HRworks vs rexx systems

HRworks

A real digital personnel file with role-based permissions and logged inputs is confirmed, plus legal templates like Entgelttransparenz handled in-software — but the evidence is silent on org chart, custom fields, and dated contract/salary history, which is what makes a system of record rather than a document store. Absence of that evidence keeps me below the 5 anchor.

rexx systems

The digital personnel file carries full historization and revision-safe archiving behind role rights and an audit trail, document generation with digital signature, batch scanning, and an organisation module that manages subsidiaries — that is what I want in a source of truth. We found no public information on effective-dated contract and compensation history or granular field-level permissions, which is the difference between a good file and one I can drive identity from.

HRworks

Payroll is an in-suite module and DATEV interface partnership is claimed ('DATEV Corporate und Schnittstellen Partner') with ADDISON also named, which clears the named-integration bar. But nothing documents what the interface carries — no pre-payroll check, no mid-month joiner/leaver handling, no approval or lock step — so it sits between the 5 and 8 anchors.

rexx systems

DATEV is a first-class path, not a form: official DATEV interface partner covering Lohn und Gehalt and LODAS, bidirectional, moving master data by change-based delta transfer plus variable pay, absences and social-security joiner/leaver documents, with payslips imported monthly into employee self-service. Connections to ADP, Paisy and SAP HR are named as well; we found no public information on a documented pre-payroll check, an approval and lock step, or retro-accounting.

HRworks

Working-time capture is well evidenced — terminal and smartphone capture, breaks, overtime and minus hours, target vs actual, monthly overviews — and automatic EuGH/GDPR-conform documentation is at least claimed, which speaks to the recording duty. What's missing: public-holiday calendars, pro-rata entitlement, carry-over, rest-period rules, or any export I could hand a labour inspection.

rexx systems

Working-time capture is real — browser, app and browser-based terminals with QR and NFC, shift models, overtime accounts with capping rules and multiple time accounts — and vacation management does automatic pro-rata entitlement, contract-based calculation and full booking history, with electronic sick certificates imported and linked. We found no public information on public-holiday calendars per location, break and rest-period rules, or tamper-evident records tied to the German recording duty.

HRworks

Applicant management 'von A bis Z' with a branded jobs portal and an onboarding flow for collecting new-hire documents exist, and the lifecycle-in-one-suite claim suggests the handover. But no structured stages, rejection handling, e-signature, or applicant retention/deletion are evidenced — and the thing I look for, onboarding triggering IT or provisioning an account, appears nowhere.

rexx systems

The join path is close to one flow: multiposting, CV parser, scorecards, interview calendar sync, e-signed contracts, automated rejections, a stated six-month applicant deletion, and signed candidates flow into the onboarding module without re-entry, where workflows assign equipment tasks with reminders. I judge onboarding by whether it creates the account, and we found no public information on automated account or access provisioning; budget-gated requisitions are likewise not evidenced.

HRworks

An independent Bitkom GDPR audit, ISO 27001, configurable roles on a need-to-know principle, and logged inputs and logins are genuinely strong signals. But the DPA is only available on request rather than published, no retention periods are stated, executable deletion isn't evidenced, and there's no read-level audit — a works council will ask for exactly those three.

rexx systems

Encryption, role rights and an audit trail are stated, data subject rights are documented, applicant data is deleted after at most six months, and AI ranking is optional with no automated decisions and a self-hosted open-source model — a works council can at least read the scope of the analytics. We found no public information on a signable data processing agreement, employee retention periods per category with automatic deletion, or field-level access control with a log of who read what.

HRworks

What holds it at 5 is the unpublished subprocessor list — beyond AWS, the chain is unknown, and no data-centre certifications are given.

rexx systems

Vendor and contracting entity are German, hosting runs in rexx's own cloud in Germany and Switzerland with ISO 27001:2022 certified operation, and an on-premises option exists for buyers who need it. The imprint lists Austrian and Swiss group entities without saying which one closes customer contracts, and we found no public information on a published subprocessor list for the product or the named data-centre provider.

HRworks

The pricing page is a quote form — 'Erhalten Sie Ihr passendes Angebot' — and even the Pro package is described with features but no number. No per-employee price exists anywhere in the capture, so no HR lead can compute any invoice from public pages; the 'ohne Mindestlaufzeiten' line discloses a term, not a price.

rexx systems

Everything is individually calculated — the pricing page says individual calculation with no standard packages — and even the preconfigured small-company entry package is stated in consulting and training hours rather than in currency. We found no public per-employee price, billing period, term or setup fee, so an HR lead cannot compute an invoice from the public pages.