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Recruitment · head to head

Glassdoor vs Occupop

Glassdoor logo

Glassdoor

Recruitment

Employer review and salary transparency app owned by Recruit Holdings, the same parent as Indeed

From
Free
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

  • Only Glassdoor has a free tier, so it costs nothing to try first.
  • Each has a real cost: Glassdoor it shares the same parent company, Recruit Holdings, as Indeed, whose revenue depends on employer ad spend, which sits in tension with Glassdoor's role as an independent employer watchdog.; 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: Glassdoor covers Employee reviews, Occupop covers Multi-board posting.
  • Prices and features above were last checked on 1 September 2026.

Where they differ

Only the attributes on which Glassdoor and Occupop actually diverge.

Attributes where Glassdoor and Occupop differ
AttributeGlassdoorOccupop
Starting priceFreeOn request
Pricing modelFree for job seekers, employers pay for branding and recruiting productsquote
Free tierYesNo
PlatformsiOS, Android, WebWeb

Identical on both: 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 Glassdoor

  • Employee reviews
  • Salary reports
  • Interview insights
  • CEO approval rating
  • Job listings
  • Company comparisons

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.

Glassdoor

  • Researching a company's culture and management reputation before accepting a job offernot Occupop
  • Comparing self-reported salary data for a role before a negotiationnot Occupop
  • Reading anonymous interview reports to prepare for a specific company's processnot Occupop
  • Checking CEO and leadership approval trends before joining a companynot Occupop

Occupop

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

Where each one falls short

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

Glassdoor

  • It shares the same parent company, Recruit Holdings, as Indeed, whose revenue depends on employer ad spend, which sits in tension with Glassdoor's role as an independent employer watchdog.
  • Review authenticity cannot be independently verified, and companies have periodically been accused of soliciting favourable reviews from current employees to offset negative ones.
  • Self-reported salary data is not verified against payroll records, so figures for a given role and company can be inconsistent or dated.
  • Older accounts were required to submit their own review or salary before unlocking others' data, and remnants of that give-to-get pressure can still affect what gets submitted.
  • Employers can purchase enhanced branding pages, which changes what job seekers see on a company's page compared with a company that has not paid for branding.

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

Glassdoor

Free
  • Job seeker accountFree
    • Free browsing of reviews, salaries and listings

Occupop

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

Which should you pick?

Choose Glassdoor if

  • You need employee reviews.
  • You want to start without paying.
  • You work on iOS, Android, Web.
  • You also want salary reports.
Glassdoor review

Choose Occupop if

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

Questions people ask

Is Glassdoor or Occupop better?
Neither clearly leads. Glassdoor starts at Free and Occupop at On request, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
Which is cheaper, Glassdoor or Occupop?
Glassdoor has a free tier; the other does not. Paid plans start at Free for Glassdoor and On request for Occupop.
Does Glassdoor or Occupop run on more platforms?
Glassdoor runs on iOS, Android, Web. Occupop runs on Web.
Can I use Glassdoor for free?
Yes. Glassdoor has a free tier, so you can try it without paying. Occupop starts at On request.
What is Glassdoor best used for?
Glassdoor is most often used for researching a company's culture and management reputation before accepting a job offer, comparing self-reported salary data for a role before a negotiation, reading anonymous interview reports to prepare for a specific company's process, checking ceo and leadership approval trends before joining a company. Of those, researching a company's culture and management reputation before accepting a job offer and comparing self-reported salary data for a role before a negotiation are not what Occupop is typically brought in for.
What can Glassdoor do that Occupop cannot?
Glassdoor covers Employee reviews, Salary reports, Interview insights, CEO approval rating. Occupop covers Multi-board posting, Branded careers page, Candidate scoring, Interview scheduling.

Answered from the vendors’ own pages

Glassdoor: Is Glassdoor free to use?

Yes for job seekers; employers pay for enhanced branding and recruiting products.

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.

Glassdoor: Are Glassdoor and Indeed the same company?

No, they are separate products but share the same parent company, Recruit Holdings.

Occupop: Does it do candidate sourcing?

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

Glassdoor: Are Glassdoor reviews verified?

No, reviews and salary reports are self-reported and anonymous; Glassdoor applies moderation but does not verify employment or salary details against payroll records.

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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