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Recruitment · head to head

Comeet vs Occupop

Comeet logo

Comeet

Recruitment

Structured collaborative hiring where every stage is assigned to a named person, now part of Spark Hire

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: Comeet the assigned-step model assumes disciplined process ownership, and in companies that hire opportunistically recruiters bypass it, which leaves the reporting describing a process nobody follows.; 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: Comeet covers Assigned hiring steps, Occupop covers Multi-board posting.
  • Prices and features above were last checked on 31 August 2026.

Where they differ

Only the attributes on which Comeet and Occupop actually diverge.

Attributes where Comeet and Occupop differ
AttributeComeetOccupop

Identical on both: starting price (On request), pricing model (quote), free tier (No), platforms (Web), 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 Comeet

  • Assigned hiring steps
  • Elastic workflows
  • Sourcing
  • Scorecards
  • Scheduling
  • Careers site

Only in Occupop

  • Multi-board posting
  • Branded careers page
  • Candidate scoring
  • Interview scheduling
  • Talent pools
  • Hiring manager collaboration

Both cover

  • Offer management
  • Reporting

What people use each for

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

Comeet

  • A company where hiring consistently stalls on manager review and nobody can say whose turn it isnot Occupop
  • A technology firm running structured interview loops with several interviewers per candidatenot Occupop
  • An organisation that wants to measure which stage and which person creates the bottlenecknot Occupop
  • A team that already uses Spark Hire video interviewing and wants it inside the hiring processnot Occupop

Occupop

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

Where each one falls short

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

Comeet

  • The assigned-step model assumes disciplined process ownership, and in companies that hire opportunistically recruiters bypass it, which leaves the reporting describing a process nobody follows.
  • Pricing is quoted rather than published and scales with company size and hiring volume, so it cannot be compared against per seat or per job slot competitors without going through a sales cycle.
  • Sourcing and candidate relationship management are thinner than dedicated tools, so passive outreach still happens in LinkedIn and is recorded after the fact.
  • The 2023 acquisition by Spark Hire places an independent ATS inside a portfolio company, and buyers should ask for explicit standalone roadmap commitments before signing a multi-year term.
  • Support and product hours have historically followed Israeli and US eastern time, which leaves European and Asia Pacific customers with narrow overlap for anything urgent.

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

Comeet

On request
  • Comeet$undefined/year
    • Quoted by company size and hiring volume rather than published per seat
    • Unlimited users on standard terms
    • Elastic workflow engine and scorecards

Occupop

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

Which should you pick?

Choose Comeet if

  • You need assigned hiring steps.
  • You also want elastic workflows.
Comeet review

Choose Occupop if

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

Questions people ask

Is Comeet or Occupop better?
Neither clearly leads. Comeet 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, Comeet or Occupop?
Comeet starts at On request and Occupop at On request.
Does Comeet or Occupop run on more platforms?
Both run on Web, so platform support will not decide this one for you.
What is Comeet best used for?
Comeet is most often used for a company where hiring consistently stalls on manager review and nobody can say whose turn it is, a technology firm running structured interview loops with several interviewers per candidate, an organisation that wants to measure which stage and which person creates the bottleneck, a team that already uses spark hire video interviewing and wants it inside the hiring process. Of those, a company where hiring consistently stalls on manager review and nobody can say whose turn it is and a technology firm running structured interview loops with several interviewers per candidate are not what Occupop is typically brought in for.
What can Comeet do that Occupop cannot?
Comeet covers Assigned hiring steps, Elastic workflows, Sourcing, Scorecards. Occupop covers Multi-board posting, Branded careers page, Candidate scoring, Interview scheduling. Both handle Offer management, Reporting.

Answered from the vendors’ own pages

Comeet: What is elastic recruiting?

Each step of a hiring process is assigned to a named person with a defined action and deadline, and the system tracks completion rather than leaving candidates in an unowned queue.

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.

Comeet: Who owns Comeet?

Spark Hire acquired it in 2023 and sells it alongside video interviewing and assessment products.

Occupop: Does it do candidate sourcing?

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

Comeet: How is it priced?

By quote, based on company size and hiring volume, with unlimited users rather than per recruiter seats.

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.

Comeet: Is it a good fit for low-volume hiring?

Not especially. The structure pays off when several people are involved in every hire and process delay is the real problem.

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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