10+ Best Recruitment Platforms (We’ve Tested Over 50)

What makes VidCruiter unique is its exceptional level of customization and sophistication.

In addition to the standard ATS, custom career sites, interview scheduling, and onboarding—features we have seen in other robust recruiting solutions like Pinpoint and Trakstar Hire—VidCruiter just knocks our socks off with its powerful extras: Quick Apply (a lighter version of an ATS), native live interviewing, pre-recorded interviewing, automated reference checking, and virtual hiring events.

The beauty is, you don't have to buy everything at once. With VidCruiter, you have the freedom to choose modules one by one and add more as your needs evolve.

Launched in 2012, this recruitment solution has amassed a whopping 100,000 users to date. This could be considered a success for any budget-friendly tool already, yet VidCruiter achieved this milestone despite its enterprise-centric pricing, with no easy-to-get free trial or free plan on offer. It’s also telling that a bunch of brands that were using the hiring platform when we first reviewed it back in 2018 are using it.

We asked some of these brands about the reason for their loyalty, and two reasons stuck out: “VidCruiter provides everything we need for our recruitment”, and “The customer support has never failed to amaze us.”

Whether you're using their entire recruitment suite or just the ATS, you'll receive the same level of support. VidCruiter offers a dedicated account manager to assist users with their software installation, workflow customization, and technical queries. They even provide training to help users get familiar with the recruiting software’s latest feature updates.

Fair warning, though, VidCruiter’s excellent level of customization comes with a significant time investment for implementation. Another caution for teams that have only a handful of hires or seek a plug-and-play solution: Investing in this recruiting tool could mean biting off more than you can chew.

VidCruiter’s customization, support, and feature sets are most beneficial for organizations hiring at least a hundred employees annually. In the hands of much simpler and smaller recruitment teams, the full suite of features will likely go underused.

Over 100,000 users, including Lionsgate, Samsung, and US Foods.

The pricing of VidCruiter’s solutions is not disclosed on their website. Contact VidCruiter’s sales team for a custom price quote.

Since we last checked in, VidCruiter addressed a specific issue we had listed as a “CON” when we wrote a review three years ago. We are happy to report that the number of pre-built integration options now satisfies the criteria and has moved to the “PROs” list. Bravo for your impressive partner network, and welcome to the “pros”!

After experiencing Workable from both employer and applicant perspectives, it’s easy to see why this hiring platform is a favorite among SMBs, especially those focused on enhancing diversity hiring and recruitment efficiency.

One feature that really caught our attention was the candidate profile anonymization tool. In our test, it casually cleared all candidates' personal details from their names to photos and social profiles, which literally left no room for unconscious bias to creep in.

The Language Kit was another gem. This tool fully translates the candidate-facing experience into multiple languages. As confirmed by one of our HR Tech editors who speaks Spanish, the translation was great. It’s unfortunate, though, that the employer interface in the backend currently supports only English. Still, having the candidate side fully localized is a huge benefit for global hiring efforts, we’d imagine.

Compared to other recruiting tools we’ve tested, like Manatal and Recruit CRM, Workable’s customization options feel more intuitive and comprehensive. The hiring platform offers a vast library of pre-built templates for candidate communications, from thank-you emails to interview scheduling links, which we can fully customize. Then, we can set up the condition(s) and when they should go out.

When it comes to AI job posting assistance, Workable has really gone the extra mile. It offers flexibility in crafting job postings, letting users adjust tone, revert to previous versions, and even regenerate specific sentences—a level of control we haven’t seen in many other platforms.

Workable is not the most budget-friendly option, however. It starts at $299 per month for unlimited jobs, considerably higher than some other SMB-centered ATS such as Manatal, Wellfound, and Zoho Recruit. 

Additionally, the platform falls short compared to others like Greenhouse in terms of candidate profile merging, as there’s no auto-merge option we could find—it still requires some manual work from the user end to avoid losing key communication history.

All that said, if you can overlook that and some of the pricing and backend language limitations, we think Workable is a solid choice to assist your in-house recruiters with applicant management, screening, and some core HR workflows. In fact, more HR features have been introduced since 2025.

30,000+ companies, including Salad and Go, Karo Healthcare, and Moodle.

Workable's pricing starts at $299 per month, with additional premium features like Texting, Video Interviews, and Assessments available for $59 per month. A 15-day free trial is offered, and discounts are available for bundling Recruiting and HR products.

*Since our last review, the discount has been reduced to 20%, and the Texting/Video Interviews add-on prices have increased by $10/mo each.

It’s nearly impossible when searching for the best hiring platform and not coming across Greenhouse because the recruiting tool is among the most complete solutions in the space.

Greenhouse primarily debuted as an ATS in 2012 but now also offers more solutions for structured hiring and candidate experience. Many teams find it a versatile tool that effectively serves as both a robust ATS and a basic recruiting CRM.

We've seen why thousands of companies of all stripes have stayed put with the platform for years. Once you create your first job post with Greenhouse, you won’t want to go back to the old days of either settling for a dull job look or trading your entire afternoon (and that of your front-end developer) for a better career page UI.

Greenhouse has dozens of pre-built templates that can make the whole process easy while creating everything from scratch is also comfortable enough without needing any coding knowledge, design skills, or assistance from the hiring platform’s support team.

With the native drag-and-drop workflow, users can tailor the number of stages, their names, purposes, evaluation criteria, PIC, and define roles and access levels. We think this high degree of customization truly sets Greenhouse apart from often-compared brands like Lever and Taleo.

However, it’s fair to say a platform is user-friendly only if it's loved by both employers and candidates.

We’ve tested applying through literally every ATS we have featured: iCIMS, Recruitee, Lever, and Workday—they all must have at least one of our resume copies. But none have impressed us as much as Greenhouse. A gorgeous landing page, a process that is so easy to apply, and an application form that says no to asking candidates to fill in the same information twice.

Moreover, the recruitment tool boasts extensive integration capabilities. With over 450 native integrations, it packs just about everything we could possibly think of to plug into a hiring platform. Candidate sourcing tools? Check. Video interviewing software? Check. Background check tech? Check. We've tried some common integrations like Slack, Gmail, and Calendly, and they all worked seamlessly.

However, it's not all sunshine. Greenhouse’s pricing is not very friendly towards companies where budget is a strong concern. But what disappoints us most is that despite regularly rolling out new features, there seems to be no progress with the reporting.

Hiccups happen here and there and customization options remain limited for certain reports—the pass-through report still allows only filtering by department, just like the last time we looked at it.

Also bear in mind that Greenhouse doesn’t possess any sourcing capabilities, so to use such features you need to purchase third-party tools like Gem and SeekOut and plug them into the platform.

Nearly 4,000 companies, including Casana, Momentive, and Anaplan.

Greenhouse offers three pricing plans based on team size. A one-year prepaid subscription is the standard contract, but discounts are available for longer terms.

We've been keeping tabs on Greenhouse for some time. Here are the most significant updates the Greenhouse team has made in the past three years:

Sourcing Automation: Personalize and automate email outreach campaigns at scale. The Greenhouse Recruiting Chrome extension finds contact details and syncs them to email campaigns. Users can merge data across platforms and communicate with team members regarding sourcing reports within Greenhouse.‍

Greenhouse Goals: Setting hiring goals and tracking progress within the platform are the two main functionalities of this add-on. Generate reports on individual and team performance over time to identify gaps and drive efficiency.‍

Greenhouse Job Ad Market: Job Ad Market suggests job boards specific to your needs and evaluates them based on historical and industry performance by region and job function.‍‍

Report Dashboards: Core metrics and trends associated with offers and hires, recruiting efficiency, sourcing, and pipeline health. The report can be generated for any role, department, hiring manager, etc.

If your recruiting team spends too much time chasing down feedback or manually updating candidates, AvaHR may be a strong fit. In our hands-on tests, we saw clear evidence that this platform was built to eliminate repetitive admin work while keeping hiring teams in sync.

One of the most useful features was Pipeline Triggers, which let us automate routine tasks tied to specific stages in the hiring process. For example, once a candidate hit the “Phone Screen” stage, the system automatically emailed them availability options and flagged the recruiter to prep the hiring manager. These triggers can be fully customized to match your workflow preferences without requiring any code or complex logic trees.

AvaHR also impressed us with its Shared Inbox, a team-friendly feature that alternatives such as Manatal don’t support yet. This functionality aggregates all candidate interactions, including scorecards, assessments, and emails, into one view, which, in our test, made collaboration feel so straightforward.

The platform’s hiring pipelines are easy to build and edit. Each stage can have custom instructions and triggers, making it easier to maintain process consistency across departments or job types. We especially liked how easy it was to spin up new job postings, thanks to the AI-powered job description generator and drag-and-drop form builder.

Candidate views were clean and usable, but unfortunately, the search capabilities felt pretty basic, limited to standard filters with no Boolean search. While this may be fine for small to mid-sized pipelines, power users or high-volume recruiters might feel constrained.

AvaHR’s pricing is fair for what it offers, but some essential features, such as interview scheduling and referrals, are locked behind higher-tier plans or paid add-ons. Compared to Workable, AvaHR neither offers anonymized candidate profiles nor a fully translated candidate-facing experience. That said, Workable starts at $299 per month, whereas AvaHR begins at $89 per month, making AvaHR more accessible to lean teams looking to scale fast.

Used by 1,000+ companies, including BuzzRX, Redirect Health, Margaritaville, and State Farm.

AvaHR provides three annual billing options: Starter for $89 monthly, Grow for $179 monthly, and Pro for $279 monthly.

Humanly stood out throughout our tech tests as a powerful, AI-driven recruitment tool that excels in automating outreach and candidate engagement.

The ATS integrations are two-way, as it promises. When we plugged it into Greenhouse and created a new job posting from the ATS, the software automatically created a matching job profile on its platform, so we didn’t have to set it up twice.

From there, Humanly’s chatbot could manage everything from the initial candidate engagement and screening to the interview booking. In our testing, the chatbot handled real-time Q&A, including letting candidates learn more about our company culture, role expectations, and even salary requirements—all while collecting candidate information, such as availability and job interest. As a result, we received pre-vetted candidates appearing on our calendars with minimal manual effort.

Building on this, Humanly recently rolled out an AI video interviewer designed to take the initial candidate screening a step further. It engages applicants in real time with structured, branded interviews that mirror your job requirements. While the feature is new, it reflects a growing trend in HR tech toward scalable, automated early interviews. Some practitioners see this as a way to improve fairness and reduce recruiter workload, while others remain cautious about the candidate experience. We think it’s a development worth watching, especially for teams handling high-volume pipelines.

Regarding sourcing capabilities, through calibration candidates, we could guide the AI’s sourcing accuracy by pinning top matches or removing those that weren’t suitable, providing feedback on preferred or disliked candidate attributes, and even adding a LinkedIn URL of an ideal candidate. This blend of AI with hands-on guidance gave us a balance of automation and control comparable to other top sourcing tools like Fetcher and Rolebot.

Another feature that stood out was the level of customization in Humanly’s campaign automation. It generated outreach messages tailored to the job and candidate profiles in less than a minute. Each campaign had one initial message and three follow-ups by default, but the content and schedule were fully adjustable.

In our testing, the reporting feature also checked the box, letting us track where candidates were in the hiring process, review chat transcripts, and monitor key campaign metrics like candidate engagement rates, conversion points, and time to hire.

However, if you need an all-in-one ATS, you may need to supplement Humanly with other tools, as this option lacks core ATS functions like job posting and resume parsing.

Similar to Paradox, Humanly’s pricing remains undisclosed. Though the recruiting software does offer a monthly billing option, according to our research, it’s not the most budget-friendly option for small businesses.

1,000+ companies, including TheKey, Upwork, and Udemy.

Humanly has undisclosed pricing.

Manatal’s recruitment tool is quite a bargain for most startups and small businesses. Its base plan ($15 per user per month) includes many cool features: candidate enrichment, AI recommendations, applicant tracking, LinkedIn sourcing extension, and text recruiting. The availability of three other plans with more advanced functionalities and support provides comfort for fast-growing businesses.

Feature-wise, Manatal’s applicant tracking is top-notch. This tool comes with a customizable, multilingual dashboard, drag-and-drop pipelines, Kanban and list view options, and a responsive design that functions well across devices. Plus, it features auto enrichment and duplicate detection.

Manatal allows users to have different pipeline stage automation for each job or a unified one across all, while its AI can be a great ally for increasing productivity. It can help you build JDs, enrich candidate profiles, and suggest and score profiles based on your JDs.

Agencies' needs are catered for, too. In one platform, you can oversee all client-related activities, from lead management and client portals to in-app communication, placement monitoring, and revenue tracking.

One area for improvement, though, is native integrations. Manatal has direct connections with many job boards but with very few HRMS, while its custom integrations and API are available only for the highest-priced plan.

We also wouldn’t suggest this recruiting solution if native talent sourcing and video interviewing are must-haves for you. Manatal’s extension doesn’t work on any other platforms than LinkedIn and, unlike VidCruiter, in-house video interviewing features are lacking.

10,000+ companies, including Adecco, Decathlon, Tesco, and Fujitsu.

Manatal pricing is between $15 and $55 per user per month when billed annually. Custom plans are available and there is a free trial with no credit card info required.

There’s a lot to love about Recruit CRM, but we are particularly impressed by how it seamlessly enables agency recruiters to organize client interactions and track sales opportunities. The platform features in-app resume formatting, client feedback, emailing, appointment scheduling and invoicing tools.

The native GPT-4 tool does a pretty decent job at generating emails, candidate summaries, and notes. It can also transcribe phone calls, so you won't have to worry about missing important details.

Juggling between candidates and clients can be a real pain in the neck for agencies, so the presence of Recruit CRM’s configurable workflow can offer these users some real comfort. This feature lets you set up automatic reminders to leave notes when a candidate moves to a different stage.

Compared to Manatal, Recruit CRM lacks a native referral management feature but does have an integrated phone call tool. Manatal is cheaper ($15 per user per month), yet priority support is only for higher-tier subscriptions. Recruit CRM starts at $85 per user per month and comes with a dedicated account manager and unlimited training, regardless of your plan.

While we appreciate the recent addition of Recruit CRM’s Kanban board, which had indeed improved user experience, there's still room for improvement, especially during peak times. Some recruiters we interviewed have reported lags that slow down their workflow.

1,200+ recruitment firms, including Zeren, Avizio, and Cooper Coleman.

Recruit CRM pricing is between $85 and $165 per user per month when billed annually. There is also a free trial with no credit card info required.

Zoho Recruit is one of the few hiring platforms that offers a dual interface for corporate recruitment and staffing agencies. The corporate interface gives you a comprehensive view of candidate information with features like resume parsing, interviews, and referrals. Meanwhile, the agency interface includes a client portal, in-app communications, and contact management for streamlined operations and customer relationship monitoring.

Multilingual teams with unique recruitment processes will be equally impressed with Zoho Recruit’s customization capability. It’s straightforward to tailor workflows, create job postings, and customize career pages in multiple languages. Plus, the recently added Smart Assist for job description and offer letter generation, as well as the platform’s workflow rules, reduce a good amount of work for recruiters.

What makes this platform so hard to beat, though, is its pricing. Zoho Recruit offers a free-forever plan, a free trial, and a refund policy that lets you get your money back if you find your paid option is not a good fit after using it for 45 days.

Unfortunately, even with Zoho Recruiter’s paid tiers, you may still have to pay extra for features like mass emails, client portal, and premium support.

Another drawback is Zoho Recruit’s mobile app. Though more features have been added, crashes and glitches still occurred during our testing.

Also, some may initially find it overwhelming to get the hang of this recruiting platform. But once you do, the experience will likely be positive, as reported by several recruiters, both in-house and agency whom we interviewed.

8,000+ companies, including CareerUp, ActualizeConsulting, and Full Stack Talent.

Zoho Recruit follows a tiered pricing structure. When billed annually:

• For corporate HRs: Free plan, Standard costs $25/recruiter/month, and Enterprise costs $50/recruiter/month.
• For staffing agencies: Free plan, Standard costs $25/user/month, Professional costs $50/user/month, and Enterprise costs $75/user/month.‍
• Available add-ons: The Client Portal costs $6 per license/month, and the Video Interviews cost $12 per license/month.

During our review, we found Juicebox strongest as a sourcing automation platform. Recruiters can describe an ideal candidate, apply hard requirements such as location or title, and then allow the system to rank prospects against more nuanced criteria like leadership experience, startup exposure, technical expertise, or domain knowledge. We liked that the platform separates mandatory qualifications from evaluative criteria, as it creates more flexibility than traditional keyword-driven searches. Nevertheless, recruiters should still validate recommendations before making hiring decisions, as AI assessments can only be as reliable as the data available.

The feature that most distinguishes Juicebox from many sourcing competitors is its Sourcing Agents. Rather than requiring recruiters to repeatedly run searches, the platform can continuously identify new candidates and refine recommendations based on recruiter feedback. We see this as part of a broader shift toward autonomous sourcing, where software plays a larger role in candidate discovery while recruiters focus on relationship-building and evaluation. Whether that automation delivers meaningful time savings will depend on hiring volume and sourcing complexity, but the direction is notable.

Another area where Juicebox stands out is talent rediscovery. Many organizations have accumulated years of candidate records in their applicant tracking systems but lack efficient ways to revisit them. Juicebox applies the same AI-powered search and ranking capabilities to ATS databases, helping recruiters identify previously engaged candidates who may fit current openings. For teams with mature recruiting operations, this could provide more value than immediately launching new sourcing campaigns.

We also found the platform's research-focused sourcing capabilities interesting. In addition to professional profile data, recruiters can search using publications, patents, citations, research domains, and academic affiliations. This functionality won't matter to every organization, but teams hiring scientists, researchers, engineers, and AI specialists may find it more useful than conventional sourcing approaches that rely primarily on employment history and skills.

The software includes built-in outreach tools as well, allowing recruiters to create email sequences, personalize messages, and track engagement without moving candidates into a separate system. While these capabilities are increasingly common across sourcing software, their inclusion helps create a more unified workflow from candidate discovery through initial engagement.

The biggest limitation of Juicebox, however, is that this system remains focused on sourcing rather than end-to-end recruiting. Organizations will still need an applicant tracking system to manage interviews, hiring workflows, offer approvals, and onboarding processes. Buyers looking for a complete recruiting platform may thus find the product too specialized. However, teams that already have an ATS and want to improve sourcing efficiency are likely to find more value in Juicebox than organizations primarily focused on applicant management.

5k+ organizations, including Perplexity, Assured, and AngelList.

Juicebox offers a free trial, with paid options starting at $99 per user per month (billed annually).

Out of the 50+ different options we have tested in this domain, Fetcher is among the best recruiting software for finding passive candidates and kicking off conversations.

Fetcher offers exactly the kind of personal touch you'd want as a TA/sourcer: It doesn't just throw algorithms at you but gets real people behind the scenes finessing their AI to ensure every candidate they send your way is tailor-made to fit your job specs.

Our dive into Fetcher’s candidate sourcing started with filling in our criteria. (Alternatively, if you've got a job description handy, simply adding your job description would work too). Two days later, the first batch of candidates landed.

Though the first round didn’t hit the bullseye, with some overqualified profiles in the mix, we couldn't help but notice the improvement in the subsequent round, and the fact that it happened over two nights.

Fetcher has made that happen by using our given feedback on candidates to train their AI and validate the AI’s search results before presenting them to us. Compared to traditional corporate interactions with staffing agencies that typically charge 15-30% per placement with a 1-2 week turnaround, Fetcher’s approach feels fresh and is an equally good, if not better, alternative.

We liked the generous feature suite that this recruiting software offers to all users. Regardless of the plan you choose, you get access to their dedicated support, Chrome extension (with the capability to discover up to 10,000 additional emails), personalized email templates, unlimited outbound emails, unlimited re-engagement campaigns, and both native and API integrations.

However, Fetcher disappointed us when it comes to approaching active job seekers: no built-in job board postings, no career websites, no onboarding.

Pricing-wise, a while back, the hiring platform just introduced its new cost structure, with a free plan, a free trial, and options for monthly payments. Unfortunately, the first two offerings didn’t last long. Now, you’re only left with two plans: Amplify at over $500 per month when billed annually and a custom plan for high-volume sourcing. There are no free options to try before buying anymore.

And, truth be told, when stacked against hireEZ—a solid rival in talent sourcing software space—Fetch falls behind by lacking the capability to rediscover candidates within the user’s connected ATS.

Fetcher is used by over 500 companies, including CarGurus, Andela, and Magnite.

Fetcher no longer offers its free plan and free trial. The AI sourcing tool now has two plans: Amplify ($549/user/mo) and a custom plan for large companies and staffing agencies.

We took Scout Talent for a test drive, and three things about this hiring software stood out to us: the blended AI-driven candidate screening tool, nice recruitment marketing built-in, and enhanced operational efficiency through workflow automation.

Let’s first talk about Felix, Scout Talent’s virtual assistant which aims to simplify the candidate initial screening process for recruiters, and had actually delivered in our assessments.

One of the tests we conducted involved giving the system 30 applications for a job to see how the AI performed in real life. We were pleased to find that it excelled at extracting skills, experience, and potential weaknesses. It even made sure the information was presented clearly through bullet-point summaries.

Although 30 applications might not seem like a large number, we argue this feature could be a great ally for TAs to get through hundreds of applicants efficiently. Not to mention, those aiming to make their interview processes more structured will appreciate how Felix can generate personalized interview questions based on a candidate’s application and the specific job requirements.

While it’s not uncommon to see hiring platforms integrate recruitment marketing into their core functionalities, the quality of this feature in Scout Talent deserves a mention. Creating custom-branded job portals was fairly easy. And again, the embedded AI impresses us with social media posts generated with hashtags and refined tone.

Regarding Scout Talent’s workflow automation, you’ll find more details on this in our review within the recruitment automation software buyer guide. But to give you an idea, this hiring software can, based on the recruiter’s setup, update candidate statuses, send follow-up emails, and schedule interviews.

During our tests, we could configure the system to auto-reply to ineligible candidates with a personalized email and flag standout applicants based on years of experience as screening criteria.

Despite these strengths, we wish Scout Talent could offer a free trial given some notable competitors, like Pinpoint, which has a similar starting price ($600 vs. Scout Talent at $550), do provide one.

In terms of pricing structure, Scout Talent offers a modular design which means businesses can start with the base ATS and add functionality like the Engage or Onboard modules as their needs grow. Depending on how you view it, this can mean more flexibility or more cost increases over time.

Another noteworthy aspect of this vendor we noticed is that while there is room for customization, you may not achieve the same level of control as with enterprise solutions like Greenhouse and VidCruiter.

Finally, a fair warning to recruitment and staffing firms: you might want to consider another option (our staffing agency software listing could help!), as the vendor has stated their product is built by and for in-house recruiters.

1,100+ organizations, including Newmont, Domino's, and KFC.

Scout Talent starts at $550/month for the ATS (2 admin users, unlimited hiring managers), while Engage and Onboard are option modules that are marketed at $200/month each.

ClearCo is a seasoned player in the recruiting and talent management tech space, having been in the business since 2004 and standing. Given its wealth of experience, we had some pretty high expectations when testing out its recruitment software.

Those demanding a one-stop-shop for managing the entire employee lifecycle should definitely give ClearCo a try. The recruitment solution covers everything from applicant tracking and text recruiting to onboarding, employee engagement, and performance management. Not only can it serve you in your recruitment needs but managing and retaining your hires—you’re killing three, not two birds, with one stone here.

Another aspect we had to test out was ClearCo’s customer support—low scores here are a potential deal-breaker for enterprises when considering recruitment software. The good news: the support knew what they were doing. They had been very responsive to our questions. When we asked: “Could we purchase just your ATS and text recruiting first?”, the vendor was happy to accommodate. No doubt this flexibility has helped them maintain a solid group of loyal customers.

Regarding ClearCo’s user interface, although we don’t think it is terrible, when seeing it side by side with competing options like Greenhouse and Pinpoint, it is indeed less stylish, and slow at times.

The most disappointing part about ClearCo was its searching and reporting capabilities. As the vendor has presented itself as an end-to-end recruiting software, we had high hopes for how it handles these aspects.

However, we couldn’t use phone or email to search for candidates, and ClearCo’s reporting really only covers the basics. It hardly meets the level of customization and detail enterprises would expect from their recruiting software, unfortunately.

2,000+ organizations, including ExxonMobil, Mitsubishi Electric, Yates Construction, JC Penney, and Lake Charles Memorial Health System.

ClearCo does not disclose pricing details. Contact their sales team for more information.

With Pinpoint, on any plan you choose, you receive unlimited job postings and team member capabilities. In other words, you get to post as many jobs as you want and have as many members access Pinpoint as you wish, but your bill won’t go up, not even one penny.

However, this alone isn’t what makes this recruiting solution so unique. In addition to that generous offering of user seats and active job postings, the hiring platform wowed us with its ability to connect with over 100 HR tools.

Who doesn’t love flexibility when it comes to designing their hiring process? From custom workflows and email templates to fields and reports, Pinpoint gave us no reasons to criticize it on this point but appreciating how simple it was to make the system work in our way.

If top-notch customer support is a must-have when selecting recruitment software, you’ll be delighted to add Pinpoint to your list of potential purchases. When we dropped the support team a morning email, expecting a reply in the afternoon at the earliest, Pinpoint took us by surprise by replying in under two minutes. It’s even serious when saying it offers customers unlimited training.

In terms of design, we asked a friend who 1) has never used Pinpoint and 2) has no IT background to navigate the platform to estimate the user-friendliness of the platform. Their eyebrows didn’t wrinkle once, and a stunning career website was born in under ten minutes.

Testing how job applicants would feel navigating this website, we opened it on both our Chrome browser and phone. Not only did it look great, but it also functioned smoothly. It even supported several languages!

Moreover, it’s just nice to see the platform roll out regular new product updates. Candidate surveys for feedback collection and notifications for employee users about new job openings for referrals signal how serious Pinpoint is when it comes to constantly improving its products.

However, it’s a real shame to realize the tool, which doesn’t charge a single penny for adding more users and job posts, does charge for its employee onboarding module. Considering Pinpoint’s pricing, which typically starts around $7,200, we would find it difficult to recommend it to a budget-minded team.

Lastly, if you require a recruitment tool with exhaustive sourcing capabilities or something built specifically for staffing agencies, there are better options than this one.

Jersey Electricity, JT Group, Coinshare, BDO Greenlight.

Pinpoint pricing is only given via demos. However, our research indicates that its price starts at $345 per month when billed annually.

One thing we love about Trakstar Hire is that this recruiting software doesn’t neglect the classic employee referral. In fact, it has done a great job of designing this simple referral tool. Toggling it on or off turns employee referrals live or inactive for specific openings.

And, when it’s turned on, the system keeps track and informs users which sources bring in the best candidates—something one should never overlook when fine-tuning talent acquisition strategy.

Try not to yawn when you read this: You open each applicant’s email, download attached resumes and cover letters, copy their email text for context, and then upload them on your recruitment tech. Don't worry if you yawned, because we did too. This is what’s happening to many recruiters around us, even when they are armed with one of the best recruitment software vendors in the space. Thankfully, that’s not the case with Trakstar Hire.

Trakstar Hire has a killer feature for this particular job, and it’s called Email Forwarding. Each opening created on the platform is assigned a unique email address. So, as long as users forward an applicant’s email to this address, the feature automatically creates a profile in the system with the applicant’s resume, email content, and any remaining attachments included.

Unlike Greenhouse, Trackstar Hire provides an offer letter tool that covers pretty much every aspect of onboarding, from offer letter templates to approval workflows and e-signatures, at no extra cost.

However, it’s too bad we can’t buy Trakstar Hire’s offerings separately the way we can with VidCruiter and ClearCompany. Trakstar Hire is marketed as an all-inclusive package, so some may find themselves ending up paying for features they don’t use.

Undisclosed pricing, annual subscription policy, and the absence of a free trial and free plan are not unusual for products targeting mid-market and enterprise-level customers. However, the relative lack of support options is definitely not a good sign.

Trakstar Hire’s customers can only receive assistance via email, live chat, and self-help. There isn’t even phone support, let alone a dedicated account manager. It is truly disappointing when comparing this to what other solutions listed on this page are offering.

Trakstar Hire has worked with 2,000+ companies, including Makita, Couchsurfing, Lonely Planet, and Untappd.

Trakstar Hire is priced on a per-employee-per-month basis, starting at an annual minimum of $3499.

Eightfold captivated us with its seamless integration of talent acquisition, diversity, equity, and inclusion (DE&I), and onboarding processes, all within a consolidated platform.

The power of Eightfold becomes apparent when candidates land on its AI-driven career sites. Here, they can quickly upload their resume, and the AI responds with instant job recommendations tailored to their unique experience and potential.

What struck us even more was this hiring platform's next step—it doesn't just provide recommendations but also relevant content and introductions to current employees. For those who aren't quite ready to apply, there's an option to join a company's talent network to stay in the loop about future job opportunities.

Another thing about Eightfold that really excited us was how seamlessly one can source candidates directly from an ATS using the recruiting software’s artificial intelligence. The AI compiles candidate profile data from career sites, Eightfold's extension, and previous candidates’ information to recommend excellent fits for new roles. Anonymous screening and equal opportunity algorithms are also there to ensure recommendations are made based on candidate qualifications.

The native recruiting CRM is another valuable component of Eightfold. This tool lets you utilize Eightfold's AI to select the right audience for targeted campaigns and communicate with them via email and SMS.

As expected from an enterprise-oriented HR tech, Eightfold’s reporting didn’t disappoint us. Head to the Insights tab and you’ll gain access to diversity analytics for detailed insights into your hiring processes. Plus, this data is updated daily so you can quickly spot any potential unequal outcomes.

However, we were left frustrated by loading times between different dashboards and reports. Unlike some other tools, such as SeekOut, there's no pre-built talent pool—the candidate database is drawn from your ATS, career sites, and applications from recruiting events and current employees.

While we can’t escape the fact that Eightfold is quite pricey, we’re really impressed with the overall quality of the platform.

Trained on an extensive database—1.5 million skill sets and 1.5 billion worker profiles in 20 languages, Eightfold's AI surpasses mere keyword matching. It identifies the precise skills needed for a job in a specific industry and level—something you cannot find in cheaper yet less experienced AI recruiting software like HizeEZ and Manatal.

Eightfold serves notable enterprises such as Vodafone, TATA Bayer, and Morgan Stanley.

Reach out to Eightfold's Sales team for a personalized quote.

SeekOut earns our trust for being particularly helpful when it comes to multi-channel sourcing, and for constantly getting better each time we revisit it. The recruiting tool’s talent pool now provides users with access to a vast database of over 800 million candidate profiles (and counting!). 

The search capabilities have also become more powerful, with filter options including work history, keywords, education, skills, and locations—not only by country but specific states in the U.S.

Companies seeking talent in niche sectors like tech and healthcare will find SeekOut super handy. Besides the advanced filtering, they're equipped with a robust AI trained to source talent directly from sites like GitHub. However, speaking as someone who's worked to hunt talent worldwide, it's quite a letdown to see that the talent pool is limited to within the United States.

Not every recruiting software pays as much attention to internal talent as SeekOut does.

SeekOut Grow provides insights into existing employee profiles and identifies internal candidates suitable for open roles or new projects. If I were still working in recruitment, I wouldn’t miss the chance to onboard this product and pair it with an ATS. It’d be a powerhouse for talent mobilization for sure!

SeekOut’s custom support didn’t let us down either. There’s live chat support during the week (we tested it, they were fast!), plus email and a dedicated customer success manager for certain plans, so it’s rare to be left frustrated with their support team.

However, despite the undeniable time-saving benefits its newly introduced ChatGPT-powered SeekOut Assist offers recruiters—the AI can generate targeted searches, suggest matches, and craft personalized messages based on job descriptions and candidate profiles—we expected a more sophisticated built-in AI, like what we’ve seen on PhenomPeople and EightFold.

SeekOut’s integrations also left something to be desired. While SeekOut worked well when we connected it with Greenhouse, it wasn’t as smooth with Phenom and Gem. And heads up, there's a cap of 500 candidate contacts per month, but you can bump it up for a fee.

1000+ organizations, including VMware, Salesforce, and Merck have used SeekOut for managing and recruiting talent.

SeekOut has three different plans with pricing undisclosed:

• Premium: Access 441M+ candidates, diversity sourcing, people insights, contact info for 500 candidates/month, export 5,000 profiles/month.
• Premium Tech: All Premium features + specialized tools for sourcing tech talent.‍‍
• SeekOut Expert: For engineering and life sciences hiring.

Turing has honed in on developer hiring and truly excels in this niche. The hiring platform stands out with its database of 2 million software engineers worldwide, at various levels of expertise, and available to work immediately.

But this vendor’s real hook is their promise of taking only five days to link their clients with a matched skilled software engineer. Having a bit of history in this space, we can’t help but doubt this claim, as the commonly acknowledged time to fill such in-demand roles is two weeks, if not longer.

However, after Sherlocking the platform further, we discovered the reason behind Turing's confidence. Turing makes its claimed delivery speed possible thanks to its rigorous pre-vetting process: All candidates aspiring to be software engineers listed on Turing have to go through 5+ hours of tests and interviews, and only the qualified ones are connected with clients.

So, technically speaking, it’s not that the whole recruitment process just got shorter. Rather, it’s just that Turing takes on the first pre-screening rounds so users can save over five hours of DIY during these rounds with each candidate.

But do Turing’s pre-vetted developers truly meet clients’ requirements? We asked the system to find us a senior front-end developer to see how this goes.

To our surprise, not only did the platform get back with really good candidates in a matter of minutes, but it also provided proficiency stats for each suggested profile to explain why it thought they were suitable.

Turing claims on its website that its talent pool is the top 1% of remote developers. Although we couldn’t verify this, the quality of candidates received and the swift delivery shown in our testing earned it a spot in this guide for developer hiring.

The way Turing takes into account timezone compatibility also deserves kudos. While some, like us, love having as wide a coverage of time zones as possible from their employees, others find it more beneficial when all their teammates have good overlaps in work time.

We love that whatever your case might be, Turing is open to tailoring its suggested profiles based on your needs. Say, if you’re after the wide timezone overlaps, the platform will ensure all the developers it matches you with are in your timezone with at least 4 hours of overlap in your workday.

We found Turing’s project dashboard to be very well-organized. It provided access to all our code and data, enabling tracking of hired developers’ productivity, worked hours, and project deadlines—tidy and clear.

However, since developers hired through Turing aren’t your employees, you lack control over aspects like their time off, rates, or compliance.

We can totally relate to those feeling uneasy about this and demanding responsive support for quick turnaround when potential problems with the hires arise. Sadly, our experience with the support team was quite grinchy—it took Turing an entire day to respond. Teams dealing with time-sensitive projects may find this to be too big a drawback.

All in all, if you're looking for long-term or full-time developers and don't mind waiting a bit for responses, Turing could be your endgame. But if you need short-term hires and require super speedy support from the recruiting tech, you might want to explore other options.

Turing has helped 3,000 companies to hire developers worldwide. A few of their customers include Coinbase, Reddit, and Dell.

Turing doesn't charge upfront for talent search or hiring remote software engineers. After a two-week trial, payment begins based on the developer's rate, which the developer, not Turing, determines.