Recruiting
d.vinci
EU-Made Report an errorPanel rating · 6 judges · How to read the stars
Category median
Sovereignty: 3 of 4 dimensions proven
0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.
by d.vinci HR-Systems GmbH · www.dvinci.de
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The panel's verdict
d.vinci HR-Systems GmbH, a family-owned Hamburg vendor, sells three modules — applicant management "ab 785 € pro Monat", career pages "ab 399 € pro Monat", onboarding "ab 1020 € pro Monat" — priced on employee count with unlimited users, postings and onboardings, support included. Pricing transparency scores highest, 5 to 6, and job distribution next, 4 to 6: over 500 job boards via multiposting, Google for Jobs optimization and a career page the vendor calls "100% barrierefrei" with one-click translations are published; no German board is named. Applicant data governance is the weakest criterion, scored 2: the privacy policy's retention and transfer principles read as the vendor's website policy, and we found no public information on deletion after rejection, talent-pool consent, or view and export logs. The widest spread is AI screening control, 1 to 3, where no public information states what the career-page "integrierter AI-Agent" does, which provider runs it or whether it can be switched off — judges weighed that absence differently. Integrations are stated only as interfaces for "diverse partners" plus Microsoft Teams video interviews.
Speaks for it
- Public starting prices for all three modules — "ab 785 € pro Monat", "ab 399 € pro Monat", "ab 1020 € pro Monat" — on a stated employee-count basis with support included.
- Multiposting access to over 500 job boards with Google for Jobs optimization, application via XING, LinkedIn or upload, and a career page the vendor calls "100% barrierefrei" with one-click translations.
- Configurable workflows with roles and rights across multiple companies and branches, with unlimited users, postings and onboardings.
- A German contracting entity — d.vinci HR-Systems GmbH, Amtsgericht Hamburg HRB 93221 — described as a family-owned company.
- Free demo access for 14 days that simply expires.
Held against it
- Applicant data governance scored 2: no public information on automatic deletion after rejection, talent-pool consent with expiry, or a log of who viewed or exported an applicant file.
- No public information on what the career-page "integrierter AI-Agent" evaluates, which provider runs it, where it processes, or whether it can be switched off — scores run 1 to 3 — and no published EU AI Act position.
- Integrations are stated as interfaces for connecting "diverse partners" plus Microsoft Teams video interviews, with no partner named and no public information on a documented API or a handover to a German HR or payroll system.
- Only starting prices are public: no public information on employee-count scaling, job-board posting costs, workshop amounts, minimum term or VAT treatment, so the annual invoice is not computable.
- No public information on where applicant data is hosted or on product-level subprocessors; the subprocessors the privacy policy names (Dovetail in Australia, Figma on US AWS servers, Zendesk with a Frankfurt data centre) concern the vendor's website and support.
Best for
- You recruit across multiple legal entities or branches and want configurable workflows with role-based rights and unlimited users.
- You need broad posting reach and an accessible, multilingual career site — job distribution scored 4 to 6 on over 500 boards, Google for Jobs optimization and one-click translations.
- You want public starting prices to budget against, with employee count as the stated basis and support included.
- You are a mid-sized employer (the vendor's stated target segment) that wants a German contracting entity.
Avoid if
- You must document hiring decisions — candidate pipeline scored 2 to 4, and we found no public information on structured scorecards, interview scheduling or a per-candidate record of who changed a stage and why.
- You carry data-protection liability for applicant files and need evidenced deletion deadlines, consent handling and access or export logs.
- You need your AI use documented before a works-council or data-protection review — ask the vendor: the public pages we read do not show it
- You need hires to flow into a named HR or payroll system without retyping — integrations scored 2 to 3 and no partner beyond Microsoft Teams video interviews is named.
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 pricing page evidences configurable workflows, roles and rights, and management of multiple entities and locations — that maps to my three sites — plus central applicant data and Teams video interviews. But I found no public information on structured scorecards, interview scheduling with calendar integration, or a per-candidate history of stage changes, and a hiring decision I cannot document is not one I can defend to a manager or a candidate. 1 2
The Employer Branding Manager
Configurable workflows with role-based rights and multi-entity management of subsidiaries and branches are confirmed, with unlimited users — but only as feature bullets. We found no public information on scorecards, interview scheduling with calendar integration, templated candidate emails, or any per-candidate record of who decided what at each stage. 1 2
The Data Protection Officer
Configurable workflows with roles and rights, management of multiple companies and branches, and Microsoft Teams video interviews are published, which goes beyond a fixed stage list. I found no public information on structured scorecards, interview scheduling with calendar integration, approval steps for offers, or a history on each candidate of who changed a stage and why — the attributed record a fair-process dispute would need. 1 2
The Works Council Advocate
Configurable workflows, roles and rights, and administration across companies and branches are stated, but we found no public information on structured scorecards, templated candidate communication, or any record of who changed a stage and when. A rejection that leaves no attributable trace is exactly what a works council cannot agree to. 1 2
The HR IT Integrator
The pricing page states configurable workflows and roles/rights, management of multiple companies and branches, and application via XING, LinkedIn or upload, plus Microsoft Teams video interviews — more than a fixed pipeline. We found no public information on scorecards, structured evaluation, interview scheduling with calendars, templated emails, or any record of who changed a stage or decided a hire. 1 2
The Skeptic
Configurable workflows with roles and rights, management of multiple legal entities, and unlimited users are stated, but we found no public information on pipeline stages per job, structured scorecards, interview scheduling, templated candidate communication, or any record of who moved a candidate and why. A decision here is made, not documented, on the evidence captured. 1 2
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
Multiposting to over 500 job boards, Google for Jobs optimization, one-click translations, a career page the vendor calls '100% barrierefrei', and application via XING, LinkedIn or upload are all stated. The pages name no specific German board, so I cannot tell whether the Bundesagentur für Arbeit or the major German paid boards are included, and I found no public information on source attribution per applicant or how the application form behaves on a phone. 2
The Employer Branding Manager
The career page is the best-evidenced part for my budget: stated 100% barrier-free accessibility, one-click translations, Google for Jobs optimization, and application via XING, LinkedIn or upload instead of an account. Multiposting promises access to over 500 job boards but names none — we found no public information on the Bundesagentur für Arbeit or a major German paid board, nor on booking, budget tracking or source attribution per applicant. 1 2
The Data Protection Officer
Multiposting to over 500 job boards, Google for Jobs optimisation, and a career page marketed as "100% barrierefrei" with one-click translations and application via XING, LinkedIn or upload are published. No German boards are named, and I found no public information on per-board booking and budget tracking, source attribution per applicant, or candidates viewing their own status and withdrawing themselves. 2
The Works Council Advocate
Multiposting to over 500 job boards, Google for Jobs optimisation, a stated "100% barrierefrei" career page and one-click translations are published. No German board is named, however, and we found no public information on per-channel cost or applicant reporting or on candidates seeing their own status and withdrawing themselves. 2
The HR IT Integrator
Multiposting access to more than 500 job boards and Google for Jobs optimisation are stated, and the career page product is claimed "100% barrierefrei" with one-click translations into several languages. No German board is named — we found no mention of the Bundesagentur für Arbeit or any specific paid board — and no public information on source attribution per applicant, per-board booking and budgets, or candidates viewing their own status and withdrawing. 2
The Skeptic
Multiposting to more than 500 job boards, Google for Jobs optimisation, application via XING, LinkedIn or upload, and career pages stated as "100% barrierefrei" with one-click translations are all claimed — but not a single German board is named in the captures. We found no public information on booking or budget tracking per board, source attribution per applicant, or candidates seeing their own status and withdrawing themselves. 2
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 privacy policy states data is kept only as long as the purpose or statutory retention periods require, with no transfer to third parties beyond stated purposes. I found no public information on automatic deletion after a configurable period following rejection, on talent-pool consent, or on a documented route to answer a candidate's access or erasure request — the liability the employer actually carries. 3
The Employer Branding Manager
The privacy policy states storage is limited to purpose and statutory periods and names an external data protection officer, but that governs the vendor's own website. We found no public information on automatic deletion after a configurable deadline post-rejection, talent-pool consent with expiry, or a log of who viewed or exported an applicant file. 3
The Data Protection Officer
The privacy policy states personal data is stored only as long as the stated purposes or statutory retention periods require — a principle, not a mechanism with a date that fires after rejection. I found no public information on automatic deletion deadlines, talent-pool consent with expiry, a documented access or erasure process for applicant files, or a log of who viewed or exported a candidate's record; the only consent mechanism evidenced is double opt-in for the vendor's newsletter. 3
The Works Council Advocate
The privacy policy states a retention principle limited to purpose and statutory storage periods, but that is a legal principle, not product functionality. We found no public information on automatic deletion deadlines after rejection, talent-pool consent with expiry, or any log of who viewed or exported an applicant file — the employer carries this liability alone. 3
The HR IT Integrator
The privacy policy states that personal data is stored only as long as the stated purposes or statutory retention periods require, and that no transfer to third parties beyond those purposes takes place. We found no public information on configurable automatic deletion after rejection, talent-pool consent, a documented route for access or erasure requests, or logging of who viewed or exported an applicant file. 3
The Skeptic
The privacy policy states a purpose- and statute-limited retention principle and double opt-in for the newsletter, but it reads as the vendor's website policy: we found no public information on a configurable deletion deadline after rejection, talent-pool consent with expiry, a documented way to answer an access or erasure request, or any access and export log. This is the criterion the employer is liable for, and the captured pages are effectively silent on the product side of it. 3
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
An integrated AI agent is marketed for the career pages with no published statement of what it does, what it evaluates, where it runs, or whether it can be switched off. I found no public information on AI screening or matching in the applicant management itself; nothing published here could ground a works-council agreement about the agent. 2
The Employer Branding Manager
Career pages are marketed with an integrated AI agent, and we found no public information on what it evaluates, where it runs, whether it can be disabled, or which provider supplies it. We also found no public information on any candidate ranking or matching feature, or any EU AI Act position — one unsourced AI bullet point is a works-council conversation waiting to happen. 2
The Data Protection Officer
The only AI feature evidenced is an "integrierter AI-Agent" on the career pages, presented as a benefit with no statement of its inputs, provider, processing location or per-account switch. I found no public information on any ranking, matching or CV-parsing function, no assurance that humans decide, and no published EU AI Act position — thin for a high-risk use. 2
The Works Council Advocate
An integrated AI agent is marketed for the career pages with no statement of what it evaluates, where it runs, or whether it can be switched off, and we found no public information on a provider or an EU AI Act position. Nothing here would let a works council base an agreement on it. 2
The HR IT Integrator
The only AI we found is an integrated AI agent on the career pages, described as a benefit with no statement of what it evaluates or answers, no per-feature switch and no provider named. We found no public information on AI matching, ranking or CV parsing of applicants, and no published EU AI Act position. 2
The Skeptic
An "integrierter AI-Agent" is marketed as a career-page feature with no statement of what it does, which model or provider runs it, or whether a customer can turn it off; the one-click translations sit next to it with the same opacity. We found no public information on per-feature switches, EU processing for AI, protected-attribute handling, or the vendor's EU AI Act position. 2
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
The pages mention interfaces for connecting diverse partners and a Microsoft Teams integration for video interviews. No HR or payroll system for the handover of a hire is named, and I found no public information on a documented API, SSO, e-signature, or any DACH HR system such as Personio or DATEV-connected tools — so as far as public evidence goes, my hires would be retyped. 2
The Employer Branding Manager
Interfaces for connecting various partners and a Microsoft Teams integration for video interviews are listed, and the onboarding module collects documents via scan or photo upload. We found no public information on API documentation, webhooks, SSO, e-signature, or a handover to a named German HR or payroll system such as Personio or DATEV — partner interfaces without names tell me nothing about the retyping problem. 1 2
The Data Protection Officer
"Schnittstellen für die Anbindung diverser Partner" and a Microsoft Teams integration for video interviews are stated, but no partner, HR system or payroll connection is named. I found no public information on a documented API, SSO, e-signature for offers and contracts, webhooks, or handover that carries documents and consent status into the HR record without retyping; the onboarding module keeps documents inside the vendor's own portals. 2
The Works Council Advocate
Interfaces for connecting various partners and a Microsoft Teams integration for video interviews are stated, but no partner is named and we found no public information on API documentation, SSO or e-signature. The path a hired candidate's data takes into the HR system is unverifiable from the captured pages. 2
The HR IT Integrator
The entire integration statement is "Schnittstellen für die Anbindung diverser Partner" — interfaces for connecting various partners — with not one partner named, no public API documentation, and no German HR or payroll system mentioned anywhere, so a hire reaching Personio or SAP arrives as retyping. The concrete integrations shown are Microsoft Teams video interviews and an onboarding module with scan and photo upload of documents; we found no public information on SSO, SCIM, e-signature or webhooks. 1 2
The Skeptic
Interfaces "für die Anbindung diverser Partner" exist for both the applicant-management and onboarding products, and a Microsoft Teams integration covers video interviews — but no partner is named, no API is documented, and no handover to a German HR or payroll system appears in the captures. We found no public information on SSO, SCIM, e-signature or webhooks. 2
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
The legal notice confirms a German contracting entity, d.vinci HR-Systems GmbH at Amtsgericht Hamburg under HRB 93221, and the privacy policy names website-side tools such as Google Analytics, Zendesk and Figma. I found no public information on where applicant data is hosted, on contract terms covering applicant data as the customer's processing, or on which subprocessors — the 500-plus job boards and the AI agent — receive candidate CVs. 2 3 4
The Employer Branding Manager
The contracting entity is clearly German — d.vinci HR-Systems GmbH, Hamburg, registered at Amtsgericht Hamburg under HRB 93221, a family-owned company — and the privacy policy publishes subprocessors, though that list covers website tools and includes non-EU providers such as Dovetail in Australia and Figma on US servers. We found no public information on where the applicant-management data itself is hosted or where the AI agent processes anything. 1 3 4
The Data Protection Officer
The contracting entity is German — d.vinci HR-Systems GmbH, Amtsgericht Hamburg HRB 93221, VAT DE 243027247 — but I found no public information on where applicant data is hosted or on the subprocessors of the recruiting product itself: neither a CV parser nor the AI provider behind the career-page agent is named. The processors the privacy policy does name cover the vendor's website, webinars and support, and include US and Australian providers such as Figma, Zendesk and Dovetail. 2 3 4
The Works Council Advocate
A German contracting entity in Hamburg with register number and VAT ID is published, but we found no public information on where applicant data is hosted or which of the over 500 job boards receive CVs, and the AI agent's processing location is unstated. The subprocessors actually named on the privacy page concern web analytics, design and support, including providers in Australia and the USA. 2 3 4
The HR IT Integrator
The contracting entity is German and evidenced: d.vinci HR-Systems GmbH, Hamburg, Amtsgericht Hamburg HRB 93221, with a data protection officer reached in Munich. Hosting location for applicant data is not stated, and the subprocessors named in the privacy policy are the vendor's own website tools — Google Analytics, Figma on AWS servers in the USA, Dovetail in Australia, Zendesk with its data centre in Frankfurt — while we found no public information on product-level subprocessors such as CV parsing, or on where the career-page AI agent processes. 2 3 4
The Skeptic
The contracting entity is solidly European — d.vinci HR-Systems GmbH, Amtsgericht Hamburg, HRB 93221 — but the subprocessors the privacy policy names (Dovetail in Australia, Figma on US AWS, Google, Zendesk with a Frankfurt data centre) serve the vendor's own website and support, and we found no public information on where the SaaS hosts applicant data or which subprocessors sit in the product chain. Hosting, the CV and application data location, and the AI agent's processing location are all unstated on the captured pages. 2 3 4
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
Starting prices are public for all three modules — 'd.vinci Bewerbermanagement ab 785 € pro Monat', 'd.vinci Karriereseiten ab 399 € pro Monat', 'd.vinci Onboarding ab 1020 € pro Monat' — with employee count as the stated basis, unlimited users, postings and applications, and support included, which suits my small team. Only from-prices are published, and I found no public information on how the price scales with headcount, on job-board posting costs, on the amount of the implementation workshop fees, or on minimum term and VAT treatment. 1 2
The Employer Branding Manager
Module floors are public with the pricing basis named as employee count, unlimited users, postings and onboardings, and support included: Bewerbermanagement ab 785 € pro Monat, Karriereseiten ab 399 € pro Monat, Onboarding ab 1020 € pro Monat. But these are starting prices — implementation workshop costs are confirmed as additional without amounts, and we found no public information on minimum term, VAT treatment, or what a paid job-board posting adds to the bill. 1 2
The Data Protection Officer
Starting prices are public — "d.vinci Bewerbermanagement ab 785 € pro Monat", career pages "ab 399 € pro Monat", onboarding "ab 1020 € pro Monat" — with the basis stated as employee count, unlimited users, postings and applications, and support included. Implementation workshop costs are acknowledged but unpriced, and I found no public information on the price bands per employee count, the minimum term, VAT treatment or job-board posting costs, so the annual invoice is not computable. 1 2
The Works Council Advocate
Three module prices are public with the employee-count basis and stated unlimited users and postings, at "d.vinci Bewerbermanagement ab 785 € pro Monat" and "d.vinci Onboarding ab 1020 € pro Monat". Implementation workshops cost extra with no amount given, and we found no public information on job-board booking costs, the AI agent, the minimum term or VAT treatment. 1 2
The HR IT Integrator
All three modules carry public starting prices — Bewerbermanagement "ab 785 € pro Monat", Karriereseiten "ab 399 € pro Monat", Onboarding "ab 1020 € pro Monat" — on an employee-count basis with unlimited users, postings, applications and onboardings, and support included. Implementation workshop costs are stated to apply but are not priced, and we found no public information on the employee-count scaling itself, job-board posting costs, minimum term or VAT treatment. 1 2
The Skeptic
Starting prices are public for all three modules — applicant management "ab 785 € pro Monat", career pages "ab 399 € pro Monat", onboarding "ab 1020 € pro Monat" — with the basis named as employee count, unlimited users, postings and onboardings, support included, and implementation workshops charged separately. But we found no public information on the price table for a given employee count, job-board posting costs, the minimum term, or VAT treatment, so the real annual invoice is not computable from these pages. 1 2
European sovereignty — proven facts
3 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 | Founder-held ⚠ unverified | 2/2 pts | 1 Report an error |
| Data residency | Not determined ⚠ unverified | — | uncited Report an error |
| Subprocessors | US CLOUD Act reach ⚠ unverified | 0/2 pts | 3 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 — Ownership. Self-description as a family business on the homepage; no owners, shareholders or cap table are named, and family ownership is not necessarily identical to founder ownership.
- Weak sourcing — Data residency. Not confirmed on the vendor’s own pages as captured.
- Weak sourcing — Subprocessors. Zendesk hosts the d.vinci support domain in Frankfurt am Main and the CRM is engaged via the German entity salesforce.com Germany GmbH, but the support-desk provider Zendesk Inc. is US-headquartered.
- 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.
- 20 compliance facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 16 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 support facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 2 subprocessors facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. Know more? Tell us
- 1 hosting 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 legal 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
- 1 sovereignty dimension could not be confirmed on the vendor’s own pages and is shown as unknown. Know more? Tell us
- 6 of the readings below were written against an earlier fact sheet — a fact has been corrected, added or pulled since. Until the panel next runs on this product you are reading the older judgement. Know more? Tell us
Sources (13)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor homepage www.dvinci.de Checked 22 Sep 2026 Details →
- 2 Pricing page www.dvinci.de Checked 22 Sep 2026 Details →
- 3 Privacy policy www.dvinci.de Checked 22 Sep 2026 Details →
- 4 Legal notice www.dvinci.de Checked 22 Sep 2026 Details →
- 5 Applicant management & hiring workflow — found from sitemap www.dvinci.de Checked 1 Oct 2026 Details →
- 6 Multiposting, career page & candidate experience — found from sitemap www.dvinci.de Checked 1 Oct 2026 Details →
- 7 Multiposting, career page & candidate experience — found from sitemap www.dvinci.de Checked 1 Oct 2026 Details →
- 8 Retention, deletion & talent-pool consent — found from sitemap www.dvinci.de Checked 1 Oct 2026 Details →
- 9 Retention, deletion & talent-pool consent — found from sitemap www.dvinci.de Checked 1 Oct 2026 Details →
- 10 AI screening transparency & control — found from sitemap www.dvinci.de Checked 1 Oct 2026 Details →
- 11 AI screening transparency & control — found from sitemap www.dvinci.de Checked 1 Oct 2026 Details →
- 12 HR handover, integrations & API — found from sitemap www.dvinci.de Checked 1 Oct 2026 Details →
- 13 HR handover, integrations & API — found from sitemap www.dvinci.de Checked 1 Oct 2026 Details →