Top 15 AI Recruiting Software for Malaysian Employers in 2025

AI recruiting software is transforming how Malaysian employers hire. From resume screening and chatbots to predictive analytics and local job board integrations, these tools are designed to make hiring faster, smarter, and more cost-effective.

This article will help you explore the top platforms available and how HR managers can choose the best one for their needs.

What is AI Recruiting?

AI recruiting is the use of artificial intelligence to make hiring smarter and faster. Instead of spending hours screening resumes or scheduling interviews, AI tools automate these repetitive tasks. They can parse and rank CVs, match candidates to job requirements, run chatbots that answer candidate questions, and even analyse video interviews.

By using AI for recruiting, employers can shorten hiring cycles, improve candidate fit, and lower recruitment costs. With competition for skilled talent intensifying and SMEs struggling to match MNCs’ budgets, AI recruiting has become a practical way to level the playing field.

Top 15 AI Recruiting Software for Malaysian Companies

Below are 15 platforms that HR managers in Malaysia can consider. We’ve grouped them into local/regional platforms (built for Malaysia’s market) and global solutions (commonly used here).

Each entry highlights what the software does, key features, why it matters for Malaysian employers, and basic details like pricing and contact information.

Local & Regional Platforms

1. A Job Thing (AJT)

A Job Thing is one of Malaysia’s leading recruitment platforms, powering job boards such as Maukerja and Ricebowl. 

It offers AI-driven features like AI Job Ads, AI Job Folder, and instant talent matching, designed to handle the realities of high-volume hiring in industries like F&B, retail, and manufacturing.

Because it is built for Malaysia’s multilingual and diverse workforce, employers gain immediate access to local talent pools and can distribute job ads seamlessly across multiple channels, cutting down on time-to-hire and administrative work.

2. KitaHQ

KitaHQ specializes in AI-powered video interviews, automating the first screening stage for employers. Its platform generates interview questions, schedules sessions 24/7, and scores candidates consistently. Employers can have a faster shortlisting without compromising fairness, while ensuring every candidate goes through the same standardized process.

3. TalxRecruit

TalxRecruit was built in Malaysia to ease the daily workload of recruiters by using AI to draft job descriptions, generate interview questions, and parse resumes automatically. This helps smaller HR teams create structured hiring workflows, ensuring consistency in screening while freeing up valuable time for more strategic decision-making.

4. Epicareer

Epicareer focuses on improving the performance of job ads with AI, helping employers optimize wording, structure, and placement. In a market as diverse as Malaysia’s, these enhancements translate directly into more relevant applications and faster hiring, since ads resonate better with the right candidates.

5. The Talent Games

The Talent Games offers gamified assessments where candidates are evaluated through interactive, game-based challenges. Its AI then analyses the results to predict job fit. This approach is particularly valuable for graduate recruitment and bulk hiring, where CVs often look similar, but employers need a fair and engaging way to identify top performers.

Global Platforms

6. Manatal

Manatal is a widely adopted ATS known for its simple interface and affordable pricing. It uses AI to parse resumes, score candidates, and recommend top profiles, helping HR teams quickly prioritize the best fits. Manatal delivers enterprise-grade functionality without the heavy costs of global competitors.

7. Vervoe

Vervoe puts skills at the center of recruitment by offering more than 300 prebuilt assessments across technical and soft skills. Its AI automatically grades answers and ranks candidates, giving employers clear evidence of ability beyond resumes. By highlighting proven ability over formal qualifications, the platform gives Malaysian employers, especially in fast-moving sectors like tech and finance, the assurance they need when making hiring choices.

8. TestGorilla

TestGorilla provides an extensive library of over 350 assessments, coupled with AI grading and fraud detection features. For large hiring drives, the platform helps employers strike a balance between speed and fairness by removing weak applications efficiently and safeguarding against fraudulent activity.

9. Zoho Recruit

Zoho Recruit combines ATS features with AI-driven resume parsing, matching, and chatbots, and importantly, it offers on-the-ground support from its office in Subang Jaya. Employers in Malaysia benefit from both the breadth of a global system and the reassurance of local support, simplifying adoption and regulatory alignment.

10. Eightfold AI

Eightfold AI positions itself as a talent intelligence platform, providing employers with tools to map skills, predict future talent needs, and create more inclusive hiring pipelines. It helps align workforce planning with business strategy for large Malaysian corporations with regional or global operations.

11. Talview

Talview supports video interviews and remote assessments, enhanced by AI-driven insights. Employers can standardize evaluations, reduce interviewer bias, and accelerate hiring even when candidates are remote. This consistency is especially valuable in distributed teams and multinational setups common in Malaysia’s shared services sector.

12. HireVue

HireVue pioneered video interviewing and integrates AI to analyse candidate responses. Employers running high-volume graduate intakes or frontline hiring benefit from consistent, scalable assessments, ensuring that speed doesn’t compromise quality.

13. SmartRecruiters

SmartRecruiters provides an enterprise-level ATS with AI matching and a wide integration marketplace. Multi-brand and multinational employers in Malaysia can rely on it to standardize recruitment processes without losing adaptability.

14. Greenhouse

Greenhouse focuses on structured hiring with interview kits, scorecards, and bias-reducing workflows. Employers in Malaysia who want to professionalize their recruitment and demonstrate fairness to both candidates and regulators can rely on its built-in compliance-friendly processes.

15. Workable

Workable is a cloud ATS with quick setup, AI-assisted sourcing, and wide job board distribution. Malaysian SMEs looking for an easy entry point into AI recruiting can use it to professionalize hiring without lengthy implementations.

Key Features of AI Recruiting Software

AI recruiting software has various key features that can help the hiring process run more efficiently and have higher-quality candidates:

Automated Resume Screening

Instead of HR staff manually going through stacks of CVs, AI software parses each resume, extracts key information (education, skills, work experience), and compares it to the job description. Recruiters can instantly focus on top matches rather than wasting time filtering unqualified applicants.

In Malaysia, where SMEs often receive hundreds of applications for entry-level or operational roles, this saves enormous time. Some tools (e.g., Manatal, Zoho Recruit) even score and rank candidates, so hiring teams can prioritize interviews efficiently.

Candidate Matching & Ranking

AI compares applicant profiles with role requirements and scores candidates based on skill fit, experience, and predicted performance. The feature helps close the skills mismatch gap; 56% of employers report difficulty finding the right technical expertise. 

By adding skills-based assessments, AI ensures employers don’t overlook qualified candidates just because their resumes are formatted differently.

Chatbots for Candidate Engagement

AI-powered chatbots can:

• Answer candidate FAQs 24/7 (“Did you get my application?”, “What’s the next step?”).

• Schedule interviews by syncing with recruiters calendars.

• Provide updates on application status.

For Malaysian candidates, this is crucial because job seekers expect timely responses. For HR teams, it reduces repetitive admin work while improving the candidate experience, which strengthens employer branding.

Predictive Analytics for Hiring Decisions

AI doesn’t just look at current resumes. It uses historical data to predict outcomes such as:

• How long a candidate is likely to stay.

• Whether they’re likely to succeed in the role.

• Workforce planning needs (turnover, promotions, training gaps).

This is especially valuable for Malaysia’s high-turnover sectors like F&B, retail, and plantations. Employers can proactively plan for attrition instead of constantly reacting to resignations.

Integration with Job Portals and HR Systems

Strong AI recruiting tools integrate with existing platforms, from HRIS/payroll systems to job boards. In Malaysia, this means linking directly with portals like Maukerja, Ricebowl, and Epicareer, which ensures maximum candidate reach.

Employers avoid duplicating data entry and keep all records centralized, making audits and compliance with PDPA easier.

How to Choose the Right AI Recruiting Software

Employers in Malaysia can use four main considerations as a guide:

1. Company Size and Hiring Needs

SMEs with limited HR resources often benefit from lightweight, affordable platforms like Manatal or Workable, which automate resume screening and pipeline management without a steep learning curve. 

Larger organizations with multiple brands or regional offices may need enterprise systems like SmartRecruiters or Eightfold AI, where consistency across units and scalability are more important.

2. Budget and Scalability

AI recruiting software comes in many pricing models, from per-user monthly fees to enterprise annual licenses. 

For SMEs, starting with entry-level plans (e.g., Manatal from US$15 per user per month, Vervoe from US$19 per month) allows them to test value before scaling up. 

Larger employers should weigh return on investment (ROI) by calculating time saved in screening, agency fees reduced, and the improved quality of hires.

3. Integration with Existing HR Systems

Recruitment software works best when it doesn’t sit in isolation. Employers should check whether a platform integrates smoothly with their HRIS, payroll, or performance management systems. 

In Malaysia, integration with job portals such as Maukerja, Ricebowl, or Epicareer can also make a big difference, ensuring job ads are distributed widely while keeping data centralized.

4. Local Support and Compliance

Finally, employers need to ensure the tool aligns with Malaysia’s regulatory environment. Compliance with the Personal Data Protection Act (PDPA) is a must, especially since candidate data involves sensitive personal information. 

Having local support, like Zoho Recruit’s Subang Jaya office or platforms built in Malaysia such as A Job Thing, can also help HR teams implement software smoothly, troubleshoot faster, and adapt workflows to local requirements under the Employment Act 1955.

Impact of AI Recruiting on HR in Malaysia

AI recruiting has a significant impact on the HR industry. The adoption of automation and predictive tools in AI recruiting is changing daily workflows, long-term strategies, and even compliance responsibilities for employers.

Shaping Future Hiring Practices

AI is pushing Malaysian employers toward faster, more data-driven recruitment. Time-to-hire can be reduced by automating tasks like resume screening, interview scheduling, and candidate matching. This shift is especially useful in competitive sectors like tech and finance, where top candidates often accept offers within days. 

For industries that rely on bulk hiring, such as retail or manufacturing, AI reduces operational disruptions by helping fill vacancies quickly. Over time, this technology will encourage HR teams to adopt structured hiring methods, focusing more on measurable skills and less on subjective judgments.

Concerns about Bias, Fairness, and Compliance

While AI can reduce unconscious bias in early screening, it is not a silver bullet. Poorly designed algorithms may unintentionally favour certain profiles, creating new forms of bias.

Employers in Malaysia must therefore ensure that AI is used as a support tool rather than a replacement for human judgment. 

Fair hiring practices are also tied to the Employment Act 1955, which governs non-discrimination and equitable treatment of workers. 

HR managers should regularly review AI-driven shortlists and interview outcomes to confirm they align with both company values and legal standards.

Data Privacy Considerations under PDPA

Every application, CV, and interview recording contains personal data. Under Malaysia’s Personal Data Protection Act (PDPA), employers are responsible for protecting that data, even when it is stored or processed by third-party AI vendors. 

This means choosing platforms that are transparent about where data is stored, how it is processed, and how long it is retained. Employers should also communicate clearly to candidates when AI tools are used in the hiring process, reinforcing trust and ensuring compliance.

FAQs

What is AI recruiting software?

It’s software that uses AI to automate screening, matching, chat, and even interviews. It shortens hiring cycles and improves accuracy.

Why should Malaysian companies use AI recruiting tools?

To hire faster, reduce workload, improve matching, and support fair, skills-based decisions across a diverse, multilingual market.

What’s the difference between AI recruiting software and traditional agencies?

Agencies are service providers, while AI software is a toolkit your team uses. Many employers combine both: software for speed and consistency, with human recruiters for relationship-building and final judgment.

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