Softwr

Recruitment · head to head

Occupop vs Rippling

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
Rippling logo

Rippling

Recruitment

Manage HR, IT, and Finance in one place

From
$8/month
Rated
-
Full reviewWebsite

The short version

  • Each has a real cost: 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.; Rippling the Internet Archive's capture of Rippling's homepage on 10 January 2021 named distinct product modules, Employee Platform, Payroll, Benefits, Talent Management, App Management, Device Management, and a PEO offering, all sold via 'Request Demo' with no price figure published.
  • They diverge on capability: Occupop covers Multi-board posting, Rippling covers Payroll.
  • Prices and features above were last checked on 31 August 2026.

Where they differ

Only the attributes on which Occupop and Rippling actually diverge.

Attributes where Occupop and Rippling differ
AttributeOccupopRippling
Starting priceOn request$8/month
Pricing modelquotesubscription
PlatformsWebWeb, Ios, Android
FoundedUnknown2016

Identical on both: 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 Occupop

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

Only in Rippling

  • Payroll
  • Benefits Administration
  • Device Management
  • App Management
  • Time Tracking
  • Learning Management
  • Slack
  • Microsoft 365

What people use each for

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

Occupop

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

Rippling

No use cases recorded yet. See the Rippling review.

Where each one falls short

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

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.

Rippling

  • The Internet Archive's capture of Rippling's homepage on 10 January 2021 named distinct product modules, Employee Platform, Payroll, Benefits, Talent Management, App Management, Device Management, and a PEO offering, all sold via 'Request Demo' with no price figure published.

Pricing, plan by plan

Occupop

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

Rippling

$8/month
  • Core$8/month
    • Employee Management
    • Onboarding
    • Offboarding
  • Pro$12/month
    • All Core features
    • Advanced Analytics
    • Custom Reports

Which should you pick?

Choose Occupop if

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

Choose Rippling if

  • You need payroll.
  • You work on Web, Ios, Android.
  • You also want benefits administration.
Rippling review

Questions people ask

Is Occupop or Rippling better?
Neither clearly leads. Occupop starts at On request and Rippling at $8/month, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
Which is cheaper, Occupop or Rippling?
Occupop starts at On request and Rippling at $8/month.
Does Occupop or Rippling run on more platforms?
Occupop runs on Web. Rippling runs on Web, Ios, Android.
What is Occupop best used for?
Occupop is most often used for an irish employer that needs applications tracked in one place and posted to irish boards without manual re-keying, a hospitality or care group hiring the same roles repeatedly across multiple sites, a public sector or charity buyer that requires candidate data to stay inside the european union, a company where line managers do the hiring and will abandon anything that needs training. Of those, an irish employer that needs applications tracked in one place and posted to irish boards without manual re-keying and a hospitality or care group hiring the same roles repeatedly across multiple sites are not what Rippling is typically brought in for.
What can Occupop do that Rippling cannot?
Occupop covers Multi-board posting, Branded careers page, Candidate scoring, Interview scheduling. Rippling covers Payroll, Benefits Administration, Device Management, App Management.

Answered from the vendors’ own pages

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.

Occupop: Does it do candidate sourcing?

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

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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