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Recruitment · head to head

ClearCompany vs Manatal

ClearCompany logo

ClearCompany

Recruitment

Talent management platform unifying hiring, onboarding, performance, and learning

From
On request
Rated
-
Full reviewWebsite
Manatal logo

Manatal

Recruitment

Low-cost applicant tracking and recruitment CRM with candidate enrichment, sold to both in-house teams and agencies

From
On request
Rated
-
Full reviewWebsite

The short version

  • Each has a real cost: ClearCompany no pricing is published anywhere on the site; every plan requires a demo or sales request to get a quote.; Manatal pricing is per recruiter seat, so putting every hiring manager into the system to review candidates multiplies the licence count and erases the price advantage.
  • They diverge on capability: ClearCompany covers Applicant tracking & recruiting, Manatal covers Candidate enrichment.
  • Prices and features above were last checked on 31 August 2026.

Where they differ

Only the attributes on which ClearCompany and Manatal actually diverge.

Attributes where ClearCompany and Manatal differ
AttributeClearCompanyManatal
Pricing modelquotePer user per month
Platformsweb, apiWeb

Identical on both: starting price (On request), free tier (No), user rating (Not yet rated), category (Recruitment).

What each one covers

Drawn from each product's published feature list. An absence here means we hold no record of it - not that the product lacks it.

Only in ClearCompany

  • Applicant tracking & recruiting
  • Onboarding
  • Performance management
  • Learning management
  • Compensation management
  • People analytics
  • Talent AI
  • HR system integrations

Only in Manatal

  • Candidate enrichment
  • AI candidate scoring
  • Recruitment CRM
  • Multi-board posting
  • CV parsing
  • Careers page builder
  • Custom pipelines
  • Reporting

What people use each for

The jobs each tool is most often brought in to do.

ClearCompany

  • Mid-to-large organizations consolidating hiring and talent management in one platformnot Manatal
  • HR teams wanting recruiting insights connected to onboarding and performance datanot Manatal
  • Companies building structured learning and compensation programs alongside hiringnot Manatal
  • Organizations needing workforce analytics across the full employee lifecyclenot Manatal

Manatal

  • A small recruitment agency that needs client, candidate and placement tracking without an enterprise contractnot ClearCompany
  • An in-house team in Asia Pacific that wants candidate enrichment without paying enterprise ATS pricesnot ClearCompany
  • A company processing high applicant volume that needs automated ranking to triage a shortlistnot ClearCompany
  • A recruiter running both contingent search and internal hiring from one databasenot ClearCompany

Where each one falls short

Documented limitations, not opinions. Every one is a constraint you would hit in normal use.

ClearCompany

  • No pricing is published anywhere on the site; every plan requires a demo or sales request to get a quote.
  • There is no self-serve free trial, unlike lighter-weight ATS competitors aimed at smaller teams.
  • The breadth of modules (ClearRecruit, ClearTalent, ClearGrow, ClearLearn, TotalTalent) makes it harder to evaluate which package fits a smaller team's needs without sales involvement.

Manatal

  • Pricing is per recruiter seat, so putting every hiring manager into the system to review candidates multiplies the licence count and erases the price advantage.
  • Candidate enrichment depends on public profile data, so accuracy drops sharply in markets where professional networking sites have low penetration and the scores become misleading rather than useful.
  • Integrations with major HRIS and payroll systems are limited compared with Western competitors, so new hire handover is frequently a CSV export rather than a sync.
  • Support operates on Indochina business hours, which leaves European afternoons and all of North American working hours outside the responsive window.
  • Reporting covers recruiter activity and source data but lacks the cohort and quality-of-hire analysis a mature talent function expects, and custom analysis means exporting to a spreadsheet.

Pricing, plan by plan

ClearCompany

On request
  • ClearRecruit$undefined/mo
    • Candidate attraction
    • Recruiting experience
    • Background checks
  • ClearTalent$undefined/mo
    • Onboarding
    • Goals & alignment
    • Learning management
  • ClearGrow$undefined/mo
    • Performance management
    • Employee management
    • Learning management
  • ClearLearn$undefined/mo
    • Learning management focus

Manatal

On request
  • Professional$undefined/month
    • Per recruiter seat
    • Unlimited jobs and candidates
    • Candidate enrichment and AI scoring
  • Enterprise$undefined/month
    • Per recruiter seat at a higher rate
    • Custom fields and advanced permissions
    • Recruitment CRM for agency use
  • Custom$undefined/year
    • Negotiated terms for larger teams
    • Single sign-on and security review
    • Dedicated account management

Which should you pick?

Choose ClearCompany if

  • You need applicant tracking & recruiting.
  • You work on web, api.
  • You also want onboarding.
ClearCompany review

Choose Manatal if

  • You need candidate enrichment.
  • You also want ai candidate scoring.
Manatal review

Questions people ask

Is ClearCompany or Manatal better?
Neither clearly leads. ClearCompany starts at On request and Manatal at On request, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
Which is cheaper, ClearCompany or Manatal?
ClearCompany starts at On request and Manatal at On request.
Does ClearCompany or Manatal run on more platforms?
ClearCompany runs on web, api. Manatal runs on Web.
What is ClearCompany best used for?
ClearCompany is most often used for mid-to-large organizations consolidating hiring and talent management in one platform, hr teams wanting recruiting insights connected to onboarding and performance data, companies building structured learning and compensation programs alongside hiring, organizations needing workforce analytics across the full employee lifecycle. Of those, mid-to-large organizations consolidating hiring and talent management in one platform and hr teams wanting recruiting insights connected to onboarding and performance data are not what Manatal is typically brought in for.
What can ClearCompany do that Manatal cannot?
ClearCompany covers Applicant tracking & recruiting, Onboarding, Performance management, Learning management. Manatal covers Candidate enrichment, AI candidate scoring, Recruitment CRM, Multi-board posting.

Answered from the vendors’ own pages

ClearCompany: What does ClearCompany cost?

ClearCompany does not publish pricing. It offers packages like ClearRecruit, ClearTalent, ClearGrow, ClearLearn, and TotalTalent, and visitors must book a demo or request pricing to get a quote.

Source
Manatal: Is it for agencies or in-house teams?

Both. The agency mode adds client and placement management; the corporate mode is a conventional ATS. Buying the wrong mode means paying for modules you never open.

ClearCompany: Is there a free plan or trial?

No free trial information is provided on ClearCompany's pricing page; the company routes all pricing inquiries through a demo request.

Source
Manatal: How is it priced compared with other ATS products?

Per recruiter seat per month. That is not comparable with vendors that charge per active job slot or per employee, so model your real user count before comparing headline numbers.

ClearCompany: What does ClearCompany integrate with?

ClearCompany connects with existing HR systems as part of its shared platform foundation, aiming to eliminate data silos between recruiting, performance, and learning tools.

Source
Manatal: Where is candidate data hosted?

On cloud infrastructure with GDPR commitments, but region-specific residency guarantees are weaker than EU-native vendors offer, which matters for regulated European buyers.

Manatal: Does the AI scoring actually work?

It ranks reliably against structured requirements such as skills and experience length. It is far less reliable where enrichment data is sparse.

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