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Recruitment · head to head

ClearCompany vs Occupop

ClearCompany logo

ClearCompany

Recruitment

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

From
On request
Rated
-
Full reviewWebsite
Occupop logo

Occupop

Recruitment

Applicant tracking built for small and mid-sized European employers that hire without a dedicated recruiter

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.; Occupop there is no outbound sourcing or passive candidate search, so any role that will not fill from applications has to be worked in LinkedIn Recruiter or an agency and tracked back manually.
  • They diverge on capability: ClearCompany covers Applicant tracking & recruiting, Occupop covers Multi-board posting.
  • Prices and features above were last checked on 31 August 2026.

Where they differ

Only the attributes on which ClearCompany and Occupop actually diverge.

Attributes where ClearCompany and Occupop differ
AttributeClearCompanyOccupop
Platformsweb, apiWeb

Identical on both: starting price (On request), pricing model (quote), 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 Occupop

  • Multi-board posting
  • Branded careers page
  • Candidate scoring
  • Interview scheduling
  • Talent pools
  • Hiring manager collaboration
  • Offer management
  • 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 Occupop
  • HR teams wanting recruiting insights connected to onboarding and performance datanot Occupop
  • Companies building structured learning and compensation programs alongside hiringnot Occupop
  • Organizations needing workforce analytics across the full employee lifecyclenot Occupop

Occupop

  • An Irish employer that needs applications tracked in one place and posted to Irish boards without manual re-keyingnot ClearCompany
  • A hospitality or care group hiring the same roles repeatedly across multiple sitesnot ClearCompany
  • A public sector or charity buyer that requires candidate data to stay inside the European Unionnot ClearCompany
  • A company where line managers do the hiring and will abandon anything that needs trainingnot 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.

Occupop

  • There is no outbound sourcing or passive candidate search, so any role that will not fill from applications has to be worked in LinkedIn Recruiter or an agency and tracked back manually.
  • Integration coverage is thin outside the Irish and UK ecosystem, so a company running a US payroll or a major HRIS will usually be exporting CSV files rather than syncing new hires.
  • Reporting answers time to hire and source questions but does not support the cohort or funnel analysis a talent team needs once it runs dozens of requisitions at once.
  • The vendor is small, which means the roadmap moves slowly and there is no realistic pressure a mid-market customer can apply to get a feature built.
  • Pricing is quoted rather than published and is structured around plan tiers and hiring volume, so seasonal employers can find the annual cost jumps in the year they run a peak recruitment campaign.

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

Occupop

On request
  • Occupop$undefined/year
    • Unlimited users on most plans
    • Multi-board job posting
    • Branded careers page

Which should you pick?

Choose ClearCompany if

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

Choose Occupop if

  • You need multi-board posting.
  • You also want branded careers page.
Occupop review

Questions people ask

Is ClearCompany or Occupop better?
Neither clearly leads. ClearCompany starts at On request and Occupop at On request, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
Which is cheaper, ClearCompany or Occupop?
ClearCompany starts at On request and Occupop at On request.
Does ClearCompany or Occupop run on more platforms?
ClearCompany runs on web, api. Occupop 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 Occupop is typically brought in for.
What can ClearCompany do that Occupop cannot?
ClearCompany covers Applicant tracking & recruiting, Onboarding, Performance management, Learning management. Occupop covers Multi-board posting, Branded careers page, Candidate scoring, Interview scheduling.

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
Occupop: Where is candidate data stored?

Inside the European Union, which is the reason many Irish public sector and healthcare buyers shortlist it over larger non-EU vendors.

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
Occupop: Does it do candidate sourcing?

No. It manages inbound applications and talent pools. Sourcing passive candidates happens elsewhere.

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
Occupop: Is it priced per recruiter?

No. Plans are sold on tier and hiring volume with unlimited users on most tiers, which suits companies where many managers need access.

Occupop: Will it scale past a few hundred employees?

It handles the hiring volume, but companies with a dedicated talent function usually move to a system with sourcing, CRM and deeper analytics.

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