Talent Management
Mooncamp
Provenance unknown Report an error0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.
by Mooncamp GmbH · www.mooncamp.com
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Mooncamp at a glance
- Vendor
- Mooncamp GmbH
- Headquarters
- Not stated on the vendor’s pages as of 20 Oct 2026
- Data hosting
- Not stated on the vendor’s pages as of 20 Oct 2026
- Free plan
- Not stated on the vendor’s pages as of 20 Oct 2026
- Panel verdict
- The AI panel rates Mooncamp 2/5, the mean of 6 judges. Mooncamp GmbH, registered in Cologne, emerges from the bench as an OKR and check-in platform rather than a full talent management suite. how scores are made
- As of
- Vendor pages captured 20 Oct 2026; evaluated by the panel 21 Oct 2026. all sources
Read this page as one judge. Each weighs the same scores by what they care about.
The panel's verdict
Mooncamp GmbH, registered in Cologne, emerges from the bench as an OKR and check-in platform rather than a full talent management suite. It is strongest at goals and feedback, where scores are a flat 6 from min to max: strategy broken into aligned goals and OKRs, weekly async check-ins, reminders via Slack, Microsoft Teams and email, and check-ins written inside Teams or Slack. It is weakest at learning and development, a flat 0, where the captured pages evidence goals, check-ins, dashboards and strategy maps and we found no public information on development plans, skills frameworks or succession. Performance reviews scores run 1-3, because the pages describe outcome-based business reviews of results and impact metrics rather than employee review cycles. No other criterion varies by more than a point — codetermination and privacy at 4-5, sovereignty at 6-7 on German hosting with EU-based processors and standard contractual clauses for US website services, integrations and portability at 4 — so the bench records no genuine split. Only a free trial is public on pricing.
Speaks for it
- Goals and feedback scores a flat 6, on OKR alignment from strategy, weekly async check-ins and reminders via Slack, Microsoft Teams and email.
- Check-ins and goal updates can be written directly inside Microsoft Teams and Slack.
- Visibility is documented concretely: role- and entity-based access management, permissions by team membership, confidential goals private by default and a bilingual access-rights article.
- Sovereignty scores run 6-7, on Hetzner Cloud hosting in Germany, ISO 27001-certified data centres and hourly backups in European data centres.
- Goals and dashboards export to CSV, PDF and PNG.
Held against it
- Learning and development scores a flat 0, and we found no public information on development plans, skills or competency frameworks, learning content or succession.
- Performance reviews scores run 1-3, and the pages evidence outcome-based business reviews of results and impact metrics rather than employee review cycles.
- We found no public information on an HRIS sync such as Personio or SAP SuccessFactors, SCIM provisioning or a documented API.
- Documented export covers goal views and dashboards, and we found no public information on export of review and feedback history.
- We found no public information on a published subprocessor list, and the only pricing statement on the captured pages is a free trial.
Best for
- You are buying an OKR platform first — goal alignment from strategy, weekly async check-ins and Teams and Slack reminders are what the pages evidence and where scores peak at 6.
- Your works council needs documented visibility rules before signing — role- and entity-based access, confidential goals private by default and an express statement of no automated decision-making or profiling under Art. 22 GDPR give concrete material.
- You need hosting in Germany — the security page names Hetzner Cloud hosting in Germany with ISO 27001-certified data centres and hourly backups stored in European data centres.
Avoid if
- You need a structured employee review cycle with rating scales, calibration and employee sign-off — performance reviews scores run 1-3 and the pages evidence business reviews of outcome metrics instead.
- You need development plans, skills frameworks or succession views — learning and development is a flat 0 and the captured module list is Goals & OKRs, Dashboards, Check-ins and Strategy Maps.
- You rely on HRIS sync, SCIM provisioning or a documented API — we found no public information on these, and export covers goals and dashboards rather than review and feedback history.
- You must compute an annual cost before talking to sales — pricing transparency scores run 0-1, and a free trial is the only public statement.
The scores
| Criterion | Panel median |
|---|---|
| Performance reviews & calibration | 1 of 5 |
| Goals, OKRs & continuous feedback | 3 of 5 |
| Learning, skills & succession | 0 of 5 |
| Works council, visibility & AI disclosure | 2 of 5 |
| HRIS sync, integrations & data portability | 2 of 5 |
| European sovereignty | 3.5 of 5 |
Performance reviews & calibration
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How this is scored
The review cycle itself: configurable templates and rating scales, self, manager and 360° input, calibration across teams, and whether each rating can be traced back to criteria fixed before the cycle began.
0 — No structured reviews; at most a free-text form with no cycle, no scale and no record of who wrote what.
3 — Fixed review templates with self and manager input, but no configurable criteria, no calibration and no statement of what the employee sees.
5 — Configurable cycles, questions and rating scales, self, manager and peer input, employee sign-off or acknowledgement, and the review history kept per employee.
8 — 360° feedback with configurable reviewer selection, calibration views across teams with rating distributions, review criteria per role or level, reminders and deadlines per cycle, and a documented rule for what the employee, the manager and HR can each see.
10 — Reviews are an auditable process: criteria and competency models versioned and fixed before the cycle, every rating change during calibration attributed and reasoned, bias checks or distribution analysis described, and the full review history exportable per employee.
The Head of HR
The captured pages frame 'business reviews' around OKRs, dashboards and impact metrics rather than a people review cycle: I found no public information on review templates, rating scales, self or manager input, calibration across teams, employee sign-off or a review history per employee. The nearest things are recurring reports on a review cadence and check-in question templates, which is business reporting, not a rating I could defend in calibration. 1 5 7
The Managing Director
The business-reviews page is about reviewing outcomes — impact metrics, dashboards and a recurring reporting cadence — and I found no public information on employee review cycles, rating scales, self or manager input, calibration, or what the employee sees. Templates with customized questions exist for check-ins, but nothing shows them tied to a yearly conversation about a person. 1 5 7
The People Analyst
What the captured pages evidence is outcome-based business reviews — a recurring review cadence focused on "results and impact metrics, not activities" — rather than employee review cycles. We found no public information on rating scales, self, manager or peer input, calibration across teams, employee sign-off, or what the employee versus the manager can each see. 5 7
The Works Council Member
The captured pages show a review cadence around OKR results — recurring reports with a review cadence and outcome-focused reviews that reflect the latest numbers — but we found no public information on employee review templates, rating scales, self, manager or peer input, or calibration across teams. Nothing tells me what the employee, the manager and HR may each see, and I cannot tell whether a rating could be traced back to criteria fixed before a cycle began. 5 6 7
The HR IT Integrator
The business review pages pitch outcome-focused reviews on live metrics with recurring review cadences and customizable question templates. We found no public information on rating scales, self or manager input, peer or 360° feedback, calibration across teams, or who may see a finished review, so the review process itself is undocumented. 5 7
The Skeptic
The business-reviews page is about outcome metrics, recurring report cadence and data pulled from other tools, not a structured employee review cycle: we found no public information on rating scales, self or manager review input, calibration, or what the employee sees of their review. Customizable question templates exist, but only in the check-in context, which lifts this just above nothing. 5 7
Goals, OKRs & continuous feedback
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How this is scored
The work between review cycles: individual and team goals or OKRs with alignment, progress check-ins, 1:1 meetings with shared agendas, and feedback and recognition — judged on whether the year-end review can draw on it rather than starting from memory.
0 — No goals or feedback features; objectives live in documents outside the product.
3 — Individual goals with a progress percentage, and praise or feedback as an unstructured feed, with no link to the review cycle.
5 — Goals or OKRs at company, team and individual level with alignment, regular check-ins, 1:1 agendas shared between manager and employee, and requested feedback that can be pulled into the next review.
8 — OKR or goal cascading with dependencies and confidence tracking, goal changes logged with history, 1:1 notes with private and shared parts stated, feedback requests to named colleagues, and integrations into Microsoft Teams or Slack for check-ins.
10 — Continuous performance management that feeds the record: goal history, check-ins, 1:1 outcomes and feedback visible in the review with their dates, configurable whether goal attainment affects ratings, and reporting on goal progress across the organisation.
The Head of HR
This is the product's core: strategy broken into aligned goals and OKRs, weekly async check-ins, and reminders that chase people via Slack, Microsoft Teams and email — exactly the nudge machinery I want. Feedback comes as reactions, comments and quick async feedback, and I found no public information on 1:1 agendas, feedback requests to named colleagues, goal change history, or anything that carries into a year-end review, since no review cycle is evidenced. 1 6 7 10
The Managing Director
This is what Mooncamp actually is: strategy broken down into goals and OKRs with alignment monitoring, weekly async check-ins with reminders via Slack, Microsoft Teams and email, and check-ins written directly in Teams, with reactions, comments and retrospectives as light feedback. I found no public information on shared 1:1 agendas between manager and employee, feedback requests to named colleagues, goal change history, or check-in content flowing into a person's review — so the year-end conversation would still start partly from memory. 1 6 7 10
The People Analyst
This is the product's core: OKRs broken down from strategy with alignment monitoring, weekly async check-ins with reminders via Slack, Microsoft Teams and email, reactions, comments and quick async feedback, plus goal updates written directly in Teams or Slack. We found no public information on shared 1:1 agendas, feedback requests to named colleagues, goal change history or confidence tracking, and nothing on whether goal attainment feeds a people review, so it sits below the top of the range. 1 6 7 10
The Works Council Member
This is the core of the product: strategy broken into aligned goals and OKRs, custom terminology and cadences, weekly async check-ins with reminders via Slack, Microsoft Teams and email, reactions and quick async feedback, and check-ins written directly in Teams. We found no public information on shared 1:1 agendas, feedback requests to named colleagues, or a logged goal history, so how much of this continuous record feeds a person's review rests on the single note that reviews reflect the latest numbers. 1 5 7 10
The HR IT Integrator
This is the product's core: OKRs with alignment monitoring, async check-ins, reminders and check-in writing inside Microsoft Teams and Slack, automatic progress updates from named tools, and CSV, PDF and PNG export of goals and dashboards. We found no public information on 1:1 agendas, goal change history, confidence tracking, or feedback flowing into the year-end review, which is what I need for the record. 1 7 10 11
The Skeptic
This is the product's core: strategic goal alignment and monitoring, weekly async check-ins with reminders via Slack, MS Teams and email, auto-updated metrics from connected tools, reactions, comments and retrospectives, and check-ins written inside Teams. We found no public information on 1:1 agendas, requested feedback that flows into reviews, goal change history, dependencies or confidence tracking. 1 7 10
Learning, skills & succession
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How this is scored
Growing people rather than only rating them: learning paths or course delivery, a skills or competency framework, career paths and development plans, and talent reviews and succession planning for key roles.
0 — No development features; the product rates people but says nothing about developing them.
3 — A development-plan text field or a link to an external course catalogue, with no skills model and no succession view.
5 — Development plans linked to review outcomes, a configurable competency or skills framework, assigned learning content or integration with a named LMS, and career paths per role.
8 — Skills profiles per employee with gaps against role requirements, learning paths with completion tracking and mandatory training, talent reviews (such as a nine-box) with succession plans per key role, and internal mobility shown against open positions.
10 — Development is planned and measured: skills data maintained and versioned, learning outcomes linked to skills and reviews, succession coverage and risk reported per role, SCORM or xAPI content supported or a named LMS integrated both ways, and certificates and training records exportable.
The Head of HR
I found no public information on development plans, a skills or competency framework, learning content or LMS integration, career paths, talent reviews or succession planning. The stated modules are Goals & OKRs, Dashboards, Check-ins and Strategy Map, and the pages say nothing about developing people. 1
The Managing Director
The product scope on the captured pages is goals and OKRs, dashboards, check-ins and strategy maps; we found no public information on learning paths, a skills or competency framework, development plans, career paths or succession planning. For a buyer wanting to grow people rather than only track them, there is nothing here to evaluate. 1 6
The People Analyst
We found no public information on learning paths or course delivery, a skills or competency framework, career paths, development plans, talent reviews such as a nine-box, or succession planning for key roles — the product pages evidence only goals, check-ins, dashboards and strategy maps. As the owner of the skills model and the succession bench, I see nothing here on growing people, only on tracking their goals. 6 7
The Works Council Member
The captured product pages list Goals & OKRs, Dashboards, Check-ins and Strategy Maps, and we found no public information on development plans, a skills or competency framework, assigned learning content, career paths or any succession or talent-review view. Setting and reviewing objectives is what the pages describe; on developing people I found no public information at all, which is the lowest mark from me. 1
The HR IT Integrator
Beyond retrospectives and a Plan-Do-Check-Act cycle use case for team process reflection, we found no public information on development plans, a skills or competency framework, learning content, career paths or succession views. Nothing on the captured pages evidences developing people rather than tracking their goals. 7
The Skeptic
The module list names Goals & OKRs, Dashboards, Check-ins and Strategy Maps, and we found no public information on development plans, a skills or competency framework, learning content, career paths or succession. The captured pages say a lot about tracking goals and nothing about developing people. 1
Works council, visibility & AI disclosure
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How this is scored
What the employer can put in a works agreement: visibility and access rules per role, anonymity thresholds for surveys and upward feedback, retention and deletion of review data, access logging, and disclosure and control of every AI feature that summarises, scores or suggests ratings.
0 — Nothing stated about who sees which review data, how long it is kept, or what the AI features process; "anonymous" feedback with no threshold.
3 — Role-based access mentioned in general terms and an assurance of confidentiality, but no anonymity threshold, no retention setting and AI features described only as benefits.
5 — Visibility rules per role documented, a configurable minimum group size for anonymous results, retention or deletion of review data configurable, and each AI feature named with its inputs and an option to disable it.
8 — Field-level permissions and private versus shared notes stated, access to review data logged, retention per data type, AI features off by default or switchable per module with the model provider named, and documentation or templates aimed at works councils or a works agreement.
10 — The vendor publishes what a works agreement needs: a complete list of the data each module processes and who sees it, audit logs exportable, deletion runs reportable, AI features never rating or ranking employees without a human action, the EU AI Act position stated, and EU processing for the AI features.
The Head of HR
Visibility is genuinely documented — role-based and entity-based access, goals visible by team membership, confidential goals private by default, and an Access Rights help article in English and German — and the privacy pages state the employer is controller with Mooncamp as processor and no automated decision-making or profiling. But I found no public information on a minimum group size for anonymous results or on configurable retention and deletion of review data, and no AI features are described at all, so there is nothing to name or switch off. 3 4 8 9
The Managing Director
Role-based and entity-based access management, permissions driven by team membership with confidential goals private by default, and an Access Rights help article in English and German are genuinely documented, and the privacy policy states there is no automated decision-making or profiling. We found no public information on a minimum group size for anonymous results, configurable retention or deletion of review data, or access logging — and no AI feature is described, so there is nothing to evaluate on its inputs or on switching it off. 3 4 8 9
The People Analyst
Role- and entity-based access management, permissions driven by team membership, confidential goals private by default and a dedicated access-rights help article give a works council something concrete on visibility, and the privacy pages state there is no automated decision-making or profiling, seven-day server log retention and a right to delete the account. We found no public information on a minimum group size for anonymous results, configurable retention of review data, access logging of who viewed what, or documentation aimed at works councils. 8 9 4 3
The Works Council Member
There is real material here for a works agreement: roles with custom rights and entity-based read, edit and admin access, permissions derived from team membership with confidential goals private by default, a dedicated Access Rights help article, a clear statement that the employer is controller and the vendor processor, and an express statement of no automated decision-making or profiling under Article 22 GDPR. But we found no public information on a minimum group size for anonymous results, configurable retention or deletion of review data, access logging, or any AI feature and its inputs — exactly the points I must settle before signing. 3 4 8 9
The HR IT Integrator
Visibility is genuinely documented: role-based and entity-based access, permissions driven by team membership with confidential goals private by default, and a bilingual Access Rights help article; the privacy policy also states the employer is controller, Mooncamp acts as processor, and no automated decision-making is carried out. We found no public information on minimum group sizes for anonymous results, configurable retention of review data, or access logging, and no AI features are described anywhere. 4 8 9
The Skeptic
Visibility is documented beyond generalities — team-based permissions with confidential goals private by default, an access-rights help-centre article in English and German, role- and entity-based access management — and the privacy policy states the employer is controller while ruling out automated decision-making under Art. 22 GDPR. We found no public information on an anonymity threshold for surveys, configurable retention or deletion of review data, access logging, or any AI feature that would need disclosure. 8 9 4
HRIS sync, integrations & data portability
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How this is scored
How the tool fits next to the system of record and what leaves with the customer: employee and org-chart sync from the HR system, SSO and SCIM, collaboration-tool integrations, an API, and export of the full review, goal and feedback history.
0 — No HR-system integration and no export; employees and managers are maintained by hand and the history stays in the product.
3 — A CSV import of employees and a PDF export of single reviews, with no named HR-system integration and no API.
5 — Maintained sync with at least one HR system common in DACH (e.g. Personio, SAP SuccessFactors, HRworks), SSO, a documented API, and an export of review and goal data in a structured format.
8 — Several named HRIS integrations including org-chart and manager relations, SCIM provisioning, Microsoft Teams or Slack integration, webhooks, an API with published limits, and a bulk export of the complete review, goal and feedback history.
10 — Portability is designed in: a versioned API with a deprecation policy, a documented full export (structured data plus attachments) available at contract end, deletion that propagates to synced systems, and the vendor maintaining the German HRIS integrations itself.
The Head of HR
SSO via SAML with the major identity providers, check-ins and goal updates inside Microsoft Teams and Slack, and connectors to Jira, Power BI, Salesforce and more are all on the public pages. I found no public information on a sync with any HR system such as Personio or SAP SuccessFactors, on SCIM provisioning or on a documented API, and while goals and dashboards export as CSV, PDF or PNG, I found no public information on export of a complete review and feedback history. 4 10 11
The Managing Director
Single sign-on across major SAML providers, Microsoft Teams and Slack for check-ins, nine native data connectors plus a long upon-request list, and CSV export from any goal view with PDF and PNG export of goals and dashboards are all documented. We found no public information on a named HRIS sync such as Personio or SAP SuccessFactors, SCIM provisioning, a documented API, or export of review and feedback history — which in practice means the employee list stays manual. 7 10 11
The People Analyst
SSO via SAML providers, a broad set of native connectors (Asana, Jira, Salesforce, Power BI and more) with Teams and Slack check-ins, and a CSV export from any goal view plus PDF and PNG for goals and dashboards give real portability of goal data. We found no public information on a named HRIS sync such as Personio or SAP SuccessFactors, SCIM provisioning, a documented API, or export of the complete review, goal and feedback history — which for me is the part that matters, since analysis has to happen outside the tool. 10 11 4
The Works Council Member
SSO is documented with named providers including Okta, OneLogin and Entra ID via SAML, Microsoft Teams and Slack are integrated for reminders and check-ins, and a long list of data connectors from Asana and Jira to Salesforce is published, with further connectors developed on request for enterprise customers with possible charges. We found no public information on a named HRIS sync such as Personio or SAP SuccessFactors, SCIM provisioning or a documented API, and the export evidence I see covers goals and dashboards in CSV, PDF and PNG — not a bulk export of the review and feedback history. 4 8 10 11
The HR IT Integrator
SSO with all major SAML identity providers, check-ins in Microsoft Teams and Slack, a long catalogue of native and on-request connectors, and custom connector development for enterprise customers are all real. But the pieces I get asked for at contract end are missing from public pages: we found no public information on a named HRIS integration such as Personio or SAP SuccessFactors, SCIM provisioning, a documented API or webhooks, and the export covers goals and dashboards rather than reviews, 1:1s and feedback. 10 11 7
The Skeptic
SSO across major SAML identity providers, a long named list of native connectors, Teams and Slack, and CSV, PDF and PNG export of goals and dashboards are all public. We found no public information on any HRIS sync, SCIM provisioning or a documented API, export covers goal views and dashboards rather than review or feedback history, and custom connectors are an enterprise-plan item where charges for the development may apply. 10 11
European sovereignty
panel opinion
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How this is scored
Where performance, feedback and survey data lives, who the contracting entity is, and who the subprocessors are — including the AI providers that summarise reviews and feedback. Independently sourced by the sovereignty pipeline. Weighted with the employment relationship in mind: these are judgements about people who did not choose the vendor.
0 — Non-EU vendor and contracting entity, hosting unstated, subprocessors unnamed, and 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 AI features run outside the EU without saying so.
5 — EU hosting as standard and an EU contracting entity, but parts of the chain — AI summaries, email, analytics or support — are non-EU without an explained safeguard.
8 — EU hosting on named infrastructure, EU contracting entity, subprocessor list published including AI providers, and a DPA that covers employee performance 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 features run within the EU on providers the customer can see.
The Head of HR
Mooncamp GmbH is registered at the Cologne district court with a German VAT number, hosting runs on Hetzner Cloud in a German data centre certified to ISO 27001 with hourly backups in European data centres, a customer DPA is offered, and the pages state processors are based in the EU under data processing agreements. It falls short of the top level because I found no public information on a published subprocessor list, and transfers to Google and Microsoft components rely on standard contractual clauses. 2 3 4 9
The Managing Director
The captured pages name Mooncamp GmbH in Cologne as the contracting entity and Hetzner Cloud in Germany as host, with ISO 27001 certified data centers, hourly backups in European data centers, and a DPA under which the employer is controller and Mooncamp the processor. A subprocessor list is not published — the privacy policy describes EU-based processors under data processing agreements — and website services from US providers run under standard contractual clauses, so the picture is European but short of fully evidenced end to end. 2 3 4 9
The People Analyst
Mooncamp GmbH of Cologne is the contracting entity, hosting is on Hetzner Cloud in Germany with ISO 27001 certified data centres and European backup locations, and there is a DPA plus data-processing agreements with EU-based processors, with SCCs covering the US services such as Google Analytics. We found no published subprocessor list, and residency, ownership and jurisdiction could not be confirmed from the captured pages alone. 2 4 3 9
The Works Council Member
The vendor's own pages show Mooncamp GmbH in Cologne as contracting entity and controller, hosting on Hetzner Cloud in Germany with hourly backups in European data centers, data processing agreements with processors based in the EU, and SCCs plus IP anonymisation for the US services such as Google Analytics that appear on the website. The independently sourced sovereignty attributes nevertheless mark data residency and subprocessor exposure as unconfirmed, and we found no published subprocessor list, so the chain looks European on paper but cannot be verified end to end. 2 3 4 9
The HR IT Integrator
The captured pages name Mooncamp GmbH with a Cologne register court, hosting on Hetzner Cloud in Germany, ISO 27001-certified data centers with hourly backups in European locations, EU-based processors under data processing agreements, and an explicit statement of no automated decision-making. It stops short of publishable assurance: we found no public information on ownership or a published subprocessor list, and third-country services for website analytics and sign-in are handled through standard contractual clauses. 2 3 4
The Skeptic
The captured legal notice and privacy policy show a Cologne-registered GmbH as contracting entity and controller, the security page names Hetzner Cloud hosting in Germany with ISO 27001-certified data centres and hourly backups in European data centres, and non-EU website services are disclosed with SCCs and processor agreements with EU-based processors. It stays below the top anchors because no subprocessor list is published and the only certificate named belongs to the data centres, not the vendor. 2 4 3 9
Pricing transparency
not rated — the vendor publishes no price
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How this is scored
Whether a buyer can compute the real annual cost from public pages alone: the pricing basis (per employee, per active user, per module), which of reviews, goals, engagement surveys and learning sit in which tier, add-ons for AI or analytics, and the minimum term.
0 — No public prices at all; every module is a sales conversation.
3 — A starting price exists, but the pricing basis or which modules it covers is unstated — the invoice is unknowable.
5 — Module or tier prices public with the pricing basis given, but at least one commonly needed piece (engagement surveys, learning, AI features, HRIS integration) is unpriced.
8 — Every module or tier priced publicly with its basis, add-on prices listed, minimum headcount, minimum term and VAT treatment given.
10 — Complete price computability: the annual invoice derivable for a given headcount and module mix, with every add-on, implementation fee and overage published.
The Head of HR
I found no public prices on the captured pages: a free trial is offered and an enterprise plan is mentioned, but no figure, pricing basis, module assignment, minimum headcount or minimum term appears anywhere. The annual invoice is not computable from public pages alone — every module is a sales conversation. 6 10
The Managing Director
I found a free trial and a passing reference to an enterprise plan for which development charges may apply, and nothing else: no public prices, no pricing basis, no module tiers, no minimum term. The real annual cost for my sixty people is a sales conversation, which is exactly what I refuse to start a purchase with. 6 7 10
The People Analyst
Only a free trial and a named enterprise plan are public, with the caveat that development charges "may apply" for integrations in that plan; we found no public prices, no pricing basis, no module tiering and no minimum term. A buyer cannot compute anything close to the annual invoice from the captured pages. 7 10 6
The Works Council Member
Only a free trial is public — "Try Mooncamp for free" — and we found no public information on prices, the pricing basis, which modules sit in which tier, add-ons or the minimum term. I cannot begin to compute what a year would cost, so this is the bottom mark. 6 7
The HR IT Integrator
No price figure, pricing basis, tier contents, minimum headcount, minimum term or VAT treatment appears anywhere we could see; the pages offer a free trial and name an enterprise plan whose integration development charges "may apply". A buyer cannot compute any part of the annual cost from public pages. 6 7 10
The Skeptic
The only pricing-related statement on the captured pages is a free trial; no price, pricing basis, module-to-tier mapping, minimum headcount or minimum term appears anywhere, and the enterprise plan surfaces only through integration development where charges may apply. A buyer cannot derive any annual cost from public pages. 6 10
European sovereignty — proven facts
0 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 | Not determined ⚠ unverified | — | uncited Report an error |
|---|---|---|---|
| Ownership | Not determined | — | uncited Report an error |
| Data residency | Not determined ⚠ unverified | — | uncited Report an error |
| Subprocessors | Not determined ⚠ unverified | — | uncited Report an error |
Questions about Mooncamp
Is Mooncamp European?
Not determined: the vendor’s pages as captured do not say where Mooncamp is based.
Where does Mooncamp store data?
Not stated on the vendor’s pages as of 20 Oct 2026.
Does Mooncamp have a free plan?
Not stated on the vendor’s pages as of 20 Oct 2026.
What are the best alternatives to Mooncamp?
As of 21 Oct 2026, the panel rates Culture Amp (3/5), Small Improvements (3/5) and Appraisd (2.5/5) highest among the other 17 Talent Management products evaluated. Ratings that look equal are rounded to half stars; the order uses the unrounded rating, then the name. The highest-rated European alternative is Small Improvements (EU-Made). Ratings are the AI panel’s opinion, formed from public evidence: how scores are made. The full list, with European products first: Mooncamp alternatives.
Where this could be wrong
- Evidence ages. The oldest capture behind this page is from 20 Oct 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, Subprocessors, Legal entity. Not confirmed on the vendor’s own pages as captured.
- 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.
- 18 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
- 3 legal 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 data 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
- 3 sovereignty dimensions could not be confirmed on the vendor’s own pages and are shown as unknown. Know more? Tell us
Sources (11)
The pages every claim on this page was read from — each one checked, dated, and kept verifiable.
- 1 Vendor page www.mooncamp.com Checked 20 Oct 2026 Details →
- 2 Legal notice — found from the homepage mooncamp.com Checked 20 Oct 2026 Details →
- 3 Privacy policy — found from the homepage mooncamp.com Checked 20 Oct 2026 Details →
- 4 Security / trust page — found from the homepage mooncamp.com Checked 20 Oct 2026 Details →
- 5 Performance reviews & calibration — found from sitemap mooncamp.com Checked 20 Oct 2026 Details →
- 6 Goals, OKRs & continuous feedback — found from sitemap mooncamp.com Checked 20 Oct 2026 Details →
- 7 Goals, OKRs & continuous feedback — found from sitemap mooncamp.com Checked 20 Oct 2026 Details →
- 8 Works council, visibility & AI disclosure — found from sitemap mooncamp.com Checked 20 Oct 2026 Details →
- 9 Works council, visibility & AI disclosure — found from sitemap mooncamp.com Checked 20 Oct 2026 Details →
- 10 HRIS sync, integrations & data portability — found from sitemap mooncamp.com Checked 20 Oct 2026 Details →
- 11 HRIS sync, integrations & data portability — found from sitemap mooncamp.com Checked 20 Oct 2026 Details →