25 Companies with Mobile Careers & Recruiting Apps

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Mobile is the next frontier when it comes to recruitment technologies. Our industries innovations follow in the footsteps of consumer and business industry trends. First with data storage systems like the applicant tracking systems and then cloud and SaaS based systems, and the use of social media as part of recruiting. Yes, mobile is the next frontier in the recruiting world, and slow yet steady progress is being made.

Types of Mobile Recruitment

When it comes to mobile recruiting and recruitment initiatives, there are three accepted ways to integrate mobile into your corporate recruiting strategy.

  • Social Recruitment via Mobile. Mobile can used for social recruiting and engaging with job seekers who are increasingly on the go.
  • Mobile Rendered Career Pages. Just like viewing and shopping as customer site like Zappos,companies are increasingly offering mobile rendered career pages that change based on the type of screen and resolution of the device in which you are using to view the website. 
  • Mobile Apps Downloaded on Your Smart Phone. Just like downloading Angry Birds to your mobile, job seekers can download the latest company careers app to their smart phones.

Slow Adoption of Mobile Job Search by Companies

Only 3 percent of Fortune 500 companies have mobile career pages, apps or websites according to a 2012 study from iMomentus despite it’s mainstream popularity among businesses targeted mobile consumers. Trends in the business industry are important because  adoption by corporations for internal or HR purposes follows suit. Companies have a hard time making the leap either because of the increased need to develop an often pricy recruitment marketing campaign as well as the fact that senior business leaders don’t understand how job seekers are using the technology. “A growing number of job seekers are using mobile as part of their job search especially when you consider that the ultimate use of mobile devices is for email consumption,” says Chris Hoyt, a recruitment marketing leader from PepsiCo. “Thinking this way, all recruiters are already executing mobile hiring and job search strategies for their respective companies.”

The twenty-five companies listed here have apps available for download for iTunes, Android or Blackberry phones.

  • PepsiCo Careers. Called “Us Possibilities.” (Download iTunes & Android)
  • Daimler Trucks North America Careers. (Download iTunes & Android)
  • Hitachi Careers. (Download iTunes)
  • EDHEC Careers. Career app for College in France, UK and Singapore. (Download iTunes)
  • Adecco Singapore Careers. (Download iTunes)
  • iMomentous Careers. (Download iTunes)
  • Accenture Careers. (Download iTunes)
  • Air Energi Jobs. (Download iTunes & Android)
  • Bija Careers. (Download iTunes)
  • Blackberry Jobs. Called “Jobs in Motion.” (Download Android)

Do you have a mobile app for recruitment or are mobile career pages or social recruiting more important to you? I look forward to hearing your thoughts.

Photo Credit Big Stock Photo

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  1. Interesting article. Let me ask – of these 25 which allow apply functionality that isnt just emailing me the job to apply later?

    Rob Humphrey |
    • Rob,

      That’s the next phase of my research. I’m going to actually apply for these jobs on the apps and determine their useability. Are the using text or push notifications or are they relying on email to email me the job.

      Thanks for your comment. We’re still in the very early stages of adoption when it comes to mobile recruitment.


      • Hi Jessica,

        I definitely look forward to your reviews of the various application processes. Actually, this blog post inspired our agency to do a full candidate-experience review of the apps you mentioned – we’d love to hear your feedback on our reviews to see if you agree or not. I’ve provided links to the posts on JWT INSIDE’s Google+ page if you want to check them out!

        1. PepsiCo, Aramco, DTNA, GM and GE – http://bit.ly/16HdoJG
        2. Cummins, Nielson, Careers@Gov, Liberty Mutual and Hitachi – http://bit.ly/1bJhaJC
        3. iM, Adecco, F&E, Unilever and EDHEC – http://bit.ly/13sDbnR
        4. Accenture, Air Energi, Bija, Sodexo and SNI Company – http://bit.ly/1961A4F
        5. Match, Intel and BMJ – http://bit.ly/17mdUhY

        We also included a few additional mobile careers app reviews including US Department of State Careers, UCLA Health Careers and more. I look forward to your feedback!


        • Awesome, Emily. I will check these out. Appreciate you taking it to the next level. There is so much innovation and information happening in the space it’s hard to keep up…


  2. Really, how logical is it for a company to require a candidate to download an app from the itunes store just to apply to your jobs. What an invasive bother. What if they want to passively follow your jobs? Would they then have to update the app when they get a new phone, when the app itself is upgraded? Bother!
    There is technology that easily gives the company a mobile platform on which candidates can search for jobs by category or location on mobile responsive sites, receive job alerts and go all they through to apply in a mobile ATS, without necessarily changing up their currrent ATS. There is also a career fair app that companies can use on a tablet to have candidates apply right there at the event. It is part of the SourceMob suite of solutions. Make it easier for candidates to apply. Making them have to download an app to do so is already old school.

  3. Pretty nice post. I just stumbled upon your blog and wanted to say
    that I’ve truly enjoyed surfing around your blog posts. In any case I’ll be subscribing to your rss feed and I hope you write again soon!

  4. That is a good compilation. Just to add MobileJobing.com is one other website that focuses on connecting App developers with Mobile Development Companies.

  5. All these apps that need to be downloaded, upgraded, maintained, replaced when a new mobile device is purchased -isn’t that the antithesis of creating an easy and great mobile candidate application experience? In July SourceMob is launching the Mobile Direct Apply and a Mobile Applicant Tracking System. Who needs to pay for an app!? Let me know if you are interested in a demo.

  6. Pretty nice post. I just stumbled upon your weblog and wanted to say that I’ve truly enjoyed surfing around your blog posts. In any case I’ll be subscribing to your rss feed and I hope you write again very soon!

  7. Where all of these apps fail is in the integration with the ATS. Few Applicant Tracking Systems can truly take applications from smartphones and tablets smoothly and in a manner that promotes the best candidate experience. And isn’t the candidate experience what is important to prevent defection within the application process?

    Nancy Ritzman, SourceMob

    • Hi Nancy,

      You’re absolutely right. The ATS platforms are way behind in the space in terms of mobile integration, and we can see that clearly in the use of mobile apps and really any mobile media. We actually mention this in our app reviews (see above comment with links) and note that having Mobile Apply would definitely impact overall user experience for the better. We’d love to get your feedback on our app reviews, also! Check them out. 🙂

      Thank you!

    • Nancy,

      It’s not always about the candidate experience. It’s about attracting the best candidate which is a very few and there should be a focus on quality. The problem at the moment is that mobile apps don’t jive with ATS because the hiring process is so long, and I don’t see that changing because the fear for recruiting teams and business leaders if I make it easier to apply for the job, then I will be overwhelmed with unqualified candidates even more than I already am. This is where your talent network can really shine. Candidates join the network, get to know the company while the company gets to know you before you officially apply thus, improving candidate quality and making for better relationship and expectations for everyone who officially applies.

      Technology while great isn’t about making it easy for the candidate. In the end, it’s about hiring the best person for the job. Personally, I’d rather have candidates defect during the application and hiring process before they start to work for me. Saves time, money and in so many ways.



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