Recruiting
coveto
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 coveto ATS GmbH · www.coveto.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
coveto is a German applicant-management system from coveto ATS GmbH in Nidda, offered as SaaS or on premises, covering hiring from application to contract signature or rejection. Its strongest area is job distribution at 7, with no spread: multiposting to the Bundesagentur für Arbeit and its partner boards, Indeed as a stated ATS Gold Partner, roughly 2,500 premium channels bookable directly, and an embeddable multilingual career portal accepting WhatsApp applications. Candidate pipeline and sovereignty sit at 6, applicant data governance at 6-7, resting on an AGG/DSGVO deletion list with customer-set deadlines and talent-pool consent held as immutable proof. The weakest readings are pricing transparency at 3-5, AI screening control at 3-4 and integrations and handover at 4-6, and here the judges genuinely divide: some credit the public tier limits, the documented CV parsing and a real REST API surface, while others weigh prices labeled examples for a personal quote, AI features described without their inputs, and personnel-file interfaces described only generically. The privacy policy itself states that processors outside the EU may be used during contract performance.
Speaks for it
- Multiposting reaches the Bundesagentur für Arbeit and its partner boards plus roughly 2,500 premium channels bookable directly from the system, with Indeed a stated ATS Gold Partner.
- Rejected applicants land on an AGG/DSGVO deletion list with a customer-set deadline monitored automatically.
- Talent-pool consent is captured during the online application and held as immutable proof.
- Hosting sits exclusively in German datacentres certified TÜV Stufe 2 tekPlus and ISO 27001:2022, with a free data-processing agreement for EU customers and an external data-protection officer.
- A bidirectional REST API with examples, a webhook API, Zapier and Make give a team a buildable integration surface.
Held against it
- The pricing page labels its shown prices examples for a personal quote, and we found no public information on recurring tier prices or job-board posting costs.
- We found no public information on what the agentic assistant cAIveto evaluates, on per-feature AI switches, a named model provider, or the vendor's EU AI Act position.
- Interfaces to personnel-file and time-tracking systems are described generically, and we found no public information naming a specific German HR or payroll system for the handover.
- The process history is described as showing when each event happened, and we found no public information on who made each stage change.
- The privacy policy states that processors outside the EU may be used during contract performance, and we found no public information on a product subprocessor list covering CV parsing or the AI features.
Best for
- You hire for the German market and want a job entered once and posted to the Bundesagentur für Arbeit, its partner boards and roughly 2,500 premium channels, with applications arriving centrally.
- Your compliance work depends on AGG/DSGVO deletion deadlines you set yourself and talent-pool consent recorded as immutable proof.
- You require a German vendor with hosting exclusively in German datacentres, a free data-processing agreement for EU customers and an external data-protection officer.
- You have developers who can build on the documented bidirectional REST API, webhook API, Zapier and Make.
Avoid if
- You need to compute your annual cost from public pages — the pricing page calls its shown prices examples for frequently booked variants that lead to a personal quote.
- Your contracts exclude processors outside the EU — the privacy policy states they may be used during contract performance.
- Your works council requires a decision trail naming who made each stage change — the vendor describes its history as showing when something happened.
- Your retention schedule needs one published figure — the captured pages give four months after the decision in one place and ten years under statutory duties in another.
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
The decision-maker extranet with rights set per screen and scoping per user, branch or company is exactly how managers at three locations could work their own vacancies, and the stored process history with emails, phone notes and appointment logging plus batch actions makes the daily work traceable. But we found no public information on structured scorecards or interview kits, on approval workflows for offers, or on recording who made each stage change, and calendar integration sits only in the largest plan — so the defensible-decision core I need is only partly evidenced. 1 2 5 6 9
The Employer Branding Manager
The whole hiring process from application to contract signature is mapped digitally, with a logged history including emails and phone notes, a decision-maker extranet for staffing requests, permissions settable per screen and scoped to user, branch or company, an appointment organizer with reminders and automatic logging, plus batch processing and a template library for candidate communication. We found no public information on structured scorecards or interview kits, and no statement that every stage change records who made it — which is what separates a documented decision from a merely made one. 1 2 5 6 9
The Data Protection Officer
The process from application through interviews to contract signature or a considered rejection is mapped digitally, with a dashboard per selection step, bulk processing, per-screen permissions, a decider extranet for hiring managers and a stored history of the entire process including e-mails and phone notes showing when each event happened. We found no public information on structured scorecards or interview kits, on approval workflows for offers, or on any record of who made each stage change. 1 5 6 9
The Works Council Advocate
The captured pages map the whole hiring process digitally with a stored history of emails and phone notes, per-screen rights down to who may see which document, a staffing-request extranet for hiring managers, and an appointment organizer that logs itself. But we found no public information on structured scorecards, on approval steps for requisitions and offers, or that a stage change is recorded together with the person who made it — a history that shows when something happened but not who decided it is only half an audit trail for a works council. 1 2 5 6
The HR IT Integrator
The daily workflow is covered — a decider extranet, staffing requisitions raised from it, appointment logging, bulk processing and a full history of the hiring process with emails and phone notes, with access scoped per user, branch or company. We found no public information on structured scorecards or interview kits, and the history is described as showing when something happened with nothing on who made each decision, so the process is recorded but not yet an attributable decision trail. 1 2 5 9
The Skeptic
The daily workflow is genuinely there: an end-to-end hiring process with a stored history of emails and phone notes, a decision-maker extranet, appointment reminders with automatic logging, bulk processing, and templated German candidate communication, with access controlled per screen, branch and company rather than all-or-nothing. What holds this below the next level is that we found no public information on structured scorecards or interview kits, approval workflows for offers, or a record of which person made which stage change — decisions appear documented but not attributed. 1 2 5 6 9
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
Named German boards including the Bundesagentur für Arbeit and Stepstone, roughly 2,500 premium channels bookable directly from the system, an embeddable career portal that is multilingual for applicants, and channel-performance and cost-per-hire reporting make distribution genuinely strong. We found no public information on a stated accessibility standard for the career page, on budget tracking per board, or on candidates seeing their own status and withdrawing themselves — that keeps it short of the top band. 1 5 7 8
The Employer Branding Manager
Multiposting reaches the Bundesagentur für Arbeit and its partner boards free of charge, Google for Jobs, Indeed Apply and paid German boards including StepStone, Jobware and stellenanzeigen.de, with premium postings bookable directly from coveto and claimed up to 20% cheaper than list price; the career portal embeds via generated HTML code, is responsive and multilingual for applicants, and WhatsApp applications and CV parsing keep applying low-friction. We found no public information on a stated accessibility standard, per-applicant source attribution, or candidates viewing and withdrawing their own status, though channel performance and cost-per-hire are reported as key figures. 1 5 7 8 10
The Data Protection Officer
Multiposting covers named German boards including the Bundesagentur für Arbeit and Stepstone among roughly 2,500 premium channels bookable directly from the system, the career portal is embeddable into the company website via generated HTML code and is offered multilingually for applicants, and channel performance counts among the reported figures. We found no public information on budget tracking per board, a stated accessibility standard, or any way for candidates to see their own status and withdraw themselves. 1 5 7 8
The Works Council Advocate
Multiposting reaches the Bundesagentur and named paid boards such as Stepstone, bookings run directly out of the system, and channel performance is reported alongside cost-per-hire; the career portal embeds via generated HTML code and is offered multilingually, with CV parsing and WhatsApp applications lowering the hurdle. We found no public information on a stated accessibility standard for the career page, on budget tracking per board, or on candidates seeing their own status and withdrawing themselves. 1 5 7 8 10
The HR IT Integrator
A job is entered once and distributed to named channels including the Bundesagentur für Arbeit, Indeed as an official Gold ATS partner and Stepstone, bookable directly from the product, with channel-performance and cost-per-hire reported and a multilingual career portal that embeds via HTML code. We found no public information on per-board budget tracking, a stated accessibility standard, or an application form configurable per job. 1 5 7 8
The Skeptic
Multiposting covers the German market properly — Bundesagentur für Arbeit and its partner boards, Indeed as a stated ATS Gold Partner, Stepstone among roughly 2,500 premium channels bookable directly from the system — and the career portal is embeddable, multilingual, with applications by form or WhatsApp. Channel performance, time-to-hire and cost-per-hire are reported figures, but we found no public information on budget tracking per board, source attribution per applicant, or a stated accessibility standard, which is what separates a measured setup from a broadcast one. 1 5 7 8
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 AGG/DSGVO deletion list with a deadline I set myself after rejection, automatic monitoring of retention deadlines, and talent-pool consent captured during the online application and held as immutable proof is precisely the liability shield an employer needs, with concrete periods published in the privacy policy. We found no public information on a log of who viewed or exported an applicant file, on consent expiry with automated re-consent, or on retention rules per country or entity — so it sits just above the middle of the scale. 1 3 5 9
The Employer Branding Manager
A rejected applicant lands on an AGG/DSGVO-compliant deletion list held for a period the customer defines, deletion deadlines are monitored automatically, and talent-pool storage rests on consent recorded immutably as proof during the online application, with the customer stated to own the data and deletion after contract end committed. The privacy policy gives different figures for storage duration (binnen vier Monaten after the decision in the regular case, and in der Regel 10 Jahre under statutory retention), and we found no public information on access logging, consent expiry with automated re-consent, or retention rules per country. 1 3 5 9
The Data Protection Officer
Rejected applicants land on a deletion list that holds them for a period the customer defines, backed by automatic monitoring of deletion deadlines; talent-pool storage rests on an Article 6(1)(a) consent recorded immutably during online application, candidates can maintain their own data in the applicant extranet, and data can be changed, deleted or exported at any time. Deletion is confirmed by a user rather than demonstrably running on the set date, and the captured pages give different figures for retention, deletion within four months of the decision alongside ten years under statutory retention duties. We found no public information on consent expiry with automated re-consent requests, on a log of who viewed or exported an applicant file, or on how deletion propagates to the daily backups. 1 3 5 9
The Works Council Advocate
Rejected applicants land on a deletion list with a customer-set deadline under automatic DSGVO/AGG deadline monitoring, talent-pool storage rests on consent recorded as unalterable proof, and applicants maintain their own data through an extranet — the permissions are granular per screen, which a works council can at least review. We found no public information on a log of who viewed or exported an applicant file, on retention rules per country, or on how deletion propagates to the daily full backups that are taken. 1 3 5 9
The HR IT Integrator
Rejected applicants land in an AGG/DSGVO deletion list with a customer-set deadline monitored automatically, talent-pool storage rests on consent recorded immutably as proof, and data can be exported or deleted on request. The captured pages give different figures for retention — four months after the decision in one place, ten years under statutory duties in another — and we found no public information on consent expiry, a log of who viewed an applicant file, or how deletion propagates to backups and job boards. 1 3 9
The Skeptic
The two things I read for are present: rejected applicants land in an AGG/DSGVO deletion list with a deadline the customer defines and the system monitors automatically, and talent-pool storage rests on consent under Art. 6(1)(a) held as immutable proof, with an applicant extranet for self-service. The privacy policy gives both a four-month deletion of application data after the decision and a ten-year general storage duration, and we found no public information on a log of who viewed or exported an applicant file, consent expiry with re-consent, or how deletion propagates to the daily backups. 1 3 5 9
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 agentive assistant cAIveto and the KI functions are presented as benefits, while the CV parsing page does document exactly which fields are extracted and from which file formats, which is the most transparent piece here. We found no public information on where the AI and parsing run, on switching any AI feature off per account, on a named model provider, or on the vendor's EU AI Act position; we also found no public information on automated ranking or rejection of candidates, which at least means no unexplained match score next to a name. 2 3 5 10
The Employer Branding Manager
CV parsing is documented with its extracted fields and accepted formats, and the Big-Five personality questionnaire is disclosed as voluntary, anonymous, not linkable to the person, kept six months and processed on servers in Germany — real transparency where it exists. Beyond that, the agentic AI assistant and the AI functions of the larger tier are described as benefits only, and we found no public information on what they evaluate, per-feature switches, the model or provider behind them, or the vendor's EU AI Act position. 1 2 3 5 10
The Data Protection Officer
AI is offered as job-ad text creation, an agentic assistant named cAIveto, CV parsing and a voluntary Big-Five personality analysis; the parsing page documents which fields are extracted and from which file formats, and the privacy policy states the personality analysis is filled in without a name and kept six months on servers in Germany. We found no public information on a per-account switch for any AI feature, on the model provider or subprocessor behind them, on a human action required before any automated rejection, or on a published EU AI Act position, and the automatic terror-list check is advertised without documentation of its safeguards. 1 2 3 5 10
The Works Council Advocate
The CV-parsing page does state which fields are extracted and from which file formats, and the Big-Five analysis is described as voluntary and unlinkable to the person — more than a marketing slogan. But the agentic AI assistant is named with no statement of what it evaluates, and we found no public information on a per-feature switch, the model provider, whether AI can ever reject without a human action, or the vendor's EU AI Act position; no switch, no agreement. 2 3 5 10
The HR IT Integrator
AI is presented as a benefit — a multilingual job-ad editor, KI-Funktionen in the large tier and an agentischer KI-Assistent — with no documentation of what any of it evaluates, no per-feature switch and no model or provider named; the privacy policy does at least describe the Big-Five questionnaire as voluntary, anonymous, kept six months and processed in Germany. We found no public information on informing candidates when AI is used, an EU AI Act position, or bias testing. 1 2 3 5
The Skeptic
The AI on show is job-ad text creation, an agentic assistant named cAIveto, CV parsing, and an optional Big-Five personality analysis — the last documented unusually well in the privacy policy: voluntary, anonymous, six-month retention, German servers. For cAIveto and the parsing we found no public information on evaluated inputs, a per-feature switch, a named model provider, or the vendor's EU AI Act position, and no automated ranking or rejection of candidates is documented either way, so this sits just above marketing-level description and well short of control. 2 3 5 10
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
A bidirectional REST API with examples, webhooks, Zapier and Make, Outlook and Teams calendar, single sign-on and telephony integration gives a two-person team a real automation surface, and the hiring process is described through to contract signature. Interfaces to personnel-file and time-tracking systems are described only generically — we found no public information naming any German HR or payroll system such as Personio or DATEV — so I cannot verify from public pages that a hire carries into the HR system without retyping, which is the whole point for me. 1 2 5 12
The Employer Branding Manager
A documented REST API with examples, webhooks, Zapier and Make, an XML feed, auto-refreshing Excel and BI exports, and Outlook and Teams calendar plus single sign-on in the top tier give a team something to build on, alongside stated interfaces to personnel-file and time-tracking systems. Those personnel-file systems are not named, and we found no public information on a named handover to a DACH HR or payroll system, SCIM, e-signature for offers and contracts, or published API limits. 2 5 12
The Data Protection Officer
A bidirectional REST API with examples, a webhook API with Zapier and Make, XML feeds, single sign-on, telephony integration and an auto-refreshing export for BI tools are documented, and interfaces to personnel-file and time-tracking systems are said to exist across hundreds of systems. We found no public information naming a specific German HR or payroll system for the hire's handover, on e-signature for offers and contracts, on published API limits, or on deletion propagating to connected systems. 2 5 12
The Works Council Advocate
There is a real bidirectional REST API with examples, webhooks plus Zapier and Make, an XML feed, Outlook and Teams calendar integration, SSO and telephony — a surface a team can build on. But the handover to personnel files and time tracking is described only generically: we found no public information naming which HR or payroll systems are reached, and none on e-signature for contracts, SCIM, or published API limits. 1 2 5 12
The HR IT Integrator
A bidirectional REST API with examples, a webhook API, Zapier and an XML feed are documented, and Outlook/Teams calendar, telephony and Single Sign-On exist — a team can build on this. The interfaces to personnel-file and time-tracking systems name no system, and we found no public information on a handover to a named DACH HR system such as Personio or a DATEV-connected payroll, on SCIM, on published API limits, or on who maintains the German integrations. 1 2 5 12
The Skeptic
The building blocks are real: a bidirectional REST API with examples, webhooks, Zapier and Make, an XML feed, SSO, telephony, and Outlook/Teams calendar integration. But the claimed interfaces to personnel-file and time-tracking systems never name a system — we found no public information on a handover to any specific DACH HR or payroll system — and video-interview integration, SCIM and published API limits are likewise unevidenced. 1 2 5 12
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 contracting entity, development and hosting exclusively in German high-security datacentres with published TÜV and ISO 27001:2022 certification, and a free data processing agreement for EU customers make the sovereignty basics real and evidenced. But there is no published list of subprocessors for the applicant-management chain itself — we found no public information on where CV parsing or the AI features run — and the privacy policy states that processors outside the EU may be used during contract performance. 1 3 9 10
The Employer Branding Manager
A German GmbH in Nidda is the contracting entity, SaaS instances run exclusively in TÜV-certified German datacenters aligned to BSI IT Grundschutz and ISO/IEC 27001:2022, development is in Germany, and EU customers get a free data-processing agreement with customer data ownership and deletion after contract end. The privacy policy states that processors outside the EU can be used during contract performance, and we found no published product subprocessor list covering CV parsing or AI providers, so the chain is not visible end to end. 1 3 4 9
The Data Protection Officer
The contracting entity is a German GmbH, the SaaS instances are stated to sit exclusively in German high-security data centres with TÜV and ISO 27001 certification, and a data-processing agreement is offered to EU customers without additional cost under a named external data-protection officer. The privacy policy itself concedes that processors outside the EU may be used in contract performance without any stated safeguard, the published processor entries cover website tools — among them the US service AdRoll — rather than the product's chain, and we found no public information naming the CV parser or the AI provider or where parsing runs. 3 4 9 10
The Works Council Advocate
Contracting entity, development and hosting are German, the data centers carry TÜV and ISO 27001:2022 certification, and an AVV is offered free of charge to EU customers. The chain behind the data center stays dark: the vendor's own privacy policy concedes that processors outside the EU can be used, and we found no public information on where CV parsing or the AI features run or on a subprocessor list for the product itself — and every applicant is a third party who never chose this vendor. 1 3 4 9 10
The HR IT Integrator
Vendor, contracting entity, development and hosting are all German, on TÜV-certified data centres with an ISO 27001:2022 statement, and an AVV is offered free to EU customers. The privacy policy itself allows processors outside the EU during contract performance, and we found no public information on a SaaS subprocessor list covering the CV parser or AI providers, or on where CV parsing runs. 1 3 4 9 10
The Skeptic
The core is solidly European: German contracting entity, hosting exclusively in German datacentres certified TÜV Stufe 2 tekPlus and ISO 27001:2022, development in Germany, a free AVV and an external DPO. But the privacy policy itself states processors outside the EU may be used for contract performance while other pages promise exclusively German instances, and we found no public information on a subprocessor list for the product itself or on where the CV parsing runs, so the chain is not evidenced end to end. 1 3 9 10
Pricing transparency
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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
Tier contents and hard limits are public — the smallest plan caps at ten jobs and one hundred applicants, larger plans are unlimited — with onboarding priced from 1,800 EUR, no contract binding, and premium postings bookable at up to 20 percent under list price. But the vendor itself labels the shown prices as examples that lead to a personal offer, and we found no public information on the actual job-board posting costs or on VAT treatment, so the real annual invoice is not computable from public pages. 2 8
The Employer Branding Manager
Tier limits and feature allocation are public — a small tier capped at ten jobs and one hundred applicants, unlimited jobs and applicants plus AI functions higher up — onboarding with a personal coach is priced ab 1.800 EUR, no contract binding is claimed, and premium postings are claimed up to 20% cheaper than list price without interface setup costs. The pricing page itself calls its prices examples for commonly booked variants and invites a personal offer, and we found no public job-board posting prices, so what a StepStone posting adds to the bill is not stated. 1 2 8
The Data Protection Officer
The captured pages give tier limits of up to 10 jobs and 100 applicants in the small tier against unlimited jobs and applicants in the larger one, assign features to tiers, price onboarding with training and a personal coach from 1,800 EUR, state no contract binding, and claim multiposting at up to 20% below list price without interface setup costs. The prices shown are described as examples of frequently booked variants with a personal quote on offer, and we found no public information on the amounts for the software tiers themselves, the pricing basis per recruiter seat, VAT treatment, or job-board posting costs in euro. 2 8
The Works Council Advocate
The plan logic is public — one plan caps jobs and applicants while another is unlimited in both — the onboarding coach is priced from 1,800 EUR, and no contract binding is claimed. But the pricing page itself calls its figures examples for commonly booked variants and steers to a personal quote, and we found no public information on subscription prices per tier, per-seat costs, job-board posting prices beyond a discount claim, or VAT treatment. 1 2 8
The HR IT Integrator
Tier structure is visible — the small variant caps at ten jobs and one hundred applicants, KI functions sit in the large variant, onboarding with a personal coach is quoted ab 1.800 EUR, and multiposting pricing appears only as a relative claim of bis zu 20 Prozent günstiger als der Listenpreis. We found no public information on the recurring tier prices themselves, job-board posting costs, add-on pricing or VAT treatment, and the vendor calls the shown prices examples for a personal quote. 2 8
The Skeptic
The tier structure and its limits are public — S capped at ten jobs and one hundred applicants, L unlimited — with no contract binding and multiposting claimed up to 20% below list price without interface setup costs. The pricing page itself frames its shown prices as examples for frequently booked variants leading to a personal quote, and beyond onboarding from 1.800 EUR no software tier figures are in evidence; premium board bookings happen from inside the system with no posting prices stated, so the annual invoice is not computable from public pages. 1 2 8
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 | 9 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. Die eigene Datenschutzerklärung räumt zugleich ein, dass im Rahmen der Vertragsdurchführung auch Auftragsverarbeiter außerhalb der EU zum Einsatz kommen können, und die Zusicherung steht auf einer Trust-/Marketing-Seite.
- 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.
- 3 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
- 1 product 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 subprocessors 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 (12)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor homepage www.coveto.de Checked 22 Sep 2026 Details →
- 2 Pricing page www.coveto.de Checked 22 Sep 2026 Details →
- 3 Privacy policy www.coveto.de Checked 22 Sep 2026 Details →
- 4 Legal notice www.coveto.de Checked 22 Sep 2026 Details →
- 5 Applicant management & hiring workflow — found from sitemap www.coveto.de Checked 1 Oct 2026 Details →
- 6 Applicant management & hiring workflow — found from sitemap www.coveto.de Checked 1 Oct 2026 Details →
- 7 Multiposting, career page & candidate experience — found from sitemap www.coveto.de Checked 1 Oct 2026 Details →
- 8 Multiposting, career page & candidate experience — found from sitemap www.coveto.de Checked 1 Oct 2026 Details →
- 9 Retention, deletion & talent-pool consent — found from sitemap www.coveto.de Checked 1 Oct 2026 Details →
- 10 AI screening transparency & control — found from sitemap www.coveto.de Checked 1 Oct 2026 Details →
- 11 HR handover, integrations & API — found from sitemap www.coveto.de Checked 1 Oct 2026 Details →
- 12 HR handover, integrations & API — found from sitemap www.coveto.de Checked 1 Oct 2026 Details →