HR Management
rexx systems
EU-Made Report an errorPanel rating · 6 judges · How to read the stars
Category median
Sovereignty: 1 of 4 dimensions proven
0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.
by rexx systems GmbH · www.rexx-systems.com
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Read this page as one judge. Each weighs the same scores by what they care about.
The panel's verdict
rexx systems GmbH of Hamburg sells a modular HR suite, strongest on payroll readiness, 8 to 9, and recruiting and onboarding, a flat 8. Payroll rests on an official DATEV interface partnership covering Lohn und Gehalt and LODAS, with master data moving by change-based delta transfer and payslips returning monthly to employee self-service. Time and absence scores 7, core HR records 6 to 7 — the personnel file shows complete historization and revision-safe archiving, with no public information on field-level permissions. Weakest is employee data governance at 4 to 5: the public record for the suite is one line of encryption, role rights and an audit trail, and we found no public information on a signable data processing agreement, employee retention periods, or monitoring features a works council could switch off. The judges genuinely split on sovereignty, 4 to 6: higher scores credit the vendor's own pages describing its own cloud on German and Swiss servers under ISO 27001:2022-certified operation, while the payroll officer's 4 rests on data residency being marked unconfirmed. Pricing is individually calculated with no standard packages.
Speaks for it
- Payroll readiness scores 8 to 9 on an official DATEV interface partnership covering Lohn und Gehalt and LODAS, moving variable pay and absences out and returning payslips monthly.
- Recruiting and onboarding run as one flow, the digitally signed contract handing the applicant into onboarding workflows with timelines, reminders and equipment provisioning.
- The digital personnel file carries complete historization and revision-safe archiving that the vendor aligns with DSGVO and GoBD, alongside organisation management covering subsidiaries.
- Vacation handles automatic pro-rata entitlement for mid-year joiners and leavers, with electronic sick certificates imported and linked to absence bookings.
- Hosting is described on the vendor's own pages as its own cloud on German and Swiss servers under ISO 27001:2022-certified operation, with an on-premises option.
Held against it
- Employee data governance scores 4 to 5, and we found no public information on a signable data processing agreement, employee retention periods per data category, or field-level permissions.
- We found no public information on a product subprocessor list or on which of the German, Austrian and Swiss entities in the imprint signs customer contracts.
- We found no public information on a documented pre-payroll check, an approval and lock step before transmission, or retro-accounting for backdated changes.
- Nothing on the captured pages names the German working-time recording duty, and we found no public information on break and rest-period rules.
- The pricing page states individual calculation with no standard packages, the preconfigured entry package listed only as 32 consulting hours and eight training hours.
Best for
- You run payroll on DATEV Lohn und Gehalt or LODAS and want master data, variable pay and absences to move across a bidirectional interface with payslips returning to employee self-service.
- You need one connected join path from multiposting and CV parsing to digitally signed contracts and onboarding workflows without re-entry.
- You administer subsidiaries and multiple entities and need organisation management that covers them.
- You want a German vendor offering cloud operation on German and Swiss servers or an on-premises deployment.
Avoid if
- You must compute an annual invoice from published prices before shortlisting, since the pricing page states individual calculation with no standard packages.
- Your procurement requires a single identifiable contracting entity, since the imprint lists German, Austrian and Swiss entities without saying which one closes customer contracts.
The scores
Digital personnel file & data model
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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.
The People Lead
The digital personnel file carries contact, contract, salary and development data with complete historization and audit-proof archiving for GoBD, batch scanning that assigns documents to the right person, generated documents stored straight into the file, and organisational management covering subsidiaries and cost centres. It stays short of the top because role rights are named without evidence of field-level permissions, and I found no public information on effective-dated contract and compensation history or on custom fields. 1 2 5
The Payroll Officer
The digital personnel file holds salary data and its development, with full historization and audit-proof archiving that the vendor aligns with DSGVO and GoBD, plus batch scanning, generated personnel documents and organisation management covering subsidiaries and cost centres — that is close to a record an auditor could work from. I found no public information on effective-dated contract changes, custom fields, or granular field-level permissions beyond general role rights. 1 2 5
The Works Council Advocate
The digital personnel file page shows a genuinely structured file: salary data and development, complete historization with revision-safe archiving, batch scanning, document generation and digital signature, plus organisation management covering subsidiaries and multi-entity administration. We found no public information on effective-dated contract history or field-level permissions, so I cannot call it the auditor-grade single source of truth. 5 2 10
The Data Protection Officer
The digital personnel file is substantial: complete historization and revision-safe archiving, salary development and cost-centre data held in the record, personnel documents generated straight into the e-file, batch scanning of paper files, and organisational management that covers subsidiaries. What I could not find on the captured pages is field-level permission control, effective-dated contract and compensation versions, and retention rules per document type — the difference between a good file and one an auditor can defend. 5 2 1
The IT Integrator
The digital personnel file carries full historization and revision-safe archiving behind role rights and an audit trail, document generation with digital signature, batch scanning, and an organisation module that manages subsidiaries — that is what I want in a source of truth. We found no public information on effective-dated contract and compensation history or granular field-level permissions, which is the difference between a good file and one I can drive identity from. 5 2 1
The Skeptic
The personnel file page shows a genuine file: broad data categories from contract and salary development through cost centres, batch scanning, documents generated straight into the file, complete historization with audit-proof archiving, and org management that explicitly covers subsidiaries. What the pages do not show: custom fields, effective-dated compensation history, or permissions finer than generic role rights — we found no public information on any of the three. That clears a structured, history-keeping file but stops short of the auditor-grade record. 1 2 5
Payroll handoff
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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.
The People Lead
This is what I care most about and it holds up: official DATEV interface partner status covering LODAS and Lohn und Gehalt, a bidirectional exchange of master data and wage-relevant data including variable pay, raises and absences, change-based delta transfer so mid-month changes move transparently, and payslips plus social-security and tax documents flowing back into employee self-service monthly, with ADP, Paisy and SAP named as further connections. I found no public information on a documented pre-payroll check or an approval and lock step before transmission. 1 6 7
The Payroll Officer
This is what I would bet a month-end close on: an official DATEV interface partnership covering Lohn und Gehalt and LODAS, bidirectional, with master data and movements delta-synced on change, variable pay (overtime, bonuses, surcharges, net deductions), absences and electronic sick certificates going out daily-current or at a cut-off date, and payslips, tax certificates and social-insurance registration and deregistration papers coming back into employee self-service. ADP and Paisy connections are also named. I found no public information on a documented pre-payroll check or an approval and lock step before transmission, and no separate access for the tax adviser. 1 2 6 7 8
The Works Council Advocate
An official DATEV interface partnership covering LODAS and Lohn und Gehalt, with change-based master-data transfer, variable pay, absences, payslips flowing back, and named connections to ADP, Paisy and SAP HR — that is a vendor-maintained, certified-grade handoff. We found no public information on a documented pre-payroll check, an approval and lock step, or retro-accounting, which is why I stop short of a fully governed payroll process. 6 7 1
The Data Protection Officer
This handoff is built as a partnership: official DATEV interface partner status covering Lohn und Gehalt and LODAS, bidirectional transfer of master data, variable pay and absences with change-based delta synchronisation, payslips and tax certificates returned monthly into employee self-service, and further named connections to ADP, Paisy and SAP HR. We found no public information on a documented pre-payroll check, retro-accounting for backdated changes, or an approval and lock step before transmission. 6 7 1
The IT Integrator
DATEV is a first-class path, not a form: official DATEV interface partner covering Lohn und Gehalt and LODAS, bidirectional, moving master data by change-based delta transfer plus variable pay, absences and social-security joiner/leaver documents, with payslips imported monthly into employee self-service. Connections to ADP, Paisy and SAP HR are named as well; we found no public information on a documented pre-payroll check, an approval and lock step, or retro-accounting. 6 7 8 1
The Skeptic
This is a maintained, official DATEV interface partnership covering LODAS and Lohn und Gehalt, bidirectional — master data with change-based delta sync, variable pay, absences and fixed/net deductions out, payslips, social-security registration documents and income tax certificates back into employee self-service monthly — plus named ADP, Paisy and SAP HR connections. What we found no public information on: a documented pre-payroll check, an approval-and-lock step before transmission, and retro-accounting for backdated changes. The depth of what is published still shows the month closing into payroll rather than being retyped. 1 6 7 8
Absence & working-time
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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.
The People Lead
Vacation runs without me chasing anyone: automatic pro-rata entitlement on mid-year joiners and leavers, position- and contract-based calculation, multiple absence accounts with automatic balance calculation, sickness with electronic sick certificates imported and linked to bookings, and full history through the workflow engine, while working time is captured via browser, app or terminal across shift models, multiple time accounts and time zones. I found no public information on public-holiday calendars per location, break and rest-period rules, or documented compliance with the German recording duty for the time records themselves. 7 8 9
The Payroll Officer
The configuration has real payroll-relevant depth: multiple time accounts with automatic allocation, overtime surcharge and capping models, shift and timezone handling, pro-rata leave quota on mid-year joins and exits, and electronic sick certificates linked into absence bookings with full history. I found no public information on public-holiday calendars per location, break and rest-period rules, or an export framed for a labour inspection, nor any statement on the German working-time recording duty. 7 8 9
The Works Council Advocate
Working-time capture via browser, app and terminal, multiple time accounts, overtime caps, shift models and automatic implementation of legal requirements across countries, joined by pro-rata entitlement, eAU sick certificates and full absence history online. As the councillor signing off the recording duty, I have to note we found no public information on tamper-evident time records, documented ArbZG compliance, or monitoring limits a works council could configure — and sickness statistics sit in the reporting engine with no stated off-switch. 8 9 5
The Data Protection Officer
Working-time capture is real and multi-channel — browser, app, terminals with QR code or NFC, multiple time accounts, shift and overtime models, pro-rata entitlement on mid-year joiners and leavers, electronic sick certificates imported and matched to absence bookings, and a complete online history of every booking. For the German recording duty the captured pages stop short of the specific answers I look for: we found no public information on public-holiday calendars per location, break and rest-period rules, or works-council-configurable monitoring limits. 8 9 7
The IT Integrator
Working-time capture is real — browser, app and browser-based terminals with QR and NFC, shift models, overtime accounts with capping rules and multiple time accounts — and vacation management does automatic pro-rata entitlement, contract-based calculation and full booking history, with electronic sick certificates imported and linked. We found no public information on public-holiday calendars per location, break and rest-period rules, or tamper-evident records tied to the German recording duty. 8 9 7
The Skeptic
Well past a timer: automatic entitlement with pro-rata quoting for mid-year joiners and leavers, position- and contract-based calculation, freely definable absence accounts, sickness with electronic sick certificates linked to bookings, shift, overtime and multi-account time models, and exportable reports. We found no public information on public-holiday calendars per location, break and rest-period rules, or tamper-evident time records, and nothing on the captured pages names the German recording duty at all. 7 8 9
Recruiting & onboarding
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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.
The People Lead
The join path actually connects: multiposting to named job boards, scorecards and interview scheduling with calendar sync, e-signed contracts and automated rejections, and once the contract is signed the applicant data flows into the onboarding module where workflows with responsibilities, timelines and reminders drive equipment provisioning and task plans through to the first week. Applicant data is stated to be deleted at the latest six months after the process ends, though I found no public information on budget-gated requisition approvals or onboarding tasks triggering directly into payroll. 4 10 11
The Payroll Officer
The join path is genuinely connected: multiposting including named free job boards, a CV parser with fit score and scorecards, digital signature on contract offers with automated rejections, and the signed contract flows the applicant into onboarding workflows with timelines, reminders and equipment provisioning. Applicant data is stated to be deleted after six months. I found no public information on budget-gated requisition approval or onboarding tasks triggered directly in payroll. 2 4 10 11
The Works Council Advocate
The join path is real: multiposting with named channels such as finest-jobs.com and the Bundesagentur, CV parser, scorecards, calendar synchronisation and e-signed contracts flowing seamlessly into onboarding workflows with equipment provisioning, timelines and automatic reminders. Two AI details read well for co-determination — humans make the final decision and CV parsing is the applicant's opt-in — though we found no public information on approval-gated requisitions or automated applicant deletion in the product itself. 10 11 2 4
The Data Protection Officer
The join path runs end to end: multiposting to named boards including finest-jobs.com and the Bundesagentur, scorecards plus video and WhatsApp channels, digitally signed contracts with automated rejections, and applicant data flowing into an onboarding module that assigns tasks, timelines and equipment without re-entry. The six-month applicant deletion deadline with consent-based extension appears in the vendor's own privacy policy for its own hiring; we found no public information on automated applicant deletion at a configurable deadline inside the product. 10 11 4
The IT Integrator
The join path is close to one flow: multiposting, CV parser, scorecards, interview calendar sync, e-signed contracts, automated rejections, a stated six-month applicant deletion, and signed candidates flow into the onboarding module without re-entry, where workflows assign equipment tasks with reminders. I judge onboarding by whether it creates the account, and we found no public information on automated account or access provisioning; budget-gated requisitions are likewise not evidenced. 10 11 4
The Skeptic
The join path is genuinely one flow: multiposting including named free boards, a CV parser with fit scores and scorecards, calendar-synced interviews, e-signed contracts with automated rejections, and the signed candidate flowing into an onboarding module that assigns equipment and responsibilities on defined timelines with automatic reminders. Applicant deletion within six months is stated together with its exceptions. We found no public information on approval-gated requisitions with budget, or on onboarding tasks triggering payroll directly. 2 4 10 11
Employee data protection & co-determination
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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.
The People Lead
Subject rights are documented, six-month applicant retention is stated, encryption, role rights and an audit trail are claimed, and the AI support is described as optional with the final decision always made by a human — decent, but a works council will ask for more. I found no public information on a signable data-processing agreement, employee retention periods, automatically executed deletion in the product, or analytics and monitoring features that can be switched off for co-determination. 4 5
The Payroll Officer
Encryption, role rights and an audit trail are stated, AI assistance is opt-in with humans making the final decision, and applicant data is deleted after six months. But I found no public information on a signable data-processing agreement for the product, module-configurable or field-level roles, stated employee retention periods, or deletion that can be executed in the system — and nothing a works council could lean on for switching monitoring off. 4 5
The Works Council Advocate
Encryption, role rights and an audit trail are claimed, the operation is ISO 27001:2022 certified, and data-subject rights are documented — but the public pages do not answer my three questions: what exactly is logged, who can read it, and what can be switched off. We found no public information on a signable data-processing agreement, employee retention periods per data category, or configurable limits on behavioural features such as sickness-statistics reporting and the monitoring of onboarding-talk documentation. 5 4 11
The Data Protection Officer
Here I must record findings: we found no public information on a signable data processing agreement, no published subprocessor list for the product, and no evidence that employee-data retention or deletion executes on defined dates rather than ending as revision-safe archiving the customer administers. Encryption, role rights and an audit trail are named, operations are ISO 27001:2022-certified in German and Swiss data centres, and the privacy policy does state automatic deletion for website analytics — but for the most sensitive data about people who cannot decline the processing, that is thin. 4 5 8
The IT Integrator
Encryption, role rights and an audit trail are stated, data subject rights are documented, applicant data is deleted after at most six months, and AI ranking is optional with no automated decisions and a self-hosted open-source model — a works council can at least read the scope of the analytics. We found no public information on a signable data processing agreement, employee retention periods per category with automatic deletion, or field-level access control with a log of who read what. 5 4 10
The Skeptic
For the product itself the public record is one line — encryption, role rights and an audit trail — plus revision-safe archiving, while the detailed privacy policy governs the vendor's website and applicant handling rather than employee data in the suite. Subject rights are documented and applicant retention is stated at six months, but we found no public information on a signable data processing agreement, field-level permissions, retention periods per data category for employees, or monitoring and analytics features that can be switched off for a works council. 4 5 10
European sovereignty
panel opinion
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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.
The People Lead
German vendor with a Hamburg GmbH in the commercial register, hosting in rexx's own German and Swiss data centres under ISO 27001:2022 certification, an on-premises option for buyers who need it, and the non-EU processors on the website (Google, Twitter) named with their legal bases. The captured imprint lists Austrian and Swiss entities alongside the GmbH without saying which one closes customer contracts, and I found no public information on a published product subprocessor list or the data-centre provider behind the cloud. 2 3 4 8
The Payroll Officer
Rexx Systems GmbH is registered in Hamburg with German register court and VAT details, and the vendor's own pages describe hosting in its own cloud on ISO-certified German and Swiss data centres, plus an on-premises option — while the independently sourced attributes mark data residency as unconfirmed. I found no public information on a product subprocessor list, or on which of the German, Austrian and Swiss entities signs customer contracts. 2 3 8
The Works Council Advocate
A Hamburg-based GmbH running its own cloud on German and Swiss ISO-certified data centres, with an on-premises option for buyers who need it — that is the reassurance a council wants on paper. We found no public information on the product's subprocessor list or the data-centre provider's name, and the imprint lists group entities in Austria and Switzerland without saying which one signs customer contracts. 2 8 3 1
The Data Protection Officer
The foundations are European: a Hamburg contracting entity with a German register number, hosting in the vendor's own cloud on German and Swiss servers in ISO-certified data centres, and a genuine on-premises option. The chain is where it weakens — the data-centre provider behind the own cloud is not named, we found no public information on product subprocessors or on the vendor's ownership, and the imprint lists Austrian and Swiss sister entities without stating which of them signs customer contracts. 3 2 8 1
The IT Integrator
Vendor and contracting entity are German, hosting runs in rexx's own cloud in Germany and Switzerland with ISO 27001:2022 certified operation, and an on-premises option exists for buyers who need it. The imprint lists Austrian and Swiss group entities without saying which one closes customer contracts, and we found no public information on a published subprocessor list for the product or the named data-centre provider. 2 3 8
The Skeptic
A German GmbH in Hamburg, servers in the vendor's own cloud in Germany and Switzerland under ISO 27001-certified operation, and an on-premises option give a credible DACH footprint, and the non-EU website services that are named come with Data Privacy Framework certification or standard contractual clauses. But the imprint lists German, Austrian and Swiss entities without saying which one signs customer contracts, and we found no public subprocessor list for the service itself — the chain a buyer would audit is not documented. 2 3 4 8
Pricing transparency
not rated — the vendor publishes no price
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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.
The People Lead
The pricing page says it plainly: "Wir kalkulieren Ihre HR-Software individuell und nachvollziehbar" — individual calculation rather than standard packages, and while modular billing and an entry package of 32 consulting hours and eight training hours are described, no price figure appears on the captured pages. I could not begin to compute an annual invoice for my headcount from this, which is the whole test. 2
The Payroll Officer
The pricing page states the software is calculated individually with no standard packages, and not one figure is public: no per-employee price, no price for the standardised entry packages that list only thirty-two consulting and eight training hours, and no figures for the DATEV PMS switching discounts. No HR lead can compute any part of an annual invoice from these pages. 2
The Works Council Advocate
The pricing page states the software is calculated individually with no standard packages, and the only concrete figures anywhere are consulting and training hours in an entry package, with no prices. An HR lead cannot compute an annual invoice for their headcount from the public pages; every number is a sales conversation. 2 8
The Data Protection Officer
The pricing page states the software is calculated "individuell und nachvollziehbar" with no standard packages, and even the preconfigured entry package for smaller companies — 32 consulting hours and eight training hours — carries no figure. No per-employee price appears on the captured pages; an HR lead cannot compute one euro of the annual invoice from public information. 2
The IT Integrator
Everything is individually calculated — the pricing page says individual calculation with no standard packages — and even the preconfigured small-company entry package is stated in consulting and training hours rather than in currency. We found no public per-employee price, billing period, term or setup fee, so an HR lead cannot compute an invoice from the public pages. 2
The Skeptic
The vendor's own pricing page says the software is calculated individually with no standard packages — every invoice is a sales conversation, and we found no public per-employee price for any tier or module. Credit for stating the modular model, the entry package's contents of 32 consulting hours and eight training hours, and the one-time switching discount for DATEV PMS users; none of it lets an HR lead compute an annual invoice. 2
European sovereignty — proven facts
1 of 4 dimensions provenBuilt 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 DE ⚠ 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 | Not determined ⚠ unverified | — | uncited Report an error |
Where this could be wrong
- Evidence ages. The oldest capture behind this page is from 15 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. Das Impressum führt zusätzlich Rexx Systems Austria und Rexx Systems Schweiz AG; welche Entität die Kundenverträge schließt, wird nicht angegeben.
- Weak sourcing — Data residency, Subprocessors. Not confirmed on the vendor’s own pages as captured.
- 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.
- 7 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
- 5 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
- 4 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
- 1 data fact could not be confirmed on the vendor’s page as captured and was left out of this page and of the panel’s material. Know more? Tell us
- 2 sovereignty dimensions could not be confirmed on the vendor’s own pages and are shown as unknown. Know more? Tell us
Sources (11)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor homepage www.rexx-systems.com Checked 15 Sep 2026 Details →
- 2 Pricing www.rexx-systems.com Checked 15 Sep 2026 Details →
- 3 Imprint www.rexx-systems.com Checked 15 Sep 2026 Details →
- 4 Privacy policy www.rexx-systems.com Checked 15 Sep 2026 Details →
- 5 Digital personnel file & data model — found from sitemap www.rexx-systems.com Checked 1 Oct 2026 Details →
- 6 Payroll handoff — found from sitemap www.rexx-systems.com Checked 1 Oct 2026 Details →
- 7 Payroll handoff — found from sitemap www.rexx-systems.com Checked 1 Oct 2026 Details →
- 8 Absence & working-time — found from sitemap www.rexx-systems.com Checked 1 Oct 2026 Details →
- 9 Absence & working-time — found from sitemap www.rexx-systems.com Checked 1 Oct 2026 Details →
- 10 Recruiting & onboarding — found from sitemap www.rexx-systems.com Checked 1 Oct 2026 Details →
- 11 Recruiting & onboarding — found from sitemap www.rexx-systems.com Checked 1 Oct 2026 Details →