Compare People Search and recruiting platforms

Choose Yena when a difficult live mandate needs a reviewable sourcing workflow: find people beyond applicants, understand why they appear relevant, review available contact details, and continue into an ATS and recruiting CRM. Choose Loxo when its wider sourcing stack and operating model fit your team better.

Choose Yena when a difficult live mandate needs a reviewable sourcing workflow: find people beyond applicants, understand why they appear relevant, review available contact details, and continue into an ATS and recruiting CRM. Choose Recruit CRM when its wider sourcing stack and operating model fit your team better.

Choose Yena when a difficult live mandate needs a reviewable sourcing workflow: find people beyond applicants, understand why they appear relevant, review available contact details, and continue into an ATS and recruiting CRM. Choose Manatal when its wider sourcing stack and operating model fit your team better.

Choose Yena when a difficult live mandate needs a reviewable sourcing workflow: find people beyond applicants, understand why they appear relevant, review available contact details, and continue into an ATS and recruiting CRM. Choose Bullhorn SourceBreaker when its wider sourcing stack and operating model fit your team better.

Choose Yena when proactive discovery is the first job to be done: turn a difficult mandate into a reviewable shortlist, review available contact details, and keep the relationship in the ATS and recruiting CRM. Choose Greenhouse when your priority is its established hiring platform and the sourcing capabilities around it.

Choose Yena when proactive discovery is the first job to be done: turn a difficult mandate into a reviewable shortlist, review available contact details, and keep the relationship in the ATS and recruiting CRM. Choose Lever when your priority is its established hiring platform and the sourcing capabilities around it.

Choose Yena when proactive discovery is the first job to be done: turn a difficult mandate into a reviewable shortlist, review available contact details, and keep the relationship in the ATS and recruiting CRM. Choose Ashby when your priority is its established hiring platform and the sourcing capabilities around it.

Choose Yena when proactive discovery is the first job to be done: turn a difficult mandate into a reviewable shortlist, review available contact details, and keep the relationship in the ATS and recruiting CRM. Choose Workable when your priority is its established hiring platform and the sourcing capabilities around it.

Choose Yena when the immediate constraint is finding qualified people who have not applied: it begins with sourcing, makes the relevance of a shortlist reviewable, and keeps outreach plus ATS and CRM work connected. Choose Personio when applicant processing, HR breadth, or employer-led recruiting operations are the primary requirement.

Choose Yena when the immediate constraint is finding qualified people who have not applied: it begins with sourcing, makes the relevance of a shortlist reviewable, and keeps outreach plus ATS and CRM work connected. Choose SAP SuccessFactors when applicant processing, HR breadth, or employer-led recruiting operations are the primary requirement.

Choose Yena when the immediate constraint is finding qualified people who have not applied: it begins with sourcing, makes the relevance of a shortlist reviewable, and keeps outreach plus ATS and CRM work connected. Choose d.vinci when applicant processing, HR breadth, or employer-led recruiting operations are the primary requirement.

Choose Yena when the immediate constraint is finding qualified people who have not applied: it begins with sourcing, makes the relevance of a shortlist reviewable, and keeps outreach plus ATS and CRM work connected. Choose softgarden when applicant processing, HR breadth, or employer-led recruiting operations are the primary requirement.