Sourcing and attracting talent has become a fierce competition, especially with the rise of outsourcing. To stay ahead, adopting modern tools like talent acquisition software is a must. With AI-driven features and innovative functionalities, these tools can help you streamline your recruitment process and find the best candidates faster.
In this article, we’ve compiled a list of the 15 best talent acquisition software options. You’ll find everything you need to make an informed decision and take your hiring strategy to the next level.
Quick Comparison Table: Best Talent Acquisition Software
Here’s a quick overview of the 5 best talent acquisition software:
| Software Type | Best Feature | Starting Cost | |
| Greenhouse | Applicant Tracking Systems (ATS) | Structured hiring process | Custom pricing |
| Beamery | Candidate Relationship Management (CRM) Software | AI-powered candidate engagement | Starts at $75/mo for job posting & syndication |
| BambooHR | Onboarding Software | Seamless onboarding workflow | Custom pricing |
| Phenom People | Recruitment Marketing Platforms | Personalization & automation in recruitment marketing | Custom pricing |
| Eightfold AI | AI-Powered Recruiting Tools | AI talent matching & analytics tools | Custom pricing |
15 Best Talent Acquisition Software: Full List
Now, let’s learn the details of the best talent acquisition software, with even more options to explore for your hiring needs.
Applicant Tracking Systems (ATS)
1. Greenhouse
Greenhouse is a top Applicant Tracking System (ATS) that helps companies make smart, data-based hiring decisions. You can set clear roles, requirements, and candidate attributes from the start, ensuring each hire fits your company’s goals. This approach makes hiring faster and promotes fair and equal practices.
With over 400 integrations, including LinkedIn and Slack, Greenhouse centralizes all aspects of recruitment on one platform. It also provides customizable reports to track key metrics like time-to-hire and diversity for full visibility into the hiring process.
Best Features
- Eliminate bias from the beginning with AI.
- Set a limit to block duplicate and spam applications and give your team valuable time back.
- Uses advanced filters and smart keyword and skill suggestions to help you narrow down candidate lists.
Cost
You can request a consultation or demo when you register. Then, get a custom pricing quote.
2. Lever
Lever is an Applicant Tracking System (ATS) and recruiting software that provides an integrated platform for managing job postings, candidate tracking, and detailed analytics. They offer deep insights through advanced analytics tools, helping you improve your candidate experience and retention efforts. With over 22,000 customers and 1M+ of active jobs, Lever’s platform serves businesses from small startups to large enterprises.
Best Features
- Lever syncs seamlessly with 300+ HR systems and recruitment tools.
- Lever combines applicant tracking software with interactive candidate relationship management tools for your talent team to find, nurture, and hire the best talent fast.
- Leverage pipeline and sourcing, candidate survey, and DEI and compliance dashboards to spend less time reporting and more time improving your processes.
Cost
Custom pricing. ATS plans are:
- LeverTRM: job posting & advertising, career site builder, candidate experience, resume parsing, applicant screening & fast resume review, referrals, internal mobility, agency hiring, hiring managers collaboration, interview planning & structured interviews, integrated scheduling & candidate self-scheduling, remote & video interviewing, task management
- LeverTRM for Enterprise: LeverTRM inclusions + offer management + requisition management + confidential hiring
3. JazzHR
JazzHR is a powerful Applicant Tracking System (ATS) for small businesses that replace manual hiring tasks with automated, easy-to-use recruiting tools.
With direct integrations with leading HR tools, JazzHR enhances recruiting efforts by connecting the data needed to streamline the hiring process. Its intuitive platform automates workflows, saving time while finding and hiring qualified candidates quickly.
Best Features
- Offers unlimited users, candidates, and job syndication.
- Immediate access to JazzHR recruiting software, so you can start sourcing, receiving, and reviewing resumes with just a few clicks.
- Streamlines each stage of hiring to make your process unique to your company.
Cost
Offers free 14-day Pro Plan trial. Here are the pricing details for different plans:
- Hero: $75/mo for job posting & syndication + 3 active jobs to start and add more jobs for just $9 per job per month.
- Plus: $269/mo for job posting & syndication + 200 open jobs.
- Pro: $420/mo for job posting & syndication + 200 open jobs.
Candidate Relationship Management (CRM) Software
4. Beamery
Beamery is a Candidate Relationship Management (CRM) platform that helps companies build more human talent experiences while unlocking workforce potential.
They let you manage the entire recruiting journey from sourcing to hiring in one centralized platform. With features focused on skills-based hiring, it reduces time-to-hire by 30% and improves employee retention by 2.5x, while enhancing internal mobility and upskilling efforts.
Best Features
- Industry-leading AI helps you identify skills, build talent pipelines, and delight candidates with personalized messaging.
- Explainable AI shows you where your teams have skills gaps, and helps you design new jobs that will bring the right skills into your organization.
- Catch potential bias before it occurs with analytics that show you the DE&I strategies that are working, and where diverse candidates are not progressing.
Cost
Custom pricing. You can request a demo to test it out.
5. Avature
Avature is a comprehensive Candidate Relationship Management (CRM) platform that strategically sources, engages, and nurtures talent on a global scale. With powerful automation and content management tools, you can build engaging landing pages and personalized drip campaigns, and track recruitment performance across multiple platforms.
Best Features
- LinkedIn CRM connect integration that provides access to consistent, real-time candidate data across Avature CRM and LinkedIn Recruiter.
- With Avature WebSources, you can simultaneously generate and import leads from dozens of sites like LinkedIn and automatically place them in communication workflows.
- Avature offers multiple import options, including a browser extension and simple drag-and-drop options.
Cost
Custom pricing. Talk to experts for a free demo.
6. HireEZ
HireEZ is a powerful Candidate Relationship Management (CRM) platform that enhances sourcing and recruitment through AI-driven solutions. They help you find 7x more qualified candidates with 3x response rates. Its AI-powered sourcing tools uncover niche and hard-to-find talent, while automated multichannel outreach ensures personalized engagement.
Best Features
- Recruit from the largest online database of 3.7 million cleared candidates.
- Efficiently identify the best applicant matches for open roles with generative AI.
- Create personalized, AI-generated outreach with multi-channel campaigns across email, newsletters, text, and InMail.
Cost
Custom pricing. A free demo is also available.
Onboarding Software
7. BambooHR
BambooHR is an all-in-one HR platform that simplifies the onboarding process, helping you quickly find, hire, and onboard top talent. They reduce time-to-productivity for new employees and improve their experience during the initial days, increasing engagement and retention.
The platform includes features like electronic signatures and customizable pre-boarding packages, which let you create a personalized and efficient onboarding experience.
Best Features
- Different templates make it easy to customize onboarding for various job types, departments, locations, and more.
- You can automatically send onboarding tasks to new hires to complete on their own time at their own pace.
- Makes introductions easy for both new hires and their team members, with a customizable get-to-know-you email that highlights common interests.
Cost
Custom pricing. You can book a demo or avail of their free trial.
8. Kallidus
Kallidus offers a comprehensive onboarding solution that helps you create a seamless and engaging experience for new hires.
With automated pre-boarding and onboarding processes, Kallidus saves HR teams time while ensuring that new employees have all the information and resources they need before their first day. This efficiency makes a lasting positive impression in a candidate-driven market.
Best Features
- Automate your onboarding tasks and workflows to reduce manual admin.
- Automatically set learning objectives for new hires and ensure compliance.
- Get high-level visibility of your onboarding and admin processes. Easily deep dive into individual progress.
Cost
Custom pricing. You can book a demo to learn more about their features.
9. WorkBright
Workbright is an advanced employee onboarding software that removes the bottlenecks that slow down hiring, helping you get new employees to work up to 8x faster without compromising security or accuracy. They automate complicated onboarding tasks – managing form I-9 and finding missing documents to keep everything running smoothly.
Best Features
- Both hiring admins and new employees can access all features efficiently from any smart device.
- Automates text and email reminders to complete forms.
- Intelligent error resolution that identifies and corrects document errors to avoid common data entry mistakes.
Cost
Custom pricing. Book a demo to learn about their plans.
Recruitment Marketing Platforms
10. Symphony Talent
Symphony Talent is a recruitment marketing platform that creates strategic, targeted campaigns to attract qualified talent. With expertly crafted campaigns, they widen your talent pool, engage candidates with personalized messaging, and turn candidates into employees as they encourage them to apply and join your team.
Symphony Talent uses programmatic media advertising to help you reach the right candidates wherever they are. With smart automation, you can target campaigns as precisely as needed. You can also adjust your budget based on performance, making your recruitment efforts more cost-effective.
Best Features
- They have teams in the US, EMEA, and Asia. So wherever you need specialist knowledge, they can help.
- Attract and hire top talent faster using AdTech. Manage and optimize all recruitment campaigns with data insights and automated workflows.
- You can work with expert strategists, creatives, content managers, and media specialists.
Cost
Custom pricing. Plans are:
- Silver
- Dedicated technical project manager (TPM)
- White glove priority ticket handling
- Bi-weekly update and strategy meetings with your TPM
- 10 hours of standard enhancement requests per month
- 10 hours of TPM support and advisory
- Gold
- Weekly update and strategy meetings with your TPM
- 15 hours of standard enhancement requests per month
- 15 hours of TPM support and advisory
- Platinum
- Up to 2 update and strategy meetings per week with your TPM
- 30 hours of standard enhancement requests per month
- 30 hours of TPM support and advisory
11. Phenom People
Phenom People is an AI-powered talent acquisition platform that enhances recruitment marketing by providing personalized, end-to-end experiences for both candidates and recruiters. The platform helps you find talent faster by offering personalized job recommendations and content based on each candidate’s skills, experience, and location.
Phenom People’s AI-driven approach improves candidate engagement by 200% and increases job application completion rates by 188%.
Best Features
- Easily create and send emails. Plus, set up automated drip campaigns that inform candidates about your brand and new jobs.
- Send candidates 1-to-1 or 1-to-many SMS messages about open roles and upcoming events. You can also use it to follow up on interviews, organize next steps, and communicate offers.
- Drill down into how many opens and clicks your campaigns are driving, along with recommendations on how to make a greater impact.
Cost
You can book a demo and discuss their custom pricing.
12. Jobvite
Jobvite offers advanced recruitment marketing tools to help you enhance candidate engagement and improve recruitment outcomes.
The platform delivers personalized, high-touch experiences through multi-channel marketing to nurture candidates across the recruitment stages. With dynamic content tailored to a candidate’s interests and background, Jobvite improves conversions by keeping candidates engaged throughout the process.
Best Features
- Intelligent Messaging to connect with candidates and improve candidate engagement rates.
- Real-time and up-to-date recruitment marketing data to help identify bottlenecks in the process and better engage candidates.
- Multi-channel outbound marketing that helps you quickly communicate with large groups of candidates.
Cost
To learn more about their product and services, schedule a demo or watch their product tour. Their pricing model is customized based on your needs.
AI-Powered Recruiting Tools
13. HireVue
HireVue is an AI-powered recruitment platform that transforms how companies screen, assess, and hire talent. With over 70 million interviews completed, HireVue combines video interviewing and AI-backed assessments to streamline the hiring process, reducing time-to-hire by up to 90% and cutting interview costs by 50%.
HireVue’s AI-powered tools ensure a fair and consistent evaluation of candidates, helping hiring teams make informed decisions based on validated science.
Best Features
- Keep candidates engaged with automated text-powered solutions that offer 24/7 communication like reminders, interview updates, and personalized messages.
- Use text and video on phones for a fully mobile hiring process that offers flexibility with on-demand interviews and assessments.
- Use challenges validated by organizational psychologists to find skilled candidates who work well in teams.
Cost
You can request a demo to try out the software. Their prices are custom depending on the services you’ll avail.
14. XOR
XOR is an AI-powered recruitment tool that engages candidates directly through AI-driven digital marketing, virtual career fairs, and referral programs, bypassing traditional job boards. With over 35 integrations and support for 100+ languages, XOR offers a global solution that increases hiring efficiency by 50% and improves candidate satisfaction by 90%.
Best Features
- Has an intelligent algorithm that assesses and scores candidates to ensure they are a perfect match for the position you need to fill.
- Sync their system to your hiring managers’ calendars and automatically schedule pre-screened candidates for the first interview.
- Conversational AI can screen your candidates and then schedule interviews right on your calendar.
Cost
Get a demo and pricing quote that works best for you. Blue-collar workers start at $500 per hire.
15. Eightfold AI
Eightfold AI is a cutting-edge AI-powered talent intelligence platform that uses deep-learning AI and the world’s largest global talent data set to identify top candidates, reduce bias in screening, and provide a dynamic view of talent across all stages of the employee life cycle.
Best Features
- They harness the data of 1B+ career trajectories and 1M+ skills worldwide for talent and skills insights.
- Masking and targeted skills identification to screen candidates while reducing bias and finding qualified talent for every role.
- Offers relevant training, upskilling, and reskilling opportunities across your organization.
Cost
Custom pricing. Request a demo to know more.
How To Choose The Best Talent Acquisition Software For Your Needs
Follow these steps to partner with the best talent acquisition for you:
Step 1: Identify Your Recruitment Goals
You need to identify your recruitment goals to select the right talent acquisition software. Without clearly defined goals, you may end up investing in a platform that doesn’t address your specific challenges and causes wasted resources and inefficiencies.
Think about your current pain points—are you spending too much time on manual tasks, struggling with a high turnover rate, or finding it difficult to attract top talent? Once you have a clear understanding of these goals, you can focus on the features and capabilities that will address your needs.
For instance, if your primary goal is to streamline your recruitment process, look for software with strong automation capabilities, like AI-powered candidate screening or automated interview scheduling.
Here are ways to identify your talent acquisition needs:
- Evaluate your recruitment pain points: Are you struggling with manual processes, high turnover, or poor job seeker quality?
- Consider your company’s growth plans: Do you need a tool that can scale with your business as you grow?
- Prioritize key outcomes: Do you want to reduce time-to-hire, increase diversity, or improve the candidate experience?
- Review past recruitment data: Look at your previous recruitment metrics to understand areas that need improvement.
- List the must-have features: Based on your goals, create a list of essential features like AI-powered screening, applicant tracking, or diversity reporting.
Step 2: Evaluate Your Current Hiring Process
Take a detailed look at your existing hiring process to understand which stages are working well and which areas need improvement. Are there delays in sourcing candidates? Are there bottlenecks in scheduling interviews or long gaps in communication with applicants?
Understand your current workflow to identify the specific features that your new software should offer.
For example, if managing candidate progress is an issue, consider software that offers applicant tracking and reporting features. If candidate communication is inconsistent, look for a platform that provides multi-channel outreach.
Step 3: Determine Essential Features
Focus on the specific features that will address your unique challenges. For example, if your recruitment process is manual and time-consuming, you might prioritize automation tools, like AI-powered candidate engagement.
These can send personalized follow-up emails and answer candidate queries through chatbots for a smooth and responsive communication flow throughout the hiring process. If your goal is to attract diverse candidates, look for software with bias-reduction or diversity analytics tools.
Step 4: Consider Scalability
You need recruiting solutions that can handle your current needs but can also grow with your business. As your company expands, you will hire more candidates or manage large data volumes, and your software should accommodate that increase without sacrificing performance or user experience.
Here are ways to check the scalability of your talent acquisition software:
- Evaluate current and projected hiring volumes. Can the software handle the number of candidates you’re managing now and in the future as your hiring needs grow?
- Make sure the platform offers pricing models where you can pay for additional features or users as your company expands.
- Verify if the system balances performance and speed when dealing with a large number of applicants, users, or data.
- Make sure the system is customizable and adaptable in its workflows, user roles, and reporting as your recruitment demands evolve.
- Look for examples of companies that have successfully scaled with the software to ensure it can grow alongside your business.
Step 5: Review Software Integrations
The right software should integrate easily with your Applicant Tracking System (ATS), payroll systems, onboarding platforms, and other HR management tools to streamline workflows and reduce manual data entry. Without proper integrations, your data may be scattered across different platforms, causing inefficiencies and errors.
For example, if your payroll system doesn’t integrate with your talent acquisition software, new hire data may need to be manually transferred which can cause potential errors and time delays. A system that integrates smoothly across multiple functions will save your HR team time, ensure data consistency, and improve overall efficiency.
Here are ways to check how talent acquisition software integrates with your current tools:
- Check their compatibility with your existing tools during consultation, demos, or trials.
- Ask whether the platform offers APIs for custom integrations with other third-party systems.
- Find out what level of support is provided for setting up and maintaining integrations.
- Verify that data moves seamlessly between the software and other systems.
- Choose software with ready-made integrations for popular HR tools like ADP, Workday, or SAP to simplify setup.
Step 6: Check User Reviews & Testimonials
Reviews from other businesses provide insights into the software’s strengths and weaknesses, usability, and customer support. Testimonials can help you gauge whether the software delivers on its promises and if it’s a good fit for you. This helps avoid potential pitfalls as you learn from others’ experiences.
For example, a company in your industry may highlight how the talent acquisition software helps streamline its hiring process, while another may warn about limitations in customer support or functionality. Reviews on platforms like G2 and Trustpilot, as well as testimonials on the software’s website, can offer a balanced perspective to guide your decision.
Step 7: Request Demos Or Free Trials
Hands-on experience lets you evaluate the software’s user interface, navigation, and features to see how well it meets your specific recruitment needs. A demo will walk you through the platform’s functions.
On the other hand, a free trial gives you the opportunity to test the software in your real-world hiring processes. This step helps you ensure the software is intuitive, flexible, and scalable for your team.
A free trial also gives you a chance to involve your team in the evaluation process and gather feedback from those who will use the software daily.
Step 8: Compare Pricing & ROI
Pricing structures for these platforms can vary, with some offering subscription-based models, while others charge based on the number of users or job postings. Make sure the software fits your budget and delivers the features you need to meet your recruitment goals. Consider both the upfront costs and additional charges for integrations, customer support, or upgrades.
Here are the pricing structures you can compare:
- Subscription-based pricing: A fixed monthly or annual fee for access to the platform, often based on company size or user count.
- Pay-per-user: Pricing that increases based on the number of recruiters, HR staff, or employees using the system.
- Pay-per-job posting: Charges based on the number of open positions or job listings.
- Tiered pricing: Price depends on the service levels and features you need (basic, premium, enterprise). Higher tiers include more advanced features like analytics tools, integrations, or support.
- Add-on or integration fees: Some platforms charge extra for integrations with other tools, like payroll or CRM systems, or for accessing additional features like automation or analytics tools.
- Usage-based pricing: Fees are calculated based on the activity level like the number of candidates processed or interviews scheduled. Ideal for companies with fluctuating hiring volumes.
Next, look at how much time and money the software can save your team by automating manual tasks, improving the candidate experience, and reducing time-to-hire. For example, if a platform helps cut hiring time by 30%, this gives you potential cost savings in the long term that can justify your initial investment.
Calculate ROI using the formula: ROI = (Net Benefit / Cost of Investment) x 100
To break it down:
- Net Benefit: Calculate how much time and money the software saves your team. For example, if automating manual tasks saves 100 hours of recruiter time and you value this time at $50/hour, the total savings would be $5,000. Add other savings, like reduced hiring costs or lower turnover rates, to this total.
- Cost of Investment: This includes the software’s subscription cost, implementation fees, and additional charges for integrations or upgrades.
Example: If a platform costs $10,000 per year and helps you save $15,000 in hiring costs and recruiter time, your ROI would be:
ROI = (($15,000 – $10,000) / $10,000) x 100 = 50%
This means a 50% return on your investment, indicating that the software is delivering value in both cost savings and efficiency.
Conclusion
Sourcing, onboarding, and retaining talent can be time-consuming and challenging. However, with the right talent acquisition software, you can streamline these processes and attract top candidates who perfectly fit your open roles. The answer to choosing the right software lies in identifying your specific HR challenges and selecting the solution that best addresses them.
For your immediate talent needs, partner with us at Genius. We are a recruitment agency specializing in A+ candidates from the Philippines and Latin America. Our on-the-ground sourcing ensures that every talent is carefully vetted to meet your requirements. We also offer free interviews and a 6-month guarantee for your satisfaction.
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FAQs
What is talent acquisition vs HR?
Talent acquisition focuses on the process of attracting, sourcing, and hiring top talent, for long-term roles, and building a pipeline for future positions. Human Resources (HR) has a broader range of responsibilities, including employee management, benefits, compliance, and overall workforce development.
Who is talent acquisition leader?
A talent acquisition leader is an executive or manager responsible for overseeing the recruitment strategy within an organization. They guide hiring efforts, manage recruitment teams, and implement processes to attract and retain top talent that aligns with the company’s goals.
Which is the most effective source of recruitment?
The most effective source of recruitment depends on the industry and job role, but employee referrals are seen as highly effective because of their higher retention rates and better cultural fit. Other strong sources include multiple job boards, social media, and talent acquisition software.
What is the difference between a CRM and ATS?
A Candidate Relationship Management (CRM) system focuses on building and maintaining relationships with potential candidates before they apply for a job, through personalized engagement and nurturing. An Applicant Tracking System (ATS) is used to manage applicants after they apply, tracking them through the hiring process from screening to onboarding.
