11 Best Diversity Recruiting Software to Support DEI Hiring in 2026

Equipped with the best diversity recruiting software helps your organization widen your diverse talent pools, fill hard-to-fill positions, as well as enhance employer brand.

• Increase number of diverse applicants: With direct sourcing tools, you can conduct outreach to more diverse candidates and attract more diverse applicants. For example, companies that use Fairygodboss see up to a 50% increase in applications from women.
• Fill hard-to-fill positions: Since the tools mentioned below include job sites where you can post your openings, you can get more applicants for open roles, including hard-to-fill positions like technology and enterprise sales.
• Improve employer branding: Show off your company as a diverse and inclusive workforce. There are numerous employer branding opportunities you can take when using a all-in-one recruiting diversity platform, from having branded career pages to hosting diversity recruiting events.

With that said, diversity hiring tools come with their share of challenges and considerations, and here are a few things to keep in mind:

The gist: diversity hiring tools only go so far. You can make your hiring process “blind” and source candidates from job sites that specialize in diversity. Still, the recruitment outcomes still depend on human decision making, how interviews are run, and whether the workplace actually supports inclusion after the hire.

• It improves sourcing, not the full funnel: You can source more diverse candidates or run blind screens, but bias can still show up in interviews, selection decisions, and onboarding. Plus, inherited from its trained data, diversity recruiting software’s algorithms carry bias too.
• It does not replace inclusion and interviewer training: Without structured interviewing and ongoing diversity and inclusion training for recruiters, hiring managers, and interviewers, the tool’s impact is capped.
• It may increase cost per hire for underrepresented talent: In many cases, reaching and converting underrepresented candidates can cost more, similar to hiring for hard to fill roles.
• ‍It does not solve retention or culture: These tools do not address retention, growth, or belonging. If the workplace experience is not inclusive, naturally the hires are more likely to churn.

To get a sense of your ROI, look at the number of hires you get from using these tools and the value you assign each hire. Beyond the numbers, there is a moral imperative to build a diverse workforce to reverse the impacts of institutionalized racism, sexism, and ageism. Each organization doing its part creates a better tomorrow for these groups, as well as society as a whole through a more friendly and productive business environment.

Diversity recruiting software can be free for small teams, but most vendors price based on headcount, feature depth, and how many users need access. In practice, you will see everything from free plans for startups to custom enterprise contracts that scale into the tens of thousands per year.

Common pricing models you will run into are:

• Free tier for small teams: ChartHop offers a free plan for up to 150 employees
• Per seat pricing: Untapped charges per seat, so cost scales with recruiter access
• Custom pricing: Most, if not all platforms offer this subscription as their highest tier. Based on user’s needs, the quote will be shared
• Tiered packages: Fairygodboss offers Silver, Gold, and Platinum tiers, with higher tiers adding options like job board takeovers, career fairs, and employer branding features

Here’s a general cost breakdown:

• Small businesses and startups: free to 100 to 500 per month
• Mid sized companies: 5000 to 20000 per year
• ‍Enterprise: 20000 or more per year, especially for AI and branding heavy solutions
  

Diversity recruitment software typically combines three core capabilities: tools to help you source underrepresented talent through niche job boards and targeted search, features that strengthen employer branding through company pages and sponsored content, and functionality that supports more inclusive hiring through job description optimization, bias reducing screening workflows, and diversity analytics for tracking progress.

• Niche job boards for diverse talent: These platforms focus on underrepresented groups to help companies expand their talent pipeline. For example, True connects employers with Black, LatinX, and Native American professionals, while Fairygodboss is a job board specifically designed for women in the workforce.
• Employer branding and dedicated company pages: A company profile page allows employers to showcase their workplace culture, diversity statistics, employee testimonials, and benefits. Fairygodboss, for example, offers employer branding pages where companies can highlight DEI initiatives and share employee stories.
• Diversity recruiting events and career fairs: Many diversity recruiting platforms offer participation in specialized hiring events to help companies connect with diverse talent. True hosts career fairs designed for underrepresented professionals, while Fairygodboss provides virtual career fairs specifically for women job seekers.
• AI-powered inclusive hiring assistance: AI-powered tools help recruiters write more inclusive job descriptions and match candidates to roles in a fair and unbiased manner. Textio is a prime example, as it analyzes job descriptions and suggests changes to eliminate biased language.
• Advanced search for diversity sourcing: Boolean search functionality enables recruiters to efficiently find underrepresented talent using targeted keywords and filters. For instance, Entelo offers diversity sourcing features that allow recruiters to search for candidates by gender, ethnicity, and veteran status compliantly.
• Sponsored content for DEI branding: Companies can create targeted articles, videos, or other content to highlight diversity initiatives and attract diverse candidates. Fairygodboss is one of the platforms that provides employers with the option to create custom content about their workplace culture and DEI efforts.
• Blind screening support: To reduce unconscious bias in hiring, some diversity recruitment software offers blind screening by removing identifying details such as names, gender, and ethnicity from resumes. Textio is a top brand when it comes to helping employers rewrite job descriptions to avoid language that may discourage diverse candidates from applying.
• Diversity analytics and compliance reporting: Data-driven hiring decisions are essential for tracking progress in diversity recruiting. Solutions like ChartHop provide diversity and inclusion analytics that help HR teams measure hiring diversity metrics such as gender, ethnicity, veteran status, and location.
• ‍Community, networking, and mentorship features: Some platforms function as talent communities that connect candidates through networking, mentorship, and events. VetJobs is an example of a professional network focused on veterian talent and employer connections.

Before investing in one or all of these tools, make sure to schedule a demo so you can get a feel for the platform and actually see how things work. Ask as many questions as necessary to help you really understand what the tool can do for you and how you can use it most efficiently. Here are some  demo questions samples to consider:

• Can you demonstrate how the tool helps source candidates from diverse backgrounds?
• What sourcing channels and databases does the tool access to ensure a diverse pool of candidates?
• Does the tool support multilingual job postings and career sites?
• How does the tool help streamline candidate pre-screening  and reduce potential bias in the recruitment process?
• What are the AI-powered algorithms /automation available for helping shortlist qualified candidates?  How do they avoid reinforcing biases?
• Can you show how the tool helps create inclusive job advertisements of open positions that attract diverse candidates?
• Does the tool provide suggestions or guidelines for using inclusive language in job descriptions?
• Does the tool support anonymized candidates’ personal details on resumes/LinkedIn to remove identifiable information that may lead to bias?
• Can the tool hide candidate names, photos, or other identifying details during the screening process?
• How does the tool track and report on diversity-related metrics, such as the percentage of diverse candidates in the pipeline in real-time?
•  Are there analytics features that help identify potential diversity gaps in the hiring process?
• Can you demonstrate the candidate experience when applying for a job through the tool?
• Does the tool provide accessibility features to accommodate candidates with disabilities?

Knowing how to make a productive demo is equally important. We offer the following pointers:

• Ask for user feedback: Request feedback from current users of the tool to understand their experiences and challenges. Many of the tools we've picked for this guide have case studies available, but you can go a step further by asking the vendor to connect you with their customers for firsthand insights.
• Check user-friendliness: Pay close attention to the user interface and ease of navigation. Ask the vendor to walk you through the features your team will use frequently to see how they work. Don't assume all tools work the same way, even if you've used similar ones before.
• Inquire about support and training: Learn about customer support and training options for a smooth implementation process. Make sure you clarify which support services are included with your subscription and which might require an additional fee.‍
• Request a free trial: You can and should ask for access to a trial or sandbox environment to explore the tool further on your own. Some vendors may not advertise a free trial, but they might be open to providing one if you request it.

Many of these tools are easy to get started with and probably familiar (especially job boards which we've all used before). But a key piece of the implementation puzzle here is on your overall DEI strategy — i.e. not just diversity hiring, but how you’re building a fair and inclusive workplace that attracts AND retains top talent.

• Partner with internal stakeholders: Work directly with VPs, SVPs, and other team leads to learn more about their strategy (including both their business strategy and their people strategy). You want to be a team’s key partner for all HR-related needs, especially as it relates to driving business. Understanding who they want to hire as well as what they need to make existing employees happy is key.
• Conduct an internal audit: Find out exactly where you need to focus your diversity and inclusion efforts — i.e. is it on hiring, unconscious bias training, employee benefits, etc? There are some ways to do this. You can conduct anonymous employee surveys, look at your company ratings on Glassdoor or Comparably (the latter of which shows a rating for how inclusive your company/culture is), or engage an outside firm to handle the research and analysis.
• Update employer branding: There are ways to subtly and overtly show your diversity and inclusion efforts in your employer branding — from showcasing diversity in leadership positions (for example, with headshots on your About page), highlighting diversity investments and data on your job site and individual job postings, or adding language like “... and allies” to your messaging, for example.
• ‍Appoint or hire a DEI manager: As you probably know by now, creating a DEI-friendly workplace is not as simple as uploading job postings on diversity hiring websites. There’s the entire hiring funnel to think about, and an inclusive culture to build - it can be a long and hard journey. As your team grows, consider appointing or hiring someone whose sole focus is on developing and executing, and continuously improving your diversity recruiting strategy.

What is diversity and inclusion?

Diversity is a person’s unique qualities, while inclusion is the creation of a welcoming environment. Together, they are initiatives to make people from all different backgrounds and experiences feel comfortable in the workplace.

What is diversity recruitment software?

Diversity recruiting software is a tool specifically designed to promote inclusivity in the hiring process by mitigating hiring bias, facilitating connections between diverse talent and hiring managers, and fostering a more equitable recruitment environment. 

By addressing unconscious biases and structural inequalities that can perpetuate discrimination, this software plays a crucial role in helping organizations build diverse and inclusive workforces, which in turn can enhance innovation, improve decision-making, and boost overall organizational performance.

What are the benefits of using diversity and inclusion hiring tools?

The benefits of using diversity and inclusion hiring tools include an increased number of diverse applicants, filled hard-to-fill positions, improved employer branding, improved skills-based hiring, and improved job descriptions.

What are some key features of a diversity recruiting tool?

Top diversity recruitment tools typically offer features such as niche job boards, company branding pages, recruiting events, company reviews, and custom content to appeal to diverse candidates. Some also offer features that promote diversity hiring strategies, such as augmented writing, blind hiring, and video interviews with diverse interviewers.

What are some key considerations when using a diversity recruitment tool?

When implementing diversity recruiting tools, it's crucial to consider the following:

• Inclusive hiring process: Evaluate how the tool integrates with your overall hiring strategy and where it can add value.
• Unconscious bias training: Diversity recruiting tools can help mitigate bias, but ongoing unconscious bias training for all staff involved in hiring is essential for long-term success.‍
• Employee lifecycle: Remember that diversity and inclusion are prominent throughout the entire employee lifecycle, from hiring to onboarding, development, and retention.

As Sarah Castle of Toast wisely stated, "Think of your company culture as a garden. It’s going to grow whether or not you have a gardener and weeds will grow. Those weeds are your toxicity.” This means that simply hiring diverse candidates is not enough; you must be intentional about cultivating an inclusive culture. When you create an environment where people feel welcomed and can do their best work, you help that diversity flourish. A thriving team will organically attract top talent, even when using simple tools like a free ATS for job postings and candidate management, and basic screening tools such as Microsoft Teams and Zoom.

There is a lot of nuance to inclusion and what makes a person leave because of organizational toxicity. For example, things like fairness and a sense of belonging are perceived differently by women vs. men vs. LGBTQIA vs. different races and ethnicities. There are just a lot of layers to it.

To try to better understand these layers within your organization and accurately identify areas of toxicity that need fixing, keep open lines of communication with your employees (even if just through anonymized surveys), turn to outside consulting firms that specialize in inclusion (like The Collective, A DEI Lab), or other organizations dedicated to inclusion and accountability (like Project Include).