Which Recruiting Software Is Best in 2026? 10 Picks by Use Case

By Sparsh Goyal, Founder at The Cognitive. Published 2026-08-12 · Last updated 2026-10-05

• Top picks: The Cognitive for filling hard roles, Greenhouse for structured hiring at scale, Workable for small and mid-sized companies, Manatal for a low-cost ATS, Zoho Recruit for a free plan.
• The Cognitive is the only one of these 10 recruiting platforms that finds people who never applied and runs a live, two-way AI video interview with them, self-serve, with a published price.
• Most teams pair it with an ATS, which posts jobs, tracks applicants and handles offers; agencies need an agency system such as Bullhorn instead.
• I run The Cognitive. The other 9 are judged from their own websites, read on 30 September 2026.

The best recruiting software in 2026 is The Cognitive if your problem is finding and screening the right people, and Greenhouse or Workable if you need an applicant tracking system (ATS) to run the process. The Cognitive searches ~900M public profiles from a one-line brief and interviews the people you pick, live, with AI. Most teams pair it with the ATS they already have. Below are the 10 worth shortlisting, each matched to the hiring problem it solves best.

Recruiters juggle 13.4 open roles at a time, Gem's 2026 benchmarks found, and each hire now draws 291 applications, according to Ashby. The right software depends on which of those two problems is hurting you more.

It also depends on whether you hire 5 roles a year or 500. I wrote this for small and mid-market teams moving from occasional hiring to a quarterly plan, where someone has to defend the choice in a budget meeting. The tool with the strongest demo isn't always the safest buy. The safest buy is the one your team still opens on a busy Thursday.

The best recruiting software in 2026

1. The Cognitive: best overall for filling hard roles, because it finds people who never applied and interviews them for you.
2. Greenhouse: best for structured hiring at scaling and enterprise companies.
3. Workable: best all-in-one ATS for small and mid-sized companies.
4. Manatal: best low-cost ATS for small teams and agencies.
5. Lever: best if you want ATS and CRM in one for nurturing talent.
6. Zoho Recruit: best free plan and easiest exit.
7. Ashby: best for teams that run hiring on reports.
8. BambooHR: best if you want hiring and HR records in one system.
9. hireEZ: best for outbound sourcing on top of an enterprise ATS.
10. JazzHR: best for small businesses with no recruiter.

Full disclosure: I run The Cognitive, and it ranks first because it is the only software here that finds people who never applied and runs a live, two-way AI video interview with them, from an account you can open today at a published price. It is not an ATS. I have not used the other 9 on a paid account. What I say about them comes from their own websites, read on 30 September 2026. After #1, the order follows how often 11 ranking lists name each vendor, with ties listed alphabetically.

What does recruiting software include in 2026?

Recruiting software covers the systems that find candidates, track them, schedule and run interviews, report on hiring and keep candidates informed. The usual mistake is to treat all of that as one category and compare it in one long feature row. A feature only matters if it fixes the part of hiring that is breaking for you.

These are the 7 categories that end up in the same buying spreadsheet:

• Applicant tracking system (ATS): tracks applicants, stages, feedback, offers and compliance records. Greenhouse, Ashby and Workable live here.
• Sourcing software: finds outbound candidates, reveals contact details and runs outreach. The Cognitive, Gem, SeekOut, hireEZ and Juicebox each do this in a different way.
• Recruiting CRM: keeps relationships with candidates warm over months, which matters most for outbound and nurture-heavy teams.
• Interview scheduling: cuts calendar back-and-forth but doesn't judge anyone. If that is your main pain, compare interview scheduling software on its own.
• Interview and assessment software: evaluates candidates through structured interviews, live AI interviews, recorded video, technical tasks or scorecards.
• Recruitment automation: moves candidates between stages, sends reminders and triggers emails. Our guide to recruitment automation tools covers that market.
• Analytics: gives leadership a view of open roles, bottlenecks, time to hire, pass rates and recruiter workload. See our list of recruitment analytics software.

Blur these together and you overbuy one layer and underfund another. That is how a team ends up with a polished ATS and the same tired hiring managers running every evaluation by hand. Our breakdown of AI recruiting software vs an ATS goes deeper: the ATS organizes the pipeline, and AI recruiting software should add signal to it.

What kind of recruiting software do you need?

Whether you call it recruiting software, recruitment software or online recruitment software, it covers 3 different jobs, and most teams only have one of them as a real problem:

• Who should we talk to? Sourcing software finds people, including ones who never applied. The Cognitive, hireEZ and Gem do this.
• Can this person do the job? Interview software screens people before your team spends time on them. The Cognitive interviews candidates live with AI.
• Where is everyone in the process? An ATS posts jobs, tracks applicants and handles offers. Greenhouse, Workable, Lever, Ashby and the rest of this list do this, and our list of applicant tracking system software covers more.

If your inbox is full of the right people, you mainly need a good ATS. If the right people aren't applying, most ATSs won't find them, and that is the gap The Cognitive fills.

ATS vs recruiting CRM vs AI recruiting suite

All three show a candidate record, send messages and draw a dashboard in a demo. They still do different jobs, and a wrong buy usually feels fine for the first month. The trouble shows later, when the same person is "warm" in one tool, "applied" in another and "awaiting feedback" in a third.

These are often complements, not rivals. A mid-sized engineering team can run an ATS for the official record, a CRM for passive senior people and an AI layer for the volume between interest and decision. What breaks is ownership. Decide which system wins for each kind of status: applicant stage lives in the ATS, prospect warmth in the CRM, interview evidence wherever your hiring managers actually review candidates.

The quickest buying test is to name the moment that breaks on a busy week, not the feature:

• Interviewers check different places for candidate status: you need ATS discipline.
• Good passive prospects go cold because nobody follows up: you need a recruiting CRM.
• You have enough candidates but not enough hours to interview and compare them: you need an AI recruiting suite.
• Hiring managers argue from memory rather than evidence: you need a fixed rubric and scorecards, often with AI support.

Our recruiting CRM guide covers where CRM data should sit beside the ATS instead of pretending to replace it.

Recruiting software comparison table: which tools fit which use cases?

Here is how the top recruiting software platforms stack up. I filled in the 10 ranked rows from each vendor's own site on 30 September 2026, and the 4 "also considered" rows on 4 October 2026. The point is to stop comparing a sourcing CRM, an ATS and an AI interviewer as if they were interchangeable.

How we ranked these 10

I read 11 ranking lists, from Pin, People Managing People, Alex, Rippling, Truffle, SelectSoftware Reviews (twice), Metaview, Greenhouse, TechRadar and SitePoint. Greenhouse was named in all 11 and Workable in 10. Manatal came up 7 times, Lever and Zoho Recruit 6, Ashby, BambooHR and hireEZ 4, and JazzHR 3. iCIMS also came up 6 times, but it sells to large enterprises through sales only, so I left it for an enterprise list.

The Cognitive sits at #1 on a test you can check: it is the only product here that finds people outside your applicant pool and interviews them live by two-way AI video, in an account you can open without a sales call. Pin's own list, one of the 11 I read, ranks Pin first too. So I'm telling you my rule rather than hiding it.

SmartRecruiters and Breezy HR also came up 4 times and Juicebox 3, but I only ranked tools whose own sites I read in full for this page. Recruit CRM is in our agencies list, and Juicebox is in our sourcing list.

Which recruiting software is best for your use case?

Hard-to-fill roles

When the right person isn't applying, start with sourcing. The Cognitive finds them across ~900M public profiles and interviews the ones you pick. hireEZ and Gem are the enterprise alternatives for outbound.

Recruiting software for small business and startups

With no recruiter, you want an ATS that sets itself up. Workable, Zoho Recruit and JazzHR publish prices and fit teams without a dedicated recruiter. Add The Cognitive when a role needs people who aren't applying. Our small business hiring software guide goes deeper, and founders should see our recruiting software for startups list.

Scaling and mid-sized companies

Structured hiring matters once several managers interview. Greenhouse is built around interview kits and scorecards, Ashby around reporting, and Lever around nurturing people over time.

Recruiting software for staffing firms and agencies

Agencies need staffing and recruiting software that tracks client records, submittals and fees, which in-house ATSs don't. Bullhorn, JobAdder and Recruit CRM lead there. See our full list of recruitment software for agencies.

Executive recruiting software and headhunting

Search firms live on relationships and outbound. Recruiterflow and Loxo combine an agency ATS with business development, and The Cognitive finds and interviews candidates outside your network. Our guide to executive search software covers the retained-search tools.

Which recruiting tools fit your team best?

The same company can have 3 different hiring problems at once. Engineering needs evidence, support needs volume and leadership needs a clean view of open roles. Name the broken workflow first, then pick the tool.

If you hire occasionally

Prioritize ease of use, job posting, basic tracking and simple collaboration. Workable, Zoho Recruit and JazzHR fit here. Greenhouse or Ashby can make sense if you plan to scale fast, but buying ahead of your process tends to leave software nobody logs into.

If you hire in quarterly bursts

Bursty hiring is awkward because the work spikes: quiet for 6 weeks, then 8 roles open at once and every manager wants an update by Friday. The Cognitive fits this pattern. It sources when the inbound pool is thin, candidates book their own interview slot without an account, and you review reports instead of clearing calendars. Plans are monthly and cancel anytime, so a quiet quarter doesn't leave you paying for an annual contract.

If engineering is the bottleneck

Technical hiring usually fails because expensive people spend time in low-signal conversations. Prioritize interviews that follow up, test reasoning and leave a record. A polished resume can still fall apart when someone asks the candidate to explain a rollback or defend a trade-off. Compare technical interview software separately from ATSs, because the buying criteria differ.

If customer support or operations needs volume

These teams need speed, candidate messaging and throughput without a recruiter nudging every applicant by hand. Paradox is built for conversational, high-volume hourly hiring. The Cognitive fits when the same team also needs every candidate interviewed against one fixed rubric. Which one you need depends on whether the bottleneck is communication, evaluation or both. Our hourly hiring software list compares the volume tools.

If leadership mostly wants visibility

Visibility is easy to over-solve. A CEO asking for cleaner hiring updates may only need the team to stop reporting from stale spreadsheets. Greenhouse and Ashby suit a process-wide visibility problem. The Cognitive helps when the missing piece is why candidates pass or fail, because each report carries a score per criterion, the transcript and the recording.

Which recruiting software is best for your team size?

The best recruiting software for a founder is usually wrong for a 200-person talent team, because the daily users change. A founder can remember every applicant. A recruiting team of 12 can't run on memory, chat threads and goodwill. Here is the size rule I use:

• 1 to 20 employees: buy speed and simplicity. A light ATS with a published price, such as Workable, Zoho Recruit or JazzHR, set up in an afternoon. Add The Cognitive for the one role nobody applies to.
• 20 to 100 employees: buy repeatable stages. The pain shifts from finding the resume to candidates sitting in limbo between steps. Workable and Manatal cover this without a recruiting operations team.
• 100 to 500 employees: buy reporting and consistent evaluation. Several managers interview now, so Greenhouse's interview kits, Ashby's reports or Lever's CRM start to earn their setup time.
• 500+ employees: buy auditability and process control. Permissions, records and evidence leaders can check. Greenhouse and iCIMS sell into this range through sales; our enterprise recruiting software guide covers it.

The common mistake is buying one stage ahead. A founder buys an enterprise ATS and spends weeks configuring a process they don't have yet. A larger team keeps the light tool that once felt fast, then wonders why coordinators chase feedback across 5 tabs.

Review sites mislead here too. A 5-star review from a 600-person company, with an admin team behind it, says little about how the tool will feel to a 12-person startup. And mature tools collect more reviews simply because more people use them. Read the reviews for repeated complaints about setup, support or candidate experience, then judge fit on one real role. A best-rated tool that doesn't fix your bottleneck is rated for someone else's company.

Which recruiting software features actually matter?

On a pricing page, every piece of automated recruiting software lists much the same features. These 5 are the ones that change how many good people you hire:

• Search that understands a brief. Boolean strings miss people who describe the same work in different words. In The Cognitive, you type the role in plain English and edit the filters it reads from it.
• A reason for every match. A ranked list is only useful if you can see why someone is on it. In The Cognitive, each card opens with a "Why this match" line taken from the profile, so you see the reason before you open it.
• An interview that follows up. A form or a one-way video can't ask "what did you actually do there?". A live interviewer can, and that is where weak candidates show.
• Evidence your hiring manager trusts. Scorecards tied to a fixed rubric, with a transcript and recording, end the "I just didn't get a good feeling" debate.
• A clean link to your ATS. Ask what actually lands on the candidate record, not just whether there's a logo on the integrations page.

The 10 best recruiting software tools, reviewed

1. The Cognitive: best overall for filling hard roles, because it finds people who never applied and interviews them for you

The Cognitive is AI recruiting software that sources candidates across ~900M public profiles and interviews them live with AI. It does the 2 jobs most ATSs don't do well: finding the right people, and finding out whether they can do the work.

You type the role the way you'd say it to a colleague. We tried "Senior backend engineer with 5+ years of Go who has built payments systems, Remote EU", and the app read it into filters you can edit, with "Remote EU" turned into Germany plus 7 other countries. Everyone found is judged against your must-haves, and anyone who misses one drops below the people who meet them.

Then you shortlist and invite people to a live, two-way AI video interview. The rubric stays fixed for the role, the questions adapt to every answer, and you get a 1 to 5 score per criterion, a weighted score out of 100, the transcript and the recording. Outreach by email and SMS comes with the Sourcing Pro plan.

It connects to your ATS through one unified integration, covering Greenhouse, Lever, Ashby, Workday and others, and writes a note with the score and report link back to candidates you imported from it. You can cancel anytime.

Pick it if your hardest roles are filled by people who aren't applying, and you want them interviewed before your team spends an hour. AI Sourcing starts at $49/month and AI Interview at $99/month, both self-serve.

Find the person your ATS can't Describe your hardest open role in one sentence, see who matches, then interview the people you pick. Start free

2. Greenhouse: best for structured hiring at scaling and enterprise companies

Greenhouse calls itself "more than your typical ATS recruiting software". Its Core plan already includes sourcing and CRM, structured interview kits and scorecards, an AI notetaker, scheduling and reporting. It recently bought Ezra AI Labs and now sells "Greenhouse Voice AI", a voice-based AI interviewer.

Pricing is "customized based on your company's hiring needs", so there is no public price, and texting and sourcing automation start on the Plus plan.

Leadership tends to like Greenhouse because it makes hiring visible: open roles aren't scattered across inboxes, and feedback sits in one place. The trade-off is the one most ATSs share. It tracks the interviews but doesn't run them, so if your engineers still spend hours with candidates who should never have reached them, a better ATS only makes that pain easier to see.

Pick it if many hiring managers interview and you need everyone scoring candidates the same way. Our Greenhouse pricing guide explains the plans, and our Greenhouse alternatives cover the rivals.

3. Workable: best all-in-one ATS for small and mid-sized companies

Workable is "agentic software for recruiting and HR": its AI agent "sources, screens and engages candidates inside the Workable ATS", searching "400M+ profiles". Plans are priced by company size and published, and the agent runs on credits.

Texting, video interviews and assessments are paid add-ons, and the free trial doesn't include the agent.

The common small-team problem is rarely AI or analytics. It is that nobody knows which candidates were contacted, which manager owes feedback, or whether the job post went live. Workable fixes that without a recruiting operations team. It is a weaker fit when the hardest problem is deep technical evaluation or outbound sourcing at volume.

Pick it if you want one system for jobs, applicants and HR records, with the price on the website. Already on it? See our Workable alternatives.

4. Manatal: best low-cost ATS for small teams and agencies

Manatal is "AI Recruitment Software designed to source and hire candidates faster", posting to "2,500+ Free & Premium Channels". It publishes per-user prices with a 14-day free trial and no credit card.

The entry plan caps you at 15 jobs, and its new AI Interviewer is a recorded, one-way format, so nobody follows up on a vague answer.

Pick it if you want a cheap, self-serve ATS that also works for a small agency. Our Manatal alternatives compare it with similar tools.

5. Lever: best if you want ATS and CRM in one for nurturing talent

Lever "combines ATS and CRM capabilities to help scaling teams nurture talent relationships". Sourcing, nurturing and hiring sit in one platform with no integrations to maintain.

Lever is owned by Employ Inc. and quotes every customer, so there is no public price.

Pick it if you want CRM recruiting software to build long-term pipelines and stay in touch with silver medallists. Our Lever review has more.

6. Zoho Recruit: best free plan and easiest exit

Zoho Recruit is "an AI-powered ATS & recruitment CRM for Corporate HRs and Staffing Agencies". It has a free-forever plan, a 15-day trial, "No forced contracts" and a 45-day money-back guarantee.

The free plan allows 1 active job, and paid plans limit active jobs per licence.

Pick it if you are hiring on a tight budget, or you already run on Zoho. Our Zoho Recruit alternatives cover the switch.

7. Ashby: best for teams that run hiring on reports

Ashby "consolidates your ATS, Analytics, Scheduling, and CRM", and sells its analytics on their own for teams that keep another ATS. Its pricing is "based on company size, usage, and commitment", with only the entry plan published.

Sourcing is a Chrome extension plus email lookups. Ashby announced an AI interviewer in May 2026 and described it as still being built.

It appeals to whoever maintains the hiring spreadsheet, because it answers the same complaints: messy handoffs, unclear stage movement and numbers that take a day to compile. If you hire 5 roles a year, it is more system than you need. If you hire across departments every quarter, it is easier to justify.

Pick it if you are a startup or scale-up that wants to measure every stage of hiring. Our Ashby competitors guide covers the other options.

8. BambooHR: best if you want hiring and HR records in one system

BambooHR's ATS "simplifies recruiting with easy job posting, candidate tracking, and team collaboration", then moves new hires straight into their employee record, with offer letters and e-signatures.

It's priced per employee as part of the HR suite, with prices on its website, and it has no outbound sourcing.

Pick it if HR runs hiring and you want one system from offer to payroll. Our BambooHR pricing breakdown shows how the per-employee model adds up.

9. hireEZ: best for outbound sourcing on top of an enterprise ATS

hireEZ runs "your entire hiring pipeline with AI agents you direct", covering sourcing, applicant review, AI screening and interview scheduling on top of your ATS. It rebuilt itself on agents in August 2026.

Only a solo plan shows a price. Team pricing is configured after a 4-week verification before you sign.

Pick it if you run outbound sourcing at enterprise scale and can buy through sales. Read our hireEZ review first.

10. JazzHR: best for small businesses with no recruiter

JazzHR "helps small businesses hire faster with easy-to-use recruiting software", from job posting to offer letters, with published prices.

The entry plan limits job postings each month, and AI matching and structured interviews start on the next plan up.

Pick it if you hire a few people a year and want a simple ATS you can learn in an afternoon. Our JazzHR alternatives list helps if you outgrow it.

Also considered: Gem, SeekOut, HireVue, Paradox, Bullhorn and iCIMS

These 4 were ranked in the earlier version of this guide. Each is good at one specific job, which is why they sit here rather than in the top 10. I re-read their sites on 4 October 2026.

Gem combines ATS, CRM and sourcing on one dataset, and says its ATS is "currently best for growing teams with up to a few thousand employees". Its AI Sourcing Agent searches "800M+ profiles". Gem suits teams that run outbound every week. Inbound hiring asks who applied; outbound asks who you should know before they apply, and that takes CRM workflows an ATS lacks. Evaluation still happens elsewhere, since Gem lists interview scheduling but no AI interviewer. It is priced by company size, with startup tiers you can buy without a sales call.

SeekOut calls itself "the agentic AI recruiting platform used by 750+ enterprises", sourcing from "1B+ profiles". It is strongest for hard-to-find candidates who aren't in your applicant pool, and its AI screener "conducts video interviews with candidates" who applied. An entry plan for individual recruiters is published, with a 14-day trial; team plans go through sales.

HireVue sells "AI screening, assessments and video interviewing" to mid-market and enterprise employers, for both high-volume hourly and professional roles. Its AI interviewer asks questions and "probing follow-up questions". Pricing is by demo only. When you compare video tools, separate recorded one-way answers from a live conversation that responds to what the candidate said, and don't compare a per-interview price for a recorded questionnaire with a subscription for live interviews. Our video interview software guide compares the formats.

Paradox is a "conversational ATS" built for "frontline workers and managers". Its assistant, Olivia, screens applicants "through chat or text" and books interviews, which is where high-volume hiring breaks: response speed, reminders and drop-off. It doesn't publish prices, so factor a sales cycle into your timeline. Pair it with our high-volume recruiting strategies guide, because process design matters as much as software there.

Bullhorn is the agency standard, covered in our agency software list. iCIMS serves large enterprises through sales. For AI-first platforms, see our best AI recruitment platforms, and for sourcing alone, our best AI sourcing tools. If you're buying point tools across the whole stack rather than one platform, see our recruiting tools guide.

Who is The Cognitive built for?

We built The Cognitive for the team that has an ATS full of applicants and still can't fill its hardest roles. It finds the people who aren't applying, interviews them, and hands you a short list worth your time.

• Keep your ATS. Greenhouse, Workable, Lever or any system on this list stays your system of record. The Cognitive connects to it.
• Agencies keep their agency system. Bullhorn or Recruiterflow holds clients and fees. The Cognitive finds and interviews the candidates you submit.
• No ATS yet? Start with a free or low-cost one, like Zoho Recruit or Manatal, and add The Cognitive for the roles that need it.

How much does recruiting software cost?

Recruiting software is priced in 6 ways:

• Per user per month: Manatal and Zoho Recruit.
• By company size: Workable, Ashby and Gem.
• Per employee, as part of HR: BambooHR.
• Flat tiers: JazzHR.
• Quote only: Greenhouse, Lever, iCIMS and hireEZ for teams.
• Plans with credits: The Cognitive and Workable's agent.

8 of the 10 publish at least part of their pricing. Treat that as a buying signal: if you need a sales call just to learn the shape of the cost, count that delay in your comparison. The cost that never shows on a pricing page is recruiter time: hours spent searching, chasing and screening. The Cognitive's AI Sourcing starts at $49/month and AI Interview at $99/month, and a search costs 1 credit per candidate it returns. For more detail, see our AI recruiting software pricing comparison, and for ATS costs alone, our applicant tracking system pricing guide.

What teams should expect to pay depends less on the sticker and more on the model, because each one suits a different hiring pattern:

On credits, ask exactly when a charge happens. In The Cognitive, a search costs 1 credit per candidate returned, an email reveal 5 and a phone reveal 10, and a reveal is charged only when a value comes back.

The costs that never show up on a pricing page

• Integration depth: if your ATS, sourcing tool and interview tool don't hand off cleanly, recruiters become the integration layer.
• Contact data quality: cheap reveals aren't cheap when bounces waste recruiter time and hurt your sending reputation.
• Candidate drop-off: long forms and slow scheduling lose strong people before anyone sees them.
• Recruiter hours: disconnected tools mean copy-paste, duplicate notes and manual reminders.
• Annual lock-in: a contract that looks fine on paper still hurts when your hiring volume drops.
• Manager fatigue: a calendar full of weak interviews shows up as late feedback, uneven scorecards and managers avoiding the process.

What is the best recruiting software for small business and other common buying scenarios?

The best recruiting software for a small business is usually the simplest ATS that replaces spreadsheets and fits the team's weekly habits. The answer changes once volume, evaluation depth and reporting pressure grow. Here is the version I would take into a budget meeting:

Also worth knowing: Juicebox for sourcing-led workflows, Metaview for interview notes and intelligence, Alex and InterviewFlowAI for AI interview workflows, Maki for assessment-led hiring, and Eightfold AI for enterprise talent intelligence. They sit outside the main list because this guide follows the most common small and mid-market buying paths.

The final decision should sound boring: we hire this many people, these teams use the system weekly, this is the bottleneck, this is what doing nothing costs, and this tool matches that pattern.

How do you test recruiting software before you buy?

Pick your hardest open role, not your easiest, and run it through 2 tools for a week. Count 3 things: people you'd actually contact, people you'd move to a hiring manager, and hours your team spent. Then check the exit: how you export your data, and whether there's an annual contract.

For an ATS, a demo role tells you little. Replay one closed requisition instead, and pick the messy one: the duplicate referral, the hiring manager who gave late feedback, the candidate who rescheduled twice, the decision that happened in a chat thread. Then ask what actually happened:

• Could recruiters move candidates through the stages without side notes?
• Did duplicate candidate records become obvious, or harder to spot?
• Could the hiring manager review evidence and leave feedback in a few clicks, including from a phone?
• Did scheduling remove coordination, or just move it somewhere else?
• Could the reports answer your renewal questions without a custom project?
• Does the price still make sense at your size once seats, add-ons and onboarding are counted?
• Did the tool demand a process change your team isn't ready to make?

The polished demo tool often struggles with the boring parts, and the quieter one handles the daily work better. That test rarely makes the decision exciting. It makes it calmer.

Put your hardest open role through The Cognitive today Search ~900M public profiles and interview the people you pick, live, with AI. Start free

Sources

• Gem, Key takeaways from the 2026 Recruiting Benchmarks Report, 1 December 2025.
• Ashby, Talent Trends Report: Recruiter Productivity, 2026 edition, 28 April 2026.
• Ranking lists read 30 September 2026: Pin, People Managing People, Alex, Rippling, Truffle, SelectSoftware Reviews, ATS, SelectSoftware Reviews, AI recruiting, Metaview, Greenhouse, TechRadar and SitePoint.
• Vendor pages read 30 September 2026: Greenhouse pricing, Workable pricing, Manatal pricing, Lever pricing, Zoho Recruit pricing, Ashby pricing, BambooHR pricing, hireEZ pricing, JazzHR pricing and Gem pricing.
• Vendor pages read 4 October 2026: Gem, SeekOut, SeekOut pricing, HireVue, HireVue AI interviewer, HireVue pricing and Paradox.

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