Bulk Hiring Tools: Top 12 Software Picks for Large-Scale Recruiting

When you need to fill 50, 500, or 1,000 roles, you can’t use traditional recruiting strategies. If you do, you’ll see application drop offs, unconscious biases, and cost-per-hire metrics rise.

Bulk hiring demands a different approach, which we outline in this guide. Keep reading to learn what bulk hiring tools are, the 12 best solutions in 2025, and more. Whether you’re staffing retail stores, healthcare facilities, warehouses, or call centers, you’ll find the tool you need below.

An interview-first recruitment process will transform your bulk hiring efforts. Book a demo of Sapia.ai to learn more about our top-rated platform.

What are bulk hiring tools?

Bulk hiring tools are specialised software platforms that help companies recruit, screen, and hire a large number of candidates quickly. They’re different from traditional recruiting tools, which help companies hire one person at a time, usually over a couple of months.

Many solutions fall under the “bulk hiring tools” umbrella. Examples include applicant tracking systems, interview platforms, programmatic job advertising solutions, and analytics dashboard. Some tools can even handle the entire mass hiring process from end to end.

Whether you choose an all-in-one solution or a system overlay, bulk hiring tools will enable you to manage candidates at scale without sacrificing the candidate experience or hiring quality.

How to evaluate bulk hiring tools

The right bulk hiring platform will help you connect with better candidates, build a strong employer brand, and boost revenue. But how do you choose? Use this framework:

Candidate experience and completion

Your bulk hiring software should simplify the application process.

Start with mobile optimisation. Most job seekers apply from their phones on lunch breaks and commutes. If your applications fail to load on mobile, you’ll alienate candidates.

We should also mention the power of asynchronous interviewing. Chat-based and on-demand video interviews put power in candidates’ hands. As such, candidates can complete interviews when it suits them. This option alone can significantly increase completion rates.

One more thing: give all candidates—even those that don’t get the job—post-interview feedback. What did they do well? How can they improve? AI-powered tools like Sapia.ai automatically deliver candidate feedback so that hiring teams can focus on other tasks. 

At the end of the day, bulk hiring solutions should help your organisation deliver the best candidate experiences. Mobile optimisation, asynchronous interviewing, and candidate feedback are important in this regard. Look for a tool that includes these features.

Speed and automation

Bulk hiring lives or dies on speed.

Your mass recruiting platform should include AI that instantly scores and ranks candidates based on competency, not gut feelings. This feature will help you create shortlists in minutes, and get qualified candidates moving through your talent pipeline in record time.

Auto-progression capabilities are also important. With the right tool, you can move candidates to the next stage of your hiring process without human intervention. Set your threshold and define your rules, then let the system automatically schedule interviews with high quality candidates.

Fairness, explainability, and governance

The best tools for bulk recruitment eliminate bias and minimise regulatory exposure.

How so? First, a blind evaluation approach removes names, ages, backgrounds, and other identifying details from the early stages of the recruitment process. That way, hiring managers can make decisions based on candidate competencies, not unconscious biases.

Second, strong audit trails document every hiring choice. So, when a candidate or regulator asks why someone didn’t advance, you can give them clear, defensible answers.

Sapia.ai is built on the FAIR™ framework to help you build a fair and honest hiring process. Our solution is also equipped with SAIGE™ technology that makes every AI decision explainable.

Analytics and quality signals

You can’t improve what you don’t measure. Your high volume recruitment technology should surface important metrics so that you can properly analyse your hiring processes:

• Funnel velocity: This metric tells you how quickly candidates move from application to offer. You can then dig deeper and learn where they typically drop out. Armed with this information, you can optimise your hiring approach for better results.
• Quality indicators: Metrics in this category include things like competency scores, structured interview results, and other signals that predict long-term success. These things often matter more than resume credentials in bulk hiring scenarios.
• Diversity and inclusion tracking: These metrics monitor representation throughout the hiring funnel. If certain groups consistently drop off at specific stages, you have an issue.
• Candidate sentiment: This metric is a combination of completion rate, feedback scores, and candidate comments. It reflects the candidate experience your brand creates.

Integrations and IT fit

Bulk hiring platforms fall into one of two camps: complete systems and ATS overlays.

Complete systems handle the whole high volume hiring process. Overlays integrate with your current applicant tracking system (ATS) to enhance its capabilities.

Whatever you choose, make sure the app integrates with the other tools your hiring team already uses and meets your IT requirements, like SSO for security and data residency compliance for privacy regulations. This will increase adoption and productivity.

Total cost of ownership

Finally, consider the total cost of ownership before you settle on a specific bulk hiring tool.

Start with the sticker price. How much will the platform cost your company every month? Then factor in training costs, time savings potential, and scalability.

For example, a tool might cost your company $1,000 to implement and $500 a month to use. But if it allows your hiring team to double its volume and minimise administrative tasks, these costs might not matter. In fact, you’ll happily pay the fees to access these benefits.

12 best bulk hiring tools (2025 picks)

#1 Sapia.ai — Best for interview-first, fair high-volume hiring

Best for: Retail, QSR, healthcare, logistics, and contact center brands facing multi-site hiring surges, seasonal spikes, and/or ongoing high-volume recruiting initiatives.

Sapia.ai takes an interview-first approach to volume hiring. In other words, every candidate receives a chat-based interview that can be completed on their phone, is low-pressure, and untimed. Said candidates simply answer structured questions via text, like they’re chatting with a friend. Sapia.ai’s SAIGE™ scoring engine then analyses responses for competency evidence and delivers clear insights to hiring managers, as well as personalised feedback to applicants.

In addition, Sapia.ai offers live and video interview options, a detailed analytics dashboard, and integrates with your ATS. It’s an easy-to-use, incredibly powerful bulk hiring tool.

Platform Pros:

• 89% candidate application completion rate
• Blind scoring that eliminates human bias in screening
• Explainable recommendations build trust with hiring managers
• AI-powered candidate feedback that improves your brand
• Deep analytics with full audit trails to ensure full transparency
• Rapid deployment as an ATS overlay—use it with your current ATS
• Integrates with Greenhouse, SmartRecruiters, Workday, and many more

Platform Cons:

• Sapia.ai is built for high volume hiring. As such, smaller teams that hire 50 people or less per year might prefer a different tool that better suits their needs.

Pricing: Contact for quote

#2 Paradox — Conversational screening and scheduling

Best for: Hosting AI-powered conversations throughout the recruitment process.

Paradox built an AI assistant that chats with candidates 24/7, answers their questions, conducts initial screening, and automatically books interviews with qualified candidates. The conversational approach feels natural and eliminates most scheduling friction. The platform also extends into onboarding, which companies might appreciate if they don’t have a separate tool.

Platform Pros:

• A natural conversation interface that candidates enjoy
• Powerful automation that reduces recruiter workload
• 24/7 availability to compress time-to-hire metrics
• Integrates with Workday, iCIMS, and Greenhouse

Platform Cons:

• Paradox users must invest a lot of time upfront to craft thoughtful screening questions. Those that don’t take this step won’t realise the tool’s potential.

Pricing: Contact for quote

#3 Fountain — High-volume ATS for hourly workforces

Best for: Filling many hourly positions across multiple locations.

Fountain operates as a standalone ATS that includes mobile-friendly applications, workflow automation features, and onboarding tools. The platform really understands the unique challenges of hourly recruiting, like high velocity, lower complexity, and constant churn.

Platform Pros:

• A complete end-to-end platform
• An excellent mobile experience
• AI agents to handle repetitive tasks
• Built to tackle hourly workforce realities
• Integrates with SAP, BambooHR, Checkr, and Docusign

Platform Cons:

• Fountain is optimised for hourly roles, not professional hiring.
• You’ll need to migrate from your current ATS to use Fountain.

Pricing: Contact for quote

#4 HireVue — Enterprise video interviewing and assessments

Best for: Large organisations investing in structured video interview programs.

HireVue is an industry leader when it comes to on-demand video interviews. The platform also includes text screening, game-based assessments, and AI evaluations. HireVue works best for enterprise companies with dedicated recruiting operations and clear competency frameworks.

Platform Pros:

• Proven at enterprise scale
• Multiple assessment modalities
• Robust analytics and reporting tools
• Integrates with Workday, Greenhouse, and Oracle

Platform Cons:

• HireVue’s video-first approach doesn’t suit every candidate or role.
• HireVue can be difficult to configure, especially for smaller teams.

Pricing: Contact for quote

#5 Harver — High-volume assessments and scheduling

Best for: Science-based pre-hire assessments.

Harver is best known for its sophisticated assessments that predict job performance, though its workflow automation tools are another top feature. Candidates take validated tests, then high scorers are automatically advanced to the next stage of the recruitment process.

Platform Pros:

• Science-backed assessments that predict success
• Workflow automation that eliminates manual tasks
• An analytics dashboard to pinpoint funnel bottlenecks
• Integrates with Fountain, Greenhouse, and SmartRecruiters

Platform Cons:

• Harver’s assessment-heavy approach can hurt completion rates.
• It can take a while for hiring managers to adjust to Harver’s unique approach.

Pricing: Contact for quote

#6 Greenhouse — ATS with a robust ecosystem for scale

Best for: A full ATS to power high volume recruitment strategies.

Greenhouse offers a structured interview process that aims to reduce bias and provide a positive candidate experience for all. From candidate sourcing to new hire onboarding, this AI-driven platform has a lot to offer. But it wasn’t specifically made for high volume hiring. To make Greenhouse work for this purpose, plan to combine it with marketplace partners.

Platform Pros:

• A clean, intuitive interface for hiring teams
• A strong focus on fair, structured hiring
• AI features that streamline common workflows
• Great support and onboarding documentation for new users
• Integrates with BambooHR, Checkr, Gusto, and Docusign

Platform Cons:

• Greenhouse wasn’t made for bulk hiring, so you’ll need to invest in partner tools. This is a viable option, but it does increase complexity and makes the platform more expensive.

Pricing: Contact for quote

#7 SmartRecruiters — Enterprise ATS with marketplace

Best for: Large companies that want extensive customisation options.

SmartRecruiters is a solid option because it handles applicant tracking, interview scheduling, offers, and analytics in one system. But the real differentiator is the platform’s extensive marketplace that lets users build a custom hiring stack inside the SmartRecruiters ecosystem.

Platform Pros:

• End-to-end recruiting functionality
• A marketplace for additional capabilities
• AI automation to streamline repetitive tasks
• Strong analytics and insights to craft better strategies
• Integrates with Slack, Zoom, LinkedIn, ADP, and HireVue

Platform Cons:

• The marketplace model that SmartRecruiters uses means users have to pay multiple vendors for complete functionality. This might be too expensive for some companies.

Pricing: Contact for quote

#8 Indeed Hiring Platform — Sourcing + screening + interview events

Best for: Companies that use event-based hiring strategies.

Indeed is the world’s largest job site, which gives it unparalleled access to top candidates. Through the Indeed Hiring Platform, high volume hiring teams can have access to them too. Simply post a job description, source from Indeed’s massive talent pool, and screen applicants. Indeed also makes it easy to coordinate hiring events, which is important to certain brands.

Platform Pros:

• Unmatched candidate reach
• Combined sourcing and screening
• A strong brand that job seekers trust
• Event management for bulk interview days
• Integrates with Breezy HR, iCIMS, and Workable

Platform Cons:

• Indeed is less sophisticated than specialised bulk hiring platforms
• The event model doesn’t work for all high volume recruitment strategies

Pricing: Contact for quote

#9 Willo — Async video interviewing for SMB–midmarket

Best for: Smaller companies that want to host asynchronous video interviews.

Willo keeps things simple: candidates record video responses to recruiters’ questions, then hiring managers review them when it’s convenient. No enterprise complexity or overwhelming feature sets. Just straightforward async video that eliminates scheduling friction.

Platform Pros:

• A simple, easy-to-use interface
• Removes scheduling coordination
• AI to generate questions, review candidates, etc.
• Very affordable for small teams with smaller budgets
• Integrates with BambooHR, Bullhorn, Greenhouse, and Workday

Platform Cons:

• Willo doesn’t have a ton of features beyond async video interviewing. Because of this, it’s not the right tool for large and enterprise-level organisations.

Pricing: As low as $137 a month for limited features and a three year contract.

#10 Spark Hire — Video interviews with team collaboration

Best for: Multiple video interview options.

Spark Hire offers live and recorded video interviews with strong collaboration features. Multiple team members can review, rate, and comment on candidate responses in one central location. Because of this, on-point decision-making can happen faster than before.

Platform Pros:

• Flexible live and recorded options
• A strong collection of team collaboration tools
• AI to automatically complete repetitive tasks
• Integrates with BambooHR, Jazz HR, and Lever

Platform Cons:

• Spark Hire’s video-first approach isn’t ideal for all roles
• Spark Hire also has fewer automation tools than other bulk hiring platforms

Pricing: $299 a month for video interviews, behavioral assessments, and reference checks. Contact Spark Hire to learn the cost of its full applicant tracking system.

#11 Manatal — Budget-friendly ATS with AI features

Best for: Cost-conscious companies that want basic ATS functionality with modern AI features.

Manatal delivers core applicant tracking with AI candidate recommendations, resume parsing, and social media enrichment at an accessible price point. It’s designed for small and mid-sized companies that want modern recruiting tools without the enterprise budget.

Platform Pros:

• A modern, clean interface
• AI-powered candidate matching
• Extremely affordable pricing tiers
• Integrates with Indeed, Glassdoor, and Zapier

Platform Cons:

• Manatal lacks sophistication for complex high volume recruitment strategies

Pricing: As low as $15 a month.

#12 Workable — All-in-one recruiting for growing teams

Best for: Mid-market companies that want HR and recruiting in one platform.

Workable combines recruiting, HR management, and payroll in one system. Post jobs, schedule interviews, track candidates, extend offers, manage employees, run payroll—all in one place. The end-to-end approach appeals to companies wanting to minimise vendor relationships.

Platform Pros:

• Quick to implement and learn
• Covers recruiting and HR needs
• Transparent pricing with no surprises
• Integrates with LinkedIn, Indeed, Checkr, and BambooHR

Platform Cons:

• Workable wasn’t built for bulk hiring scenarios.
• The platform’s all-in-one approach doesn’t work for all brands.

Pricing: Starts at $299/month for recruiting, $349/month for recruiting plus HR tools

Sapia.ai vs other bulk hiring solutions

Is Sapia.ai the best option for your mass recruitment strategy? Let’s dive deeper into what makes Sapia.ai different so that you know how to answer that question.

Candidate experience and completion

Sapia.ai’s chat-based interviews mimic the text conversations candidates have every day. This is one of the many reasons why 85% finish their interviews, much higher than industry average.

The mobile-first design helps too, because it allows candidates to complete interviews on their lunch breaks, during their commutes, or whenever else they have 10 minutes to spare.

Just as important, every candidate that completes a Sapia.ai interview receives accurate, personalised, AI-powered feedback. What did they do well? How can they improve? Our platform will tell them, which completely revolutionises the whole application process.

Fairness and explainability

Sapia.ai uses the FAIR™ framework to actively monitor for bias signals throughout your hiring data. If certain demographic groups get filtered out disproportionately, the system alerts your team immediately. You can then investigate and correct before bias becomes systemic.

Also of note, SAIGE™ technology powers our platform’s explainable AI scoring. Hiring managers don’t get mysterious black-box numbers. Instead, they see the specific competency evidence that drove each candidate’s ranking. This transparency builds trust, satisfies audits, and helps teams make better hiring decisions that lead to greater company success.

Implementation speed and stack fit

Sapia.ai overlays your existing ATS instead of replacing it, so your current infrastructure stays intact. You simply add Sapia.ai’s AI-powered screening capabilities and analytics insights on top.

This approach accelerates implementation. After all, you don’t have to migrate data or recreate automated workflows. As such, you can fully implement Sapia.ai in days, not months. This fast deployment path matters most during seasonal surges and rapid expansion scenarios.

Analytics depth and stakeholder reporting

Sapia.ai’s analytics dashboard answers the questions that matter to hiring teams and executives.

With Sapia.ai, you can track important funnel metrics like completion rate, time-to-shortlist, and time-to-hire. See where candidates move quickly and where they stall or drop out. Identify bottlenecks and optimise systematically. Then adjust your hiring plan accordingly.

Sapia.ai also has tools to monitor diversity and inclusion throughout your recruitment process. Spot where certain groups drop off disproportionately and investigate root causes.

All Sapia.ai insights come with full audit trails, so you can always answer questions from candidates, regulators, or internal stakeholders with confidence.

Implementation checklist for bulk hiring at scale

Ready to implement your chosen bulk hiring tools? Follow this roadmap:

1. Map your high-volume roles and candidate journeys. Document which positions need bulk hiring and what the current recruitment process looks like for each.
2. Define competencies and interview question sets. For every role, determine the must-have competencies and craft structured interview questions to assess those skills.
3. Pilot in limited regions. Choose one or two representative roles and one or two locations for your pilot program to limit risk and give yourself space to learn.
4. Set clear success metrics. Establish measurable targets like time-to-hire reduction, completion rate improvement, quality-of-hire indicators, and diversity goals..
5. Train hiring managers. Invest in comprehensive training, create clear SOPs, and set expectations for candidate review timelines. Put simply, make adoption easy.
6. Launch enablement resources. Give hiring managers ongoing support via best practice guides, troubleshooting resources, and quick reference materials.
7. Review analytics at 30 and 90 days. Don’t wait six months to check your results. Are you hitting targets? What needs adjustment? Make changes based on data.
8. Scale systematically. Once your pilot proves successful and you’ve refined your approach, expand into additional roles and regions. Scale methodically, not haphazardly.

Empower Your High Volume Recruitment Strategy

Bulk hiring tools will streamline and improve your recruitment processes. Once you have them, you’ll be able to automate tedious tasks while providing better candidate experiences.

The question is, which bulk hiring tool should you purchase for your company? It depends on if you want a full ATS or an overlay solution. If you want the latter, go with Sapia.ai.

Our AI-powered software takes an interview-first approach that candidates love. They love it so much, in fact, that 85% of them finish their interviews, which is much higher than the industry average. In addition, Sapia.ai includes workflow automation tools and in-depth analytics. Sign up for a free demo of Sapia.ai today to see if it’s the right bulk hiring tool for your organisation.

FAQs about bulk hiring tools

What is meant by bulk hiring?

Bulk hiring means recruiting for a large number of similar positions within a compressed timeframe, often across multiple locations. It’s common in retail, hospitality, healthcare, logistics, and contact centers—especially during seasonal peaks and rapid expansion scenarios.

What is another word for bulk hiring?

Bulk hiring goes by several names: mass hiring, volume hiring, high-volume hiring, and high-volume recruitment. All these terms describe the challenge of filling many similar roles simultaneously while maintaining quality standards and a positive candidate experience.

What is the most used hiring platform?

Usage varies by company size and hiring needs. Indeed leads for job posting reach and candidate volume. LinkedIn Recruiter dominates in the professional space. Applicant tracking systems like Workday, Greenhouse, and SmartRecruiters are widespread in large organisations. Sapia.ai is often preferred by retail and airline companies, as well as contact centers.

Which AI tool is best for recruitment?

The best AI recruiting tool depends on your priorities and workflow. Sapia.ai excels at interview-first bulk hiring with explainable AI. HireVue leads in video assessment. Paradox specialises in conversational screening. Match the tool’s strengths to your specific challenge.

What’s the best CRM/ATS for bulk recruitment?

Traditional ATS platforms like Greenhouse and SmartRecruiters handle volume well, especially when paired with purpose-built screening partners. For example, both Greenhouse and SmartRecruiters integrate with Sapia.ai, which enables AI-powered, interview-first recruiting processes that not only improve the candidate experience, but also boost recruiter speed.

What are the 3 P’s of recruitment—and do they change for high-volume roles?

The 3 P’s are people, process, and performance. For bulk hiring, process is especially critical, as speed, accuracy, and candidate experience often determine success. You can’t manage hundreds of candidates without systematised processes. (Automation helps too!)

Is it worth using a recruiter if I have these tools?

Yes. Bulk hiring tools can streamline candidate sourcing, screening, scheduling, and interviewing tasks. But human recruiters add strategic value that software can’t. The best results come from combining strong tools with skilled individuals to hire top talent in less time.

About Author

Laura Belfield

Head of Marketing