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HR Management

Humaans

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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 Humaans Ltd · humaans.io

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Humaans: AI-assisted analysis on whats-best.ai Humaans: 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.

Humaans at a glance

Vendor
Humaans Ltd
Headquarters
Not stated on the vendor’s pages as of 20 Oct 2026
Data hosting
Default not stated; pages mention the EU source, captured 20 Oct 2026
Free plan
Not stated on the vendor’s pages as of 20 Oct 2026
Panel verdict
The AI panel rates Humaans 2.5/5, the mean of 6 judges. Humaans is an HR management platform scoring best on employee data governance and core HR records (a flat 6), and weakest on recruiting and onboarding and payroll readiness. how scores are made
As of
Vendor pages captured 20 Oct 2026; evaluated by the panel 21 Oct 2026. all sources

Humaans alternatives, European ones first →

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

The Data Protection Officer

Weighted verdict

Answers for the most sensitive personal data the company holds, about people who cannot decline the processing. Wants retention that executes rather than promises, a published subprocessor list, and applicant data that deletes itself on the stated date. Treats an unpublished DPA as a finding.

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

Scored by The Data Protection Officer

Panel median The Data Protection Officer 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 Data Protection Officer
Digital personnel file & data model 3 of 5 3 of 5
Payroll handoff 2 of 5 2 of 5
Absence & working-time 2.5 of 5 2.5 of 5
Recruiting & onboarding 1.5 of 5 1.5 of 5
Employee data protection & co-determination 3.5 of 5 3 of 5
European sovereignty 2 of 5 2 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 — 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.

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The Data Protection Officer

The personnel file keeps effective-dated history on compensation and role changes that can be viewed and exported, and permissions reach down to individual fields with custom roles — a real record, not a contact list. We found no public information on an org chart, multi-entity or cost-centre structure, or document templates with e-signature, so it stops short of the complete-record mark. 1 4 5

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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 — 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.

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The Data Protection Officer

The captured pages describe a preliminary-payroll step that tracks changes and exports data "ready for your payroll provider", which covers recurring fields but little more. We found no public information naming any payroll system, defining an export format, or covering variable pay and mid-month joiners and leavers, so this reads as a generic handoff rather than an integration. 1 6

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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 — 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.

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The Data Protection Officer

Absence is genuinely covered — fourteen leave types including sickness, custom types configurable by location or team, and 190+ public-holiday calendars — but working-time capture appears only as a timesheets module name with no detail. We found no public information on automatic entitlement and carry-over, break and rest-period rules, overtime accounts, or any statement on the German working-time recording duty, which for me is the obligation this criterion exists to test. 1 7

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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 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.

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The Data Protection Officer

Onboarding and offboarding automation is stated, but we found no public information on applicant tracking, a careers page, structured stages or rejection handling, so the join path is evidenced only from offer onwards. Candidate and recruitment data is stated to be retained for up to five years to consider people for future roles, and we found no public information on automated deletion at a stated deadline — the exact mechanism I look for in applicant handling. 1 2

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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 — 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.

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The Data Protection Officer

The DPA is published with a named processor role, deletion executes rather than promises — self-service employee-record deletion, a 90-day purge, written certification of deletion — and permissions are field-level over an immutable, searchable audit log with built-in GDPR Articles 15–22 tooling and DPIA assistance. Three things hold it back from the works-council mark: we found no public information naming the subprocessors (only a 14-day change-notice commitment), retention periods are fixed rather than configurable per data category, and AI features are enabled by default when an account is created, with administrators able to disable them. 2 3 4 8 9

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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.

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.

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The Data Protection Officer

Hosting is stated as EU-standard on Google Cloud Platform with the provider's certifications published, transfers covered by Standard Contractual Clauses with impact assessments, and AI processing defaulting to the EEA or Switzerland with a US option by agreement. But the captured pages give different figures for the contracting entity — Humaans Inc. in the footer, Humaans Software UK LTD in the DPA — and we found no public information naming the subprocessors, so the chain is not documented end to end. 1 2 3 8

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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 — 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.

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The Data Protection Officer

The captured pages show a "Plans" link with no prices on it, and we found no public information on per-employee pricing, module costs, billing period, minimums or setup fees. An HR lead cannot compute any part of the real annual invoice from public pages alone. 1

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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 — uncited Report an error

Questions about Humaans

Is Humaans European?

Not determined: the vendor’s pages as captured do not say where Humaans is based.

Where does Humaans store data?

The default storage location for customer data is not stated on the vendor’s pages as of 20 Oct 2026. The vendor’s pages mention the EU as hosting location, per the vendor’s page captured 20 Oct 2026.

Does Humaans have a free plan?

Not stated on the vendor’s pages as of 20 Oct 2026.

What are the best alternatives to Humaans?

As of 21 Oct 2026, the panel rates rexx systems (3.5/5), HRworks (3/5) and Kenjo (3/5) highest among the other 30 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 rexx systems (EU-Made). Ratings are the AI panel’s opinion, formed from public evidence: how scores are made. The full list, with European products first: Humaans 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 (9)

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

  1. 1 Vendor page humaans.io Checked 20 Oct 2026 Details →
  2. 2 Privacy policy — found from the homepage humaans.io Checked 20 Oct 2026 Details →
  3. 3 Data processing agreement (dpa) — found from the homepage humaans.io Checked 20 Oct 2026 Details →
  4. 4 Security / trust page — found from the homepage humaans.io Checked 20 Oct 2026 Details →
  5. 5 Digital personnel file & data model — found from sitemap humaans.io Checked 20 Oct 2026 Details →
  6. 6 Payroll handoff — found from sitemap humaans.io Checked 20 Oct 2026 Details →
  7. 7 Absence & working-time — found from sitemap humaans.io Checked 20 Oct 2026 Details →
  8. 8 Employee data protection & co-determination — found from sitemap humaans.io Checked 20 Oct 2026 Details →
  9. 9 Employee data protection & co-determination — found from sitemap humaans.io Checked 20 Oct 2026 Details →