Employee Scheduling
Beeple
Provenance unknown Report an error0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.
by Beeple BV · www.beeple.eu
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Beeple at a glance
- Vendor
- Beeple BV
- Headquarters
- Not stated on the vendor’s pages as of 13 Oct 2026
- Data hosting
- Not stated on the vendor’s pages as of 13 Oct 2026
- Free plan
- Not stated on the vendor’s pages as of 13 Oct 2026
- Panel verdict
- The AI panel rates Beeple 1/5, the mean of 6 judges. Beeple BV is employee-scheduling software aimed at larger staffing agencies with teams of more than 20 employees, and the bench's scores point to one clear strength: staff self-service, scored 4 by every judge, on a mobile app where employees enter available and unavailable times, recurring or by part of day, with employer approval. how scores are made
- As of
- Vendor pages captured 13 Oct 2026; evaluated by the panel 15 Oct 2026. all sources
Read this page as one judge. Each weighs the same scores by what they care about.
The panel's verdict
Beeple BV is employee-scheduling software aimed at larger staffing agencies with teams of more than 20 employees, and the bench's scores point to one clear strength: staff self-service, scored 4 by every judge, on a mobile app where employees enter available and unavailable times, recurring or by part of day, with employer approval. Roster planning runs from 2 to 4, credited for an automatic scheduling feature with its own downloadable manual, though the templates are Word documents and no page shows what drives a proposal. Payroll and integrations runs from 3 to 4, for structured Excel, XML and PDF exports carrying payroll-integration codes plus an API Partners program, though no payroll system is ever named. The floors are stark: no judge credited any working-time rule check, co-determination and privacy sits at 0 to 1, and sovereignty spans 0 to 2 — some judges credit only the vendor's European appearance, others score the silence on hosting, subprocessors and certifications at the floor. Beyond a free demo, no prices are published.
Speaks for it
- Employees enter and update their own available and unavailable times in the app, recurring or by part of day.
- Automatic scheduling is documented with a downloadable user manual and video.
- Hours, enrolments, check-ins and payments export to Excel, XML or PDF from most pages.
- Payments and availabilities carry dedicated payroll-integration code fields.
- An API Partners program is available.
Held against it
- The captured pages name no working-time rule the roster checks, from rest periods and daily-hour limits to Minijob and surcharge handling.
- We found no public information on staffing requirements per shift, qualifications or the demand source behind automatic scheduling.
- We found no public information on hosting region, subprocessors or certifications for employee data.
- We found no public information on who can see absence reasons, audit logging or retention periods that a works council could build an agreement from.
- No payroll system is named and no surcharge or wage-type mapping is documented, so exports still need manual mapping.
Best for
- You run a staffing agency with more than 20 employees and your main scheduling pain is collecting availability from deskless staff.
- You want automatic scheduling proposals and templated work schedules rather than drawing rosters entirely by hand.
- Your payroll team can map export files itself, since data leaves as Excel, XML or PDF with payroll-integration codes rather than to a named system.
Avoid if
- You need the scheduling tool itself to flag rest periods, daily-hour limits or surcharge rules before publishing a roster.
- You must win works-council approval and need vendor documentation on data visibility, logging and retention to do it.
- You need a named payroll or POS integration rather than generic export files.
- You require documented hosting and a published subprocessor list for employee data.
The scores
| Criterion | Panel median |
|---|---|
| Roster building & demand planning | 2 of 5 |
| Working-time law & collective agreements | 0 of 5 |
| Mobile self-service for deskless staff | 2 of 5 |
| Works council & employee data | 0 of 5 |
| Payroll handoff & integrations | 2 of 5 |
| European sovereignty | 1 of 5 |
Roster building & demand planning
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How this is scored
How a plan gets built across locations, roles and qualifications — templates, staffing requirements, forecasting from sales or occupancy, and whether the product proposes a roster or only draws one.
0 — A shared calendar of shifts; no templates, no roles or qualifications, and no notion of how many people a shift needs.
3 — Shift templates and a weekly grid per location, with roles attached, but staffing needs and qualifications are the planner's memory rather than the system's.
5 — Templates, roles and qualifications, staffing requirements per shift, open shifts, multiple locations and departments, and coverage gaps shown before publication.
8 — Demand-based planning from a named data source (POS revenue, footfall, occupancy or bookings), automatic roster proposals the planner can accept or adjust, labour cost shown against budget while planning, and cross-location staff sharing.
10 — Planning closes the loop: forecast, proposed roster and actual hours compared in one place, the proposal explains which rule or demand figure drove each assignment, and the vendor documents the forecasting method rather than calling it AI.
The Shift Manager
Automatic scheduling exists with a downloadable manual, so the system can apparently propose assignments rather than only draw them, and work schedules can be templated — though the template I see is a Word document with bookmarks, not a reusable shift grid carrying roles and skills. We found no public information on staffing requirements per shift, qualifications that stop the wrong person landing on the till, open shifts, coverage-gap warnings before publication, or any demand source like sales or footfall feeding the plan. 1 2 3
The Operations Director
Automatic scheduling exists — a downloadable manual and a video — but no page shows what drives it, what data it reads, or whether the planner can adjust a proposal; the work-schedule templates are Word documents assembled from dictionary codes, which is document generation rather than demand-based planning. We found no public information on staffing requirements per shift, roles or qualifications, forecasting from POS or occupancy data, labour cost against budget while planning, or sharing staff across locations. 1 2 3
The Payroll Officer
An automatic scheduling feature with its own downloadable manual, plus work-schedule templates, means the system can propose a roster rather than only draw one. But the evidenced templates are Word documents with merge codes and total-duration footers for output, and I found no public information on staffing requirements per shift, qualifications, roles, multi-location planning, or demand-based forecasting from any named source. 1 2 3
The Works Council Advocate
Work-schedule templates exist and an automatic scheduling feature is documented as available, but the captured pages never show how a proposal is formed or on what basis assignments are made. We found no public information on staffing requirements per shift, roles and qualifications, coverage gaps before publication, or planning from demand data — and the body that co-determines how hours and overtime are distributed needs to see the rules behind any automatic assignment. 1 2 3
The Frontline Employee
There is an automatic scheduling feature with its own manual, and work-schedule templates that powerusers build — but the templates are Word documents, and the work schedule pulls together enrolments, unavailabilities and unplanned hours rather than stating how many qualified people a shift needs. We found no public information on staffing requirements per shift, coverage warnings, roles or the demand figures driving the automatic proposal, so the real planning still looks like the planner's memory with software wrapped around it. 1 2 3
The Skeptic
Automatic scheduling exists and ships a downloadable manual, but the captured pages never say what feeds it — we found no public information on a demand source, staffing requirements per shift, qualifications, or coverage gaps shown before publication. The one template documented in detail is composed in Word around merge keys, which reads as a printable schedule rather than a staffing model, though the work schedule does pull confirmed enrolments alongside unavailable and unplanned hours. 1 2 3
Working-time law & collective agreements
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How this is scored
Whether the roster knows the rules it is subject to — ArbZG rest periods and maximum hours, youth and maternity protection, Minijob earnings limits, Tarifvertrag and works-agreement rules, surcharges — and whether it enforces them, warns, or leaves them to the export.
0 — No working-time rules described anywhere; the pages mention no check on daily hours, breaks or rest periods.
3 — Compliance is claimed as "supported" but the pages name no specific rule, or only a generic overtime warning exists.
5 — Named checks for the ArbZG daily maximum, the 11-hour rest period and breaks, plus a Minijob earnings warning, shown to the planner before publication; whether the check blocks or only warns is stated.
8 — Configurable rule sets per contract or employee group covering Tarifvertrag surcharges (night, Sunday, holiday), time accounts, youth-protection limits and works-agreement rules, with the planner's override of a violation recorded and reasoned.
10 — The rules are modelled as law, not as warnings: maintained rule sets for named collective agreements, sector-specific exceptions (care, hospitality) documented with the statute they rely on, every override attributable, and published guidance mapping each feature to the provision it serves.
The Shift Manager
We found no public information on rest periods, daily hour limits, breaks, youth or maternity protection, Minijob earnings limits or collective-agreement surcharges — even the automatic scheduling manual names no rule the system checks. As far as published evidence goes, the rest-period warning before publication is the one I do myself at midnight. 1 2
The Operations Director
We found no public information on any working-time check — daily maximum hours, breaks, the 11-hour rest period, youth or maternity protection, Minijob limits, or collective-agreement surcharges. The payments export dictionary carries payment types and amounts, but no rule or surcharge it serves is named. 1 6
The Payroll Officer
We found no public information naming any working-time rule — no ArbZG daily maximum, no eleven-hour rest period, no breaks, no Minijob earnings ceiling, no Tarifvertrag surcharges, no youth or maternity limits. The payment export speaks of generic payment codes and payroll integration codes, never of night, Sunday or holiday supplements, so nothing evidenced here knows the law the roster must obey. 1 6
The Works Council Advocate
We found no public information on any check of daily hours, rest periods, breaks, youth or maternity protection, Minijob limits, or collective-agreement surcharges; the captured pages name no working-time rule the roster enforces, warns on or blocks on. A works agreement cannot be negotiated for a system whose handling of the law is invisible. 1 2 3 6
The Frontline Employee
I found no working-time rules anywhere on the vendor's public pages — nothing on rest periods, breaks, daily-hour limits, youth or maternity protection, Minijob limits or collective agreements, not even in the automatic scheduling manual where such checks would show. Every rule stays in the planner's head, and in my experience that is how people end up working ten days straight. 1 2
The Skeptic
For a product aimed at temping agencies with large rosters, the captured pages never mention a daily-hours maximum, the 11-hour rest period, breaks, youth or maternity limits, or a Minijob earnings warning — not even a generic overtime alert, and the payment export fields show no surcharge handling. We found no public information on any working-time rule check, blocking or otherwise, so I cannot credit even a warning-level check. 1 2 6
Mobile self-service for deskless staff
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How this is scored
What the employee on the shop floor actually gets: a mobile app to read the roster, enter availability, request and accept swaps, claim open shifts and clock in — in their language, on their own device or a shared one.
0 — No employee access; the roster is printed or sent as a PDF.
3 — A read-only app or web view of one's own shifts, with changes still requested by phone or chat.
5 — Mobile app with availability entry, absence requests, shift-swap requests with manager approval, open-shift claiming and push notification of changes.
8 — Swaps and open shifts resolved under the rule set (qualifications and rest periods checked before approval), clock-in by app or shared terminal with offline handling, multilingual interface, and team communication that keeps shift talk out of private messengers.
10 — Self-service is designed for people who never open a laptop: swap and cover flows that resolve without a manager where the rules allow, accessibility and language coverage stated, use on a shared or personal device both supported, and employees able to see and export the data held about them.
The Shift Manager
Staff can enter available and unavailable times in the app, recurring or part-of-day, and the employer approves them — that covers telling me before Thursday who cannot work. We found no public information on shift-swap requests, open-shift claiming, push notification of roster changes, or clocking in from the phone. 4 5
The Operations Director
The mobile app gives each employee an Agenda and in-app entry of available and unavailable times, recurring or part-of-day, with the employer's approval noted on the record. We found no public information on shift swaps, open-shift claiming, clock-in by app or shared terminal, push notification of changes, or interface languages. 4 5
The Payroll Officer
The app genuinely lets an employee enter recurring availabilities by part of day, choose available or unavailable, and have the employer approve them — that core of self-service is documented step by step. Beyond that I found no public information on shift swaps, open-shift claiming, push notifications of changes, clock-in from the phone, or multilingual and shared-device use. 4 5
The Works Council Advocate
The mobile app genuinely lets staff enter availability and unavailability, by part of day and recurring, with the employer still able to approve what is entered. We found no public information on absence requests, shift swaps, open-shift claiming, clock-in, or notification of changes, nor on whether employees can see and export the data held about them. 5
The Frontline Employee
The app genuinely lets me enter and update availability myself — recurring, part-of-day, with employer approval — which is the one thing that saves me three phone calls a week. But we found no public information on shift swaps, open-shift claiming, absence requests, push notifications or which languages the app speaks; all I can confirm is an Agenda section and the availability flow. 5
The Skeptic
The app is genuinely two-way on availability: types (available/unavailable), part-of-day selection, recurring entries, and an employer approval step — more than a read-only roster view. We found no public information on shift-swap requests, open-shift claiming, clock-in, push notifications of changes, or multilingual coverage, so I stop short of a full self-service grade. 5
Works council & employee data
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How this is scored
Whether the product can be introduced under co-determination (BetrVG § 87) — role-based visibility, what is logged, which monitoring can be switched off, retention of availability, absence and location data — and whether the vendor supplies what a works agreement needs.
0 — No roles or visibility settings described, no statement of what is stored, logged or retained, and GPS or activity tracking presented without any mention of switching it off.
3 — Basic admin and employee roles exist, but visibility of absence reasons or location data is not configurable and retention is unstated.
5 — Configurable roles limiting who sees whose data, GPS and similar tracking optional and off by default or stated as switchable, a published DPA, and a retention or deletion statement for employee records.
8 — Fine-grained visibility (absence reasons hidden from colleagues and line managers where not needed), an audit log of who viewed and changed an individual's data, configurable deletion periods, and documentation the vendor offers for works-council approval.
10 — Data minimisation is designed in and evidenced: a model works agreement or feature-by-feature data inventory published, no performance or behaviour scoring of individuals, monitoring functions individually deactivatable, and deletion executed automatically per configured period.
The Shift Manager
We found no public information on who may see whose availability or absence data, on any audit log, on retention or deletion periods, or on a published data-processing agreement. Nothing captured addresses what a works council asks in the first meeting, and nothing says whether monitoring functions exist that could be switched off. 1 5
The Operations Director
Nothing captured describes roles or visibility settings, what is logged or audited, or how long availability and absence records are kept, and no data-processing agreement surfaced. I found no public information a works council could use to frame a works agreement. 1
The Payroll Officer
We found no public information on roles or visibility settings, on what is logged or how long employee records are retained, on optional tracking controls, or on a published data-processing agreement; the sovereignty record itself is empty. A works council would be negotiating entirely blind, which is the floor of this criterion. 1
The Works Council Advocate
The only role the pages describe is a 'poweruser' who creates templates; we found no public information on visibility settings for absence reasons, on location or activity monitoring and whether it can be switched off, on audit logs, on retention and deletion periods, or on documentation a works council could work from. Nothing published so far would let us co-determine this system's introduction under the works constitution act. 3
The Frontline Employee
The only role distinction the pages show is that work-schedule templates are reserved to powerusers in Settings; we found no public information on who can see whose absence reasons, on logging, on retention, or on any material a works council could build an agreement from. The system demonstrably holds my availability and check-in data, and nothing public says who can see it or for how long. 3 5 6
The Skeptic
We found no public information on role-based visibility, audit logging, retention or deletion of availability and absence records, a data-processing agreement, or any documentation offered for works-council approval. Nothing captured would let a works council evaluate this tool under co-determination. 1 5
Payroll handoff & integrations
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How this is scored
How planned and worked hours, surcharges and absences reach payroll — DATEV, Lohn und Gehalt, the tax adviser — and how the roster connects to the POS, HR and time systems a shift business already runs.
0 — No payroll path and no integrations; the month leaves as a spreadsheet someone retypes.
3 — Generic CSV export said to suit payroll, with no named payroll system and no surcharge handling.
5 — A named payroll integration or documented export (e.g. DATEV Lohn und Gehalt or LODAS) covering hours, absences and surcharges, plus at least one named POS or HR integration.
8 — Vendor-maintained payroll integrations with a lock step before transmission, wage types mapped per surcharge, POS integrations feeding forecasting, an HR master-data sync, and a documented API.
10 — Payroll is designed for, not exported to: several named payroll systems maintained, retro corrections after the close handled, the tax adviser given scoped access, and a versioned public API with webhooks and a deprecation policy.
The Shift Manager
Hours, payments and enrolments export to Excel, XML or PDF from a documented dictionary with payment fields and payroll-integration codes, and there is an API partners programme. We found no public information on a named payroll system such as DATEV or Lohn und Gehalt, on surcharge wage types for night, Sunday or holiday work, or on any named POS or HR integration. 1 6 7
The Operations Director
Hours, enrolments, check-ins and payments export to Excel, XML or PDF from most pages, with a payments dictionary carrying type, date, amount, reference and a payroll-integration code, and an API Partners programme is named. We found no public information on any named payroll system, wage-type mapping for surcharges, a lock step before transmission, or POS and HR integrations feeding the roster. 1 6 7
The Payroll Officer
Exports go out as Excel, XML or PDF from configurable templates with a full dictionary of payment codes, and payments and availabilities each carry a payroll integration code — a real handoff framework, alongside an API partners programme. But we found no public information naming a payroll system, mapping wage types per surcharge, or describing a lock step before transmission, so the worked month still leaves as a file someone re-enters elsewhere. 1 6 7
The Works Council Advocate
Exports come as Excel, XML or PDF with a dictionary of payment codes and payroll-integration code fields, but the captured pages name no payroll system and show no surcharge handling. An API Partners programme is mentioned without published API documentation, and we found no public information on POS or HR integrations. 1 6 7
The Frontline Employee
Payment exports come as Excel, XML or PDF with dedicated payroll-integration codes for services, payments and approved statuses, and an API Partners program exists. But we found no public information naming an actual payroll system, a surcharge or wage-type mapping, or a single POS or HR integration, so the month still leaves as files someone maps by hand. 1 6 7
The Skeptic
The export machinery is real and structured — Excel, XML and PDF outputs across collaborators, worked hours and enrolments, with dedicated payroll-integration code fields on payments and availabilities, plus an API partners program. But no payroll system is ever named, and we found no public information on wage-type or surcharge mapping, a lock step before transmission, or any named POS or HR integration, so this stays a generic export with mapping fields rather than a payroll handoff. 1 6 7
European sovereignty
panel opinion
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How this is scored
Where the employee data lives, who the contracting entity is, who the subprocessors are, and whether that is documented rather than assumed. Independently sourced by the sovereignty pipeline; weighted seriously here, because a scheduling tool holds availability, absence and often location data about employees who had no say in the vendor.
0 — Non-EU vendor and contracting entity, hosting region unstated or non-EU, subprocessors not named.
3 — EU hosting offered as an option or claimed without a provider, while the contracting entity is non-EU or the subprocessor list is absent.
5 — EU hosting as standard and an EU contracting entity, but the subprocessor chain (messaging, push notification, analytics, support) includes non-EU providers without an explained safeguard.
8 — EU or DACH hosting with a named data-centre provider, EU contracting entity, full subprocessor list published, and any non-EU processing — push notification services included — named with its legal basis.
10 — Sovereign end to end and evidenced: vendor, entity, hosting and every subprocessor in the EU, certification published, and a DPA that covers the employee data the app collects on personal devices.
The Shift Manager
We found no public information on where employee data is hosted, on the contracting entity beyond the vendor name, or on a single subprocessor — push notifications, analytics and support are all unaccounted for. For a tool holding availability and absence data about staff who had no say in the vendor, that silence is worth the lowest mark. 1
The Operations Director
The contracting entity is Beeple BV behind a European domain with Belgian help pages, which points to an EU vendor, but the independent sourcing returned nothing on record for hosting region, data-centre provider, subprocessors or certification. Without a published subprocessor list or a hosting statement, employee data cannot be treated as demonstrably staying in the EU. 1
The Payroll Officer
The vendor presents a.eu site with Belgian help pages and a beeple.eu support address, which points at an EU presence. But nothing on hosting region, contracting-entity jurisdiction, subprocessors, certification or data-processing terms is on record — everything that would move this up is undocumented rather than evidenced, and the tool holds availability and absence data. 1 5 7
The Works Council Advocate
No hosting region, contracting-entity location, certification or subprocessor list is on record for this vendor. For a tool that holds employees' availability and absence data — data the employees had no say in handing over — that silence is itself the finding and is worth the lowest score here. 1
The Frontline Employee
The vendor presents as Belgian — Beeple BV, a.eu address, English-Belgium help pages — but we found no public information on hosting region, data-centre provider, subprocessors or certifications. My availability and my check-ins would sit in a cloud that nobody has documented anywhere public. 1 6
The Skeptic
The vendor presents itself as a European operation (a.eu site with an EU corporate form), but nothing on record confirms where employee data is hosted, who the contracting entity is, or which subprocessors — messaging, push, analytics, support — touch it. We found no public information on hosting region, subprocessor lists, or certification, so I can credit only the European appearance of the vendor itself. 1
Pricing transparency
not rated — the vendor publishes no price
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How this is scored
Whether a buyer can compute the real annual invoice for their headcount and locations — including the time clock, payroll export, forecasting and other modules sold as add-ons — from public pages alone.
0 — No public prices at all; every tier is a sales conversation.
3 — A per-employee headline exists, but which features sit in which tier, the add-on modules, or a minimum seat or location count are unpriced or unmentioned.
5 — Per-employee or per-location prices public for the main tiers with the billing period stated, but at least one commonly needed piece (time clock, payroll export, forecasting, terminal hardware) is an unpriced add-on.
8 — Every tier and add-on priced publicly with the per-employee maths, how inactive or seasonal staff are counted, minimum term and VAT treatment stated; only genuinely custom work lacks a number.
10 — Complete price computability: a calculator or table producing the annual invoice for a given headcount, location count and module selection, including hardware, onboarding and renewal terms.
The Shift Manager
The only pricing-related thing published is a free demo; we found no public information on per-employee or per-location prices, tier contents, billing period, minimum terms, or what the time tracking and invoicing modules cost. I cannot put an annual invoice together from anything public. 1
The Operations Director
The vendor's page offers a free demo and nothing else on money: we found no public prices, no tiers, no per-employee or per-location figures, and no statement of minimum term, seat counts or VAT treatment. 1
The Payroll Officer
The only commercial statement on the captured pages is a free demo; we found no public price for any tier, per-employee rate, billing period, add-on or minimum. A buyer cannot compute any part of the annual invoice from public pages alone. 1
The Works Council Advocate
The captured pages offer a free demo and no prices; we found no public per-employee or per-module pricing, billing period, minimum term or VAT treatment, so a buyer cannot compute an annual invoice from published information. 1
The Frontline Employee
The only pricing-related public item is a free demo; we found no public information on tier prices, per-employee costs, add-on modules, minimums or billing terms. Nobody can compute a year's invoice from these pages, and staff like me can't see what the app we're told to install is costing. 1
The Skeptic
The only buying step shown publicly is a free demo; no per-employee or per-location price, tier breakdown, module pricing, or counting rule for inactive or seasonal staff appears anywhere I looked. A buyer cannot compute even a rough annual invoice from public pages. 1
Questions about Beeple
Is Beeple European?
Not determined: the vendor’s pages as captured do not say where Beeple is based.
Where does Beeple store data?
Not stated on the vendor’s pages as of 13 Oct 2026.
Does Beeple have a free plan?
Not stated on the vendor’s pages as of 13 Oct 2026.
What are the best alternatives to Beeple?
As of 21 Oct 2026, the panel rates Bizimply (3/5), gastromatic (3/5) and Shiftbase (3/5) highest among the other 25 Employee Scheduling products evaluated. Ratings that look equal are rounded to half stars; the order uses the unrounded rating, then the name. The highest-rated European alternative is gastromatic (EU-Made). Ratings are the AI panel’s opinion, formed from public evidence: how scores are made. The full list, with European products first: Beeple alternatives.
Where this could be wrong
- Evidence ages. The oldest capture behind this page is from 13 Oct 2026. Vendors change pricing and policies without notice; every fact reflects its source as of the capture date shown in the registry.
- AI can misread a source. Extraction and judgement are automated; a citation guarantees traceability, not infallibility. If something here is wrong, say so — no account needed, every report is decided within 5 business days, and accepted corrections are published.
What we left out
A claim that does not survive our checks costs us the claim, not the page. This is what was taken off this one.
- 8 product facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 6 of the readings below were written against an earlier fact sheet — a fact has been corrected, added or pulled since. Until the panel next runs on this product you are reading the older judgement. Know more? Tell us
Sources (7)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor page www.beeple.eu Checked 13 Oct 2026 Details →
- 2 Roster building & demand planning — found from sitemap help.beeple.eu Checked 13 Oct 2026 Details →
- 3 Roster building & demand planning — found from sitemap help.beeple.eu Checked 13 Oct 2026 Details →
- 4 Mobile self-service for deskless staff — found from sitemap help.beeple.eu Checked 13 Oct 2026 Details →
- 5 Mobile self-service for deskless staff — found from sitemap help.beeple.eu Checked 13 Oct 2026 Details →
- 6 Payroll handoff & integrations — found from sitemap help.beeple.eu Checked 13 Oct 2026 Details →
- 7 Payroll handoff & integrations — found from sitemap help.beeple.eu Checked 13 Oct 2026 Details →