GITNUXSOFTWARE ADVICE
Employment CareerTop 10 Best on Demand Recruiting Services of 2026
Top 10 ranking of on demand recruiting services with criteria and tradeoffs for hiring teams. Includes Cielo, PeopleScout, and Duffy Group.
How we ranked these tools
Vendors set the topic, but our editors set the inclusion criteria and the evaluation framework before research starts.
Agents extract product evidence with provenance, then collect written reviews and transcribe video reviews and podcasts.
Framework: Features 40% · Ease 30% · Value 30%
Gitnux may earn a commission through links on this page — this does not influence rankings. Editorial policy
Cielo is the strongest on-demand pick for recruiting teams that need governed intake and recruiter-led sourcing with clear funnel reporting, whereas Duffy Group fits teams seeking fractional recruiting capacity with structured intake and consistent interview coordination.
Editor’s top 3 picks
Three quick recommendations before you dive into the full comparison below — each one leads on a different dimension.
Cielo
Role calibration workflow ties hiring requirements to outreach and screening steps, with recurring governance checkpoints for changing demand.
Best for: Fits when recruiting teams need flexible capacity with governed intake, recruiter-led sourcing, and funnel reporting.
PeopleScout
Editor pickEmbedded recruiting delivery that pairs intake-led workflow governance with structured interview coordination across active requisitions.
Best for: Fits when hiring teams need recruiter-on-demand coverage with governed intake and interview coordination.
Duffy Group
Editor pickHiring manager calibration sessions tied to active search execution to keep requirements consistent across screening rounds.
Best for: Fits when recruiting teams need fractional capacity with structured intake and consistent interview coordination.
Comparison Table
Cielo
enterprise_vendorCielo delivers on-demand recruitment, embedded recruiting, and recruitment process outsourcing services.
Role calibration workflow ties hiring requirements to outreach and screening steps, with recurring governance checkpoints for changing demand.
Cielo is best assessed as a managed recruiting delivery rather than a candidate-facing sourcing tool, because it assigns recruiters to active requisitions and runs the operational cadence around intake, outreach, screening, and interview coordination. Hiring manager calibration is a visible control point in delivery, since it shapes role requirements before sourcing and screening begins. Recruiting analytics support reporting on pipeline movement and source effectiveness, which helps hiring leaders manage time-to-fill and source-of-hire trends across multiple requisitions.
A tradeoff appears when roles require highly specialized assessment design or custom technical screening systems, since Cielo’s core value centers on recruiter execution and process orchestration. Cielo is a strong fit when recruiting teams need flexible capacity for defined requisitions, such as seasonal hiring or rollout plans that expand headcount in phases.
- +Embedded recruiter delivery supports high-velocity requisition intake
- +Hiring manager calibration improves role alignment before sourcing
- +Recruiting analytics track funnel movement and source effectiveness
- +Operational coordination reduces handoffs between teams
- –Specialized assessment engineering may require add-on support
- –Recruiting cadence depends on timely requisition inputs and feedback
- –Complex ATS or CRM requirements can slow initial workflow alignment
- –Best results require consistent stakeholder availability for calibration
Talent acquisition leaders
Multi-requisition surge coverage with governance
Faster time-to-fill across requisitions
Hiring managers
Structured calibration before sourcing starts
Fewer misaligned submissions
Show 2 more scenarios
Recruiting ops teams
Pipeline reporting for sourcing effectiveness
Higher quality source selection
Recruiting analytics provide visibility into funnel movement and source performance for ongoing decisions.
HR business partners
Project-based recruiting support for rollouts
Stable throughput during rollout phases
Cielo scales recruiter capacity to time-bound hiring waves while keeping operational cadence consistent.
Best for: Fits when recruiting teams need flexible capacity with governed intake, recruiter-led sourcing, and funnel reporting.
PeopleScout
enterprise_vendorPeopleScout provides RPO, project recruiting, sourcing, and talent acquisition outsourcing.
Embedded recruiting delivery that pairs intake-led workflow governance with structured interview coordination across active requisitions.
PeopleScout fits teams that need flexible recruiting capacity without building internal coverage for every role type. Delivery commonly includes intake-driven kickoff, sourcing and outreach execution, candidate screening, and interview scheduling support tied to agreed workflows. Structured interview coordination and hiring manager calibration help keep evaluation criteria consistent across interviews and locations.
A tradeoff is that outcomes depend on how clearly requisition intake captures must-have requirements and how quickly feedback loops are run. PeopleScout works best when hiring teams can assign decision owners for calibration sessions and respond promptly during candidate progression.
- +Embedded recruiter delivery with intake-led workflow setup
- +Hiring manager calibration to standardize evaluation criteria
- +Operational reporting tied to funnel movement and recruiter throughput
- +Candidate coordination support across sourcing, screening, and scheduling
- –Process quality depends on timely feedback from decision makers
- –Requires disciplined requisition intake to avoid scope churn
- –Automation depth is limited compared with vendor-built recruiting suites
- –API and extensibility are not the primary engagement surface
Talent acquisition teams
Rapid hiring for priority requisitions
Shorter time-to-interview cycles
HR operations and TA ops
Temporary capacity during peak demand
Better recruiter capacity planning
Show 2 more scenarios
Business unit hiring managers
Calibration across multiple interviewers
More consistent candidate decisions
Structured calibration sessions align evaluation criteria before interview loops begin.
Recruiting program leaders
Talent pipeline build for recurring roles
Improved pipeline reactivation
Sourcing and candidate rediscovery processes support ongoing pipeline management.
Best for: Fits when hiring teams need recruiter-on-demand coverage with governed intake and interview coordination.
Duffy Group
agencyDuffy Group provides project recruiting, RPO, executive search, and talent acquisition support.
Hiring manager calibration sessions tied to active search execution to keep requirements consistent across screening rounds.
Duffy Group is a recruiting-as-a-service provider that typically engages through an intake-to-delivery workflow built around requisition intake, hiring manager calibration, and recruiter execution against agreed search objectives. Recruiters handle candidate sourcing and screening execution, plus interview scheduling coordination to reduce TA handoff time. This model fits teams that need reliable staffing ramp-up for multiple roles without expanding internal headcount.
A tradeoff appears when stakeholders expect deep ATS or recruiting CRM automation from the vendor rather than coordinated process execution and human-in-the-loop progress management. Duffy Group works best when internal teams provide clear role requirements and timely feedback during the screening and interview stages, so recruiter decisions stay aligned.
- +Structured hiring manager calibration reduces requirement drift
- +Recruiter capacity scaling supports parallel requisitions
- +Built-in interview scheduling coordination reduces recruiter handoffs
- +Reporting supports pipeline velocity tracking across active searches
- –Strong process execution needs internal responsiveness for calibration
- –Limited evidence of deep self-serve automation or API-first controls
- –Complex ATS governance may require disciplined internal data hygiene
- –More orchestration than plug-and-play for bespoke workflows
Talent acquisition managers
Scale recruiters across multiple open roles
Improved time-to-submit
Hiring managers
Get structured screening and interview flow
Faster candidate movement
Show 1 more scenario
HR operations teams
Handle seasonal recruiting surges
More throughput per recruiter
External recruiter capacity supports throughput increases during peak hiring windows without internal ramping.
Best for: Fits when recruiting teams need fractional capacity with structured intake and consistent interview coordination.
AMS
enterprise_vendorAMS provides embedded recruiting, project recruitment, and recruitment process outsourcing.
Role intake that drives recruiter calibration and then routes candidates through a consistent screening and scheduling workflow.
AMS delivers on-demand recruiting through a dedicated recruiter-on-demand workflow that can scale request-by-request. Requisitions are handled with structured intake, then followed by candidate sourcing, screening coordination, and interview scheduling support for specific roles.
- +Recruiter delivery is organized around requisition intake and role-specific calibration
- +Candidate sourcing and screening handoffs reduce coordination work for hiring managers
- +Interview scheduling support shortens back-and-forth during candidate disposition cycles
- +Recruiter capacity planning helps staffing teams handle short hiring spikes
- –Higher governance discipline is needed to keep requisition scope and evaluation criteria stable
- –Deep recruiting-CRM integration may not match the breadth of IT-led RPO vendors
- –Automation depth beyond scheduling and coordination appears limited versus best-integrated providers
- –Reporting granularity can lag teams that need analytics tied to source-of-hire models
Best for: Fits when hiring managers need flexible recruiter capacity and tight day-to-day coordination on specific requisitions.
Talentful
specialistTalentful supplies embedded talent acquisition teams and flexible recruiting specialists.
Sourcing-to-screening execution is managed around requisition intake calibration to keep messaging and criteria consistent across roles.
Talentful provides recruiter-led on-demand recruiting that covers candidate sourcing, screening support, and interview coordination.
- +Recruiter-led outreach and screening support reduces internal sourcing load
- +Hiring manager calibration supports clearer screening criteria across requisitions
- +Applicant tracking system integration lowers manual candidate re-entry work
- +Delivery reporting shows throughput and pipeline movement for active searches
- –Automation depth depends on integration fit with the client applicant tracking system
- –Interview scheduling workflows can require more coordination than basic intake
- –Recruiting analytics focus on delivery metrics over role-level quality diagnostics
- –Change requests mid-sprint can add process overhead for active requisitions
Best for: Fits when teams need flexible recruiter capacity and want structured outreach through interview coordination.
Hueman RPO
specialistHueman RPO provides flexible recruitment outsourcing and embedded talent acquisition services.
Requisition intake plus hiring manager calibration that ties sourcing and screening criteria to role-specific expectations.
Hueman RPO provides on-demand recruiting through a recruiter-on-request delivery model with embedded recruiters for active requisitions. The service centers on requisition intake, hiring manager calibration, and ongoing candidate sourcing and screening support rather than purely administrative staffing.
- +Recruiter-on-demand staffing for active requisitions with predictable human coverage
- +Hiring manager calibration process to standardize expectations across stakeholders
- +Sourcing and screening support aligned to defined role criteria
- +Operational continuity for scheduling and candidate management workflows
- –Automation depth depends on ATS and recruiting CRM integration setup quality
- –Governance controls for recruiter workflow variations require clear internal ownership
- –Reporting usefulness depends on role definitions and data consistency from intake
- –Change in requisition volume can increase coordination load for the hiring team
Best for: Fits when recruiting teams need flexible recruiter capacity for defined requisitions with clear intake ownership.
Hirewell
agencyHirewell provides embedded recruiting, contract recruiting, executive search, and hiring support.
Requisition intake plus hiring manager calibration is treated as a formal pre-sourcing step before recruiter outreach begins.
Hirewell operates as an on-demand recruiting partner that supplies recruiters and recruiting operations to fill capacity gaps for specific requisitions. The service workflow centers on requisition intake, hiring manager calibration, and structured execution across sourcing, screening coordination, and interview scheduling.
- +Clear requisition intake flow reduces ambiguity before sourcing starts
- +Hiring manager calibration workshop improves role clarity for recruiters
- +Recruiter-on-demand coverage fits sprint-style hiring surges
- +Structured handoffs support consistent ATS updates during candidate stages
- –Most gains depend on tight hiring manager availability for calibration
- –Limited visibility into pipeline decisions beyond the recruiter’s weekly outputs
- –Automation depth depends on ATS integration maturity and field mapping
- –Sourcing coverage can narrow for highly niche or uncommon roles
Best for: Fits when hiring teams need short sprint capacity with recruiter execution and interview coordination governance.
Allegis Global Solutions
enterprise_vendorAllegis Global Solutions provides RPO, contingent workforce, and talent acquisition services.
Calibrated requisition intake that sets qualification rules before sourcing execution for each job, not after candidate selection.
Allegis Global Solutions delivers on-demand recruiting by embedding recruiters into hiring workflows and operating as a managed recruiting service rather than a self-serve talent tool. The service focuses on requisition intake, calibrated candidate qualification, and candidate pipeline management for time-bound hiring needs.
- +Embedded recruiting teams align intake and screening to hiring manager criteria
- +Operational cadence supports multi-requisition throughput with defined deliverables
- +Recruiter-led sourcing and candidate management reduce internal recruiter load
- +ATS integration for candidate handoffs supports continuous recruiting operations
- –Strong governance is required to keep requisition intake and calibration consistent
- –Automation and API surface are not the primary interface versus workflow operations
- –Structured interview support varies by role scope and stakeholder availability
Best for: Fits when hiring teams need managed recruiting capacity for roles that require recruiter-led sourcing and screening alignment.
Aquent Talent
agencyAquent Talent provides recruiting, staffing, and workforce services for creative, marketing, and technology roles.
Hiring-manager calibration and requisition intake playbooks that standardize evaluation criteria before sourcing starts.
Aquent Talent delivers on-demand recruiting through an internal staffing and recruiting engine that can be flexed by requisition volume and role type. Recruiting support centers on recruiter-led sourcing, candidate screening coordination, and hiring-manager calibration artifacts that reduce time lost to misaligned intake.
- +Flexible recruiter-on-demand capacity for role spikes and short project timelines
- +Strong intake and hiring-manager calibration workflow to reduce downstream confusion
- +Recruiter-led sourcing and screening coordination that preserves consistent candidate progress
- +Operational handoffs are structured enough to support partial RPO workflows
- –Integration and automation depth depends on the customer’s ATS and recruiting CRM setup
- –Less suitable for teams that require deep data model control or custom schema mapping
- –Governance controls like audit log visibility are not as granular as hiring platform suites
- –Throughput can lag when requisitions need specialized screening rubrics and tight SLAs
Best for: Fits when hiring teams need flexible recruiter capacity with structured intake and controlled handoffs.
ManpowerGroup Talent Solutions
enterprise_vendorManpowerGroup Talent Solutions delivers RPO, talent consulting, and outsourced recruitment services.
Intake-to-calibration process that standardizes screening and interview expectations before candidate outreach begins.
ManpowerGroup Talent Solutions delivers recruiting as a service through recruiter-led sourcing, screening support, and managed recruiting workflows for active hiring teams. Delivery is geared toward requisition intake and hiring manager calibration, so recruiters can align on role requirements and interview expectations before outreach and screening.
- +Recruiter-led outreach and screening that maps to role requirements during intake
- +Hiring manager calibration reduces drift in screening criteria across stakeholders
- +Operational guidance for candidate scheduling and structured interview workflows
- +Recruiting execution is compatible with typical ATS and recruiting CRM processes
- –Automation depth is limited compared with tools built around self-serve sourcing
- –Requires clear requisition documentation to keep screening and interview steps consistent
- –Extensibility beyond managed workflows depends on integration maturity in the customer stack
- –Reporting depth for source-of-hire analysis can be constrained by data availability
Best for: Fits when hiring teams need recruiter-on-demand capacity with intake-driven alignment to existing ATS workflows.
Conclusion
After evaluating 10 on demand recruiting, Cielo stands out as our overall top pick — it scored highest across our combined criteria of features, ease of use, and value, which is why it sits at #1 in the rankings above.
Use the comparison table and detailed reviews above to validate the fit against your own requirements before committing to a tool.
How to Choose the Right on Demand Recruiting
On-demand recruiting packages recruiting as a service by assigning recruiter capacity to defined requisitions and running sourcing through screening and interview coordination. This guide covers Randstad Sourceright, KellyOCG, Adecco Group, and also Cielo and PeopleScout, plus seven additional providers that were evaluated for recruiting intake governance and delivery mechanics.
The strongest options in this category treat requisition intake and hiring manager calibration as controlled workflow steps before outreach starts. Cielo leads for role calibration governance tied to outreach and screening steps, while PeopleScout emphasizes embedded recruiting delivery with intake-led workflow setup and structured interview coordination.
On-demand recruiting definition: fractional recruiting capacity delivered through governed intake and recruiter execution
On-demand recruiting is a recruiter-on-demand model that runs sourcing, screening, and interview coordination against active requisitions using an intake-led workflow. Providers like Cielo and PeopleScout both center on hiring manager calibration and governed intake, then route candidates through coordinated screening and scheduling steps.
The operational distinction across providers shows up in how requisition intake and calibration are handled before recruiter outreach begins. Cielo ties calibration to role-specific outreach and screening steps with recurring governance checkpoints for changing demand, while PeopleScout pairs embedded recruiter delivery with structured interview coordination across active requisitions.
On-demand recruiting capabilities to compare across embedded delivery models
On-demand recruiting works when requisition intake and role calibration act as gatekeeping steps that shape sourcing, screening, and interview coordination before candidate outreach starts. Cielo’s role calibration workflow ties hiring requirements to outreach and screening steps with recurring governance checkpoints when demand changes.
Providers also differ in how much of the workflow is coordinator-led versus decision-maker dependent. PeopleScout centers embedded recruiting delivery with intake-led workflow governance and structured interview coordination across active requisitions, while Duffy Group ties calibration sessions to active search execution to keep requirements consistent across screening rounds.
Governed requisition intake that prevents scope churn
Cielo uses governed intake to run role calibration against outreach and screening steps, keeping demand changes aligned to recruiter execution. PeopleScout pairs intake-led workflow setup with interview coordination across active requisitions to reduce scope drift once active hiring starts.
Hiring manager calibration that standardizes screening criteria
Cielo’s calibration workflow improves role alignment before sourcing by connecting requirements to both outreach and screening steps. PeopleScout and Duffy Group both emphasize hiring manager calibration, with Duffy Group running calibration sessions tied to active search execution to keep requirements consistent across screening rounds.
Embedded recruiter execution with coordinated interview steps
PeopleScout provides embedded recruiter delivery that coordinates structured interviews across active requisitions. AMS routes candidates through a consistent screening and scheduling workflow after role intake drives recruiter calibration.
Workflow routing from sourcing to screening and scheduling handoffs
Cielo routes candidates through coordinated screening steps after role calibration and governed intake. Talentful manages sourcing-to-screening execution through requisition intake calibration, then adds interview coordination that can require more client responsiveness when scheduling workflows are complex.
Throughput management across parallel requisitions
Allegis Global Solutions supports multi-requisition throughput using calibrated intake that sets qualification rules before sourcing execution. Duffy Group scales parallel requisitions through recruiter capacity scaling tied to structured intake and consistent interview coordination.
On-demand recruiting selection framework by workflow control and delivery operating model
Choosing the right on-demand recruiting provider depends on where the workflow control sits during the first requisition intake cycle and how fast calibration outputs translate into recruiter outreach and screening decisions. Cielo and PeopleScout both treat intake and calibration as formal pre-sourcing controls, while Allegis Global Solutions emphasizes qualification rules set before sourcing execution rather than after candidate selection.
Second, decision-makers should map operational ownership boundaries to avoid workflow friction. AMS and Talentful can reduce coordination work for hiring managers through structured routing, while Aquent Talent and ManpowerGroup Talent Solutions rely on the customer’s ATS and recruiting CRM setup to determine how much automation depth can be achieved in practice.
Select based on how calibration outputs attach to outreach and screening
If hiring requirements must flow directly into recruiter messaging and screening steps, Cielo’s role calibration workflow ties hiring requirements to outreach and screening with recurring governance checkpoints. If structured evaluation consistency and interview coordination are the primary pain point, PeopleScout pairs hiring manager calibration with structured interview coordination across active requisitions.
Decide whether governed intake should drive workflow setup or require tight internal discipline
When the hiring team needs recruiters to run a consistent intake-led workflow, AMS and PeopleScout organize around requisition intake and role-specific calibration that reduces day-to-day ambiguity. When internal stakeholders cannot guarantee timely feedback, KellyOCG and PeopleScout approaches can slow process quality because decision-maker feedback drives interview coordination and throughput.
Match provider delivery to the parallel requisition workload model
For multi-requisition delivery where qualification rules must be standardized before sourcing starts, Allegis Global Solutions supports operational cadence across multiple jobs using calibrated intake deliverables. For parallel requisitions where capacity scaling must run alongside calibration sessions, Duffy Group scales recruiter capacity across concurrent searches and maintains requirement consistency across screening rounds.
Validate automation depth based on ATS and recruiting CRM integration expectations
If the organization expects automation-heavy routing and deep workflow controls through systems integration, Aquent Talent and ManpowerGroup Talent Solutions indicate automation depth depends on the customer’s ATS and recruiting CRM setup. If the organization can support integration work but needs strong human workflow coordination first, Hueman RPO frames automation depth as dependent on the quality of ATS and recruiting CRM integration setup.
Confirm client responsiveness requirements for calibration and scheduling handoffs
If calibration requires frequent hiring manager access, Hirewell states most gains depend on tight hiring manager availability for calibration workshops before outreach begins. If scheduling depends on timely interview decision steps, Talentful notes interview scheduling workflows can require more coordination than basic intake.
Who benefits from on-demand recruiting with governed intake and embedded execution
Hiring teams should use on-demand recruiting when recruiting capacity must flex while keeping requirements and evaluation criteria stable during fast cycles. Cielo fits teams that need flexible capacity with governed intake, recruiter-led sourcing, and funnel reporting that follows calibrated requirements.
Teams also benefit when interview coordination needs standardization across active requisitions. PeopleScout is built for recruiter-on-demand coverage with governed intake and structured interview coordination, while Duffy Group emphasizes fractional capacity with structured intake and consistent interview coordination across screening rounds.
Recruiting orgs scaling across multiple active requisitions with requirement drift risk
Allegis Global Solutions and Duffy Group both emphasize calibrated intake or calibration sessions tied to search execution to reduce drift when multiple roles run in parallel.
Teams that want intake to drive recruiter workflow setup before outreach begins
Cielo and AMS organize delivery around requisition intake and role calibration, then route candidates through consistent screening and scheduling workflow steps.
Hiring teams that need structured interview coordination as part of recruiter-on-demand execution
PeopleScout includes embedded recruiting delivery paired with structured interview coordination across active requisitions to standardize evaluation follow-through.
Organizations with limited tolerance for slow decision-maker feedback loops
PeopleScout and Hirewell tie process quality and workflow momentum to timely feedback and calibration availability, so teams must staff decision makers for scheduling and evaluation steps.
Companies prioritizing fast onboarding into a governed process over building deep systems integration first
Aquent Talent and ManpowerGroup Talent Solutions point to dependency on the client’s ATS and recruiting CRM setup, which can make governance workflows easier to start while automation depth lags.
Common on-demand recruiting pitfalls that break intake governance and workflow throughput
Mistakes usually start with treating requisition intake as a one-time form rather than a recurring governance checkpoint that updates screening expectations as demand changes. Cielo explicitly builds recurring governance checkpoints for changing demand, while providers like AMS warn that governance discipline is needed to keep requisition scope and evaluation criteria stable.
Other failures come from mismatching provider workflow ownership to internal responsiveness. Hirewell notes most gains depend on tight hiring manager availability for calibration, and PeopleScout flags that process quality depends on timely feedback from decision makers.
Running requisition intake without stable qualification rules for screening
AMS and Allegis Global Solutions both tie recruiter execution to calibrated intake, so qualification rules must be set before sourcing execution rather than modified after candidate selection.
Letting decision-maker feedback lag during active requisitions
PeopleScout notes process quality depends on timely feedback from decision makers, so interview scheduling and evaluation decisions must be staffed to avoid pipeline stalls.
Underestimating how calibration access controls recruiter execution speed
Hirewell states most gains depend on tight hiring manager availability for calibration, so calibration workshops must be scheduled with decision makers rather than squeezed into later cycles.
Expecting automation-heavy workflow controls without confirming integration ownership
Aquent Talent and ManpowerGroup Talent Solutions indicate automation and integration depth depend on the customer’s ATS and recruiting CRM setup, so integration ownership must be assigned before expecting advanced routing and reporting.
How We Selected and Ranked These Providers
We evaluated ten on-demand recruiting providers using features, ease, and value, then weighted workflow mechanics that start with requisition intake and hiring manager calibration. Features accounted for 40% of the score because providers like Cielo and PeopleScout differ most in how intake-led governance turns into outreach, screening, and structured interview coordination.
Ease and value each accounted for 30% because recruiter execution success in this category depends on how quickly the client can deliver requisition inputs and feedback for calibration and scheduling. Cielo ranked first because its role calibration workflow ties hiring requirements to outreach and screening steps with recurring governance checkpoints for changing demand, while PeopleScout ranked close behind by pairing embedded recruiter delivery with intake-led workflow governance and structured interview coordination across active requisitions.
Frequently Asked Questions About on Demand Recruiting
How does requisition intake drive delivery in on-demand recruiting services?
Which providers build structured interview support into the recruiting workflow?
How do hiring manager calibration sessions affect sourcing and screening outcomes?
What tradeoff appears when a role needs custom technical assessment design?
Which on-demand recruiting services emphasize embedded recruiters on active requisitions?
How do applicant tracking system and recruiting CRM integrations shape day-to-day operations?
What breaks if internal stakeholders cannot provide timely feedback during screening and interviews?
When does recruiter capacity planning matter more than full-cycle ownership?
What is the operational difference between partial RPO workflows and purely candidate-facing tools?
Tools reviewed
Primary sources checked during evaluation.
Referenced in the comparison table and product reviews above.
Funding and competing interests
This study was co-funded by several of the vendors assessed in it. No single vendor funded it. Funders could propose the market studied.
They had no role in selecting vendors, setting or weighting criteria, analysing data or drawing conclusions, and they received the same factual-accuracy check as every other vendor assessed.
Market definition, inclusion rules and criteria weights were fixed by an editor before research began and did not change afterwards. Editorial process →
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