Recruiting
Manatal
Provenance unknown Report an error0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.
by Manatal · www.manatal.com
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Manatal at a glance
- Vendor
- Manatal
- Headquarters
- Not stated on the vendor’s pages as of 13 Oct 2026
- Data hosting
- Not stated on the vendor’s pages as of 13 Oct 2026
- Free plan
- Not stated on the vendor’s pages as of 13 Oct 2026
- Panel verdict
- The AI panel rates Manatal 1.5/5, the mean of 6 judges. Manatal's best-scoring area is integrations and handover (5 to 6): a maintained BambooHR handover that populates new-hire data, an open API with token administration, Adobe Sign, and Zapier and n8n. how scores are made
- As of
- Vendor pages captured 13 Oct 2026; evaluated by the panel 15 Oct 2026. all sources
Read this page as one judge. Each weighs the same scores by what they care about.
The panel's verdict
Manatal's best-scoring area is integrations and handover (5 to 6): a maintained BambooHR handover that populates new-hire data, an open API with token administration, Adobe Sign, and Zapier and n8n. Its weakest are sovereignty (0 to 0) and pricing transparency (0 to 1): the captured pages give no information on the contracting entity, data residency, ownership or any subprocessor, and we found no public prices — no tier figures or minimum term — beyond a 14-day free trial with no credit card required. Candidate pipeline, job distribution and AI screening control each landed at a flat 4: pipelines are configurable per job, GDPR consent is tracked with Pending, Given or Withheld statuses, but Manatal AI is activated by default for all new accounts, every imported resume is parsed automatically, and the 36 named boards include no German channel such as the Bundesagentur für Arbeit. Differences between judges stayed narrow — 3 to 4 on applicant data governance, 5 to 6 on integrations — and none rose to a flagged disagreement; persona-weighted totals ran from 2.6 to 3.6.
Speaks for it
- Unlimited pipelines applied job by job, with reorderable drag-and-drop stages and guest visibility defined per key stage
- Publishing across a stated 2,500+ channels, including 36 named free boards and Google for Jobs, with free job-board posting at no additional cost
- A maintained BambooHR handover that populates new-hire data without retyping, plus an open API with token administration, Adobe Sign, Zapier, n8n and single sign-on on the Enterprise Plus plan
- GDPR consent tracked with Pending, Given or Withheld statuses and an editable consent date
- Published inputs for AI scoring — skills, location, experience and education from the job description — and a statement that your data is not used to train the vendor's models
Held against it
- Sovereignty scored 0 to 0: we found no public information on the contracting entity's jurisdiction, data residency, ownership or any subprocessor list
- Pricing transparency scored 0 to 1: we found no public prices beyond a 14-day free trial with no credit card required
- Manatal AI is activated by default for all new accounts — parsing every imported resume and enriching every new candidate across 20+ social platforms — with only an admin-level toggle and no public information on where the processing runs
- The 36 named free boards include no German channel such as the Bundesagentur für Arbeit or a major German paid board
- We found no public information on structured scorecards, interview scheduling, deletion deadlines after rejection, or any log of who viewed or moved an applicant file
Best for
- You run recruiting on BambooHR and want candidate profiles and new-hire data transferred without retyping
- You broadcast mainly to global free boards such as Google for Jobs and Indeed and want a branded career page on your own domain
- You want a configurable pipeline per job, with guest visibility limited by stage
- You have the engineering capacity to build on the open API or connect via Zapier and n8n
Avoid if
- You must document data residency, the contracting entity or subprocessors before signing — sovereignty scored 0 to 0
- You need an annual invoice figure before committing — pricing transparency scored 0 to 1, with no public tier prices
- Your hiring depends on German channels such as the Bundesagentur für Arbeit — the 36 named boards include none
- A works council must review AI screening before go-live — Manatal AI is on by default for new accounts and we found no public information on the model provider or an EU AI Act position
The scores
| Criterion | Panel median |
|---|---|
| Applicant management & hiring workflow | 2 of 5 |
| Multiposting, career page & candidate experience | 2 of 5 |
| Retention, deletion & talent-pool consent | 1.5 of 5 |
| AI screening transparency & control | 2 of 5 |
| HR handover, integrations & API | 3 of 5 |
| European sovereignty | 0 of 5 |
| Pricing transparency | 0 of 5 |
Applicant management & hiring workflow
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How this is scored
The daily work of hiring: pipeline stages per job, collaboration with hiring managers, structured evaluation, interview scheduling and candidate communication — judged on whether a decision is documented rather than merely made.
0 — An inbox of applications with a status field; no stages per job, no shared evaluation and no record of who decided what.
3 — A fixed pipeline with drag-and-drop stages and email templates, but hiring managers see everything or nothing, and evaluation is free-text comments.
5 — Configurable pipelines per job, hiring-manager access limited to their own vacancies, structured scorecards, interview scheduling with calendar integration, and templated candidate emails in German.
8 — Approval workflows for requisitions and offers, role-based access per team and location, structured interview kits, bulk actions with automated but reviewable candidate communication, and a history on each candidate of every stage change and who made it.
10 — The pipeline is an auditable record of a fair process: every decision attributed and reasoned, evaluation criteria fixed before applications arrive, reporting on time-to-hire and drop-off per stage, and the full history exportable per candidate for an AGG dispute.
The Talent Acquisition Lead
Customizable per-job pipelines with drag-and-drop, stage sorting and unlimited pipeline sets are documented, and Guest visibility per key stage is a coarse way to limit hiring-manager exposure. We found no public information on structured scorecards, interview scheduling with calendar sync, German-language candidate emails, or any record of who moved a candidate and why — the things that make a decision defensible. 1 2 3
The Employer Branding Manager
Unlimited custom pipelines applied per job with drag-and-drop moves, per-stage sorting, guest visibility gated by pipeline stage, and reports kept separate per pipeline — that part is solid. But I found no public information on structured scorecards, interview scheduling with calendar integration, templated candidate communication, or any history of who moved a candidate and why, so here a decision is made without being documented. 1 2 3
The Data Protection Officer
Pipelines are genuinely configurable per job with full stage editing, drag-and-drop moves, key stages feeding reports, and guest visibility plus private or confidential organisations limiting who sees and publishes what. But we found no public information on structured scorecards, interview scheduling with calendar integration, templated candidate emails, or any history attributing each stage change to a named user — and for an AGG dispute that audit trail is exactly what I would have to produce. 1 2 3 4
The Works Council Advocate
Pipelines are configurable per job with drag-and-drop stages, sortable stages, and key stages that also control from which stage guests see a candidate, with separate reporting per pipeline. But we found no public information on structured scorecards, interview scheduling with calendars, templated candidate communication, or any history attributing each stage change to a named person — and a decision that is not documented is exactly what a works council cannot co-determine. 1 2 3
The HR IT Integrator
Pipelines are genuinely configurable per job — unlimited pipelines with addable, renamable, reorderable stages, drag-and-drop moves, and key stages that feed reporting with guest visibility defined per stage. We found no public information on structured scorecards, requisition or offer approvals, calendar-based scheduling, or a history of who moved a candidate and why. That is a strong pipeline editor without the documented-decision layer. 1 2 3 4
The Skeptic
Unlimited pipelines with custom, reorderable stages applied job by job and drag-and-drop moves are documented, and guest visibility can be limited by stage. But we found no public information on structured scorecards, interview scheduling with calendar integration, templated candidate emails, or any history of who changed a candidate's stage — the pipeline is configurable without being documented. 1 2 3
Multiposting, career page & candidate experience
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How this is scored
Getting a vacancy in front of the right people and letting them apply: job-board distribution for the German market, the career page, and an application process that does not lose candidates on a phone.
0 — No career page and no job-board distribution; vacancies are posted by hand elsewhere.
3 — A basic hosted job list and free aggregator feeds, with no named German boards, and an application form that requires an account or a desktop.
5 — A branded career page, multiposting to named boards including the Bundesagentur für Arbeit and at least one major German paid board, Google for Jobs markup, and mobile application without an account.
8 — Multiposting with booking and budget tracking per board from inside the system, source attribution per applicant, career page in several languages with an embeddable widget, accessibility stated, and an application form configurable per job.
10 — Distribution is measured, not only broadcast: cost and applicants per channel reported, the career page meets a stated accessibility standard, one-click or CV-parse application on mobile, and candidates can see their own status and withdraw themselves.
The Talent Acquisition Lead
A branded career page with custom domain, Google for Jobs, free posting to a long named board list, and Indeed Easy Apply replicating the application form cover the mechanics of broadcast. We found no public information on posting to the Bundesagentur für Arbeit or any major German paid board, on source attribution per applicant, on budget tracking per board, or on the candidate's mobile application experience. 1 4 5
The Employer Branding Manager
A branded career page on a custom domain, free posting to 36 named boards plus a Google for Jobs feed, Indeed applications flowing in with resumes attached, and sponsored campaigns managed in one place — but every named board is a global player or aggregator with no German market board among them, and I found no public information on applying from a phone without an account, per-applicant source attribution, or career-page languages and accessibility. As the person who buys channels, I still can't compute cost per applicant per channel from what's published. 1 4 5
The Data Protection Officer
Distribution is broad — 2,500-plus channels, 36 named free boards including Google for Jobs, applications arriving automatically from connected boards with resumes attached, sponsored-ad management, and a branded career page on a custom domain. No German board appears in any captured list, and we found no public information on the Bundesagentur für Arbeit, any major German paid board, accessibility, or candidates seeing their own status and withdrawing themselves. 1 4 5
The Works Council Advocate
There is a branded career page on a custom domain with Google for Jobs inclusion, publication to thirty-six named free boards out of 2,500+ channels, automatic intake of applications from the major boards, and free posting stated to cost nothing extra. The captured board list names global and aggregator boards only — we found no German market board such as the Bundesagentur für Arbeit or a major German paid board in it — and we found no public information on mobile application without an account, per-channel cost and applicant reporting, or accessibility. 1 4 5
The HR IT Integrator
The career page is branded with a custom domain and no development effort, free multiposting covers 36 named boards including Google for Jobs, and Indeed Easy Apply replicates the application form while Job Board Connect auto-adds applicants with resumes attached. The captured board lists name no German channel such as the Bundesagentur für Arbeit or StepStone, and we found no public information on source attribution per applicant, an accessibility standard, or per-board budget tracking. 1 4 5
The Skeptic
A branded career page with custom domain that embeds on common website builders, and publishing to 36 named boards including Google for Jobs, are documented — but the named publish list contains no German board such as the Bundesagentur für Arbeit or a major German paid board. We found no public information on source attribution per applicant, per-board budget tracking, or the mobile application experience. 1 4 5
Retention, deletion & talent-pool consent
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How this is scored
What happens to the data of people who were not hired: automatic deletion on a configurable deadline, talent-pool consent that expires, data-subject requests, and access logging — the criterion the employer is actually liable for.
0 — Nothing stated about retention or deletion; applicant data stays until someone removes it by hand.
3 — Manual deletion and an anonymise button exist, but no automatic deadline, and talent-pool storage has no stated consent step.
5 — Automatic deletion or anonymisation after a configurable period after rejection, talent-pool storage only with recorded consent, and a documented way to answer an access or erasure request.
8 — Retention rules per country or entity, consent with expiry and automated re-consent requests, candidate self-service for their own data, a log of who viewed or exported an applicant file, and permissions a works council can review.
10 — Governance that can be evidenced: deletion runs are logged and reportable, special-category data can be excluded or restricted by field, every export is recorded, and the vendor publishes how deletion propagates to backups and to the job boards and tools it syncs with.
The Talent Acquisition Lead
Consent is real: Pending, Given and Withheld statuses with an editable consent date, behind a tracking feature that must be activated. We found no public information on automatic deletion or anonymisation after a configurable deadline, on answering an access or erasure request, or on any view or export log — and retention of rejected applicants' data is precisely what I am liable for. 6 7
The Employer Branding Manager
GDPR consent is genuinely tracked — Pending, Given or Withheld, with an editable consent date and a feature that must be activated first — which is more than a stated consent step. Beyond that I found no public information on automatic deletion deadlines, anonymisation, access logging, or how an access or erasure request would be answered, and that is precisely the liability I carry for people we didn't hire. 6
The Data Protection Officer
GDPR consent is really tracked — Pending, Given or Withheld, with an editable consent date — which is more than a checkbox. But we found no public information on automatic deletion or anonymisation after a configurable post-rejection period, on consent expiry or re-consent, on any log of who viewed or exported an applicant file, or on a documented route for an access or erasure request; the employer carries all of that liability alone, so I cannot go higher. 6
The Works Council Advocate
Candidate GDPR consent is genuinely tracked with Pending, Given and Withheld statuses plus an editable consent date, and the tracking feature must be activated first — a consent record we can at least see. Beyond that we found no public information on automatic deletion or anonymisation deadlines after rejection, on how an access or erasure request is answered, or on any log of who viewed or exported an applicant file, which is the liability core for the employer. 6
The HR IT Integrator
Candidate GDPR consent is tracked with Pending, Given and Withheld statuses plus an editable consent date, but the whole GDPR tracking feature must be activated before anyone can set a status. We found no public information on automatic deletion deadlines, anonymisation, access or erasure request handling, or logs of who viewed an applicant file — which is the liability core of this criterion. 6 7
The Skeptic
GDPR consent is recorded with Pending, Given or Withheld statuses, an editable consent date, and a required activation step before consent can be modified. Beyond that, we found no public information on an automatic deletion deadline after rejection, retention periods, request handling, or any access logging — the deletion side of governance is undocumented in what we captured. 6
AI screening transparency & control
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How this is scored
Whether any automated ranking, matching, parsing or rejection is disclosed, explained and switchable — recruitment is a high-risk use under the EU AI Act, and an undisclosed score next to a candidate's name is a co-determination matter. A product without AI features is judged on stating so.
0 — AI matching or scoring is marketed with no statement of what it evaluates, where it runs, or whether it can be turned off.
3 — AI features are described as a benefit, with a general assurance that humans decide, but no documentation of inputs, no per-feature switch and no model or provider named.
5 — Each AI feature is described with its purpose and inputs, can be disabled per account, never rejects a candidate without a human action, and the model provider or subprocessor is named.
8 — AI outputs are shown with their reasoning to the recruiter, candidates are informed when AI is used, protected attributes are stated to be excluded, EU processing is available for the AI features, and the vendor publishes its EU AI Act position.
10 — The vendor treats recruitment AI as the high-risk system the law says it is: documentation a works council can base an agreement on, bias testing described and repeated, logs of every AI-assisted decision retained for audit, and every AI feature off by default until the customer enables it.
The Talent Acquisition Lead
Inputs to the ranking are at least named — skills, location, experience and education extracted from the job description — and there is a statement that our data is not used to train the vendor's models. But Manatal AI is on by default for new accounts with a single admin-level toggle, and we found no public information on switching each feature off individually, on the model provider, on candidate notification, or on any EU AI Act position a works council could read. 8 9 11
The Employer Branding Manager
The AI features are documented with purpose and, for the scoring agent, its real inputs — skills, location, experience and education taken from the job description — plus an admin-only switch and a statement that my data is not used to train their models. But Manatal AI is on by default for all new accounts, the interview agent is marketed as automated screening around the clock with no human checkpoint stated, and I found no public information on the model provider, its location, candidate notification, or exclusion of protected attributes — nothing here a works council could build an agreement on. 1 8 9 11
The Data Protection Officer
Each AI agent names its purpose and inputs — recommendations score candidates on skills, location, experience and education from the job description, and parsing runs automatically on every imported CV — and the vendor states our data is not used to train its models. But Manatal AI is activated by default for all new accounts, no model provider or subprocessor is named for the AI features, and we found no public information on per-feature switches, human-in-the-loop guarantees, candidate notification, protected-attribute handling or an EU AI Act position. A score next to a name, on by default, in an unnamed engine is precisely the co-determination problem. 8 9
The Works Council Advocate
The scoring at least says what it evaluates — skills, location, experience and education extracted from the job description — with parsing and enrichment inputs documented, an AI Interviewer that interviews thousands simultaneously, and a statement that our data is not used to train the vendor's models. But Manatal AI is activated by default for all new accounts with only an admin-level deactivation evidenced, and we found no public information naming the model provider or where AI processing runs, on whether a candidate can be rejected without a human action, or any published EU AI Act position — I cannot base a co-determination agreement on this. 8 9 11
The HR IT Integrator
Scoring and ranking inputs are published — skills, location, experience and education against the job description — and parsing, enrichment across 20+ social platforms, an AI Interviewer and a meeting transcriber are all documented. But Manatal AI is on by default for every new account since July 2023 with only an admin-level toggle described, and we found no public information on the model provider, candidates being informed, or an EU AI Act position. Automated screening agents running by default is a co-determination matter, not a selling point. 1 8 9 11
The Skeptic
The scoring and ranking agent's inputs are documented — skills, location, experience and education taken from the job description — and there is an admin-only switch plus a statement that customer data is not used to train the models. But AI is enabled by default for all new accounts, enrichment scans over 20 social platforms for every new candidate automatically, a 24/7 automated screening interviewer is marketed, and we found no public information on the model provider, where processing runs, or a human checkpoint before rejection. 1 8 9 11
HR handover, integrations & API
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How this is scored
The hire does not end in the ATS: handover to the HR system and payroll, identity and calendar integration, e-signature for contracts, and an API a team can build on.
0 — No integrations and no API; a hired candidate is retyped into the HR system.
3 — A CSV export and an email integration, with a partner marketplace that names no German HR or payroll systems.
5 — A documented API, calendar and video-interview integration, and a named handover to at least one HR system common in DACH (e.g. Personio, DATEV-connected systems, SAP SuccessFactors).
8 — Maintained integrations with several named HR systems carrying the hire's data without retyping, SSO and SCIM, e-signature for offers and contracts, webhooks, and an API with published limits.
10 — Integration is designed rather than bolted on: a versioned API with a deprecation policy, handover that carries documents and consent status into the HR record, deletion that propagates to connected systems, and the vendor maintaining the German integrations itself.
The Talent Acquisition Lead
A documented API with token administration, a maintained BambooHR handover that populates new-hire data without retyping, Adobe Sign for e-signature, SSO on the top plan, and Zapier and n8n give me genuine plumbing. We found no public information on calendar or video-interview integration, SCIM, webhooks, or published API limits, and the large HRIS names appear only as examples of what the open API could reach rather than maintained integrations. 1 10 11
The Employer Branding Manager
Handover is built in rather than bolted on: candidate profiles transfer directly into BambooHR with new-hire data populated for onboarding, an open API with token management links to payroll and HRIS platforms such as SAP, Oracle, Kronos and ADP, offers can go through Adobe Sign, and single sign-on ships on the Enterprise Plus plan. I found no public information on calendar or video-interview integration, SCIM, webhooks, published API limits, or maintained integrations with German HR and payroll systems. 1 10 11
The Data Protection Officer
A documented open API with administrable tokens, a maintained BambooHR handover that transfers candidate profiles and seeds onboarding data without retyping, single sign-on on the Enterprise Plus plan, and an Adobe Sign e-signature integration are all evidenced. The API pages name SAP, Oracle, Kronos and ADP as linkable systems, but we found no public information on maintained integrations with HR or payroll systems common in DACH, on calendar or video-interview integration, on SCIM, or on published API limits. 1 10 11
The Works Council Advocate
There is an open API with admin-generated tokens whose documentation names payroll and HRIS solutions such as SAP, Oracle, Kronos and ADP as linkable, a maintained handover transferring candidate profiles and new-hire data into BambooHR, Adobe Sign for e-signature, single sign-on on the top plan, and Zapier and n8n for automation. We found no public information on maintained integrations into HR or payroll systems common in DACH carrying the hire's data without retyping, on SCIM, on webhooks, or on published API limits. 1 10 11
The HR IT Integrator
There is a documented Open API with token administration, a maintained BambooHR handover that populates new-hire data without retyping, Adobe Sign for contracts, and Zapier and n8n as glue — while SAP, Oracle and ADP appear only as examples of what the API could reach, not as maintained connectors. We found no public information on calendar integration, SCIM, outbound webhooks or published API limits, and single sign-on sits on the Enterprise Plus plan, which reads as an enterprise upsell. The only named HR system in the captured pages is BambooHR; no German HR or payroll system appears as a maintained integration. 1 10 11
The Skeptic
An open API with token management, single sign-on on the top plan, Adobe Sign for e-signature, and a native BambooHR handover that populates new-hire data are all documented. However, BambooHR is the only named native HR system — SAP, Oracle, Kronos and ADP appear only as examples the API could reach — and we found no public information on SCIM, calendar or video-interview integration, or published API limits. 1 10 11
European sovereignty
panel opinion
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How this is scored
Where applicant data lives, who the contracting entity is, who the subprocessors are — including the job boards, CV parsers and AI providers the system passes CVs to. Independently sourced by the sovereignty pipeline; weighted higher here than in categories holding the customer's own data, because every record belongs to a third party who never chose the vendor.
0 — Non-EU vendor and contracting entity, hosting unstated, subprocessors unnamed, and CV parsing or AI processing of unclear location.
3 — EU hosting offered as an option while the contracting entity is non-EU, or the subprocessor list is absent, or CV parsing and AI features run outside the EU without saying so.
5 — EU hosting as standard and an EU contracting entity, but parts of the chain — parsing, AI, email delivery — are non-EU without an explained safeguard.
8 — EU hosting on named infrastructure, EU contracting entity, subprocessor list published including parsing and AI providers, and a DPA that covers applicant data as the customer's processing.
10 — Sovereign end to end and evidenced: vendor, entity, hosting and every subprocessor European, certification published, and the AI and CV-parsing features run within the EU on providers the customer can see.
The Talent Acquisition Lead
We found no public information on the legal entity, ownership, data residency or subprocessors across the captured pages, and the parsing, enrichment and AI features that touch every CV state no processing location. Hosting unstated and no visible subprocessor chain, including for AI and CV parsing, leaves nothing to assess here. 1 8
The Employer Branding Manager
I found no public information on the contracting entity, where applicant data is hosted, or a single subprocessor — including for the AI parsing, enrichment and interview features that process every CV we receive. For records that belong entirely to third parties who never chose this vendor, silence on every sovereignty question is the bottom of the scale. 1 8 9
The Data Protection Officer
We found no public information on the contracting entity's jurisdiction, ownership, where applicant data is hosted, or any subprocessor list — the chain that would carry every CV is invisible. Meanwhile resumes are parsed automatically and profiles enriched from more than twenty social platforms by AI whose processing location is never stated, and these are people who never chose this vendor. I can award nothing here. 1 8
The Works Council Advocate
Every applicant is a third party who never chose this vendor, and we found no public information on where applicant data is hosted, on the contracting entity, or on any subprocessor list. Meanwhile every imported CV is automatically parsed by an AI agent and every new candidate is scanned across twenty-plus social platforms, with connectable AI tools including ChatGPT and Claude and no stated processing location — nothing here can be reviewed, and my answer to selection guidelines is therefore no. 1 8
The HR IT Integrator
The captured pages give no information on the contracting entity, data residency, ownership or any subprocessor list, while the AI parsing and enrichment that touch every imported resume run on unnamed infrastructure with an unnamed provider. For a system holding third-party applicant data, nothing in the public record lets a buyer place where the data or the CV parsing happens. 1 8
The Skeptic
We found no public information on hosting location, the contracting entity's jurisdiction, ownership, or any subprocessor list. This while resume parsing runs automatically on every imported resume, AI is enabled by default for new accounts, and the location of that processing is equally unstated — for applicant data belonging to people who never chose this vendor, that silence decides the score. 8 9
Pricing transparency
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How this is scored
Whether a buyer can compute the real annual cost from public pages alone: the pricing model (per employee, per open job, per recruiter seat), job-board posting costs, add-ons for AI, career page or integrations, and the minimum term.
0 — No public prices at all; every tier is a sales conversation.
3 — A starting price exists, but the pricing basis (employees, jobs, seats) or which features sit in which tier is unstated — the invoice is unknowable.
5 — Tier prices public with the pricing basis and main limits given, but at least one commonly needed piece (paid job-board postings, AI features, integrations, extra seats) is unpriced.
8 — Every tier priced publicly with its basis and limits, add-on prices listed, job-board posting costs or the booking model stated, minimum term and VAT treatment given.
10 — Complete price computability: annual invoice derivable for a given company size, number of open roles and recruiter seats, with every add-on, posting package and overage published.
The Talent Acquisition Lead
We found no public information on tier prices, pricing basis, which features sit in which tier, minimum term or VAT treatment — only a 14-day trial without credit card, free organic board posting, and a plan name, Enterprise Plus, that hints at tiers without saying what they cost. I cannot begin to compute an annual invoice from this. 1 4
The Employer Branding Manager
The only pricing facts captured are a 14-day free trial without a credit card, free job-board posting at no additional cost, and single sign-on sitting in a plan named Enterprise Plus — and no price, pricing basis or minimum term in the captured pages. I cannot begin to compute an annual invoice for any headcount or seat count, and I found no public information on what a sponsored posting on a paid board would add to the bill, so cost per applicant per channel stays unknowable. 1 4
The Data Protection Officer
The only pricing information captured anywhere is a 14-day free trial with no credit card required. We found no public information on tier prices, the pricing basis, add-ons for AI or integrations, job-board posting costs, minimum term or VAT treatment — a buyer can compute nothing, and neither can a works council weighing the cost of the AI features. 1
The Works Council Advocate
We found no public prices at all — no tier prices, no pricing basis, no add-on prices, no job-board posting costs, no minimum term and no VAT treatment; the captured pages show only a fourteen-day trial without credit card and that single sign-on sits on a plan named Enterprise Plus. A buyer cannot compute any annual cost from what is published. 1
The HR IT Integrator
Beyond a 14-day trial without a credit card and the statement that free job-board posting comes at no additional cost, no prices are public. We found no public information on tier prices, the pricing basis in seats or jobs, add-ons, minimum term or VAT treatment, so a buyer cannot derive any annual invoice from the captured pages. 1 4
The Skeptic
Beyond a 14-day trial with no credit card required and the statement that free job-board posting is available at no additional cost, we found no public prices — no tier figures, no pricing basis in employees, jobs or seats, no minimum term and no add-on prices. The annual invoice cannot be computed from the captured pages at all. 1 4
European sovereignty — proven facts
0 of 4 dimensions provenBuilt only from facts shown on the vendor's own pages. A dimension we could not prove is left open, not scored as zero.
| Legal entity | Not determined | — | uncited Report an error |
|---|---|---|---|
| Ownership | Not determined | — | uncited Report an error |
| Data residency | Not determined | — | uncited Report an error |
| Subprocessors | Not determined | — | uncited Report an error |
Questions about Manatal
Is Manatal European?
Not determined: the vendor’s pages as captured do not say where Manatal is based.
Where does Manatal store data?
Not stated on the vendor’s pages as of 13 Oct 2026.
Does Manatal have a free plan?
Not stated on the vendor’s pages as of 13 Oct 2026.
What are the best alternatives to Manatal?
As of 21 Oct 2026, the panel rates Recruitee (3.5/5), softgarden (3/5) and Pinpoint (3/5) highest among the other 29 Recruiting products evaluated. Ratings that look equal are rounded to half stars; the order uses the unrounded rating, then the name. The highest-rated European alternative is Recruitee (EU-Made). Ratings are the AI panel’s opinion, formed from public evidence: how scores are made. The full list, with European products first: Manatal alternatives.
Where this could be wrong
- Evidence ages. The oldest capture behind this page is from 13 Oct 2026. Vendors change pricing and policies without notice; every fact reflects its source as of the capture date shown in the registry.
- AI can misread a source. Extraction and judgement are automated; a citation guarantees traceability, not infallibility. If something here is wrong, say so — no account needed, every report is decided within 5 business days, and accepted corrections are published.
What we left out
A claim that does not survive our checks costs us the claim, not the page. This is what was taken off this one.
- 17 product facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 4 compliance facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 3 integrations facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 3 pricing facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 3 support facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 6 of the readings below were written against an earlier fact sheet — a fact has been corrected, added or pulled since. Until the panel next runs on this product you are reading the older judgement. Know more? Tell us
Sources (11)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor page www.manatal.com Checked 13 Oct 2026 Details →
- 2 Applicant management & hiring workflow — found from sitemap support.manatal.com Checked 13 Oct 2026 Details →
- 3 Applicant management & hiring workflow — found from sitemap support.manatal.com Checked 13 Oct 2026 Details →
- 4 Multiposting, career page & candidate experience — found from sitemap support.manatal.com Checked 13 Oct 2026 Details →
- 5 Multiposting, career page & candidate experience — found from sitemap support.manatal.com Checked 13 Oct 2026 Details →
- 6 Retention, deletion & talent-pool consent — found from sitemap support.manatal.com Checked 13 Oct 2026 Details →
- 7 Retention, deletion & talent-pool consent — found from sitemap support.manatal.com Checked 13 Oct 2026 Details →
- 8 AI screening transparency & control — found from sitemap support.manatal.com Checked 13 Oct 2026 Details →
- 9 AI screening transparency & control — found from sitemap support.manatal.com Checked 13 Oct 2026 Details →
- 10 HR handover, integrations & API — found from sitemap support.manatal.com Checked 13 Oct 2026 Details →
- 11 HR handover, integrations & API — found from sitemap www.manatal.com Checked 13 Oct 2026 Details →