Haufe Talent vs rexx systems

Haufe Talent

The evidence confirms one thing about the HR suite: a "Haufe Digitale Personalakte" exists — full stop. No org chart, no custom fields, no word on whether contract or salary changes keep dated history or overwrite it, so the best-matching anchor is the flat record with documents, and nothing more.

rexx systems

The digital personnel file carries contact, contract, salary and development data with complete historization and audit-proof archiving for GoBD, batch scanning that assigns documents to the right person, generated documents stored straight into the file, and organisational management covering subsidiaries and cost centres. It stays short of the top because role rights are named without evidence of field-level permissions, and I found no public information on effective-dated contract and compensation history or on custom fields.

Haufe Talent

No payroll path is stated anywhere — no DATEV, no export format, not even a generic CSV promise; the vendor sells a Steuer Office product for tax advisors but nothing connects the HR suite to a payroll run. Heritage doesn't close my month.

rexx systems

This is what I care most about and it holds up: official DATEV interface partner status covering LODAS and Lohn und Gehalt, a bidirectional exchange of master data and wage-relevant data including variable pay, raises and absences, change-based delta transfer so mid-month changes move transparently, and payslips plus social-security and tax documents flowing back into employee self-service monthly, with ADP, Paisy and SAP named as further connections. I found no public information on a documented pre-payroll check or an approval and lock step before transmission.

Haufe Talent

Nothing on vacation entitlement, sickness, carry-over or working-time recording, and the German recording duty (BAG/ArbZG) isn't even mentioned. Absence and time would stay in the spreadsheets I'm trying to kill.

rexx systems

Vacation runs without me chasing anyone: automatic pro-rata entitlement on mid-year joiners and leavers, position- and contract-based calculation, multiple absence accounts with automatic balance calculation, sickness with electronic sick certificates imported and linked to bookings, and full history through the workflow engine, while working time is captured via browser, app or terminal across shift models, multiple time accounts and time zones. I found no public information on public-holiday calendars per location, break and rest-period rules, or documented compliance with the German recording duty for the time records themselves.

Haufe Talent

No applicant tracking, no careers page, no onboarding checklist, no handover into an employee record — the join path simply isn't on the evidence. Hiring would stay in the shared inbox.

rexx systems

The join path actually connects: multiposting to named job boards, scorecards and interview scheduling with calendar sync, e-signed contracts and automated rejections, and once the contract is signed the applicant data flows into the onboarding module where workflows with responsibilities, timelines and reminders drive equipment provisioning and task plans through to the first week. Applicant data is stated to be deleted at the latest six months after the process ends, though I found no public information on budget-gated requisition approvals or onboarding tasks triggering directly into payroll.

Haufe Talent

The privacy page was captured but yielded no facts: no signable DPA, no role model, no retention periods, no deletion that can be executed, no audit log. For the most sensitive data a company holds, that's a stop, not a negotiation point.

rexx systems

Subject rights are documented, six-month applicant retention is stated, encryption, role rights and an audit trail are claimed, and the AI support is described as optional with the final decision always made by a human — decent, but a works council will ask for more. I found no public information on a signable data-processing agreement, employee retention periods, automatically executed deletion in the product, or analytics and monitoring features that can be switched off for co-determination.

Haufe Talent

The vendor is Haufe-Lexware GmbH & Co. KG in Freiburg, so at least the contracting entity is German rather than the anchor-0 US case. But hosting region, ownership and subprocessors are all marked unknown and nothing is documented — a German name on the letterhead is not a data-residency answer, so this sits below the anchor that requires EU hosting to at least be stated.

rexx systems

German vendor with a Hamburg GmbH in the commercial register, hosting in rexx's own German and Swiss data centres under ISO 27001:2022 certification, an on-premises option for buyers who need it, and the non-EU processors on the website (Google, Twitter) named with their legal bases. The captured imprint lists Austrian and Swiss entities alongside the GmbH without saying which one closes customer contracts, and I found no public information on a published product subprocessor list or the data-centre provider behind the cloud.

Haufe Talent

Not one price appears anywhere on the captured pages — no tier, no per-employee rate, no billing period. I cannot compute a single euro of my annual invoice, so as this sheet stands, every tier is a sales conversation.

rexx systems

The pricing page says it plainly: "Wir kalkulieren Ihre HR-Software individuell und nachvollziehbar" — individual calculation rather than standard packages, and while modular billing and an entry package of 32 consulting hours and eight training hours are described, no price figure appears on the captured pages. I could not begin to compute an annual invoice for my headcount from this, which is the whole test.