Softwr

Recruitment · head to head

Checkr vs Occupop

Checkr logo

Checkr

Recruitment

Background check platform priced per report, with third-party court fees passed through separately

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: Checkr advertised per-report prices exclude court and database access fees, so the real cost per candidate varies by jurisdiction and is higher than the sticker in many counties; 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: Checkr covers Package pricing, Occupop covers Multi-board posting.
  • Prices and features above were last checked on 1 September 2026.

Where they differ

Only the attributes on which Checkr and Occupop actually diverge.

Attributes where Checkr and Occupop differ
AttributeCheckrOccupop
Pricing modelPer report, plus pass-through court and database feesquote
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 Checkr

  • Package pricing
  • API and dashboard
  • Adjudication tools
  • Continuous checks
  • Candidate portal

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.

Checkr

  • A company running high-volume hourly or gig hiring that needs API-driven checks integrated into an existing ATSnot Occupop
  • A startup or mid-size employer wanting self-service ordering through a dashboard without a dedicated screening account managernot Occupop
  • An employer that needs continuous rescreening for driving-related roles rather than a one-time check at hirenot Occupop
  • A company budgeting screening costs that needs to model court fee variance across the states it hires innot Occupop

Occupop

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

Where each one falls short

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

Checkr

  • Advertised per-report prices exclude court and database access fees, so the real cost per candidate varies by jurisdiction and is higher than the sticker in many counties
  • Turnaround time depends on how fast individual courts process requests, which Checkr does not control and which can stretch well past the advertised average in rural or backlogged counties
  • Add-on checks such as MVR, drug screening and education verification are priced separately, so a full pre-employment package can cost significantly more than the base package price suggests
  • Enterprise-scale volume requires a custom Enterprise contract rather than the published per-report rates, so large employers cannot rely on the public pricing page to budget
  • Compliance obligations under the FCRA and state ban-the-box laws remain the employer's responsibility even though Checkr provides tooling, so legal review is still needed rather than assumed away by the platform
  • Candidate disputes and re-adjudication can add days to a hiring timeline, which matters for roles filled under time pressure

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

Checkr

On request
  • Basic$29.99/report
    • SSN trace
    • Sex offender registry
    • Global watchlist
  • Essential$59.99/report
    • Everything in Basic
    • Identity verification
    • Unlimited county criminal search
  • Complete$94.99/report
    • Everything in Essential
    • Unlimited state criminal search
    • Federal criminal search

Occupop

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

Which should you pick?

Choose Checkr if

  • You need package pricing.
  • You work on Web, API.
  • You also want api and dashboard.
Checkr review

Choose Occupop if

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

Questions people ask

Is Checkr or Occupop better?
Neither clearly leads. Checkr 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, Checkr or Occupop?
Checkr starts at On request and Occupop at On request.
Does Checkr or Occupop run on more platforms?
Checkr runs on Web, API. Occupop runs on Web.
What is Checkr best used for?
Checkr is most often used for a company running high-volume hourly or gig hiring that needs api-driven checks integrated into an existing ats, a startup or mid-size employer wanting self-service ordering through a dashboard without a dedicated screening account manager, an employer that needs continuous rescreening for driving-related roles rather than a one-time check at hire, a company budgeting screening costs that needs to model court fee variance across the states it hires in. Of those, a company running high-volume hourly or gig hiring that needs api-driven checks integrated into an existing ats and a startup or mid-size employer wanting self-service ordering through a dashboard without a dedicated screening account manager are not what Occupop is typically brought in for.
What can Checkr do that Occupop cannot?
Checkr covers Package pricing, API and dashboard, Adjudication tools, Continuous checks. Occupop covers Multi-board posting, Branded careers page, Candidate scoring, Interview scheduling.

Answered from the vendors’ own pages

Checkr: Does the per-report price include court fees?

No. Checkr states that standard third-party court and database access fees are passed through at cost on top of the package price, and these vary by jurisdiction.

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.

Checkr: Can Checkr be used without an ATS integration?

Yes, checks can be ordered manually through the Checkr dashboard as well as programmatically through the API.

Occupop: Does it do candidate sourcing?

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

Checkr: Is pricing different for enterprise volume?

Yes, high-volume employers negotiate an Enterprise contract rather than paying the published per-report rates.

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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