10 Best Recruitment Marketing Platforms in 2025
Recruitment marketing platforms leverage technologies and best practices to attract and convert candidates. The question is, which platform is worth your time and money?
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A successful recruiting strategy would be nothing these days without a solid marketing component. However, combining recruiting and marketing can be overwhelming. That’s why recruitment marketing software can be such an asset for recruiting teams.
With the right solution, you can take your recruitment marketing to the next level, drive more of the right candidates for your job descriptions, and foster connections to passive candidates who might just be your new hires. As a TA leader, your job just got easier. And your company, as a result, just got more productive.
We got our hands on over a hundred options in the market. Read on to find our top picks, their pricing, best use cases, and more.
Drawing from insights gained through demos with numerous vendors, hands-on testing of these tools, and conversations with industry experts, we found that candidate targeting and personalization, multi-channel integrations, analytics and reporting, and employer branding are the standout criteria to define a top recruitment marketing platform.
- Talent Targeting and Personalization: A robust recruitment marketing tool should enable you to target specific groups based on criteria like job title, skills, location, and even passive candidates. Equally important, it should allow you to send personalized messages tailored to different candidate segments and delivered through the recipient's preferred channels, whether that's email, SMS, or WhatsApp.
- Multi-Channel Integration: The more places your recruitment marketing tech can connect with, the better your chances of reaching a wide audience. We looked for platforms that easily connect with popular social networks and job boards to boost the reach of your recruitment efforts.
- Analytics and Reporting: A good platform should provide metrics like candidate engagement, source effectiveness, and conversion rates, and they should be in real-time and through an easy-to-digest dashboard.
- Employer Branding Features: Your chosen platform should help build and showcase your employer brand. This means creating appealing content, highlighting organizational culture, and sharing employee testimonials. Our shortlists here are top-rated tools for customizing your job listings and career pages for a consistent and attractive brand image.
Curious to know more about our HR software evaluation process? Check out this article for all the insider details.
SmartDreamers
SmartDreamers is a one-stop shop for your recruitment marketing needs. This platform has multi-channel job ads, career site building, automated campaigns, and several other features designed to supercharge your hiring efforts.
PROS
- End-to-end, user-friendly solution.
- Native AI-powered tools for job description creation, ad text generation, and candidate journey personalization.
- Responsive customer support.
- End-to-end, user-friendly solution.
- Native AI-powered tools for job description creation, ad text generation, and candidate journey personalization.
- Responsive customer support.
CONS
- The base plan doesn’t offer native remarketing tools or career pages.
- Limited integration options.
- Undisclosed pricing & no free trial.
- The base plan doesn’t offer native remarketing tools or career pages.
- Limited integration options.
- Undisclosed pricing & no free trial.
We can see why fast-growing companies in competitive industries like tech, automotive, and retail pick SmartDreamers out of several other tools in the market. One strong reason is its versatility. It’s likely you’ll find anything you need to execute your recruitment marketing strategies within this platform: Running job ads on Facebook, Google, LinkedIn, Reddit, TikTok, and Instagram, career pages, email marketing campaigns, retargeting, and analytics—SmartDreamers houses them all in one place. Better yet, despite being multi-tasking as it is, this recruitment marketing suite is surprisingly easy to work with.
It’s no secret that creating ad text takes work, especially when you do multi-channel marketing, so we can imagine the sighs of relief coming from recruitment marketers as they see SmartDreamers introduce its AI content assistant.
There are two ways to get help from this AI as you launch a recruitment advertising campaign: either adding keywords to the campaign or selecting a job from your connected ATS. In our test, we went for the second option. Based on the job description and social channels we chose, the AI crafted the ad text for each platform. The more detailed guidelines we provided the AI, the better it got. Specifically, you can ask it to use a certain tone, change the text’s length, or even translate it into other languages. Not to mention, the availability of attentive customer service plays a big role in making everything go smoothly.
Unfortunately, unless you’re using SAP, Workday, Greenhouse, Lever, or SmartRecruiters as your ATS, some technical groundwork is required with your dedicated CSM (given you’re on either of the two higher-tiered plans of SmartDreamers) to integrate ATS data with this tool.
Though you mostly get what you pay for with SmartDreamers, we can’t help but be disappointed with the fact that the base plan doesn’t provide career pages—a typical feature offered by nearly any recruitment marketing option in this buyer guide. And, since SmartDreamers is entirely focused on recruitment marketing, you won’t find features like candidate sourcing and job matching (offered by Eightfold) or referral tools (as with Manatal).
AdsWizz, Renault, Genpact, and UiPath are some of SmartDreamers’ customers.
There are three pricing plans:
- Essential: Features include social media ads, analytics, landing and career pages, ATS integration, and a detailed Academy.
- Professional: Adds job board automation, advanced analytics, Google Analytics integration, A/B testing, custom forms, and multiple teams.
- Enterprise: Adds niche website automation, ATS reports integration, custom reporting, CV import automation, custom career pages, and a dedicated account team.
Best For
SmartDreamers is best suited for fast-growing companies and enterprises to scale recruitment marketing globally.
Manatal
Manatal’s affordability, user-friendly interface, mass email campaigns, and customizations make it a recommended choice for HR professionals at SMBs.
PROS
- An affordable and flexible solution that offers a 14-day free trial.
- Drag-and-drop-enabled pipelines for candidate organizations.
- Ability to send mass email campaigns.
- Referral program allows career page visitors to refer candidates.
- Highly customizable careers page available in English, Spanish, French, German, Dutch, Portuguese, Bahasa Indonesia, and Thai.
- 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
- No recruiting chatbot.
- Doesn’t offer a free plan.
- Drip campaigns do not offer scheduling options.
- Limited customer support.
- The AI recommendations feature works best with resumes that are in English, and doesn’t work as accurately with other languages according to several users’ feedback. Several users have also complained about Manatal’s interface only being available in English and that career pages cannot be published in languages other than English and Spanish.
- Manatal doesn’t offer a free plan. We mention this as a con as several SMB-geared ATSs do offer a free-forever verison, and that puts Manatal slightly behind competition.
- Manatal doesn’t offer prebuilt integration modules. They do have an open API that allows users to plug in third-party products and custom tools, but that required a bit more time and technical knowledge to accomplish. It’s also worth mentioning that only Custom plan customers can access Manatal’s API and Zapier integration. Customers on the Professional and Enterprise plan cannot.
- Users can search for candidates via Boolean Search or Advanced Search, but cannot combine the two search methods together. E.g users cannot use the Boolean search operators (AND, OR and NOT) within Manatal’s Advanced Search tab.
Manatal’s strengths as an SMB-focused recruitment solution quickly became apparent during our evaluation of the platform.
First is its affordability. With competitive pricing and a generous 14-day free trial, any team can easily explore Manatal. Navigating the software is dead simple so if you’re familiar with how an ATS functions, you’ll likely need minimal training to get used to Manatal. Read the self-help knowledge base, and you’ll be good to go. Organizing applicants is especially easy, thanks to the drag-and-drop-enabled pipelines.
Our research uncovered strong positive feedback about Manatal’s career sites from both hiring team members and candidates. The career pages used to support only English and Spanish, but they are now available in many more languages, including French, German, and Portuguese. You can tailor the company’s name, logo, URL, and application forms and turn on or off the referral program for each opening. You can even set up email automation to get in touch with referees and applicants after they refer candidates/apply.
As with other robust ATS and recruiting CRM, Manatal automates several steps in reaching, engaging, and following up with potential hires. The customization level is pretty good, with multiple options for variables and formats. Once the campaign is aired, Manatal starts tracking its overall performance and presents critical data points on its dashboard so users can have a quick look. However, pre-built email templates and email scheduling are what this recruitment tool is lacking, and unfortunately, it doesn’t seem like Manatal will act on them any time soon.
10,000+ organizations, including Unilever, Coca-Cola, Panasonic, Ogilvy, and Toyota, have used Manatal.
Manatal has four plans, including three with fixed prices. The detailed costs are as follows (annual bill):
- Professional: $15/user/month for 15 jobs, 10,000 candidates, unlimited guests.
- Enterprise: $35/user/month for unlimited jobs, candidates, and guests.
- Enterprise Plus: $55/user/month and includes all Enterprise features, user groups, open API access, SSO log-in, priority support, and access to Beta features.
- Custom: Pricing upon request.
Best For
We highly recommend Manatal for small and mid-sized businesses.
TalentLyft
The price point makes TalentLyft’s cost-value ratio hard to beat. Beyond that, this recruitment software has one of the most user-friendly career site editors with pre-supplied templates and themes for blogs, job ad pages, and multi-page sites.
PROS
- Affordable and transparent pricing model based on the number of open positions.
- Has a free trial. Discount program for early-stage startups.
- Native referral tool, job boards for attracting active candidates, and Boolean search operators for passive talent sourcing.
- Drag-and-drop career site editor.
- Integrations with many job boards.
- TalentLyft offers an affordable pricing model that is flexible depending on the number of open positions you want to have at a given time. Hence, you're not forced to pay for position space you don't need.
- They offer a customized hand-held onboarding process where the customer success team shows you how to use the tool, taking the necessary time to go through the features that matter most to your company.
- The career site editor has a drag-and-drop feature that allows you to build a custom site without prior coding experience.
- TalentLyft offers integrations to many job boards allowing you to post openings from one location.
CONS
- Very basic sourcing capabilities.
- Occasional technical glitches.
- Candidate replies go to the recruiter email, not the TalentLyft account.
- There is no support for video interviews and there are very few integrations allowing for it.
- Some users complain about technical glitches like certain applicants not receiving emails or search features not functioning optimally.
- Candidate replies go straight to the recruiters' email rather than their TalentLyft account. Some would find it preferable to have everything in one location.
For us, the biggest plus about TalentLyft is its career site editor. Without any coding knowledge, you can singlehandedly design a good career site using drag-and-drop editor and text fields. Even better, the editor lets you build a complete multi-page multimedia website.
It's also pretty straightforward to create new job vacancies using this recruitment marketing software. You can choose which fields are optional or required, request resumes and cover letters, and even add screening questions.
Another cool feature is that TalenLyft’s recruitment workflows come with a set of triggers for each step you can tweak to meet yours. After setting up actions, you can just sit back and then watch the candidates move through the pipeline.
However, TalentLyft likely won’t live up to your expectations for its sourcing capabilities if you’re after deep learning algorithm searches and advanced filters for niched roles (e.g., tech, healthcare) like SeekOut or Loxo offer. Its sourcing is rather basic in comparison. But, if you are willing to look past that part for the sake of affordability, this software is worth looking at.
TalentLyft’s monthly pricing starts at $40.83 for two active jobs and packs quite a load of features: job board, reporting, branded career pages, chrome sourcing extension, and a referral tool. There’s personalized onboarding support to help you get started as well.
Unfortunately, we notice there have been multiple bad reviews from users about the technical glitches they encountered using TalentLyft, like emails sometimes going missing or the search function not always working.
KPMG, Raiffeisen Bank, and Erste Bank are some of TalentLyft’s customers.
TalentLyft offers two plans:
- Starter starts at $40.84 per month for two active jobs and includes features like job board syndication, interview kits, scorecards, reporting, branded career pages, unlimited users and pools, chrome sourcing extension, and an employee referral program.
- Pro starts at $82.50 per month for two active jobs and includes everything on the starter package plus workflow automation, a custom domain for your careers site, custom fields, multiple recruiting pipelines, and a dedicated account manager.
Users are allowed to change their plans based on their present needs and preferences. TalentLyft also offers a 14-day free trial.
Best For
TalentLyft's pricing structure makes it a good option for early-stage startups, growing teams, and businesses with fluctuating hiring needs.
My role required me to use the tool often. I checked the postings weekly and reviewed candidate information daily. We received notifications when candidates applied. This made it easier to manage the hiring process. It also helped streamline our workflow. I frequently used filters and search tools to find candidates that matched specific job requirements. The platform's interface made it easy to track each applicant’s progress through the hiring stages.
The pros of using Talentlyft are that it’s a good sourcing tool. Talentlyft notifies you of candidate activity. I also like that you can move candidates through the system.
I have used Talentlyft for about a year. My role was HR/Ops Systems Manager, so I used the tool for recruiting. This included posting positions, updating details, sourcing candidates, and moving them through the onboarding process. The pain we were trying to eliminate was inefficiency in staffing. We were also looking to use the tool to better vet candidates.
There were a lot of pros to Talentlyft. The cons were the difficulty in setting up the system. I believe there should have been a little more support.
Talentlyft is not as formal in appearance as some of its competitors. It feels more engaging and approachable. It is also useful and not as difficult to use as some other tools.
As someone who has used this tool, I believe it can be beneficial to companies in many ways. For me specifically, it was helpful for recruiting and sourcing.
You should look at what your specifications are. If you want people in a particular industry or specialty, there are sourcing tools that cater better for your need.
I only used Talentlyft for about a year, so I haven’t seen a lot of changes.
Talentlyft is good for small to medium businesses.
Maybe a major corporation wouldn’t benefit much from Talentlyft.
Eightfold
Eightfold is more about recruitment marketing within your existing talent database than external engagement. You get well-trained algorithms to ensure you reach the right talent with the right message and approach, while post-hire tools help you keep your talent happy after they've joined.
PROS
- Deep learning AI suggests job seekers relevant jobs on career sites and explains why their skills and background are a fit.
- CRM features enable users to schedule and deliver campaigns to the entire talent pool.
- Provides tailored training and development opportunities based on skill sets and interests.
- Native tools for hosting virtual and in-person hiring events.
- Eightfold uses AI technology to analyze your job postings and find the best fitting candidates. It can also rank those candidates based on their skills, experience and potential.
- You can filter candidate searches by experience level or salary range so that you only see candidates that fit your hiring criteria.
- The platform encourages diversity hiring and enables you to eliminate hiring bias through anonymous screening, aka profile masking
- It improves overall employee experience by providing tailored training and development opportunities based on their skill sets and interests.
- It has a built-in CRM to store and manage HR data about potential candidates, current employees, and previous employees.
CONS
- No mobile app for hiring managers and recruiters.
- Lacks programmatic job advertisement features.
- Engagement is limited to candidates within the user database.
- Pricing is not transparent, and there is no free trial.
- There isn’t a way for hiring managers and recruiters to leave notes on candidates profiles within the system which is rather inconvenient.
- Eightfold has a mobile app that employees can access for skills development but doesn’t currently have one for hiring managers and recruiters to manage their pipeline and perform other actions relating to the hiring process.
- Several users reported that the tool does not search for candidates outside its database.
- The platform’s pricing isn’t transparent and there is no free trial at this time.
For enterprise-level recruitment marketers, overlooking existing candidate pools can be a costly mistake. So we’re glad to see Eightfold has paid close attention to that when designing its recruiting CRM.
Eightfold talent CRM is more than a run-off-the-mill tool. Using this candidate relationship management tool, you can have targeted drip campaigns for specific segments of your talent pool scheduled and delivered within minutes and at scale.
The reporting dashboard provides real-time insights on how your engagement efforts have been working and is pretty easy to tweak as you’d like. Presented metrics are detailed but not overwhelming like with some other enterprise HR tech we’ve reviewed.
Beyond recruitment, we’d also highlight Eightfold’s skills development tools as we believe upskilling your workforce is equally as important as attracting new staff. Eightfold’s training plan and content can be tailored to employees' skill sets and interests. The mobile app is also very user-friendly—newly onboarded employees could easily find their way around the app with minimal or no prior instructions.
It’s no secret that Eightfold is more expensive than most of its competitors and is favored by corporations and staffing agencies with huge candidate databases. Unfortunately, though, a mobile app for recruiters and hiring managers is not available (the app we mentioned earlier is for employees to access their skills training).
While Eightfold’s career pages and built-in tools for internal engagement and talent mobility are undoubtedly helpful, we sympathize with those wishing the platform would offer solutions for programmatic job advertising and external outreach.
Eightfold’s client list includes prominent enterprises like TATA Communications, LG, Vodafone, Bayer, Chevron, and Morgan Stanley.
Eightfold's pricing plans are not disclosed on its website. Contact their Sales team for a custom quote.
Best For
Eightfold is a good fit for organizations that hire more than 100 people annually.
Avature
Avature packs all the tools you need to convert talent into hires, including sourcing and online marketing tools, into one neat package and is a go-to for multiple big-league players with thousands of employees worldwide.
PROS
- Comprehensive recruiting suite with ATS, CRM, video interviewing, offer management, and onboarding.
- Great search and segmentation capabilities.
- Easy-made drip campaigns with highly configurable workflows and pre-built email templates.
- Ability to deliver custom content based on candidate behaviors.
- Mobile app for recruiters to stay productive on the go.
- Avature’s solution is quite comprehensive. They have a full-fledged ATS with built-in video interviewing, offer management and onboarding solutions. They also have a CRM, allowing TA teams to amp up candidate engagement and plan for future hiring.
- Avature leverages artificial intelligence with features of automatic talent matching and candidate ranking.
- Avature comes with a recruiter mobile app that allows key stakeholders to perform several recruiting tasks while on the go. The app also supports offline use, and syncs with the system the next time it’s connected to the Internet.
CONS
- Pricing is not transparent and there is no free trial.
- The user interface is not very intuitive.
- The assessment feature is basic.
- No automated reference checking.
- Avature’s pricing is not readily available on their website. They also do not offer a free trial.
- Several users noted that the UI isn’t intuitive and takes some time to get used to.
- Avature’s assessment feature is quite basic and isn’t built out enough compared to point solutions in that space. So if you want to test the skills and cultural fitness of candidates, you’d need a third-party solution.
- Avature doesn’t have an automated reference checking feature built-in. The platform does integrate with third-party solutions that facilitate reference checking, but you’ll have to purchase those solutions too separately.
Avature’s candidate engagement and career sites are among the most robust we’ve seen in the market.
Let’s begin with its career sites. Being on par with other robust ATS like Greenhouse and BambooHR, Avature’s career sites are mobile optimized and function as fully branded landing pages with content-rich multimedia microsites that are SEO-friendly from the get-go.
Similarly, inside the Avature landing page builder you can set up tailored event registration and talent community pages with a few clicks—no developer skills are needed. The ability to cater content to page visitors’ locations, preferred languages, and job search history truly elevates job seekers’ experience on the page.
Avature’s email marketing also deserves a mention. In addition to an ever-growing email template library, you have the freedom to build and manage it your way. If you’re familiar with email marketing tools like Mailchimp, you’ll find Avature’s engagement features a blessing. With powerful audience segmentation, scheduling features, condition-based actions, and A/B tests, you can easily experiment and find out which message works best for each candidate group.
That said, there are a few drawbacks to Avature. Like almost any other enterprise-focused recruiting CRM, Avature doesn’t publicize its pricing. This vendor also does not offer a free trial.
Considering the vast number of features the solution offers, you should also keep in mind that the platform's user interface is not the most intuitive.
Avature might not be the best bet in case you’re aiming for a recruitment marketing tool with great candidate assessment capabilities, either. The platform’s assessment feature is quickly catching up to other players in the space, but it still lags behind in terms of sophistication. Automated reference-checking is another element missing from the software.
Cisco, L'Oréal, Mondelez, Siemens, and Specsavers are some of Avature’s customers.
As with most enterprise-level solutions, pricing is not provided upfront by the vendor.
Best For
Avature is best suited for organizations with more than 1,000 employees.
I have used Avature daily. I have used it as a Recruiter and as a Recruiting Manager. As a recruiter, the workflow is very easy from requisition inception to offer stage. It breaks down candidate statuses into their own buckets. As a leader, creating the job requisition was a bit challenging. The reason is the levels of approvals it needed to go through before reaching the assigned recruiter. The levels of approval can be altered to fit the needs of the company.
It is user-friendly for all stakeholders using the system. We very seldom had system outages. It is cost-efficient as many other Applicant Tracking Systems are much more expensive. Data analytics reporting was very easy for tracking recruiter KPIs.
My organization has been utilizing Avature for years. I have used it strictly as an Applicant Tracking System for recruiting efforts. One of the top benefits is that it is easily integrated into another HRIS such as Oracle. Another top benefit is that it is extremely user-friendly. It also has the capability to work globally as well as in the US to streamline recruiting processes.
Depending on the format a candidate submitted a resume, it could look distorted, making a strong resume appear elementary. I did not see a place to submit a ticket if there was a glitch in the system. There was no Q/A section.
Avature is a cheaper alternative to more robust Applicant Tracking Systems. While it can be used in larger global organizations, the reporting features have been more detailed in other systems. For a smaller organization, Avature is the way to go.
Cost-effectiveness is particularly important for a startup company. The ability to run large complex data reports is still lacking a bit. User-friendliness is a key component; if you have a small team of recruiters, they will be able to navigate Avature with very little direction.
Avature doesn't give the best updates for system changes.
Smaller organizations or startup companies will fine Avature the best fit.
While Avature can be used for mid-sized or larger companies, I do not recommend it. There are more robust systems out there that will also have a higher price tag attached.
Symphony Talent
Symphony Talent is a powerful solution that combines programmatic ads, career sites, CRM, assessments, and career development tools, making it a one-stop shop for companies to attract, connect, qualify, and retain talent.
PROS
- Incorporates career sites, programmatic job ads, referrals, recruitment events, and a chatbot.
- Self-optimizing recruitment campaigns.
- Numerous features powered by proprietary machine learning.
- Comprehensive product training and dedicated CMS for ongoing support.
- In-house advisors will work directly with users to develop, measure, and optimize recruitment marketing plans.
- Incorporates career sites, programmatic job ads, referrals, recruitment events, and a chatbot.
- Self-optimizing recruitment campaigns.
- Numerous features powered by proprietary machine learning.
- Comprehensive product training and dedicated CMS for ongoing support.
- In-house advisors will work directly with users to develop, measure, and optimize recruitment marketing plans.
CONS
- The price is on the higher end. Requires annual subscriptions. No free trial.
- Reports and analytics aren’t very user-friendly and can be slow to load.
- The price is on the higher end. Requires annual subscriptions. No free trial.
- Reports and analytics aren’t very user-friendly and can be slow to load.
There are three main reasons why we think Symphony Talent truly takes the cake for self-optimizing advertising campaigns. First is that, before advertising any opening, the system always checks for relevant candidates in the existing database. This is a great help for large firms and enterprises to utilize their big talent pool.
The second reason lies in its proprietary machine learning. The AI is really smart at suggesting keywords and channels to target for each open job. It can even bid and budget based on the user’s targeted goals.
What impressed us most, though, was the sophisticated CSM behind co-monitoring and supporting each of the user’s advertising campaigns. Symphony Talent has built one of the best in-house expert advisor teams in the field. We emailed the team three times—early morning, lunchtime, and evening—and the response time was never longer than 30 minutes.
When it comes to candidate engagement, Symphony Talent reminds us of Phenom. With drag-and-drop workflow design, segmentations, and if/then logic, this tool makes reaching and engaging with hundreds of candidates with speed and authenticity a can-do.
Unfortunately, Symphony Talent’s reporting feature is pretty disappointing. The system can be slow when prompted to produce data and analytics on campaigns.
We should also warn you: Symphony Talent can be a bit pricey for small businesses. Designed with enterprise-level customers in mind, the software isn’t very flexible when it comes to its prices. CRM, assessments, and programmatic job advertisements—all of its tools are packed in one package, which leaves you with two options: buy everything or nothing.
Some of Symphony Talent’s customers include Mars, Advent Health, HP, Regis Corporation, and Dick's Sporting Goods.
Symphony Talent has custom pricing.
Best For
Symphony Talent has been designed to work with businesses of all sizes and in practically any part of the world. It is especially convenient for recruitment teams whose strategy relies heavily on digital advertising.
PhenomPeople
Phenom makes it possible to craft a slick career site that is smart enough to cater its content and job display to each visitor’s resume and search. The conversational AI further upgrades candidate experience with instant assistance on job FAQs, interview scheduling, and everything in between.
PROS
- AI-powered career sites give job seekers personalized content and job recommendations.
- Tailored career sites can be up and running in minutes.
- Chatbot to further assist career site visitors with finding jobs, answering questions, and scheduling job interviews.
- Talent community to capture passive candidates.
- Native video creation tools.
- Supports university recruitment.
- AI-powered career sites give job seekers personalized content and job recommendations.
- Tailored career sites can be up and running in minutes.
- Chatbot to further assist career site visitors with finding jobs, answering questions, and scheduling job interviews.
- Talent community to capture passive candidates.
- Native video creation tools.
- Supports university recruitment.
CONS
- Slow report turnaround time.
- Customer support response time could be improved.
- It can be pricey for SMBs.
- Implementation and configuration take time.
- Slow report turnaround time.
- Customer support response time could be improved.
- It can be pricey for SMBs.
- Implementation and configuration take time.
Phenom is best known for its dynamic career sites. We love that this is taking a page directly out of the best practices of eCommerce to drive more conversions.
Try landing on a Phenom-made career site, and we’ll bet you will enjoy your time there as much as we did. It’s not just got an eye-catching design but was also fun to navigate. Algorithms analyze profiles and browsing history to ensure you only see content and jobs that matter to you.
Crafting a career site in Phenom is quite straightforward, especially when you can—and should—make use of templates the system has pre-built. There are plenty of them, and many have pretty designs.
Also worth checking out is Phenom’s chatbot. The conversational AI knows how to make people’s job searches easier. From suggesting jobs to answering FAQs and scheduling interviews, the chatbot delivers in a timely manner.
Phenom’s hiring event feature is on par with Yello and Beamery in terms of ease of use, but when it comes to user experience, it truly stands out thanks to the embedded chatbot. Booth reps and recruiters preserve a good amount of time for interviewing qualified candidates as the virtual assistant takes out the work of messaging individuals and arranging interviews.
Nevertheless, we think Phenom’s reporting and customer service could both be improved. The former can take several minutes, while the latter can take days. On a similar note, setting the tool up and running takes work and patience too. To be fair, though, this is not unusual for enterprise-centered recruitment tech.
Over 500 companies (mostly international enterprises), including Microsoft, Southwest, and Honeywell, have used PhenomPeople.
Pricing for Phenom is undisclosed.
Best For
Large organizations and enterprises looking to manage all stages of their talent's experience in the same robust platform will find Phenom a great choice.
The recruiters loaded the job description, created the sourcing criteria, and the system found the qualified candidates. The recruiters used templates and a link to the assessment to reach out to candidates. Once the assessment was successfully completed, the candidate was automatically invited to interview virtually through Phenom. The recruiter was notified when the interview was complete, and they could review it at their convenience. This allowed quick processing and successful hyper-growth fulfillment on our part.
The automation is something I haven't seen in any other tool. The process flow for a candidate, with the automation, can be completed in a matter of hours. Phenom creates efficiencies for the recruiter, allowing the presentation of qualified candidates to the client within hours of getting the requisition. This system makes us look good!
We were tasked with hiring a large number of candidates for several positions in different locations within a short period. Phenom allowed our recruiters to automate much of the process. We were also able to move recruiters around based on need, and they could pick up where another recruiter had left off. The tracking of where a candidate was in the process was well-documented. Phenom can source, schedule assessments, virtual interviews, and mass emails and texts.
Sometimes the search criteria for sourcing produce skewed results, requiring additional tweaking. It integrates with your ATS, so what you do in Phenom shows up in your ATS as an action completed with your candidate—this was hard for me to get used to. It rates the candidates for you (A, B, C), but I don't always agree with the rating.
Phenom is by far the best out there. This is the way hiring is going today—automated and computer-driven. The candidate is in charge of how quickly they get through the system. The automation and process are well thought out and simplified so that it is like the recruiter has a sourcer finding candidates and a coordinator handling all the routine tasks for them.
Phenom is not just for hiring new candidates; it is for current employees as well. Your employees can use it to find positions within the company, learn what skills they need to move into different roles, and access more retention-focused features. Look at what they are doing to keep up with the industry and technology.
Phenom is constantly improving and has sections for the recruiter, candidate, employee, manager, human resources, and hiring manager. They have AI, recently acquired Tydy, and are focusing on onboarding now.
Phenom is good for any, but especially for companies that have high-volume recruiting.
Phenom is not good for small organizations without a high recruitment necessity.
Yello
Many HR professionals use Yello’s campus events to attract and engage early-career candidates. This and the availability of multi-lingual support make the platform particularly helpful for international enterprises to better their early talent recruiting.
PROS
- One platform for the whole recruitment process.
- Support over 20 different languages.
- Great for career fairs and on-campus interview scheduling.
- One platform for the whole recruitment process.
- Support over 20 different languages.
- Great for career fairs and on-campus interview scheduling.
CONS
- An overkill for solo recruiters and small recruitment teams.
- Limited integration capabilities.
- Doesn’t allow for using customers’ email addresses to send emails to candidates.
- An overkill for solo recruiters and small recruitment teams.
- Limited integration capabilities.
- Doesn’t allow for using customers’ email addresses to send emails to candidates.
We keep hearing great things from practitioners about Yello. This talent acquisition platform covers nearly everything you need to reach and nurture candidates: Interview scheduling, candidate resume reviews, email newsletters, and online content candidates can access for tips on career success.
It’s also pretty awesome to know you’re not on your own to figure out how to make the most out of all these tools since, right after onboarding, Yello will give each customer a designated candidate growth team. They are quite hands-on when it comes to strategizing, so make sure you make good use of them!
Just keep in mind that Yello is more about early-career talent acquisition, as campus event-based recruitment is the tool’s foundation. It’s not going to be a good investment to opt for this platform if your hiring focus is for niched and highly experienced talent.
Yello can assist with planning, promoting, hosting, and measuring campus events. From managing outreach to handling logistics, check-ins, and interview scheduling, there was literally nothing we could complain about as we tested each of these features out.
That said, we are not impressed by the current shape of Yello integration. The native integration options are limited to a very small number of ATS and HRIS, and API integrations, unfortunately, do not exist.
Another thing that troubles us about Yello is the way this platform sends emails to candidates. Instead of letting users choose to send emails from their email addresses like what many modern recruitment platforms offer, Yello’s email sender must be sent from its system’s email—it doesn’t look and feel very personalized, does it?
Hundreds of companies, such as Johnson & Johnson, eBay, and Adobe, have used Yello to attract and shortlist talent.
Pricing for Yello is custom per customer’s case.
Best For
Yello works best for companies with 50+ employees up to enterprise clients with over a thousand, especially those looking to hire early-career candidates (e.g., graduates and interns).
When I was recruiting for positions that I knew the hiring team was going to want to interview a handful of candidates, I used Yello. I have used this tool for a few years, as many of my clients used it. Scheduling executive-level or even exempt-level interviews can be challenging based on hiring leaders' calendars and availability. Yello made this much easier. You could also send bulk emails to multiple candidates to cut down on recruiting time. I do recall there were glitches with reminders that could be problematic for users.
Being able to send bulk interview invitations to multiple candidates was very easy and effective. The fact that it is integrated with your work email was a great feature. It could also be integrated with your ATS.
Yello was purchased because it is a great tool for easy interview scheduling. Rather than the back-and-forth emails with candidates, recruiters, hiring teams, and HR, Yello was a tool that everyone had access to. You could set up Yello to send correspondence to all without having to send various emails to a multitude of people. It could also be integrated into your work email or apps like Calendly. It is also integrated into the ATS.
The reminder feature didn't work. We had to hold actual training sessions for users as the system is not the most user-friendly. It's a bit pricey for smaller companies.
Breezy is a bit easier to navigate. Although my clients only used Yello for interview scheduling, I know there are other features that may benefit other companies, such as sourcing and campaigns. Yello is a mediocre tool; there are better ones on the market to consider.
Can the price be justified for the size of the company? If not, it's time to look at free options or less expensive ones. Will all users actually use the tool, or will they do it the old-fashioned way? This was a common occurrence where recruiters and/or hiring leaders just scheduled interviews by work calendar and email, making Yello a waste of money. When candidates get emails from Yello, will they think it is spam? I find that sending emails directly from work emails is best to ensure they don't get lost in a junk folder, even though it is legitimate.
I can only comment on the interview scheduling portion, and I have not seen any changes or improvements made.
Larger companies, so if it goes "unused," it is not a major loss of money.
Freelance companies and third-party recruiting agencies would not benefit from Yello.
Beamery
Beamery is a nice-looking tool with notable features such as one-click sourcing, automated workflows, campus and recruiting events, and nurture pools.
PROS
- Intuitive and visually appealing UI.
- Ability to save a pool of talent for future nurturing.
- Options to reach talent via emails, campaigns, SMS, and hiring events.
- Insightful campaign reporting for performance optimization.
- Intuitive and visually appealing UI.
- Ability to save a pool of talent for future nurturing.
- Options to reach talent via emails, campaigns, SMS, and hiring events.
- Insightful campaign reporting for performance optimization.
CONS
- Boolean strings sometimes produce irrelevant candidates.
- Lacks the years of experience filter in its sourcing feature.
- Requires a minimum of 12-month contract. It can be a bit too pricey for SMBs.
- Boolean strings sometimes produce irrelevant candidates.
- Lacks the years of experience filter in its sourcing feature.
- Requires a minimum of 12-month contract. It can be a bit too pricey for SMBs.
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Beamery is a new entrant into this market and one of the slickest solutions available. From career sites to engagement and hiring events, the platform not only looks the part but is also configurable to multiple devices and painless to navigate through, even for first-timers.
Another thing that makes Beamery stand out is that it doesn’t just stop at enabling users to build candidate pipelines for future hiring demand. It also automatically surfaces qualified talent right when you need it. As we were testing it, it provided great candidate suggestions as soon as we added a new opening to the system.
If campaign reporting is your priority, you’ll enjoy what Beamery has to offer. This feature shows you insightful, digestible insights into which campaigns converted best and which could be improved so you can optimize further.
The keen eyes among you will also notice that not so many vendors in this space can provide customers with a native hiring event tool, a good one at that, like Beamery.
Unfortunately, its sourcing capabilities disappoint us. The Boolean didn’t perform well when we checked it out (we got a handful of irrelevant profiles using it). We weren’t happy about the current shape of Beamery’s filters either. It would’ve been understandable if it lacked advanced filters like certifications for healthcare candidates or published papers and patents for academic sourcing. Yet, the platform lacks the basic—candidates’ years of experience.
Beamery published several customer testimonials you can access on its platform, yet it doesn’t reveal how many companies it has served.
Beamery's pricing is undisclosed because it will vary according to each company's needs.
Best For
Beamery is certainly designed with big enterprises in mind with ongoing recruitment needs.
I used Beamery daily, as this tool was integrated into our Workday ATS. Using Beamery (with Workday) allows for Boolean (skill-specific) searches. The ability to track pools/pipelines of candidates and communicate with candidates/team members, both internally and externally, was essential. Aligned with Workday, I was able to see existing skills and capabilities. From this information, I built agile workforce plans. Developing recruitment/marketing campaigns and sending out mass communications to relevant candidates was easy to develop and manage.
- Ease of use—Beamery is customized, and the client sets up and chooses what is needed. It is a standalone AI/Talent CRM.
- Ease of user, role, and access management—It is simple and easy to grant access to select data, objects, and features based on user role, group, and level.
- Beamery enhanced our Workday HRIS with real-time updates. There were no overlaps, and data and communication errors were less likely, helping with the spend and efficiency of hiring.
As an HR Consultant and Senior Recruiter, I've used Beamery since 2019. The key benefits include managing every stage of the talent lifecycle within a single platform. Beamery uses AI in the talent lifecycle management platform to provide companies with the intelligence needed to plan for business needs, understand potential gaps, and review the skills and capabilities required to attract, retain, upskill, and redeploy their workforce easily. They are a certified Workday partner, and Beamery works seamlessly with Workday, which was very important to us as we expanded our talent transformation journey.
- I experienced issues with tagging and duplication of jobs; this was fixed and has improved over the years.
- When developing a marketing campaign, I struggled with reviewing what I was sending. The review area was not clear on how to put the campaign into a test setup mode. The marketing review and setup have since improved.
- I had difficulty setting up and using the campaign marketing tool with LinkedIn for potential candidates who did not provide their contact information, such as a valid email address.
I have used HireEZ and LinkedIn Recruiter. For what my client needed at the time—hiring numerous roles for specific hard-to-find talent, such as electrical engineers globally—I required a tool/software that could market vacancies to a large pool of global candidates. Once the candidates were identified, I would set up the marketing campaign and bulk message them with a personalized recruiter message sharing all the job information. Beamery helped tremendously and was easier (at that time) than using LinkedIn Recruiter.
- What is the size of your organization?
- Do you use Workday? (From what I understand, Beamery only integrates with Workday as an HRIS.)
- What is your budget? Beamery was less costly and easier to use and set up than LinkedIn at that time.
- How many roles do you need to fill?
Over the years, I have seen positive changes to the tagging function, campaign setup, and the use of AI to find top talent.
Beamery is ideal for any organization that needs to hire numerous roles, especially with specific talent, and for organizations hiring across many locations, geographic sites, and countries.
Beamery may not be a good fit for small organizations with limited roles and no expected growth.
Loxo
Loxo’s comprehensive recruiting platform packs a CRM that lets you put recruitment marketing on autopilot by pre-building emails, SMS, phone calls, and LinkedIn engagement.
PROS
- Massive database provides recruiters with a wide pool of potential talent.
- AI technology for identifying, screening, and ranking potential candidates.
- Free plan with unlimited user seats and job postings.
- Integrates with various ATS and recruiting CRM.
- Good customer response time.
- Allows for scheduling multi-medium campaigns with timed sequences and auto-pause when a contacted candidate responds.
- 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
- Takes time for users to get the hang of the platform.
- Some of the candidates’ info is outdated.
- No Android app. iOS app offers limited functionality and primarily supports outreach activities.
- Occasional lags were reported in bulk emailing.
- 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.
A key factor in the success of any recruitment marketing strategy is its potential reach. And Loxo doesn’t disappoint with its database, which covers 1.2 billion people from a vast range of backgrounds—among the most extensive we’ve seen.
But it’s not just the built-in database that impressed us: Loxo’s AI sourcing is also very well-developed. In fact, we’ve heard of TAs opting for this software mainly for that.
The AI makes building pipelines and automating candidate outreach simple and effective. With a few clicks, you can bulk text, email, call, or even DM talent via LinkedIn using personalized content, while all engagement activities and performances are tracked automatically for analytics purposes.
We used to complain about how Loxo missed VoIP calling and personal candidate contact data: Both of these features are now available!
In terms of pricing, Loxo now has four plans (it used to have three back in 2023), and phew! Its freebie is still alive. At first glance, the Basic plan doesn’t seem to break the bank ($119 per seat per month). Yet, a heads up: lots of prominent features like talent insights, AI-niched sourcing (e.g., healthcare, tech), and candidate ranking are locked behind its custom tiers.
Loxo does offer a mobile app. However, you probably won’t be happy with it either. We gave it a try and were disappointed with how poor it was compared to the web version in terms of both functionality and performance.
13,000+ companies, including Bank of America, Trinity Health, and Lockheed Martin, have used Loxo.
Loxo has a free plan and three paid plans starting at $119 per user per month.
Best For
Agencies and mid-sized companies are likely to make the most out of Loxo since this software is built with these two needs in mind.
Key Benefits
Your hiring process can be improved in many ways with recruitment marketing software.
- Enhanced Employer Branding: First impressions matter. Platforms like PhenomPeople and Manatal empower organizations to showcase their unique culture and work environment through branded career sites and personalized content. This not only attracts the right talent but also establishes a compelling employer brand presence.
- Wider Talent Pool Reach: Nearly 80% of employers globally report difficulty finding the skilled talent they need versus 35% a decade earlier. Recruitment marketing tools excel in expanding the reach of job postings, enabling organizations to tap into a wider talent pool. SmartDreamers and Symphony Talent, for instance, can easily integrate with various social media platforms and job boards, making your job openings visible to a diverse audience.
- Targeted Candidate Engagement: Data-driven engagement tools from recruitment marketing platforms like Beamery and Avature make sure all interactions with potential candidates are both timely and highly relevant for an improved recruiting process.
- Data-Driven Decision Making: Tools like PhenomPeople provide valuable insights into the performance of recruitment campaigns. By leveraging this data, HR professionals can refine their strategies, allocate resources effectively, and optimize their approach for better results.
- Efficient Talent Pipelining: Recruitment marketing software also prioritizes efficient talent pipelining, a feature it shares with recruiting CRM. Yello, for instance, facilitates the creation and management of talent pipelines. This strategic approach ensures that organizations have a pool of pre-qualified candidates ready to be tapped into for future hiring needs.
- Optimized Job Advertisement: Recruitment marketing software also plays a pivotal role in optimizing job advertisements. Indeed and Jobvite, for example, ensure job listings are optimized for search engines, enhancing visibility and response rates. This feature ensures that job postings are seen by not only a broader but more targeted audience for maximum impact.
- Improved Candidate Experience: The impact of recruitment marketing software extends to improving the overall candidate experience. Using AI in recruitment tools, platforms like PhenomPeople and Symphony Talent provide recruiting chatbots and automated communication which help make sure all candidate interactions are punctual, transparent, and personalized.
- Streamlined Collaboration: Hiring is a team sport, and these platforms are great team players. Loxo and Manatal, for instance, provide team collaboration tools for easy sharing, evaluating candidates, and making decisions. This collaborative aspect ensures that your hiring process is not just efficient but a collective success.
Common Pitfalls
Budget concerns, learning curve, and feature overload are some notable pitfalls of this recruitment software.
- Potential Budget Overreach: High-end platforms like PhenomPeople or Avature are robust but can also give your budget a workout. Before diving in, weigh the costs against the benefits to ensure it is a practical fit for your financial reality. After all, nobody likes budget surprises.
- Steep Learning Curve: Recruitment marketing software can be a bit intimidating for those not tech-savvy. Take Beamery, for example. It's a powerhouse, but mastering it might take some time and trial-and-error moments. You can’t make the most of your invested tech without knowing it inside out, so don't hesitate to contact vendors for onboarding and training in this case.
- Overkill for Small Teams: Imagine you buy a toolbox, but all you really needed was a hammer. Robust platforms like Eightfold or Symphony Talent are fantastic, but they might feel overkill if your team isn't ready for the full blast of features. Before making your purchase, ask yourself if your team is ready to dive into the full array of features. Sometimes, simplicity is your best friend.
Features
- Branded Career Sites: Seenit’s 2023 report reveals that 96% of job seekers would be more likely to apply to a company with a good employer brand, up 39% from previous years. Luckily, most modern recruitment marketing platforms enable organizations to craft mobile-friendly career sites with employee referral features using branded templates.
- Social Recruiting: According to recent studies, 73% of job seekers aged 18-34 have found open positions via social media, and 80% of employers have used social media to find passive candidates. Robust recruitment marketing platforms should connect with various social media channels like LinkedIn, Facebook, or X to ensure that job opportunities are visible to a diverse audience.
- Analytics and Reporting: Just like scheduling in interview scheduling tools and resume parsing in ATS, a recruitment marketing software solution can’t exist without its analytics and reporting features. These stats are hyper-focused on recruitment campaign performance, making them valuable for informed decision-making and strategic planning.
- Automated Outreach Campaigns: Recruitment marketing software typically offers native engagement tools that enable recruiters to interact with potential candidates through outreach and retargeting campaigns—at scales, on schedule, and personalized.
- Candidate Relationship Management (CRM): Beyond outreach automation, some (for example, Loxo and Manatal) even offer CRM functionalities that allow organizations to build a steady stream of pre-qualified candidates for future hiring needs.
- Search Engine Optimized (SEO): Optimizing job listings for search engines is a key feature in recruitment marketing software. This optimization enhances the visibility of job listings, making them more discoverable to a broader audience.
- Recruiting Chatbots: Recruitment marketing software often incorporates AI-driven chatbots to enhance the candidate experience. Platforms like Eightfold or Symphony Talent provide chatbots that offer real-time responses to FAQs and guidance on the job application process.
- Team Collaboration: These cloud-based recruiting platforms also come with native collaboration tools to ensure that the hiring process leverages the collective expertise of the entire team.
Pricing
Recruitment marketing software pricing is typically based on per-seat, per-employee, or per-hire models, and is heavily influenced by company size, similar to most recruiting software pricing structures.
Smaller businesses with around 100 employees might expect to pay around $5,000 annually. However, these tools are often designed for larger enterprises, where costs can reach seven figures.
Best Use Cases
Growing mid-sized teams and companies seeking in-demand and/or global talent are some who stand to gain the most from recruitment marketing software.
- Growing Mid-sized Companies: Attracting top talent is both a necessity and a headache for mid-sized businesses on the upswing. They need something scalable, a solution that grows alongside them. Options like PhenomPeople or SmartDreamers can be the ally here in helping these businesses build a brand that attracts the best talent tailored to their evolving needs.
- Companies Seeking Talent in High Demand: The battle is intense in sectors like tech, where talent is the currency. Recruitment solutions with excellent marketing tactics and tools can be a strategic asset to help these companies stay ahead.
- Those Eyeing Global Talent: For companies with a global vision, recruitment marketing platforms like Symphony Talent or SmartDreamers serve as comprehensive talent management platforms for location-based candidates, be it an entire country, a specific region, or even as granular as a state or city.
That said, this recruitment tech is not everyone’s cup of tea.
- Micro-Businesses on a Tight Budget: Recruitment marketing platforms might be too expensive for tiny operations with minimal recruitment needs and tight finances. Instead, simpler tools like free ATS, free recruitment software, or free job posting platforms can cater to modest hiring requirements without straining the financial leash.
- Single Role, Single Hire Situations: If your hiring needs are sporadic and limited to filling a single position now and then, the intricacies of recruitment marketing software might be excessive. For a small-scale, irregular hiring strategy, traditional job boards, social media platforms, or even freelance marketplaces could serve the purpose without the added complexity.
- Limited Online Presence: Recruitment marketing relies heavily on a company's online presence. If your business lacks a compelling online identity, with no active website, social media presence, or defined brand, the impact of recruitment marketing software could be diluted. Perhaps the better move is to establish a solid online footprint beforehand.
- Niche Roles with Limited Talent Pool: For businesses operating in niche industries with a limited talent pool, the broad reach of recruitment marketing might not be necessary. Targeted networking, industry-specific events, and personalized outreach could be more effective than comprehensive recruitment marketing campaigns.
Free Recruitment Marketing Platforms
While free and freemium options often have limitations, they can be a fantastic way to witness a tool's capabilities firsthand. Here are a few platforms offering free versions or trials:
- SmartDreamers: SmartDreamers' free version offers a taste of its renowned recruitment marketing automation, perfect for those dipping their toes into its automation features.
- Manatal: As popular SMB staffing agency software, Manatal doesn't do a completely free plan, but they've got a trial ready for anyone curious.
- TalentLyft: This vendor has a 14-day free trial without requiring your credit card details.
- Loxo: Loxo's free plan covers CRM and ATS features. Also, this candidate sourcing tool offers free trials across their paid plans.
- Workable: This platform’s free trial gives you a firsthand look at most of its core features (job ads, team collaboration, candidate sourcing).
- Zoho Recruit: As part of the broader Zoho suite, Zoho Recruit's free version is straightforward and has been used by both in-house HR and recruitment agencies.
- Recruitee: Recruitee’s free trial could benefit hiring managers seeking to test their applicant tracking system.
- JazzHR: This platform is recognized for its user-friendly ATS and recruiting tools. The free trial version allows users to explore how these features work in real life.
Demo Questions to Ask Vendor
Before selecting any software program, it’s always wise to request a demo and go into it prepared with a game plan. Start with this list, and tailor it to your team’s specific use cases and other recruitment hiring needs.
- Does this software integrate with my applicant tracking system, job board, or email marketing program?
- Who will use this system? What will people in these roles do with the product?
- Does it provide {specific essential features to you and your organization}? Could you show me around? (Our must-have features and the criteria mentioned in this buyer guide could be an excellent place to start. But don’t forget to consult with your hiring team to discuss what you need and want from the software).
- How much will the system cost? Are there any additional costs in addition to the subscription fees?
- Will the system require a lot of training?
- What steps are involved in the implementation workflow, and how long will it take?
- How is automation built into the product?
- What is your 12-month product roadmap?
- What changes in talent acquisition efficiency have you seen with the use of this product?
- What changes do you see in the conversion rates across the various parts of the hiring funnel?
- How long does it take to get a new career site up? Who supplies the content? What’s the overall design process?
- How would the product work for hosting a job fair or event?
- Who's on the team behind the algorithms and data? Does the company hold any patents?
FAQs
What is recruiting marketing?
Recruitment marketing is the strategic use of marketing principles in the hiring process. Through targeted campaigns, employer branding, and personalized communication, recruitment marketing aims to create a compelling narrative that resonates with candidates, turning the hiring journey into a mutually beneficial experience.
What is recruiting marketing software?
Recruitment marketing software is designed to integrate marketing principles into the hiring process and make it into a strategic, data-backed, and candidate-centric journey. The software operates across various fronts: crafting branded career sites for employer branding, integrating with social media for wider job visibility, providing robust analytics for informed decision-making, and employing features like CRM and chatbots for personalized candidate engagement.
What is the best platform for recruitment marketing?
Corporates' needs differ from staffing agencies, and what a small startup wants is unlikely the same as a global enterprise. The following is our list of ten expert-rated recruitment marketing software, along with who each is best for.
- SmartDreamers: End-to-end recruitment marketing solution, best for fast-growing teams and global enterprises.
- Manatal: User-friendly ATS, highly recommended for startups and small businesses.
- Talentlyft: Its career site editor is extremely good—a good option for teams with fluctuating hiring needs.
- Eightfold: Orgs with at least 100 employees will make the most of this AI-driven recruitment tool.
- Avature: Comprehensive recruiting suite, best for large enterprises (5,000+ employees).
- Symphony Talent: A powerful option for programmatic advertising.
- PhenomPeople: Another enterprise-focused solution whose HR chatbot, analytics, and reporting features are worth checking out.
- Yello: This option has been used in 150+ countries and 15+ different languages.
- Beamery: This talent CRM is surely designed with big enterprises in mind.
- Loxo: Agencies and mid-sized companies will love its automated recruitment marketing.
Last Advice on Finding the Best Recruitment Marketing Software
As we’ve covered, a successful recruiting strategy would be nothing these days without a solid marketing component. However, combining recruiting and marketing can be overwhelming. That’s why recruitment marketing software can be such an asset for recruiting teams.
With the right solution, you can take your recruitment marketing to the next level, drive more of the right candidates for your job descriptions, and foster connections to passive candidates who might just be your new hires. As a TA leader, your job just got easier. And your company, as a result, just got more productive.
About Us
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