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HR Management

AlexisHR

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Panel rating · 6 judges · How to read the stars

Category median

Sovereignty: not determined

0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.

by AlexisHR · alexishr.com

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AlexisHR: AI-assisted analysis on whats-best.ai AlexisHR: AI-assisted analysis on whats-best.ai (dark)

Add ?theme=dark to the image address for dark backgrounds. The badge shows the category and the month of the latest evaluation, and EU-Made where 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

AlexisHR alternatives, European ones first →

Read this page as one judge. Each weighs the same scores by what they care about.

The IT Integrator

Weighted verdict

Owns identity and has to make the HR system the source of truth for accounts. Wants SCIM provisioning, SSO that is not an enterprise upsell, and an API with documentation rather than a partner form. Judges onboarding by whether it can create the account, not by whether it has a checklist.

Same scores as the panel view — this lens weights them the way this judge cares.

Scored by The IT Integrator

Panel median The IT Integrator This judge’s scores over the panel median. Each label opens its reasoning below.
Scores per criterion, in stars out of 5
Criterion Panel median The IT Integrator
Digital personnel file & data model 1.5 of 5 2 of 5
Payroll handoff 2 of 5 2 of 5
Absence & working-time 1 of 5 1 of 5
Recruiting & onboarding 2 of 5 3 of 5
Employee data protection & co-determination 2 of 5 2 of 5
European sovereignty 2.5 of 5 2.5 of 5

Digital personnel file & data model

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.

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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

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Payroll handoff

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.

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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

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Absence & working-time

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.

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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

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Recruiting & onboarding

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.

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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

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Employee data protection & co-determination

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.

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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

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European sovereignty

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.

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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

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Pricing transparency not rated — the vendor publishes no price

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.

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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

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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

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.

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Sources (3)

The pages every claim on this page was read from — each one checked, dated, and kept verifiable.

  1. 1 Vendor page alexishr.com Checked 3 Nov 2026 Details →
  2. 2 Payroll handoff — found from sitemap alexishr.com Checked 3 Nov 2026 Details →
  3. 3 Recruiting & onboarding — found from sitemap alexishr.com Checked 3 Nov 2026 Details →