Recruiting
BITE
EU-Made Report an errorPanel 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 BITE GmbH · www.b-ite.de
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Read this page as one judge. Each weighs the same scores by what they care about.
The panel's verdict
BITE's applicant management earns its strongest scores on job distribution, which clusters at 6-7: multiposting to more than 1,000 job boards with German generalist, niche and regional boards, Arbeitsagentur reporting, Google for Jobs, and success statistics by board and by ad. Sovereignty scores cluster at 5-6 on a German contracting entity (register court Ulm, HRB 722234), ISO 27001, ISO 9001 and TÜV certification, and a statement that development and data hosting take place exclusively in Germany — though that statement sits in homepage marketing, the privacy policy is silent on storage location, and we found no published subprocessor list. Applicant data governance is weakest, at 1-3: the published privacy policy covers the website's contact form, the customer privacy notice governing applicant records must be requested by email, and judges weighed that gap differently. Candidate pipeline scores span 4-6 (free evaluator accounts and granular rights credited; we found no public information on interview scheduling or a stage-change history), and integrations and handover span 2-3, with no public information on a documented API or a handover to a named HR system.
Speaks for it
- Multiposting to more than 1,000 job boards, with Arbeitsagentur reporting and Google for Jobs controlled from one central system
- Supervisors submit assessments directly through an email or SMS link, and evaluator accounts are free and unlimited
- Skill matching names its inputs and shows matching and missing skills beside the score, with requirements definable as mandatory or optional
- A flexible rights and roles model can grant the works council or external parties read access
- The vendor states that development and data hosting take place exclusively in Germany, with ISO 27001, ISO 9001 and TÜV certification published
Held against it
- The published privacy policy covers the website and its contact form, and the notice covering applicant processing must be requested by email
- We found no public information on deletion deadlines for applicant data, talent-pool consent, or a log of who viewed or exported an applicant file
- We found no public information on a documented API, single sign-on, or a handover to a named HR or payroll system
- Eight AI modules are marketed largely by name, with no public information on a per-feature switch-off, the model providers, or an EU AI Act position
- Pricing is by individual, non-binding quote scaled on employee count and the number of Power Users, with no price figures stated
Best for
- You post across Germany and want multiposting to more than 1,000 job boards, Arbeitsagentur reporting and Google for Jobs from one system
- Hiring managers outside HR should assess candidates through a simple link, with evaluator accounts free and unlimited
- You want a standalone career page built to your corporate design, with filters, job alerts and an interactive map
- Procurement requires a German contracting entity and a vendor statement that development and data hosting take place exclusively in Germany
Avoid if
- You must review the privacy terms governing applicant data before signing — the covering notice is available only by email request
- Your hires need to flow into an existing HR or payroll system through a documented interface
- You need documented deletion deadlines and access logs for applicant files at procurement stage
- Your works council will ask who provides the AI modules and whether they can be switched off per feature
The scores
Applicant management & hiring workflow
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How this is scored
The daily work of hiring: pipeline stages per job, collaboration with hiring managers, structured evaluation, interview scheduling and candidate communication — judged on whether a decision is documented rather than merely made.
0 — An inbox of applications with a status field; no stages per job, no shared evaluation and no record of who decided what.
3 — A fixed pipeline with drag-and-drop stages and email templates, but hiring managers see everything or nothing, and evaluation is free-text comments.
5 — Configurable pipelines per job, hiring-manager access limited to their own vacancies, structured scorecards, interview scheduling with calendar integration, and templated candidate emails in German.
8 — Approval workflows for requisitions and offers, role-based access per team and location, structured interview kits, bulk actions with automated but reviewable candidate communication, and a history on each candidate of every stage change and who made it.
10 — The pipeline is an auditable record of a fair process: every decision attributed and reasoned, evaluation criteria fixed before applications arrive, reporting on time-to-hire and drop-off per stage, and the full history exportable per candidate for an AGG dispute.
The Talent Acquisition Lead
Every applicant arrives in one record with the process step reached, responsibilities, and shared plus individual assessments — and supervisors submit their evaluations through an email or SMS link, with unlimited free evaluator accounts, which is a hiring-manager workflow my two-person team could actually run. Read and write rights are assignable per person or group, extendable even to the works council. I found no public information on interview scheduling with calendar integration, templated candidate communication, or a per-candidate history of stage changes and who made them, so a decision is only partly documented. 1 2 5
The Employer Branding Manager
Every applicant lands in one place with their process step, responsibilities and superior and individual evaluations recorded, and supervisors enter assessments via an email or SMS link straight into the system — the decision is documented, not merely made. Granular rights extend even to the works council and external parties, with unlimited free evaluator accounts for managers. We found no public information on pipeline stages configurable per job, interview scheduling with calendar integration, or templated candidate emails. 1 2 5
The Data Protection Officer
The applicant manager records each applicant's process step, responsibilities and both superior and individual assessments, superiors enter their appraisal directly into the system via an email or SMS link, and rights can be granted per person or group — including read access for the works council. We found no public information on interview scheduling with calendar integration, templated candidate emails, or a per-candidate history of who moved which stage when, which is the attribution an AGG dispute would actually need. 1 5
The Works Council Advocate
Process step reached, responsibility and both higher-level and individual evaluations are recorded per applicant, supervisors submit structured assessments via an email or SMS link straight into the system, and a fully flexible rights and roles model can even grant the works council or external parties read access — that last point matters to me. We found no public information on interview scheduling with calendar integration, templated candidate emails, or a per-candidate history of who changed which stage and when, so the pipeline is documented but not yet an auditable record. 1 2 5
The HR IT Integrator
Applicants land in one system with their process step, responsibilities and supervisor evaluations captured through a link-based Vorgesetztenprozess, and a granular role model that can even open read access to the works council, with evaluator seats free and unlimited. I found no public information on interview scheduling with calendar integration, on templated or automated candidate communication, or on an exportable history of who changed which stage, so decisions are attributed but the workflow around them is not evidenced. 1 2 5 8
The Skeptic
Applicant records carry the process step reached, the responsible person, and superior as well as individual evaluations; supervisors submit assessments via an email or SMS link, evaluator accounts are free and unlimited, and the role model can grant the works council read access. We found no public information on interview scheduling with calendar integration, per-job stage configuration, or a per-candidate history of who changed which stage. 1 2 5 8
Multiposting, career page & candidate experience
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How this is scored
Getting a vacancy in front of the right people and letting them apply: job-board distribution for the German market, the career page, and an application process that does not lose candidates on a phone.
0 — No career page and no job-board distribution; vacancies are posted by hand elsewhere.
3 — A basic hosted job list and free aggregator feeds, with no named German boards, and an application form that requires an account or a desktop.
5 — A branded career page, multiposting to named boards including the Bundesagentur für Arbeit and at least one major German paid board, Google for Jobs markup, and mobile application without an account.
8 — Multiposting with booking and budget tracking per board from inside the system, source attribution per applicant, career page in several languages with an embeddable widget, accessibility stated, and an application form configurable per job.
10 — Distribution is measured, not only broadcast: cost and applicants per channel reported, the career page meets a stated accessibility standard, one-click or CV-parse application on mobile, and candidates can see their own status and withdraw themselves.
The Talent Acquisition Lead
Posting runs centrally out of the applicant manager to over 1,000 boards with Stepstone, XING, stellenanzeigen.de, meinestadt.de and niche boards named, plus the Arbeitsagentur reporting duty and Google for Jobs in the service list — no separate login anywhere. The application form is responsive on phones, can be paused and resumed, puts no restrictions on attachments, and success statistics group by job board and posting. I found no public information on booking and budget tracking per board inside the system, a multilingual career page with an embeddable widget, or an application form configurable per job. 2 4 5 6 7
The Employer Branding Manager
Multiposting spans over a thousand boards with German paid boards named — StepStone among them — plus Google for Jobs, the Arbeitsagentur reporting duty, and a standalone career page with an interactive map, filters and job alerts. Applications are responsive on the phone with pause-and-resume, no file restrictions and stated accessibility including screen readers, and success statistics group results by job board and job ad — the per-channel view I budget on. We found no public information on booking and budget tracking per board from inside the system, per-applicant source attribution, or a career page in several languages. 5 6 7
The Data Protection Officer
Multiposting covers more than a thousand boards with named generalist, niche and regional German boards, the Arbeitsagentur reporting obligation and Google for Jobs, and success statistics are grouped by job board and by job ad. The career page is configurable, accessibility features such as screen readers and keyboard operation are stated, and applications run on smartphones with unrestricted attachments and WhatsApp as an entry point. We found no public information on booking and budget tracking per board from inside the system, a multilingual career page, or candidates viewing their own status and withdrawing themselves. 2 5 6 7
The Works Council Advocate
Multiposting to more than 1,000 boards with named German partners such as Stepstone, XING, meinestadt.de and Jobware, the statutory Arbeitsagentur reporting duty and Google for Jobs as services, a standalone career page with layout options, interactive map, job alerts and search, and fully barrier-free, mobile-responsive application with pause and resume. Success statistics grouped per job board and per job ad point toward measured distribution, but we found no public information on per-board booking and budget tracking from inside the system, career-page languages, or candidates seeing their own status and withdrawing themselves. 2 4 5 6 7
The HR IT Integrator
Multiposting to more than 1,000 boards with direct interfaces to Indeed, Jobware, Stepstone and German generalist, niche and regional boards, plus Arbeitsagentur reporting, Google for Jobs and a career page built to corporate design with filters, job alerts and a map view. Success statistics grouped by job board and job ad, print cost tracking via OCR code, form tracking and stated applicant-facing accessibility move this past the basics. What I did not find: booking and budget tracking per board, a multilingual career page, or a way for candidates to see their own status and withdraw themselves. 2 5 6 7
The Skeptic
Multiposting to over 1,000 boards with named German boards from Stepstone to meinestadt.de, Arbeitsagentur reporting and Google for Jobs on the services list, a fully configurable standalone career page, stated accessibility including screen readers and keyboard operation, and mobile application with pause and resume. We found no public information on booking and budget tracking per board from inside the system or per-applicant source attribution. 2 4 5 6 7
Retention, deletion & talent-pool consent
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How this is scored
What happens to the data of people who were not hired: automatic deletion on a configurable deadline, talent-pool consent that expires, data-subject requests, and access logging — the criterion the employer is actually liable for.
0 — Nothing stated about retention or deletion; applicant data stays until someone removes it by hand.
3 — Manual deletion and an anonymise button exist, but no automatic deadline, and talent-pool storage has no stated consent step.
5 — Automatic deletion or anonymisation after a configurable period after rejection, talent-pool storage only with recorded consent, and a documented way to answer an access or erasure request.
8 — Retention rules per country or entity, consent with expiry and automated re-consent requests, candidate self-service for their own data, a log of who viewed or exported an applicant file, and permissions a works council can review.
10 — Governance that can be evidenced: deletion runs are logged and reportable, special-category data can be excluded or restricted by field, every export is recorded, and the vendor publishes how deletion propagates to backups and to the job boards and tools it syncs with.
The Talent Acquisition Lead
The published privacy policy documents deletion once storage is no longer required (restricted where retention duties apply), the full set of data-subject rights and a designated data protection officer — but that text governs the website and its contact form. I found no public information on automatic deletion after a configurable period post-rejection, talent-pool consent, or any log of who viewed or exported an applicant file, and the supplementary customer privacy policy must be requested by email rather than published. 3
The Employer Branding Manager
The privacy policy covers the website and its contact forms — data deleted when no longer required, with a designated data protection officer and the standard data-subject rights — but that is the marketing site, not applicant records. We found no public information on retention deadlines for applicant data, automatic deletion after rejection, talent-pool consent, candidate self-service, or any log of who viewed or exported an applicant file. That is thinner governance than what I am personally liable for. 3
The Data Protection Officer
For applicant data itself the captured pages state nothing: no automatic deletion on a configurable deadline after rejection, no talent-pool consent with expiry, no automated re-consent requests, and no log of who viewed or exported an applicant file. The published privacy policy covers the website — a retention statement for contact-form data and the standard rights list — and the supplementary statement that would govern processing of applicants must be requested by email. 3
The Works Council Advocate
We found no public information on automatic deletion deadlines for applicant files, talent-pool consent with expiry, or a log of who viewed or exported an applicant file — the deletion statements on the site concern the vendor's own contact form, and the supplementary customer privacy statement must be requested by email rather than read publicly. A designated data-protection officer contact and documented data-subject rights exist, which is a channel but not governance a works council can review in advance. 3
The HR IT Integrator
Everything the captured privacy policy says about deletion concerns the website and its contact form; the customer-specific privacy notice that would cover applicant records exists only on request by email, so the public record is near-silent precisely where the employer is liable. I found no public information on automatic deletion deadlines after rejection, talent-pool consent, applicant self-service for their own data, or any log of who viewed or exported an applicant file. 3
The Skeptic
The only retention statement on the captured pages covers the website contact form; the privacy statement covering customer processing must be requested by email, and we found no public information on automatic deletion deadlines for applicant data, talent-pool consent, access logging or reportable deletion runs. Data-subject rights and a designated contact for the data protection officer are documented. 3 5
AI screening transparency & control
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How this is scored
Whether any automated ranking, matching, parsing or rejection is disclosed, explained and switchable — recruitment is a high-risk use under the EU AI Act, and an undisclosed score next to a candidate's name is a co-determination matter. A product without AI features is judged on stating so.
0 — AI matching or scoring is marketed with no statement of what it evaluates, where it runs, or whether it can be turned off.
3 — AI features are described as a benefit, with a general assurance that humans decide, but no documentation of inputs, no per-feature switch and no model or provider named.
5 — Each AI feature is described with its purpose and inputs, can be disabled per account, never rejects a candidate without a human action, and the model provider or subprocessor is named.
8 — AI outputs are shown with their reasoning to the recruiter, candidates are informed when AI is used, protected attributes are stated to be excluded, EU processing is available for the AI features, and the vendor publishes its EU AI Act position.
10 — The vendor treats recruitment AI as the high-risk system the law says it is: documentation a works council can base an agreement on, bias testing described and repeated, logs of every AI-assisted decision retained for audit, and every AI feature off by default until the customer enables it.
The Talent Acquisition Lead
The skill-matching page states what the system evaluates — skills, experience, qualifications, languages — lets me mark each requirement mandatory or optional, and shows matching and missing skills with a structured summary beside the score, which is a match result I could explain and defend to a candidate. Eight AI modules are marketed largely on names, and I found no public information on a per-feature switch, on whether any AI step can act without a human, on the model provider or its processing location, or on a published EU AI Act position. 4 8 9
The Employer Branding Manager
Skill matching is documented better than most: the analysed criteria — knowledge and skills, experience, qualifications, language skills — are named, requirements can be set as mandatory or optional, and results show match scores with matching and missing skills plus a structured summary the recruiter can read. Beyond that, we found no public information on a per-feature switch, the model provider or where it processes, an assurance that humans decide, or an EU AI Act position — and several of the eight AI modules, from the copilot to the assistant, appear only as names. 2 8 9
The Data Protection Officer
The skill matching is described with its inputs — knowledge and skills, work experience, qualifications and languages from the submitted documents — with requirements definable as mandatory or optional, and results are shown as match scores with matching and missing skills, including a match score directly in the candidate list. We found no public information on a per-account switch for any AI feature, the model or provider behind the matching, parsing or certificate analysis, informing candidates, or the vendor's EU AI Act position; an unexplained score next to a name is precisely the co-determination matter a works council will raise. 5 8
The Works Council Advocate
The skill-matching feature is disclosed down to its inputs — skills, experience, qualifications and languages, with requirements definable as mandatory or optional — and results are shown as match scores with matching and missing competencies; that a match score can sit directly in the list of all applications is precisely a co-determination matter. We found no public information on a per-feature switch-off, the model provider or where the AI runs, an assurance that no candidate is rejected without a human action, or any published EU AI Act position, and the further AI modules such as the recruiting assistant, the certificate analysis and the copilot are named without equivalent documentation. 2 5 8 9
The HR IT Integrator
Eight AI modules are marketed, and the flagship KI Skill-Matching does document its inputs — knowledge, experience, qualifications and languages, with mandatory or optional weighting — showing matching and missing skills beside the score. But that score can sit directly in the candidate list and reruns automatically whenever documents change, and I found no public information on a per-feature off-switch, the model or provider behind NIIID, Finnit or the CV parser, a human-decision statement, or any EU AI Act position a works council could rely on. 4 5 8 9
The Skeptic
Skill matching documents its inputs — knowledge, experience, qualifications, languages — and shows its reasoning to the recruiter with matching and missing skills, and the match score is displayed directly in the candidate list, recalculated automatically on any change. Eight AI modules are marketed as benefits, and we found no public information on switching any of them off per feature, a human-decision requirement, the model providers behind them, or an EU AI Act position. 2 4 5 8 9
HR handover, integrations & API
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How this is scored
The hire does not end in the ATS: handover to the HR system and payroll, identity and calendar integration, e-signature for contracts, and an API a team can build on.
0 — No integrations and no API; a hired candidate is retyped into the HR system.
3 — A CSV export and an email integration, with a partner marketplace that names no German HR or payroll systems.
5 — A documented API, calendar and video-interview integration, and a named handover to at least one HR system common in DACH (e.g. Personio, DATEV-connected systems, SAP SuccessFactors).
8 — Maintained integrations with several named HR systems carrying the hire's data without retyping, SSO and SCIM, e-signature for offers and contracts, webhooks, and an API with published limits.
10 — Integration is designed rather than bolted on: a versioned API with a deprecation policy, handover that carries documents and consent status into the HR record, deletion that propagates to connected systems, and the vendor maintaining the German integrations itself.
The Talent Acquisition Lead
What is published is in-house: an onboarding module with automated workflows and task distribution, digital signatures in the product list, plus direct interfaces to job boards for distribution. I found no public information on a documented API, on handover carrying a hire into a named German HR or payroll system such as Personio or DATEV, or on single sign-on, SCIM or webhooks — the hire would end inside BITE's own onboarding world rather than in our HR system. 4 6 10
The Employer Branding Manager
There is an onboarding module with automated workflows and task distribution, digital signatures and BITE Telephony, which covers the first days of a hire. We found no public information on a documented API, SSO or SCIM, webhooks, or handover to a named HR or payroll system common in DACH — so I cannot tell from the pages whether a hire has to be retyped into Personio or DATEV. 2 4 10
The Data Protection Officer
What is evidenced points at BITE's own perimeter — digital signatures, telephony and an onboarding module that automatically distributes appointments and tasks. We found no public information on a documented API, webhooks, single sign-on, or a handover carrying the hire into a named HR or payroll system of the DACH market. 2 10
The Works Council Advocate
An onboarding product with automated workflows, telephony and digital signatures are named on the vendor's own pages, but we found no public information on a documented API, on handover to any named HR or payroll system in the DACH region, or on single sign-on and SCIM. For our committee the question of where a hired candidate's file lands stays open, and that alone is grounds to withhold agreement. 2 4 10
The HR IT Integrator
This is where I could not sign off a rollout: I found no public information on a documented API, SSO, webhooks, or a maintained handover to Personio, SAP SuccessFactors or a DATEV-connected payroll, so as the public pages show it, a hire would move to the HR system by hand. Digital signatures, telephony and an onboarding module with automated workflows exist as BITE's own extensions, and without named German HR or payroll partners there is no evidence of who maintains any interface beyond the job boards. 2 4 10
The Skeptic
Digital signatures, telephony and an onboarding module with automated workflow distribution sit on the product list, and jobs flow to over 1,000 boards through direct interfaces and ad partners. We found no public information on a documented API, webhooks, single sign-on, or a named handover to an HR or payroll system common in DACH. 2 4 10
European sovereignty
panel opinion
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How this is scored
Where applicant data lives, who the contracting entity is, who the subprocessors are — including the job boards, CV parsers and AI providers the system passes CVs to. Independently sourced by the sovereignty pipeline; weighted higher here than in categories holding the customer's own data, because every record belongs to a third party who never chose the vendor.
0 — Non-EU vendor and contracting entity, hosting unstated, subprocessors unnamed, and CV parsing or AI processing of unclear location.
3 — EU hosting offered as an option while the contracting entity is non-EU, or the subprocessor list is absent, or CV parsing and AI features run outside the EU without saying so.
5 — EU hosting as standard and an EU contracting entity, but parts of the chain — parsing, AI, email delivery — are non-EU without an explained safeguard.
8 — EU hosting on named infrastructure, EU contracting entity, subprocessor list published including parsing and AI providers, and a DPA that covers applicant data as the customer's processing.
10 — Sovereign end to end and evidenced: vendor, entity, hosting and every subprocessor European, certification published, and the AI and CV-parsing features run within the EU on providers the customer can see.
The Talent Acquisition Lead
A German GmbH registered in Ulm, with development and data hosting stated to be exclusively in Germany and ISO 27001 plus TÜV certification published — more than a checkbox European flag. The storage statement sits in homepage copy while the privacy policy is silent on where data is held, and the supplementary customer privacy policy is available only on request. I found no published subprocessor list, so the chain behind the CV parser and the AI modules is not visible. 1 3 5 8
The Employer Branding Manager
A German contracting entity in Ulm, development and data hosting stated to take place exclusively in Germany, and ISO 27001, ISO 9001 and TÜV certification give a solid European base for records that belong to third parties. The data-location statement sits in homepage marketing copy while the privacy policy is silent on storage, and the customer-specific privacy statement must be requested by email; we found no public subprocessor list, and where the CV parsing and AI features run is not separately stated. 1 3 4 6
The Data Protection Officer
The contracting entity is a German GmbH seated in Ulm, and the homepage states that development and data hosting take place exclusively in Germany, alongside ISO 27001, ISO 9001 and TÜV certification claims. That hosting statement sits in marketing copy while the website privacy policy is silent on where data is stored, and we found no public information on any subprocessor — neither the CV parser nor any AI provider is named — nor a published data-processing agreement covering applicant data. 1 3 4
The Works Council Advocate
A German contracting entity with a register court and number, development and data hosting stated to be exclusively in Germany, and published ISO 27001, ISO 9001 and TÜV certification give a solid European footing. But the exclusive-Germany statement sits in homepage marketing while the privacy policy stays silent on storage location, the advertising and social-media partners are named in marketing rather than in a published subprocessor list, and we found no public information on where the AI modules and CV parsing run. 1 3 4 6
The HR IT Integrator
The contracting entity is the German BITE GmbH with a German register court, register number and VAT ID, and the vendor states that development and data hosting take place exclusively in Germany, backed by published ISO 27001, ISO 9001 and TÜV certification. What holds this back: the hosting statement sits in homepage marketing while the website privacy policy is silent on storage location, the customer privacy notice is email-on-request only, and I found no published subprocessor list — including who actually runs the CV parser and the AI modules that read every application. 1 3 4
The Skeptic
A German contracting entity with a published register entry, exclusive hosting and development in Germany, and published ISO 27001 and TÜV certification are strong signals. The Germany statement sits in homepage marketing copy while the privacy policy is silent on where data is stored, and we found no public information on a subprocessor list, including where the CV parsing and AI features run or who provides them. 1 3 4 6
Pricing transparency
not rated — the vendor publishes no price
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How this is scored
Whether a buyer can compute the real annual cost from public pages alone: the pricing model (per employee, per open job, per recruiter seat), job-board posting costs, add-ons for AI, career page or integrations, and the minimum term.
0 — No public prices at all; every tier is a sales conversation.
3 — A starting price exists, but the pricing basis (employees, jobs, seats) or which features sit in which tier is unstated — the invoice is unknowable.
5 — Tier prices public with the pricing basis and main limits given, but at least one commonly needed piece (paid job-board postings, AI features, integrations, extra seats) is unpriced.
8 — Every tier priced publicly with its basis and limits, add-on prices listed, job-board posting costs or the booking model stated, minimum term and VAT treatment given.
10 — Complete price computability: annual invoice derivable for a given company size, number of open roles and recruiter seats, with every add-on, posting package and overage published.
The Talent Acquisition Lead
No price figure appears on any captured page; the pricing page offers only a quote request. It does disclose the basis — employee count and the number of Power Users, with evaluator accounts for managers free and unlimited — but without a single price I cannot compute even an approximate annual invoice, and I found no public information on prices for the AI modules, the onboarding module or posting packages. 2 9
The Employer Branding Manager
The pricing page offers only 'Angebot anfordern' with no figures anywhere; the quote is built on employee count and the number of power users, and unlimited free evaluator accounts are the only stated cost. I read pricing pages for what a StepStone posting actually adds to the bill — here we found no public information on any posting cost, add-on price, minimum term or VAT treatment, so the annual invoice is not computable from the pages. 2 9
The Data Protection Officer
The pricing page shows only 'Angebot anfordern' — an individual, non-binding quote — and no price is stated on the captured pages. The quote inputs are disclosed (employee count and number of Power Users, with evaluator accounts for superiors unlimited and free), which lets a buyer size a request but not compute an invoice. 2 9
The Works Council Advocate
The captured pages show no prices at all — only 'Angebot anfordern' and an individual, non-binding quote — though the buyer is told the basis: employee count plus the number of power users, with evaluation accounts for supervisors free and unlimited. Helpful for understanding the model, but no figure is stated anywhere, so the annual invoice cannot be derived from public pages. 2 9
The HR IT Integrator
The pricing page offers only 'Angebot anfordern' — no tier prices, no add-on prices, and no minimum term or VAT treatment on the pages I saw. The only public pricing facts are that the offer is individual and non-binding, that it scales on employee count plus the number of Power Users, and that evaluator accounts for hiring managers are free and unlimited. 2 9
The Skeptic
The pricing page offers only an unverbindliches Angebot with no figures stated, so the real annual invoice is a sales conversation. The quote inputs are disclosed — employee count and the number of Power Users, with evaluator accounts free and unlimited — but no tier price, job-board posting cost, add-on price or minimum term is public. 2 9
European sovereignty — proven facts
2 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 | 3/3 pts | 4 Report an error |
|---|---|---|---|
| Ownership | Not determined | — | uncited Report an error |
| Data residency | EU only ⚠ unverified | 3/3 pts | 1 Report an error |
| Subprocessors | Not determined | — | uncited Report an error |
Where this could be wrong
- Evidence ages. The oldest capture behind this page is from 22 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 — Data residency. The statement sits in homepage marketing copy (security section) and is not repeated in the website privacy policy, which is silent on where data is stored; the customer-specific privacy policy referenced in S3 must be requested by email.
- 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.
- 17 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
- 3 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
- 1 integrations 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
- 1 pricing 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
Sources (10)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor homepage www.b-ite.de Checked 22 Sep 2026 Details →
- 2 Pricing page www.b-ite.de Checked 22 Sep 2026 Details →
- 3 Privacy policy www.b-ite.de Checked 22 Sep 2026 Details →
- 4 Legal notice www.b-ite.de Checked 22 Sep 2026 Details →
- 5 Applicant management & hiring workflow — found from sitemap www.b-ite.de Checked 1 Oct 2026 Details →
- 6 Multiposting, career page & candidate experience — found from sitemap www.b-ite.de Checked 1 Oct 2026 Details →
- 7 Multiposting, career page & candidate experience — found from sitemap www.b-ite.de Checked 1 Oct 2026 Details →
- 8 AI screening transparency & control — found from sitemap www.b-ite.de Checked 1 Oct 2026 Details →
- 9 AI screening transparency & control — found from sitemap www.b-ite.de Checked 1 Oct 2026 Details →
- 10 HR handover, integrations & API — found from sitemap www.b-ite.de Checked 1 Oct 2026 Details →