HR Management
AlexisHR
Provenance unknown Report an error0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.
by AlexisHR · alexishr.com
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that is the product’s provenance. It never shows a score.
AlexisHR at a glance
- Vendor
- AlexisHR
- Headquarters
- Not stated on the vendor’s pages as of 3 Nov 2026
- Data hosting
- Default not stated; pages mention Belgium source, captured 3 Nov 2026
- Free plan
- Not stated on the vendor’s pages as of 3 Nov 2026
- Panel verdict
- The AI panel rates AlexisHR 2/5, the mean of 6 judges. AlexisHR documents the payroll handoff and onboarding in detail while leaving time management a module name. how scores are made
- As of
- Vendor pages captured 3 Nov 2026; evaluated by the panel 3 Nov 2026. all sources
Read this page as one judge. Each weighs the same scores by what they care about.
The panel's verdict
AlexisHR documents the payroll handoff and onboarding in detail while leaving time management a module name. Payroll readiness scored 4 with no spread — turnkey integrations that automatically update the payroll system from Alexis master data, exportable payroll reports, a view of the upcoming salary report and configurable payroll administrator export permissions — though no payroll system is named. Sovereignty scored 5 with no spread: AlexisHR AB contracts from Stockholm, servers are stated to sit within the EU in Belgium, a data processing agreement is published and GDPR and Schrems II adherence is claimed, with no public information naming subprocessors or the data-centre provider. Time and absence scored 1-2, with no public information on vacation approvals, entitlement balances or working-time recording. Recruiting and onboarding spanned 4-6 — one judge credited account provisioning into business applications, the rest held at 4 because applicant tracking is not described — and employee data governance split 3-4, with lower scores weighing retention rules and audit logs and higher ones the published agreement, certifications and export-role scoping. No prices or tiers are public; the only documented commercial step is booking a free demo.
Speaks for it
- Turnkey integrations automatically update the payroll system from Alexis master data, with exportable payroll reports and a view of the upcoming salary report
- Onboarding is documented in depth — preboarding templates, e-signed employee agreements, flows customized by role, department and country, and user provisioning that creates accounts in business applications
- Sovereignty scored 5: an EU contracting entity (AlexisHR AB, Stockholm), servers stated within the EU (Belgium) and a published data processing agreement
- ISO 27001 and SOC II certifications, encryption in transit and at rest, and GDPR and Schrems II adherence are all stated
- Payroll administrator roles are configurable with control over what may be exported
Held against it
- Time and absence scored 1-2, with 'Time management' a module name and no public information on vacation approvals, entitlement balances or working-time recording
- No payroll system is named on the captured pages, and variable pay, absences and mid-month joiners and leavers are not described
- Recruiting surfaces only in an integrations sentence, with no public information on applicant tracking, pipelines or careers pages
- We found no public information on retention rules, deletion, audit logs or works-council settings
- Org structure, custom fields and change history are not described for the employee record
Best for
- You run payroll in a separate system and want master data synchronized automatically, with exportable reports and scoped payroll administrators
- Your priority is structured onboarding — preboarding templates, e-signed agreements and automatic account provisioning — rather than end-to-end recruiting
- You want a European contracting setup: AlexisHR AB in Stockholm, servers stated within the EU (Belgium), with a published data processing agreement
Avoid if
- Your payroll close depends on vacation, sickness and working-time data — time and absence scored 1-2 with only a module name visible
- You must commit to a named payroll system and export format before signing, and none is named publicly
- Your works council or data protection review requires documented retention rules, deletion, audit logs and co-determination settings
- You need applicant tracking, pipelines and careers pages in the same product as onboarding
The scores
| Criterion | Panel median |
|---|---|
| Digital personnel file & data model | 1.5 of 5 |
| Payroll handoff | 2 of 5 |
| Absence & working-time | 1 of 5 |
| Recruiting & onboarding | 2 of 5 |
| Employee data protection & co-determination | 2 of 5 |
| European sovereignty | 2.5 of 5 |
Digital personnel file & data model
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How this is scored
The system of record: employee master data, the digital personnel file, org structure, custom fields, and whether history is kept rather than overwritten.
0 — Not a system of record for employees; the product holds no employee master data or personnel file.
3 — Employee records with master data and documents uploaded to a personnel file; org structure, custom fields and change history are basic or not described.
5 — A digital personnel file with employee master data and document storage, an org chart or department structure, custom fields, and access to the record controlled by role.
8 — Complete record: versioned contract and compensation history with effective dates, document templates with e-signature, org structure supporting multiple entities and cost centres, and granular field-level permissions.
10 — The file is the single source of truth an auditor could work from: full effective-dated history on every field, retention rules per document type, delegated administration per entity, and export that reproduces the record intact.
The People Lead
The module list shows HR admin, Documents and E-signing, and the payroll pages describe automatic synchronization from Alexis master data, so employee records clearly exist. We found no public information on org chart, custom fields, or change history, so I cannot tell whether the record keeps its past rather than overwriting it. 1 2
The Payroll Officer
Master data is real enough that payroll reports and turnkey syncs are driven from it, and the module list names HR admin, Documents and E-signing, with employee agreements sent for signing at preboarding and onboarding flows varying by role, department and country. We found no public information on change history, effective dates, custom fields or an org chart, so I cannot tell whether a backdated raise survives the month intact. 1 2 3
The Works Council Advocate
HR admin, Documents and E-signing sit in the module list, and the payroll pages describe master data with automatic synchronization from it, so employee records with attached documents are clearly in scope. We found no public information on org structure, custom fields or change history, and role control appears only as payroll-administrator export permissions — who may open the file itself is not documented. 1 2
The Data Protection Officer
The pages speak of master data that payroll synchronises from, plus Documents and E-signing modules, so an employee record with documents is on the table. We found no public information on org structure, custom fields, or change history — and without effective-dated history a personnel file cannot answer to an audit. 1 2
The IT Integrator
Master data is real enough to drive an automatic payroll synchronization, and documents, e-signing and salary reviews are listed modules — this behaves as a system of record. But we found no public information on org structure, custom fields or change history, and the only access control described is payroll administrators scoped by export permission. 1 2 3
The Skeptic
The module list names HR admin, Documents and E-signing, and the payroll pages speak of syncing from "Alexis master data", so employee records and a document store clearly exist. Beyond that the captured pages go quiet: org structure, custom fields, change history, versioned contracts and permissions on the file itself are not described anywhere, which is exactly the level of a basic record with documents attached. 1 2 3
Payroll handoff
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How this is scored
Whether the month closes cleanly into payroll — DATEV, Lohn und Gehalt, an in-house system or an external tax adviser — and how much of that is automated rather than re-typed.
0 — Payroll is outside the product: it holds none of the pay-relevant data and offers no path toward payroll.
3 — A payroll-relevant export (CSV, Excel or PDF) of master data, absences or hours for the payroll office; named formats and mid-month changes are basic or not described.
5 — A named payroll integration or a documented export for at least one major system (e.g. DATEV LODAS/Lohn und Gehalt), or the vendor's own payroll module, covering master data, absences and the recurring monthly changes.
8 — Certified or vendor-maintained integration with a named payroll provider, covering variable pay, absences and mid-month joiners and leavers, with a documented pre-payroll check.
10 — Payroll is a first-class part of the product: maintained bidirectional integrations with several named systems, an auditable approval and lock step before transmission, retro-accounting for backdated changes, and the tax adviser given their own access.
The People Lead
Turn-key integrations that automatically update payroll systems from Alexis master data, exportable payroll reports, configurable payroll administrator roles with export permission control, and a view of the upcoming salary report are all documented. No payroll system is named and mid-month joiners and leavers are not described, so I cannot tell whether the month would close without re-typing. 2 1
The Payroll Officer
The payroll page promises turnkey integrations that automatically update the payroll system from Alexis master data, exportable payroll reports, configurable payroll administrator roles with export permission control, and a view of what is handled in the upcoming salary report — more than a CSV confession, which I appreciate. But no payroll system is named anywhere, and we found no public information on variable pay, mid-month joiners and leavers, retro-accounting or a pre-payroll check, so I cannot vouch for a clean close. 1 2
The Works Council Advocate
The payroll pages document exporting payroll reports and turnkey integrations that automatically update the payroll system from master data, plus automatic synchronization and a view of the upcoming salary report. No payroll system is named — neither DATEV nor any other — and we found no public information on absences, variable pay or mid-month joiners and leavers reaching payroll. 2 1
The Data Protection Officer
The payroll page offers exported payroll reports and turn-key integrations that automatically update your payroll system from Alexis master data, with configurable payroll administrator export permissions. We found no public information naming any payroll system, and mid-month joiners and leavers plus a formal pre-payroll check are not described beyond a view of the upcoming salary report. 1 2
The IT Integrator
The handoff is genuinely automated — turnkey integrations that update the payroll system from Alexis master data, payroll-report exports, a view of the upcoming salary report, and payroll administrators limited by export permission. But the published pages name no payroll system or export format, and we found no public information on absences, variable pay or mid-month joiners and leavers. 1 2
The Skeptic
The payroll page shows real automation — turnkey integrations that "automatically update your payroll system from Alexis master data", payroll report export, a view of the upcoming salary report, and configurable payroll administrator roles with export permission control. But not a single payroll system is named on any captured page, and absences, mid-month joiners and leavers and any pre-payroll check are not described, so this sits below the level of a named integration. 2 1
Absence & working-time
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How this is scored
Vacation, sickness and working-time recording — including whether the product meets the German recording duty (BAG 2022, ArbZG) rather than merely offering a timer.
0 — Absence and working time are outside the product's scope.
3 — Vacation requests with an approval step and an absence overview; entitlement rules and working-time recording are basic or not described.
5 — Vacation and sickness recorded with automatic entitlement balances, a team absence calendar with public holidays, and working-time recording with a report per employee.
8 — Configurable per country and contract: pro-rata entitlement and carry-over, public-holiday calendars per location, break and rest-period rules, overtime accounts, and an export the employer can hand to a labour inspection.
10 — Working-time recording built as a legal obligation rather than a feature: tamper-evident records, documented compliance with the ArbZG recording duty, works-council-configurable monitoring limits, and shift or on-call models handled without add-ons.
The People Lead
A Time management module appears in the module list, and that is all the captured pages say about it. We found no public information on vacation entitlements, sickness, absence calendars, or working-time recording, so the vacation calculation might still live in a spreadsheet. 1 2
The Payroll Officer
Time management appears by name in the module list and nothing else: we found no public information on vacation requests, approval steps, entitlement balances, sickness handling, or working-time recording and the German recording duty behind it. A module name is not a payroll-safe absence record. 1
The Works Council Advocate
Time management appears in the module list and nothing further is published about it. We found no public information on vacation approvals, entitlement balances, working-time recording, or how the German recording duty would be met — so I cannot answer what is logged, who can read it and what can be switched off. 1
The Data Protection Officer
Time management appears as a module name and we found no public information beyond it — no vacation approval flow, no automatic entitlement balances, no break or overtime rules. The captured pages also say nothing about working-time recording as a legal duty or an export an employer could hand to a labour inspection. 1
The IT Integrator
A "Time management" module appears in the module list and nothing more; we found no public information on vacation approvals, entitlement balances, working-time recording or how the German recording duty is met. That is a name on a menu, not a capability I could hand to a works council. 1
The Skeptic
"Time management" appears as two words in the module list and nothing more. Vacation requests, entitlement balances, sickness and working-time recording are not described on any captured page, and the German recording duty is never mentioned — I found no public information on whether the product addresses it. 1
Recruiting & onboarding
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How this is scored
The join path — vacancy to signed contract to a person who has an account, equipment and a plan on day one.
0 — Neither applicant tracking nor onboarding is part of the product.
3 — Job postings with an applicant list and statuses, or an onboarding checklist for new hires; the handover between the two is basic or not described.
5 — Applicant tracking with a careers page, pipeline stages and candidate communication, plus onboarding checklists or tasks for new hires, with the hired candidate carried into an employee record.
8 — Multi-posting to named job boards, interview scheduling and scorecards, GDPR-conscious applicant retention and deletion, e-signed contracts, and onboarding that triggers tasks in IT and payroll.
10 — The whole join is one governed flow: approval-gated requisitions with budget, structured and bias-conscious evaluation, automated applicant deletion at the stated deadline, and provisioning driven from the record so day one needs no HR intervention.
The People Lead
Onboarding is genuinely documented: preboarding templates, branding, flows customized by role, department and country, to-dos with automatic email feeds, e-signed employee agreements, and user provisioning that creates accounts in other business applications. We found no public information on applicant tracking or a careers page, so the vacancy-to-contract half of the join path is invisible to me. 3 1
The Payroll Officer
Onboarding is genuinely described: preboarding templates, to-dos with automatic email feeds, flows customized by role, department and country, employee agreements sent for e-signing, and user provisioning that creates accounts in other business applications. We found no public information on applicant tracking itself — careers page, pipeline stages, candidate communication — beyond a mention of recruiting among integration areas. 1 3
The Works Council Advocate
Onboarding is genuinely documented: preboarding templates, employee agreements sent for e-signing, flows customized by role, department and country, to-dos with automatic email feeds, user provisioning into business applications, and offboarding that leaves no information behind. We found no public information on applicant tracking, pipeline stages or candidate communication within the product — the only recruiting mention is a list of integrations. 3 1
The Data Protection Officer
Onboarding is described in real depth: flows customised by role, department and country, preboarding templates, e-signed employee agreements, and user provisioning that creates accounts in business applications. Recruiting itself surfaces only in an integrations sentence, and we found no public information on applicant tracking, pipelines, or deletion of applicant data at a stated deadline — that last silence is a finding I report, not a claim about the product. 1 3
The IT Integrator
Onboarding does the thing I judge by: user provisioning that creates accounts in various business applications, HR-to-IT task automation, preboarding templates and employee agreements sent for signing. The recruiting half of the join is thin — we found no public information on applicant tracking, pipelines or careers pages beyond recruiting named among the integrations. 1 3
The Skeptic
Onboarding is described in welcome detail: preboarding templates, employee agreements sent for e-signature, to-dos with automatic email feeds, flows customized by role, department and country, and user provisioning that creates accounts in business applications. The recruiting half of the join path is nearly empty — recruiting appears only inside an integrations blurb, with no applicant tracking, careers page or pipeline described — so the flow stops short of running from vacancy to hire. 3 1
Employee data protection & co-determination
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How this is scored
How the product handles the most sensitive personal data a company holds — retention, deletion, role separation, subject rights — and whether it can pass a works council (BetrVG §87) rather than merely a procurement checklist.
0 — The vendor states that it offers no data processing agreement and no separation of access, leaving employee data protection entirely to the customer.
3 — A data processing agreement (AVV) available and roles that separate HR administrators from managers and employees; retention, deletion and co-determination settings are basic or not described.
5 — A data processing agreement available, roles and permissions configurable per module or team, deletion of employee and applicant data supported, and GDPR or works-council guidance describing how the product supports compliance.
8 — Field-level access control with an audit log of who read what, configurable retention per data category with automatic deletion, documented subject-rights support, and monitoring or analytics features that can be switched off for co-determination.
10 — Built for the works council to say yes: published processing documentation and subprocessor list, per-entity data separation, tamper-evident audit trail, evaluation and behavioural-analysis features off by default with their scope documented, and a data-protection impact assessment the customer can build on.
The People Lead
A data processing agreement, GDPR and Schrems II statements, ISO 27001 and SOC II certifications, encryption in transit and at rest, and payroll administrator export permission control are all stated. We found no public information on retention rules, automatic deletion, audit logs, or works-council guidance, so I could not yet take this to our council with confidence. 1 2 3
The Payroll Officer
A data processing agreement is offered, GDPR and Schrems II adherence is claimed alongside ISO 27001 and SOC II certifications and encryption in transit and at rest, and payroll administrator roles can be scoped so they only export what they need. We found no public information on retention rules, deletion, audit logs or works-council settings, which is exactly where a co-determination review would begin. 1 2
The Works Council Advocate
A data processing agreement is published, GDPR and Schrems II adherence is claimed with encryption in transit and at rest plus ISO 27001 and SOC II certifications, and configurable payroll-administrator roles control what may be exported. But the module list includes People analytics and engagement surveys while we found no public information on an audit log of who read what, configurable retention or deletion, or whether those analytics can be switched off — precisely the questions a works council must have answered before co-determination. 1 2 3
The Data Protection Officer
A Data Processing Agreement is offered, GDPR and Schrems II adherence is stated, and payroll administrator roles with export permission control give a measure of access separation. We found no public information on retention rules that delete automatically, on an audit log of who read what, or on works-council guidance — certifications tell me the servers are safe, not that the lifecycle of employee data is governed. 1 2 3
The IT Integrator
A data processing agreement and privacy policy are published, data is encrypted in transit and at rest with ISO 27001 and SOC II certifications, and payroll-administrator roles can be limited by what they may export — real role separation on a narrow slice. We found no public information on retention rules, deletion, audit logs or works-council settings, which is what a co-determination review asks for first. 1 2 3
The Skeptic
A privacy policy, terms and conditions and a data processing agreement are listed, and configurable payroll administrator roles with export permission control give a first taste of access separation. Retention rules, deletion of employee or applicant data, audit logging, subject-rights handling and anything a works council could read are not described on the captured pages — "GDPR & Schrems II compliant" is a badge, not documentation. 1 2 3
European sovereignty
panel opinion
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How this is scored
Where the data lives, who the contracting entity is, who the subprocessors are, and whether the answer is documented rather than assumed. Independently sourced by the sovereignty pipeline; scored here as the buyer would weigh it. Dimensions not proven either way are unknown, not non-European.
0 — Vendor, contracting entity and hosting shown to be outside the EU, and no data processing agreement offered.
3 — A privacy policy and a data processing agreement exist and one European element is proven (an EU contracting entity or representative, or EU hosting as an option); the rest of the chain is not stated.
5 — An EU contracting entity and EU hosting stated, with a data processing agreement; the subprocessor list is not published in full or includes non-EU providers without a stated safeguard.
8 — EU or DACH hosting with a named data-centre provider, an EU contracting entity, the full subprocessor list published with locations, and any non-EU processing named with its legal basis.
10 — Sovereign end to end and evidenced: vendor, contracting entity, hosting and every subprocessor in the EU, certification of the data centres published, and an on-premises or private-cloud option for buyers who need it.
The People Lead
The contracting entity is AlexisHR AB in Stockholm, servers are stated to be within the EU in Belgium with ISO 27001 and SOC II certifications, and a data processing agreement is offered. We found no public information on the data-centre provider or the subprocessor list, so the tail end of the chain is unproven. 1 2 3
The Payroll Officer
The vendor states its servers sit in the EU (Belgium), contracts through AlexisHR AB in Stockholm, and offers a data processing agreement with GDPR and Schrems II claims — an EU contracting entity and EU hosting, both stated in public. We found no public information on the subprocessor list or the data-centre provider, so the chain is proven only up to the vendor's own doors. 1 2 3
The Works Council Advocate
The contracting entity is AlexisHR AB of Stockholm and servers are stated to sit within the EU, in Belgium, holding ISO 27001 and SOC II certifications, with a data processing agreement published. We found no public information on subprocessors or their locations, so the chain is documented only up to the hosting. 1 2
The Data Protection Officer
The contracting entity is AlexisHR AB in Stockholm and the servers are stated to sit in Belgium with ISO 27001 and SOC II certifications. We found no public information on a published subprocessor list or on any non-EU processing being named, which is precisely what a Schrems II claim should rest on. 1 2 3
The IT Integrator
The contracting entity is AlexisHR AB in Stockholm and servers are stated to sit in the EU in Belgium, with a data processing agreement on top — two proven European links in the chain. We found no public information naming the data-centre provider or the subprocessors, so the rest of the chain is unstated. 1 2
The Skeptic
The contracting entity is AlexisHR AB of Stockholm, the captured pages state servers are "located within EU (Belgium)" holding ISO 27001 and SOC II certifications, and a data processing agreement is published — EU entity, EU hosting, DPA. The chain stops there: no subprocessor list, no named data-centre provider and no published certificates appear on the captured pages. 1 2
Pricing transparency
not rated — the vendor publishes no price
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How this is scored
Whether an HR lead can compute the real annual invoice for their headcount — including the modules they actually need — from public pages alone.
0 — No public prices at all; every tier is a sales conversation.
3 — A public "from" price per employee or one priced tier; how cost scales with modules, minimum headcount or setup is unclear.
5 — Per-employee prices public for the main tiers with the billing period stated and the main inclusions given; some modules (payroll, time, recruiting) or setup may be unpriced.
8 — Every tier and module priced publicly with per-employee maths, billing period, minimum term and VAT treatment stated; only genuinely custom enterprise work lacks a number.
10 — Complete price computability: a calculator or table that produces the annual invoice for a given headcount and module selection, including setup, minimums and renewal terms.
The People Lead
No price of any kind appears on the captured pages, and the only commercial step documented is booking a free demo. I cannot compute an annual invoice for my headcount from what is public here. 3 1
The Payroll Officer
No price, tier, per-employee figure, billing period or minimum appears on any page we read; the only commercial step shown is booking a free demo. An HR lead cannot compute even a rough annual invoice from this material. 1 2 3
The Works Council Advocate not rated — no public information
We found no public information on prices, tiers, billing periods or per-employee costs on the captured pages. They list modules and invite a free demo, which for my side means the annual invoice can only be learned in a sales conversation. 1 3
The Data Protection Officer not rated — no public information
We found no public information on pricing in the pages captured — no prices, tiers, billing periods or minimum terms — only an invitation to book a free demo. 1 2 3
The IT Integrator not rated — no public information
We found no public information on pricing — no rates, tiers, billing periods or per-employee maths appear on the homepage or the feature pages; the only commercial step shown is booking a free demo. 1 3
The Skeptic
Across the homepage and both feature pages I found no price, no per-employee rate, no tier, no billing period and no setup figure — nothing a buyer could compute an invoice from. The only purchase route the captured pages show is "Book a free demo", which points every cost question into a sales conversation. 1 2 3
Questions about AlexisHR
Is AlexisHR European?
Not determined: the vendor’s pages as captured do not say where AlexisHR is based.
Where does AlexisHR store data?
The default storage location for customer data is not stated on the vendor’s pages as of 3 Nov 2026. The vendor’s pages mention Belgium as hosting location, per the vendor’s page captured 3 Nov 2026.
Does AlexisHR have a free plan?
Not stated on the vendor’s pages as of 3 Nov 2026.
What are the best alternatives to AlexisHR?
As of 3 Nov 2026, the panel rates Kenjo (3.5/5), rexx systems (3.5/5) and HRworks (3/5) highest among the other 32 HR Management 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 Kenjo (EU-Made). Ratings are the AI panel’s opinion, formed from public evidence: how scores are made. The full list, with European products first: AlexisHR alternatives.
Where this could be wrong
- Evidence ages. The oldest capture behind this page is from 3 Nov 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.
- We found no public information on pricing on the pages we read (alexishr.com, alexishr.com/features/payroll, alexishr.com/features/onboarding). If the vendor publishes it somewhere else, send us the page. Know more? Tell us
- 1 legal 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
Sources (3)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor page alexishr.com Checked 3 Nov 2026 Details →
- 2 Payroll handoff — found from sitemap alexishr.com Checked 3 Nov 2026 Details →
- 3 Recruiting & onboarding — found from sitemap alexishr.com Checked 3 Nov 2026 Details →