Recruitment · head to head
Manatal vs Recruitee
Manatal
Recruitment
Low-cost applicant tracking and recruitment CRM with candidate enrichment, sold to both in-house teams and agencies
- From
- On request
- Rated
- -
Recruitee
Recruitment
Collaborative applicant tracking priced by active job slots rather than recruiter seats
- 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.; Recruitee job slot pricing punishes high-volume and seasonal hiring, because a retailer opening 60 roles for a Christmas peak pays for slots it does not need for the other ten months of the year.
- They diverge on capability: Manatal covers Candidate enrichment, Recruitee covers Job slot pricing.
- Prices and features above were last checked on 31 August 2026.
Where they differ
Only the attributes on which Manatal and Recruitee actually diverge.
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 Manatal
- Candidate enrichment
- AI candidate scoring
- Recruitment CRM
- Multi-board posting
- CV parsing
- Careers page builder
- Custom pipelines
Only in Recruitee
- Job slot pricing
- Visual pipeline editor
- Careers site builder
- Multi-posting
- Evaluation scorecards
- Automated actions
- Talent pools and nurture
Both cover
- 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 Recruitee
- An in-house team in Asia Pacific that wants candidate enrichment without paying enterprise ATS pricesnot Recruitee
- A company processing high applicant volume that needs automated ranking to triage a shortlistnot Recruitee
- A recruiter running both contingent search and internal hiring from one databasenot Recruitee
Recruitee
- A company where dozens of hiring managers interview but only a handful of people run recruitment day to daynot Manatal
- A European scale-up replacing email-based hiring with structured scorecards and defined stagesnot Manatal
- An employer that wants a decent careers site without commissioning web developmentnot Manatal
- A team hiring a steady number of roles per quarter rather than in seasonal spikesnot 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.
Recruitee
- Job slot pricing punishes high-volume and seasonal hiring, because a retailer opening 60 roles for a Christmas peak pays for slots it does not need for the other ten months of the year.
- Sourcing and recruitment CRM are shallow compared with dedicated tools, so passive candidate outreach happens in LinkedIn and gets pasted back in.
- US compliance reporting for equal opportunity and federal contractor obligations is weaker than North American buyers expect, which rules it out for some regulated employers.
- Ownership by the Tellent group means investment is now weighed against a wider suite, so ATS-only customers compete for roadmap attention with the HRIS and performance products.
- Reporting is adequate at the funnel level but customers consistently find that anything bespoke requires exporting data and rebuilding the analysis in a spreadsheet or BI tool.
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$undefined/year
- Negotiated terms for larger teams
- Single sign-on and security review
- Dedicated account management
Recruitee
On request- Launch$undefined/year
- Entry tier sold by number of active job slots
- Unlimited users
- Careers site and multi-posting
- Scale$undefined/year
- Additional job slots
- Advanced automation and scheduling
- Custom reporting
- Lead$undefined/year
- Enterprise controls and single sign-on
- Advanced permissions
- Dedicated support
Which should you pick?
Choose Recruitee if
- You need job slot pricing.
- You work on Web, iOS, Android.
- You also want visual pipeline editor.
Questions people ask
- Is Manatal or Recruitee better?
- Neither clearly leads. Manatal starts at On request and Recruitee at On request, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
- Which is cheaper, Manatal or Recruitee?
- Manatal starts at On request and Recruitee at On request.
- Does Manatal or Recruitee run on more platforms?
- Manatal runs on Web. Recruitee runs on Web, iOS, Android.
- 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 Recruitee is typically brought in for.
- What can Manatal do that Recruitee cannot?
- Manatal covers Candidate enrichment, AI candidate scoring, Recruitment CRM, Multi-board posting. Recruitee covers Job slot pricing, Visual pipeline editor, Careers site builder, Multi-posting. Both handle 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.
Recruitee: How is it actually priced?
By the number of job slots you keep active, with unlimited users. Compare it against per-seat products by modelling your real concurrent requisition count, not headcount.
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.
Recruitee: Who owns Recruitee?
It is part of Tellent, a European group that also sells an HRIS and a performance management product.
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.
Recruitee: Can I pause a job slot?
Slots are reusable, so closing a role frees the slot for the next one. The cost only rises when concurrent open roles exceed your plan.
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.
Recruitee: Is it suitable for agency recruitment?
No. It is built for in-house hiring. Agencies need a system with client and placement management such as Bullhorn or JobAdder.
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