HR Management

Personalwolke

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Panel rating · 6 judges · How to read the stars

Category median

Sovereignty: 2 of 4 dimensions proven

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

by Workflow EDV GmbH · www.personalwolke.at

An AI-assisted analysis of public evidence — not a hands-on test.

Every score, rationale and verdict on this page is AI-generated. Every claim cites the source it was read from. Nothing here is a human star review — and no score can be bought. How scores are made →

Method and versions

The People Lead v1.0 · The Payroll Officer v1.0 · The Works Council Advocate v1.0 · The Data Protection Officer v1.0 · The IT Integrator v1.0 · The Skeptic v1.0 · rubric v1 · evaluated 17 Sep 2026

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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 Treats an unpublished DPA as a finding.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

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

A digitale Personalakte, Personalverwaltung and a digital payslip/reporting feature are confirmed, but the evidence is silent on org structure, custom fields, effective-dated change history and field-level permissions — I cannot verify whether a contract or salary change overwrites what was there. Excel/PDF export exists but nothing shows the export reproduces the record intact. 1 2

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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

A 'Schnittstelle Lohn/Gehalt' is offered as an option and 'vorbereitende Lohnabrechnung' plus 'Lohnverrechnungsanbindung' are claimed, but no payroll system is named, no format is documented, and there is nothing on mid-month joiners/leavers or a pre-payroll check. That is a re-typing risk dressed as a handoff. 2 1

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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

Working-time capture via start/stop, web/app and terminals is real, and Urlaubsaliquotierung for entry, part-time, exit and Karenz plus 'komplexe Zeitwirtschaft inkl. Berechnung' gives genuine depth. But nothing documents the ArbZG recording duty, tamper-evident records, holiday calendars, overtime accounts or works-council-configurable limits — the compliance posture around the recorded data is unevidenced. 2 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 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

The module list is Time, Travel, Project Time and HR-Expert; nothing evidences applicant tracking or onboarding, and therefore nothing on the automated applicant deletion at a stated deadline my office requires. Silence on the join path is a finding, not a neutral. 1

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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 exists only 'auf Anfrage' — an unpublished DPA is a finding by my standard — and the evidence shows no retention periods, no executable deletion, no role model beyond none stated, no audit log of who read what; only SSL transmission and 2FA as technical basics. That the vendor's own site runs Hotjar for behavioural analysis does not encourage me about analytics habits. 4 2 1

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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 server stands in Austria within the EU and the imprint names an Austrian Firmenbuch entity, but that entity (Workflow HR Systems GmbH) does not match the vendor of record (Workflow EDV GmbH), leaving the contracting party unclear. More importantly, no product subprocessor list is published at all — I cannot tell whose hands the data passes through, and website analytics tools are the only processors named. 4 3

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Pricing transparency

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 model is public — monthly rent based on employee count and modules, 30-day free trial, an acknowledged one-time setup fee and multi-module discounts — but not a single euro figure for any tier, module, setup fee or minimum appears. An HR lead cannot compute even a rough annual invoice from these pages. 2 1

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European sovereignty — proven facts

2 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.

Legal entity	Incorporated in AT ⚠ unverified	3/3 pts	3 Report an error
Ownership	Not determined	—	uncited Report an error
Data residency	Not determined ⚠ unverified	—	uncited Report an error
Subprocessors	EU only ⚠ unverified	2/2 pts	4 Report an error

Where this could be wrong

Evidence ages. The oldest capture behind this page is from 11 Sep 2026. Vendors change pricing and policies without notice; every fact reflects its source as of the capture date shown in the registry.
Weak sourcing — Legal entity. The footer lists office sites rather than a registry entry, but the imprint on the same page gives the same entity with Firmenbuch FN 188579 y, UID ATU50176900 and address A-1120 Wien.
Weak sourcing — Data residency. Not confirmed on the vendor’s own pages as captured.
Weak sourcing — Subprocessors. No hosting provider is named and no product subprocessor list is published (the data protection agreement is only available on request); the named US provider MailChimp/The Rocket Science Group and the analytics tools Matomo, Hotjar and Meta serve only the vendor's own website and newsletter, not customer data in the product.
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.

26 product facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
10 pricing facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
7 compliance facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
7 legal facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
6 subprocessors facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
3 hosting facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
3 integrations facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
2 support facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
1 sovereignty dimension could not be confirmed on the vendor’s own pages and is shown as unknown. Know more? Tell us
6 of the readings below were written against an earlier fact sheet — a fact has been corrected, added or pulled since. Until the panel next runs on this product you are reading the older judgement. Know more? Tell us
The panel’s written verdict is withheld: our own re-read found claims in it that the evidence does not carry, and a second synthesis did not fix them. The scores and the material below are unaffected. Know more? Tell us

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Sources (12)

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

1 Vendor homepage www.personalwolke.at Checked 15 Sep 2026 +1 earlier capture: 11 Sep 2026 Details →
2 Pricing www.personalwolke.at Checked 15 Sep 2026 Details →
3 Imprint www.personalwolke.at Checked 15 Sep 2026 Details →
4 Privacy policy www.personalwolke.at Checked 15 Sep 2026 Details →
5 Payroll handoff — found from sitemap personalwolke.at Checked 1 Oct 2026 Details →
6 Payroll handoff — found from sitemap personalwolke.at Checked 1 Oct 2026 Details →
7 Absence & working-time — found from sitemap personalwolke.at Checked 1 Oct 2026 Details →
8 Absence & working-time — found from sitemap personalwolke.at Checked 1 Oct 2026 Details →
9 Recruiting & onboarding — found from sitemap personalwolke.at Checked 1 Oct 2026 Details →
10 Recruiting & onboarding — found from sitemap personalwolke.at Checked 1 Oct 2026 Details →
11 Employee data protection & co-determination — found from sitemap personalwolke.at Checked 1 Oct 2026 Details →
12 Employee data protection & co-determination — found from sitemap personalwolke.at Checked 1 Oct 2026 Details →