Employee Scheduling
Connecteam
Rest of world Report an error0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.
by Mobilesson Ltd. · connecteam.com
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Read this page as one judge. Each weighs the same scores by what they care about.
The panel's verdict
Connecteam, from Mobilesson Ltd. d/b/a Connecteam in Israel, is sold as an all-in-one deskless-workforce app with employee scheduling as one hub. Its strongest criterion is codetermination and privacy, where scores cluster at 4–5 on three account roles, customer-controlled GPS collection, a published data-processing addendum, an appointed DPO and delete-or-archive options. Its weakest is working time rules, which scored 0 across the bench: the statutes the pages name are privacy laws, and no ArbZG maximum, 11-hour rest period or Minijob limit appears. Roster planning scores 0–2 and payroll and integrations 1–2; the only evidenced connection is inbound profile import by API, SFTP, file or manual entry, with no payroll handoff named. Sovereignty scores span 0–2, with the Israel adequacy decision and standard contractual clauses weighed against providers processing data in the EEA, US, Israel and other jurisdictions and subprocessors named only by category. Staff self-service scores 2–3, on app access via email, SMS or WhatsApp links and push notifications. Pricing shows a 14-day trial without a credit card and an 18% yearly discount, but no price figures.
Speaks for it
- Codetermination and privacy basics are publicly documented: three account roles, a published data-processing addendum, an appointed data protection officer and GPS collection decided entirely by the customer.
- Employees confirm a profile and reach the app on their own devices via email, SMS or WhatsApp links, with push notifications in the communications mix.
- Data-subject rights to access, rectification, deletion, restriction, portability and opt-out of sale or sharing are documented, and profile deletion removes associated data.
- Transfers from the EEA, UK and Switzerland to Israel rest on an adequacy decision with standard contractual clauses and an appointed EU/UK representative.
- Personnel profiles import by manual entry, file, API or SFTP.
Held against it
- Working time rules scored 0 across the bench, with the only statutes named being privacy laws and no daily-maximum, 11-hour rest or break check shown.
- No payroll handoff is evidenced, with no named system such as DATEV and no export format for worked hours.
- Scheduling depth is unproven: no shift templates, staffing requirements per shift, coverage checks or forecasting appear.
- Service providers process personal data in the EEA, US, Israel and other jurisdictions, and subprocessors appear only by category.
- The privacy policy states geo-location data may be sold or shared with analytics and advertising partners.
Best for
- You need basic app reach for deskless teams — employees confirm a profile via email, SMS or WhatsApp link and receive push notifications on their own devices.
- Your privacy review centers on documented basics — three account roles, a published data-processing addendum, a named DPO and GPS collection the customer alone decides on.
- You onboard staff from existing systems, importing personnel profiles by API, SFTP, file or manual entry.
Avoid if
- Your works council cannot accept employee location data in advertising pipelines — the privacy policy states geo-location data may be sold or shared with analytics and advertising partners.
- Your month-end depends on a payroll export — the only documented integration runs inbound (personnel-profile import by API, SFTP, file or manual entry), with no named payroll system.
- Your procurement requires EU-hosted data and named subprocessors — service providers process personal data in the EEA, US, Israel and other jurisdictions, and subprocessors appear only by category.
- You need rosters checked against German working-time law before publication — the statutes the captured pages name are GDPR, UK GDPR, the Swiss data-protection act, the Israeli privacy law and CCPA.
The scores
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
The captured pages tell me this is sold as an employee scheduling product, but I found no public information on shift templates, qualifications, staffing requirements per shift, coverage gaps before publication, or any forecasting from sales, footfall or bookings. On Thursday night I would still be planning from memory, and nothing here shows the tool proposing a roster rather than just holding one. 1
The Operations Director
The captured pages name scheduling as one hub of an all-in-one app and nothing more. We found no public information on shift templates, staffing requirements per shift, roles or qualifications attached to shifts, forecasting from POS or occupancy data, automatic roster proposals, labour cost against budget while planning, or sharing staff across locations — so I cannot credit anything beyond the category label. 1
The Payroll Officer
Scheduling shows up in the captured pages only as one hub of an all-in-one deskless app, with no detail behind it. We found no public information on shift templates, staffing requirements per shift, qualifications, open shifts, coverage checks or demand forecasting, so the planner cannot tell from these pages how a plan gets built. 1
The Works Council Advocate
The captured pages tell me only that scheduling is one hub of an all-in-one deskless app; beyond that I found no public information on shift templates, qualifications, staffing requirements per shift, coverage gaps or demand forecasting. The only roles documented are Account Owner, Administrator and Employee — account permissions, not qualifications that decide who may work which shift. 1 4
The Frontline Employee
We found no public information on how a plan gets built — no shift templates, no roles or qualifications attached to shifts, no staffing requirements per shift, and no forecasting. The pages only show personnel profiles created manually, by file, API or SFTP, and account roles like Owner, Administrator and Employee. For me that means the plan still arrives as a photo in the group chat. 4 1
The Skeptic
The captured pages name employee scheduling as one hub of an all-in-one app and stop there. We found no public information on templates, staffing requirements per shift, qualifications or demand-based forecasting, and I cannot even confirm a coverage view before publication. At most a shared shift calendar is implied, and only barely. 1
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
I found no public information on any working-time check — no daily-hours maximum, no 11-hour rest period, no break rules, no Minijob earnings warning, no Tarifvertrag or surcharge handling; the only statutes the captured pages name are privacy laws. I would be publishing Saturday's replacement shift with the law living in my head instead of in the tool. 1 3
The Operations Director
The pages reference GDPR, CCPA and Israeli privacy law but not a single working-time provision. We found no public information on checks for daily maximum hours, breaks, the eleven-hour rest period, Minijob earnings limits, youth protection, or collective-agreement surcharges — everything a German roster must know before publication. 3 1
The Payroll Officer
The captured pages describe no check on daily hours, breaks, the eleven-hour rest period or Minijob earnings limits, and we found no public information on collective agreements, tariff surcharges or youth protection. The only statutes the vendor names are privacy laws; for a German payroll run, every hour would leave this system untested. 3 4
The Works Council Advocate
Not one working-time rule appears in anything I read: no ArbZG daily maximum, no eleven-hour rest, no break check, no Minijob earnings limit, no collective-agreement surcharges. I found no public information on any check the roster performs before publication — on this showing, the law is left entirely to the export. 3 4
The Frontline Employee
No working-time rules appear anywhere in the captured pages — no ArbZG daily maximum, 11-hour rest, breaks, youth or maternity protection, Minijob limit or Tarifvertrag surcharge is named; the only laws referenced are privacy laws such as GDPR and CCPA. Every rule about my hours and my rest would rest on my manager's memory, which is exactly how people get burned. 3
The Skeptic
The captured pages name no working-time rule at all: no ArbZG daily maximum, no 11-hour rest period, no breaks, no Minijob or Tarifvertrag — the compliance material that exists covers HIPAA and privacy statutes. There is not even a generic overtime warning to hang a "supported" claim on. On the question I always ask — whether it blocks a violation, warns about it, or merely exports it — the pages give me nothing. 3 4
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
Employees do get into the app on their own device — the terms describe personnel confirming a profile via email, SMS or WhatsApp link and accessing the account, with push notifications in the communications mix — but I found no public information on viewing one's own shifts, entering availability, requesting swaps or claiming open shifts. That is more than a printed roster, yet nothing captured shows the self-service that would save me the Saturday-morning phone chain. 3 4
The Operations Director
Employees do get an app: the terms designate an Employee role, onboarding arrives by email, SMS or WhatsApp, and the privacy policy confirms app functionality with push notifications and optional GPS sharing controlled entirely by the customer. Beyond that we found no public information on availability entry, absence and shift-swap requests, open-shift claiming, or clocking in by app or shared terminal. 4 3
The Payroll Officer
Employees confirm a profile via a link sent by email, SMS or WhatsApp and enter the customer's account in an Employee role, with push notifications named as a communications channel — that much is real. We found no public information on availability entry, shift-swap requests, open-shift claiming, clock-in by app or terminal, or language coverage. 4 3
The Works Council Advocate
Employees evidently reach the platform on their own device — a join link by email, SMS or WhatsApp and an Employee role exist — but that is where the evidence stops. I found no public information on availability entry, shift-swap requests, open-shift claiming or clock-in, which is remarkable for a product sold as a deskless-workforce app. 1 4
The Frontline Employee
Employees clearly get into an account — a link by email, SMS or WhatsApp, app functionalities on the phone, push notifications, even earned wage access — so this is not a printed roster. But we found no public information on the things that decide my week: entering availability, requesting and accepting a swap, claiming an open shift, seeing my hours, or reading the app in my own language. Until a swap is more than a phone call, it is only half a service. 4 3
The Skeptic
Employees are invited by email, SMS or WhatsApp link to confirm a profile and access the account, and the service communicates by push notification, so an app in employees' hands on their own devices is real. But the captures show no availability entry, no swap or open-shift flow, and we found no public information on how an employee even views their shifts. Documented access and portability rights for individuals are more than most vendors show, yet the core flows rest unproven. 3 4
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
Three fixed roles (account owner, administrator, employee), GPS collection stated as "determined entirely by the Customer", a published data-processing addendum, an appointed DPO, and deletion versus archive on request give me something to bring to a works council. But I found no public information on configurable visibility of absence reasons, an audit log of who viewed or changed an individual's data, or concrete deletion periods — and the privacy policy's statement that geo-location data may be shared with analytics and advertising partners is a question any works council will raise. 3 4
The Operations Director
Three roles are named, a data-processing agreement is published, GPS tracking is explicitly customer-controlled, retention runs as the customer directs with delete and archive options, and a DPO is appointed — that covers the essentials of the middle ground. We found no public information on fine-grained visibility such as hiding absence reasons, an audit log of who viewed or changed an employee's data, configurable deletion periods, or documentation offered for works-council approval. 4 3
The Payroll Officer
Three fixed roles (Account Owner, Administrator, Employee), GPS collection that the customer alone decides on, a published data-processing addendum, and delete-or-archive of personnel profiles with processor retention as directed by the customer are all evidenced. We found no public information on configurable visibility of absence reasons, an audit log of who viewed or changed an individual's data, or documentation a works agreement would need. 3 4
The Works Council Advocate
Three fixed account roles are the entire visibility model shown; I found no public information on hiding absence reasons from colleagues or line managers, no audit log of who viewed or changed an individual's data, and retention only for as long as the Customer directs. GPS capture is at least stated as determined entirely by the Customer and a Data Processing Addendum is published, but the privacy policy says geo-location data is sold or shared with analytics and advertising partners — no works agreement of mine survives employee location data in an advertising pipeline. 3 4
The Frontline Employee
There are three account roles, a published data-processing addendum, deletion or archiving of personnel profiles with stated data-subject rights, and GPS collection is stated as decided entirely by the customer — reasonable basics for a works council. But we found no public information on configurable visibility of absence reasons, an audit log of who viewed my data, deletion periods the vendor executes, or works-council documentation, and the privacy policy says geo-location data may be sold or shared with analytics and advertising partners, which no works council will wave through. 3 4
The Skeptic
Three roles are documented, GPS collection is stated as "determined entirely by the Customer", a data processing agreement is published, a DPO is named, and profile deletion removes the associated data. But we found no public information on fine-grained visibility such as hiding absence reasons, no audit log of who viewed whose data, retention only "as long as directed by the Customer", and nothing a works council could use — and the CCPA disclosure of geo-location being shared with analytics and advertising partners is a sentence a works council will underline. 3 4
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
The only integration the captured pages evidence is inbound: personnel profiles can be created via API, SFTP, file import or manually, and there is an earned-wage-access feature. I found no public information on any payroll export, no DATEV, no Lohn und Gehalt, no surcharge handling and no named POS or HR system — month-end would still be me retyping hours into a spreadsheet. 4
The Operations Director
The only integration evidenced is personnel-profile import by API, SFTP, file upload or manual entry, plus an Earned Wage Access mention with no detail behind it. We found no public information on any named payroll system, an export of hours, absences and surcharges, a lock step before transmission, or a POS connection feeding forecasts — without a payroll path this scores near the floor. 4
The Payroll Officer
Personnel profiles can arrive by API, SFTP, file import or manual entry and an Earned Wage Access feature exists, but we found no public information on any payroll handoff — no named payroll system, no DATEV or equivalent, no surcharge handling and no export format for worked hours. From a payroll officer's chair, the worked month has no evidenced path out of this product. 4
The Works Council Advocate
The only handoff the terms evidence is inbound master data — personnel profiles arrive manually, by file import, or through an API or SFTP connection. I found no public information on any payroll export, no named payroll system, no surcharge handling and no named POS or HR connection; earned wage access is a payment feature, not a payroll path. 4
The Frontline Employee
The only system connection evidenced is inbound: personnel profiles created manually, by file import, or via API or SFTP. We found no public information on any payroll handoff — no DATEV, no Lohn und Gehalt, no surcharge or absence export — and no named POS or HR integration, so I cannot see how my worked hours and Sunday pay would ever reach my payslip without someone retyping them. 4
The Skeptic
We found no public information on a payroll path: no DATEV, Lohn und Gehalt or other named system, no export format, no surcharge handling. The integrations that do appear run the other way — personnel profiles importable by API or SFTP — and an earned-wage-access feature touches pay without being a payroll handoff. That lands this between the retyped spreadsheet and the generic export. 4
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
The vendor is Mobilesson Ltd. d/b/a Connecteam in Israel with subsidiaries in the US and Australia, service providers sit in the EEA, the US, Israel and other jurisdictions, and no subprocessor is named — messaging, push or analytics providers included. Transfers rest on the Israeli adequacy decision and standard contractual clauses with an EU/UK representative, which is a documented safeguard, but it falls well short of EU hosting as standard with a published subprocessor chain. 3
The Operations Director
The contracting entity is Mobilesson Ltd. in Israel with subsidiaries in the US and Australia, service providers process data in the EEA, US, Israel and other jurisdictions, and no named subprocessor list or hosting commitment for customer data is published. Transfers from the EEA rely on the Israel adequacy decision and standard contractual clauses, which is a documented safeguard but a long way from EU hosting and a transparent subprocessor chain. 3 4
The Payroll Officer
The contracting entity is Mobilesson Ltd. d/b/a Connecteam in Israel with subsidiaries in the US and Australia, and service providers store personal data in the EEA, the US, Israel and other jurisdictions; we found no published list of subprocessors. Transfers rest on the Israel adequacy decision and standard contractual clauses with a named EU/UK representative — legal scaffolding, but not European hosting. 3 4
The Works Council Advocate
The contracting entity is Mobilesson Ltd. in Israel, with subsidiaries in the US and Australia, and personal data is processed and stored by providers in the EEA, the US, Israel and other jurisdictions. Subprocessors appear only by category — including their use of AI — with none named; the published adequacy decisions and standard contractual clauses are legal bases, but they do not tell me where my people's availability and location data actually sits. 3
The Frontline Employee
The contracting entity is Mobilesson in Israel with subsidiaries in the US and Australia, and personal data is processed by providers located in the EEA, the US, Israel and other jurisdictions, with no subprocessors named. Transfers are documented with SCCs and the Israel adequacy decision and there is an EU/UK representative, which is more than silence — but for availability, absence and location data about employees on their own phones, that is far from EU hosting as standard with a published subprocessor list. 3 4
The Skeptic
The contracting entity is Mobilesson Ltd. in Israel under Israeli-governed terms, service providers process data in the EEA, the US, Israel and other jurisdictions, and we found no public information naming subprocessors. The EU-facing elements that do exist — an adequacy decision for Israel with SCCs as fallback, an EU/UK representative, a DPO — document the transfer legally but say nothing about where employee data sits or who touches it. 3 4
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 pricing page states "Yearly save 18%" and a 14-day free trial with no credit card needed, and the terms state monthly or yearly advance billing in US dollars with a prorated refund if an annual plan is cancelled within 30 days. But I found no public price figures in the captured pages — no per-employee or per-location rate, no tier contents, no add-on, terminal or hardware prices — so I could not begin to compute the annual invoice for my headcount from what is published. 2 4
The Operations Director
A public pricing page exists with a 14-day free trial needing no credit card and an 18% yearly discount, and the terms state monthly or yearly advance billing in US dollars with a prorated refund for annual cancellations in the first 30 days. The captured pages show no price figures per tier or per employee, no add-on or module pricing, and no seat or location minimums, so a buyer cannot compute an annual invoice from public information. 2 4
The Payroll Officer
The pricing page shows a 14-day free trial with no credit card and a yearly saving of 18%, with single sign-on and two-factor authentication tied to the Enterprise plan, and billing is monthly or yearly in advance in US dollars. We found no public price figures for any tier or module, no seat or location minimums and no VAT treatment, so a buyer cannot compute an invoice from what was captured. 2 4
The Works Council Advocate
The pricing page shows a 14-day free trial with no credit card needed and "Yearly save 18%" — and no per-employee or per-location price for any tier. I found no public information on which features sit in which plan, module or add-on prices, seat or location minimums, or how seasonal staff are counted; billing is monthly or yearly in advance, in U.S. dollars unless otherwise agreed. 2 4
The Frontline Employee
The pricing page shows a 14-day free trial with no credit card and an 18% yearly saving, and the terms add monthly or yearly advance billing in US dollars with a 30-day prorated refund on annual cancellation. But we found no public price figure at all — no per-employee or per-tier number, no add-on or module prices, no seat or seasonal-staff counting rules — so no buyer can compute what the year costs. 2 4
The Skeptic
The public pricing page shows a 14-day trial without a credit card and an 18% yearly discount, and the terms state monthly or yearly advance billing in US dollars with a 30-day prorated exit on annual plans — but no price figure for any tier is captured. An Enterprise plan exists to the extent that SSO and 2FA are listed for it; per-employee costs, seasonal-staff counting and what a time clock or payroll function costs are absent. A buyer cannot compute an annual invoice from this. 2 4
European sovereignty — proven facts
0 of 4 dimensions provenBuilt only from facts shown on the vendor's own pages. A dimension we could not prove is left open, not scored as zero.
| Legal entity | Not determined ⚠ unverified | — | uncited Report an error |
|---|---|---|---|
| Ownership | Not determined | — | uncited Report an error |
| Data residency | Not determined | — | uncited Report an error |
| Subprocessors | Not determined ⚠ unverified | — | uncited Report an error |
Where this could be wrong
- Evidence ages. The oldest capture behind this page is from 22 Sep 2026. Vendors change pricing and policies without notice; every fact reflects its source as of the capture date shown in the registry.
- Weak sourcing — Legal entity, Subprocessors. Not confirmed on the vendor’s own pages as captured.
- 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.
- 25 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
- 11 subprocessors 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
- 9 pricing 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
- 5 legal 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
- 3 compliance 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
- 1 data fact could not be confirmed on the vendor’s page as captured and was left out of this page and of the panel’s material. Know more? Tell us
- 1 integrations fact could not be confirmed on the vendor’s page as captured and was left out of this page and of the panel’s material. Know more? Tell us
- 1 support fact could not be confirmed on the vendor’s page as captured and was left out of this page and of the panel’s material. Know more? Tell us
- 2 sovereignty dimensions could not be confirmed on the vendor’s own pages and are shown as unknown. 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 (15)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor homepage connecteam.com Checked 22 Sep 2026 Details →
- 2 Pricing page connecteam.com Checked 22 Sep 2026 Details →
- 3 Privacy policy connecteam.com Checked 22 Sep 2026 Details →
- 4 Terms of service connecteam.com Checked 22 Sep 2026 Details →
- 5 Subprocessor list connecteam.com Checked 30 Sep 2026 Details →
- 6 Roster building & demand planning — found from sitemap help.connecteam.com Checked 1 Oct 2026 Details →
- 7 Roster building & demand planning — found from sitemap help.connecteam.com Checked 1 Oct 2026 Details →
- 8 Working-time law & collective agreements — found from sitemap help.connecteam.com Checked 1 Oct 2026 Details →
- 9 Working-time law & collective agreements — found from sitemap help.connecteam.com Checked 1 Oct 2026 Details →
- 10 Mobile self-service for deskless staff — found from sitemap connecteam.com Checked 1 Oct 2026 Details →
- 11 Mobile self-service for deskless staff — found from sitemap connecteam.com Checked 1 Oct 2026 Details →
- 12 Works council & employee data — found from sitemap help.connecteam.com Checked 1 Oct 2026 Details →
- 13 Works council & employee data — found from sitemap help.connecteam.com Checked 1 Oct 2026 Details →
- 14 Payroll handoff & integrations — found from sitemap help.connecteam.com Checked 1 Oct 2026 Details →
- 15 Payroll handoff & integrations — found from sitemap help.connecteam.com Checked 1 Oct 2026 Details →