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HR Management

rexx systems

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Panel 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 Skeptic

Weighted verdict

Has watched three HR suites promise one system and deliver five modules with a shared logo. Reads every claim for what it does not say: which module the feature lives in, what it costs on top, and whether "integration" means a maintained connector or a documented endpoint someone could build against.

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

Scored by The Skeptic

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 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

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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 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

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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 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

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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 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

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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 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

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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 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

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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 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

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European sovereignty — proven facts

1 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.

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Sources (11)

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

  1. 1 Vendor homepage www.rexx-systems.com Checked 15 Sep 2026 Details →
  2. 2 Pricing www.rexx-systems.com Checked 15 Sep 2026 Details →
  3. 3 Imprint www.rexx-systems.com Checked 15 Sep 2026 Details →
  4. 4 Privacy policy www.rexx-systems.com Checked 15 Sep 2026 Details →
  5. 5 Digital personnel file & data model — found from sitemap www.rexx-systems.com Checked 1 Oct 2026 Details →
  6. 6 Payroll handoff — found from sitemap www.rexx-systems.com Checked 1 Oct 2026 Details →
  7. 7 Payroll handoff — found from sitemap www.rexx-systems.com Checked 1 Oct 2026 Details →
  8. 8 Absence & working-time — found from sitemap www.rexx-systems.com Checked 1 Oct 2026 Details →
  9. 9 Absence & working-time — found from sitemap www.rexx-systems.com Checked 1 Oct 2026 Details →
  10. 10 Recruiting & onboarding — found from sitemap www.rexx-systems.com Checked 1 Oct 2026 Details →
  11. 11 Recruiting & onboarding — found from sitemap www.rexx-systems.com Checked 1 Oct 2026 Details →