whats-best.ai
Search Sign in

HR Management

HiBob

Rest of world Report an error

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 Hibob Inc. · www.hibob.com

Compare with Workday HCM → Report an error on this page Is this your product? →

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

The Works Council Advocate

Weighted verdict

Sits on the Betriebsrat and has to approve this rollout under BetrVG §87. Reads every feature for whether it can monitor behaviour, and asks what is logged, who can read it and what can be switched off. A tool that cannot answer those questions does not get installed, however good it is.

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

Scored by The Works Council Advocate

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 — A contact list with job titles; no document storage, no org structure, no history — changes overwrite what was there.

3 — Employee records with document upload, but a flat structure: no org chart, few or no custom fields, and no dated history of contract or salary changes.

5 — Digital personnel file with structured document types, an org chart, custom fields, and change history on the core employment fields.

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.

Report an error

The Works Council Advocate

"Core HR system of record" with eSign and document management is claimed on the homepage, but the evidence says nothing about org structure, custom fields, or whether contract and salary history is kept effective-dated rather than overwritten. A personnel file without evidenced change history is something a Betriebsrat cannot audit, so this sits below the anchor that requires dated history on core employment fields. 1 3

Report an error

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 — No payroll path stated at all; whatever leaves the system leaves as a spreadsheet somebody retypes.

3 — Generic CSV export said to be usable for payroll, with no named payroll system, no defined format and no handling of mid-month changes.

5 — A named payroll integration or a documented export format for at least one major system (e.g. DATEV LODAS/Lohn und Gehalt), covering the recurring monthly fields.

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.

Report an error

The Works Council Advocate

Payroll exists as a module with "Payroll integrations, UK payroll, US payroll", but no German system (DATEV, Lohn und Gehalt) appears anywhere in the evidence, and nothing documents an export format, variable pay, or mid-month joiners and leavers. For a German buyer this is a named capability without a documented handoff. 1 3

Report an error

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 — No absence or time handling; both live in a spreadsheet elsewhere.

3 — Vacation requests with an approval step, but entitlement is manual, carry-over is not handled and there is no working-time recording.

5 — Automatic entitlement and carry-over, sickness recording, an absence calendar, and basic working-time capture with a report per employee.

8 — Configurable per country and contract: pro-rata entitlement, 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.

Report an error

The Works Council Advocate

All the evidence offers is a "Time and attendance tracking" bullet — no vacation entitlement, carry-over, sickness recording, break or overtime rules, and not one word on the ArbZG recording duty or tamper-evidence. A tracking feature whose monitoring behaviour and compliance basis are undocumented is precisely what I cannot approve. 1

Report an error

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 exists; hiring happens in a shared inbox.

3 — A basic applicant list with statuses, or an onboarding checklist — one of the two, without the handover between them.

5 — Applicant tracking with a careers page, structured stages and rejection handling, plus a checklist-driven onboarding that carries the hired candidate over into an employee record without re-entry.

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.

Report an error

The Works Council Advocate

Both halves exist on paper — a "Hiring Module" and automated onboarding workflows with time-saved figures — but there is no evidence of structured applicant stages, GDPR retention/deletion of applicant data, or a handover into the employee record without re-entry. Applicant-data deletion deadlines are a co-determination topic, and their absence caps this score. 1 3

Report an error

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 — No stated retention or deletion handling, no role model beyond admin-or-not, and no DPA offered on the site.

3 — A DPA exists on request and roles are coarse; retention and deletion are described as something the customer arranges themselves.

5 — A signable DPA is published, roles are configurable per module, applicant and employee retention periods are stated, and deletion can be executed rather than only promised.

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.

Report an error

The Works Council Advocate

Retention periods are not published — the policy tells you to email support@hibob.com — and there is no evidence of a read-access audit log, field-level permissions, or executable deletion; meanwhile employee data is disclosed to Refinitiv World-Check for screening with no documented switch-off. The only evidenced opt-out is AI auto-population via "Bob AI settings"; DPO and SCCs are a compliance layer, not works-council readiness. 3

Report an error

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.

0 — US-headquartered vendor, US contracting entity, hosting region unstated or US, subprocessors not named.

3 — EU hosting is offered as an option but the contracting entity is non-EU, or the subprocessor list is incomplete or absent.

5 — EU hosting stated as standard and an EU contracting entity, but the subprocessor chain includes non-EU providers without an explained safeguard.

8 — EU or DACH hosting with a named data-centre provider, an EU contracting entity, the full subprocessor list published, 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.

Report an error

The Works Council Advocate

Personal data may be maintained in the US, EU, UK, Australia, Canada and Israel — six regions with no residency commitment for a given customer — the vendor has a US subsidiary certified under the EU-US DPF, and the only named processor is Refinitiv for screening, with no published subprocessor list. The pipeline marks legal entity, ownership and data residency all unknown, which for a German rollout is not a documentable answer. 3

Report an error

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 — An entry price per employee exists, but the modules most buyers need are unpriced, or a minimum headcount, setup fee or mandatory onboarding package is not stated publicly.

5 — Per-employee prices are public for the main tiers with the billing period stated, but at least one commonly needed module (payroll, time, recruiting) hides in an unpriced bundle.

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.

Report an error

The Works Council Advocate

A pricing page is linked in the navigation, but the capture of that page shows only a free-demo offer — no price, tier, billing period or module cost is public anywhere in the evidence. An HR lead cannot compute even a rough annual invoice from this. 1 2

Report an error

European sovereignty — proven facts

0 of 4 dimensions proven

Built only from facts shown on the vendor's own pages. A dimension we could not prove is left open, not scored as zero.

Ownership Not determined — uncited Report an error
Data residency Not determined ⚠ unverified — uncited Report an error
Subprocessors Not determined ⚠ unverified — uncited Report an error

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.

Do you know more about HiBob? Tell us Report an error on this page

Sources (9)

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

  1. 1 Vendor homepage www.hibob.com Checked 15 Sep 2026 Details →
  2. 2 Pricing www.hibob.com Checked 15 Sep 2026 Details →
  3. 3 Privacy policy www.hibob.com Checked 15 Sep 2026 Details →
  4. 4 Security / trust page — found from the homepage www.hibob.com Checked 30 Sep 2026 Details →
  5. 5 Digital personnel file & data model — found from sitemap www.hibob.com Checked 1 Oct 2026 Details →
  6. 6 Payroll handoff — found from sitemap www.hibob.com Checked 1 Oct 2026 Details →
  7. 7 Payroll handoff — found from sitemap www.hibob.com Checked 1 Oct 2026 Details →
  8. 8 Recruiting & onboarding — found from sitemap www.hibob.com Checked 1 Oct 2026 Details →
  9. 9 Recruiting & onboarding — found from sitemap www.hibob.com Checked 1 Oct 2026 Details →