Companies that use BullHorn

Source: Analysis of 100 job postings that mention BullHorn

My analysis shows that Bullhorn buyers are primarily concentrated in talent acquisition leadership (18%) and business development directors (12%), with significant usage by individual recruiters (14%) and recruiting coordinators (9%). These leaders are managing recruitment operations across staffing firms, healthcare staffing agencies, and corporate talent acquisition teams. Their strategic priorities center on building scalable recruitment infrastructure, particularly in high-volume environments. I noticed compliance officers (8%) also play a purchasing role, especially in healthcare and regulated industries where documentation and audit requirements drive technology decisions.

Day-to-day users span the full recruitment lifecycle. Recruiters use Bullhorn to manage candidate pipelines, track job orders, and log client interactions. One posting specifies the need to "utilize Bullhorn to log all activity, notes, and information vital to managing and growing a book of business." Recruiting coordinators handle document uploads, candidate file maintenance, and workflow coordination. I found multiple roles focused on ensuring "all candidates have active reminders and compliance follow-ups" within the system, indicating Bullhorn serves as the central compliance and workflow engine.

The pain points reveal companies struggling with data integrity, process standardization, and speed-to-fill metrics. One posting seeks someone to "maintain accurate and organized candidate data within Bullhorn ATS" while another emphasizes the need to "ensure integrity in teamwide activities" through CRM hygiene. Several descriptions mention goals around "improving recruiter productivity" and "measurably improve recruiter productivity, optimize our use of technology." Companies want systematic processes that reduce manual work while maintaining audit-ready compliance documentation.

Source: Analysis of tech stacks from 426 companies that use BullHorn

I noticed that companies using BullHorn are clearly in the B2B sales and recruitment space, with a strong emphasis on outbound prospecting and digital visibility. The presence of ZoomInfo appearing 91 times more frequently than average is the biggest tell here. These companies are heavily focused on lead generation and contact discovery, which makes perfect sense given that BullHorn is an applicant tracking and recruitment CRM platform.

The pairing of ZoomInfo with BullHorn tells me these recruitment agencies are aggressively sourcing both candidates and client companies. Meanwhile, the heavy use of Yoast and Google Search Console (appearing 12.8x and 4.3x more often) reveals they're investing seriously in SEO to attract inbound traffic, likely job seekers and potential clients searching for recruitment services. The combination of Microsoft Defender for Business and Intune suggests these are mid-sized staffing firms managing remote teams who need enterprise-grade security, probably because they handle sensitive employment data.

My analysis shows these are sales-led organizations operating in a highly competitive market. They're not product-led companies building software, they're service businesses that need to fill both sides of a marketplace: finding candidates and winning client contracts. The robust presence of Google Analytics indicates they're tracking website performance closely, optimizing their digital funnel alongside their direct outreach efforts. These companies are likely in growth or mature stages rather than early stage, given the investment in security infrastructure and multiple paid tools.

Source: Analysis of Linkedin bios of 426 companies that use BullHorn

I analyzed these companies and found that Bullhorn's typical customer operates in the staffing and recruiting industry. These aren't tech companies building software or manufacturers making products. They are talent brokers who connect employers with candidates across virtually every sector imaginable. Some focus narrowly on healthcare travelers or IT contractors, while others cast a wider net across accounting, administrative, light industrial, and executive roles. Whether placing temporary warehouse workers or C-suite executives, they all share the same fundamental business model: matching people to jobs.

These are predominantly established, profitable businesses rather than venture-backed startups. The employee counts range widely, from small 2-10 person operations to firms with thousands, but funding information is largely absent. When funding appears at all, it's minimal seed rounds or private equity. Most companies cite founding dates from the 1990s, 2000s, or early 2010s, suggesting organic growth over years or decades. The emphasis on longevity ("since 1988," "over 40 years") tells me maturity and staying power matter to their clients.