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Recruiting

Tribepad

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Panel 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 Tribepad Ltd · www.tribepad.com

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Read this page as one judge. Each weighs the same scores by what they care about.

The Employer Branding Manager

Weighted verdict

Owns the career page and the job-ad budget. Wants a career site that works on a phone, applications without an account, and cost per applicant per channel rather than a logo wall of job boards. Reads a pricing page for what a posting on StepStone actually adds to the bill.

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

Scored by The Employer Branding Manager

Applicant management & hiring workflow

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.

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The Employer Branding Manager

Ten labelled application stages with unlimited per-job workflows, permission-gated drag-and-drop, bulk shortlisting, sub-statuses and interview scheduling tied to Google and Office 365 calendars are all documented in the help centre. I found no public information on structured scorecards, requisition or offer approval workflows, or a per-candidate history of who made each stage change, so the pipeline is configurable but I cannot call it an auditable decision record. 4 5 13

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Multiposting, career page & candidate experience

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.

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The Employer Branding Manager

Posting, tracking and closing jobs across boards from inside the ATS, pay-as-you-go Job Booster booking with one-off pricing shown at booking, and board performance tracking are the parts of my job-ad budget I care about, and they are stated. The only named board is an Indeed partnership — the captured pages name no German boards — and I found no public information on Google for Jobs markup, mobile application without an account, or career-page accessibility, which is the funnel half. 6 7 9

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Retention, deletion & talent-pool consent

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.

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The Employer Branding Manager

Deletion of idle candidates runs on a configurable period set in the admin tool, with warning emails and a scheduling report showing deletion status and dates, and job-matching emails require a recorded candidate opt-in plus a platform permission. The privacy policy documents access and erasure requests with one-month response times; I found no public information on consent expiry or automated re-consent, retention rules per country, or how deletion propagates to backups and the job boards it syncs with. 8 11 2

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AI screening transparency & control

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.

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The Employer Branding Manager

The AI assistant's inputs are documented (CV, work and education history, questionnaire responses), diversity and equal-opportunities questionnaire answers are excluded from processing, the score is generated once at submission, the feature is switched on per job by tickbox and can be removed, the model is in-house with bias testing described, and the policy states no solely automated decisions with significant effects. What is missing for my works council: I found no public information on informing candidates when AI is used, retained logs of AI-assisted decisions, or a published EU AI Act position — the published privacy basis is the UK GDPR with the EU GDPR only "where applicable". 10 3 2

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HR handover, integrations & API

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.

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The Employer Branding Manager

The HRIS pages promise automated candidate and employee record sync via pre-built connections, and Teams, Office 365 and Google calendar integrations plus a configurable API are documented. The captured pages name no specific HR system — none of the DACH ones my HR team runs — and I found no public information on published API documentation, SSO, e-signature for contracts, or webhooks. 12 13 3

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European sovereignty

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.

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The Employer Branding Manager

The contracting entity is Tribepad Ltd in Sheffield, hosting is named as AWS with all data held within the UK, and the privacy policy acknowledges transfers outside the UK/EEA covered by adequacy decisions and contractual mechanisms. For my German vacancies that is a non-EU entity on non-EU hosting, the provider AWS is US-headquartered, and we found no public information on an EU hosting option or a dedicated subprocessor list covering parsing, AI and email delivery. 2 3 12

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Pricing transparency not rated — the vendor publishes no price

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.

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The Employer Branding Manager

The only pricing statements are marketing language — "cost-effective, transparent pricing", no upgrade fees within a package — plus a Book a 30-minute call button; Job Booster is pay-as-you-go with one-off prices shown at booking time, but nothing is public before that. No tier prices, pricing basis, minimum term or VAT treatment are published, so I cannot derive an annual cost from the public pages, let alone what a paid board posting adds to my bill. 6 3 12

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European sovereignty — proven facts

2 of 4 dimensions proven

Built only from facts shown on the vendor's own pages. A dimension we could not prove is left open, not scored as zero.

Ownership Not determined — uncited Report an error
Data residency Not determined ⚠ unverified — uncited Report an error
Subprocessors US CLOUD Act reach ⚠ unverified 0/2 pts 3 Report an error

Where this could be wrong

What we left out

A claim that does not survive our checks costs us the claim, not the page. This is what was taken off this one.

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Sources (13)

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

  1. 1 Vendor page www.tribepad.com Checked 29 Sep 2026 Details →
  2. 2 Privacy policy — found from the homepage tribepad.com Checked 30 Sep 2026 Details →
  3. 3 Security / trust page — found from the homepage tribepad.com Checked 30 Sep 2026 Details →
  4. 4 Applicant management & hiring workflow — found from sitemap learn.tribepad.com Checked 1 Oct 2026 Details →
  5. 5 Applicant management & hiring workflow — found from sitemap learn.tribepad.com Checked 1 Oct 2026 Details →
  6. 6 Multiposting, career page & candidate experience — found from sitemap tribepad.com Checked 1 Oct 2026 Details →
  7. 7 Multiposting, career page & candidate experience — found from sitemap tribepad.com Checked 1 Oct 2026 Details →
  8. 8 Retention, deletion & talent-pool consent — found from sitemap learn.tribepad.com Checked 1 Oct 2026 Details →
  9. 9 Retention, deletion & talent-pool consent — found from sitemap tribepad.com Checked 1 Oct 2026 Details →
  10. 10 AI screening transparency & control — found from sitemap learn.tribepad.com Checked 1 Oct 2026 Details →
  11. 11 AI screening transparency & control — found from sitemap learn.tribepad.com Checked 1 Oct 2026 Details →
  12. 12 HR handover, integrations & API — found from sitemap tribepad.com Checked 1 Oct 2026 Details →
  13. 13 HR handover, integrations & API — found from sitemap learn.tribepad.com Checked 1 Oct 2026 Details →