Recruitment · head to head
Manatal vs Occupop
Manatal
Recruitment
Low-cost applicant tracking and recruitment CRM with candidate enrichment, sold to both in-house teams and agencies
- From
- On request
- Rated
- -
Occupop
Recruitment
Applicant tracking built for small and mid-sized European employers that hire without a dedicated recruiter
- From
- On request
- Rated
- -
The short version
- Each has a real cost: 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.; 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: Manatal covers Candidate enrichment, Occupop covers Branded careers page.
- Prices and features above were last checked on 31 August 2026.
Where they differ
Only the attributes on which Manatal and Occupop actually diverge.
Identical on both: starting price (On request), 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 Manatal
- Candidate enrichment
- AI candidate scoring
- Recruitment CRM
- CV parsing
- Careers page builder
- Custom pipelines
Only in Occupop
- Branded careers page
- Candidate scoring
- Interview scheduling
- Talent pools
- Hiring manager collaboration
- Offer management
Both cover
- Multi-board posting
- Reporting
What people use each for
The jobs each tool is most often brought in to do.
Manatal
- A small recruitment agency that needs client, candidate and placement tracking without an enterprise contractnot Occupop
- An in-house team in Asia Pacific that wants candidate enrichment without paying enterprise ATS pricesnot Occupop
- A company processing high applicant volume that needs automated ranking to triage a shortlistnot Occupop
- A recruiter running both contingent search and internal hiring from one databasenot Occupop
Occupop
- An Irish employer that needs applications tracked in one place and posted to Irish boards without manual re-keyingnot Manatal
- A hospitality or care group hiring the same roles repeatedly across multiple sitesnot Manatal
- A public sector or charity buyer that requires candidate data to stay inside the European Unionnot Manatal
- A company where line managers do the hiring and will abandon anything that needs trainingnot Manatal
Where each one falls short
Documented limitations, not opinions. Every one is a constraint you would hit in normal use.
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.
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
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$undefined/year
- Negotiated terms for larger teams
- Single sign-on and security review
- Dedicated account management
Occupop
On request- Occupop$undefined/year
- Unlimited users on most plans
- Multi-board job posting
- Branded careers page
Which should you pick?
Questions people ask
- Is Manatal or Occupop better?
- Neither clearly leads. Manatal 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, Manatal or Occupop?
- Manatal starts at On request and Occupop at On request.
- Does Manatal or Occupop run on more platforms?
- Both run on Web, so platform support will not decide this one for you.
- What is Manatal best used for?
- Manatal is most often used for a small recruitment agency that needs client, candidate and placement tracking without an enterprise contract, an in-house team in asia pacific that wants candidate enrichment without paying enterprise ats prices, a company processing high applicant volume that needs automated ranking to triage a shortlist, a recruiter running both contingent search and internal hiring from one database. Of those, a small recruitment agency that needs client, candidate and placement tracking without an enterprise contract and an in-house team in asia pacific that wants candidate enrichment without paying enterprise ats prices are not what Occupop is typically brought in for.
- What can Manatal do that Occupop cannot?
- Manatal covers Candidate enrichment, AI candidate scoring, Recruitment CRM, CV parsing. Occupop covers Branded careers page, Candidate scoring, Interview scheduling, Talent pools. Both handle Multi-board posting, Reporting.
Answered from the vendors’ own pages
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.
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.
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.
Occupop: Does it do candidate sourcing?
No. It manages inbound applications and talent pools. Sourcing passive candidates happens elsewhere.
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.
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.
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.
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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