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Recruiting

Workable

UK / wider Europe Report an error

Panel 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 Workable Software Limited · www.workable.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

Requisition approvals with multi-level sign-off, offer approval flows with e-signatures, granular access rights configurable per stage, interview kits and scorecards, self-scheduled interviews with two-way calendar sync and audit trails tracking every change are all documented. We found no public information on bulk actions or reporting on drop-off per stage, which is what keeps me just short of calling the pipeline an auditable record. 1 2

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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

There is a drag-and-drop branded careers page, a jobs widget for the website, distribution to 200+ boards with Indeed Platinum and LinkedIn Preferred partnerships, mobile-optimized applications with auto-fill in the candidate's language, and online self-withdrawal. But we found no public information on German boards such as the Bundesagentur für Arbeit or StepStone, Google for Jobs markup, applying without an account, or cost and applicants per channel — the numbers my job-ad budget actually runs on. 1 2 4

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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

GDPR rights are answered free of charge through a named Data Protection Officer, personal information is deleted on written request, and audit trails track changes. We found no public information on automatic deletion after a configurable period following rejection, recorded consent for the Talent CRM pool, consent expiry, or logged deletion runs — exactly the parts the employer, not the vendor, is liable for. 1 3

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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

Scores are shown with their reasoning, protected characteristics are stated to be excluded by design, low-confidence inferences pass to a human, the agent can be switched off across the account and configured per job with screening cut-offs and scoring weights, and there is an EU AI Act alignment statement plus AI fairness research participation. The terms acknowledge unnamed third-party large language models, and we found no public information on informing candidates when AI is used or EU processing for these features; the privacy policy states no automated decision-making while product pages describe strong fits auto-advancing with override. 1 3 4 6

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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

A fully documented REST API with webhooks, an HRIS connector that exports a defined field set automatically when a candidate reaches the hired stage, Zoom/Teams/Meet, single sign-on and e-signatures are all public. We found no public information on a handover to a named DACH HR or payroll system such as Personio or DATEV-connected systems, on SCIM, or on published API limits. 1 2 7

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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 UK-based under English law, and the privacy policy states the services are hosted and operated in the United States through Workable, Inc., with data stored in the USA or possibly the EEA and no customer-selectable EU region described. Transfers rest on SCCs and the Data Privacy Framework, the subprocessor list is referenced but not shown, and we found no public information on where CV parsing and the AI features run — every applicant's CV travels a chain that person never chose. 3 4

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Pricing transparency

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

All three bundles carry monthly and annual figures and the add-ons are unusually well priced — texting, video interviews, assessments, and AI credit bundles down to the per-action credit cost, with a renewal increase capped and noticed. But we found no public information on what the tier price is based on (employees, open jobs or recruiter seats), on what a paid job-board posting adds to the bill, on the minimum term, or on VAT treatment — so I cannot compute a real annual invoice, and pricing may vary by billing country. 2 4

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European sovereignty — proven facts

3 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 US by default ⚠ unverified 0/3 pts 3 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 (7)

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

  1. 1 Vendor homepage www.workable.com Checked 22 Sep 2026 Details →
  2. 2 Pricing page www.workable.com Checked 22 Sep 2026 Details →
  3. 3 Privacy policy www.workable.com Checked 22 Sep 2026 Details →
  4. 4 Terms of service www.workable.com Checked 22 Sep 2026 Details →
  5. 5 Applicant management & hiring workflow — found from sitemap www.workable.com Checked 1 Oct 2026 Details →
  6. 6 AI screening transparency & control — found from sitemap www.workable.com Checked 1 Oct 2026 Details →
  7. 7 HR handover, integrations & API — found from sitemap www.workable.com Checked 1 Oct 2026 Details →