Cezanne Recruitment, the applicant tracker that began as Occupop

Cezanne Recruitment began as Occupop and is built for teams of 1 to 200. It comes with unlimited users, access permissions and control over how long CVs stay. Its price depends on your headcount range. Its AI scoring and automatic rule-outs raise questions for your lawyers, and candidate documents stay behind when you hire. Some customers use a different product, InRecruiting. Ask about the price, the legal questions, the documents and InRecruiting before you sign.

By Ashish Manchanda Published 4 Nov 2026 Last updated 4 Nov 2026

The short answer on Cezanne Recruitment

In one line

A tracker for teams of 1 to 200 that prices by headcount range.

Buy it if

Your company is in the size range Cezanne builds for. You want unlimited users from the first day. You already run Cezanne HR, or want recruitment from the same supplier. A person will check every score.

Do not buy it if

You need candidate documents to move into your HR system automatically. Cezanne’s answers on CV scoring and rule-outs do not satisfy your lawyers. You expect AI CV scoring in the base Recruitment package.

Price

Cezanne prices Recruitment by headcount range. In March 2025 Occupop’s Recruit plan started at 0.95 euro or 0.95 pounds per employee per month. That was before the rename, so treat it as a question to ask and not a quote.

What Cezanne Recruitment does from job post to signed contract

Start with the name. The product has had two, and some Cezanne customers use a second recruitment product as well.

On 12 March 2025 Cezanne announced it had bought Occupop, a recruitment software business based in Dublin. On 7 July 2025 it renamed the product Cezanne Recruitment and said the product and service stay the same. The old occupop.com address now takes you to Cezanne’s own website. Occupop replaces Cezanne’s previous recruitment system, and customers of the old one are migrated to it. Some Cezanne customers use InRecruiting, which an outside company called Intervieweb develops and runs. So ask which of the two is on your quote.

Cezanne sells Recruitment in two packages. It works with Cezanne HR or on its own. The base package covers job posting, candidate management and interview scheduling. Recruitment Plus adds AI CV scoring, SMS interview reminders and multiple brand profiles.

Here is one job from request to contract, so you can see where your own team steps in. A job starts as a requisition, which is a formal request to open a role. Administrators can build the approval steps. One setting makes a requisition mandatory for every new job, although super-admins can create a job without an approved one.

You post the job once and Cezanne shares it across job boards and social media. Cezanne Recruitment can post and sponsor jobs on Indeed. It can also post to Find a Job, the UK government job board. For certain boards Cezanne does not resell posting slots, so you link an account you already have. You can run different application processes for different roles. You can also publish vacancies for different countries on separate sites.

Each job then moves through a hiring flow made of stages. An administrator sets a default flow for all jobs and can change it for a single job. Recruiters move candidates by dragging cards or in bulk. An admin setting can make a reason mandatory when someone rejects a candidate. Cezanne also runs a marketplace where specialist recruitment agencies bid on your roles.

Interviews are booked by the candidate. They get a choice of slots, and the slots update live when another candidate takes one. Microsoft 365 calendars connect through a service called Cronofy. In Recruitment Plus only, candidates get an SMS reminder 24 hours before the interview. Interviewers score each candidate, and a scored interview feeds the average score. A hiring manager can review a CV from a mobile-friendly link sent by email. They give a thumbs up or a thumbs down.

Contracts go to candidates one at a time from each profile. Signed contracts are then stored on the profile automatically.

Your developers may want to connect other systems to Recruitment. Cezanne gives them three routes. They can read candidates and closed jobs. They can show live jobs on your own careers site and post candidates from it. They can also receive instant updates about jobs and candidates.

If the AI matters most to you, here is how the scoring works. Cezanne compares the text of a CV with the job description. It gives a score from 0 to 100 for how closely skills and experience match the role. Each score comes with a one-line summary and short bullets on strengths and gaps. Moving a candidate to another job scores the CV again against the new description.

Screening questions add a second score. You set the questions and the weight of each answer, and the tool scores candidates on those weights. Interviews add a third score. The Total Score is the average of the AI CV Score, the Smart Question Score and the Average Interview Score.

Rule-out responses go one step further. You set them on a screening question so that candidates who lack a mandatory credential are excluded automatically. Cezanne advises care where screening looks for candidates suited to other open roles.

Administrators can turn AI CV scoring off in company settings. That hides CV score information and stops new CVs being scored. Cezanne’s published AI principle is that AI tools complement human skills and do not replace them. For how the rest of this market handles the same decision, read our guide to applicant tracking systems.

What Cezanne Recruitment does well

These are the strengths to weigh first. They matter most if you care about who can reach hiring data and how long it stays. Check them against the limits that follow.

You can give each person only the access they need

Hiring pulls in recruiters, interviewers and managers who need different levels of access. Cezanne Recruitment includes unlimited users with permissions, so you can invite every interviewer. Users can @mention colleagues, share notes and vote with a thumbs up or down. A Cezanne release added four permissions. They cover creating requisitions, creating or editing jobs, posting or closing jobs and downloading CVs. So each person gets only the access their part of hiring needs.

You decide how long candidate data stays

The longer you keep candidate data, the longer you have to protect it. Administrators set a CV retention period from 3 months to 2 years, or turn deletion off. From the October and November 2026 release, retention can be set by country. Candidates can opt in to stay on file for future jobs. Data of those who do not is deleted 30 days after the role closes or is filled. Cezanne holds ISO 27001 certification for all its software and services. An administrator can also switch on two-factor login for every account.

Ready-made equal opportunity questions, with a US check

Cezanne offers predefined diversity question sets for Northern Ireland and for the USA. Diversity reports are anonymised. The USA sets cover EEO and OFCCP reporting, which are US equal employment terms. Part of that area has just changed. The US Department of Labor rescinded the Executive Order 11246 rules in their entirety, effective 26 October 2026. Those rules required contractors to identify the gender, race and ethnicity of each applicant. A separate US rule on disability also removes the disability inquiry requirement. So if you recruit in the USA, ask Cezanne whether it has updated the USA question set.

Reports can arrive in your inbox

Hiring reports only help if they reach the people who read them. Cezanne has reports on cost per hire, CV source performance, drop-off between stages and time to hire. They can be filtered and exported to CSV or PDF. They can also be scheduled to arrive in your inbox automatically.

Which hiring teams Cezanne Recruitment suits

Size decides whether a tracker suits you, and Cezanne’s own material points two ways. It builds Recruitment for teams of 1 to 200. Yet one of its published customer results comes from a company more than 500 times that size.

Cezanne builds Recruitment for teams of 1 to 200

Cezanne tailors Recruitment for SMEs and growing businesses. It lets teams of 1 to 200 get started quickly. Its HR system is designed for mid-sized organisations, ideally 50 to 3,000 employees. Those two ranges overlap but differ, so check which one applies if you buy both. If your company sits outside them, ask Cezanne for a customer of your size to speak to.

UPMC has over 100,000 employees and reports faster hiring

UPMC has over 100,000 employees across the US and Ireland. It reports time to hire down from about three weeks to one week with Cezanne Recruitment. It reports cost per hire down from €200k per quarter to about €35k per quarter. Job board spend fell from €110k in 2023 to €68k in 2024. A fall from €110k to €68k is a cut of about 38%. Cezanne’s summary of the UPMC result puts the cut in job board spending at 61%. Ask Cezanne which figure is right.

One customer reports 11 days saved

Alex Rose gave Cezanne a testimonial in May 2025. Rose reports that Cezanne Recruitment cut average time to hire by 11 days. Rose puts the saving at about £350k a year. A testimonial is one person’s account, so ask for the size of the company behind it.

A direct route into Cezanne HR

The hand-off from tracker to HR system is where a hire becomes an employee record. The Recruitment app exports the details of a successful candidate into your HR system. Cezanne Recruitment also integrates with One Touch HRIS and with Bizimply. If you do not use Cezanne HR, Recruitment works as a standalone product. Candidate documents do not move across to Cezanne HR.

So what should a buyer take from this? If your company has 200 people or fewer, UPMC’s figures may not predict your result. Ask for a customer near your size instead. If you are well above 200, ask Cezanne how Recruitment works at your size.

Where Cezanne Recruitment stops

Cezanne’s limits cluster around two moments. One is the hand-off when you hire. The other is the point where a score turns into a decision about a person. A few smaller limits follow.

Candidate documents stay behind when someone is hired

Cezanne does not transfer candidate documents and attachments from Cezanne Recruitment to Cezanne HR. The export carries the successful candidate’s details. Signed contracts are stored on the candidate profile in Recruitment. If you want the signed contract in the employee file, decide who moves it.

An unreadable CV may go unscored

A score only helps if the software can read the CV. Cezanne removes the formatting from a CV and scores the text that is left. A CV that the software cannot read may be submitted but not scored. Cezanne warns that a CV with no extractable text can put the candidate at a disadvantage. So someone on your team should open every CV that arrives without a score.

Rule-outs reject candidates automatically, so ask about UK rules

Rule-out responses let Cezanne exclude candidates automatically. You set one on a screening question, and it excludes candidates who lack a mandatory credential. A rejection email can then go out the next morning. Cezanne advises against rule-outs for nice-to-have criteria. UK law requires safeguards for a significant decision based solely on automated processing. Those safeguards include human intervention and a way to contest the decision. The UK data regulator also audited AI recruitment tools. It advises providers to stop recruiters progressing or rejecting candidates solely on indicative grades or fit scores. Ask your lawyers whether an automatic rule-out rejection counts as a significant decision under the UK rules.

EU rules put CV screening among high-risk uses, and an exemption may apply

Cezanne puts screening CVs and shortlisting candidates among its Recruitment AI features. The EU AI Act puts AI that filters applications among its high-risk uses, but an exemption can apply. The exemption sits in Article 6(3), and it does not apply where the system profiles people. A provider that decides its system is not high-risk must document that assessment and register it. If the exemption does not apply, the duties start on 2 December 2027. Ask Cezanne how it has judged CV scoring and rule-outs against the exemption.

Blind Scoring is off by default in hiring manager review

Hiding personal details only helps if the setting is on. Blind Scoring uses AI to remove personal details from CVs before a hiring manager reviews them. The default for anonymising a CV in hiring manager review is off. The stored CV is not anonymised. Candidate data goes to an AI language model that Cezanne controls and is deleted immediately after processing. Cezanne never uses it for model training or shares it with other customers. A toggle in company settings opts you out completely.

Contracts go out one at a time and review links expire

Small manual steps add up when you hire in numbers. Cezanne sends contracts to candidates individually, from each profile. A hiring manager review link expires if the manager does not open it within two weeks. Test both steps with your real hiring numbers before you sign.

Check which languages work today

Language support is where a roadmap and a live product can differ. Cezanne added ten user languages in its June and July 2026 release. In its admin guide it marks English, Polish, French and German as supported. Seven more, including Spanish, Italian and Portuguese, appear among its planned languages. Around 97% of the app is translated. Application pages and job listing pages show in the visitor’s browser language. Ask which languages your candidates and your own users can use today.

Three security notices, and what they tell you

Cezanne has published notices on flaws that may touch Recruitment, so you can see how it handles them. On 8 December 2025 it reported that one Recruitment service used Next.js web software. That version had a flaw called React2Shell. It also reports that the Recruitment platform uses the PHP programming language and was patched on 21 October 2026. It reports that Recruitment and Recruitment Plus were not affected by the Cloudflare incident of 18 November 2025. Ask how fast Cezanne patches and how it tells customers.

Cezanne is buying other businesses

Cezanne’s ownership and product range have changed since 2023. NorthEdge, a private equity firm, completed a management buyout of Cezanne HR on 23 March 2023. Cezanne bought Occupop in March 2025 and Learn Amp, a learning platform, on 16 June 2026. It renamed the Occupop product within four months of buying it. Ask what Cezanne plans to change to product naming, logins or packages during your contract.

What it costs and how you leave

Your price depends on your size and your package, so work out both before you call. Cezanne prices Recruitment by headcount range. The monthly fee also adjusts to active headcount and to the parts of the system you use.

Implementation and standard support carry no extra charge, so the first invoice should be easier to predict. Training is an additional service. Cezanne’s plans are called Build, Grow and Scale. SMS reminders come with a monthly free allowance of 10, 20 or 50 by plan.

AI CV scoring belongs to Recruitment Plus. Cezanne’s standard pricing model includes its AI features, yet the scoring sits in Plus. The score explanation is available on Build, Grow, Scale and Recruitment Plus. So ask what Plus costs for your headcount and which plan gives you which feature.

An old price gives you a starting point. In March 2025 Occupop’s pricing was based on headcount range. Its Recruit plan started at 0.95 euro per employee per month, and at 0.95 pounds on its pounds tab. If 200 employees paid that starting rate, the bill would be 190 euros or pounds a month. The figure dates from before the rename, so confirm today’s price with Cezanne.

For its HR system Cezanne applies a minimum monthly fee, and you contact Cezanne for the figure. Contracts are rolling. Any annual increase is in line with RPI, the UK retail price index. Ask whether the same terms apply to Recruitment.

Leaving takes more thought. Since the August and September 2026 release, only super-admins can delete candidates. A user can export a candidate profile to CSV and download a CV. These controls sit on the candidate profile. Ask how you take every candidate, job and record out when the contract ends, and in what format. If you have developers, they can read candidates and closed jobs through Cezanne’s API.

You could also run hiring steps with agents built on your own systems. We have mapped what that looks like. The HR Agent Map

Ten questions to put to Cezanne before you sign

You can put these ten questions to Cezanne in one call. Each one has a good answer, and the good answer is the one to get in writing.

Is the product on my quote Cezanne Recruitment or InRecruiting, and is it Recruitment or Recruitment Plus? Good answer: The product, package and headcount range written on the order form.
What does Recruitment Plus cost for my headcount, and which plans include the score explanation? Good answer: A monthly price for my range, with every AI feature named.
Who in my company can turn AI CV scoring and Blind Scoring on or off? Good answer: Named administrators only, and every change is recorded.
How have you judged CV scoring and rule-outs against Article 6(3) of the EU AI Act? Good answer: A written assessment I can read and hand to my legal team.
Does an automatic rule-out rejection count as a significant decision under UK data law, and what human review applies? Good answer: A written answer and a named step where a person decides.
Where is Recruitment data hosted, and which other companies handle it? Good answer: A named country and a list of the companies involved.
Which candidate documents reach Cezanne HR when I hire, and how do the rest move? Good answer: A clear list, and a method for contracts and CVs.
How do I take all candidates, jobs and history out when the contract ends? Good answer: A file format and a time window written into the contract.
Do rolling contracts and annual increases in line with RPI apply to Recruitment as well? Good answer: Yes, in writing, with the notice terms spelled out.
Which languages can my candidates and users use today, not later? Good answer: A list of languages that are live now.

Alternatives to Cezanne

If Cezanne does not fit, look at BambooHR, Workable or Pinpoint. You can also decide to buy nothing yet.

If the document hand-off is your main worry, compare it with BambooHR’s. In its Onboarding product, candidate details from the tracker pre-populate the Add Employee form. Ask BambooHR whether candidate documents move across as well. BambooHR’s UK plans start at £8.10 per employee per month. Companies of 25 employees or fewer pay a monthly flat rate, starting at £200. Its US plans differ by open jobs in the tracker, at 5, 25 and 50.

If you want to try a tracker on your real hiring before you sign, Workable offers a 15-day free trial. The trial does not include the Workable Agent, which replaced its AI Screening Assistant. Ask whether the plan you would buy includes it.

Pinpoint is worth a look if the moment a score becomes a decision worries you. It is an applicant tracking system for in-house talent acquisition teams. Pinpoint’s AI never decides who advances or is rejected. Its AI features are opt-in and never on by default. Its application forms still connect to automations that reject candidates who do not meet criteria you set. Automatic rejection raises the same UK and EU questions as Cezanne’s rule-outs, so put them to Pinpoint too.

Buying nothing is the last option. A shared mailbox and a spreadsheet leave retention and deletion to you. GDPR limits keeping data in identifiable form for longer than necessary. Our market guide sets out what an applicant tracking system does.