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HR Management

KiwiHR

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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 KiwiHR GmbH · www.kiwihr.com

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

KiwiHR at a glance

Vendor
KiwiHR GmbH
Headquarters
Not stated on the vendor’s pages as of 13 Oct 2026
Data hosting
Not stated on the vendor’s pages as of 13 Oct 2026
Free plan
Not stated on the vendor’s pages as of 13 Oct 2026
Panel verdict
The AI panel rates KiwiHR 2.5/5, the mean of 6 judges. KiwiHR, from KiwiHR GmbH, sold on the captured pages within the Tellent HR suite, is strongest on payroll readiness and time and absence, both at 7 with no spread: a maintained DATEV connection into LODAS and Lohn und Gehalt carries variable salary components, returns payslips to distribute, and backs pay runs with approver and review step, while leave balances calculate automatically with regional holidays counted into entitlement and the German time-recording duty is stated as met. how scores are made
As of
Vendor pages captured 13 Oct 2026; evaluated by the panel 15 Oct 2026. all sources

KiwiHR 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 Treats an unpublished DPA as a finding.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 3.5 of 5 3.5 of 5
Absence & working-time 3.5 of 5 3.5 of 5
Recruiting & onboarding 2 of 5 2 of 5
Employee data protection & co-determination 2 of 5 1.5 of 5
European sovereignty 1.5 of 5 1.5 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 — 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 digital personnel file is evidenced in substance: public and private profile areas, document and contract storage with integrated document management, an org chart, per-section access permissions shown by lock icons, and attribution of who changed profile data. Salary histories are offered as an overview, but we found no public information on effective-dated versioning of contract and compensation changes, retention rules per document type, or multi-entity and cost-centre structures, which keeps this short of the complete record. 1 2 3 4

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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 DATEV handoff is documented in working detail: target systems Lohn und Gehalt and LODAS, direct sending of files, transfer of variable salary components, payslips imported from DATEV and distributed to employees, and pay runs with approver, payment date and a pay run review. Absences surface in the payroll module view and time data flows into the payroll export. We found no public information on handling of mid-month joiners and leavers, a certification for the integration, or retro-accounting of backdated changes. 4 5 6 7

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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

Balances calculate automatically, regional holidays flow into entitlement, absence types are customizable, overtime is computed automatically, and employees capture hours and breaks themselves by app or time clock, with exports of balances and monthly absences. The pages state the product fulfils the German time-recording duty ("Erfüllen Sie die Zeiterfassungspflicht in Deutschland sicher und einfach"). We found no public information on pro-rata entitlement per contract, break and rest-period rules, tamper-evident records, or monitoring limits a works council could configure. 1 6 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

An applicant tracking system is offered as an add-on module within the suite, with recruiting-team access controls, admin oversight of every vacancy and candidate, and automated journey templates covering pre-onboarding through offboarding. We found no public information on applicant stages, a careers page, rejection handling, the carry-over of a hired candidate into an employee record, or — the item I weigh hardest — retention periods and automatic deletion of applicant data at a stated deadline. 1 6 8

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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

Retention is stated as an entirely manual act — employee data remains visible until the employee is manually deleted — so deletion executes only if someone remembers to act. Per-section access permissions, change attribution and a Trust Center are the bright spots, but we found no public information on a signable data processing agreement, a subprocessor list, an audit log of who read what, subject-rights support, or co-determination-friendly settings for the presence timeboard and reports. 2 3 4 7

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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

The pages claim "In Europa entwickelt. Nach europäischen Standards gebaut." and the contracting entity is a German GmbH. We found no public information on where the data is hosted, the data-centre provider, certifications, or any subprocessor list, and the site markets a Tellent product family whose processing chain the buyer must establish for itself. 1 6 7

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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

We found no public prices at all: no per-employee rate, no tiers, and no billing period stated; the pages offer a free trial, a demo, and the statement that implementation takes a few hours and is free. An HR lead cannot compute an annual invoice for their headcount from these pages. 1 4 7

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Questions about KiwiHR

Is KiwiHR European?

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

Where does KiwiHR store data?

Not stated on the vendor’s pages as of 13 Oct 2026.

Does KiwiHR have a free plan?

Not stated on the vendor’s pages as of 13 Oct 2026.

What are the best alternatives to KiwiHR?

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: KiwiHR 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 (8)

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

  1. 1 Vendor page www.kiwihr.com Checked 13 Oct 2026 Details →
  2. 2 Digital personnel file & data model — found from sitemap tellent.com Checked 13 Oct 2026 Details →
  3. 3 Digital personnel file & data model — found from sitemap support.tellent.com Checked 13 Oct 2026 Details →
  4. 4 Payroll handoff — found from sitemap tellent.com Checked 13 Oct 2026 Details →
  5. 5 Payroll handoff — found from sitemap support.tellent.com Checked 13 Oct 2026 Details →
  6. 6 Absence & working-time — found from sitemap tellent.com Checked 13 Oct 2026 Details →
  7. 7 Absence & working-time — found from sitemap tellent.com Checked 13 Oct 2026 Details →
  8. 8 Recruiting & onboarding — found from sitemap support.tellent.com Checked 13 Oct 2026 Details →