10+ Best Recruitment Platforms (We’ve Tested Over 50)
We have options for small businesses, mid-market, as well as those at global enterprises. Enjoy!
Recruiting platforms are designed to streamline and enhance hiring processes within organizations. Whether you're an HR professional filling in-house roles or a specialized recruiter, it's a tool that can save you valuable time and resources.
Since recruitment tech is such a vast and dynamic landscape, we put together the cream of the crop in its key sub-categories, including Applicant Tracking Systems (ATS), Video Interview Platforms, Candidate Relationship Management (CRM) Software, and Talent Sourcing Tools, back in 2020 and have been updating it ever since. Below, you’ll find detailed reviews of the top picks from 59 vendors we evaluated, along with a transparent look at how we arrived at these choices. Enjoy!
Our team of experts evaluated multiple metrics and features when selecting the best recruiting software, with these three factors considered most important: diversity hiring, customization, and unique capability. Here’s how we made the cut.
- Diversity Hiring: You can’t go far wrong with a recruitment tool that offers robust diversity hiring capabilities. Thus, we made sure selected solutions provide multilingual career sites, blind hiring (anonymized candidate information), structured interviews, and AI-powered features for unbiased candidate shortlisting.
- Customization: This factor holds a key role in improving your chances of securing the best talent. Features we vetted for this element include the option to make the look and feel of your career page match your company's branding, easy-to-adjust workflows, and custom fields to collect candidates’ additional information. This way, you can create a personalized experience for both candidates and your team.
- Unique Strength: We selected software that had something special, such as Turing, which specializes in tech talent recruitment, or VidCruiter, with its advanced video interviewing solution as part of the full recruitment suite. These types of software have a knack for enhancing the recruitment process and giving you a competitive edge.
Each software listed here has undergone our strict HR tech evaluation process, including full product demos, user research, feedback from experts in this space, and our first-hand experience with the software to determine which products truly stand out as the best.
VidCruiter
VidCruiter’s recruitment tools are fully customizable and friendly to both US-based and worldwide teams. While most of its customers are medium to large-sized companies, fast-growing teams that hire globally can also use VidCruiter and derive value.
PROS
- VidCruiter can be fully customized to match businesses' hiring journeys.
- Advanced automation features.
- Interview guide and templates developed by industrial and organizational (IO) psychologists.
- End-to-end solution consolidates all hiring tools into a single product.
- Supports numerous languages.
- Excellent customer support.
- Scalable and customizable — users pay for what they need and can purchase more features as they grow.
- Robust pre-recorded and live video interviewing with advanced automation.
- Browser-based, so it works across devices without installing apps.
- Available for recruiters in eight languages and supports job seekers in dozens more.
- 24/7 live agent support, assigned account manager, and on-demand training.
CONS
- Some complex, highly customized, and feature-rich implementations will be time-consuming.
- The skills assessment module is great as an add-on but doesn’t stand out among other solutions in that space.
- Undisclosed pricing.
- No free trial or free plan.
- Because the product is feature-rich and highly customizable, the implementation phase can be time-consuming.
- Advanced search and technical skills testing features within the assessment module leave room for improvement.
- No free or trial version.
- Undisclosed pricing.
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”!
Best For
VidCruiter is a great recruiting tool for medium to large organizations that hire at least 100 people annually. It is especially beneficial for organizations with a strong company culture that can be highlighted through videos.
Our team uses the software for both live and pre-recorded interviews with candidates. For the most part, we use the pre-recorded function with candidates, allowing them to record themselves answering questions that we have predetermined for their interview. Following their interview, our team spends one day a week, going through all of the applicants that had recorded an interview to be able to quickly make decisions on who we would advance to the next round.
Additionally, within the system, we leveraged a custom rating scale to provide a consistent experience when reading candidates. This really helped our team when considering applicants and measuring them all against the same criteria.
1. Overall, the ability to offer both live and recorded interviews.
2. The cost of the offering was very reasonable compared to its competitors.
3. The customer service you are able to receive from them when needed on demand is wonderful. They’re very responsive usually within a matter of just a couple of minutes.
My organization was looking for a way to screen applicants for an initial interview in an effective and efficient manner. Knowing that, we started exploring options for video interviewing both pre-recorded and live.
Through our research, we identified VidCruiter as an option and ultimately was the one that we implemented. We added their software during the pandemic and have used it since. It’s been a great help, and really reduced our screening times through recorded interviews as we have been doing a large amount of hiring.
1. The company is based out of the country, which was not a preference of our organization for security and compliance reasons.
2. Overall, the functionality of the system, as a whole, was a bit more limited than some of its competitor's offerings.
3. The branding of the offering was a little outdated, and wasn’t as modern as some of the alternative options we considered.
Overall, their offering is reasonably priced software that can be used to accomplish the goal of conducting live or recorded interviews with candidates.
Many of the other offerings were much more expensive than what we were able to pay. It’s easy to use and the responsiveness of the customer service team is exactly what we needed. Some of the alternatives had much longer wait times in comparison, which we didn’t want to deal with.
It allows us to accomplish exactly what we need without paying a high price and without making our process super complicated for candidates, which we appreciate.
Overall, really determine at the start what you need a software for to help your process. If you are only needing it for basic functions, like conducting a live or recorded interview with candidates, you may find that there are some vendors that offer functionality way beyond that, which may be more than you need.
As a result, this means the price tag of those offerings could be significantly higher, more than you can justify, or are willing to pay. Once you’ve identified what you need and can pay, it really helps narrow down the list of vendors that you can move forward with.
One of the biggest improvements our organization has experienced in working with them is that they built integrations with other systems that now make our process really smooth.
For example, we utilize Workday for our HRIS and their software integrates smoothly. This wasn’t something we had at the beginning of our experience as a customer, but now have it and it’s really helped become a seamless transition from one software to the next.
Great for an organization that doesn’t need all the bells and whistles, but that needs an offering that can do basic functionality like live and recorded interviews with candidates. So ideally, the best fit would be for a small or medium size organization.
If you are a large organization, you likely want more personalized branding, a modern look and feel, and a more robust offering than what they can offer.
Very large organizations that want robust functionality, customization, and all the bells and whistles of a product offering. Their product has all the standard functionality that you may want out of an offering, but it is pretty foundational rather than an offering that goes over and above what you would normally need.
Workable
Workable proved especially effective in our testing with a thoroughly developed AI-driven job description tool, a multilingual candidate interface, and highly flexible candidate communication workflow templates that can automate everything from pre-assessment emails to disqualification and interview self-scheduling messages.
PROS
- Candidate profile anonymization option for automated personal detail removal.
- Language Kit fully translates the candidate-facing experience into multiple languages.
- Fully customizable pre-built workflow templates for candidate communication.
- Extensive native integration options, along with API support.
- Pricing transparency with a 15-day free trial available. Discount available bundling Recruiting and HR.
- You can post jobs with one click to over 200 sites. You also get access to access to Workable’s talent pool with over 400 million profiles.
- Workable has built-in cognitive and personality candidate assessment. The platform also has features for offer management, which means you can create offer letters and collect e-signatures without needing to use third-party tools
- You can reduce unconscious hiring bias with Workable’s anonymized screening feature. It helps you hide identifying candidate information from the sourced and applied stages of the hiring process.
CONS
- Lacks recruiting chatbot feature.
- Employer interface is only available in English.
- Higher priced than some competitors like Manatal, Wellfound, and Zoho Recruit.
- Additional fees are required for tools like texting, video interviews, transcription, and assessments.
- Workable doesn’t provide automated reference checking and onboarding features.
- Useful features such as candidate texting, video interviews, and assessments are not offered in any of Workable’’s plans and instead, sold separately.
- Several users complained about the reporting feature not being detailed or customizable enough, and that the candidate search function could use more filters.
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.
Best For
Workable’s hiring platform is best for SMBs seeking a feature-rich recruiting solution that consolidates applicant tracking, sourcing, video interviewing, and HR functions in one place.
I was in Workable every single day, usually starting my morning by triaging the "new applicant" notifications to make sure nobody was sitting in the "Applied" stage for more than 24 hours.
My most frequent workflow was the mass-disqualify and "send later" email feature, which allowed me to stay on top of the hundreds of resumes we'd get for entry-level roles without making it feel like a cold, automated rejection. I also spent a lot of time in the "People Search" tool, using it as a mini-sourcing platform to find candidates on LinkedIn or GitHub and then directly importing them into our active pipelines with just a few clicks.
During the middle of the day, I'd usually be managing the interview scheduling workflow, which was a huge relief because it synced directly with my hiring managers' Google Calendars so I didn't have to play "calendar tetris" to find a free hour.
The final piece of my daily routine was the mobile app, which I'd use to quickly check interview scorecards while I was away from my desk or to ping a manager who was dragging their feet on giving feedback.
It basically acted as the "nerve center" for our entire recruiting operation, and I used the "Hiring Plan" dashboard every week to report back to leadership on how we were tracking against our headcount goals.
The interface is so clean and intuitive that I never had to spend time training my hiring managers on how to leave feedback or move candidates through the stages.
The LinkedIn integration and the "People Search" sourcing tool made it incredibly easy to find and import passive candidates directly into our active pipelines without having to manually copy-paste data.
I really appreciated the mobile app because it allowed me to review resumes and check interview scorecards on the go, which kept our hiring process moving even when I was away from my desk.
I personally used Workable for about three years at my previous firm, and we originally pulled the trigger because our hiring process was a disorganized mess of email threads and scattered Excel sheets.
We were losing top-tier candidates simply because resumes were getting buried in recruiters' inboxes, and we had no real way to track where anyone was in the pipeline without calling a 30-minute "status update" meeting every single morning.
The pain point wasn't just the lack of organization; it was the fact that our hiring managers hated using our old, clunky ATS and would just refuse to log in, which meant feedback was always late or non-existent.
The reporting side was probably my biggest frustration because the built-in dashboards are pretty basic, and if you want to customize a report for specific stakeholders without exporting everything to Excel, you're basically out of luck.
The pricing model felt increasingly "greedy" over the years, as they started moving features that were originally included into higher-paid tiers or separate add-ons, which makes the annual bill jump significantly as your company grows.
I also found the candidate search and CRM features to be a bit unorganized for managing passive talent; it's great for active applicants, but rediscovering a silver-medalist candidate from six months ago felt like digging through a messy filing cabinet.
If you've spent time in the "big three" (Greenhouse, Lever, and Workable), the difference usually comes down to whether you want a rigid process, a CRM-first approach, or pure speed. I've used all of them, and for a fast-growing team, Workable is often the "Goldilocks" choice, but it's definitely not for everyone.
Greenhouse is the heavy hitter for "structured hiring." It forces your hiring managers to use scorecards and predefined interview kits before they can even see a candidate. While this is amazing for reducing bias and getting clean data, it can feel like a massive bureaucratic chore for a smaller team. If you don't have a dedicated "Recruiting Ops" person to build all those frameworks, Greenhouse can quickly become a bottleneck.
Lever is built more like a CRM tool. It's fantastic if your strategy is 90% passive sourcing, meaning you're hunting people on LinkedIn rather than just waiting for applications to roll in. Its "nurture" campaigns and talent-fit features are superior to Workable's, but I always found the actual "tracking" part of the ATS to be a little finicky compared to the other two.
When buying an ATS like Workable, the most important thing to look at isn't the recruiter view, but the hiring manager experience. If the interface is too complex, your managers will simply refuse to use it, and you'll end up right back where you started: chasing people down for interview feedback via email.
You also need to be realistic about your sourcing strategy; if you rely heavily on finding passive candidates on LinkedIn, you want a tool with a native "one-click" import feature so your team doesn't waste hours on manual data entry. My advice is to dig deep into the reporting limitations during the demo, specifically asking how much effort it takes to pull a "time-to-hire" report by department without exporting everything to Excel.
Check the pricing tiers for a "growth cap," because some of these tools get significantly more expensive the second you cross a certain headcount, which can be a nasty surprise for a fast-growing company.
Workable is the best choice for mid-sized companies that are scaling fast and don't have time for a three-month software implementation. It's perfect for HR teams of one or two people who need the software to do the heavy lifting, like automatically posting to 200+ job boards and using built-in AI to surface candidates so you aren't starting every search from zero.
It really shines if your hiring managers are non-technical or "difficult" with software, because the interface is so simple they can actually leave feedback and move candidates along without you having to nag them. It's also great for companies that do a lot of passive sourcing, as the Chrome extension lets you pull people from LinkedIn or GitHub into your pipeline with one click, which saves hours of manual data entry.
Workable is a perfect fit for mid-sized, high-growth companies that have outgrown their messy spreadsheets but aren't quite ready for the massive, rigid complexity of an enterprise tool like Greenhouse.
Workable is a poor fit for massive enterprise corporations that need hyper-specific, custom hiring workflows for thousands of employees, as it can feel a bit too rigid and "boxed-in" once you try to move beyond their standard templates.
AvaHR
AvaHR stood out to us for its robust automation framework and centralized candidate communication capabilities. Features like Pipeline Triggers and a Shared Inbox are rare among SMB-focused ATS platforms and made a real difference in our tests.
PROS
- Pipeline Triggers automate hiring tasks like sending emails or collecting feedback based on candidate stage.
- Shared Inbox consolidates applicant messages, scorecards, and team feedback.
- Unlimited users and customizable pipelines support distributed teams or agencies.
- Built-in job description writer speeds up requisition creation.
- Free data migration from other ATS systems.
- Culture Profiles let you add videos, photos, and text to showcase your company's work environment.
- Pipeline Triggers automate repetitive actions based on a candidate's stage, such as sending thank-you emails or requesting hiring team feedback.
- Custom questionnaire builder for candidate pre-assessments.
- Data migration service is available at no additional cost.
- Transparent pricing, free trial available.
CONS
- No resume parsing or Boolean search limits sourcing capabilities.
- Interview scheduling feature is still in development.
- Candidate referrals and eSignatures are behind a paywall.
- Free trial requires credit card to activate.
- No free plan, a free trial requires a credit card.
- Pricier than competitors like Loxo and Zoho Recruit.
- Additional charges for features like eSignatures and employee referrals.
- Interview scheduling feature is unavailable (still in development).
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.
Best For
AvaHR is ideal for U.S.-based small to mid-sized companies looking for an ATS that balances hiring automation with built-in collaboration.
Greenhouse
Greenhouse is a top pick for midsize and large companies thanks to its advanced customization and ease of use. The recruiting solution even offers a seamless connection with over 450 HR software partners you could leverage.
PROS
- Smooth transition from candidate to employee with well-executed onboarding.
- Mobile apps for iOS and Android provide flexibility for recruiters on the go.
- Sourcing automation retrieves contact information, personalized email campaigns, engagement tracking, and reporting.
- Onboarding module provides 3 access roles for process management.
- Native features for internal job boards and employee referrals.
- Multilingual support in English, German, French, Spanish, Italian, and Portuguese.
- Extensive integration options with 450+ third-party applications.
- Frequent feature updates.
- Greenhouse's onboarding feature is built and executed well. New hires transition smoothly from candidate to employee.
- iOS and Android apps work well for recruiters on the go. Users can review applications, schedule interviews, view candidates' profiles, and more.
- 450+ third-party integrations.
CONS
- No trial version available, and pricing is not the most budget-friendly.
- Limited customization and navigation challenges for reporting.
- Lacks features for nurturing and re-engaging with past candidates.
- Sourcing automation is available as an add-on.
- Greenhouse’s pricing is undisclosed, and they do not offer a trial version.
- Some users note that reporting customization is quite limited and difficult to navigate.
- In-person/live support could be improved.
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.
Best For
Greenhouse is best for internal recruiting departments at mid-sized organizations, large enterprises, and fast-growing teams.
When I was at HopSkipDrive, I logged into Greenhouse every day—it was the core of our recruiting operation. I used it to open and manage job requisitions, create interview plans, and track candidates at every stage of the pipeline. I relied heavily on interview scorecards to ensure consistent feedback from the team, eliminating the need to chase down responses over email.
I frequently used the dashboards and pipeline reports to identify bottlenecks and highlight roles that required more attention. Greenhouse helped me stay organized and proactive, whether scheduling interviews, advancing candidates, or working with hiring managers in real-time.
It kept everyone aligned and enabled us to move quickly while maintaining a thoughtful, human-centered process.
I like how clean and user-friendly the Greenhouse interface is—it makes it easy to see where each candidate stands in the process. The customizable interview plans and role-specific scorecards helped the team maintain alignment and give consistent feedback.
I also appreciated the seamless integrations with tools like LinkedIn and Zoom, which streamlined both sourcing and scheduling.
I used Greenhouse while at HopSkipDrive, and it added clarity to our recruiting processes. We were an early-stage company growing quickly, and our hiring workflows needed to keep pace—but juggling spreadsheets, email threads, and inconsistent feedback loops was slowing us down.
Greenhouse allowed us to centralize everything and align the entire hiring team. I had used it for a couple of years previously and for a few months at HopSkipDrive. I appreciated how easy it was to use—from creating job requisitions to building interview plans and tracking candidate progress.
The interview scorecards and reporting tools helped identify where we were getting stuck and where we could improve. Most importantly, it supported a consistent, respectful experience for candidates, which was important for our culture. It became a reliable platform not just for tracking, but for enabling more collaborative hiring decisions.
Some reports lacked flexibility, often requiring exports to Excel to manipulate the data as needed. Editing interview plans after a job had gone live could feel limited and unintuitive.
The candidate search function was somewhat clunky, and filtering often took more time than expected.
I’ve used both SuccessFactors and Workday, and while they’re strong HR platforms, they don’t feel purpose-built for recruiting the way Greenhouse does. Those platforms can be cumbersome for daily recruiting tasks, with more complexity than needed.
Greenhouse, by contrast, is streamlined and intuitive, built with recruiters and hiring teams in mind. Hiring managers also preferred using Greenhouse because the interface was easier to navigate and required fewer steps to complete tasks.
Greenhouse made it easier for us to stay organized and focused on delivering a better candidate experience.
When selecting a tool like Greenhouse, ease of use is critical for both recruiters and hiring managers. Compatibility with your existing systems—like your HRIS, calendar, and sourcing platforms—should also be evaluated.
Reporting capabilities matter too, especially if you need to track performance without relying on complex analysis. Support and responsiveness from the vendor are also valuable when rolling out the tool to a broader team.
Greenhouse has evolved to meet user needs by introducing features that improve communication and workflow. They've added tools for texting candidates, which has reduced no-shows and sped up coordination.
AI-enabled features now support more personalized outreach while saving time. E-signature capabilities were also introduced, making it easier to manage documentation within the platform. Overall, Greenhouse continues to refine its offerings to support modern recruiting.
Greenhouse is well-suited for companies that are scaling and need a more structured recruiting process. It works best when multiple stakeholders are involved in hiring and need a shared system for collaboration.
Teams that value insights and data will also benefit from its analytics features. While it might be more than a small startup needs initially, it becomes a strong asset as hiring ramps up.
Greenhouse may not be ideal for very small companies or startups that hire infrequently or don’t have a dedicated recruiting function. It could feel too complex or unnecessary if only a few roles need to be filled occasionally.
Organizations seeking an all-in-one HR platform with payroll, benefits, and performance features may find Greenhouse too focused on recruitment. For those with simpler needs, lighter tools may be a better fit.
Humanly
After watching Humanly for a while and fully exploring what the tool offers, it became clear to us that its strength lies in its abundant AI recruiting features, which can automate a range of time-consuming tasks for recruiters, from sourcing to pre-screening, engagement, and interview scheduling.
PROS
- Multi-lingual AI chatbot for candidate pre-screening, job interview scheduling, note-taking, and job application assistance.
- Customizable automation tools for candidate recommendations, outreach, engagement campaigns, and employee referrals.
- AI sourcing from over 600 million candidates online and within the user’s integrated ATS.
- 2-way native integration with over 40 applicant tracking systems.
- Humanly leverages a huge database of candidates to present you with talent from all corners of the globe. You can also source new ones through their Chrome extension while browsing sites like LinkedIn and GitHub.
- The Humanly tool integrates with hundreds of ATSs, providing an upgrade to your sourcing that won’t require you to switch tools.
- Generative AI is cleverly implemented for messaging candidates, automating campaigns, and ranking candidates at various stages of the hiring funnel, yet a human can step in and take over at any time.
- Their reporting module is among the cleanest and most in-depth we’ve seen for this kind of tool.
CONS
- No free trial or free plan.
- Does not have ATS functionalities such as job posting and resume parsing.
- The price is undisclosed and can be relatively high for budget-conscious teams.
- Since it’s a tool that was relaunched after a company acquisition, there might be some changes in the near future that could impact your workflows.
- The price point might be a bit steep for smaller teams, but they do offer custom prices based on the functionality you need and the number of users.
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.
Best For
Humanly is among the top hiring platforms for global teams with an existing ATS in place and looking to expand its automation and sourcing capabilities.
Manatal
Manatal offers a range of features that benefit not only in-house recruiters but also headhunters and staffing companies. It’s also one of the best-priced hiring platforms we’ve seen in the recruitment tech space.
PROS
- Strong applicant tracking and profile enrichment features.
- Tailored to both corporate and agency users.
- Pricing starts at $15, with free trial and monthly payment option available.
- User-friendly, bilingual, and mobile-optimized interface.
- 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
- Integrations mainly depend on Zapier and API (accessible only to top-tier plan subscribers).
- Sourcing extension solely sources profiles from LinkedIn.
- AI job description (JD) generator only works for English JDs.
- Phone support only available on custom plan.
- 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 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.
Best For
Manatal’s hiring platform is a good addition to both in-house and agency TAs’ tech stack, as long as ease of use and affordability are priorities.
I use this tool daily to manage both recruiting and internal operations. It functions as a CRM for candidate tracking and pipeline management. I also rely on it for time tracking and performance oversight across teams.
The system supports my workflow by integrating recruiting efforts with time and project management. It reduces manual entry and keeps all essential information in one location.
Manatal is extremely user-friendly. The features do exactly what I need, track and manage time. The recruiting CRM allows me to track progress with ease. Screen capture is useful in a remote workforce to ensure recruiters stay productive.
I use Manatal to manage employee operations, track time, and handle CRM functions for recruiting. My company provides HR consulting and has recruited for over 20 clients, so tracking their applications was extremely important.
I wanted a system that would allow me to track time and manage what my teams were working on in one place. This tool provided a centralized way to monitor activity, improve efficiency, and reduce the need for multiple systems.
The cost became too high for a small business as it grew. Additional features required upgrades, even when I only needed one item added. Many of the features included in my plan were unnecessary for my use case.
I don't think there's a significant difference between Manatal and various other systems. The ease of access and the simple platform made it my preferred choice. It eliminated some of the complexity I experienced with other tools.
Consider the cost for growing companies and choose a platform based on your business's specific needs. Avoid overpaying for features that may be available for free in other systems. Evaluate how scalable the solution is before committing.
Manatal has improved its recruiting platform by adding more integrations and restructuring its features. The CRM is now cleaner and connects better with external clients.
HR departments, recruiting agencies, and companies that conduct high-volume hiring with multiple team members can benefit the most from Manatal. Small businesses looking to streamline their internal processes.
Companies with high overhead and low revenue will find Manatal too much. Businesses that do not recruit frequently or on a large scale.
Recruit CRM
Recruit CRM has improved over time by adding new features based on what users want. A clear and scalable pricing structure and a timeless free trial (with no credit card info required) is a big bonus to small and midsized agencies.
PROS
- Extensive CRM capabilities.
- AI-powered resume parsing and precise candidate matching.
- Transparent pricing model with a free trial with no time limits.
- Customizable drag-and-drop candidate pipeline.
- Dedicated account manager, unlimited training, and access to GPT-4 features in every plan.
- No extra fees required for basic data migration that includes importing Excel/CSV files with candidates & clients. During the implementation process of this software, the customer service personnel will help transfer your data for free.
- Great customer service. Their average response time is under two minutes.
- Powerful Linkedin Integration & Executive/Recruitment Report PDF Generator to save time
- Tons of resources made available to users including blogs and articles that give you all the information you need to know about how the software works, job description templates to help you get acquainted with all the possible job openings you will be looking to close, and a glossary that gives you the A-Z of recruitment practices.
CONS
- Occasional lag during peak usage times.
- Lacks native tools for video interviewing, employee referrals, and onboarding processes.
- Limited native integrations. Recruit CRM only integrates natively with LinkedIn, Zapier, Logic Melon, some email apps, and Google and Outlook calendars. If you want to run background checks, for example, using Checkr or other background verification platforms, you won’t be able to do that unless you use Zapier’s API extension.
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.
Best For
Recruit CRM is ideal for staffing firms to manage both client relations and candidate pipelines.
As a Manager of Talent Acquisition, I use Recruit CRM in various ways. It helps me track the number of employees in our pipeline accurately. I also create Candidate Lifecycle Reports for senior team review and decision-making. The tool assists in creating job listing pages, posting jobs, and managing online application procedures. This comprehensive functionality supports my workflow and enhances our recruitment process.
The professional user interface and advanced search features allow candidates to filter jobs by location, date, and interest. The pricing is favorable, making it accessible for smaller businesses. Integration with Google Meet and Microsoft Teams is straightforward, and the customizable email templates save time.
It has been three years since we started using Recruit CRM. Our company needed a solution to communicate with employees without relying on separate emails and to enhance our HR management capabilities. Recruit CRM has streamlined remote interviews, eliminating the need for physical offices. The integration with Google Meet and Microsoft Teams has made it easy to conduct 1:1 online meetings with candidates, interns, and employees. This tool has significantly improved my efficiency as a Human Resource professional.
Integrating with a custom email for sending emails from our job email requires knowledge of SMTP integration. The tool lacks Zoom and Webex integrations, which we often use, forcing us to switch to supported tools. Creating employee reports requires skill, as there are no templates available for this module.
Recruit CRM offers job listing, deal-making, online meeting integration, and document management at the same price, while competitors charge extra for these add-ons.
Consider the size of your HR needs and the team you will manage with this tool to ensure it remains cost-effective in the long run. Assess the tool’s features against your organization's requirements to determine its suitability.
While there haven't been many changes, new features like job listing and online interview modules have been added.
Recruit CRM is ideal for recruiting companies and Human Resource departments.
It may not be suitable for smaller businesses with few team members.
Zoho Recruit
Zoho Recruit’s pricing flexibility is among the best. In addition to a free-forever plan, the platform provides a money-back guarantee policy that lets you use one of its paid editions for 45 days without risk.
PROS
- Extensive customization options.
- Multilingual support for recruiters and candidates.
- Works for both corporate HR and staffing agencies.
- Transparent pricing with money-back guarantee policy. Free-forever plan and free trial available.
- ATS + CRM in one platform
- Backed by a company like Zoho, notable for reliability and good customer service.
- 24/5 support
- Priced quite modestly after the free version
- Certain features like video interviews are available as optional add-ons.
CONS
- Steep learning curve.
- Limited mobile functionality.
- Client portal, data migration, and designated support cost extra.
- The free plan only allows 256MB of storage.
- Additional features, such as the client portal, mass email, workflow alerts, and API calls cost extra.
- Some users have complained about the quality of some of the integrations.
- The career site is not fully customizable until past a certain paid plan.
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.
Best For
Zoho Recruit is ideal for SMBs and staffing agencies, particularly those already using Zoho's suite of products.
We use Zoho daily. We manage the application process and track candidate pipelines. We link candidates to open positions and associate them with customers.
Zoho also helps us track customer communication. The CV parsing feature with AI functions simplifies our workflow significantly.
The functionality is unmatched compared to similar products on the market. You get everything in one application. It supports not only recruiting processes but also customer management. The pricing is also very competitive.
We needed a tool to manage our recruiting process. As an IT consulting company, we needed to manage not only candidates but also customers and their projects. Most recruiting tools on the market offer very limited functionality.
Only Zoho could meet all our needs by offering an all-in-one solution at a very reasonable price. The support team has also been extremely helpful.
The wide range of functions can make setup challenging without guidance. If you're not a developer, integrating the application form into external resources is not easy. The automation tools are useful but somewhat difficult to configure. Zoho’s representative partners in Europe can be overly pushy.
It offers significantly more functionality at a better price.
Compare your company’s needs with the tool’s features and pricing. This is the most effective way to determine which tool is the best fit for your situation.
Updates are made regularly. As a user, I’ve noticed that the team is constantly working to improve the service.
Zoho Recruit is well-suited for managing candidates, customers, and contacts—particularly for consulting or recruiting-focused organizations.
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Fetcher
Fetcher has remarkable AI-powered automated outreach and sourcing capabilities, all wrapped up in a user-friendly interface. This makes the recruiting tool a go-to option for talent sourcing, engaging, and tracking purposes.
PROS
- Quality sourcing results through a combination of AI and human insights.
- Maintains an up-to-date candidate database through partnerships.
- User-friendly platform with great automation capabilities.
- Dedicated customer success manager for all plan users.
- Automated outreach for cold emails and personalized messages.
- Advanced search and filtering.
- Chrome extension available.
- Vast integration options, API integrations available at no extra cost.
- Fetcher is highly rated by customers for its clean interface, ease of use, and customer support.
- According to most users, Fetcher's sourcing tool is one of the best in the business, providing them access to the best candidates with specialized skills and backgrounds.
- Customers find Fetcher's automated outreach feature extremely useful for sending cold emails and personalized messages to potential candidates.
CONS
- Reports of occasional bugs and technical issues.
- Limited feedback impairs Fetcher's capacity to enhance candidate sourcing and result quality, as they depend on user input for refining their candidate searches.
- Primarily focused on sourcing and outreach, lacking features for other recruiting aspects.
- No longer offers a free plan and a free trial. Monthly price also increases.
- Some users report experiencing bugs and glitches while using the software.
- In rare cases, Fetcher may source either over-qualified or under-qualified candidates for a particular role. However, according to users, their team is quick to correct and refine the search criteria in such scenarios.
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.
Best For
Fetcher is the kind of recruiting tool solo recruiters, in-house recruitment teams, and staffing firms should make the most of, given its strong candidate sourcing and outreach capabilities.
I use Fetcher several times a week to streamline candidate sourcing and outreach. The platform sends curated batches of candidates based on our job criteria, which I quickly review and either approve or reject.
Once approved, Fetcher launches automated, personalized email campaigns to engage those candidates. I also track open and response rates to refine messaging and improve engagement.
It has helped us save time and stay organized while evaluating its fit for our long-term recruiting workflow.
- Fetcher automates candidate sourcing and outreach, saving recruiters hours of manual work each week.
- The AI-curated candidate batches are consistently high-quality and tailored to each job’s criteria.
- Its diversity filters and analytics tools help teams meet representation goals and track campaign performance effectively.
We’re currently in the trial phase with Fetcher, which we started to address the time-consuming nature of manual sourcing and outreach. Our team needed a way to automate candidate discovery while still keeping outreach personalized.
Fetcher’s AI delivers curated candidate batches and simplifies email campaigns, which has already saved us time. The diversity filters are a helpful bonus for meeting client goals.
Even in this early stage, it’s helping us focus more on candidate engagement and less on repetitive tasks.
- Sometimes the AI sourcing delivers candidates who don’t meet key role requirements, which leads to extra manual screening.
- Search results can occasionally be inconsistent, requiring users to look in multiple areas to find the right profiles.
- During busy hiring periods, there can be delays in receiving candidate batches, which impacts recruitment timelines.
- Fetcher vs. Gem: Gem excels in outreach automation and CRM-style relationship management, while Fetcher focuses more on sourcing automation. If you want curated candidates delivered to you with minimal effort, Fetcher is more streamlined.
- Fetcher vs. HireEZ: HireEZ pulls from 40+ platforms and offers robust contact enrichment and AI matching. Fetcher is less granular but faster for teams that want sourcing done for them without digging through data.
- Candidate Quality & Relevance: Evaluate how well the tool matches candidates to your job criteria. Some platforms prioritize volume, while others focus on quality and fit.
- Analytics & Reporting: Look for tools that provide clear insights into outreach performance, diversity metrics, and pipeline health to support data-driven decisions.
They’ve added default email templates for outreach sequences, making it easier for teams to standardize messaging across recruiters.
Fetcher is a good fit for,
- Busy recruiters who need to automate candidate discovery and save time on manual search.
- Organizations hiring across multiple roles and looking for curated candidate batches delivered regularly.
- Teams focused on diversity hiring, thanks to Fetcher’s built-in filters and inclusive sourcing capabilities.
Fetcher is not a good fit for organizations that require deep manual control over search filters and Boolean logic.
Scout Talent
Scout Talent stood out in our tests as a hiring platform catered to midmarket businesses. Its embedded AI and recruitment marketing tools make it particularly well-suited for in-house HR and recruitment teams dealing with challenges like high application volumes, passive candidate engagement, and building employer branding.
PROS
- AI-powered screening provides detailed candidate summaries and generates tailored interview questions.
- Integrated recruitment marketing tool offers branded job portals and AI-generated social media posts.
- Workflow automation handles status changes, email replies, and interview scheduling.
- Embedded AI tools for generating job ads, screening questions, and candidate summaries.
- Branded job portals and social media post creation for enhanced employer branding.
- Flexible pricing starting at $550/month with optional modules like Engage and Onboard.
- Centralized candidate management simplifies the database for tracking candidates, statuses, and workflows.
- Support includes dedicated onboarding specialists and account managers.
CONS
- No free trial. Price can add up as candidate engagement and onboarding tools cost extra.
- Limited customization compared to enterprise solutions like Greenhouse or VidCruiter.
- Not suitable for staffing agencies, as it is designed specifically for in-house recruiters.
- No free trial offered.
- Pricing is more expensive than some competitors like Workable or Manatal.
- Less flexible for unique workflows compared to platforms like Greenhouse and Pinpoint.
- Not the best fit for external or high-volume agency use.
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.
Best For
Scout Talent is tailored for mid-sized companies with 50 to 3,000 employees. The hiring software works particularly well for in-house recruitment teams dealing with high application volumes and manual recruitment marketing tasks.
ClearCo
ClearCo offers a host of HR and hiring solutions that complement each other well. You can choose the solution you need or combine them all to have a comprehensive talent management platform in your stack.
PROS
- ATS, text recruiting, onboarding, employee engagement, and performance in one place.
- Intuitive and easy-to-navigate interface.
- Customizable candidate communications through texts and emails.
- Responsive and efficient support team.
- Smooth implementation experience.
- Supports multiple languages.
- ClearCo offers a host of talent solutions that work well with one another. You can choose the solution you need or combine them all to have a comprehensive talent management platform in your stack.
- The majority of users find ClearCo’s interface to be quite intuitive and easy to navigate.
- Many users have highly rated ClearCo’s support team for speed and quality of response. Several users have also reported a smooth implementation experience.
CONS
- Lacks pricing information online.
- Limited reporting features.
- The platform can be slow at times.
- Cannot search for candidates by phone number or email.
- ClearCo’s pricing is not readily available on their website. You also can’t create a trial account on your own from the website and have to go through the sales team for more info.
- Some users felt that the reporting feature is limited in customizations.
- According to a few users, the candidate search function doesn’t always bring up the correct candidate(s) and could use some improvement.
- ClearCo doesn’t currently have a mobile app, but the platform is well optimized for mobile use both for hiring managers and candidates.
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.
Best For
ClearCo’s recruitment tool works best for large companies looking to house their hiring platform and the rest of their HR tech under one roof.
We use Clear Company for every new hire to get through all the communication and compliance portions with them. We send offer letters through Clear Company that are customizable, and we receive communication back from applicants via Clear Company as well. Once an applicant has accepted an offer, we also use Clear Company to streamline their background check. Clear Company provides a nice portal where we can clearly see where we are in the hiring process for an applicant.
The applicant tracking system works well for our small (less than 500 employees) business. It integrates well with our background check processes. It improves our communication with potential hires.
My company started using Clear Company because we wanted to make the onboarding process smoother for new hires. Prior to using Clear Company, we had a disjointed process. We had to individually craft emails to applicants in the recruitment process, and check in constantly on where we were in the process of recruiting them and completing background checks. Clear Company allowed us to streamline the process. We were able to set up customizable templates for ongoing communication with new hires. We were also able to streamline the background check process.
It takes some time to learn how to use it. We have not tried integrating with our payroll/HRIS software because it doesn't seem like it will function that well. It doesn't integrate with our social media.
I have not used other tools just like Clear Company, but we added Clear Company to our tool chest because it offers functionality that our HRIS software does not when it comes to applicant tracking and onboarding.
If you're considering using Clear Company, think about what functionality it will add that you don't already have with your other HR software. In our case, it adds additional applicant tracking and background check integration functionality that we wouldn't otherwise have. I would also consider the price. It is well-priced for our smaller business where we only pay for the essentials for a few users each month. The price could add up quickly in larger businesses, so you need to consider if the value-add of the product is worth the price tag.
I know they integrate with more payroll/HRIS systems than they used to (but still not with ours). They have improved the user interface over time as well.
I think Clear Company is good for small to medium-sized businesses. It is right-priced for this size of business and adds functionality that most businesses this size might be lacking in their other HR software.
I don't think Clear Company would be necessary or very useful for very small businesses who are not hiring very regularly. My business is smaller but experiences high turnover, so Clear Company is a good add for us. If you are not doing a lot of hiring, I don't think it would be much of a value add for the price.
Pinpoint
Pinpoint has everything in-house recruitment teams need, from applicant tracking and blind screening to interview scheduling, video interviewing, and even onboarding tools.
PROS
- Easily accessible and intuitive UI for both recruiters and candidates.
- Highly adaptable recruitment workflows.
- All plans offer unlimited jobs and team members.
- Phone, chat, and email support with a sub-2-minute response time, and unlimited training.
- Automation capabilities include job board posting, candidate communications, auto job suggestions, scorecards, reminders, and recruitment analytics.
- 100+ native integration options, open API available.
- Multilingual careers website, application forms, and candidate emails.
- Sourcing extension available on LinkedIn, Facebook, and Gmail.
- Pinpoint is an agile ATS that is highly customizable and values collaborative hiring.
- It’s got a simple and transparent pricing structure.
- Pinpoint offers unlimited jobs and team members in all of its plans.
- Their customer service team is highly praised by users.
- The career site builder is very robust, allowing teams to attract and convert the right talent.
- There are over 100 HR software integrations to choose from, and Pinpoint’s team is adding 3-5 every month.
CONS
- Additional cost for the employee onboarding module.
- Sourcing capability limited to the sourcing extension.
- Not the most budget-friendly ATS option.
- The employee onboarding module does cost extra.
- It isn’t the best fit if you’re looking for the cheapest ATS.
- There free trial is only available upon request.
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.
Best For
Pinpoint is best for in-house recruiting teams that prioritize flexibility and user experience in their hiring process.
I used Pinpoint to build a candidate database. I used it to store candidate data such as resumes, cover letters, job applications, degrees held, addresses, telephone numbers, and availability.
We also used Pinpoint for job postings, and it can be connected to your company's webpage. I used Pinpoint to track where a candidate was in the hiring process, including interviewing, sending the offer letter, and tracking background check status.
Pinpoint is very user friendly and aesthetically pleasing. It is a modern applicant tracking system and position management system in one.
I used Pinpoint for 4 months on a contract for a tech contract company. The company purchased Pinpoint to organize and track recruitment efforts more efficiently and effectively.
Before using Pinpoint, the company bounced between different email accounts and recruitment platforms. They also had different users come and go through temporary positions with the company.
Some recruiters would end up reaching out to the same person, which looked very unprofessional. Pinpoint allowed a centralized location for all users to input candidate data and track where the candidate was in the recruitment process.
It was the most user friendly and intuitive applicant tracking software I've ever used, so I don't have any cons to share.
Pinpoint has excellent support and is available for a call or video chat to assist you. Their onboarding is efficient and informative. It is more user friendly than some competitors and is a great fit for small to mid-size companies. I prefer Pinpoint over Workday and PeopleSoft because of the ease of use.
Consider the size of your organization, as Pinpoint is great for small to midsize companies. Also consider who will use the software, as it does require the user to have some knowledge of recruiting and HR and be comfortable with data entry.
Pinpoint has become more intuitive and has more integrations with other systems. It is not a full HRIS that can manage payroll and performance reviews, but it can connect to popular systems that do those things.
Small to midsize organizations would benefit from Pinpoint. It may be too simple for a large enterprise that needs a complete HRIS to manage 400 or more employees.
A large enterprise or a company with only 5 employees or fewer.
Trakstar Hire
Trakstar Hire bundles everything you’d want from a mid-market recruiting tool: ATS, referrals, automation, interview scheduling, and onboarding. You won’t get confused with their offering: one package for all features, unlimited users and job openings, with no setup fees or hidden costs.
PROS
- Comprehensive plan covering applicant tracking, candidate sourcing, interview scheduling, recruitment automation, and offer management.
- Highly customizable recruitment workflows.
- Unlimited job openings and users.
- Transparent pricing with no installation fees.
- Built-in offer management tools, no need for third-party solutions.
- Trakstar Hire’s recruitment workflows are highly customizable. You can edit them as needed to reflect your company’s hiring process.
- You can post as many jobs as needed with Trakstar Hire without any limitation.
- Trakstar Hire has offer management tools built-in. Users can create offer letters and collect e-signatures within Trakstar Hire without needing to integrate it with third-party tools.
CONS
- Limited integration options with third-party HRIS and payroll solutions.
- Limited flexibility in sorting candidates and search results.
- No phone or dedicated support.
- No option to purchase individual products separately: one bundled plan.
- Trakstar Hire has limited integration options with third-party HRIS and payroll solutions.
- Several users have complained about being unable to sort candidates and search results in an order other than displayed.
- Trakstar Hire isn’t a scalable platform; they have a single plan, all features included, which means customers may end up paying for features that they don’t need.
- Trakstar doesn’t publically list their pricing nor allows visitors to create trial accounts directly from the website, which is unusual for a software solution aimed at mid-market companies.
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.
Best For
Organizations that are either medium to large in size or growing steadily will likely make the most of the all-in-one recruitment package Trakstar Hire offers.
Eightfold
If you need a robust talent sourcing tool but also love having all things recruitment in one place, Eightfold is the way to go. Alongside its smart career site, AI sourcing, and anonymous screening, the hiring platform offers a handy set of tools for interview scheduling, recruiting events, and candidate relationship management.
PROS
- Supports hiring for permanent roles, contingent workers, and project-based human resources.
- AI-driven analysis for job postings and candidate matching based on skills and potential.
- Candidate search filters for experience level and salary range.
- Encourages diversity hiring with anonymous screening.
- Tailored training and development opportunities for employees.
- Built-in CRM for talent engagement via targeted email and SMS campaigns.
- Talent Flex module offers solutions for contingent worker recruitment.
- Chrome extension available.
- Available in 15+ languages.
- 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
- The system can be slow at times.
- No pre-built talent pool; candidate database is sourced from your ATS, career sites, and event applications.
- Lack of pricing transparency and no free trial available.
- There isn’t a way for hiring managers and recruiters to leave notes on candidates profiles within the system which is rather inconvenient.
- Eightfold has a mobile app that employees can access for skills development but doesn’t currently have one for hiring managers and recruiters to manage their pipeline and perform other actions relating to the hiring process.
- Several users reported that the tool does not search for candidates outside its database.
- The platform’s pricing isn’t transparent and there is no free trial at this time.
Eightfold 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.
Best For
Eightfold’s recruitment tool is best for companies looking to attract employees, contingent workers, project-based human resources and find existing talent ready for a new opportunity with Al.
I use Eightfold to source a wide range of candidates. Using the calibration technology, I can narrow down the pool based on industry, location, experience, seniority, and previous candidate profiles.
I can connect with candidates without using the company phone, which allows for quicker communication via text instead of manual emails. When sharing resumes, I can forward profiles through Eightfold to the respective managers, which automatically includes the resume and a link for feedback.
Once the manager reviews the candidate and provides feedback, I am notified and can update the candidate's status based on how the team wants to proceed.
I enjoy the user-friendly interface and modern layout that makes each profile easy to navigate. I appreciate the built-in communication feature, which eliminates the need for a company phone.
Using AI to generate candidate matches based on my calibration has made sourcing more efficient and effective.
Our cosmetics company had been using Taleo's ATS. The team wanted to move forward with a new platform that used AI to generate a wider range of candidates. Since transitioning to Eightfold one year ago, our company has been able to calibrate requisitions based on the level and industry of the ideal candidate.
Eightfold has improved the candidate experience by streamlining communication among managers, recruiters, and candidates regarding interview scheduling, email/text exchanges, and aligning availabilities.
I dislike the number of steps required to move a candidate from "New Application" to "Offer Grid Created." Instead of relying on another ATS to create or edit requisitions, I would prefer a more streamlined process.
Eightfold is one of the first, if not the leading, companies to implement AI technology to source candidates beyond those who applied via traditional ATS methods. It also uses previous employee profiles to help shape ideal candidate criteria for future hiring or potential rehires.
Those considering this purchase should assess the integration capabilities with their existing ATS and other systems. As great as the experience has been once learned, the time required for training should be carefully planned.
My company launched this during the holiday season, which made the learning curve steeper. It's also important to understand the cost and expected ROI based on the types of roles being recruited and the size of the company.
I cannot speak to the overall evolution of Eightfold over the past year. The experience has remained consistent. One improvement we’ve seen is a reduction in the time it takes to move candidates through the hiring process, allowing offers to be extended more quickly.
I find this tool useful for larger organizations with 5,000+ employees across multiple industries and locations. I’ve had particular success using Eightfold for recruiting retail roles. We’ve also used it for filling in-house corporate positions.
I think smaller businesses with limited hiring needs would not benefit from this type of software. For lower-skilled or seasonal roles, this tool may be excessive. In those cases, sponsoring job posts externally may be more effective for reaching a broader local audience.
SeekOut
SeekOut is a long-standing recruiting tool with AI sourcing and candidate engagement features oriented toward the U.S. and Canada. The software has a robust candidate search engine that can source from over 800M profiles, enabling recruiters to reach a wide pool of talent.
PROS
- SeekOut’s AI lets users tap into hundreds of millions of candidates from external sources.
- Specialized pools with 127M+ profiles of developers, technical experts, cleared candidates, licensed nurses, and healthcare workers.
- Supports internal talent searches
- 300 custom filters to adjust the searches as broad or as narrow as you would like.
- AI Matching finds candidates who meet your uploaded job description and will learn from your decision (accept or reject the candidates) to return better results the next time you search.
- Sources from tons of external databases; over 780M candidate profiles and growing
- Can find talent also among your existing team.
- Truly tech-powered and search engine-like platform.
- Presents very complete candidate profiles, sometimes going through their code contributions, participation in conferences, academic papers, and more, in order to present top experts for certain skills or topics.
CONS
- Limited search results outside the U.S. and Canada.
- Limited candidates in Caribbean and Latin America markets.
- No option to view the candidates' resumes (the tool generates candidates’ profiles based on gathered data across various sources).
- While they're always expanding their candidate list, they have been mainly oriented towards the US and Canada for years. Hence, companies outside those geographies might find that their searches are still somewhat limited when it comes to local talent. Such is the case of some users writing from Europe, for instance.
- Several users have complained about lags or glitches between the candidate’s info from the source and how/when it appears within the platform.
SeekOut 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.
Best For
SeekOut’s recruitment tool is best for teams usually looking for tech, engineering, and healthcare talent based in the U.S.
As a technical recruiter, I use Seekout on a daily basis for various purposes related to sourcing and attracting technical talent. Some of the key workflows I use Seekout for include:
- Sourcing: I use Seekout's advanced search capabilities to quickly find and identify potential candidates that fit the specific hiring needs of my organization.
- Outreach: I use Seekout's outreach and engagement features to communicate with potential candidates in a personal and effective way, helping me to build relationships with them and increase the chances of conversion.
- Tracking: I use Seekout's data and analytics features to track and measure the impact of my recruitment efforts, allowing me to optimize my strategies and achieve better results.
- Saving time: By automating many manual recruitment tasks, Seekout has helped me to save time and be more productive in my role as a technical recruiter.
Overall, I use Seekout for various purposes related to sourcing and attracting technical talent, and it has become an integral part of my daily workflow. I appreciate the tool's efficiency, effectiveness, and ability to help me save time and achieve better results in my role as a technical recruiter.
As a technical recruiter who uses Seekout regularly, I have several things that I really like about the tool:
- Advanced search capabilities: I love the fact that Seekout allows me to quickly find and identify potential candidates that fit the specific hiring needs of my organization.
- Outreach and engagement features: Seekout's outreach and engagement features have helped me to communicate with potential candidates in a personal and effective way, which has increased candidate engagement and conversion rates.
- Data and analytics features: Seekout provides me with data and analytics to track and measure the impact of my recruitment efforts, allowing me to optimize my strategies and achieve better results.
- Time-saving: By automating many manual recruitment tasks, Seekout has helped me to save time and be more productive in my role as a technical recruiter.
These are just a few of the many things that I like about Seekout. I believe that the tool is one of the most efficient and effective solutions available for technical recruiters looking to source and attract top talent.
My organization purchased Seekout because we were looking for a more efficient and effective way to source and attract technical talent. We faced several pain points in our previous recruitment process, including difficulty finding the right candidates, a lack of candidate engagement, and an inefficient manual recruitment process.
Seekout has provided us with several key benefits since we started using it. The tool's advanced search capabilities, combined with its vast database of candidate profiles, have made it easier for us to find the right candidates quickly. Seekout's outreach and engagement features have also helped us to communicate with candidates in a personal and effective way, resulting in increased candidate engagement and conversion rates.
Additionally, Seekout's data and analytics features have helped us to track and measure the impact of our recruitment efforts, allowing us to optimize our strategies and achieve better results.
I have been using Seekout for approximately 6 months now, and I have seen significant improvements in our recruitment process since incorporating it into our workflow. Overall, I have been very impressed with the tool and would highly recommend it to other technical recruiters looking for a more efficient and effective way to source and attract talent.
- User interface: While Seekout is generally user-friendly, I think the user interface could be made more intuitive and streamlined, making it easier for users to find the information they need and perform tasks quickly.
- Customization options: I would like to see more customization options in Seekout, such as the ability to create custom reports and dashboards, and to tailor the tool's features and functions to better meet the specific needs of my organization.
- Integration with other tools: While Seekout integrates with a number of other tools, I would like to see deeper integration with other recruitment and HR systems, to further streamline my workflow and improve the overall efficiency of my recruitment process.
These are just a few of the things that I would like to see improved or changed about Seekout. However, I believe that the tool is still one of the best solutions available for technical recruiters looking to source and attract top talent, and I look forward to seeing how it continues to evolve and improve over time.
As a technical recruiter who has used a variety of sourcing tools, I can say that Seekout stands out from its competitors in several key ways:
- Advanced search capabilities: Seekout's search capabilities are among the most powerful and sophisticated that I've seen in any sourcing tool. The tool's ability to find and identify potential candidates quickly and accurately is unmatched by its competitors.
- Outreach and engagement features: Seekout offers a range of outreach and engagement features that allow me to communicate with potential candidates in a personal and effective way, which is not always possible with other sourcing tools.
- Data and analytics features: Seekout provides me with data and analytics to track and measure the impact of my recruitment efforts, allowing me to optimize my strategies and achieve better results. This level of detail and analysis is not always available in other sourcing tools.
- User-friendly interface: Seekout is easy to use and navigate, making it simple for me to find the information I need and perform tasks quickly, even for those who are not experienced in sourcing tools.
Overall, I prefer Seekout to its competitors because of its advanced search capabilities, outreach and engagement features, and its powerful data and analytics features. These features, combined with its user-friendly interface, make it an indispensable tool for me as a technical recruiter.
When considering buying a sourcing tool like Seekout, there are several key criteria that people should consider:
- Search capabilities: Look for a tool with advanced search capabilities, that can quickly and accurately find potential candidates based on specific criteria.
- Outreach and engagement features: Consider a tool that allows you to communicate with potential candidates in a personal and effective way, and that includes features such as email outreach and personalized messaging.
- Data and analytics: Choose a tool that provides data and analytics to track and measure the impact of your recruitment efforts, and that allows you to optimize your strategies and achieve better results.
- User interface: Look for a tool that is user-friendly and easy to navigate, making it simple for you to find the information you need and perform tasks quickly.
- Integration with other tools: Consider a tool that integrates with other recruitment and HR systems, to streamline your workflow and improve the overall efficiency of your recruitment process.
My advice when buying a sourcing tool is to carefully consider each of these criteria and to choose a tool that meets your specific needs and requirements as a technical recruiter. Seekout has proven to be a top choice for me in this regard, but it's important to do your own research and find the right tool that fits your individual needs.
As a technical recruiter who has been using Seekout for some time now, I can attest to the fact that the tool has changed and evolved significantly over time to meet the needs of its users. Some of the key changes and improvements include:
- Enhanced search capabilities: Seekout has continued to improve its search capabilities, making it even easier to find potential candidates based on specific criteria. The search results are also more accurate and relevant, ensuring that I'm able to find the right candidates for each role.
- Improved outreach and engagement features: Seekout has added a number of new features to its outreach and engagement capabilities, making it even easier to communicate with potential candidates and engage with them in a personal and effective way.
- Increased data and analytics: Seekout has continued to enhance its data and analytics features, providing me with even more detailed insights into my recruitment efforts and allowing me to make data-driven decisions.
- User-friendly interface: Seekout has continued to improve its user interface, making it even more intuitive and easy to navigate, allowing me to find the information I need and perform tasks quickly.
Overall, Seekout has proven to be a tool that continues to evolve and improve over time, in response to the needs and feedback of its users. This ongoing commitment to improvement makes it a top choice for me as a technical recruiter.
As a technical recruiter who has been using Seekout for sourcing purposes, I can say that Seekout is a very good solution for a wide range of organizations and users. However, there are some specific types of users and organizations that I think would particularly benefit from this tool:
- Technical recruiters: As a technical recruiter myself, I can attest to the fact that Seekout is an excellent tool for sourcing and engaging with technical candidates. It's designed with the needs of technical recruiters in mind, providing them with the advanced search capabilities, outreach tools, and analytics they need to be successful.
- Organizations with high-volume recruitment needs: Seekout is also a great choice for organizations that have a high volume of recruitment needs. The tool makes it easy to manage large numbers of candidates, and its advanced search capabilities allow you to find the right people for each role quickly and efficiently.
- Companies in the technology industry: Seekout is particularly well-suited for companies in the technology industry, as it provides a wealth of information on technical candidates, including their skills, work history, and more.
Overall, I believe that Seekout is a highly versatile tool that can benefit a wide range of organizations and users. If you're looking for a comprehensive solution for sourcing, engaging, and tracking candidates, I would definitely recommend giving it a try!
As a technical recruiter who has been using Seekout for sourcing purposes, I can say that this tool is generally a great fit for a wide range of organizations and users. However, there are some specific types of users and organizations that I think might not find Seekout to be the best fit:
- Non-technical recruiters: Seekout is specifically designed for technical recruiters, and while it is a great tool for sourcing and engaging with technical candidates, it may not be the best fit for recruiters who are primarily focused on non-technical roles.
- Smaller organizations with limited recruitment needs: Seekout is a comprehensive tool that provides a wealth of features, so it may be overkill for smaller organizations with limited recruitment needs.
- Organizations with limited budgets: While Seekout is an excellent tool, it is a paid solution, and some organizations may not have the budget to invest in a recruitment tool at this time.
That being said, I think that Seekout is a highly valuable tool for the right organization and user, and I would recommend it to any technical recruiter looking for a comprehensive solution for sourcing, engaging, and tracking candidates.
Turing
Turing is one of the go-to hiring platforms for tech recruitment. They've got a huge database of 2 million software engineers and use AI to find the best talent worldwide across different career levels. Plus, it's low-risk with a two-week money-back guarantee if things don't work out.
PROS
- Fast talent recruitment, usually within 5 days.
- Thoroughly vetted developers with detailed proficiency stats.
- Timezone-matched developers with 4+ hours of workday overlap.
- Secure project dashboard for tracking productivity and protecting IP.
- On average, recruiting talent takes only 5 days from when you first engage with Turing’s platform, to collaborating with a software engineer.
- Turing developers undergo 5+ hours of tests and interviews to build a deep developer profile with detailed proficiency stats. Because they are so well-vetted, hiring risk and timeous skills testing are taken out of your recruitment process.
- Developers are matched to your timezone with at least 4 hours of workday overlap.
- The Turing project dashboard, which they also refer to as the Turing Virtual Machine, has built-in security to protect the IP of your code and data while allowing you to track productivity, hours worked and deadlines met.
CONS
- The support team can take around 24 hours to respond to a customer’s query.
- Limited customer service with 24-hour response time.
- Developers are not employees, which may affect control over their schedules and compliance.
- Limited choice of candidates for short-term hires due to developer preferences for long-term engagements.
- Although reviewers are quick to compliment Turing, slow communication from their side is a common critique.
- Turing’s customer service is limited. Logging a query means you can expect an answer somewhere in the course of 24 hours which may seriously delay your project.
- Although most developers are hired through Turing for long-term projects, they are not your employees. This means that, although your software engineers are required to keep you in the loop of their schedule, you are not the party approving their time off, negotiating their rates, or handling their compliance.
- Because most of the Turing developers prefer a long-term or full-time engagement, you'll have a limited choice of candidates for short-term hires.
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.
Best For
Turing’s hiring platform specializes in catering to the software engineering requirements of tech companies, start-ups, and global teams seeking remote, full-time developers for their long-term projects.
What are Recruiting Platforms?
Recruiting platforms are specialized technology tools designed to streamline and optimize various aspects of the recruitment process. Some are laser-focused on tasks like background checks, recruiting chatbots, and one-way video interviewing. Others, on the other hand, provide a broader range of services, covering everything from sourcing candidates and posting job listings to tracking applicants, assessing their skills with tests and interviews, and even creating offer letters and handling onboarding.
Key Features of Recruitment Platforms
Recruiting software offers a variety of tools designed to streamline and enhance hiring strategies and processes. Below is an overview of key hiring software features, organized by the stages of a typical recruitment process:
1. Sourcing and Outreach
- Candidate Sourcing Tools: Use AI to scan professional networks like LinkedIn, Github, and Behance to form a curated list of passive candidates who match assigned job postings. These tools also automate outreach with personalized emails, SMS messaging, and sometimes WhatsApp to save your recruiting team time.
- Programmatic Job Advertising Capabilities: Leverage machine learning to allocate your ad spend across job listing sites like Indeed, LinkedIn, ZipRecruiter and niche job boards to attract qualified candidates.
- Recruitment Marketing Technologies: Promotes the company’s employer brand and engage job seekers early in the hiring funnel via branded career pages, attractive social media job ads, and personalized communications.
- Employee Referral Tools: Provide a user-friendly interface for employees to recommend job applicants for the company’s open positions and track rewards easily and transparently.
2. Candidate Engagement
- Recruiting and HR Chatbots: Provide instant responses to FAQs from job seekers visiting your career site, gather candidate information, schedule interviews, and even pre-screen applicants based on key qualifications.
- Virtual Career Fairs: Facilitate online events where employers can host live chats, video Q&A sessions, and webinars to interact with potential candidates in real time.
- Video Interview Software: Streamlines the candidate assessment process by enabling pre-recorded video interviews where candidates record answers to preset questions, as well as live video interviews for real-time interactions with applicants worldwide.
3. Assessment and Evaluation
- Candidate Assessment Tools: Offer numerous tests, such as cognitive ability, personality assessments, and job-specific skill evaluations, to evaluate candidates' suitability for a role and predict their job performance.
- Interview Scheduling: Automates the process of coordinating interview times, from syncing with interviewers’ calendars to allowing candidates to self-pick from available slots.
4. Candidate Profile Management
- Applicant Tracking Systems (ATS): Centralized systems for managing and tracking applications via resume parsing, candidate pipelines, native team collaboration, background checks, and new hire onboarding.
- Candidate Relationship Management or Recruiting CRMs: Build and nurture talent pools of the best candidates for future hiring needs via regular, personalized engagement campaigns.
5. Advanced Technologies
- AI Recruiting Tools (including AI ATS): Enhance recruiting processes with AI-driven hiring functionalities like job description writing assistance, advanced search and recommendations, screening, and engagement with.
- Recruiting Automation Capabilities: Automate time-consuming tasks such as delivering timely follow-ups, sending interview reminders, and generating offer letter templates to deliver user experience for applicants, recruiters, and hiring managers.
6. Reporting and Analytics
- Recruitment Reporting: Provides real-time, detailed dashboards showing how long candidates spend in each hiring stage, which job boards generate the most applications, diversity statistics, along other key recruitment metrics to help spot hiring trends, inefficiencies, and opportunities for improvement.
- Hiring Prediction: Uses algorithms to forecast future recruitment outcomes, such as hiring needs, candidate success rates, and time-to-hire based on historical data, and as a result, empowers hiring teams to allocate resources efficiently.
Recruitment Software Benefits
Adopting a recruitment platform can provide many benefits to an organization, including time savings, improved hire quality, and scalability.
- Time savings: Studies suggest that automating tasks with recruitment software can save business leaders up to 3 hours per day. That's precious time regained for strategic work.
- Cost reduction: Recruitment software, with features like job board integration, cost tracking, and recruitment spending analytics, allows organizations to reduce expenses associated with attracting and securing the right candidates.
- Improved quality of hires: Advanced algorithms in recruitment software assess candidates' skills and company culture fit to provide predictive job performance analytics, resulting in more precise and confident hiring decisions.
- Less guesswork: Recruitment software provides real-time analytics, reporting tools, and data visualization, which is critical to fostering your company’s data-driven recruitment efforts.
- Efficient talent management: Built-in features like cloud-based applicant tracking, candidate pipelines, and automated notifications keep everything in check.
- Scalability: Whether a startup prioritizes simplicity or a global recruitment agency seeks an end-to-end recruitment suite, the hiring software’s flexible plans, multi-user access, and customizable workflows enable it to fit different business operations and needs.
- Global hiring: Multinational organizations that prefer to hire directly rather than use employer of record services benefit from features like multilingual customer support, country-specific compliance features, and centralized candidate databases.
- Enhanced candidate experience: Mobile-optimized portals, intuitive interfaces, and responsive candidate support create an ease-of-use application process.
- Reduction in manual errors: Features like error-checking algorithms, data validation, integration, and automated workflows minimize human errors and ensure a smoother, more accurate hiring process.
- Competitive advantage: Early birds catch the worms. Being ahead of the curve with advanced recruiting technology can set your organization apart in attracting top talent. However, the mere presence of a recruiting solution won't guarantee a better recruitment process. In fact, choosing the wrong tool or falling into specific pitfalls can worsen the situation.
How Much Does Recruiting Software Cost?
As we mentioned at the beginning of the buyer guide, recruiting tech is so vast since it covers everything from candidate sourcing to background checks and video interviewing. Consequently, the pricing structures of this software category tend to be much trickier to measure.
In any case, though, the below should give you an overview of what a recruiting tool would cost in general. For more details on subscription types, base fees, and potential extras that may not always be disclosed upfront, check out our recruiting software pricing guide.
- Small businesses (fewer than 100 employees): Typically $50 to $200 per user per month, though some may also offer a free trial or free plan.
- Medium-sized businesses (100-500 employees): Approximately $150 to $400 per user per month.
- Large businesses (over 500 employees): Ranges from $400 to $1,000 or more per user per month.
- Enterprises (thousands of employees): Pricing is often customized and can reach thousands of dollars per user per month.
Recruiting Platform FAQs
What are the different types of recruiting software?
There are eleven types of recruiting software: programmatic job advertising tools, ATS, video interview software, talent sourcing tools, AI recruiting chatbots, recruiting automation software, virtual career fair platforms, recruiting CRM tools, recruitment marketing solutions, candidate assessment tools, and employee referral platforms. Each type of recruitment platform plays a crucial role in optimizing the hiring process, from attracting candidates to finalizing hires to help organizations enhance their recruitment strategies and improve overall hiring outcomes.
What features should I prioritize in recruitment software?
There are many factors at play when it comes to shortlisting potential recruiting software partners, and what matters to you may not matter to others. That said, we found vendor customer targets, financials, product demos, software use cases, and expected ROI play vital roles in our recruitment software vetting process.
Is there any free recruiting software?
Yes, there is. Some great free recruitment platforms include Wellfound, which offers unlimited job posts in its free ATS, Recruit CRM with a never-expire free trial that covers core ATS and recruiting CRM software, and Breezy HR, which lets you post job openings on 50+ job boards for free. Find out more about it in our review of the best free recruitment software.
What is the best recruiting software?
Some of the best recruiting tools include VidCruiter (for video interviews), Humanly (for recruiting chatbot), Workable (for customization levels), and Fetcher (for passive talent sourcing).
What Has Been Changed Since Our Last Review Update?
Let's go over what's been changed in our latest update:
- New Additions: First off, we’ve added AvaHR and Scout Talent to our listings. AvaHR impressed us with its easy-to-use automation features and the way it keeps candidate communication organized. Plus, we found tools like Pipeline Triggers and a Shared Inbox to be quite unique for smaller business applicant tracking systems, and they really helped in our testing. On the other hand, Scout Talent is a fantastic choice for recruitment marketing and automation that we think teams will really benefit from.
- Updated Sections: We’ve also refreshed our Features and Pricing sections to make sure they reflect the latest functionality and pricing for various recruitment software. We know how important it is to have the most current info when making your choices!
- FAQs and Pitfalls: We’ve noticed a lot of questions coming in about common mistakes to avoid when picking recruitment software and the different types available. To help with that, we’ve put together our answers in the Pitfalls and FAQs sections. Be sure to check those out!
- Tech Tests and Fact-Checking: Lastly, we conducted another round of tech tests on all our listings to verify our reviews and ensure everything is up-to-date. Some major updates include changes in Fetcher’s pricing, Pinpoint’s pricing, and a fresh review for Workable.
For all the details, head over to our “Detailed Reviews of The Best Recruiting Platforms” section.
About the Author
About Us
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- SSR lists all companies we feel are top vendors - not just those who pay us - in our comprehensive directories full of the advice needed to make the right purchase decision for your HR team.
