Haufe Talent vs rexx systems

Haufe Talent

The registry proves exactly one thing: a product named 'Haufe Digitale Personalakte' exists in the HR line, and a personnel file implies documents — that gets it to the level of records with storage. But there is not a word on org structure, custom fields, or dated salary/contract history, which are precisely what I need when a change lands mid-month and someone asks what the old terms were.

rexx systems

The digital personnel file holds salary data and its development, with full historization and audit-proof archiving that the vendor aligns with DSGVO and GoBD, plus batch scanning, generated personnel documents and organisation management covering subsidiaries and cost centres — that is close to a record an auditor could work from. I found no public information on effective-dated contract changes, custom fields, or granular field-level permissions beyond general role rights.

Haufe Talent

No payroll path stated at all: no DATEV, no Lohn und Gehalt handoff, no export format, nothing on variable pay, absences or mid-month joiners and leavers — whatever leaves this system gets retyped. The vendor's Steuer Office products are tax-adviser software sitting on the same catalogue shelf, not a bridge from the HR suite into payroll.

rexx systems

This is what I would bet a month-end close on: an official DATEV interface partnership covering Lohn und Gehalt and LODAS, bidirectional, with master data and movements delta-synced on change, variable pay (overtime, bonuses, surcharges, net deductions), absences and electronic sick certificates going out daily-current or at a cut-off date, and payslips, tax certificates and social-insurance registration and deregistration papers coming back into employee self-service. ADP and Paisy connections are also named. I found no public information on a documented pre-payroll check or an approval and lock step before transmission, and no separate access for the tax adviser.

Haufe Talent

Silence: not one captured fact mentions vacation, sickness, entitlement or any working-time capture, let alone the ArbZG recording duty. Until the evidence says otherwise, the time sheet lives in a spreadsheet next door.

rexx systems

The configuration has real payroll-relevant depth: multiple time accounts with automatic allocation, overtime surcharge and capping models, shift and timezone handling, pro-rata leave quota on mid-year joins and exits, and electronic sick certificates linked into absence bookings with full history. I found no public information on public-holiday calendars per location, break and rest-period rules, or an export framed for a labour inspection, nor any statement on the German working-time recording duty.

Haufe Talent

Neither applicant tracking nor onboarding appears anywhere in the captured facts — no careers page, no stages, no checklist, no handover into an employee record. The join path is simply not evidenced as part of this product.

rexx systems

The join path is genuinely connected: multiposting including named free job boards, a CV parser with fit score and scorecards, digital signature on contract offers with automated rejections, and the signed contract flows the applicant into onboarding workflows with timelines, reminders and equipment provisioning. Applicant data is stated to be deleted after six months. I found no public information on budget-gated requisition approval or onboarding tasks triggered directly in payroll.

Haufe Talent

The privacy-policy page was actually captured and yielded nothing but CoPilot marketing copy — no DPA, no retention periods, no role model, no deletion mechanics, no audit trail. For the most sensitive data a company holds, that silence is the answer a works council will hear.

rexx systems

Encryption, role rights and an audit trail are stated, AI assistance is opt-in with humans making the final decision, and applicant data is deleted after six months. But I found no public information on a signable data-processing agreement for the product, module-configurable or field-level roles, stated employee retention periods, or deletion that can be executed in the system — and nothing a works council could lean on for switching monitoring off.

Haufe Talent

The vendor's German identity (Haufe-Lexware GmbH & Co. KG, Freiburg) is the only signal on the evidence, and even that is asserted in the header, not evidenced in the registry. The imprint and privacy captures came back empty on hosting region, ownership and subprocessors — hosting unstated and processors unnamed sits at the bottom of the anchors, nudged up slightly only because this is plainly not a US-headquartered vendor.

rexx systems

Rexx Systems GmbH is registered in Hamburg with German register court and VAT details, and the vendor's own pages describe hosting in its own cloud on ISO-certified German and Swiss data centres, plus an on-premises option — while the independently sourced attributes mark data residency as unconfirmed. I found no public information on a product subprocessor list, or on which of the German, Austrian and Swiss entities signs customer contracts.

Haufe Talent

Not a euro appears anywhere in the registry — no tier, no per-employee rate, no billing period, no minimums. Every price for this suite is a sales conversation, which an HR lead cannot budget from.

rexx systems

The pricing page states the software is calculated individually with no standard packages, and not one figure is public: no per-employee price, no price for the standardised entry packages that list only thirty-two consulting and eight training hours, and no figures for the DATEV PMS switching discounts. No HR lead can compute any part of an annual invoice from these pages.