Haufe Talent vs rexx systems

Haufe Talent

The registry proves a product named 'Haufe Digitale Personalakte' exists in the HR category and nothing more — no org chart, no custom fields, no dated change history, no e-signature. The name clears the contact-list floor, but every differentiator between rubric level 3 and rubric level 5 is undocumented silence.

rexx systems

The personnel file page shows a genuine file: broad data categories from contract and salary development through cost centres, batch scanning, documents generated straight into the file, complete historization with audit-proof archiving, and org management that explicitly covers subsidiaries. What the pages do not show: custom fields, effective-dated compensation history, or permissions finer than generic role rights — we found no public information on any of the three. That clears a structured, history-keeping file but stops short of the auditor-grade record.

Haufe Talent

No DATEV, no Lohn und Gehalt, no export format, no mid-month change handling — the catalogue runs from news portals to a Steuer Office for tax advisers without a single payroll handoff. That is the anchor-0 condition: no payroll path stated at all.

rexx systems

This is a maintained, official DATEV interface partnership covering LODAS and Lohn und Gehalt, bidirectional — master data with change-based delta sync, variable pay, absences and fixed/net deductions out, payslips, social-security registration documents and income tax certificates back into employee self-service monthly — plus named ADP, Paisy and SAP HR connections. What we found no public information on: a documented pre-payroll check, an approval-and-lock step before transmission, and retro-accounting for backdated changes. The depth of what is published still shows the month closing into payroll rather than being retyped.

Haufe Talent

Vacation, sickness, working-time capture, BAG 2022, ArbZG — none of these appear in any captured fact. As far as this evidence goes, both live in a spreadsheet elsewhere.

rexx systems

Well past a timer: automatic entitlement with pro-rata quoting for mid-year joiners and leavers, position- and contract-based calculation, freely definable absence accounts, sickness with electronic sick certificates linked to bookings, shift, overtime and multi-account time models, and exportable reports. We found no public information on public-holiday calendars per location, break and rest-period rules, or tamper-evident time records, and nothing on the captured pages names the German recording duty at all.

Haufe Talent

No applicant tracking, no onboarding checklist, not even a careers-page mention; the talent-suite capture produced a personnel file and an AI assistant and stopped there. rubric level 0.

rexx systems

The join path is genuinely one flow: multiposting including named free boards, a CV parser with fit scores and scorecards, calendar-synced interviews, e-signed contracts with automated rejections, and the signed candidate flowing into an onboarding module that assigns equipment and responsibilities on defined timelines with automatic reminders. Applicant deletion within six months is stated together with its exceptions. We found no public information on approval-gated requisitions with budget, or on onboarding tasks triggering payroll directly.

Haufe Talent

The privacy-policy page was captured and its only confirmed content is that CoPilot answers from 'verified Haufe content' — no DPA, no retention periods, no role model, no deletion that executes rather than gets promised. rubric level 0, and not one word in the evidence argues otherwise.

rexx systems

For the product itself the public record is one line — encryption, role rights and an audit trail — plus revision-safe archiving, while the detailed privacy policy governs the vendor's website and applicant handling rather than employee data in the suite. Subject rights are documented and applicant retention is stated at six months, but we found no public information on a signable data processing agreement, field-level permissions, retention periods per data category for employees, or monitoring and analytics features that can be switched off for a works council.

Haufe Talent

Provenance puts Haufe-Lexware in Freiburg, which keeps it off the US-headquartered floor, but the pipeline marks legal entity, ownership, residency and every subprocessor 'unknown' — the imprint capture yielded no jurisdiction fact and the homepage states no hosting region. That sits below rubric level 3: not even EU hosting is asserted, only the absence of a subprocessor list is confirmed.

rexx systems

A German GmbH in Hamburg, servers in the vendor's own cloud in Germany and Switzerland under ISO 27001-certified operation, and an on-premises option give a credible DACH footprint, and the non-EU website services that are named come with Data Privacy Framework certification or standard contractual clauses. But the imprint lists German, Austrian and Swiss entities without saying which one signs customer contracts, and we found no public subprocessor list for the service itself — the chain a buyer would audit is not documented.

Haufe Talent

No price, no tier, no per-employee figure, no billing period on any captured page — there isn't even a teaser number with modules hidden behind it. Every tier is a sales conversation; the anchor says 0.

rexx systems

The vendor's own pricing page says the software is calculated individually with no standard packages — every invoice is a sales conversation, and we found no public per-employee price for any tier or module. Credit for stating the modular model, the entry package's contents of 32 consulting hours and eight training hours, and the one-time switching discount for DATEV PMS users; none of it lets an HR lead compute an annual invoice.