we assessed include a straightforward application process, personalized and prompt communication, customizable email and SMS templates, and mobile accessibility.
  • Analytics: The best recruitment software goes beyond collecting data. It provides actionable insights that empower recruitment managers to make informed decisions and optimize the application process for better hiring outcomes. With powerful analytics, you can uncover trends, identify areas for improvement, and drive smarter recruitment strategies.
  • Product training: Regardless of your budget size, the ideal recruitment software provides the necessary training and resources to maximize features and stay compliant with the latest laws. The premium-priced solutions we’ve included come with dedicated customer support and valuable training to justify the investment. Meanwhile, more affordable options offer ample assistance through well-structured online documentation, live chat support, training courses, and helpful video tutorials.

Want to dive deeper into our evaluation process? Check out this detailed article on How We Evaluate HR Tech Vendors.

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Compare the Best Recruiting Automation Software

Popularity Score
Best for
Key Differentiator
Pricing
Free Trial
Customers
Users Score
Product Score

Fetcher

Most Popular
4.6
Startups & SMBs to do outbound sourcing and diverse hiring
Candidates pre-vetted by AI then Fetcher's sourcing experts
Starts at $149/mo
Yes
500+ companies
4.6
4.7

myInterview

Most Popular
4.2
Mid-to-large-sized teams seeking intelligent video screening
AI ranks candidate responses based on job-match criteria
Starts at $99/mo
No
1,000+ companies
4.8
4.6

Paradox

Most Popular
4.6
High-volume hiring teams to text recruiting
Conversational AI available 24/7/365 and in 100+ languages
Custom Pricing
No
1,300+ companies
4.8
4.9

Manatal

Most Popular
4.5
Budget-minded teams to automate pre-screening
Affordable ATS with native AI-powered candidate filtering
Starts at $15/mo
Yes
10,000+ companies
4.8
4.9

VidCruiter

Most Popular
4.6
Organizations hiring at least 100 people annually
End-to-end recruitment suite, fully customizable
Custom Pricing
No
100,000+ users
4.7
4.8

hireEZ

Most Popular
4.1
Enterprises to automate email outreach and engagement
AI tools for sourcing, outreach, and candidate rediscovery
Custom Pricing
No
600+ companies
4.6
4.4

GrabJobs

Most Popular
4.0
SMBs looking to hire pink and blue-collar staff
Low-cost chatbot, ATS, automation, and career sites
Starts at $125/mo
Yes
20,000+ companies
3.8
4.1

Findem

Most Popular
4.1
U.S.-based startups and high-growth companies
Attribute-based sourcing and automation for email outreach
Starts at $8,000/yr
No
150+ companies
4.2
4.3

HireVue

Most Popular
4.0
Enterprises with 2,500+ employees and universities
Enterprise-focused recruitment suite, worldwide footprint
Starts at $2,917/mo
No
1,150+ companies
3.9
4.0

SeekOut

Most Popular
4.0
Tech, engineering, and life sciences hiring
Vast talent pool and advanced search capabilities
Custom Pricing
Yes
1,000+ companies
4.5
4.0

Loxo

Most Popular
4.0
Staffing agencies and teams with high-volume hiring needs
Strong track record of responsive customer support
Starts at $119/mo
Yes
13,000+ companies
4.6
4.0

Gem

Most Popular
4.0
Either early-stage startups or teams with high-volume hiring
Powerful automation for candidate sourcing and engagement
Custom Pricing
Yes
1,200+ companies
4.8
4.6

Workstream

Most Popular
4.1
Hourly hiring & recruitment in industries with high turnover
Designated screening tool for hourly workers
Custom Pricing
No
2,000+ companies
4.6
4.2
Phil Strazzulla
HR Tech Expert, Harvard MBA, Software Enthusiast

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Detailed Reviews of the Best Recruiting Automation Software

Fetcher

Visit Website
Fetcher
Learn More
Popularity Score
4.6 / 5
User Score
4.6 / 5
Product Score
4.7 / 5

Why we picked Fetcher

With Fetcher, you get the benefits of both worlds: Fetcher's algorithm searches the web for well-suited candidates according to your specified criteria, and their team of sourcing experts further refines and tailors the results for you.

PROS

  • Intuitive interface and seamless user experience.
  • Unique sourcing solution with AI initially identifying candidates, followed by human review for all plans.
  • Multiple communication channels for accessing customer support.
  • Unlimited outbound emails and re-engagement campaigns included in all plans.
  • Chrome extension enables manual sourcing, email address collection from LinkedIn, and automated outreach.
  • Offers a range of integration options for email, calendar, ATS, & CRM, including support for API/custom integrations at no additional cost.

  • 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

  • A few users have reported minor bugs and glitches.
  • Hyper-focused on passive candidate recruitment. No features to attract active job seekers.

  • 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-automation-outreach-campaign

Fetcher Review

When we landed on Fetcher’s dashboard, the first thing that struck us was its straightforward and user-friendly interface. Fetcher requires little to no training and support to get you up and ready to navigate the platform. We logged into our account, headed to the sourcing tool, set out job requirements, and were all set to review potential candidates the system sent.

But what truly blew us away about this recruitment automation software was its sourcing tool. An AI that carefully picks out profiles that match our given requirements, followed by a team of experienced sourcers reviewing the AI’s work before sending us the final batch. Out of the numerous recruitment tools we have looked into, Fetcher and Rolebot stand alone in offering this approach. And Fetcher even outshines Rolebot for its flexibility: while Rolebot restricts you to a fixed 15 vetted candidates per day, Fetcher grants users the freedom to determine their desired volume. Speaking from my own experience working in recruitment agencies where dealing with time-sensitive roles is routine, this feature is a huge plus.

Fetcher's candidate outreach tools stand out as well. It’s got all the essentials—automation, email templates with a sprinkle of personalization, and reminders. The analytics aren’t the best, but powerful enough and easy on the eyes with real-time stats on unvetted profiles, news responses, gender and demographic estimates, and search performance.

The platform also offers several ways for users to reach out and get help. You can use email, built-in chat, and native note features. What truly impressed us, though, was that every user can request regular meetings with their sourcing team for additional assistance.

Nevertheless, there are times when Fetcher leaves us scratching our heads with its slow or, worse, freezing dashboard caused by system bugs and glitches. As you might have also noticed, Fetcher is more about sourcing passive candidates than offering a full-cycle recruitment tool, you won’t find native features for job posting, interviews, and onboarding here.

When it comes to pricing, Fetcher is slightly cheaper than LinkedIn Recruiter, with paid plans starting at $149 per month vs. $170 per month. Fetcher also just added a free plan where users can access 50 profiles monthly for free. But what a shame integrations and dedicated support are both taken from this plan. You’ll likely find it to be helpful if you hire one to two people per year.

Fetcher Customers

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

Fetcher Pricing

Fetcher offers four plans:

  • Starter: Free access allowing users to view 50 profiles monthly.
  • Growth: Priced at $149/user/month, offering integrations and access to 4,000 profiles annually.
  • Amplify: Priced at $549/user/month, inclusive of Growth benefits, along with talent sourcers, a US-based success team, and 1,000 human-sourced profiles.
  • Custom Pricing: Tailored plans available for large companies and staffing agencies.

Best For

Fetcher is a fine tool for recruiters and hiring managers seeking an efficient path to outbound sourcing and diverse hiring. The platform also has a good track record with startups and small-to-medium-sized businesses.

Fetcher in action
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myInterview

Visit Website
myInterview
Learn More
Popularity Score
4.2 / 5
User Score
4.8 / 5
Product Score
4.6 / 5

Why we picked myInterview

myInterview's standout 3-in-1 Intelligence feature uses AI to analyze candidate responses based on your preferred skills and traits. It highlights the best matches, while ensuring appearances and accents won't sway results.

PROS

  • Offers 3-in-1 Intelligence: Smart shortlisting, personality insights, and phrase search and filtering—user-friendly and effective.
  • Recently added a kanban board for easier navigation.
  • Strong one-way video interview with various question types, automated subtitles, and native scheduling.
  • Customer support across various time zones, often responding within minutes.
  • Features automated communications, including engagement with unresponsive candidates and action-based triggers.
  • Native configuration for automation based on decision trees and real-time responses.
  • AI trained on 30k interviewees’ responses for tone and word analysis.

  • myInterview has a neat screening feature that can sift through thousands of video submissions and identify suitable candidates not only based on skills, but also personality.
  • The platform provides analytics that help you understand how well your current application process is working, so that you can make improvements as needed.
  • It lets you add instant candidate ratings so you’re able to compare candidates and make data-based decisions.
  • myInterview lets you create a branded, customized interview process. You can choose from their library of pre-recorded questions, or create your own.
  • myInterview ensures that all your interviewers have access to the same information about each candidate. This is so they’re all asking the same questions and given a fair chance at evaluating each candidate's answers.

CONS

  • No longer provides a free plan or trial.
  • Highly focused on video interviewing, lacks certain recruiting features like job posting and resume screening.
  • Custom integrations come with a cost.‍
  • Smart View might seem crowded to users with a large number of candidates.

  • A few users have noted that myInterview doesn't offer many customization options. For example, you can't customize the email templates without contacting support.
  • myInterview currently doesn’t have a mobile app neither for hiring managers or candidates.
  • Though they do have a free forever plan, it is limited to only 1 active job post at a time.

myInterview Review

It’s hard not to notice myInterview in the video interview software space, as it’s one of the fastest-growing players with 10,000 customers onboarded since its relatively late market entry in 2016. But the platform is even more than caught up with competitors in the recruiting automation tech space and for the past 2 years, has rolled out a high-quality set of AI tools: Smart Shortlisting, Personality Insights, and Phrase Search and Filtering.

Navigating myInterview requires little to no training. There was a Smart Shortlisting survey in which we filled out the most important aspects of the role, for example, creative and assertive, in ranked order. Crafting interview questions was also user-friendly, but what we truly appreciated were myInterview’s pre-built question templates. They made things as easy as pie. The final touch was branding: we added our logo and branding colors, and voila! We were free to do other work, knowing the system would store all candidates’ responses, score personality, and rank responses based on job-match criteria, enabling us to easily review and decide what happens next with the interviewees.

Equally, if not more, important when assessing an AI-based recruiting tech is whether all the automation work is accurate and ethical. What's the use of being fast when the results are just wrong? To remove any doubt, we decided to examine myInterview’s AI work and we couldn’t be happier with our findings.

myInterview trains their AI using a database of 30k real interviews. This means the algorithm is sophisticated in analyzing interview transcriptions and identifying personality behavior markers while taking into account elements like intonation and speaking speed. Seeing that machine learning also does not take into account candidates' physical appearance when doing personality evaluations is an important touch.

Have you ever found yourself buried in piles of responses while searching for particular responses? We’ve been there—relying on Google Drive to store all candidates’ video interviews. It was nearly impossible not to get frustrated and feel helpless each time we did such searches. Thus, it was a bittersweet moment when we found myInterview’s Phrase Search and Filtering. The fact that there’s a tool that could help us refine candidate searches using specific keywords from their interviews and even pinpoint moments where these keywords are spoken—why hadn’t we found it sooner?

However, myInterview disappointed us when it discontinued both its free-forever plan and free trial in early 2023. It now provides two subscription options, and only the most expensive one has access to the intelligence tools. The only consoling part left is that the system still maintains its starting price at $99 per month, which is a reasonable and accessible rate considering its offering.

As a trade-off for being exceptional in video interviewing by being hyper-focused on this niche, myInterview is not so effective when it comes to other aspects of recruiting such as candidate search or resume screening. Given this approach, we had expected to see great integration capabilities from the software. myInterview can pair with 15+ HR systems, which is not bad at all. The thing that makes us not so happy is that all these integrations come with an additional cost.

myInterview Customers

Over 10,000 companies, such as McDonalds, Billabong, and 7-Eleven have used myInterview.

myInterview Pricing

myInterview offers two plans, with pricing starting at $99 per month for an annual subscription.

Best For

myInterview is best for medium to large organizations to streamline their recruitment with intelligent candidate video screening. Since it supports multiple brands and languages, both in-house talent acquisition teams and recruiting agencies can find the tool helpful.

myInterview in action
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Paradox

Visit Website
Paradox
Learn More
Popularity Score
4.6 / 5
User Score
4.8 / 5
Product Score
4.9 / 5

Why we picked Paradox

Paradox is an ideal option for high-volume hiring teams to automate their recruitment with the help of AI. The algorithm (named Olivia) can assist in almost every essential part of the enterprise hiring process, from text recruiting to screening, scheduling, video interviewing, and onboarding.

PROS

  • Reduces back-and-forth communication between applicants and recruiters.
  • The AI chatbot (Olivia) is programmed to respond to candidates in a human-like way.
  • Supports over 30 languages for users and over 100 languages for job applicants.
  • Candidates can easily apply for a job or get help by scanning job ads’ QR codes or tapping on call-to-action buttons.

  • 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

  • There may be back and forth between customers and the support team to fully resolve a request.
  • Lacks transparent rates. Doesn’t provide a free trial.

  • 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 Review

Paradox isn’t the only player in the conversational AI market, but what truly sets it apart is Olivia's exceptional intelligence. While she can't replace human recruiters, having a tireless virtual assistant like her in the hiring process of large companies does bring substantial benefits.

We heard Olivia AI can answer candidate questions in over 100 languages. So, late one night at 10 pm, we decided to test this out by sending the AI two texts, one in Spanish and another in Vietnamese. She didn’t just pass the challenge, she aced it! Fast and helpful responses in both languages without breaking a sweat.

What also impressed us was how accessible this AI is. Whether job seekers are on job boards or social sites like LinkedIn or Facebook, a simple scan of a QR code or a click on a call-to-action button directly from their mobile screens will put them in contact with Olivia.

To see how the recruiting automation works in real life, we let it handle the initial tasks for filling our entry-level roles. And Olivia did prove her worth: The AI suggests fitting roles based on candidates’ queries, gathers crucial info (names, emails, resumes), and schedules interviews—all with a human-like touch.

Paradox didn’t disappoint us in terms of integration capabilities either. As expected from an enterprise-tailored recruiting tool, it can connect with dozens of popular ATSs, CRM systems, background check services, video interviewing platforms, email, calendar, and messaging tools. It also checks the box for custom integration support.

However, there are still a few things we don’t like about Paradox. While it’s not uncommon for recruitment software to undisclose its pricing structure, we wish that Paradox at least provided a free trial for users to evaluate the software before purchase. Additionally, its typical starting price of around $1,000 might be a hefty sum for SMBs. But, to be fair, competitors like HireVue start at much higher prices.

Lastly, while Paradox is proven to be incredibly helpful for complex, high-volume, and time-sensitive recruitment, we must warn you not to overuse it for critical candidate interactions like interviews. Above all, a dehumanized recruitment process is the road best left untraveled.

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.

Best For

Paradox is best suited for large enterprises with high candidate volume.

Paradox in action
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Manatal

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Manatal
Learn More
Popularity Score
4.5 / 5
User Score
4.8 / 5
Product Score
4.9 / 5

Why we picked Manatal

Manatal’s intuitive UI, budget-friendly ATS, and AI-powered candidate filtering help it earn its spot on our list. It’s also one of a few vendors in this space that provide a crystal clear pricing structure plus a 14-day free trial for testing.

PROS

  • Affordable with a 14-day free trial for testing before committing.
  • User-friendly interface with drag-and-drop-enabled pipelines for organizing candidates.
  • Ability to send mass email campaigns.
  • Updates candidate profiles automatically with data derived from their social media accounts.
  • Referral program for career page visitors to refer candidates.
  • Multi-language support for careers pages (English, Spanish, French, German, Dutch, Portuguese, Bahasa Indonesia, and Thai).
  • AI-powered recommendations for suitable candidates in the pool based on job descriptions.
  • Customizable automated post-referral and post-application emails.

  • 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

  • AI recommendations work best with English resumes and may be less accurate with other languages.
  • Inability to combine Boolean Search and Advanced Search methods within the platform.
  • No email scheduling feature, no mass email recipient selection either.
  • API and custom integrations limited to custom plan customers.
  • No free plan available.

  • 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-candidate-pipeline-screenshot

Manatal Review

As a rapidly scaling startup, affordability and scalability are non-negotiables to us in picking out recruiting software. So, when we discovered that Manatal starts at $15 per user per month and offers a free trial, we couldn’t help but be intrigued. This recruitment automation software covers everything from AI-driven recommendations to advanced filtering and candidate engagement—an extensive range of functionality rarely found at such a budget-friendly price point.

Similar to LinkedIn Recruiter, Manatal boasts various filters to refine searches and a convenient option to save filters for future use. Yet, what truly caught our attention was the ability to share these filters with other recruiters—a feature that sets Manatal apart from competitors. Having worked in staffing agencies where collaborative searching and filtering were run-of-the-mill tasks, it’s easy to imagine how much more streamlined our work could have been if we had adopted Manatal at that time.

For anyone spending their days navigating dozens of tabs to update candidates’ outdated contacts, Manatal’s Profile Enrichment feature could be a lifesaver. Right after we tapped on the Enrich profile button, the system used AI to identify and extract information from the candidate's publicly available social media accounts such as LinkedIn, GitHub, and StackOverflow, and their profiles were up-to-date in a matter of minutes.

While branded career pages and candidate matches are common in the recruiting software marketplace, Manatal impressed us with its built-in referral management system that lets users enable, disable, and track referral programs with a few clicks. The cherry on top is the post-referral and post-application candidate communication functionality. The system ticks all the boxes for email signatures, customization, and templates.

However, we found it a bit inconvenient that Manatal’s mass email campaigns do not offer options for scheduling beforehand or selecting recipients in bulk. While we have tried out (and loved) both Boolean search and advanced search the platform offered, it's disappointing we can't use them simultaneously. Regarding its candidate matching tool, we spotted a drop in accuracy when challenging the AI with non-English roles. While excelling with English resumes, it didn't perform as well when dealing with resumes in French.

Manatal Customers

10,000+ companies, including Unilever, Coca-Cola, Panasonic, Ogilvy, and Toyota.

Manatal Pricing

Manatal has four plans. The exact costs are as follows (billed annually):

  • Professional plan: $15/user/month for up to 15 jobs and 10,000 candidates, with unlimited guests.
  • Enterprise plan: $35/user/month for unlimited jobs, candidates, and guests.‍
  • Enterprise Plus: $55/user/month, includes Enterprise features, user groups, open API access, SSO log-in, priority support, and access to Beta features.
  • Custom: Pricing upon request.

Best For

With its pricing structure tailored for SMBs, Manatal offers a cost-effective solution for businesses of small to medium sizes to automate their pre-screening, whether they are in-house recruitment teams or staffing agencies.

Manatal in action
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VidCruiter

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VidCruiter
Learn More
Popularity Score
4.6 / 5
User Score
4.7 / 5
Product Score
4.8 / 5

Why we picked VidCruiter

VidCruiter is designed with medium to large-sized companies in mind. The solution offers a full recruitment suite, from applicant tracking to automated scheduling, pre-screening, video interviewing, and reference checking. These can be fully customizable to specific hiring needs.

PROS

  • Can be fully customized to accommodate workflows for any hiring journey.
  • Pre-screening feature automatically rates, ranks, and sorts candidates based on comparable, quantifiable data.
  • Automated scheduler feature includes real-time calendar sync, candidate self-scheduling, auto reminders, and meeting invite sending with time zones and locations considered.
  • Reference checking tool automatically reminds candidates to submit their references, then collects and calculates their reference scores.
  • Ability to complete an entire candidate journey in one product that integrates with any major ATS.
  • Supports multiple languages.
  • Excellent customer support: 24/7 live chat, dedicated account managers.

  • Scalable and customizable — users pay for what they need and can purchase more features as they grow.
  • Robust pre-recorded and live video interviewing with advanced automation.
  • Browser-based, so it works across devices without installing apps.
  • Available for recruiters in eight languages and supports job seekers in dozens more.
  • 24/7 live agent support, assigned account manager, and on-demand training.

CONS

  • Complex and highly customized requirements take time to implement.
  • Lacks AI-powered candidate search features.
  • Video interviews require manual evaluations, which can’t be avoided due to the nature of the interview format.
  • Undisclosed pricing.
  • No free trial or free plan at this time.

  • Because the product is feature-rich and highly customizable, the implementation phase can be time-consuming.
  • Advanced search and technical skills testing features within the assessment module leave room for improvement.
  • No free or trial version.
  • Undisclosed pricing.

VidCruiter Review

We love the current shape of VidCruiter's recruitment solution—it's easy to use, loaded with automation, and comes with strong support. The platform stands out with its comprehensive recruitment suite, covering everything from applicant tracking and quick apply to scheduling, video interviews, reference checking, and hosting virtual hiring events.

Our favorite part? Each tool is super easy to use, and it’s built to last. Whether you want to own the whole suite from the beginning or prefer marrying specific modules as starters, you can do so. Our only complaint is that it doesn’t offer a trial. But to be fair, this is a common practice among enterprise-centric recruitment tools.

We know how hard it can be to satisfy both worlds. But VidCruiter impressed us on both the employer and candidate sides. When we went undercover as applicants, we liked the ability to one-click apply directly from Indeed, full-control scheduling options where we could choose when to take the interview and in which format, and a full record of our application status—all without needing to download apps or anything else.

As we navigated the tool as an employer, from setting up career pages to arranging interviews, evaluating candidates’ responses, and onboarding new hires, VidCruiter presented a simple and clean UI that required little to no training to get familiar with.

While manual evaluations are required for video interview assessments, we liked how VidCruiter equipped hiring managers and TAs with standardized questionnaires, candidate assessment criteria, and automated reference checks to ease their workload. Fans of video interview tech will know how popular VidCruiter is. The vendor boasts one of the largest shares of this market with over 100,000 users to date.

VidCruiter is not the type of tool you can purchase and ta-da! It’s ready to use. Effective implementation could take days or even weeks. However, what we truly appreciate is the level of support and the customizable outcomes of the software, which make the wait worthwhile. You’ll get a dedicated customer success manager to ensure the software aligns with your recruitment workflows and not the other way around.

As much as we appreciate their approach to recruiting automation—they won’t use AI to "make" decisions on behalf of a person—VidCruiter’s AI features fall short. Unlike other enterprise-oriented solutions such as Paradox and HireVue, VidCruiter doesn’t offer conversational AI or a chatbot. We don’t see any tools for candidate recommendation and skills-matching, which are found in much cheaper solutions like Manatal either. VidCruiter is also not suitable for internal recruitment.

VidCruiter Customers

Lionsgate, Samsung, US Foods, Lowe's, Johns Hopkins University.

VidCruiter Pricing

VidCruiter pricing is custom, so you need to contact the sales team for a price quote.

Best For

Mid-sized to large organizations hiring at least 100 people annually will make the most of VidCruiter’s offering.

VidCruiter in action
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hireEZ

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hireEZ
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Popularity Score
4.1 / 5
User Score
4.6 / 5
Product Score
4.4 / 5

Why we picked hireEZ

hireEZ can help you automate several workflows in the recruiting journey, from talent sourcing to candidate nurturing via AI-generated emails. Plus, this software never disappoints us with its quarterly product updates.

PROS

  • Modern, intuitive, and continually evolving user experience.
  • Access to 800M+ candidates from 45+ open web platforms.
  • Utilize Boolean strings and AI filters for precise candidate sourcing (e.g., job title, skills, location, experience, keywords).
  • Scalable outreach with AI-powered engagement campaigns.
  • EZ Rediscovery enhances and de-duplicates your ATS candidate database.
  • Enjoy unlimited follow-ups with each contact.
  • Introduction of Recruiting GPT (EZGPT) for automated candidate email generation.
  • AI recommends candidates based on your historical preferences and search history.
  • Contextual help provides access to rich learning resources.

  • Intuitive, modern, and continuously evolving UX.
  • Quick and unique sourcing capabilities. Many users indicate they get compelling candidates they hadn’t seen with other sourcing methods, some of which lead to good hires. Often, this happens in less time than the methods they were trying before.
  • Unlimited follow-ups with each contact you pay for. This demonstrates how self-assured hireEZ is with the quality of their sourcing. They are confident about people not abusing this feature and stop contact when it’s clear a candidate is not interested— or simply because they found the right ones and stopped their search.

CONS

  • Occasional bugs due to frequent updates, but promptly addressed.
  • The Estimated market value is not very useful as it is usually off-market.
  • Undisclosed pricing, annual billing only.
  • Minimum seat requirement of 2, not suitable for solo staffing business owners.

  • Since it’s always changing, parts of the platform may be buggy at times, which tends to be a minor nuisance we hear often from the mouths of recruiters. However, these bugs tend to get fixed quickly.
  • Some recruiters have also pointed out a small whole issue performing searches: the tags for job titles are often too narrow, and sometimes the search function won’t include specific titles that they consider essential in their practice.
  • While it has a growing list of integrations, it does not integrate with popular job sites like Wellfound. Furthermore, the LinkedIn integration could be expanded, and it only connects with ATS/CRM, calendars, and video interview software.
hireEZ-AI-recommendation-feature

hireEZ Review

We were immediately drawn to hireEZ (formerly known as Hiretual) for multiple compelling reasons. Right off the bat, its vast candidate pool which boasts over 800 million candidates sourced from more than 45 web platforms truly captivated us. So it’s safe to say you likely won't run short of options; if anything, you’re spoilt for choice here.

Next, the platform hooked us with its flexibility to cater to diverse recruiting styles. We could navigate through Boolean strings or take advantage of the AI filters. Unlike Manatal, which won’t allow us to use both searches at the same time, hireEZ does. Not to mention, the filtering the platform offers is just as robust, with options to source candidates based on job titles, skills, locations, experience, and keywords.

We found the EZ Rediscovery another cool touch. The AI presented a good list of engaged candidate suggestions based on our preferences. It’s also nice seeing it even tidied up our ATS database: The system detected and eliminated data duplicates and enriched candidate profiles with its latest findings.

While we wouldn’t say the newly added tool EZGPT is amazing, it did bring convenience as we crafted emails to engage candidates. If we had to pick our favorite hireEZ engagement feature, it would be that the tool doesn’t put any limit on the number of follow-ups you can have. You’re allowed to send as many as you need.

hireEZ did let us down twice with its glitches during the platform’s two latest quarterly product updates. We were also quite shocked to figure out that a sourcing tool with a talent pool of over 800M candidates has no integration with popular job sites like Wellfound. When it comes to pricing, just like Paradox, hireEZ only offers annual billing, and according to our research, the pricing typically starts at around $10K, which is on the pricey side.

hireEZ Customers

600+ companies, including Diversant, FI Consulting, and Arkansas Children’s Hospital.

hireEZ Pricing

HireEZ pricing is customized and billed annually. It typically starts at $10,000, according to our research. They also require a minimum of 2 seats.

Best For

HireEZ is a recruiting software that can be used by both in-house recruiters and agencies. It is best suited for medium-to-large organizations that need to run scalable email outreach and automation engagement.

hireEZ in action
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GrabJobs

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GrabJobs
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Popularity Score
4 / 5
User Score
3.8 / 5
Product Score
4.1 / 5

Why we picked GrabJobs

GrabJobs offers a unique combo of interview chatbot, ATS, automation, and career sites at a reasonable (and clear-as-day) price. A good option for SMBs hiring pink and blue-collar staff.

PROS

  • GrabJobs’ Interview Chatbot pre-screens candidates using custom interview questionnaires and scorecards.
  • Automated shortlisting based on candidate interview scores, with adjustable acceptance rates.
  • Offers daily selections of top candidates matching job requirements.
  • Native features for interview scheduling, communication, and video interviews.
  • Flexible, pay-as-you-go pricing with a free plan and 14-day trial for up to 5 free job postings.

  • GrabJobs users save on average 8 hours per week on recruitment tasks
  • Very good for high volume recruitment at high turnover industries 
  • Pay as you go, which is good for SMEs 
  • Post jobs to 50+ countries

CONS

  • Additional cost for access to candidate resumes.
  • Limited integrations, but work in progress to sync the in-built interview calendar with Gmail and Outlook.
  • Customer support limited to Help Center and email, lacking phone support or dedicated assistance for quicker support.

  • GrabJobs doesn’t have many integrations at the moment, although they are working (as of mid-2022) on syncing the in-built interview calendar with Gmail and Outlook, for instance.

GrabJobs Review

At first glance, GrabJobs appears much like any ordinary job board, and for the most part, that holds true. However, the subtle and significant automation tweaks, tailor-made for recruiters, turned our experience testing the software into something delightfully smooth.

Like most standard job boards, GrabJobs lets users post jobs on its website. However, unlike ZipRecruiter, which charges $12 to $16 per post daily, GrabJobs offers this perk along with a handful of other features for free. One noteworthy feature is its auto-distribution of job ads to over 20 other job boards across 50 countries—so, one click for 20x more visibility. It also grants us free access to design a company career page our way. The page sure is not the most visually appealing, but it does suffice for those seeking simplicity and a basic branding touch.

If you’ve used ZipRecruiter or Indeed, you know job posting, CV search, and native candidate communication are common features. But have you ever thought of having these features bundled with an interview chatbot and scheduling in a centralized dashboard—all at a pretty wallet-friendly price of $125 per month? That’s precisely what GrabJobs offers.

The interview chatbot truly lives up to our expectations: it engages with interested job seekers and, based on our set screening criteria, identifies the best matches. Compared to our traditional way of gluing our eyes for hours to screen dozens if not hundreds of profiles, the chatbot made us truly enjoy its company.

GrabJobs’ interview scheduling tool is quite modest compared to top vendors like VidCruiter or Paradox, but that’s more than enough for most small teams, and it shouldn’t be as manual and tedious as using free scheduling apps like Google Calendar when it comes to bulk and automated scheduling.

GrabJobs doesn’t challenge its prospects with a mysterious pricing scheme. It’s upfront about how much it’ll charge you per plan and even offers a freebie and a 14-day free trial that only starts after your first job post goes live.

But while we loved the recruiting automation software’s generous offerings, the customer support let us down: GrabJobs offers no immediate assistance. Yes, no phone support or dedicated CSM even if you pay for its priciest plan. All the help users get is from live chat and email support.

The lack of integration options is an even bigger problem, as it could disrupt the full capabilities of your recruitment suite. GrabJobs can only integrate with job boards for job distribution, and Gmail and Outlook for calendar sync. We get that expecting an extensive integration list from an SMB-centric tool is unreasonable, but manual data transfer to our ATS? Definitely not a pleasant task.

GrabJobs Customers

20,000+ companies, including 7-Eleven, DHL, and Delta.

GrabJobs Pricing

GrabJobs is a freemium recruitment platform. You can register, post jobs, and receive applicant profiles for free. You only pay once you want to contact applicants. The pricing varies per country, but a monthly subscription in the US starts at $125.

Best For

GrabJobs is particularly appealing to SMBs that are hiring pink and blue-collar staff, but it has also found its place in the recruitment strategies of larger enterprises.

GrabJobs in action
Reviewer's Rating
9/10

It's used for weekly and daily job postings. The job is posted and then candidates apply directly through GrabJobs. We then reach out to the candidate if they are qualified and provide them with the next steps. It covers the complete recruitment process of the workflow.

What do you like about this tool?
  • The CV bank makes it convenient for doing cold outreach
  • Posting on multiple job boards provides a comprehensive candidate reach
  • The interview calendar allows us to keep track of communications

Why did your organization buy this tool, and how long have you used it for?

Grabjobs is a recruiting platform that allows us to recruit talent from both the US and the rest of the world. We recently signed on to grab jobs and think it will be super effective for our recruitment needs. Grab jobs manages the end-to-end recruitment process. ATS tracking also allows us to filter unwanted applicants from the pipeline. It's difficult to recruit large volumes of tutors but since GrabJobs posts jobs to multiple job boards, it attracts a large number of candidates.

What do you dislike about this tool?
  • The CV search doesn't provide an exact match for the candidate demographic
  • There's no option for unlimited job posts
  • The analytics page crashes sometimes and it's hard to go back after the crash

How is this tool different than their competitors?

By posting to other job boards it allows us to have a wide reach for candidates

What Instructions should people think about when buying this type of tool?

You should consider the number of jobs that you want to post and the number of candidates that you are trying to reach. Also the location of the candidate is also important..

How has this tool changed or evolved over time to meet users needs?
What specific type of user or organization is this tool very good for?

GrabJobs is good for companies that are trying to recruit large numbers of employees and also for companies that are interested in recruiting from overseas countries.

What specific type of user or organization would this tool not be a good fit for?

Grabjobs is not the best for companies that strictly want US candidates

Findem

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Findem
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Popularity Score
4.1 / 5
User Score
4.2 / 5
Product Score
4.3 / 5

Why we picked Findem

Findem's standout feature is its attribute-based sourcing. Searching with Findem resembles a Google search for individuals based on intent rather than keywords. This means you can discover candidates using both technical and intangible attributes, a capability that goes beyond traditional keyword matching.

PROS

  • Findem employs machine learning to create unique "attributes" by combining people and company data with time.
  • Supports intent-based searches along with keyword and Boolean searches.
  • Enables segmenting talent communities and personalized campaigns based on attributes.
  • Has a native conversational AI sourcing assistant and conversational analytics.
  • Offers attribute-based automation for outreach and email responses.
  • Provides a dedicated customer service manager during implementation and data migration.

  • 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

  • Requires a minimum 1-year contract with upfront payment (no monthly payment option but a 3-month sourcing solution is available).
  • The UI can be a bit crowded with so many features on one screen.
  • May not cover hourly worker roles.
  • No free trial. Requires a demo to access pricing info.

  • 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-recruiting-automation-software-screenshot

Findem Review

Findem is really doing something unique in the world of recruiting automation software: attribute-based sourcing. And we’re glad to have discovered this product.

Unlike other recruiting automation platforms, Findem's machine learning is trained to provide relevant results based on user intent. Our experience using this tool reminded us of classic Google search: It nailed our challenge by providing sufficient talent even when we gave it attributes “have startup experience” instead of direct keywords. Utilizing these attributes in its bulk outreach, the system even made it ridiculously straightforward to personalize emails at scale.

Apart from attribute-based sourcing, we loved how Findem didn’t get rid of the traditional keyword and Boolean searches. Users have the freedom to choose how they source their candidates, whether it’s using machine learning, or sticking with time-honored filters such as location (country and city/state), company, and must-have and nice-to-have skills.

Findem has recently introduced an AI Assistant—it functions similarly to ChatGPT but thankfully, after sending it a handful of prompts, we’re relieved the AI doesn’t seem to produce “hallucinated” outputs. When we ask specific questions about a candidate's profile, it provides relevant answers based on the available information. We haven’t run into any made-up responses, and the fact the AI delivers results within seconds just shows how helpful it could be to streamline users’ sourcing process.

We also loved that, whatever the plan, Findem gets you a dedicated account manager. And if your team’s time zones are crazily diverse like ours, you get to love the availability of designated support in several continents this vendor offers. They got back to us in a matter of minutes.

However, we've had our fair share of “meeting” bugs while using Findem sourcing. For instance, its candidate demographic graph really tested our patience—it kept loading for several minutes until we grew weary and gave up.

While Findem’s search results were pretty impressive, we couldn’t escape the fact that some profiles we received haven’t been updated for a while. Though the software provides options for users to manually “remind” it to update specific profiles, we had hoped it would proactively take care of this matter by itself on a regular basis.

If you’re after hourly workers, it’s best to look elsewhere. We wouldn’t recommend Findem to SMBs and startups either, as alongside the absence of a free trial, the recruiting automation software demands a 1-year upfront payment. This could make it too pricey for such teams to afford.

Findem Customers

Findem's customer base is predominantly made up of enterprises, yet they also have a strong track record of serving growing startups, SMBs, and even solopreneurs. Some of their notable customers include RingCentral, Medallia, Intuitive, Adobe, Booster, Armorblox, and Plume.

Findem Pricing

Findem pricing is not publicly disclosed and can only be obtained by requesting a demo. However, based on our research, Findem pricing starts at $8,000 for staffing agencies and $10,000 for in-house recruitment teams, billed annually upfront.

Best For

Findem is well-suited for hiring managers and talent leads in companies with 500+ employees across various industries, particularly in technology, CPG, and life sciences. It has a strong reputation with North American startups and high-growth companies.

Findem in action
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HireVue

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HireVue
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Popularity Score
4 / 5
User Score
3.9 / 5
Product Score
4 / 5

Why we picked HireVue

HireVue offers a variety of tools, including text recruiting, conversational AI, video interviews, and game-based technical assessments. This means that the platform serves enterprises with versatile hiring needs: from casual to graduate, professional, and technical positions.

PROS

  • Can screen a large number of candidates quickly.
  • Has a great on-demand interviewing feature.
  • Responsive implementation team and customer support.
  • Able to handle a variety of hiring needs, including graduate hires and technical hires.
  • Acquired Modern Hire (May 2023) to widen its footprint in Europe and Asia-Pacific.

  • 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

  • Not very affordable. Monthly pricing starts at $35,000.
  • ATS integrations are only available for enterprise plan users.
  • No free trial.
  • Limited integration partners.

  • 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 Review

We're actually surprised by just how much HireVue has to offer. Tailored to organizations with at least a thousand staff, the recruitment suite has a knack for simplifying the entire recruitment process, from sourcing to screening, scheduling, and interviewing candidates on a large scale.

HireVue’s on-demand interviewing tool is a real deal. Branding, a behavior-based question library, practice sessions and instructions for candidates, evaluation guides, and the option to collect feedback after interviews—all are housed in one mobile-friendly place.

The conversational AI is another plus. It checks all the boxes of a robust recruiting chatbot we could ask for. When we interacted with the AI as candidates, leaving a message resulted in the AI providing some great suggestions on matching job opportunities. Similar to what we’ve seen in Paradox’s chatbot Olivia, this AI also eases the burden on recruiters by automating SMS or WhatsApp invites, reminders, and updates.

If your hiring needs frequently involve graduates, developers, or engineering personnel, HireVue might be worth a try. Thanks to a wide selection of recruitment automation tools, the platform is versatile enough to cater to such needs. If you’re based in Europe and the Asia-Pacific region, we’ve got some good news: HireVue just acquired Modern Hire—an interviewing technology vendor that has served 700+ big organizations and has offices in Paris, London, Singapore, and Australia in May 2023. So now, not only can you expect more features to come but also better support for attracting talent globally, not just within the U.S.

When it comes to pricing, though, HireVue took us by surprise with its unexpectedly high cost. There sure is nothing wrong with an enterprise-focused solution lacking a free trial. But, considering its monthly pricing starts at $35,000, we can totally relate to those feeling reluctant and considering “safer” alternatives like VidCruiters or Paradox ($1,000/month). In addition to that, we believe HireVue could have done better with its integration options. The recruitment automation software currently can talk with a very humble list of apps and, its ATS integrations are only available for the enterprise plan.

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, a chatbot, pre-built ATS integrations, and analytics, among others.

Best For

Large enterprises (from 2,500 employees), and universities looking for tools that offer AI-driven solution sets for their high-volume hiring.

HireVue in action
Reviewer's Rating
6/10

Our team utilizes the platform extensively throughout our recruitment process. We typically use HireVue for initial candidate screenings, which involves sending a set of predefined interview questions to applicants. These questions are designed to assess their qualifications, skills, and compatibility with our organization's values and culture.

Once candidates submit their video responses, we review and evaluate them collaboratively, using HireVue's rating and feedback features to streamline the assessment process. The platform allows us to standardize our evaluation criteria, ensuring a fair and consistent review of all candidates.

What do you like about this tool?

Streamlining our initial candidate screenings has been invaluable. This efficiency has significantly reduced the time it takes to move candidates through the interview process, allowing us to make quicker hiring decisions.

Moreover, the AI-driven insights and analytics provided by HireVue have improved our ability to identify top candidates. This has enhanced our overall hiring outcomes and ensured a more data-informed decision-making process.

Lastly, the flexibility of the video interview format benefits candidates by allowing them to showcase their skills in a more relaxed environment but also enhances our ability to assess their qualifications and cultural fit more effectively.

Why did your organization buy this tool, and how long have you used it for?

My organization decided to invest in HireVue two years ago to address several key challenges we were facing in our recruitment process. One of the primary pain points we wanted to solve was the inefficiency and time-consuming nature of our traditional interview process. We were receiving a high volume of applications, and it was becoming increasingly difficult to schedule and conduct in-person interviews for all the candidates. This was causing delays in our hiring timelines and also put a strain on our HR team's resources.

What do you dislike about this tool?

The video interview format can feel impersonal, and candidates may miss in-person interaction. Secondly, there have been occasional technical glitches during video interviews that can disrupt the candidate experience. Lastly, I'd like to tailor assessments more closely to our specific job roles and company culture.

How is this tool different than their competitors?

While I have not used many other virtual interview tools, HireVue's combination of advanced analytics, video interview scheduling flexibility, and ease of use set it apart for initial candidate screenings.

What Instructions should people think about when buying this type of tool?

When purchasing HireVue, tailor your choice so it aligns with your organization's specific needs and goals. Consider the change in efficiency, data capture, candidate experience, and ease of use when making this decision.

How has this tool changed or evolved over time to meet users needs?

While the platform has not changed much since we first enrolled, it has improved its interface and navigation to become more user-friendly.

I understand it has begun offering virtual job fairs and virtual assessment centers, but we have not taken advantage of those features.

What specific type of user or organization is this tool very good for?

High-volume, entry-level, office positions are great for HireVue. It is much more efficient than filling up your schedule with interviews that likely won't lead to a hire.

What specific type of user or organization would this tool not be a good fit for?

Executive search firms, headhunters for positions that require licensure or extensive education. Most of these will require in-person or virtual interviews to be the most effective.

SeekOut

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SeekOut
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Popularity Score
4 / 5
User Score
4.5 / 5
Product Score
4 / 5

Why we picked SeekOut

If you are looking for a platform with search capabilities as good as LinkedIn, you’ll find SeekOut an impressive tool. The platform even goes the extra mile by providing engineering and life sciences hiring modules to simplify recruitment for niche talent.

PROS

  • Sources from tons of external databases; over 780M candidate profiles and growing
  • Can also find talent within your existing team.
  • Truly tech-powered and search engine-like platform.
  • Presents very complete candidate profiles, sometimes going through their code contributions, participation in conferences, academic papers, and more, in order to present top experts for certain skills or topics.

  • Sources from tons of external databases; over 780M candidate profiles and growing
  • Can find talent also among your existing team.
  • Truly tech-powered and search engine-like platform.
  • Presents very complete candidate profiles, sometimes going through their code contributions, participation in conferences, academic papers, and more, in order to present top experts for certain skills or topics.

CONS

  • Searches for candidates outside of the U.S. and Canada are still somewhat limited.
  • No built-in candidate relationship management tool.
  • Occasional glitches between the candidate’s info from the source and how/when it appears within the platform.

  • While they're always expanding their candidate list, they have been mainly oriented towards the US and Canada for years. Hence, companies outside those geographies might find that their searches are still somewhat limited when it comes to local talent. Such is the case of some users writing from Europe, for instance.
  • Several users have complained about lags or glitches between the candidate’s info from the source and how/when it appears within the platform.

SeekOut Review

SeekOut stands tall among talent search platforms and is often compared to LinkedIn for its robust—if not superior—sourcing capabilities, and at a much more attractive pricing point.

SeekOut provides access to over 780 million candidate profiles, and what we really admire is that this number keeps growing each time we swing by the platform. This is impressive, but still not as impressive as SeekOut's search tool which comes with three built-in filtering options: PowerFilters, custom Boolean searches, and AI Robot. This gives you the freedom to choose your preferred method for seeking candidates, whether it’s with AI or the classic search approach.

It’s also really cool to discover that while lots of vendors neglect internal recruitment when developing their tech, SeekOut reminds us of Eightfold for being one of the rare few offering solid features for talent rediscovery.

SeekOut’s attention to detail is another thing that stands out when using it for tech candidate sourcing. Instead of typical LinkedIn-like profiles, the system introduced us to candidates’ related work experience, code contributions, conference participation, academic papers, and more. If we could go back to our days as technical headhunters, we’d bring SeekOut and this level of detail to our sourcing, at all costs.

Frankly speaking, there’s nothing special about SeekOut's Chrome extension. You can source, organize, enrich, and export candidate profiles. SeekOut used to offer it for free for anyone but now it’s only available for active SeekOut users, with a maximum monthly quota of 10 verified candidates’ social links and emails.

The main drawback for SeekOut is the significant drop in search quality when searching for candidates outside the U.S. and Canada. Compared to its long-time rival LinkedIn, SeekOut still has a long way to go with its global search capabilities.

SeekOut’s sourcing screen also crashed on us when testing. Thankfully, it happened only once and the vendor was also quick to address the issue. Lastly, to the SeekOut development team: if you haven’t started working on releasing new features for candidate relationship management, you should do so now. Otherwise, you risk being left behind by competitors like hireEZ and Findem.

SeekOut Customers

1,000+ companies, most in the U.S., and are enterprise-sized.

SeekOut Pricing

SeekOut has three plans with pricing undisclosed.

  • Premium: Access to 441M+ candidates, diversity sourcing, hiring tools, people insights, contact info for 500 candidates/month, and profile exporting for 5,000 profiles/month.
  • Premium Tech: Includes all Premium features, plus tech talent tools like Coder Score rankings, GitHub search, direct access to candidate's code, and tailored insights.‍
  • SeekOut Expert: Tailored for Engineering and Life Sciences hiring.

Best For

SeekOut can be used by companies of different sizes and industries. Its vast talent pool and advanced search capabilities make it especially ideal for tech, engineering, and life sciences hiring managers in the US and Canada.

SeekOut in action
Reviewer's Rating
9/10

We used SeekOut to source candidates. Even though we were a small team that shared licenses, we were able to create proper candidate reach outs and sequences. Additionally, we used SeekOut as part of our diversity-sourcing strategy. The blind sourcing functionality helped us overcome many biases that our hiring managers had about talent.

What do you like about this tool?
  1. Blind/anonymized sourcing - This meant information that could elicit bias (like names, university) were removed
  2. Ease of use - It was incredibly straightforward and easy to pick up
  3. Clean UI/UX - Everything is exactly where you would think it would be
  4. Integrations
Why did your organization buy this tool, and how long have you used it for?

We were a tech-based startup that wanted to source software engineers and other roles. SeekOut provides an easy to use platform that made sourcing easy and it integrated nicely with our ATS (Greenhouse) and LinkedIn license. With SeekOut we were able to build excellent projects and do partner sourcing with our hiring managers.

What do you dislike about this tool?
  1.  Latency of syncing information - On a couple of occasions it took a few hours for candidates to port into our Greenhouse instance
  2. User access structure - It was difficult to understand the permissions
  3. Sequences - It took a few training sessions to really understand the process flow of their message sequencing (but their CSM team is fantastic and once they teach you, you never forget it)
  4. Reporting - The analytics were slightly lackluster but they were getting much better
How is this tool different than their competitors?

As a sourcing tool SeekOut is fantastic. When compared to something like Gem, it feels more natural and visually easier to use.

What Instructions should people think about when buying this type of tool?
  1. How much sourcing/hiring will you be doing?
  2. How many people will you want to have access to SeekOut and what will you want their permissions to be?
  3. Will you be connecting it to LinkedIn Recruiter?
How has this tool changed or evolved over time to meet users needs?

It has been a year or so since I've used it but in that time SeekOut has put out more thought leadership that their users care about. They were always good about taking product feedback.

What specific type of user or organization is this tool very good for?
  1. Recruiters
  2. Hiring Managers
  3. Sourcers
  4. RecOps
What specific type of user or organization would this tool not be a good fit for?

People not involved in the hiring process

Loxo

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Loxo
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Popularity Score
4 / 5
User Score
4.6 / 5
Product Score
4 / 5

Why we picked Loxo

Loxo leverages AI to expedite sourcing, screening, and shortlisting candidates. Whether you’re using Loxo’s database of 1.2 billion profiles or your own talent pool, it can analyze your job requirements and deliver a ranked list of best matches in seconds.

PROS

  • Excellent customer service with a strong record of fast response times.
  • User-friendly resume parsing.
  • Friendly and visually appealing user interface.
  • Offers a convenient Chrome extension.
  • Allows client involvement in projects with direct interaction.
  • Regularly releases new product updates.
  • Includes a free plan.

  • Excellent customer service with a strong record of fast response times.
  • User-friendly resume parsing.
  • Friendly and visually appealing user interface.
  • Offers a convenient Chrome extension.
  • Allows client involvement in projects with direct interaction.
  • Regularly releases new product updates.
  • Includes a free plan.

CONS

  • Slightly higher pricing compared to similar tools.
  • Lack of an option to auto-anonymize resumes for blind screening.
  • Reporting is not particularly useful with certain useful metrics not tracked.
  • No Android app. Limited features and occasional performance issues on the iOS app.

  • Slightly higher pricing compared to similar tools.
  • Lack of an option to auto-anonymize resumes for blind screening.
  • Reporting is not particularly useful with certain useful metrics not tracked.
  • No Android app. Limited features and occasional performance issues on the iOS app.

Loxo-recruiting-automation-software-screenshot

Loxo Review

Loxo has been the first-choice recruiting automation software of many companies for over a decade, and we can see why. Its machine learning is seriously smart.

Our experience using the sourcing tech was very positive. We fed the system our job description (JD), and the AI took center stage: analyzing the JD, initiating searches, and ranking matching candidates. Given how speedy things moved along, we didn't hold high expectations for the AI’s sourcing results. However, reviewing candidate profiles left us pleasantly surprised: How could they be this good?

If you’re a fan of free recruitment tech (really, who isn’t?), you'll likely find Loxo a solid choice. The platform offers a generous free plan with access to ATS and recruiting CRM, unlimited seats, unlimited jobs/projects, and a Chrome extension to help you kickstart your recruitment efforts.

Speaking of Loxo’s Chrome extension: while profile imports from platforms like LinkedIn, Indeed, and Github are typical, we were drawn to its ability to tag candidates with keywords and leave notes as you find them. This hits home to any TA! Say you come across a super potential candidate and find information on their social media that could personalize your outreach email. Tagging them as "high potential" with a note on how to approach them can be a game-changer.

As a free user, we were very satisfied with Loxo’s customer support. We emailed them twice, and both times the team responded within 3 hours. The help center content is also always clear and up-to-date. Seriously, the platform leaves no room for complaints on support, not even one bit.

However, while other vendors are moving forward with mobile-responsive, browser-based designs, Loxo is still stuck with its mobile app offerings. They announced plans for an Android app, but it has seemed like a broken promise. Regarding its iOS app, while functional, we couldn’t help but get frustrated with its frequent crashes and loading issues.

Loxo's pricing is by far the most detailed we’ve seen. However, in comparison, it is quite expensive, with many features locked as add-ons. Our biggest complaint is the lack of blind screening features. Loxo has no tool for auto-anonymizing resumes, meaning you might need to manually mask personal data or risk having candidate assessments influenced by hiring biases. Yikes!

Loxo Customers

Loxo is used by over 13,000 recruiting organizations, including Amazon, Randstad, Cigna, Lancor, Bank of America, and Maxar.

Loxo Pricing

Loxo offers a free plan and two paid plans, starting at $299 per seat per month when billed annually.

Best For

Loxo is best for executive search companies, staffing agencies, and growing companies with high-volume hiring needs.

Loxo in action
Reviewer's Rating
7/10

We used Loxo when we started retained searches. It is also used by our firm as a CRM for opportunistic candidates and searches. It is used from candidate sourcing through candidate hire and for tracking everything in between. Our clients use it to view candidate profiles and status as well. The system is used by everyone in the company on a daily basis. The system is regularly running automated campaigns for candidate outreach.

What do you like about this tool?
  • User interface - great looking and intuitive user interface.
  • User experience - easy to move candidates through job status and get candidates into the system from sources like LinkedIn.
  • Automated outreach - simple to use automated campaigns that allow you to do bulk outreach with one click.
Why did your organization buy this tool, and how long have you used it for?

We originally purchased Loxo due to the user interface and AI/Sourcing functionality. Tools we used in the past were archaic and lacked a good user experience. Loxo offers integrations with LinkedIn and a Sourcing function that wow'd us during the demo. We have been using Loxo for approximately 4 months.

What do you dislike about this tool?
  • The CRM is lacking and seems to operate separately from the ATS.
  • The automated campaigns are great but the emails do not look as clean/polished as if they came straight from Outlook or GSuite.
  • AI Sourcing looks great in the demo but is quite buggy during regular use.
How is this tool different than their competitors?

Simple, streamlined, easy to navigate. Loxo makes it easy to do the basics in recruiting.

What Instructions should people think about when buying this type of tool?

How big is your team and what type of tool/reporting do you need to scale? - Loxo is good for the basics but the more complex/sophisticated your operation is, the more likely Loxo is not the right solution for you.

Search vs. Corporate - Loxo seems like it would be better for corporate users vs. agency recruiters.

How has this tool changed or evolved over time to meet users needs?

Loxo seems to regularly update the solution and add new features. During the short 4 months, they have already added a ChatGPT functionality.

What specific type of user or organization is this tool very good for?

Loxo is a good solution for start-ups or small agencies that do not have plans to scale and keep their processes simple.

What specific type of user or organization would this tool not be a good fit for?

Loxo is not great for large agencies that offer multiple types of search solutions as the reporting functionality is not built for it.

Gem

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Gem
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Popularity Score
4 / 5
User Score
4.8 / 5
Product Score
4.6 / 5

Why we picked Gem

Gem is a good choice for in-house recruitment teams and external agencies seeking a talent management hub with powerful automation features for candidate sourcing and engagement.

PROS

  • Automatically adds candidates into specific talent pools based on set criteria.
  • Customizable automated email sequences to attract and nurture candidates.
  • Gem’s “Likely to Move” filter identifies candidates more likely to be open to new job opportunities.
  • Automated visualized analytics with helpful hiring stats.
  • Automatically suggests profiles similar to the ones users are searching for.
  • Can connect with some popular ATSs, sourcing sites, and communication tools & supports custom integrations.
  • Provides live chat, a help center, email support, and a dedicated CMS.
  • Has a free trial with no credit card requirements.

  • Gem helps you discover qualified candidates across multiple channels, send personalized messages, visualize your recruitment pipeline, and stay on top of crucial hiring metrics
  • Gem's integration with LinkedIn and various ATS means that all candidate data is stored in a centralized location. Users find this feature extremely useful.
  • According to users, one of Gem's finest features is the ability to create automated drip campaigns to engage with both active and passive candidates

CONS

  • Does not provide the option to automate messages via LinkedIn InMail.
  • Implementation is a lengthy process.
  • Some lagging issues are reported.
  • Can’t bulk filter to remove candidates’ work emails.
  • Plans have undisclosed pricing and are paid annually.
  • Doesn’t have built-in internal recruitment tools.
  • No mobile app.

  • Some users have experienced slow load times and lags while using the application
  • In rare cases, the contact information, such as the email address or phone number of a sourced candidate, might be wrong
  • While Gem currently integrates with LinkedIn, it does not provide the option to automate messages via LinkedIn InMail

Gem Review

Gem is among the few unbeatable solutions that both in-house enterprise recruitment teams and staffing agencies can utilize to handle talent sourcing at scale. The recruiting automation software helps users effectively discover qualified candidates from various channels, create personalized messaging, visualize recruitment pipelines, and monitor essential hiring metrics.

The first feature that earns Gem a spot in our list is its "Likely to Move" filter. Not all talent wants to explicitly indicate they are open to new job opportunities, so when compared with the popular candidate search platform LinkedIn, Gem truly shines with its ability to analyze candidates' profiles and identify those more likely to change jobs. Being one of the first to approach candidates at the right time—you know how powerful timing is when it comes to recruiting passive talent.

We think any sourcer and talent acquisition specialist would also appreciate the auto-suggestion feature Gem offers. There’s no need to tweak the search filter to find more matching candidates. The auto-suggestion—true to its name—based on searched profiles users have liked, will auto-add matching talent to relevant projects for them to review.

The level of personalization and automation options Gem provides in its engagement tool sets it apart from competitors. We were worried it was going to sound robotic or be too bothersome with manual email sending. Thankfully, it’s anything but that. Every email campaign we set up is elegantly carried out with Gem’s auto-sequences and vast options for email customizations.

However, we can’t ignore Gem’s lack of automated sequences for LinkedIn InMail and its strict annual-only payment policy. For those planning to use both Gem and LinkedIn Recruiter for sourcing, these could be a fair reason to rethink your investment. And, while we’re at it, Gem says its AI features are still in the development process (in other words: the software lacks AI capabilities).

Gem falls short in supporting internal hiring or referrals. This isn’t a deal breaker, though, as this is not uncommon in the candidate sourcing software marketplace (SeekOut and HireEZ also lack such tools). But seriously, no bulk edit feature to remove work emails from Gem’s engagement campaigns? This could either result in a handful of manual clicks to get rid of those emails or create a really awkward situation for the passive candidates when your email pitching new job opportunities to them lands in their employer's inbox.

Gem Customers

400+ companies, including Coinbase, Slack, Asana, Dropbox, Lyft, Indeed, Pinterest, Doordash

Gem Pricing

The cost of Gem's modules is undisclosed. You can reach out to their sales team for a quote.

Best For

Gem is best suited for two types of companies. First, early-stage startups with fewer than 15 employees can enjoy free access to Gem. Second, companies engaged in high-volume hiring and seeking a talent CRM with excellent sourcing and outreach features will benefit from Gem's offerings. This applies to both in-house teams and staffing agencies.

Gem in action
Reviewer's Rating
6/10

The Recruiting Team used Gem daily to source. Our RecOps team used it to observe reports and pull key data points out for presentations. This was especially important when there were board meetings or quarterly presentations to the company. It also synced really nicely with our ATS (Greenhouse) which made it a great tool.

What do you like about this tool?
  • Sourcing functionality is top-notch and helped increase the diversity of the candidate pool
  • Reporting functionality helped bridge gaps in reporting that Greenhouse couldn't provide
  • Gem's CSM team was a pleasure to work with.
Why did your organization buy this tool, and how long have you used it for?

My previous company used Gem because it provided a combination of sourcing and analytic functionality for the recruiting funnel. This was needed in order to report on goals and metrics that the Recruiting team needed to hit as well as improve DEIB initiatives. Gem did a great job of solving for helping us make data-driven decisions. Additionally, our Customer Success Manager helped us design reports and leverage Gem to its fullest capacity.

What do you dislike about this tool?
  • Originality - It seemed like Gem would release similar features to their competitors in response to what the competitors were doing. This meant that the functionality wasn't always fully baked.
  • Ease of use - The analytics aspects of the platform required a longer than anticipated ramp time to fully understand.
  • System integration - When the integrations broke because of updates, it could take a bit of time to get back online.
How is this tool different than their competitors?

Gem definitely innovates very quickly based on what they see. Because of this, some features can feel half-baked relative to their competitors (on the analytics side TalentWall, on the sourcing side, SeekOut). Generally, it is nice that Gem consolidated the specialty of those tools into one platform but SeekOut/TalentWall are more straightforward to use while requiring a lower ramp time to use.

What Instructions should people think about when buying this type of tool?

I would consider the following bullets:

- Ease of Use

- Integration capability

- Purpose (does sourcing or analytics carry more weight?)

- Maintenance (which team is going to own this tool so that they have a strong partnership with the CSM team)

How has this tool changed or evolved over time to meet users needs?

Gem is incredibly fast to build new functionality to meet changes that the users need. That ability to listen to their customers and users is fantastic.

What specific type of user or organization is this tool very good for?

Users: Sourcers, Recruiters, RecOps Team, Hiring Managers

It all depends on how each team is leveraging the tool. If it is primarily for sourcing, then it is incredibly nifty for Sourcers/Recruiters/Hiring Managers to build projects together and do paired sourcing.

What specific type of user or organization would this tool not be a good fit for?

Users: Interviewers, Non-recruiting members

Because they are not part of the recruiting process from a hands-on perspective, it can be a waste of a user seat to give them access.

Workstream

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Workstream
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Popularity Score
4.1 / 5
User Score
4.6 / 5
Product Score
4.2 / 5

Why we picked Workstream

Workstream is designed for companies that do high-volume recruitment in industries with high turnover, like retail and food service. This recruiting automation software includes mobile-friendly features and compelling analytics.

PROS

  • Workstream has a great support team, including dedicated onboarding specialists.
  • Integrations with over 2,500 job boards.
  • Prospective candidates can apply for jobs and schedule interviews via SMS.

  • Great support team. Workstream provides a dedicated onboarding specialist to get you started and settled with the software
  • Integrations with over 25,000 job boards
  • Prospective candidates can apply for jobs and schedule interviews via sms.

CONS

  • Custom text-to-apply, HRIS integration, and payroll feature not offered with base plan.
  • Some reports of issues with functions like search and scheduling.
  • Mobile app users occasionally encounter lagging and crashing.

  • Integration with HRIS and payroll come as an add-on you have to pay for.
  • A few users reported experiencing performance issues when functions like search and scheduling.

Workstream Review

If you happen to be in industries like retail and food service where dealing with time-sensitive and hourly roles is part of your daily life, Workstream can lend an extremely helpful hand.

It’s hard not to be impressed by Workstream’s text-based sourcing. The tool didn’t disappoint as we navigated the application process as job seekers. Instead of the commonly seen “submit resume” button, we could scan a QR code or simply send the system a text to apply.

Workstream’s mobile app is smooth and user friendly.. But is it perfect? No: Though it only happened briefly, the app did crash once when we were testing it on our phone. When testing it from the employer’s point of view, the search functionality sometimes took quite a while to respond. Still, we should emphasize how nice it is to customize career pages and then publish them on 2,500 partner job boards in one shot. So, overall, while the whole experience wasn’t the best, we found Workstream more than good enough for most recruiters and TAs to work with daily.

We also have to give credit to Workstream’s Smart Screening. We could imagine how thankful teams hiring hourly workers would feel using this feature. The level of efficiency in filtering out candidates who don't meet specific criteria is truly amazing. It handles things like submitting a video introduction and answering targeted questions. While looking pretty simple, those actually having to vet part-timers would agree with us: this feature is so underrated. You can’t find a feature of similar quality oriented towards hourly staff in other leading recruitment tools like VidCruiter or Greenhouse.

Sometimes all you want is a solution that is simple enough for people interacting with it to find their time is valued, and Workstream provides that. The platform is built with a focus on mobile-friendliness, with automation trimming down redundant and repetitive tasks from sourcing to screening, scheduling, and onboarding without hurting the candidate experience.

This approach got our thumbs up as it freed us up from some low-value tasks such as posting jobs, collecting applications, and managing paperwork. Our experience as job seekers applying for jobs via Workstream was that it is an efficient process. We could read job descriptions in our preferred language, apply via SMS, and self-schedule interviews. As for its multilingual capability—honestly, we didn’t expect Workstream to be this good when it comes to Spanish. But the platform just nailed it as it does with English.

Our main issue here is all about the pricing structure. While you do get a pretty decent set of features with Workstream’s base plan, certain features require separate purchases. It’s understandable that e-signature services, background checks, and the custom text-to-apply tool may cost extra, but charging for HR and payroll integrations sounds quite unreasonable, considering plenty of other vendors offer such capability for free.

Workstream Customers

2,000+ companies, including Subway, Burger King, Taco Bell, and Dairy Queen.

Workstream Pricing

Workstream provides two customizable plans with the opportunity to add extra features.

  • Workstream Basic with essential recruiting features like text-to-apply, QR code generator, and branded careers page.
  • Workstream Plus includes features of Workstream Basic and W-4, I-9, and Form 8850 collection, onboarding training and quizzes, eSignature, and offer letter template.

Best For

Workstream is the ideal solution for teams doing high-volume recruiting for roles primarily found in industries such as retail, hospitality, and food service.

Workstream in action
Reviewer's Rating
10/10
  • Hiring: in terms of hiring an employee we use Workstream for application tracking, scheduling interviews, and looking into the background of candidates.
  • Onboarding: Workstream is also used for pre-onboarding & offboarding purposes.
  • Team communication: Workstream is helpful for team communication and collaboration with HR and staff as well.
  • Surveys: Multiple surveys are conducted by using this platform from employees and their results are shared with management.
  • Payroll: Workstream is also used for payroll management, tax filing, and reports.

What do you like about this tool?
  • Workstream is a cloud-based platform and easy to access.
  • The easy auto-schedule feature is used for interviewing an employee.
  • Onboarding & offboarding documents of an employee are shared swiftly.
  • We can conduct surveys and share their results swiftly with employees and management for their decision-making.
  • Reducing cost in terms of automating the process and less usage of paper.

Why did your organization buy this tool, and how long have you used it for?

We have been using Workstream for the last 2 years in the human resource department. It assists us in onboarding employees, employee payroll, performance management of employees, time and attendance tracking, and learning management.

What do you dislike about this tool?
  • A stable internet connection is essential for the usage of Workstream.
  • Reports can be enhanced for data analysis purposes.
  • More Artificial intelligence features need to be introduced to automate the process of HR in the workstream platform, currently, manual intervention is involved which needs to be reduced.

How is this tool different than their competitors?

Workstream is far better than its competitors i.e. BambooHR, talentreef, etc due to its user-friendly features and multiple options availability like surveys, payroll, and tax features.

What Instructions should people think about when buying this type of tool?

Workstream is being changed from time to time and currently they are working on including more features of artificial intelligence (AI) which is very helpful for the HR team to automate their processes.

How has this tool changed or evolved over time to meet users needs?
What specific type of user or organization is this tool very good for?

Workstream is best for all organizations that have 50+ employees either paid on an hourly basis or a monthly basis.

What specific type of user or organization would this tool not be a good fit for?

All organizations that have less than 50 employees won’t reap the full benefits of this platform.

Best Use Cases for Recruiting Automation Software

The best use cases for recruiting automation software include high-volume recruitment, hiring for time-sensitive roles, and ensuring diversity and inclusion initiatives are implemented effectively. We explore these use cases, plus several more, below:

  • High-volume recruitment: Ideal for organizations frequently hiring large numbers of candidates, such as seasonal or entry-level roles, to efficiently manage applications and streamline screening.
  • Time-sensitive roles: Perfect for critical positions requiring swift hiring, like replacing key team members or filling urgent job openings, where automation accelerates candidate sourcing, screening, and scheduling.
  • Diversity and inclusion initiatives: Valuable for organizations committed to diversity and inclusion, as automation reduces unconscious hiring bias by standardizing processes and evaluating candidates objectively.
  • Talent pipelining: Simplifies creating and maintaining talent pools for future positions, allowing recruiters to engage and nurture passive candidates consistently.
  • Remote and global hiring: Great for organizations operating remotely, in multiple locations, or internationally to standardize processes across regions, ensuring a consistent and compliant approach to recruitment.
  • Candidate experience enhancement: Enhances the candidate experience by providing quicker responses, timely updates, and a smoother onboarding process, leaving candidates with a positive impression.
  • Cost Reduction: By automating repetitive tasks like resume screening and interview scheduling, organizations can cut recruitment-related expenses, including external recruitment agency fees.

Pro Tips on Recruiting Automation Software

Top Recruiting Automation Software Pitfalls

To ensure recruitment process automation is successful, avoid unclear objectives, over-automation, neglected candidate experience, and unintended bias:

  • Unclear objectives: Without a well-defined strategy and objectives, automation may automate the wrong tasks or fail to align with your recruitment goals. Ensure you have clear goals and a plan in place before implementing automation.
  • Over-automation: While automation is powerful, overusing it can make the recruitment process feel impersonal and robotic, which potentially deter qualified candidates.
  • Neglected candidate experience: Automation should enhance, not detract from, the candidate experience. Poorly configured automation can lead to generic communications, lack of personalization, and thus, bad applicant experiences.
  • Unintended bias: Without careful design, automation can perpetuate bias in recruitment. Algorithms and models may unintentionally favor certain demographics or characteristics if not regularly audited and adjusted. Stay mindful to avoid these issues.

Benefits of Using Recruiting Automation Software

Key benefits of recruiting automation software include time savings, cost reduction, improved candidate quality, and improved candidate experience:

  • Time savings: Automation streamlines time-consuming tasks, reducing the time needed to fill open positions. 70% of surveyed talent acquisition professionals believe that automating key recruiting processes will enhance productivity.
  • Cost reduction: Efficiently replacing manual work with automation leads to significant cost savings, often exceeding initial software and implementation expenses.
  • Improved candidate quality: Advanced AI, combined with regular audits to prevent bias, identifies high-potential candidates, resulting in better hires and improved organizational performance.
  • Enhanced candidate experience: When used effectively, automation can enhance the candidate experience through timely communication, feedback, and engagement.
  • Scalability: Automation efficiently manages large candidate pools and job openings, supporting scalable recruitment efforts without increasing human capital.
  • Data-driven Insights: Automation collects and analyzes recruitment process data, providing insights for continuous improvement. Informed decision-making leads to better strategies, reducing wasted resources and optimizing outcomes.
  • Reduced human error: Automation minimizes errors in tasks like data entry and compliance checks, resulting in compliance savings and operational efficiency.
  • Compliance and risk mitigation: Automation helps ensure compliance with labor laws and regulations, reducing legal risks and associated costs.
  • Faster onboarding: Automation can extend to onboarding, expediting the time it takes for new hires to become productive.
  • Talent pool building: Automation allows organizations to build and nurture talent pools, reducing the time and effort needed to fill future roles.

Key Features of Recruiting Automation Software

When choosing a recruiting automation tool, AI-powered candidate search, AI-power resume screening, automated job posting, pre-employment candidate assessment, and advanced talent analytics are the key features to prioritize:

  • AI-powered candidate search: AI recruiting tools can swiftly sift through vast applicant pools, filtering candidates based on their qualifications, experience, skills, and more. It also helps in building a talent pool for future openings.
  • AI-powered resume screening: AI-driven screening tools streamline the resume review process, ensuring that recruiters and hiring managers only focus on resumes that match the required keywords and qualifications.
  • Automated job posting: Save time by automating job postings across multiple platforms simultaneously. Some systems even use machine learning to optimize job listing language for better results.
  • Pre-employment candidate assessment: AI-driven assessment tools can evaluate both hard and soft skills, offering insights into the potential success of the role.
  • Advanced analytics: Access real-time analytics to evaluate recruiting process performance and receive suggestions for improvements.

Recruiting Automation Software Pricing

Recruiting automation software costs can vary depending on various factors like the provider, the features you need, your organization's size, and contract terms. The following are general price ranges.

  • For Small Businesses: You can find monthly subscription fees ranging from $0 to around $200 per user. Some offer free plans, like Zoho Recruit, while others, such as Manatal, have plans starting at $15 per user per month.
  • For Mid-Sized Businesses: Expect to pay between $99 and $400 per user per month and on an annual basis. For example, myInterview's plans start at $99 per month for an annual subscription.
  • For Large Enterprises: These organizations may need to budget over $400 per month, with most plans billed annually. In return, these solutions often cover the full recruitment process. VidCruiter, for instance, may start at $1,000 for a full-cycle recruitment suite, including ATS, video interviews, scheduling, skills assessment, reference checks, and virtual hiring events.

Additional factors affecting recruitment software pricing include the levels of implementation, customization, integration, support, and data storage required.

Questions for Your Recruiting Automation Demo

Get your recruiting automation demo ready with these essential questions. Feel free to customize them as needed to ensure their relevance to your specific business use cases.

  • How does this solution integrate with our current HR Tech Stack? Before committing to a recruiting automation tool, you’ll want to understand how compatible it is with your current tools, such as ATS software.
  • Are there active data migration tools? Choose a solution that allows easy import of existing candidate data, and better yet, provides free data migration service.
  • Is training included? Understand if the software provider offers organizational training and consider the cost if not.
  • Is it mobile-optimized? You’ll risk losing potential talent if it isn’t.
  • How often is the software updated? Technology is constantly changing, and it’s a good sign if the software provider frequently releases updates to add new features, keep up with the latest innovations, and avoid potential bugs.
  • How long does implementation typically take? Implementation times vary from organization to organization, but any recruiting automation software worth its salt will be able to give you a rough estimate based on your organization's size and industry during your demo.
  • What kind of support is offered? If the solution isn’t working as you expect, who can you count on to support your organization as you work out the kinks? Ask whether or not you’ll be provided a designated account manager, or if it’s just generic support.
  • What’s included in the pricing? Clarify which features are included and what's considered premium. This is also a great opportunity to determine how customizable the solution is to fit your organization’s specific recruitment needs.
  • Is there built-in reporting and analytics? Choose a tool with reporting capabilities to save time on manual reporting.
  • What is your approach to data security? Any software needs to take data security seriously—after all, you are collecting massive amounts of personal information about potential and successful candidates. Ensure that the tool you choose safeguards both personal and organizational data.

Recruiting Automation Software Implementation: Best Practices

When you're getting your recruitment automation software up and running, here's what you should keep in mind:

  • Data Migration: When transitioning to a new system, you'll likely need to move your existing data. For smaller datasets, you can handle this yourself since most automation systems allow for self-migration. But if you have a lot of data, consider checking with your vendor for data migration services. Some might charge a fee, while others do it for free.
  • Customization: Decide how much you need to tailor the software to match your recruitment processes and branding. Small businesses might not require complex customization, as recruiting automation systems for these customers are often plug-and-play. For larger enterprises, you'll often have a dedicated Customer Success Manager (CSM) to assist, so make sure you get the most out of their support.
  • Integration: If your new recruiting automation software needs to connect with other tech stacks, be ready for the integration process. Check with your software provider to ensure it aligns with your requirements. While native integrations are pretty straightforward, more complex ones, like API or custom integrations, might require technical expertise. Check if your vendor offers tech support, otherwise, you may need to involve your own developers.
  • User Training: Invest in training and onboarding to ensure your team can make the most of the software. Ongoing support is just as vital, so take advantage of your vendor's webinars, on-demand training, and self-service learning resources.
  • Testing: Before going live with the software, give it a good test run from both the employer's and candidate's perspectives. Check for bugs and discrepancies. Use a test environment to avoid disruptions in your actual recruitment processes.
  • Timeline: Have a clear and realistic timeline for implementation. Delays can disrupt your recruitment operations, but rushing the process has its own problems: incomplete customization, ineffective user training, and data migration errors.
  • User Feedback: Encourage feedback from your team and candidates as they start using the new software. Their insights can pinpoint issues or improvements needed for a smoother process.

Recruiting Automation Software FAQs

What is Recruiting Automation Software?

Recruitment automation software is a solution that uses AI and machine learning to streamline talent acquisition efforts.‍

Key benefits of recruiting automation software include:

  • Time savings
  • Cost reduction
  • Improved candidate quality
  • Enhanced candidate experience
  • Scalability
  • Data-driven insights
  • Reduced human errors
  • Compliance and risk mitigation
  • Smooth onboarding.

How Is AI Used in Recruitment?‍

AI is used to complete monotonous, time-consuming tasks to free up human workers to focus on other tasks. In recruitment specifically, AI plays a role in tasks such as candidate sourcing, resume screening, job posting automation, and candidate assessment.

Is Implementing Recruiting Automation Software Easy?

Yes, it's generally straightforward. You typically sign up for an account, integrate it with your ATS or other HR tools, and start using it right away. Native integrations are quick, while API or custom integrations may take more time but are usually supported by the vendor's team.

Our recommended vendors above offer excellent support during both onboarding and implementation, including data migration from previous recruiting automation software if needed.

Are There Free Recruiting Automation Tools?

Yes, there are! Here are our recommendations for recruiting automation software with free options or trial periods:

  • Manatal: Offers a 14-day free trial without requiring credit card details. Their starting price is $15 per user per month, making it budget-friendly.
  • GrabJobs: Allows free registration, job posting, and access to applicant profiles. They also provide a 14-day free trial, and after that, you can transition to their free plan unless you opt for a paid package.
  • Loxo: Has a generous free plan that includes an ATS, recruiting CRM, and a Chrome extension, all with unlimited seats and job postings.
  • Gem: Offers a free trial, and eligible early-stage startups can use Gem for free for up to two years.

For more free recruiting options, check out our review of the best recruiting software.

What is the Best Recruiting Automation Software for Small Businesses?

For budget-friendly options tailored to startups and small businesses, consider Manatal, GrabJobs, Loxo, Gem, Fetcher, and SeekOut.

What is the Best Recruiting Automation Software for Enterprises?

For medium-to-large enterprises, recruiting automation solutions with a solid track record include Paradox, VidCruiter, hireEZ, myInterview, Findem, HireVue, and Workstream.

What Types of Recruiting Automation Software Are There?‍

Recruiting automation software comes in various types, covering the entire recruiting workflow. This includes candidate relationship management systems, candidate sourcing tools, interview scheduling software, and onboarding tools.

Best Recruiting Automation Software: Closing Thoughts

With each option being thoroughly tested and examined, we hope this guide has cleared up any confusion and uncertainty in choosing the best recruiting automation software for your team.

Our final piece of advice: Ensure your choice fits your specific needs, as you don’t want to get stuck with a recruiting automation tool that does nothing but drain your wallet. For further product shortlisting assistance, our HRTech expert offers a FREE 1:1 at your convenience.

Got insights or feedback? We're all ears! Contact our editor, Anh Nguyen.

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.

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