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Beginners Tutorial on XGBoost and Parameter Tuning in R

Beginners Tutorial on XGBoost and Parameter Tuning in R

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Manish Saraswat
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December 20, 2016
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3 min read
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Introduction

Last week, we learned about Random Forest Algorithm. Now we know it helps us reduce a model's variance by building models on resampled data and thereby increases its generalization capability. Good!

Now, you might be wondering, what to do next for increasing a model's prediction accuracy ? After all, an ideal model is one which is good at both generalization and prediction accuracy. This brings us to Boosting Algorithms.

Developed in 1989, the family of boosting algorithms has been improved over the years. In this article, we'll learn about XGBoost algorithm.

XGBoost is the most popular machine learning algorithm these days. Regardless of the data type (regression or classification), it is well known to provide better solutions than other ML algorithms. In fact, since its inception (early 2014), it has become the "true love" of kaggle users to deal with structured data. So, if you are planning to compete on Kaggle, xgboost is one algorithm you need to master.

In this article, you'll learn about core concepts of the XGBoost algorithm. In addition, we'll look into its practical side, i.e., improving the xgboost model using parameter tuning in R.

On 5th March 2017: How to win Machine Learning Competitions ?

Table of Contents

  1. What is XGBoost? Why is it so good?
  2. How does XGBoost work?
  3. Understanding XGBoost Tuning Parameters
  4. Practical - Tuning XGBoost using R

Machine learning challenge, ML challenge

What is XGBoost ? Why is it so good ?

XGBoost (Extreme Gradient Boosting) is an optimized distributed gradient boosting library. Yes, it uses gradient boosting (GBM) framework at core. Yet, does better than GBM framework alone. XGBoost was created by Tianqi Chen, PhD Student, University of Washington. It is used for supervised ML problems. Let's look at what makes it so good:

  1. Parallel Computing: It is enabled with parallel processing (using OpenMP); i.e., when you run xgboost, by default, it would use all the cores of your laptop/machine.
  2. Regularization: I believe this is the biggest advantage of xgboost. GBM has no provision for regularization. Regularization is a technique used to avoid overfitting in linear and tree-based models.
  3. Enabled Cross Validation: In R, we usually use external packages such as caret and mlr to obtain CV results. But, xgboost is enabled with internal CV function (we'll see below).
  4. Missing Values: XGBoost is designed to handle missing values internally. The missing values are treated in such a manner that if there exists any trend in missing values, it is captured by the model.
  5. Flexibility: In addition to regression, classification, and ranking problems, it supports user-defined objective functions also. An objective function is used to measure the performance of the model given a certain set of parameters. Furthermore, it supports user defined evaluation metrics as well.
  6. Availability: Currently, it is available for programming languages such as R, Python, Java, Julia, and Scala.
  7. Save and Reload: XGBoost gives us a feature to save our data matrix and model and reload it later. Suppose, we have a large data set, we can simply save the model and use it in future instead of wasting time redoing the computation.
  8. Tree Pruning: Unlike GBM, where tree pruning stops once a negative loss is encountered, XGBoost grows the tree upto max_depth and then prune backward until the improvement in loss function is below a threshold.

I'm sure now you are excited to master this algorithm. But remember, with great power comes great difficulties too. You might learn to use this algorithm in a few minutes, but optimizing it is a challenge. Don't worry, we shall look into it in following sections.

How does XGBoost work ?

XGBoost belongs to a family of boosting algorithms that convert weak learners into strong learners. A weak learner is one which is slightly better than random guessing. Let's understand boosting first (in general).

Boosting is a sequential process; i.e., trees are grown using the information from a previously grown tree one after the other. This process slowly learns from data and tries to improve its prediction in subsequent iterations. Let's look at a classic classification example:

explain boosting

Four classifiers (in 4 boxes), shown above, are trying hard to classify + and - classes as homogeneously as possible. Let's understand this picture well.

  1. Box 1: The first classifier creates a vertical line (split) at D1. It says anything to the left of D1 is + and anything to the right of D1 is -. However, this classifier misclassifies three + points.
  2. Box 2: The next classifier says don't worry I will correct your mistakes. Therefore, it gives more weight to the three + misclassified points (see bigger size of +) and creates a vertical line at D2. Again it says, anything to right of D2 is - and left is +. Still, it makes mistakes by incorrectly classifying three - points.
  3. Box 3: The next classifier continues to bestow support. Again, it gives more weight to the three - misclassified points and creates a horizontal line at D3. Still, this classifier fails to classify the points (in circle) correctly.
  4. Remember that each of these classifiers has a misclassification error associated with them.
  5. Boxes 1,2, and 3 are weak classifiers. These classifiers will now be used to create a strong classifier Box 4.
  6. Box 4: It is a weighted combination of the weak classifiers. As you can see, it does good job at classifying all the points correctly.

That's the basic idea behind boosting algorithms. The very next model capitalizes on the misclassification/error of previous model and tries to reduce it. Now, let's come to XGBoost.

As we know, XGBoost can used to solve both regression and classification problems. It is enabled with separate methods to solve respective problems. Let's see:

Classification Problems: To solve such problems, it uses booster = gbtree parameter; i.e., a tree is grown one after other and attempts to reduce misclassification rate in subsequent iterations. In this, the next tree is built by giving a higher weight to misclassified points by the previous tree (as explained above).

Regression Problems: To solve such problems, we have two methods: booster = gbtree and booster = gblinear. You already know gbtree. In gblinear, it builds generalized linear model and optimizes it using regularization (L1,L2) and gradient descent. In this, the subsequent models are built on residuals (actual - predicted) generated by previous iterations. Are you wondering what is gradient descent? Understanding gradient descent requires math, however, let me try and explain it in simple words:

  • Gradient Descent: It is a method which comprises a vector of weights (or coefficients) where we calculate their partial derivative with respective to zero. The motive behind calculating their partial derivative is to find the local minima of the loss function (RSS), which is convex in nature. In simple words, gradient descent tries to optimize the loss function by tuning different values of coefficients to minimize the error.
gradient descent convex function

Hopefully, up till now, you have developed a basic intuition around how boosting and xgboost works. Let's proceed to understand its parameters. After all, using xgboost without parameter tuning is like driving a car without changing its gears; you can never up your speed.

Note: In R, xgboost package uses a matrix of input data instead of a data frame.

Understanding XGBoost Tuning Parameters

Every parameter has a significant role to play in the model's performance. Before hypertuning, let's first understand about these parameters and their importance. In this article, I've only explained the most frequently used and tunable parameters. To look at all the parameters, you can refer to its official documentation.

XGBoost parameters can be divided into three categories (as suggested by its authors):
  • General Parameters: Controls the booster type in the model which eventually drives overall functioning
  • Booster Parameters: Controls the performance of the selected booster
  • Learning Task Parameters: Sets and evaluates the learning process of the booster from the given data

  1. General Parameters
    1. Booster[default=gbtree]
      • Sets the booster type (gbtree, gblinear or dart) to use. For classification problems, you can use gbtree, dart. For regression, you can use any.
    2. nthread[default=maximum cores available]
      • Activates parallel computation. Generally, people don't change it as using maximum cores leads to the fastest computation.
    3. silent[default=0]
      • If you set it to 1, your R console will get flooded with running messages. Better not to change it.

  2. Booster Parameters
  3. As mentioned above, parameters for tree and linear boosters are different. Let's understand each one of them:

    Parameters for Tree Booster

    1. nrounds[default=100]
      • It controls the maximum number of iterations. For classification, it is similar to the number of trees to grow.
      • Should be tuned using CV
    2. eta[default=0.3][range: (0,1)]
      • It controls the learning rate, i.e., the rate at which our model learns patterns in data. After every round, it shrinks the feature weights to reach the best optimum.
      • Lower eta leads to slower computation. It must be supported by increase in nrounds.
      • Typically, it lies between 0.01 - 0.3
    3. gamma[default=0][range: (0,Inf)]
      • It controls regularization (or prevents overfitting). The optimal value of gamma depends on the data set and other parameter values.
      • Higher the value, higher the regularization. Regularization means penalizing large coefficients which don't improve the model's performance. default = 0 means no regularization.
      • Tune trick: Start with 0 and check CV error rate. If you see train error >>> test error, bring gamma into action. Higher the gamma, lower the difference in train and test CV. If you have no clue what value to use, use gamma=5 and see the performance. Remember that gamma brings improvement when you want to use shallow (low max_depth) trees.
    4. max_depth[default=6][range: (0,Inf)]
      • It controls the depth of the tree.
      • Larger the depth, more complex the model; higher chances of overfitting. There is no standard value for max_depth. Larger data sets require deep trees to learn the rules from data.
      • Should be tuned using CV
    5. min_child_weight[default=1][range:(0,Inf)]
      • In regression, it refers to the minimum number of instances required in a child node. In classification, if the leaf node has a minimum sum of instance weight (calculated by second order partial derivative) lower than min_child_weight, the tree splitting stops.
      • In simple words, it blocks the potential feature interactions to prevent overfitting. Should be tuned using CV.
    6. subsample[default=1][range: (0,1)]
      • It controls the number of samples (observations) supplied to a tree.
      • Typically, its values lie between (0.5-0.8)
    7. colsample_bytree[default=1][range: (0,1)]
      • It control the number of features (variables) supplied to a tree
      • Typically, its values lie between (0.5,0.9)
    8. lambda[default=0]
      • It controls L2 regularization (equivalent to Ridge regression) on weights. It is used to avoid overfitting.
    9. alpha[default=1]
      • It controls L1 regularization (equivalent to Lasso regression) on weights. In addition to shrinkage, enabling alpha also results in feature selection. Hence, it's more useful on high dimensional data sets.

    Parameters for Linear Booster

    Using linear booster has relatively lesser parameters to tune, hence it computes much faster than gbtree booster.
    1. nrounds[default=100]
      • It controls the maximum number of iterations (steps) required for gradient descent to converge.
      • Should be tuned using CV
    2. lambda[default=0]
      • It enables Ridge Regression. Same as above
    3. alpha[default=1]
      • It enables Lasso Regression. Same as above

  4. Learning Task Parameters
  5. These parameters specify methods for the loss function and model evaluation. In addition to the parameters listed below, you are free to use a customized objective / evaluation function.

    1. Objective[default=reg:linear]
      • reg:linear - for linear regression
      • binary:logistic - logistic regression for binary classification. It returns class probabilities
      • multi:softmax - multiclassification using softmax objective. It returns predicted class labels. It requires setting num_class parameter denoting number of unique prediction classes.
      • multi:softprob - multiclassification using softmax objective. It returns predicted class probabilities.
    2. eval_metric [no default, depends on objective selected]
      • These metrics are used to evaluate a model's accuracy on validation data. For regression, default metric is RMSE. For classification, default metric is error.
      • Available error functions are as follows:
        • mae - Mean Absolute Error (used in regression)
        • Logloss - Negative loglikelihood (used in classification)
        • AUC - Area under curve (used in classification)
        • RMSE - Root mean square error (used in regression)
        • error - Binary classification error rate [#wrong cases/#all cases]
        • mlogloss - multiclass logloss (used in classification)

We've looked at how xgboost works, the significance of each of its tuning parameter, and how it affects the model's performance. Let's bolster our newly acquired knowledge by solving a practical problem in R.

Practical - Tuning XGBoost in R

In this practical section, we'll learn to tune xgboost in two ways: using the xgboost package and MLR package. I don't see the xgboost R package having any inbuilt feature for doing grid/random search. To overcome this bottleneck, we'll use MLR to perform the extensive parametric search and try to obtain optimal accuracy.

I'll use the adult data set from my previous random forest tutorial. This data set poses a classification problem where our job is to predict if the given user will have a salary <=50K or >50K.

Using random forest, we achieved an accuracy of 85.8%. Theoretically, xgboost should be able to surpass random forest's accuracy. Let's see if we can do it. I'll follow the most common but effective steps in parameter tuning:

  1. First, you build the xgboost model using default parameters. You might be surprised to see that default parameters sometimes give impressive accuracy.
  2. If you get a depressing model accuracy, do this: fix eta = 0.1, leave the rest of the parameters at default value, using xgb.cv function get best n_rounds. Now, build a model with these parameters and check the accuracy.
  3. Otherwise, you can perform a grid search on rest of the parameters (max_depth, gamma, subsample, colsample_bytree etc) by fixing eta and nrounds. Note: If using gbtree, don't introduce gamma until you see a significant difference in your train and test error.
  4. Using the best parameters from grid search, tune the regularization parameters(alpha,lambda) if required.
  5. At last, increase/decrease eta and follow the procedure. But remember, excessively lower eta values would allow the model to learn deep interactions in the data and in this process, it might capture noise. So be careful!

This process might sound a bit complicated, but it's quite easy to code in R. Don't worry, I've demonstrated all the steps below. Let's get into actions now and quickly prepare our data for modeling (if you don't understand any line of code, ask me in comments):

# set working directory
path <- "~/December 2016/XGBoost_Tutorial"
setwd(path)

# load libraries
library(data.table)
library(mlr)

# set variable names
setcol <- c("age",
            "workclass",
            "fnlwgt",
            "education",
            "education-num",
            "marital-status",
            "occupation",
            "relationship",
            "race",
            "sex",
            "capital-gain",
            "capital-loss",
            "hours-per-week",
            "native-country",
            "target")

# load data
train <- read.table("adultdata.txt", header = FALSE, sep = ",",
                    col.names = setcol, na.strings = c(" ?"),
                    stringsAsFactors = FALSE)
test <- read.table("adulttest.txt", header = FALSE, sep = ",",
                   col.names = setcol, skip = 1,
                   na.strings = c(" ?"), stringsAsFactors = FALSE)

# convert data frame to data table
setDT(train)
setDT(test)

# check missing values
table(is.na(train))
sapply(train, function(x) sum(is.na(x)) / length(x)) * 100
table(is.na(test))
sapply(test, function(x) sum(is.na(x)) / length(x)) * 100

# quick data cleaning
# remove extra character from target variable
library(stringr)
test[, target := substr(target, start = 1, stop = nchar(target) - 1)]

# remove leading whitespaces
char_col <- colnames(train)[sapply(test, is.character)]
for (i in char_col) set(train, j = i, value = str_trim(train[[i]], side = "left"))
for (i in char_col) set(test, j = i, value = str_trim(test[[i]], side = "left"))

# set all missing value as "Missing"
train[is.na(train)] <- "Missing"
test[is.na(test)] <- "Missing"

Up to this point, we dealt with basic data cleaning and data inconsistencies. To use xgboost package, keep these things in mind:

  1. Convert the categorical variables into numeric using one hot encoding
  2. For classification, if the dependent variable belongs to class factor, convert it to numeric

R's base function model.matrix is quick enough to implement one hot encoding. In the code below, ~.+0 leads to encoding of all categorical variables without producing an intercept. Alternatively, you can use the dummies package to accomplish the same task. Since xgboost package accepts target variable separately, we'll do the encoding keeping this in mind:

# using one hot encoding
>labels <- train$target
>ts_label <- test$target
>new_tr <- model.matrix(~.+0, data = train[,-c("target"), with = FALSE])
>new_ts <- model.matrix(~.+0, data = test[,-c("target"), with = FALSE])

# convert factor to numeric
>labels <- as.numeric(labels) - 1
>ts_label <- as.numeric(ts_label) - 1

For xgboost, we'll use xgb.DMatrix to convert data table into a matrix (most recommended):

# preparing matrix
>dtrain <- xgb.DMatrix(data = new_tr, label = labels)
&t;dtest <- xgb.DMatrix(data = new_ts, label = ts_label)

As mentioned above, we'll first build our model using default parameters, keeping random forest's accuracy 85.8% in mind. I'll capture the default parameters from above (written against every parameter):

# default parameters
params <- list(
    booster = "gbtree",
    objective = "binary:logistic",
    eta = 0.3,
    gamma = 0,
    max_depth = 6,
    min_child_weight = 1,
    subsample = 1,
    colsample_bytree = 1
)

Using the inbuilt xgb.cv function, let's calculate the best nround for this model. In addition, this function also returns CV error, which is an estimate of test error.

xgbcv <- xgb.cv(
    params = params,
    data = dtrain,
    nrounds = 100,
    nfold = 5,
    showsd = TRUE,
    stratified = TRUE,
    print.every.n = 10,
    early.stop.round = 20,
    maximize = FALSE
)
# best iteration = 79

The model returned lowest error at the 79th (nround) iteration. Also, if you noticed the running messages in your console, you would have understood that train and test error are following each other. We'll use this insight in the following code. Now, we'll see our CV error:

min(xgbcv$test.error.mean)
# 0.1263

As compared to my previous random forest model, this CV accuracy (100-12.63)=87.37% looks better already. However, I believe cross-validation accuracy is usually more optimistic than true test accuracy. Let's calculate our test set accuracy and determine if this default model makes sense:

# first default - model training
xgb1 <- xgb.train(
    params = params,
    data = dtrain,
    nrounds = 79,
    watchlist = list(val = dtest, train = dtrain),
    print.every.n = 10,
    early.stop.round = 10,
    maximize = FALSE,
    eval_metric = "error"
)

# model prediction
xgbpred <- predict(xgb1, dtest)
xgbpred <- ifelse(xgbpred > 0.5, 1, 0)

The objective function binary:logistic returns output predictions rather than labels. To convert it, we need to manually use a cutoff value. As seen above, I've used 0.5 as my cutoff value for predictions. We can calculate our model's accuracy using confusionMatrix() function from caret package.

# confusion matrix
library(caret)
confusionMatrix(xgbpred, ts_label)
# Accuracy - 86.54%

# view variable importance plot
mat <- xgb.importance(feature_names = colnames(new_tr), model = xgb1)
xgb.plot.importance(importance_matrix = mat[1:20])  # first 20 variables

xgboost variable importance plot

As you can see, we've achieved better accuracy than a random forest model using default parameters in xgboost. Can we still improve it? Let's proceed to the random / grid search procedure and attempt to find better accuracy. From here on, we'll be using the MLR package for model building. A quick reminder, the MLR package creates its own frame of data, learner as shown below. Also, keep in mind that task functions in mlr doesn't accept character variables. Hence, we need to convert them to factors before creating task:

# convert characters to factors
fact_col <- colnames(train)[sapply(train, is.character)]
for (i in fact_col) set(train, j = i, value = factor(train[[i]]))
for (i in fact_col) set(test, j = i, value = factor(test[[i]]))

# create tasks
traintask <- makeClassifTask(data = train, target = "target")
testtask <- makeClassifTask(data = test, target = "target")

# do one hot encoding
traintask <- createDummyFeatures(obj = traintask, target = "target")
testtask <- createDummyFeatures(obj = testtask, target = "target")

Now, we'll set the learner and fix the number of rounds and eta as discussed above.


#create learner
# create learner
lrn <- makeLearner("classif.xgboost", predict.type = "response")
lrn$par.vals <- list(
    objective = "binary:logistic",
    eval_metric = "error",
    nrounds = 100L,
    eta = 0.1
)

# set parameter space
params <- makeParamSet(
    makeDiscreteParam("booster", values = c("gbtree", "gblinear")),
    makeIntegerParam("max_depth", lower = 3L, upper = 10L),
    makeNumericParam("min_child_weight", lower = 1L, upper = 10L),
    makeNumericParam("subsample", lower = 0.5, upper = 1),
    makeNumericParam("colsample_bytree", lower = 0.5, upper = 1)
)

# set resampling strategy
rdesc <- makeResampleDesc("CV", stratify = TRUE, iters = 5L)

With stratify=T, we'll ensure that distribution of target class is maintained in the resampled data sets. If you've noticed above, in the parameter set, I didn't consider gamma for tuning. Simply because during cross validation, we saw that train and test error are in sync with each other. Had either one of them been dragging or rushing, we could have brought this parameter into action.

Now, we'll set the search optimization strategy. Though, xgboost is fast, instead of grid search, we'll use random search to find the best parameters.

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December 20, 2016
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10 Best Hiring Assessment Tools of 2025

Hiring in 2025 demands solid information about candidates, because the stakes have grown too high. Some roles, like data science or AI, remain painfully hard to fill, while others, like sales, flood recruiters with hundreds of applications that feel impossible to sort through. The result is wasted hours, poor decisions, and bad hires that can cost up to five times the employee’s salary.

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📌Also read: How Candidates Use Technology to Cheat in Online Technical Assessments

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HackerEarth Assessments page showing features and coding test overview
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Pros

  • Reduce recruiter workload by automating candidate screening and shortlisting
  • Gain accurate insights with project-based assessments that mirror real job challenges
  • Expand reach by tapping into a community of 10M+ developers across 133 countries
  • Improve candidate experience with support for 40+ programming languages and a real-time editor

Cons

  • Does not offer low-cost or stripped-down plans
  • Fewer customization options at entry-level pricing

Pricing

  • Growth Plan: $99/month 
  • Scale Plan: $399/month 
  • Enterprise: Custom pricing with volume discounts and advanced support

📌Interesting read: Guide to Conducting Successful System Design Interviews in 2025

2. HackerRank

HackerRank certified assessments validate candidate skills with trusted benchmarks

HackerRank is one of the most widely recognized hiring assessment tools, trusted by companies like LinkedIn and JPMorgan to evaluate developer skills at scale. The platform offers coding challenges across 40+ programming languages, enabling recruiters to assess candidates on both technical fundamentals and applied problem-solving. 

With customizable tests, role-based assessments, and AI-driven proctoring, HackerRank makes it simple to identify the right candidate from a large applicant pool. Its analytics dashboards provide recruiters with actionable data on candidate performance, helping them make faster, evidence-based hiring decisions.

Key features

  • Role-specific assessments: Build coding tests aligned with job descriptions for targeted evaluation
  • Advanced proctoring: Monitor assessments with plagiarism detection and AI-based cheating prevention
  • Performance analytics: Review candidate strengths and weaknesses with detailed skill breakdowns

Pros

  • Assess candidates across multiple roles and programming languages
  • Improve developer experience with a user-friendly interface and a real-time editor
  • Leverage a strong brand reputation to attract serious candidates

Cons

  • Offers less customization compared to some competitors

Pricing

  • Starter: $199/month
  • Pro: $449/month

3. Codility

Codility platform homepage showcasing recruitment optimization
Revolutionize your recruitment process with Codility's platform

Codility is designed to help organizations hire technical talent quickly by offering real-world coding tests and automated evaluation. With plagiarism detection, proctoring features, and scoring algorithms, Codility ensures both fairness and accuracy in hiring decisions.

Recruiters can easily integrate Codility with their ATS for smoother workflows, while detailed reports give hiring managers insights into how candidates think and solve problems. Its developer-friendly experience and extensive client base make it one of the top online assessment tools for hiring in 2025.

Key features

  • CodeCheck assessments: Test candidates with real-world tasks in 40+ programming languages
  • CodeLive interviews: Host collaborative technical interviews with real-time coding sessions
  • Plagiarism detection: Safeguard results with strong anti-cheating tools

Pros

  • Conduct accurate, project-based evaluations of technical skills
  • Save recruiter time with automated scoring and reports
  • Improve collaboration with live interview capabilities

Cons

  • Requires training for recruiters new to technical hiring

Pricing

  • Starter: $1200/year
  • Sale: $600/month
  • Custom: Contact for pricing

4. CodeSignal

CodeSignal platform showcasing AI-driven hiring solutions 
Discover AI-native hiring and learning solutions with CodeSignal

CodeSignal helps recruiters and hiring managers evaluate technical talent with industry-standard assessments and predictive scoring. Its platform offers certified evaluations, ensuring consistency and fairness across candidates while helping reduce bias in hiring. 

The platform’s integration capabilities and intuitive reporting dashboard make it easier to compare candidates and refine hiring pipelines.

Key features

  • Certified assessments: Benchmark candidates with standardized and validated evaluations
  • Predictive scoring: Forecast candidate success based on performance patterns
  • Live interview tools: Conduct real-time coding sessions with collaborative editors

Pros

  • Reduce hiring bias with standardized assessments
  • Compare candidates efficiently with predictive scoring
  • Support scalable hiring for enterprise organizations

Cons

  • Offers limited flexibility in test customization

Pricing

  • Custom pricing

5. CoderPad

CoderPad homepage with live coding interview platform
CoderPad provides real-time coding interviews and assessments

CoderPad is a technical hiring assessment platform that allows recruiters to evaluate candidates’ coding skills in real-time. It simulates real-world programming scenarios, enabling candidates to solve problems as they would on the job. 

Recruiters can conduct live coding interviews, assess problem-solving approaches, and review session playbacks to understand thought processes and logic. With support for multiple programming languages and collaborative coding features, CoderPad helps organizations make data-driven hiring decisions.

Key features

  • Live coding tests: Assess candidates’ coding skills in real time
  • Multi-language support: Evaluate proficiency across multiple programming languages
  • Session playback: Review candidates’ coding approach after tests

Pros

  • Accelerate the recruitment process by streamlining technical interviews
  • Get access to a realistic coding environment for candidates to showcase skills
  • Support for multiple programming languages, enhancing versatility in assessments

Cons

  • Limited scalability for large hiring batches

Pricing

  • Free
  • Starter: $100/month
  • Team: $375/month
  • Custom: Contact for pricing

6. TestGorilla

TestGorilla homepage featuring AI-powered talent sourcing and assessments
Get hundreds of validated tests, AI scoring, and a global talent pool

Looking to make faster, data-driven hiring decisions? TestGorilla empowers recruiters to assess candidates' skills objectively before the interview stage. 

With a vast library of pre-employment tests covering technical, cognitive, and personality assessments, TestGorilla helps identify top talent efficiently. By focusing on skills and abilities rather than resumes alone, TestGorilla promotes unbiased hiring and reduces the risk of mismatches.

Key features

  • Pre-employment tests: Evaluate candidates' skills, cognitive abilities, and personality traits
  • Custom test creation: Tailor assessments to specific job roles and requirements
  • Comprehensive reporting: Gain insights into candidates' strengths and areas for improvement

Pros

  • Wide variety of pre-employment tests for comprehensive candidate evaluation
  • Simplify the creation and administration of assessments with a user-friendly interface
  • Reduce hiring bias by focusing on skills and abilities

Cons

  • Limited integration with smaller ATS systems

Pricing

  • Free
  • Core: $142/month (billed annually)
  • Plus: Contact for pricing

📌Related read: How Talent Assessment Tests Improve Hiring Accuracy and Reduce Employee Turnover

7. Mettl

Mettl homepage displaying online assessments and skill evaluation tools
Mettl offers comprehensive online assessments for hiring

Mettl, now part of Mercer, offers a comprehensive hiring assessment platform designed to evaluate candidates' technical, cognitive, and behavioral competencies. With a wide range of pre-employment tests, Mettl helps organizations streamline their hiring processes and make informed decisions. 

The platform's customizable assessments ensure alignment with specific job requirements, while its AI-based proctoring tools maintain assessment integrity. 

Key features

  • Pre-employment tests: Assess candidates' technical, cognitive, and behavioral skills
  • Customizable assessments: Align tests with specific job roles and requirements
  • AI-based proctoring: Ensure assessment integrity with remote monitoring

Pros

  • Get a comprehensive suite of assessments covering various job roles
  • Integrate easily with leading ATS platforms for seamless workflows
  • Gain scalable solutions suitable for organizations of all sizes

Cons

  • Some users find the interface or dashboards less modern or less intuitive

Pricing

  • Custom pricing

8. iMocha

iMocha homepage showcasing an AI-powered skills intelligence platform
iMocha offers 10,000+ skill assessments, AI inference, and skills-based hiring solutions

iMocha offers a robust pre-employment assessment platform that helps organizations evaluate both technical and non-technical candidates. With a vast library of skill assessments, iMocha enables recruiters to screen candidates effectively and efficiently. 

The platform's role-based tests ensure alignment with specific job requirements, while its analytics dashboard provides actionable insights into candidates' performance.

Key features

  • Skill assessments: Evaluate candidates' technical and non-technical skills
  • Role-based tests: Align assessments with specific job requirements
  • Analytics dashboard: Gain insights into candidates' performance and suitability

Pros

  • Access the intuitive platform to simplify the creation and customization of assessments
  • Evaluate candidate performance effectively with detailed analytics
  • Get a wide range of skill assessments across different domains

Cons

  • Excess features for orgs who only need simple technical screening

Pricing

  • 14-day free trial
  • Basic: Contact for pricing
  • Pro: Contact for pricing
  • Enterprise: Contact for pricing

9. Devskiller

DevSkiller technical assessments page with skills tests and features
DevSkiller platform for coding tests, real skills, and secure hiring

By using real-life coding tasks and simulations, Devskiller allows recruiters to assess candidates' abilities in a realistic context. The platform supports multiple programming languages and frameworks, enabling tailored assessments to match specific job requirements. 

With its customizable assessments and detailed analytics, Devskiller helps organizations identify top-tier developers efficiently, ensuring a strong technical fit for their teams.

Key features

  • Real-life coding tasks: Assess candidates' practical coding skills through simulations
  • Multi-language support: Evaluate proficiency across various programming languages and frameworks
  • Code review playback: Analyze candidates' problem-solving approaches post-assessment

Pros

  • Real-life coding tasks to assess candidates' practical problem-solving abilities
  • Support multiple programming languages and frameworks for diverse evaluations
  • Provide shareable reports for easy comparison of candidate performance

Cons

  • It’s expensive for small businesses or freelancers

Pricing

  • Skills Assessment: Starting from $3,600
  • Skills Management & Assessment: Starting from $10,000

10. Xobin

Xobin homepage showcasing skill assessments, coding tests, and more
Xobin offers 3,400+ skill assessments, AI-driven evaluations, and more

Xobin is a pre-employment assessment platform that helps organizations screen candidates based on skills and cultural fit. With validated pre-hire assessments, video interviews, and psychometric evaluations, Xobin enables recruiters to make informed hiring decisions efficiently. 

The platform's user-friendly interface allows for easy test creation and customization, ensuring alignment with specific job requirements. Xobin's AI-based proctoring tools maintain assessment integrity, while its comprehensive reporting features provide valuable insights into candidates' performance.

Key features

  • Validated pre-hire assessments: Evaluate candidates' skills and cultural fit
  • Video interviews: Conduct asynchronous interviews to assess communication abilities
  • Psychometric evaluations: Measure candidates' personality traits and cognitive abilities

Pros

  • Streamline the hiring process with automated pre-employment assessments
  • Ensure assessment integrity through automated proctoring features
  • Offer a variety of pre-built and customizable assessments

Cons

  • Gaps in language-specific coding challenges as reported by users

Pricing

  • Complete Assessment Suite: Starting from $699/year

📌Also read: The Impact of Talent Assessments on Reducing Employee Turnover

Maximize the Impact of Your Hiring Assessments

Simply buying a license won’t deliver results. You unlock the actual value of hiring assessment tools by implementing them thoughtfully and using the data ethically and effectively. 

To simplify the decision, start by identifying two or three tools from this guide that align with your organization’s technical requirements, candidate volume, and budget. Run a small pilot or test with current job openings to ensure the platform meets your usability and relevance needs.

Of all the online assessment tools for recruiting mentioned above, HackerEarth stands out by combining hiring assessments, automated candidate rankings, and seamless ATS integration, enabling organizations to evaluate talent quickly and accurately. Recruiters can create tests in minutes, invite candidates in bulk, and access actionable analytics to make faster, smarter hiring decisions.

For instance, Apisero used HackerEarth Assessments to screen internal developer roles, reducing engineering dependency by 70% and cutting time-to-shortlist by 60%, completing evaluations three times faster while focusing on top candidates.

Book a demo today to see how HackerEarth can accelerate your hiring and secure top technical talent consistently.

FAQs

What assessment is used for the hiring process?

Pre-employment assessments, including skills tests, coding challenges, cognitive and personality evaluations, are used to evaluate candidates’ technical abilities, problem-solving, and cultural fit before making hiring decisions.

What are the three types of assessment tools?

The three types are cognitive assessments (aptitude and reasoning), skills assessments (technical or role-specific abilities), and personality assessments (behavioral traits and cultural fit).

What tool might be used to assess recruitment effectiveness?

Recruitment analytics platforms or ATS-integrated reporting tools track metrics like time-to-hire, cost-per-hire, quality of hire, and candidate conversion rates to measure recruitment effectiveness.

What are appropriate assessment tools?

Tools such as HackerEarth align with the job role, measure relevant skills and traits, are reliable, unbiased, scalable, and provide actionable insights for informed hiring decisions.

10 Best Recruiting Software of 2026: Compare Top Hiring Platforms

It’s easy to feel overwhelmed with the sheer number of tools promising to revolutionize hiring. But humans and technology actually make a great team, especially in recruitment.

The best HR software for recruitment let your team focus on strategy while the tools handle repetitive tasks. From screening candidates to scheduling interviews and managing onboarding, these platforms streamline the process, improve candidate experience, and ensure hiring decisions are smarter, faster, and fairer.

We’ve tested, researched, and compared dozens of solutions to bring you the 10 best recruitment software of 2026 to truly make a difference for your HR tool stack.

What Makes a Great Recruitment Software?

HR teams start each new year by looking back at how work and talent strategies have shifted, using those lessons to celebrate wins, confront challenges, and plan smarter for the future. Recruiting stood out as one of the biggest struggles in 2024, according to a recent by SHRM, adding pressure to workloads and pushing burnout higher across many teams. 

The best recruitment software for agencies streamlines the hiring process, reduce workloads, and ensure better outcomes. To maintain the competitive edge, the best recruitment software offers features that go beyond the basics. Here’s what makes a great tool for your HR team:

  • AI-powered candidate screening: Recruitment software with AI can automatically rank and filter candidates based on pre-set criteria, drastically reducing time-to-hire while making sure top talent rises to the top.
  • Seamless ATS integrations: The best recruitment software integrates seamlessly with your existing applicant tracking system (ATS), allowing you to manage candidates, track progress, and avoid any disruptions in your workflow.
  • Smart proctoring features: Advanced proctoring tools, such as AI-powered snapshots, tab-switch detection, and smart browsers, keep candidates in a secure testing environment, protecting against cheating and providing real-time monitoring.
  • Real-time analytics and reporting: Access in-depth reports that go beyond basic scores, helping you analyze candidate performance, interview results, and identify trends that inform smarter hiring decisions.
  • Skills-based assessments: Recruitment software should enable you to design skills-based assessments tailored to job roles, technical requirements, and experience levels. This ensures a more precise evaluation of candidate capabilities and helps identify the best-fit talent more quickly.
  • Scalability for high-volume hiring: The ability to handle high volumes of candidates with no restrictions on the number of test participants is crucial for large-scale recruitment campaigns, enabling you to scale without sacrificing quality.

📌Interesting read: The Mobile Dev Hiring Landscape Just Changed

10 Best HR Software for Recruitment: At a Glance

As we dive deeper into the recruitment software landscape, it's important to highlight tools with consistent performance in hiring candidates. Below, we have compared the 10 best AI recruitment software companies, focusing on their key features, ideal use cases, strengths, and weaknesses:

Tool Key Features Best For Pros Cons G2 Rating
HackerEarth Coding challenges across many languages, AI-driven skill validation, proctoring, detailed reporting, large skills library Tech hiring teams needing coding assessments and developer sourcing at scale Rapid candidate screening with automated leaderboards; rich question library; good proctoring No low-cost, stripped-down plans 4.5/5
Greenhouse Structured interview kits, hiring workflows, ATS, robust integrations, reporting and scorecards Mid-market to enterprise teams focused on structured hiring and interview process design Strong interview orchestration; broad integration ecosystem; good governance tools Customization and cost can be barriers for smaller teams 4.4/5
Lever Candidate relationship management, collaborative hiring pipeline, analytics and sourcing tools Teams that want an ATS with built-in CRM and recruiter workflows CRM-style candidate nurturing; easy collaboration; good sourcing features Reporting and some advanced analytics can feel limited for power users 4.3/5
JazzHR Job posting, candidate pipelines, templates, interview scheduling, affordable pricing tiers Small and growing companies that need a cost-effective ATS Easy to use; fast setup; strong value for SMB hiring Less feature depth for large enterprise use cases; some limits on advanced automation 4.4/5
Workable Sourcing hub, one-click posting, interview kits, built-in CRM, reporting Companies that want fast job distribution and streamlined hiring workflows Broad job posting reach; strong candidate tracking; intuitive UI Price can be a factor for very small teams with light hiring needs 4.5/5
Breezy HR Visual hiring pipelines, interview scheduling, automation, candidate scoring Small to mid-size teams that prioritize usability and easy interview scheduling Very user friendly; quick to implement; strong scheduling features Limited deeper enterprise analytics and some customization limits 4.4/5
iCIMS Enterprise ATS, onboarding, recruitment marketing, integrations and compliance tools Large enterprises and staffing organizations needing full talent platform Scales well for enterprise needs; robust integrations and compliance support Can require longer time to implement and higher cost 4.2/5
BambooHR Core HR plus hiring workflows, offer letters, onboarding and reporting Small to mid-size businesses that need HR + recruiting in one system Strong HR core features with straightforward hiring tools; good UX Not a deep enterprise ATS feature set for complex hiring needs 4.4/5
Jobvite ATS, recruitment marketing, CRM, referrals, analytics Mid-market and enterprise teams that want recruiting suite with marketing features Good recruitment marketing and candidate management features Some users report UI and customization frustrations 4.0/5
Zoho Recruit Resume parsing, AI matching, custom workflows, affordable pricing Small to mid-size teams and staffing agencies looking for value and flexibility Cost effective; strong integration with Zoho suite; flexible workflows Advanced reporting and mobile UX can lag higher-tier competitors 4.4/5

The 10 Best AI Recruitment Software Companies

We’ve already explored a high-level comparison of key features, strengths, and limitations in the table above. To get a clearer picture of how each platform truly works in practice, let’s dive deeper into the 10 best AI recruitment software for hiring:

1. HackerEarth

HackerEarth coding assessment platform landing page for tech hiring
HackerEarth helps recruiters streamline tech hiring at scale

HackerEarth is an online recruitment and technical assessment platform that helps tech hiring teams identify and evaluate candidates at scale for more than 100 roles and 1,000+ skills. Recruiters can quickly build coding tests, combine domain-specific skill checks with soft-skill assessments, and screen large candidate pools efficiently. 

The platform supports blind hiring by masking personally identifiable information, helping reduce bias and promote more inclusive recruitment practices. HackerEarth also offers detailed performance analytics and customisable reporting that allow teams to track and optimise their hiring funnel over time.

One standout capability is HackerEarth’s hiring challenges, which enable companies to engage a global community of 10M+ developers via curated coding contests and hackathons. These contests provide access to pre-vetted talent who may not otherwise be active on job boards, helping companies boost their employer brand and attract highly motivated candidates. 

With over 100M code submissions and trust from big tech names like Google, Microsoft, IBM, PayPal, and Amazon, HackerEarth serves as both a candidate screening tool and sourcing engine. The platform is especially attractive to organisations that want to combine technical assessment, candidate engagement, and hiring funnel optimisation in a single tool.

Key features

  • Role-based assessment creation: Build tests tailored to specific roles or skills across technical and domain areas
  • Custom coding and analytic tests: Use real-world coding or logic exercises to assess candidates’ actual ability under time constraints
  • Blind hiring with PII masking: Remove personal identifiers to promote diversity and help reduce human bias in evaluation
  • Sourcing engine: Host hackathons and contests to access global developer talent and boost your employer brand
  • Funnel analytics and candidate reports: Generate detailed insights on candidate performance, test completion rates, and hiring outcomes
  • 36,000+ questions across 1,000+ skills: Evaluate candidates with a vast library covering emerging AI and niche tech skills

Pros

  • Provide comprehensive analytics and ranking data that help hiring managers make data-driven decisions
  • Supply a broad library of assessment types, including coding, logic, full-stack, and soft skills for varied hiring needs
  • Offer strong proctoring and anti-cheating features including webcam monitoring and plagiarism checks

Cons

  • Does not offer low-cost or stripped-down plans
  • Fewer customization options at entry-level pricing

Pricing

  • Growth Plan: $99/month 
  • Scale Plan: $399/month 
  • Enterprise: Custom pricing with volume discounts and advanced support

📌Related read: How Talent Assessment Tests Improve Hiring Accuracy and Reduce Employee Turnover

2. Greenhouse 

Greenhouse hiring platform homepage featuring AI-powered tools
Greenhouse streamlines hiring with AI tools from sourcing to onboarding

As an applicant tracking system, Greenhouse is built for companies that want highly structured, equity-minded, and data-driven hiring. It helps you define roles clearly, set up interview kits with standard evaluation criteria, and manage candidate workflows from sourcing through onboarding. 

With Greenhouse, users see around 27% faster time-to-hire, 31% reduced cost-per-hire, and significantly improved recruiter efficiency thanks to its structured hiring features and robust integration ecosystem. 

That said, for teams whose primary hiring challenge lies in validating technical skills, a dedicated assessment platform like HackerEarth can be a more targeted solution to complement structured hiring workflows.

Key features

  • Structured interview kits: Use role-based question templates to reduce bias and improve consistency
  • Automated workflow stages: Move candidates through hiring phases with built-in automation for scheduling, reviews
  • DE&I tools and anonymisation features: Hide or anonymize candidate data and implement behavior nudges for fairness

Pros

  • Provide measurable hiring improvements like faster time-to-hire and lower cost per hire
  • Support strong interview and evaluation alignment across hiring teams
  • Offer extensive integrations for sourcing, background checks, and HRIS systems

Cons

  • Requires a learning period to master structured hiring and DE&I tools

Pricing

  • Custom pricing

3. Lever

Lever recruitment platform homepage showcasing AI-powered tools
Lever's AI-powered platform streamlines sourcing, tracking, and relationship building

Lever combines ATS with candidate relationship management (CRM) to help companies build pipelines, nurture passive candidates, and make hiring more collaborative. It offers a clean interface, built-in workflows for managing interview feedback, intuitive dashboards, and sourcing tools. 

Users value Lever for reducing manual admin work, simplifying internal collaboration, and centralizing candidate data. 

Key features

  • Customizable dashboards and reporting: Track hiring metrics and pipeline health visually
  • Sourcing and job posting integrations: Distribute job posts widely and pull candidates from multiple sources
  • DE&I and anonymization tracking: Monitor diversity goals, anonymize data, and reduce bias in assessments

Pros

  • Provide very user-friendly interface which new team members adopt quickly
  • Support strong candidate nurture through CRM functionalities
  • Offer extensive integrations and plug-ins with sourcing tools and HR stack

Cons

  • Limited reporting flexibility for highly custom or advanced analytic needs

Pricing

  • Custom pricing

4. JazzHR

JazzHR homepage highlighting AI-powered recruitment tools
JazzHR’s AI-powered platform streamlines fast, cost-effective hiring

JazzHR targets small to midsize companies that want ease, speed, and clarity in hiring. It lets teams post jobs to multiple boards, track applicants through intuitive dashboards, and customise workflows for job stages. 

Users like its simple setup, strong candidate sourcing via job-board distribution and social sharing, plus automated messaging to keep applicants informed. The platform also provides analytics to monitor time-to-fill, source effectiveness, and applicant flow, which helps in spotting bottlenecks fast.

Key features

  • Candidate sourcing and job postings: Post to many job boards and amplify job visibility
  • Custom workflows and stages: Build hiring pipelines that match your team’s decision process
  • Dashboard analytics and recruiting metrics: Monitor time-to-fill, source performance, applicant trends

Pros

  • Provide a very easy to use interface ideal for SMB recruiting teams
  • Offer strong workflow customisation and automation that reduce manual administrative work
  • Deliver excellent customer support and helpful resources especially during onboarding

Cons

  • Display occasional workflow inconsistencies or interface UX frustrations for heavy users

Pricing

  • Hero: $75/month
  • Plus: $269/month
  • Pro: Custom pricing

5. Workable

Workable HR platform homepage showcasing recruitment tools
Workable’s future-ready HR platform streamlines hiring and employee management

Workable serves companies of all sizes who want an all-in-one platform combining recruiting, sourcing, and HR tools. It allows recruiters to post jobs to 200+ job boards, AI-powered candidate sourcing, self-scheduled interviews, and centralised report dashboards. 

Users like that Workable not only handles job posting and candidate tracking but also supports employee data, onboarding, document management, and workflow automation. That breadth makes it useful if you want recruiting tools plus HR operations in one place. 

Key features

  • Candidate relationship management (CRM): Nurture passive leads and maintain talent pools
  • Self-scheduled interviews & offer management: Let candidates pick slots, automate offers to speed hiring
  • Onboarding and HRIS integration tools: Manage employee data, docs, and workflows beyond hiring

Pros

  • Provide extensive reach via job boards and AI suggestions that reduce sourcing time
  • Offer strong tools across recruiting and HR operations so teams avoid switching between apps
  • Deliver intuitive dashboards, solid reporting and analytics that help identify pipeline bottlenecks

Cons

  • Premium pricing especially when using advanced sourcing or HRIS extensions

Pricing

  • Standard: $360/month
  • Premier: $599/month (billed annually at $7,188/year)

📌Suggested read: The 12 Most Effective Employee Selection Methods for Tech Teams

6. BreezyHR

BreezyHR platform homepage offering recruitment tools
BreezyHR streamlines hiring with AI tools to attract better talent faster

BreezyHR focuses on simplifying recruitment with a visually intuitive, drag-and-drop interface that makes tracking candidates easy. Its platform supports small to mid-sized businesses with features like automated sourcing, candidate nurturing, and video interviewing. 

The platform’s emphasis on ease of use makes it a favorite for teams that want to reduce administrative workload while maintaining candidate engagement.

Key features

  • Drag-and-drop pipelines: Move candidates visually across hiring stages with simple drag-and-drop actions
  • Automated candidate sourcing: Source candidates automatically from job boards, referrals, and social platforms
  • Video interview tools: Conduct seamless video interviews for remote or hybrid candidate experiences

Pros

  • Use an intuitive interface that simplifies hiring for recruiters of all skill levels
  • Automate candidate sourcing and outreach to save hours of manual work
  • Support virtual hiring processes through built-in, user-friendly video interviewing features

Cons

  • Limited customization for pipelines in lower subscription plans

Pricing

  • Bootstrap: Free
  • Startup: $189/month
  • Growth: $329/month
  • Business: $529/month

7. iCIMS 

iCIMS platform homepage featuring AI recruitment tools
iCIMS AI-powered platform helps enterprises hire top talent faster

As an enterprise-grade recruitment platform, iCIMS covers every stage of talent acquisition, from sourcing to onboarding, with advanced automation and integration capabilities. iCIMS excels in compliance and global hiring needs, making it ideal for enterprises with complex recruitment workflows. 

Its marketplace of integrations ensures seamless connectivity with other HR and productivity systems.

Key features

  • Enterprise-grade ATS: Manage high-volume candidate pipelines and track applicants with precision
  • AI-powered insights: Predict hiring outcomes and identify top candidates with AI-based recommendations
  • Global compliance management: Ensure compliance with regional labor and data protection laws globally

Pros

  • Manage enterprise-scale hiring processes with robust tracking and compliance features
  • Leverage predictive analytics to make smarter and faster recruitment decisions
  • Stay compliant across multiple regions with integrated compliance management tools

Cons

  • High complexity for smaller teams with limited hiring needs

Pricing

  • Custom pricing

8. BambooHR 

BambooHR platform homepage offering comprehensive HR tools
BambooHR provides an all-in-one solution for HR management

If you're looking for an HR software with a strong recruitment module, BambooHR is designed for small and mid-sized businesses seeking an all-in-one solution. It simplifies applicant tracking, employee onboarding, and HR administration under one platform. 

BambooHR stands out for its clean interface and ability to centralize HR functions beyond recruiting, including payroll and performance management. For companies looking for an integrated HR and recruitment experience, BambooHR is a strong contender.

Key features

  • Onboarding automation: Automate onboarding workflows to provide smooth new hire experiences
  • Employee database management: Centralize all employee records into one unified HR system
  • Performance tracking tools: Monitor employee performance and support growth beyond recruitment

Pros

  • Simplify HR and recruiting by combining multiple functions into one platform
  • Automate onboarding to deliver consistent and positive new hire experiences
  • Enjoy an intuitive design that makes the platform easy for teams to adopt

Cons

  • Lacks advanced sourcing features often needed by larger recruitment teams

Pricing

  • Available in Core, Pro & Elite: Custom pricing

📌Also read: The Impact of Talent Assessments on Reducing Employee Turnover

9. Jobvite 

Jobvite homepage featuring AI-powered recruitment software
Jobvite’s AI-powered platform tackles complex hiring challenges

Jobvite is a comprehensive recruitment platform built for mid-sized and large businesses that want end-to-end hiring capabilities. It supports everything from sourcing and engagement to onboarding, with strong automation and analytics. 

The platform stands out for its AI-based candidate matching and advanced recruitment marketing tools, making it highly effective for companies with competitive hiring landscapes.

Key features

  • AI-based candidate matching: Identify and rank top-fit candidates quickly with advanced AI algorithms
  • Recruitment marketing tools: Create branded campaigns to attract and engage qualified applicants
  • Automated workflows: Reduce repetitive tasks by automating sourcing, communication, and scheduling

Pros

  • Improve candidate matching accuracy with built-in AI-driven recommendations
  • Strengthen employer branding with comprehensive recruitment marketing capabilities
  • Automate complex workflows to save recruiter time and reduce manual errors

Cons

  • Small businesses may face some complexity that may be challenging to manage

Pricing

  • Custom pricing

10. Zoho Recruit

Zoho Recruit homepage showcasing its ATS and CRM platform
Zoho Recruit combines ATS and CRM for efficient talent acquisition

Zoho Recruit is a flexible recruitment solution designed for staffing agencies and corporate HR teams. It offers end-to-end features like candidate sourcing, resume parsing, and background checks while integrating seamlessly with other Zoho applications. 

Its automation capabilities help recruiters reduce manual tasks and streamline workflows. With affordability and scalability, Zoho Recruit caters to both small firms and growing enterprises.

Key features

  • Resume parsing tools: Parse candidate resumes automatically and store data in structured fields
  • Job board integrations: Publish job postings directly across multiple integrated job boards
  • Background check integrations: Connect with third-party vendors for easy candidate background checks

Pros

  • Automate resume parsing and manual recruiter tasks to save valuable time
  • Take advantage of flexible, affordable pricing for businesses of all sizes
  • Integrate seamlessly with other Zoho apps for a connected HR ecosystem

Cons

  • Offers limited third-party integrations outside the Zoho ecosystem

Pricing

  • Free
  • Standard: $30/month
  • Professional: $60/month
  • Enterprise: $90/month

*Pricing via G2

📌 You may also like: Automation in Talent Acquisition: A Comprehensive Guide

How HackerEarth Helps Teams Hire Better, Faster

Choosing the best software for recruitment agencies is ultimately about finding a platform that aligns with your hiring goals, scales with your organization, and delivers measurable impact. From this guide, shortlist two or three platforms that meet your needs, request demos, and test them with real roles to evaluate ease of use and effectiveness.

Of all the options, HackerEarth stands out for its automated assessments, bias-free screening, and deep analytics that help recruiters make faster, smarter hiring decisions. For example, Trimble, a global leader in geospatial and positioning solutions, used HackerEarth Recruit to transform its hiring process. By replacing manual candidate screening with automated assessments, Trimble reduced recruiter workload by 66% and improved candidate quality significantly.

Book a demo today and see how HackerEarth can accelerate your hiring outcomes.

8 Best Hiring Platforms in 2026

What Makes a Great Hiring Platform?

A great hiring platform optimizes every step of the hiring journey, from sourcing candidates to making the final hire. The difference lies in features that save time, reduce friction, and create meaningful connections between employers and talent, making it crucial to understand what to look for. 

Here are some of the non-negotiable features to consider in the best recruiting platforms for high-volume hiring.

  • AI-driven candidate matching: The best platforms use machine learning to instantly identify the most suitable candidates, which helps reduce manual effort and accelerates the hiring process.
  • Scalable assessment tools: A strong platform supports large volumes of applicants with ease, which becomes critical during high-volume hiring drives.
  • Comprehensive proctoring features: Look for advanced options such as AI snapshots, browser restrictions, and tab-switch monitoring because they provide secure and reliable assessments.
  • Candidate experience optimization: Great platforms simplify every step for candidates, offering seamless and engaging experiences so top talent never walks away from a slow or frustrating process.
  • Integration capabilities: Hiring becomes smoother when the platform connects effortlessly with Applicant Tracking Systems (ATS) and other essential HR tools already in use.
  • Customizable test creation: Different roles require different skills, so the platform should allow teams to build assessments tailored to varying positions and levels of expertise.

8 Best Remote Hiring Platforms Comparison

Selecting the right platform depends on multiple factors, from ease of setup to the depth of features. Here’s a quick comparison of some of the best hiring platforms for employers:

Platform Best For Key Features Pros Cons G2 Ratings
HackerEarth Comprehensive end-to-end hiring, skill assessments, benchmarking, and continuous talent development Online coding environments, an extensive question library, automated scoring, interview replay, and plagiarism flags Strong ecosystem for coding challenges and large question sets that speed up screening No low-cost, stripped-down plans 4.5
Codility Companies that need reliable engineering assessments and time-bound testing Automated coding tests, real-time test execution, customizable tasks, built-in browser IDE Clean interface and powerful test execution that reduces manual validation time Users note UI tradeoffs on small screens, and some missing advanced features 4.6
TestGorilla High volume mixed hiring with broad test coverage and bias reduction Large prebuilt test library, cognitive and personality tests, webcam snapshots, and IP logging Very user-friendly with a broad test bank that recruiters can use immediately Some customers still ask for stronger cheating detection for edge cases 4.5
Vervoe Real-world task simulations Simulation-style tasks, performance ranking, structured scoring, and candidate pipelines Improves candidate quality by surfacing real skill performance during screening Larger-scale implementations can require more setup and planning 4.6
HireVue Scaling interview capacity and reducing scheduling friction for high-volume hiring On-demand video interviews, scheduling automation, structured rating guides, and AI-assisted insights Automates interview logistics and helps reviewers work faster with structured guides Past scrutiny over some AI features influences public perception and regulatory attention 4.1
Glider AI Recruiters who want end-to-end skills first screening and clearer pipelines Custom assessments, candidate management, skills-centric scoring, automated reports Clear assessment breakdowns and good ease of use for hiring teams A few users request more niche skill sets and expanded question banks 4.8
Coderbyte Small to midsize teams that need straightforward technical screening tools Coding challenges, test scheduling, plagiarism detection, and result dashboards Quick setup and an effective test library that shortlists strong candidates Some reviewers flag pricing concerns and integration limitations 4.4
CoderPad Live technical interviews Live coding interviews, collaborative editor, language support, session playback An interactive environment that mirrors real development work and supports many languages Users ask for clearer test case documentation and more customization options 4.4

The 8 Best Recruiting Platforms for High-Volume Hiring

In high-volume hiring scenarios, platforms that can manage large numbers of candidates without compromising the candidate experience are crucial. Here’s a closer look at some top platforms:

HackerEarth

HackerEarth's homepage
A comprehensive solution for end-to-end hiring, skill assessment, benchmarking and upskilling

HackerEarth is one of the most comprehensive hiring platforms, designed to help organizations assess, screen, and hire top engineering talent at scale. By combining AI-driven assessments with real-world coding challenges, it reduces hiring timelines while maintaining rigor and fairness. The platform goes far beyond traditional resume-based screening by enabling recruiters to evaluate candidates based on demonstrated skills, logical reasoning, and problem-solving ability.

Its assessment library spans over 36,000+ questions, covering 1,000+ skills across 100+ job roles, giving hiring teams the flexibility to tailor evaluations to specific requirements. Recruiters can also create custom assessments, ensuring alignment with the technical needs of their organizations. Advanced proctoring features, including computer vision-based monitoring, plagiarism detection, and tab-switch alerts, safeguard test integrity, making HackerEarth a reliable solution for large-scale technical hiring.

HackerEarth also provides a candidate-friendly environment where developers can code in their preferred language, supported by in-line error highlighting, auto-complete, and linting. This ensures the assessment process feels natural, allowing developers to focus on logic instead of syntax. Along with technical skills, HackerEarth assessments also evaluate soft skills, including logical reasoning, communication, and problem-solving, providing a holistic view of a candidate's capabilities. For recruiters and hiring managers, the platform delivers data-driven insights, analyzing submissions for efficiency, correctness, and complexity, while offering replay options to review a candidate’s thought process.

Beyond skills assessments, HackerEarth integrates AI agents to accelerate and improve hiring outcomes. For example, the AI Screening Agent quickly identifies top candidates from large applicant pools, while the AI Practice Agent prepares candidates for technical interviews, helping them perform confidently and effectively. For live interviews, the AI FaceCode Agent acts as a real-time copilot, providing guidance and feedback to senior engineers to ensure structured, consistent, and insightful evaluations. 

Additionally, HackerEarth’s Hiring Challenges act as a sourcing engine, attracting candidates from its vibrant community of 10M+ developers across 133 countries. These contests showcase real-world problems, allowing companies to engage with skilled developers who may not be actively searching on job boards. With trusted adoption by companies like Google, Amazon, Microsoft, and Barclays, HackerEarth empowers organizations to improve hiring outcomes while boosting employer branding.

Key features

  • Extensive assessment library: Access 36,000+ coding questions across 1000+ skills and 100+ job roles
  • Custom test creation: Create tailored assessments aligned with specific organizational needs
  • Advanced proctoring tools: Eliminate plagiarism, impersonation, and tab switching with computer vision-based monitoring
  • Candidate-friendly coding environment: Let candidates code in their preferred language with error highlighting and auto-complete
  • Data-driven reporting: Analyze submissions for correctness, efficiency, and complexity with replay options
  • Hiring Challenges community sourcing: Attract talent from a global pool of 10M+ developers through coding contests

Pros

  • Reduce time-to-hire by half with streamlined assessments
  • Engage a global community of developers for sourcing
  • Offer candidates a seamless and supportive test experience
  • Deliver data-rich insights to make confident hiring decisions

Cons

  • No low-cost, stripped-down plans that fit small business budgets

Pricing

  • Growth Plan: $99/month per user (10 credits)
  • Scale Plan: $399/month (25 credits)
  • Enterprise: Custom pricing with volume discounts and advanced support

Codility

Codility platform for recruitment optimization
Revolutionize recruitment with Codility's efficient hiring tools

Codility offers a technical hiring platform that helps companies test and evaluate developer candidates through automated coding challenges, whiteboarding, and interview tools. Recruiters use it to filter out weak code early, speed up screening, and reduce bias. It supports a wide variety of programming languages and provides tools for live coding interviews and take-home tasks. 

Many users choose Codility because it scales assessments easily and gives clear feedback on candidate performance. Its interface lets interviewers set up tests or invite tasks while seeing results in dashboards that highlight candidate coding skill, problem-solving, and efficiency.

Key features

  • Automated coding tests: Validate candidate code quality quickly with a test suite and execution environments
  • Live interview tools: Conduct real-time coding sessions with a collaborative editor and whiteboard
  • Error detection & plagiarism checks: Flag copied or manipulated code to maintain assessment integrity

Pros

  • Show candidate efficiency, correctness and other metrics in performance dashboards
  • Deliver fast candidate screening with intuitive UI and reliable tools
  • Reduce bias using consistent coding challenges and standard assessment criteria

Cons

  • Requires investment of time to set up custom tasks well
  • The platform focuses narrowly on algorithmic tests, overlooks design, debugging, and communication skills, and comes at a high cost

Pricing

  • Starter: $1200/month
  • Scale: $600/month
  • Custom: Contact for pricing

TestGorilla

TestGorilla platform for sourcing skills-tested candidates
Source top talent faster with TestGorilla's smart recruiting tools

Looking to revolutionize your hiring process? TestGorilla helps companies source, assess, and shortlist candidates using skill tests, personality tests, video questions, and more. It offers an extensive library of prebuilt tests, options to build custom assessments, and a sourcing pool of skills-tested job seekers. 

The platform emphasizes flexibility, letting teams buy credits for assessments and scale usage as needed. It also supports integrations with HR tools and allows deep filtering of candidates by test scores, experience, and demographics.

Key features

  • Skills test library: Provide access to hundreds of tests covering soft skills, cognitive, and technical domains 
  • Custom assessment creation: Design assessments specific to roles using varied question types like essay or file upload 
  • Advanced filtering tools: Filter candidates by test score, location, salary, and years of experience

Pros

  • Tap into a pool of 2 million+ skills-tested candidates ready to evaluate immediately
  • Add video questions or use custom branding to improve candidate engagement
  • Reach a large skills-tested talent pool without running sourcing campaigns from scratch

Cons

  • You have to pay more as your company size grows, even if hiring volume remains constant

Pricing

  • Free
  • Core: $142/month
  • Custom: Contact for pricing

Vervoe

Vervo's homepage showcasing their CV-free candidate screening platform
Screen candidates without a CV

Vervoe transforms hiring by letting companies build assessments tailored to each role using real-world tasks and AI-powered grading. It supports multiple question types, including coding, presentations, audio, video, or live spreadsheet work, so you can test what matters.

The platform integrates with many ATS and workflow tools, offers branded assessments, candidate messaging, and candidate feedback. It also delivers reporting on candidate completions, question difficulty, and score distribution.

Key features

  • AI assessment builder: Upload job description and auto-generate role-specific, validated assessments quickly
  • Assessment library templates: Use any of 300+ templates for many roles and customize questions per need
  • Varied question types: Offer coding, video, audio, presentation, live spreadsheet tasks to match job requirements

Pros

  • Auto-grade and rank candidates automatically to surface top performers
  • Check assessment health, score distributions, and candidate activity via reports and charts
  • Improve fairness by focusing on merit through AI-powered role-specific assessments

Cons

  • Requires training for hiring teams to interpret rich analytics and metrics

Pricing

  • Free (7 days)
  • Pay As You Go: $300 (10 candidates)
  • Custom: Contact for pricing

*Pay As You Go is charged as a one-time payment

HireVue

HireVue's homepage showing their AI-powered hiring platform
Make the right hire with data

As a full-service interviewing and assessment platform, HireVue is designed to help organizations evaluate talent faster with video interviews, AI-powered skill assessments, and job tryout simulations. It supports both live and on-demand interviews, structured scoring, and tools to reduce bias. 

Employers use HireVue to engage candidates, offer flexible interview scheduling, and combine skill tests and interview video workflows into unified pipelines. Features like language tests, scenario or role-play simulations, and candidate self-scheduling help HireVue work across industries and scale globally.

Key features

  • Virtual Job Tryout® Immerse candidates in real job scenarios to assess role-fit directly
  • AI-scored interviews: Combine video interviews and assessments with AI scoring to reduce bias and speed decisions 
  • Technical assessments module: Evaluate coding, logical, or role‐based technical skills with auto-scored tests 

Pros

  • Assess candidates’ communication skills in the languages accurately
  • Speed hiring by combining assessments and interviews in a unified process
  • Expand global reach with multilingual testing and standardized role-based assessments

Cons

  • Some users report integration issues with certain HR or ATS platforms in some deployments

Pricing

  • Custom pricing

Glider AI

Glider AI homepage, indicating a skill validation platform
Validate talent and skills with Glider AI

Glider AI offers a skill-validation platform built for both technical and non-technical roles. It supports assessments, interview tools, and pre-screening to automate hiring workflows while maintaining fairness. It helps teams reduce time-to-fill, improve candidate satisfaction, and ensure skills-based evaluation with AI-assisted automation. 

Customers see higher placement rates, leaner screening pipelines, and reliable performance reports. Plus, it integrates with ATS tools and gives admins control over access, roles, dashboards, and performance metrics.

Key features

  • Skill-based screening assessments: Design tests that validate technical and soft skills automatically
  • Integration with ATS & workflow tools: Enable inviting candidates and tracking progress via existing HR systems
  • Proctoring & test integrity tools: Monitor candidate behaviour and ensure fairness during assessments

Pros

  • Visualize candidate comparison, time-to-fill, placement rate and satisfaction metrics
  • Let teams set permissions, templates, and custom workflows per hiring role
  • Increase candidate satisfaction by using fair and transparent evaluation models

Cons

  • The platform struggles with test fit for some specialized roles where off-the-shelf assessments do not match needs perfectly

Pricing

  • Custom pricing

Coderbyte

Coderbyte platform for skill evaluation and AI-powered hiring
Screen, interview, and upskill your workforce with Coderbyte

Looking to screen, interview, and upskill technical candidates, all from one platform? Coderbyte offers a robust challenge library, live editors, take-home projects, and advanced cheating detection tools to make your hiring process seamless.

Recruiters can create customized assessments featuring multiple-choice questions, coding challenges, project uploads, and video responses. The platform supports various programming languages, version control, real-time test execution, and collaborative coding environments. 

Key features

  • Massive challenge library: Pick from many coding challenges, MCQs, and project-based tasks across languages
  • Real-time coding editor & collaboration: Use live editor, whiteboard modes, and multi-file support for programming interviews
  • Cheating detection tools: Detect plagiarism, copy-paste, and unauthorized access to maintain assessment integrity

Pros

  • Support for multiple choice, open-ended, video, and file uploads for assessing different skills
  • Analyze candidate results, compare performance, and see metadata like completion time and errors
  • Set user roles, manage teams, and integrate with existing workflows and systems

Cons

  • Expect occasional UI bugs or platform downtime during peak usage

Pricing

  • Pro: $199/month
  • Enterprise: Starts at $9,995/year

CoderPad

CoderPad platform for real-world coding assessments
Streamline technical hiring with CoderPad

CoderPad provides live coding interview tools and technical assessment environments that reflect real programming work. Developers can solve multi-file projects, use language contexts and see code replay. It emphasizes realistic tasks, high candidate completion rates, and editing environments that feel like actual dev tools.

It’s one of the best AI hiring platforms for live interviews, take-home challenges, and whiteboard-style pair programming.

Key features

  • Live coding interview environment: Host interactive sessions with collaborative editors and real-time feedback
  • Real-world project simulation: Assign realistic, multi-file tasks to replicate actual job challenges
  • Code replay & suspicious activity alerts: Review candidate behavior via session replay and detect copy-paste or external resource use

Pros

  • Deliver assessments that engage candidates so completion stays high compared to many platforms
  • Allow candidates to choose among many programming languages to write solutions in their strengths
  • Enhance recruiter insight via session replay and granular behavior tracking

Cons

  • Limited database support for some language products, causing a gap for certain technical tracks

Pricing

  • Free
  • Starter: $100/month
  • Team: $375/month
  • Custom: Contact for pricing

Choosing the Best Hiring Platform for 2025

Recruiters in 2025 have access to more hiring technology than ever before, but not every tool is designed for enterprise-grade hiring. For enterprises seeking the best recruiting platforms for high-volume hiring, options like Codility, Glider AI, and Vervoe streamline fairness and speed. For smaller teams, TestGorilla and Coderbyte provide affordable flexibility. 

But when it comes to scaling developer recruitment with unmatched accuracy, fairness, and enterprise-grade reliability, HackerEarth consistently stands out. With its vast question library, AI-driven scoring, and advanced proctoring, it leads the best hiring platforms. 

If your goal is to reduce time-to-hire and future-proof your recruitment pipeline, exploring HackerEarth is the logical next step. Schedule a demo today to get started!

FAQs

What is the best hiring platform for employers in 2025?

The best hiring platform depends on your goals, but for technical hiring at scale, HackerEarth stands out. It offers a library of 36,000+ coding questions, AI-powered proctoring, customizable assessments, and real-time code evaluation. This makes it the go-to choice for enterprises that need fairness, accuracy, and speed in high-volume hiring.

Which platform is considered the most reliable for job seekers?

Job seekers often rely on platforms like LinkedIn, Indeed, and Glassdoor to discover opportunities. However, HackerEarth offers a unique advantage for developers by hosting global coding challenges and hackathons that connect talent directly with employers. For technical professionals, it creates a merit-based path to opportunities instead of depending only on resumes.

What job sites do recruiters rely on the most today?

Recruiters frequently use LinkedIn, Indeed, and niche platforms for sourcing candidates, but when it comes to hiring developers and technical roles, HackerEarth leads the way. With AI-driven assessments, detailed skill reports, and enterprise integrations, it enables recruiters to identify the right candidates faster and with more confidence than general job boards.

Top Products

Explore HackerEarth’s top products for Hiring & Innovation

Discover powerful tools designed to streamline hiring, assess talent efficiently, and run seamless hackathons. Explore HackerEarth’s top products that help businesses innovate and grow.
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Engage global developers through innovation
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AI-driven advanced coding assessments
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FaceCode
Real-time code editor for effective coding interviews
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L & D
Tailored learning paths for continuous assessments
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