Recruiting
MHM eRecruiting
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 MHM HR GmbH · www.mhm-hr.com
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Read this page as one judge. Each weighs the same scores by what they care about.
The panel's verdict
MHM eRecruiting is applicant-management software from Stuttgart-based MHM HR GmbH. It is strongest on job distribution, applicant data governance and integrations and handover, each at a flat 4: multiposting bookable in a few clicks, a booster publishing automatically to thirteen job boards, talent-pool storage only with the applicant's explicit consent, and an export add-on carrying applicant data into personnel files or HR tools. Weakest is the candidate pipeline at 1 to 2 — the pages evidence a consolidated applicant file and a calendar add-on, and no public information on pipeline stages, scorecards or any record of who decided what. Sovereignty splits the bench 4 to 6: the pages state a German contracting entity and one hundred percent hosting in Germany on own installations, but judges divide on how far the published subprocessor categories — the named processors serve the vendor's own web services — evidence the recruiting product's chain. AI screening control splits 3 to 4 on the optional CV-parsing add-on, with no named provider or per-feature switch; pricing transparency spans 2 to 4, no euro figure published.
Speaks for it
- Multiposting suggests fitting job boards and books them in a few clicks
- An ad booster publishes ads automatically to thirteen job boards, with integrated analytics tracking posting success
- Talent-pool storage happens only with the applicant's explicit consent, and data-subject rights up to erasure are documented with a named external data protection officer
- The pages state one hundred percent data hosting in Germany on own installations without database sharing, from a GmbH registered at Amtsgericht Stuttgart under HRB 25322
- An export add-on carries all applicant data over an interface into personnel files or HR tools
Held against it
- Candidate pipeline scores 1 to 2: beyond a consolidated applicant file and a calendar add-on, we found no public information on pipeline stages per vacancy, structured scorecards or any record of who decided what
- Calendar integration, single sign-on, applicant export and CV parsing sit outside the base packages as optional, separately booked add-ons
- The captured pages name none of the thirteen job boards, so a posting on the Bundesagentur für Arbeit or a German paid board cannot be confirmed
- Subprocessor disclosure stays at category level, and the named processors — Google Analytics, GoTo Webinar, Pipedrive — serve the vendor's website, newsletter and webinars, with no public information on the recruiting product's chain, including where CV parsing runs
- The captured pages give different figures for company size — the homepage says 50 to 50,000 employees while the pricing page is valid for 1 to 100
Best for
- You are a social welfare organization, clinic or public administration employer — the audience the product states it targets
- You need distribution reach first: multiposting bookable in a few clicks, a booster across thirteen job boards and built-in analytics on posting success
- You must show a works council or data protection officer a documented compliance posture — explicit-consent talent pools, GDPR rights up to erasure under a named external data protection officer, and a privacy-policy statement that no exclusively automated decision-making under Article 22 GDPR takes place
- You operate under church or public-sector data rules and value a vendor whose pages cite KDG and DSG-EKD alongside the GDPR for hosting in Germany
Avoid if
- You need a documented decision trail — pipeline stages per vacancy, structured scorecards, a record of who decided what — where the pages evidence only a consolidated applicant file and a calendar add-on
- You expect scheduling, single sign-on and export to your HR system inside the base package rather than as separately booked add-ons
- Your organisation is larger than one hundred employees, where the published package terms are valid only up to one hundred employees and tiered prices are quoted on request
- Your works council needs the processing chain behind every feature named and documented, since the subprocessor disclosure stays at category level and the CV-parsing provider is unnamed
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 captured pages show a consolidated applicant file with the important information in one place, and calendar entries can be created from inside the application as an add-on. We found no public information on pipeline stages per job, structured scorecards, hiring-manager roles, or any history of who moved a candidate and why — for sixty hires a year the decision trail is the product, and none is documented. 1 2
The Employer Branding Manager
The captured pages describe a consolidated applicant file with the key information in one place, plus a calendar add-on that creates entries straight from within the application; beyond that, I found no public information on pipeline stages per job, shared evaluation with hiring managers, or any record of who decided what. For the daily work of hiring, this is an inbox with information bundled, not a documented process. 1 2
The Data Protection Officer
The captured pages describe a consolidated applicant file and flexibly adaptable standard solutions, plus a calendar integration add-on; we found no public information on pipeline stages per vacancy, structured scorecards, or any record of who decided what. 1 2
The Works Council Advocate
What is evidenced is a consolidated applicant file, a calendar-integration add-on and a general claim that standard solutions are flexibly adaptable. We found no public information on pipeline stages per job, hiring-manager permissions per vacancy, structured scorecards, or any record of who decided what — for co-determination purposes nothing here documents a decision rather than merely making one. 1 2
The HR IT Integrator
The consolidated applicant file that bundles the key information in one place is the only piece of daily hiring work the captured pages show; on stages per job, hiring-manager roles, structured evaluation and any record of who decided what, we found no public information. Calendar entries can be created from within the application, but only as a chargeable add-on and without any scheduling workflow around them. 1 2
The Skeptic
The pages evidence a consolidated applicant file, a calendar-integration add-on and a general claim that standard solutions are flexibly customised — but we found no public information on pipeline stages per vacancy, structured scorecards, hiring-manager permissions or any record of who decided what. That is a filing cabinet with a calendar, not a documented hiring process. 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 is evidenced and useful: the tool suggests boards and books them in a few clicks, an ad booster posts automatically to thirteen job boards, and analytics track posting success. The captured pages name none of the thirteen boards, and we found no public information on a branded career page, Google for Jobs markup or a mobile application route, so I cannot verify the German reach my three locations depend on. 1 2
The Employer Branding Manager
Multiposting that suggests suitable job boards and books them in a few clicks, an ad booster publishing to thirteen job boards, and integrated HR analytics to track the success of job-ad campaigns is real distribution muscle. But no German job board is named on the captured pages — I cannot see what a posting on a major paid board would add to my bill — and I found no public information on a career page, an application form, mobile application, or applying without an account. 1 2
The Data Protection Officer
Multiposting is evidenced with suggested job boards bookable in a few clicks, an advertisement booster posting automatically to thirteen job boards, and HR analytics tracking the success of postings; we found no public information naming any German job board, on the career page or mobile application, or on candidates seeing their own status. 1 2
The Works Council Advocate
Multiposting with suggested job boards bookable in a few clicks, automatic posting to thirteen boards, and permanent tracking of posting success are evidenced. We found no public information naming the boards — including the Bundesagentur für Arbeit or any major German paid board — nor on a branded career page, mobile application, or per-applicant source attribution. 1 2
The HR IT Integrator
Multiposting that suggests fitting boards and books them in a few clicks, an ad booster publishing to thirteen boards, and tracking of posting success built into the product are genuine distribution capability. We found no public information naming any of the boards — the Bundesagentur für Arbeit or a German paid board included — and the same for a career page, the application form, or the mobile application process. 1 2
The Skeptic
Multiposting is real and bookable from inside the tool, with a booster add-on that automatically places ads on thirteen job boards and integrated analytics that permanently tracks the success of posting measures. The captured pages name no job board — we cannot confirm the Bundesagentur für Arbeit or any German paid board — and we found no public information on a career page, Google for Jobs markup or what the application path does on a phone. 1 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 does real work here: talent-pool storage only with express consent, the full set of GDPR rights including erasure, and a retention principle of no longer than needed or legally required. That principle is a promise rather than a mechanism — we found no public information on an automatic, configurable deletion deadline, consent expiry, or a log of who viewed or exported an applicant file. 3
The Employer Branding Manager
The privacy policy puts talent-pool transfers behind explicit consent, states that storage runs only as long as purpose or statutory retention requires, and names a data protection officer with the full set of data-subject rights, so an access or erasure request has a documented path. I found no public information on automatic deletion after a configurable deadline, consent expiry, candidate self-service or access logging — the product features this criterion rests on. 3
The Data Protection Officer
The privacy policy records that talent-pool transfer happens only with the applicant's explicit consent, lists GDPR rights with a privacy contact and an external data protection officer, and states a retention principle of necessity and statutory duties; we found no public information on automatic deletion after a configurable deadline following rejection, consent expiry, or a log of who viewed or exported an applicant file. 3
The Works Council Advocate
The privacy policy states that transfer to a talent pool happens only with the applicant's explicit consent, lists access and erasure routes, and states a storage-duration principle. We found no public information on automatic deletion after a configurable deadline, consent expiry, candidate self-service, or a log of who viewed or exported an applicant file — exactly what the employer must be able to evidence. 3
The HR IT Integrator
Moving an applicant into a talent pool happens only with explicit recorded consent, data-subject rights from access to erasure are documented with an external data protection officer, and storage is tied to purpose and statutory retention periods. We found no public information on an automatic deletion deadline after rejection, consent expiry, candidate self-service, or any log of who viewed or exported an applicant file. 3
The Skeptic
Talent-pool storage is stated to occur only with the applicant's explicit consent, data-subject rights up to erasure are documented with a named external data protection officer, and storage is limited to purpose and statutory retention. But the retention statement is a principle, not a configured deadline — we found no public information on automatic deletion after a set period, on deletion runs being logged, or on any log of who viewed or exported an applicant file. 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
CV parsing exists as an optional add-on with its purpose stated — extracting career stations from applicants' CVs — and the privacy policy states that no automated decision-making within the meaning of Article 22 GDPR takes place. We found no public information on who provides the parsing, where it runs, or any EU AI Act position, so a works council would be agreeing to a processor it cannot see. 2 3
The Employer Branding Manager
CV parsing is offered as an optional add-on, and the privacy policy states that no exclusively automated decision-making within the meaning of Article 22 GDPR takes place — an assurance that humans decide, and nothing more. I found no public information on the provider or location of the parsing, what it evaluates, a per-feature switch, or any EU AI Act position. 2 3
The Data Protection Officer
CV parsing is offered as an optional add-on with its purpose stated, and the privacy policy states that no exclusively automated decision-making occurs; we found no public information on what the parsing evaluates, which model or provider runs it, or a per-account switch for such features. 2 3
The Works Council Advocate
No AI scoring or matching is marketed; the vendor states that no automated decision-making in the sense of Article 22 GDPR takes place, and CV parsing exists only as an optional add-on ordered on request. We found no public information on where the parsing runs, its provider or subprocessor, or any published EU AI Act position, so a works council could not yet base an agreement on the record. 3 2 1
The HR IT Integrator
The privacy statement says no exclusively automated decision-making takes place, and the one automated feature in evidence — CV parsing that extracts career stages — is an optional add-on the customer chooses rather than something built in. We found no public information on the parsing provider or where it runs, and no published position on the EU AI Act. 2 3
The Skeptic
No AI matching or scoring is marketed; the one automated feature is CV parsing, sold as a comfort add-on with no named provider, no stated location and no documentation of what it evaluates. The sole human-decides statement — that no exclusively automated decision-making under Art. 22 DSGVO takes place — sits in the website privacy policy, and we found no public information on per-feature switches, bias testing or an EU AI Act position. 2 3
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
An applicant-export add-on moves all applicant data through an interface into personnel files or HR tools, and single sign-on and calendar integration exist as add-ons. The integration into an existing HR landscape is a claim with no named system, and we found no public information on API documentation, webhooks or e-signature for offers and contracts. 1 2
The Employer Branding Manager
There is an export of all applicant data over an interface for reading into personnel files or HR tools, single sign-on and calendar integration as add-ons, and a claim of integrating individually into the existing HR landscape. No HR or payroll system common in German-speaking markets is named on the captured pages, and I found no public information on a documented API, webhooks or e-signature for contracts. 1 2
The Data Protection Officer
The pricing page lists an applicant-export add-on carrying all applicant data over an interface into personnel files and HR tools, alongside calendar integration and single sign-on; we found no public information naming any HR system common in DACH, a documented API, or e-signature for contracts. 1 2
The Works Council Advocate
An export interface carries all applicant data into personnel files or HR tools, with calendar integration and single sign-on as add-ons and a general claim of integrating into the existing HR landscape. We found no public information naming any German HR or payroll system or on a documented API — and the export is described as moving all applicant data, with nothing on field selection or whether consent status travels into the personnel record, which is precisely the internal-candidate leak a works council asks about. 2 1
The HR IT Integrator
An interface exports all applicant data for reading into personnel files or HR tools, calendar integration exists, and single sign-on is offered as a paid add-on — which I note rather than forgive. The claim that the product integrates into an existing HR landscape names no system, so we found no public information on a named German HR or payroll handover to judge on who maintains it, nor on a documented API, webhooks, SCIM or e-signature. 1 2
The Skeptic
A paid add-on exports all applicant data via an interface into personnel files or HR tools, with calendar integration and single sign-on as further add-ons and a generic claim of integrating into the existing HR landscape. The captured pages name no HR, payroll or e-signature system, and we found no public information on a documented API, webhooks or a handover into a system common in DACH. 1 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
Hosting is stated as one hundred percent in Germany on own installations without database sharing, and the contracting entity is a GmbH in the Stuttgart commercial register. Subprocessors are published by category with named web services and an explained Google transfer under the Data Privacy Framework plus standard contractual clauses, but we found no public information on the provider or location behind the CV-parsing add-on, so the chain carrying third-party applicant data is not evidenced end to end. 1 2 3 4
The Employer Branding Manager
This is a Stuttgart-registered GmbH with a German VAT number, hosting claimed as one hundred percent in Germany on own installations without database sharing, and a published subprocessor list with categories and names, including Google transfers secured by the Data Privacy Framework and standard contractual clauses. I stop short of the higher marks because the hosting infrastructure is not named, I found no public information on company ownership, and neither the thirteen job boards of the ad booster nor the CV parsing feature has a published provider. 1 2 3 4
The Data Protection Officer
The captured pages name a Stuttgart contracting entity and state one hundred percent data hosting in Germany on the vendor's own installations; the privacy policy names only categories of service providers — plus named newsletter and webinar providers and a Google Analytics transfer with safeguards — and we found no public information naming the CV parsing provider or where parsing runs. 1 2 3 4
The Works Council Advocate
The privacy policy publishes subprocessor categories and names European processors, but these cover the vendor's website, newsletter and webinars; we found no public information on which processors handle applicant data in the recruiting product, where CV parsing runs, or a published data-processing agreement. 1 2 3 4
The HR IT Integrator
One hundred percent data hosting in Germany on own installations without database sharing, a Stuttgart contracting entity with commercial register number, and a published subprocessor picture naming Google Analytics, Pipedrive and GoTo Webinar, with US transfers to Google covered by Data Privacy Framework certification and standard contractual clauses. We found no public information naming the hosting infrastructure, the CV parsing provider or where parsing runs, or a published certification, which keeps this short of the top band. 1 2 3 4
The Skeptic
The contracting entity is a German GmbH registered at Amtsgericht Stuttgart and the pages claim one hundred percent data hosting in Germany on own installations — yet we found no public information naming the hosting provider behind that claim, and the subprocessor disclosure stays at category level. The named processors, Google Analytics, GoTo Webinar and Pipedrive, serve the vendor's own website; for the product chain, including where CV parsing runs, we found no public information. 1 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
The model is unusually well explained — cost scales only with employee count, no limits on users, incoming applications or concurrent postings, net prices plus 19% statutory VAT — but the captured pricing page shows no euro figure for any of the three packages, and add-ons, the thirteen-board ad booster and job-board bookings are unpriced, with tiered prices on request. The captured pages also give different figures for company size: the homepage says 50 to 50,000 employees while the pricing page is valid for 1 to 100. 1 2
The Employer Branding Manager
The model itself is unusually clearly explained — three packages licensed strictly by number of employees, no limits on users, incoming applications or concurrently published postings, net prices plus 19 percent statutory VAT for business customers, and the ORANGE package's three freely choosable add-on functions with 25 percent off training and job-ad templates. But not a single euro figure appears on the captured pages and tiered prices are available only on request, so I cannot compute an annual invoice, and I found no public information on what a job-board booking or the ad booster costs. 2
The Data Protection Officer
The captured pricing page states a clear model — three packages based exclusively on employee count with no limits on users, applications or postings, as net prices plus 19 % statutory VAT — but we found no public price figures for the packages or add-ons, and tiered prices are quoted on request above one hundred employees. 2
The Works Council Advocate
The pricing model is public: three packages priced by number of employees, no limits on users, applications or postings, net prices plus 19 percent statutory VAT, and tiered prices on request above one hundred employees. But the captured pricing page gives no price figure for any package and the selectable add-on functions are unpriced, so a buyer cannot compute the annual cost from public material. 2
The HR IT Integrator
The pricing model is unusually honest: licence costs per package depend exclusively on employee numbers, no package limits users, applications or postings, ORANGE is defined as WHITE plus three freely chosen add-ons, and prices are net plus 19 percent VAT for business customers only. But the captured pages give no price figure for any package, no add-on or job-board booking costs, and we found no public information on a minimum term — so the annual invoice is not computable from what is published, and tiered prices beyond one hundred employees are a sales conversation. 2
The Skeptic
The pricing page is unusually clear about structure — the basis is exclusively the number of employees, all three packages carry no limits on users, incoming applications or concurrently published postings, and prices are net plus 19 % VAT for business customers. But the captured page shows no euro figure for any package, with tiered prices explicitly on request, so the annual invoice remains a sales conversation; we found no public information on job-board posting costs or the minimum term. 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 | Not determined | — | uncited Report an error |
| Data residency | EU only ⚠ unverified | 3/3 pts | 2 Report an error |
| Subprocessors | None ⚠ unverified | 2/2 pts | 2 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 hosting location is stated only in pricing/marketing copy; the Datenschutzerklärung itself names no server location for product data.
- Weak sourcing — Subprocessors. No subprocessor list is published; the finding rests on this marketing-copy statement, and the Datenschutzerklärung names only website/marketing tools (GoTo, Pipedrive, Google), not processors of the product.
- 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.
- 33 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
- 9 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
- 4 integrations 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 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
- 2 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
- 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 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
- 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 (8)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor homepage www.mhm-hr.com Checked 22 Sep 2026 Details →
- 2 Pricing page www.mhm-hr.com Checked 22 Sep 2026 Details →
- 3 Privacy policy www.mhm-hr.com Checked 22 Sep 2026 Details →
- 4 Legal notice www.mhm-hr.com Checked 22 Sep 2026 Details →
- 5 Applicant management & hiring workflow — found from sitemap www.mhm-hr.com Checked 1 Oct 2026 Details →
- 6 Applicant management & hiring workflow — found from sitemap www.mhm-hr.com Checked 1 Oct 2026 Details →
- 7 Multiposting, career page & candidate experience — found from sitemap www.mhm-hr.com Checked 1 Oct 2026 Details →
- 8 AI screening transparency & control — found from sitemap www.mhm-hr.com Checked 1 Oct 2026 Details →