What is tech recruiting software?

Tech recruiting software is an applicant tracking system tuned for hiring software engineers and other technical roles, where sourcing is hard, applicant volume is high, and several technical interviewers need to agree. 100Hires is built for this use case: it sources and enriches developer contacts, ranks a flood of applicants with AI Score, runs structured Evaluation Forms across an interview panel, and distributes a role to 11 job boards in one click, so a small software or IT team can run a serious engineering pipeline without a heavyweight enterprise ATS contract.

Does 100Hires include built-in coding tests or technical assessments?

No. 100Hires is an applicant tracking system with AI sourcing, scoring, and structured interviews; it does not run live coding tests or anti-cheat proctoring inside the product. Most teams pair 100Hires with a dedicated coding-assessment platform for the skills test and keep every candidate, score, and interview record in the 100Hires pipeline. The AI Copilot can still compare a candidate's stated stack and experience against the job requirements, which helps flag the resume padding that wastes an interview slot.

How does 100Hires help source software developers?

100Hires gives you three sourcing paths. The Chrome extension pulls candidates from LinkedIn and bulk-imports a LinkedIn Recruiter project. For engineers you find on GitHub or Stack Overflow, SignalHire enrichment finds their personal and work email addresses plus a phone number so you can reach them directly. The AI Email Composer then drafts outreach from the candidate's real background instead of a template, which matters because strong developers ignore generic mass messages.

How does AI scoring handle a high volume of engineering applicants?

AI Score in 100Hires runs automatically on every new application and scores it on a 0-100 scale against the weighted criteria you set on the job, such as relevant experience, seniority, and specific parts of the stack. Your recruiter reviews a ranked shortlist instead of reading hundreds of applications in submission order. Knockout questions disqualify candidates who miss a hard requirement before anyone opens the profile, which cuts down the AI-generated and unqualified noise a popular role attracts. AI Score is a ranking aid, not a hiring decision: it orders the queue so a human reviews the right profiles first.

Can several interviewers submit comparable technical feedback?

Yes. Evaluation Forms in 100Hires attach the same structured scorecard to a job for every interviewer, with a five-point thumbs scale and eight question types, so the debrief compares like for like instead of free-text notes versus a gut call. Any question can be set to private, visible to Admins only, so interviewers score independently before the room anchors on the first opinion. The AI Copilot can also summarize a candidate and compare their experience against the job requirements to ground the discussion.

Is 100Hires a good fit for a small software company hiring its first engineers?

Yes. 100Hires is built for software and IT teams in roughly the 15 to 230 employee range that are hiring their first or growing engineering team and are not ready to pay for or administer a large enterprise ATS. Pricing is transparent and self-serve, the free 14-day trial needs no credit card, and the out-of-the-box pipeline, AI Score, and Evaluation Forms let one recruiter or a founder run a competent technical hiring process without a dedicated ATS admin. See https://100hires.com/pricing for current plans.

Does 100Hires have an API our engineering team can use?

Yes. The full REST API v2 is included on every 100Hires plan, with no enterprise tier required. It covers the hiring lifecycle: create and manage jobs, import candidates in bulk, move applications through stages, send messages, and fire webhooks on stage changes, so your engineering team can build internal dashboards or connect 100Hires to the rest of your stack. The OpenAPI spec is published at https://api.100hires.com/v2/openapi.json with no sales call required to read it.

Tech Recruiting Software for Software & IT Teams

100Hires

100hires
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Tech Recruiting Software for Software & IT Teams

Hiring engineers breaks a generic ATS in three places at once.

Sourcing: strong developers get dozens of identical messages a week and answer none of them. Screening: one popular role pulls hundreds of applications, and a growing share are AI-generated or padded with skills the candidate has never actually used. The debrief: five engineers interview the same person and score them five different ways, so the loudest voice in the room wins.

100Hires is built for the software and IT teams that hit all three of these before they are big enough for a large enterprise ATS contract or a separate coding-assessment suite.

Teams that lean on AI Score review a ranked shortlist instead of reading applications in the order they arrived. The AI does not make the call; it highlights the strongest profiles so your recruiter spends screening time on the ones that can actually pass a technical round.

What to look for in tech recruiting software

Most buyer guides score tech recruiting software on the same handful of criteria: how widely it reaches candidates, whether it can screen a high volume of applicants without manual reading, whether several interviewers can leave comparable technical feedback, how it distributes a role, and whether the pricing is transparent enough to start without a sales call.

100Hires covers the applicant-tracking side of all of those: sourcing and enrichment, AI scoring, structured Evaluation Forms, multiposting, and a developer API on every plan. It is honest about its edges too. 100Hires does not run live coding tests inside the product, so most teams pair it with a dedicated coding-assessment platform and keep every candidate in the 100Hires pipeline.

100Hires is not a technical-assessment platform. There is no built-in live-coding IDE, no anti-cheat proctoring, and no automated crawl of a candidate's GitHub contribution graph. For skills testing, run a dedicated coding-assessment tool alongside 100Hires and track every candidate in one pipeline. For sourcing, you find engineers on LinkedIn, GitHub and Stack Overflow yourself, and 100Hires handles the contact enrichment, outreach, scoring, and structured interviews from there.

For more on the pieces of a technical pipeline, start with how 100Hires handles AI candidate scoring. The developer contact finder and interview scorecard pages cover the sourcing and structured-evaluation steps in more detail.

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