Recruiting Software for Independent Recruiters

Choose a workspace that helps you deliver the work for each role: understand the brief, review candidates, explain your shortlist and keep the next step clear.

Jalvexa brings job creation, candidate sourcing or resume uploads, fit evaluation, shortlisting and hiring progress into one Recruiter workflow. Recruiter plans start at $139/month, billed monthly in USD.

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Choose around the work you do for each role

For a solo practice, start with the tasks you need to keep straight. Which role is this candidate being considered for? What supports their fit? What still needs checking? Who needs to do what next?

Write down the answers your software needs to help you find. Then separate candidate delivery from running the business. If you also need client prospecting, invoicing, payroll or a shared team workspace, include those in your buying checklist and confirm their availability with each supplier. Ask each supplier which of those functions it includes.

A useful comparison starts with one role and one candidate, rather than a long feature list.

Five things to check before choosing recruiting software

1. Keep the role and candidate evidence connected

Look for a way to review a candidate against the role you are actually filling. A person may be suitable for one job and unsuitable for another. Your notes should make that distinction clear.

Start with the responsibilities and essential requirements. Use the hiring brief template to separate what the person must deliver from preferences that can be discussed.

2. Make missing information easy to see

An evaluation should help you explain what supports a candidate’s fit and what remains unanswered. A title or short profile is a starting point for review, not proof that the person has done every part of the work.

Ask whether you can turn an unanswered question into a useful next step. The candidate evaluation guide shows how to compare evidence against the work.

3. Check sourcing access, allowances and expiry

Compare how you will bring candidates into the workflow: professional-profile searches, resumes supplied by candidates or profiles they have chosen to share.

Read the usage limits as well as the subscription price. Confirm how sourcing usage is counted, when allowances renew and how long a profile remains available. Choose around your expected work rather than assuming that a larger plan adds different hiring features.

4. Keep the shortlist and next action understandable

A shortlist is more useful when you can explain why each person belongs on it. Check whether the workflow helps you carry supported strengths and open questions into the next conversation.

For contact, distinguish preparing a draft from delivering a message. Confirm who reviews it, who sends it and which channel is used.

5. Check what the plan actually includes

Compare the price, included features, sourcing allowance and access arrangements together. If more than one person needs access, confirm the seat arrangements before choosing a plan with a team-related name.

Use a short checklist of requirements you can verify. Leave any unconfirmed capability marked as a question.

A practical example for a solo recruiter

Suppose you are filling an operations coordinator role. This is a fictional example, not a candidate record.

A useful hiring workspace helps you keep those questions with the role and candidate. You can then decide what to ask before presenting the person as a fit. Do not turn an unanswered question into an assumed qualification.

How Jalvexa fits that workflow

In Jalvexa, you create the job and review its Hiring Brief. You can search professional profiles, add candidates who supplied resumes or discover professional details shared through the Talent Network.

Review the available profile information, compare it with the job, and use the fit explanation and unanswered questions to build your shortlist. Prepare and approve contact drafts, then send them through your chosen channel. Use the evaluation to prepare interview questions and record hiring progress, offers and hires as they happen.

Sourced profiles are private one-hour previews of available name, title and location. Fit explanations compare available evidence with your job; confirm qualifications, availability and interest with the candidate.

See the Recruiter workflow, read the candidate sourcing guide, or follow the recruiting workflow guide for the wider process.

Recruiter plans and sourcing allowances

All three Jalvexa Recruiter plans include the same current hiring features. The monthly sourcing allowance differs.

Uploaded resumes and Talent Network profiles use no sourcing units. Sourcing add-on purchases are not available. Shared team seats are not included in Recruiter Team.

Create your account, verify your email and choose a paid Recruiter plan before creating jobs or working with candidates. Check the pricing page for current plan details before choosing.

Decide what you need to prove before buying

Choose one role you understand and list the information you need at each step. Can you review a candidate against it, explain the evidence, identify unanswered questions and record the next action?

Keep the same checklist when comparing products. Choose the workflow and allowance that meet your needs, and confirm any extra business or team requirements separately.

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