HRworks vs rexx systems

HRworks

The digital personnel file holding all personnel data and documents, with configurable roles and need-to-know access, clears the 'flat file with documents' bar. But the evidence says nothing about an org chart, custom fields, or dated history of contract and salary changes — and without history the record isn't true, it's only current.

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.

HRworks

DATEV and ADDISON are named partners, with 'Corporate und Schnittstellen Partner' status for DATEV, and Payroll is a core module customers actually run payroll on — that's a named integration for a major system. Nothing on mid-month joiners and leavers, variable pay, or a documented pre-payroll check, which is precisely what decides whether my month closes without chasing anyone.

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.

HRworks

This is real working-time capture — stationary and smartphone, breaks, overtime and minus hours, monthly overview, explicitly replacing the time clock — with vacation and sickness handled and a vendor claim of EuGH/DSGVO-conform documentation. But automatic entitlement and carry-over, per-location holiday calendars, and tamper-evidence are unmentioned, and the ArbZG recording duty is never named, so I can't give it the legal-obligation credit.

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.

HRworks

Both halves exist: applicant management 'von A bis Z' with a careers portal in your own design, and onboarding document collection integrated in the one suite. But there's no evidence of structured stages, rejection handling, or the hired candidate flowing into an employee record without re-entry — so the handover between the two, my main interest, is asserted rather than shown.

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.

HRworks

An independent Bitkom GDPR audit, ISO 27001, AVV and TOM on request, need-to-know roles, and logged inputs and logins is more diligence than most vendors show. But retention periods and executable deletion appear nowhere, and logging logins is not an audit of who read what in the file — a works council will ask both questions before it says yes.

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.

HRworks

The imprint pins a German GmbH in Freiburg with HRB number and German jurisdiction, and the privacy page states EU server location on AWS — I know exactly who I'd be contracting with and where the data sits. The subprocessor list is not published and the region detail stops at 'EU', so the chain isn't fully traceable; I dock for that.

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.

HRworks

No numbers anywhere: the pricing page offers 'Ihr passendes Angebot' — every tier is a quote conversation, and the claim of 'transparente Preise ohne Mindestlaufzeiten' shows no price to be transparent about. With two colleagues and a budget to defend, I cannot compute an annual invoice for 400 people from anything public.

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.