HRworks vs rexx systems

HRworks

A digital personnel file exists and is marketed as covering 'sämtliche Personaldaten und Dokumente', with configurable roles and need-to-know access — but the evidence never mentions an org chart, custom fields, or any dated contract/salary history, which is exactly what separates rubric level 5 from rubric level 3. A file that stores documents is not yet a system of record; silence on history means I score as if history is absent.

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.

HRworks

Payroll is a named module and a customer runs their Lohnabrechnung on it, with DATEV listed as 'Corporate und Schnittstellen Partner' — but nowhere is an export format named, a field scope defined, or mid-month joiners/leavers and variable pay addressed. A partner badge is not a maintained connector; I credit the named system but nothing more.

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.

HRworks

Time recording is the best-evidenced area: stationary and smartphone capture, breaks, Soll/Ist control, overtime and minus hours, monthly overviews and automated reports, plus an explicit claim of automatic EuGH/DSGVO-conform documentation — which is more than a timer. But automatic entitlement and carry-over are never stated ('Berücksichtigung von Urlaub und Krankmeldung' is doing quiet work), and nothing on tamper-evidence or works-council monitoring limits.

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.

HRworks

Both halves of the join exist — applicant management with a branded jobs portal and AI job-ad drafts, and onboarding document collection — with 'gesamter Employee Life Cycle in einer Software' gesturing at the handover. But no structured stages, no rejection handling, no e-signature, no applicant deletion deadline, and the no-re-entry handover is a slogan ('von A bis Z'), not an evidenced flow.

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.

HRworks

The independent Bitkom Consult GDPR audit plus ISO 27001 are genuinely third-party evidence, and an AVV/TOM are available on request — but the evidence is silent on retention periods and executable deletion, and the logging covers inputs and logins, not who-read-what access. 'Rollen und Berechtigungen' is role-level, not field-level; the Bitkom report is the only reason this isn't a 4.

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.

HRworks

The buyer's basics are documented: HRworks GmbH with HRB Freiburg and German courts, EU server location on named AWS infrastructure. What's missing is the published subprocessor list — AWS is a US-headquartered provider, the rest of the chain is unnamed, and the pipeline itself couldn't confirm residency or subprocessors from the vendor's pages, which says something about how findable that documentation is.

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.

HRworks

There is no price list at all: pricing runs through a quote form ('Erhalten Sie Ihr passendes Angebot') and the two tiers (HR WORKS, HR WORKS Pro) are named but unnumbered. The only public pricing facts are negative or incidental — no minimum term and a free trial — so the annual invoice is not computable in any part; the page's own claim of 'Transparente Preise' next to a quote form takes some nerve.

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.