# flair > flair is an HR software built on Salesforce — recruiting, time tracking, payroll, and employee experience in one platform. Index: https://flair.hr/llms.txt ## Get Support | flair URL: https://flair.hr/en/support > Need help using flair or having technical issues? Use our support form to get a quick resolution to your enquiry. Get Support Get Help From Our Support Team We’re happy to answer your questions and help you resolve any issues with flair. Get quick answers to your questions about flair Report bugs and technical issues to our team We’re dedicated to resolving your enquiry as fast as possible --- ## The Employee Hub: A Comprehensive Employee Self-Service Portal URL: https://flair.hr/en/employee-hub > Simplify everyday HR tasks with the self-service Employee Hub for time tracking, absence requests, documents, employee engagement, and more. Employee Self-Service A Central Location for Your Daily HR Simplify everyday HR tasks and save time with the self-service Employee Hub – a central employee portal for time tracking, absence requests, documents, employee engagement, and much more. Book a Demo An HR Platform Your Whole Team Will Love HR doesn’t have to be complicated. The Employee Hub provides employees, managers, and HR professionals with an intuitive user experience – so everyday tasks are as easy as they should be. Simplify Your Day Manage time-off requests, timesheets, shifts, employee data, performance reviews, documents, and more – all in one self-service app for employees and people managers. Boost Satisfaction Step up your employee experience from pre-onboarding to exit interviews. Send eNPS and engagement surveys to identify potential company improvements. Improve Collaboration Facilitate more efficient ways of working. Assign workflow tasks, approve requests, share documents and announcements, tag colleagues, and receive notifications. Streamline Onboarding With the Employee Hub, you can create onboarding workflows for different teams and roles. Request data, attach files, or share videos to quickly get new hires up to speed. Smooth Pre-Onboarding Take care of routine admin tasks before day one by collecting necessary information and documents. Clear Onboarding Tasks Guide new starters through their first days with assigned tasks and integrated videos. Track Time and Attendance The Employee Hub lets your team submit their working hours and request absences. Approval processes are quick and easy, reducing manual admin. Simple Time Tracking Use a digital time clock, assign time to projects and clients, or integrate physical devices such as keycards. Clear Overview of Leave View remaining leave entitlement and teammates’ planned absences. Improve Employee Engagement The Employee Hub helps you develop your workforce, whether you work in-office, remote, or hybrid. Improve productivity and strengthen employee retention. Employee Surveys Evaluate employee sentiment and identify improvements with eNPS, check-in, and engagement surveys. Performance Reviews Structure your regular feedback talks and measure progress with collaborative performance reviews. Absence Management Software Absence Management Time-Off Requests and Approvals Made Easy Expense Management Software Expense Management Capture receipts, approve expense groups together and reimburse employees faster. Employee Survey Software Built for HR Professionals Employee Survey Software Gain Valuable Employee Feedback Access the Employee Hub on the Go Track your hours, request time off, and view documents when you’re on the move. The flair mobile app allows you to work more flexibly. --- ## SAP SuccessFactors Alternative on Salesforce | flair URL: https://flair.hr/en/compare/sap-successfactors > SAP SuccessFactors vs. flair: see how flair's Salesforce-native HR and recruiting platform handles modules, multi-entity setups and access control. SAP SuccessFactors vs. flair Enterprise HR, Native to Salesforce flair is an HR and recruiting platform built natively on Salesforce. For companies that want HR data, processes and reporting in the same Salesforce org as the rest of the business. Book a Demo Roll Out HR at Your Own Pace Start with the modules you need and add more as you grow. Customization and admin happen in Salesforce, with tools your team may already know. Implementation & Customizability Choose the features and add-ons you need and implement flair in phases according to your priorities Get support from our experienced Salesforce-savvy onboarding specialists and partners Customize HR and recruiting processes in Salesforce to meet your organization's needs An Employee Hub People Actually Use flair's modern UI is designed for managers, HR professionals and employees, on desktop and in the mobile app. User-Friendly Solution Personalize the self-service Employee Hub to show only the features that you need Integrate flair with Salesforce and non-Salesforce tools and apps your team is familiar with Use reports and dashboards, and give employees and managers a mobile app Several Entities, One Salesforce Org flair keeps all legal entities of your group in one flair Salesforce org, with entity-specific access, payroll territories and Employee Hubs. Group Companies Assign employees, jobs and candidates to legal entities and restrict visibility by entity Set up payroll territories per country or region, each with its own currency Run a separate Employee Hub with its own domain and logo for each brand or legal entity HR and CRM on **One Platform** Built natively on the Salesforce platform Not built on the Salesforce platform HR and CRM Data HR data in the same Salesforce org as your CRM HR data in a system separate from your Salesforce CRM Access Control Salesforce permission sets, profiles and visibility scopes No Salesforce permission sets or profiles HR Software for Multi-Entity Companies Multi-Entity HR Run HR for several legal entities, locations and countries in one Salesforce org. Position Management Position Management Software Optimize Your Workforce Planning Simple, Structured Payroll Software Ensure Payday Runs Smoothly Every Time Frequently Asked Questions What are the main differences between SAP SuccessFactors and flair? SAP describes SAP SuccessFactors as a portfolio of HCM applications covering core HR and payroll, talent management and learning. It is a public cloud SaaS solution hosted by SAP that can integrate with SAP S/4HANA and other enterprise solutions. flair is an HR and recruiting platform that covers the employee lifecycle, from recruiting and onboarding to time tracking, absences, performance and payroll preparation, with a self-service Employee Hub for employees. The main difference is the platform: flair is built natively on Salesforce. HR data in flair is stored on Salesforce and protected by Salesforce security, and it can be combined with other data in your Salesforce org for reporting. What kind of companies is flair suited to? flair is built for mid-size and enterprise companies, including groups with several legal entities, locations and countries. It is ideal for companies that already use Salesforce. Companies without Salesforce can still use flair without any limitations to its functionality: we set up a Salesforce instance through which they access flair. Does flair support companies with several legal entities and countries? Yes. Each company in your group is an entity in flair. You can restrict visibility by entity, run a separate Employee Hub for each brand or legal entity, and set up payroll territories per country or region, each with its own currency. How does flair handle payroll? flair organizes the employee data needed for payroll runs, generates payroll documents and distributes payslips through the Employee Hub. Payroll territories group employees by country or region, and flair connects to payroll and accounting apps, for example DATEV for German payroll territories. How can flair's customer success team help with switching to flair? We begin with an initial consultation to understand your data import needs. Our experts then securely transfer your employee data, validate its accuracy and completeness, and integrate it into flair. Our team also helps set up the system according to your preferences and provides ongoing support so your team is comfortable with the new platform. Compare flair With Other HR Solutions flair vs Workday Compare Workday HCM with flair's Salesforce-native HR platform. flair vs Workday flair vs Personio Why switching to flair gives you access to a more customizable HR solution. flair vs Personio flair vs Sage People flair is the number one HR solution on the Salesforce AppExchange. Find out why. flair vs Sage People --- ## Partner With flair To Unlock New Opportunities URL: https://flair.hr/en/become-a-partner > Become a flair partner: offer your clients Salesforce-native HR and recruiting software and earn recurring revenue from license sales and projects. Become a flair Partner Join Forces for More Revenue Expand your offering with Salesforce-native HR and recruiting software. As a flair partner, you can unlock new opportunities and strengthen your presence in the Salesforce community. Become a Partner Explore Partner Benefits Join Our Network of Successful Partners How You Benefit From Partnering With flair By partnering with flair, you can offer your clients more value – and earn additional recurring revenue from license sales and project work at the same time. Revenue Opportunities Generate new revenue streams through additional services and expanded project scope. Increased Relevance Provide HR capabilities to grow your relationships and relevance in the Salesforce ecosystem. Attractive Referral Incentives Earn attractive commissions and bonuses for the successful referral of new customers. Dedicated Partner Support Gain access to partner support to help you configure and customize flair for higher client satisfaction. One Flexible Platform for the Entire Employee Lifecycle Partnering with flair means you can offer your clients a modular HR solution that they can adopt and scale at their own pace. This simplifies implementation for faster results and further growth opportunities. How Partners Are Prospering With flair “flair has been an exceptional HR solution for our organization. Built on Salesforce, it seamlessly integrates with our existing systems and streamlines our recruitment process.” Joy Atuzie Sales Consultant "Our collaboration with flair aligns with our mission to continually enhance the value we bring to our clients by offering state-of-the-art solutions that address the evolving needs of the HR landscape." Thomas Schilling Commercial Director Read more “flair organizes HR processes, makes them faster, and we always have access to the data we need.” Florian Gehring Managing Director Read more Let's Team Up In just four easy steps, you can become a trusted flair partner and open up new opportunities. Arrange a call First Contact Arrange a call with one of our partner managers to outline the goals and nature of the partnership. Strategy Call Meet with us on an online call to align on partnership objectives, strategy, and conditions. Partnership Agreement In the next step, we'll finalize our partnership agreement together and get started right away. Ongoing Support Once everything is agreed, we'll start providing you with support so you can hit the ground running. Exciting HR Use Cases from Various Industries Check out our customer stories from a variety of industries to discover how you can add value for your clients with flair. View all stories Salesfive centralized its HR data with flair, improving transparency and efficiency in all core HR processes. PDF Butler From talent acquisition to performance management, flair has brought more structure to PDF Butler's HR. Brennerei Wild flair enables Brennerei Wild to scale up its staff for seasonal peaks and manage shifts at multiple locations. WONDER Foundation WONDER uses flair to enhance the efficiency of its recruiting and absence management processes. Public Sector Osnabrück's Economic Development Agency saves around 15 hours per week on time and attendance with flair. Meet With Pia, Our Partner Manager We’re here to answer your questions and show how partnering with flair can benefit your business. Schedule a call Learn how flair can drive growth for your clients Receive detailed answers to all of your questions --- ## Book a Demo URL: https://flair.hr/en/book-a-demo > Book a personal flair demo and see how our Salesforce-native HR and recruiting platform can help your organization streamline its people processes. Meet With Our Sales Team We’re happy to answer your questions and show you what flair can do for your organization. Explore flair's features and integrations Discover how flair can save you time and money We're dedicated to designing the best solution for your business Mehr als 1.500 Unternehmen weltweit setzen auf flair --- ## Build Career Pages in Minutes URL: https://flair.hr/en/career-portal > Build branded career pages in minutes with no code. flair's career portal builder helps you attract the ideal candidates and fill vacancies faster. Career Portal Builder Attract the Ideal Candidates Create eye-catching career portals in minutes, with no code required. flair helps you attract promising candidates and streamline your hiring process. Book a Call Attract and Recruit the Best Candidates Design professional career pages that stand out from the competition and turn visitors into applicants. Career portals that stand out Create branded, visually appealing career pages that reflect your company culture and values. Integrated applicant tracking Manage applications directly from your career portal with built-in tracking and organization tools. Better candidate experience Provide a smooth, intuitive application process that keeps candidates engaged from start to finish. Ideal for multi-location businesses Create separate career portals for different locations, departments, or brands from a single platform. Gaspar Rodriguez CEO & Co-Founder “We benefit tremendously from having all our HR data in Salesforce. This allows us to access and analyze data in ways that were previously impossible.” Read success story Founded in 2018 Smart Recruitment Software for Fast Hiring Recruitment Software Harness AI for Efficient Hiring Employee Engagement Employee Engagement Software More Engagement, Better Retention Showcase Your Job Openings Use our drag-and-drop career page builder to create beautiful, branded job boards. No coding required — just customize the layout, colors, and content to match your brand. Refine Your Recruiting Strategy Create separate portals for different departments, locations, or brands. Tailor the content and messaging for each target audience to maximize applications. Boost the Reach of Your Job Openings Distribute your job listings across popular job boards and social media platforms. Reach more candidates with less effort through automated publishing. Analyze and Improve Your Hiring Process Track visitor-to-applicant conversion rates and identify drop-off points. Use data-driven insights to optimize your career portal and increase applications. Stand Out in Your Industry With a Branded Career Site Use our career portal builder to position your organization as a great employer and fill vacancies faster. Win the Race for Healthcare Staff Improve your visibility as a healthcare employer to fill vacancies in less time. Learn more Promote Your Consultancy’s Culture Entice talented consultants by giving your company culture the exposure it deserves. Learn more Source Top Tech Talent Entice talented consultants by giving your company culture the exposure it deserves. Learn more Smart Recruitment Software for Fast Hiring Recruitment Software Harness AI for Efficient Hiring User-Friendly Employee Onboarding Software Onboarding Software Optimize Your Onboarding Efficient E-Signatures for HR Documents Electronic Signatures The Efficient Way To Sign Documents --- ## A Better Alternative to Excel | flair URL: https://flair.hr/en/compare/excel > Moving HR out of Excel? See how flair replaces spreadsheets with a dedicated HR and recruiting solution for payroll, attendance and performance reviews. Excel vs. flair Swap Spreadsheets for Smart HR Getting swamped in spreadsheets? Explore flair’s capabilities to see how switching to a dedicated HR and recruiting solution will save you time and improve your workflows. Get more information Download the Guide 4.7 star rating Salesforce Appexchange 5 star rating 4.5 star rating Omr Reviews 4.3 star rating flair Shines in Customer Reviews Users rate flair very positively on review platforms like G2, with high scores for ease of use, quality of support, and production direction. Microsoft Excel STATS SOURCED FROM G2 Ease of Use Quality of Support Product Direction flair Tackles All Core HR Tasks As a purpose-built HR solution, flair is more suitable than Excel for tasks like payroll management, attendance tracking, and performance reviews. Core HR All-in-one solution for HR and recruitment Automate repetitive HR processes Unify communication across teams and offices How flair Compares on Core HR Best Choice Record Employee Timesheets Not included Physical Time Tracking Not included Create Absence and Accrual Policies Not included Prepare and Generate Payroll Run Docs Not included Securely Store and Transfer HR Files Not included Book a Demo Boost Engagement and Data-Driven Decision-Making With flair, you're not confined to numbers. Our solution handles various data formats, offers employees a self-service portal, and dashboards for actionable insights. Engagement and Analytics Manage all staff requests in one place Gather employee feedback and plan skills development Create powerful, personalized dashboards in Salesforce The HR Solution for Goals and Analytics Best Choice Mobile Optimized App Not included Customizable 360° Performance Reviews Not included Self-Service Staff Portal Not included Goal Planning & Staff Surveys Not included Salesforce-Powered Analytics Not included Book a Demo Scale and Streamline Recruitment With flair Do more than data entry. flair allows recruiters to manage every step of the hiring process from talent sourcing to contract signing and onboarding. Talent Acquisition Curate no-code career pages and advertise on job boards Easily guide candidates from the interview stage to onboarding Utilize AI to write job descriptions and evaluate candidates Secure HR Data and Maintain Compliance Using flair Excel handles basic data management duties, while flair equips users with tools specifically designed for HR data management and compliance. Security & Compliance Define roles and access permissions in greater detail HR management fortified by Salesforce data security Policy customization and compliance prompts flair Is Purpose-Built for Efficient HR and Recruitment Automatically filled in via digital or physical time clock Manual data entry Payroll Preparation Generate payslips and integrate with payroll processors Manual data entry, no direct integration Shift Planning Flexible planning based on skills and location Static shift plans with no view of employee skills or availability Performance Reviews Customizable, 360-degree feedback process Manual data entry and no real-time tracking Employee Surveys Fully customizable surveys and metrics tracking Time-consuming to set up and manage Self-Service Employee Portal Intuitive portal for daily HR tasks Disconnected processes with no central hub Applicant Tracking Fully integrated candidate funnel and automated emails Cumbersome process with no integrated communication Interactive onboarding workflows with file attachments Basic to-do lists How Customers Make an Impact With flair Alexander Bartels Co-Founder & Managing Director With flair, we have much more transparency in our HR. It organizes processes, makes them faster, and we always have access to the data we need – no matter whether you’re in the office or not. Read more Customer since 2019 500+ Employees Dominic Schär Head of Retail With the help of our data reports from Salesforce we know exactly how much capacity we need at which location. We can do the planning and generate and send schedules for our employees quickly and easily. Read more Customer since 2019 320 Employees Luke White Operations Director PDF Butler It's all about streamlining our processes. What flair gives us is one source of truth. That's been a big step forward in driving efficiencies. Read more Salesforce ISV Safeguard HR Data With flair Best Choice Access and Permission Controls Not included 256-Bit AES encryption Not included Built-In HR Compliance Options Not included Salesforce-Powered Data Security Not included Book a Demo Versatile Time Tracking Software Time Tracking Keep Track of All Working Hours and Breaks Absence Management Software Absence Management Time-Off Requests and Approvals Made Easy Company Org Chart for Better Collaboration Dynamic Organizational Charts Visualize Your Company Structure Frequently Asked Questions How is Excel used in HR? Microsoft Excel is a spreadsheet editor that can be used to organize and analyze a wide variety of data. Many businesses use it to store HR-related data, such as timesheets, expenses, and company goals. However, Excel is not purpose-built for HR teams. This means that it lacks many of the key HR and recruiting features that modern teams require. HR teams therefore have to spend time creating spreadsheets and formulas and manually entering data. This takes up time that can be better used elsewhere and means that data can become outdated if it isn’t constantly maintained and updated. Some of the core HR and recruiting features that Excel lacks include job advertising, career pages, onboarding flows, employee recognition tools, video integration, absence calendars, and approval workflows. This means that teams often have to look for point solutions to cover these use cases. flair, on the other hand, is an all-in-one HR and recruiting platform designed to improve the work-life experience for everyone within the company. It includes an applicant tracking system (ATS), career page builder, job advertising integration, customizable onboarding workflows, goals and performance management, employee survey and recognition tools, digital time tracking, and more. What does flair offer that Excel does not? Microsoft Excel is a spreadsheet editor that can be used to organize and analyze a wide variety of data. Many businesses use it to store human resources-related data, such as timesheets, expenses, and company goals. However, Excel is not purpose-built for HR teams. This means that it lacks many of the key features that modern HR professionals require. HR teams therefore have to spend time creating spreadsheets and Excel formulas and manually entering HR data. This takes up time that can be better used elsewhere and means that data can become outdated if it isn’t constantly maintained and updated. Some of the core HR and recruiting features that Excel lacks include job advertising, career pages, onboarding flows, employee recognition tools, video integration, real-time absence calendars, and approval workflows. This means that teams often have to look for point solutions to cover these use cases. flair, on the other hand, is an all-in-one HR and recruiting platform designed to improve the work-life experience for everyone within the company. It includes an applicant tracking system (ATS), career page builder, job advertising integration, HR analytics, customizable onboarding workflows, goals and performance management, employee survey and recognition tools, digital time tracking, and more. What are the drawbacks of managing HR in Excel? Microsoft Excel is a useful business tool, but it does pose several drawbacks to HR teams when it is used to manage HR and employee data. Firstly, it requires significant manual data input, which is time-consuming and prone to error. As organizations grow, more and more administrative effort is required to keep the data up to date. Excel may not always be a suitable solution in terms of data security and compliance, as spreadsheets are often accessible to many users. While spreadsheets can be protected by passwords to prevent unauthorized sharing of data, managing these passwords can become another administrative burden. Ensuring that data can only be accessed by authorized members of staff can therefore pose a challenge. While there are numerous options for data analysis and visualizing metrics in Excel, more advanced analysis requires knowledge of formulas and skills with charts. This can make self-service reporting more challenging and time-consuming. Why should I switch from Excel to flair? Many businesses use Microsoft Excel for a wide range of purposes. As a low-cost tool that many people are familiar with, it can be an easy option for people running a small business. However, as soon as companies start to grow past the first few employees and processes become more intricate, Excel becomes much more complicated to maintain. This can quickly lead to disconnected processes, outdated or incorrect data, and multiple inconsistent data sources. Moreover, it can become difficult to manage access rights and permissions to spreadsheets. This can lead to potential security risks, such as data breaches. With flair, HR data is stored in Salesforce, meaning it is protected by some of the most advanced security technology available. Using permission sets, companies can make sure data is only accessible to authorized employees and managers, no matter how big the company grows. flair will also save you time as processes are designed for HR staff, managers, and recruiters. For example, instead of manually tracking work hours in countless spreadsheets, employees can use flair’s time tracker to log their hours. Managers can then review and approve the timesheets in a simple workflow. flair also comes with an intuitive self-service portal for employees and managers, containing all the key features required for smooth HR processes. This not only saves time but also boosts engagement. Everything you need is in one place – easy to find, navigate, and work with. flair also offers many pre-built reports that you can run to analyze your HR data. You can also build your own custom reports and dashboards in Salesforce, giving you almost limitless ways to slice and dice your data. What other features does flair provide that Excel does not? Microsoft Excel is a spreadsheet editor that can be used to organize and analyze a wide variety of data. Many businesses use it to store HR-related data, such as timesheets, expenses, and company goals. However, Excel is not purpose-built for HR teams. This means that it lacks many of the key HR and recruiting features that modern teams require. HR teams therefore have to spend time creating spreadsheets and formulas and manually entering data. This takes up time that can be better used elsewhere and means that data can become outdated if it isn’t constantly maintained and updated. Some of the core HR and recruiting features that Excel lacks include job advertising, career pages, onboarding flows, employee recognition tools, video integration, absence calendars, and approval workflows. This means that teams often have to look for point solutions to cover these use cases. flair, on the other hand, is an all-in-one HR and recruiting platform designed to improve the work-life experience for everyone within the company. It includes an applicant tracking system (ATS), career page builder, job advertising integration, customizable onboarding workflows, goals and performance management, employee survey and recognition tools, digital time tracking, and more. How does flair HR enhance employee engagement and performance compared to Excel? Excel, while versatile, cannot match the specialized capabilities of flair HR in enhancing employee engagement and performance. flair HR offers a comprehensive suite of tools specifically designed to create a positive work environment. For example, our self-service portal empowers workers to manage their employee information, track time, and communicate shifts, significantly boosting their sense of autonomy and involvement. In contrast to Excel’s basic data management functionalities, flair HR provides customizable survey options, through which management can gauge topics like employee sentiment while workers can give valuable feedback on the workplace vibe. Additionally, flair HR’s employee recognition tools and goal-setting features cultivate a culture of appreciation and continuous development, driving higher engagement and productivity. These specialized features make flair a superior choice for managing and enhancing human resources compared to Excel functions, which are more limited and not specifically designed for HR management. How does flair handle visual data representation compared to Excel's graphs? flair provides built-in tools for creating visual reports and dashboards, typically requiring 1-2 steps, which are more HR-specific and easier to use compared to creating graphs in Excel. Our intuitive tools eliminate the need for extensive training programs or an Excel course, so you don’t have to remember functions like VLOOKUP, CONCATENATE, or COUNTIF, which, while useful, are not needed when you have automated HR on your side. Moreover, as a Salesforce-native solution, flair offers powerful HR and recruiting dashboards. These dashboards include key performance indicators (KPIs) such as: employee satisfaction score, time to hire, cost per hire, retention rate, and much more. Thanks to our Salesforce connection, the sky is the limit when it comes to analytics and data validation. We have even got a smart analytics page just for managers in the Employee Hub. This analytics page is a feature designed to give managers a high-level visualization of certain key statistics or a dataset that matters to them most. Currently, it showcases click-and-view metrics and graphs about absence rate, employee turnover rate, and overtime, linked to direct reports. Managers can also easily access percentages and graphical representations illustrating changes to these specific metrics over time. What kind of businesses is flair best suited to? flair is suitable for a wide range of organizations, especially mid-sized companies and large enterprises. Thanks to our highly configurable solution, it is ideal for organizations operating in multiple countries. Our customers are based in many different countries around the world and operate in a variety of industries including tech, healthcare, NGOs, consulting, and retail. The flair solution is built on Salesforce, making it an ideal choice for organizations that use the leading CRM platform. Businesses not utilizing Salesforce can still integrate flair without encountering any functional restrictions. We'll create a Salesforce instance for your use, ensuring you can harness the full potential of flair's Salesforce connection. To read some case studies showcasing company success with flair, check out our [Success Hub](https://flair.hr/en/success-hub/). Compare flair With Other HR Solutions flair vs Personio Why switching to flair gives you access to a more customizable HR solution. flair vs Personio flair vs Sage People flair is the number one HR solution on the Salesforce AppExchange. Find out why. flair vs Sage People flair vs Workday Compare Workday's complex system with flair's user-friendly HR platform. flair vs Workday --- ## A Better Alternative to Sage People | flair URL: https://flair.hr/en/compare/sage-people > Comparing Sage People and flair? flair offers Salesforce-based HR with a more intuitive, user-friendly experience and time-saving self-service features. Sage People vs. flair More Intuitive HR on Salesforce There are many advantages to using a Salesforce-powered HR solution. flair provides all the functionality of Sage People, but with a more user-friendly experience. Get more Information 4.7 star rating Salesforce Appexchange 5 star rating 4.5 star rating Omr Reviews 4.3 star rating flair Leads in Key Categories On the software marketplace G2, users rate flair higher than Sage People in many key areas, including ease of use, ease of setup, and quality of support. Sage People STATS SOURCED FROM G2 Ease of Use Quality of Support Ease of Setup Ease of Admin Time, Attendance, and PTO Better User Experience flair offers a more intuitive and modern user experience compared to Sage People, with self-service features that save time, reduce HR requests, and improve the employee experience. User-Centric Design Enable self-service absence requests, employee records, and document management Improve productivity and employee retention with simple, personalized, and collaborative onboarding workflows Save time on everyday HR tasks using our intuitive mobile app for employees and managers Simplified Time and Attendance flair’s time tracking and absence management features are easier to use and manage, ensuring you keep a clear, accurate, and compliant record of working hours and attendance. Time & Attendance Increase the accuracy of time entries with our user-friendly digital time clock and clear approval workflows Create customized absence accrual policies that meet local requirements and standards Integrate flair with physical RFID-enabled terminals for more reliable attendance tracking Secure Document Management With flair, you can efficiently manage HR and recruiting documents. Keep important documents safe in Salesforce and save time with our automated document generator. Document Management Safely share important documents and files, such as payslips, onboarding documents, and contracts Automatically generate personalized documents from templates in seconds Simplify approval workflows and speed up recruiting with our built-in e-signature tool flair Is the More Intuitive Salesforce-Based Solution Core HR All-in-one HR and recruiting solution Built on the Salesforce platform Physical Time Tracking Clock in with RFID or fingerprint scanning No time clock integration Document Management Store, share, generate, and sign documents Most features only available via third-party integrations Asset Management Keep a record of employee inventory No feature to manage employee inventory How Customers Make an Impact With flair Alexander Bartels Co-Founder & Managing Director With flair, we have much more transparency in our HR. It organizes processes, makes them faster, and we always have access to the data we need – no matter whether you’re in the office or not. Read more Customer since 2019 500+ Employees Dominic Schär Head of Retail With the help of our data reports from Salesforce we know exactly how much capacity we need at which location. We can do the planning and generate and send schedules for our employees quickly and easily. Read more Customer since 2019 320 Employees Luke White Operations Director PDF Butler It's all about streamlining our processes. What flair gives us is one source of truth. That's been a big step forward in driving efficiencies. Read more Salesforce ISV Simple, Structured Payroll Software Ensure Payday Runs Smoothly Every Time Absence Management Software Absence Management Time-Off Requests and Approvals Made Easy HR Document Management Software Document Management Securely Store, View, and Share Useful Files Frequently Asked Questions What are the main differences between Sage People and flair? flair and Sage People are cloud-based HR solutions built on Salesforce that support language options such as English, French, German, Russian, Italian, and Spanish. They cover a wide range of human resources functions, from talent acquisition to absence management, people management, and performance reviews. Each solution stores HR data in Salesforce, which has the benefit of robust data security, a high degree of customization, and advanced reporting. Sage People and flair are available as SaaS (software as a service) options. This deployment model allows organizations to access their HR software solutions via the cloud, ensuring easy scalability, regular updates, and reduced IT maintenance. The SaaS model also provides flexibility for businesses to access HR functionalities from anywhere, which streamlines HR processes and improves efficiency. flair and Sage People also both provide a self-service portal for employees to access HR information, make requests, and communicate with managers. One difference between the two solutions is flair’s focus on user experience. On review platforms like G2 and Capterra, flair scores higher on ease of use, ease of setup, and value for money. flair also offers several integrations that are not included with Sage People. For example, with flair’s Slack integration, you can track time, request and approve time off, and receive notifications directly in your Slack app. What does flair offer that Sage People does not? flair offers several key features that are not included in Sage People. For example, flair integrates with physical time-tracking terminals and clocking-in machines. Using RFID-enabled key fobs or fingerprint scanners, allows you to verify an employee’s presence in the workplace and provides a more reliable, non-intrusive method of time tracking. In addition, flair’s document management feature allows you to securely upload, store, view, and share important work documents, including contracts, payslips, and certificates. With flair, you can also manage employee inventory. You can record asset details, such as purchase date and price, serial numbers, location, and assigned employee. This helps you keep track of all equipment that has been loaned out to employees and easily identify when new equipment needs to be ordered, for example, laptops and monitors for new starters. Why should I choose flair over Sage People? While there are many HR solutions and human capital management systems available on the market, including BambooHR, SAP SuccessFactors, ADP, and Oracle, flair stands out for a number of key reasons. flair is an excellent choice for companies aiming to enhance collaboration and streamline HR processes. Its commenting feature allows users to add context and explanations to everyday HR interactions, promoting teamwork and communication without the need to switch between apps. Additionally, flair supports video sharing and screen recordings, making it easier to explain complex topics or add a personal touch. For those seeking a user-friendly HR solution, flair consistently receives high marks for ease of use on leading review platforms. Our dedicated customer support also team provides specialized assistance for the implementation and ongoing management of the employee lifecycle. Furthermore, flair is the best-rated HR app on the Salesforce AppExchange, ensuring that our platform meets your expectations for quality and reliability. How does flair HR software optimize the recruitment and hiring process? flair’s HR software enhances recruitment, job advertisement, and job applicant tracking through its intuitive, user-friendly interface designed for managing job listings and applications. Our career portal builder, featuring drag-and-drop modules, allows organizations to easily create branded and culture-rich career pages. These pages can then be advertised on numerous job channels, including JOIN and Bullhorn, reaching a wider audience. Additionally, flair AI provides modern recruitment support. Users can provide prompts to the AI for professionally crafted job adverts and descriptions. Our AI also screens candidate applications and CVs for specific skills and requirements, ensuring your recruiters pinpoint the best talent. flair's applicant tracking system enables recruiters to seamlessly guide candidates through the entire hiring process using the recruitment funnel. From screening and interviews to contract signing and onboarding, flair has all your tasks covered. This comprehensive approach ensures a smooth and efficient recruitment process, enhancing both candidate and recruiter experiences. What kind of businesses are flair and Sage People most suited to? Sage People and flair are both built on Salesforce, the world’s leading CRM platform, making them ideal for companies already using Salesforce. However, even if you haven’t implemented Salesforce, you can still benefit from flair – we will set up a Salesforce instance for your company, ensuring you are not limited in terms of functionality. Both HR management solutions are highly configurable and are particularly well-suited for mid-market companies and organizations operating in multiple locations and countries. These solutions are perfect for businesses looking for comprehensive HRMS features, including employee data management, employee self-service, and automation of HR processes, within an all-in-one HR platform. Typical applications include talent management, employee engagement, workforce management, and job applicant tracking. You can find the full suite of flair HR features on our [homepage](https://flair.hr/en/). How can flair's customer success team help with switching from Sage People? The flair customer success team ensures a smooth transition from other human resource management platforms to flair by securely integrating your employee and payroll data. We start with an initial consultation to understand your specific data import needs. Then our experts can transfer your data securely, validate its accuracy and completeness, and integrate it into the flair system. Our team will also help set up the system according to your preferences and provide ongoing support to ensure your team is comfortable with the new platform. With extensive experience in migrating data from various HR systems, including Personio, we make switching from Sage People to flair seamless and secure. Compare flair With Other HR Solutions flair vs Personio Why switching to flair gives you access to a more customizable HR solution. flair vs Personio flair vs Workday Compare Workday's complex system with flair's user-friendly HR platform. flair vs Workday flair vs Excel Getting swamped in spreadsheets? Modernize your HR and recruiting with flair. flair vs Excel --- ## Contact Us URL: https://flair.hr/en/contact-us > Contact flair: get in touch with our team with your questions about our Salesforce-native HR and recruiting software. We'd love to hear from you. Trusted by 1500+ companies worldwide --- ## Automated HR Document Generation URL: https://flair.hr/en/document-generation > Automated HR document generation: create contracts, letters and reports from employee data in Salesforce at the click of a button with flair. HR Document Generation HR Documents Ready in Seconds Create accurate and personalized HR files using flair. Automate document generation with our Salesforce-native HR platform. Book a Call Use Your HR Data to Create Professional Documents Automate the creation of HR documents using employee data stored in Salesforce. Generate contracts, letters, and reports at the click of a button. Streamline the admin process Automate repetitive document creation tasks and free your HR team to focus on strategic work. Minimize the risk of document error Pull data directly from employee records to eliminate manual data entry mistakes. Create documents at scale Generate hundreds of personalized documents simultaneously for large-scale HR processes. Reduce HR costs with automation Cut document-related costs by automating creation, distribution, and storage of HR files. Harald Mayer CPO & Co-Founder "Working remotely raises the bar when it comes to your expectations of usability. You rely on high-quality digital tools for every aspect of work – and flair helps us keep track of them all.“ Read more Founded in 2022 Remote team HR Document Management Software Document Management Securely Store, View, and Share Useful Files Efficient E-Signatures for HR Documents Electronic Signatures The Efficient Way To Sign Documents Build Templates for Routine HR and Recruiting Files Create reusable document templates for contracts, offer letters, and other HR files. Define variable fields that pull data directly from employee records in Salesforce. Quickly Generate Contracts and Other Docs Generate personalized documents in seconds using employee data from your HR system. Select a template, choose the recipients, and let flair do the rest. Send New Docs for E-Signatures Generated documents can be sent directly for e-signature. Track signing status and receive notifications when documents are signed. Automate HR Admin Tasks Accelerate the creation of various documents, enhancing efficiency and consistency across all industries. Save Time on Medical HR Administration Create employment agreements for healthcare workers. Learn more Accelerate Contract Creation in Consultancies Reduce the time it takes to hire consultants with automated offer letters and contract creation. Learn more Cut Out Admin Errors in Important Tech Docs Reduce the risk of inaccuracies with automated data entry with flair’s Salesforce solution. Learn more Efficient E-Signatures for HR Documents Electronic Signatures The Efficient Way To Sign Documents User-Friendly Employee Onboarding Software Onboarding Software Optimize Your Onboarding Smart Recruitment Software for Fast Hiring Recruitment Software Harness AI for Efficient Hiring --- ## HR Document Management Software URL: https://flair.hr/en/document-management > HR document management software on Salesforce: securely store, share and e-sign employee files, digitize paperwork and automate document creation. HR Document Management Store and Share Files Securely Our Salesforce-native solution helps you securely store, manage, and share files. Keep HR documents safe and easily retrievable with our cloud storage. Book a Call Well-Ordered Workforce Documentation Use flair to digitize paper files, automate document generation, securely manage employee records and e-signing, and enhance admin communication. Win back time with automation Speed up admin and generate documents like offer emails, contracts, and policy files. Stay in sync with easy file sharing Instantly transfer documents from Salesforce to the employee portal for quick access. Salesforce-secured documents Achieve top-notch document security through flair's partnership with Salesforce. Control access to documents Ensure that only authorized personnel can view, edit, or delete sensitive documents. Florian Gehring Co-Founder & Managing Director "With flair, we have much more transparency in our HR. It organizes processes, makes them faster, and we always have access to the data we need – no matter whether you’re in the office or not." Read success story Automated HR Document Generation Document Generation HR Documents Ready in Seconds Efficient E-Signatures for HR Documents Electronic Signatures The Efficient Way To Sign Documents Document Creation Auto-Create Documents and Employee Contracts Streamline the creation of documents like employment contracts, offer letters, company policies, and more using the flair Document Generator on Salesforce. - Accelerate document personalization using dynamic fields - Instantly generate polished documents - Automatically link new documents to employee profiles Categorize Documents Arrange Documents and Records by Type Centralize file storage and categorize documents by type for improved accessibility. Use the Employee Hub for easy admin communication, and separate confidential employee files from corporate documents. Finalize and Send Digital Documents Fast flair's paperless e-signing eliminates the process of printing files for manual signing, significantly reducing the time it takes to finalize deals and documents. Mobile Management Access Documents on the Go Enable managers and employees to conveniently handle their personal files on the move by accessing their employee portal on both Android and iOS devices. - Securely upload any documents - View and download payslips or contracts Smart Document Management for Any Team Organizing HR documents helps streamline admin and ensure compliance with industry standards. Healthcare Companies Use flair to Stay Organized flair enables medical companies to stay on top of employee contracts and certifications. Learn more A Single Source of Truth for Knowledge Workers Consultancies use flair to manage and maintain a central system for employee data storage. Learn more Enhance Efficiency With Digitized Filing Growing tech companies use flair to modernize filing and categorize their data. Learn more Versatile Time Tracking Software Time Tracking Keep Track of All Working Hours and Breaks Simple, Structured Payroll Software Ensure Payday Runs Smoothly Every Time Flexible Shift Planning Software Shift Planning Bring Clarity and Structure to Your Staff Scheduling --- ## Efficient E-Signatures for HR Documents URL: https://flair.hr/en/e-signature > E-signatures for HR documents: sign contracts with legally binding electronic signatures built into your flair HR workflow to save time and costs. Electronic Signatures The Efficient Way To Sign Documents flair’s e-signature feature helps you save time, reduce costs, and ensure compliance when signing official HR documents. Book a Call Secure Digital Signatures for HR Documents Streamline your document signing process with legally binding e-signatures integrated directly into your HR workflow. Efficient document preparation Prepare documents for signing quickly with automated templates and pre-filled employee data. Legally compliant digital signatures Ensure all signatures meet legal requirements with secure, audit-ready electronic signatures. Signature notifications Keep the signing process moving with automatic reminders and status updates for all parties. Document version history tracker Maintain a complete audit trail of all document changes, signatures, and approvals. Harald Mayer CPO & Co-Founder "Working remotely raises the bar when it comes to your expectations of usability. You rely on high-quality digital tools for every aspect of work – and flair helps us keep track of them all.“ Read more Founded in 2022 Remote team Automated HR Document Generation Document Generation HR Documents Ready in Seconds Flexible Performance Review Software Performance Review Software Appraise and Develop Top Talent Easily Prepare Files for Signing Upload HR documents and prepare them for signing with designated signature fields. Templates help you get started quickly with contracts, offer letters, and more. Securely Send and Sign Any HR Document Send documents to employees and candidates for signing. Recipients can sign from any device, with legally binding electronic signatures that meet compliance requirements. Track the Signing Process Monitor the status of all pending signatures in real time. Send automatic reminders to keep the process on track and reduce delays. Record and Review Any Changes to Documents Maintain a complete version history of all signed documents. Review changes, track approvals, and ensure compliance with an immutable audit trail. Efficient E-Signatures for Any Industry Electronic signatures simplify HR procedures for organizations of all types and sizes. Maintain Compliance in Healthcare Ensure that employees have signed off on all the relevant medical agreements and policies. Learn more Training Documentation Sign-Off Allow staff to electronically acknowledge their completion of industry-required training. Learn more Faster Offer-to-Signature Process Complete tech talent recruitment in less time with digital signatures for contracts. Learn more Automated HR Document Generation Document Generation HR Documents Ready in Seconds User-Friendly Employee Onboarding Software Onboarding Software Optimize Your Onboarding Smart Recruitment Software for Fast Hiring Recruitment Software Harness AI for Efficient Hiring --- ## Employee Engagement URL: https://flair.hr/en/employee-engagement > Employee engagement software that strengthens belonging and builds a culture that keeps your team motivated and connected, both on-site and remote. Employee Engagement Software More Engagement, Better Retention Strengthen belonging among employees with flair’s employee engagement features. Create an involving workplace culture that keeps your team motivated and connected. Book a Call Inspire Involvement and Amplify Employee Impact Whether your employees are in traditional workspaces or remote setups, flair’s employee engagement tools bring everyone together. Easy-access employee portal Help employees stay informed about company news, upcoming vacations, and more. Employee development goals Empower staff to communicate their career goals and chart a path towards success. Custom feedback and surveys Simplify the process of collecting and interpreting employee feedback. Recognition and appreciation setup Keep things fun and show appreciation to individuals or teams for a job well done. Dennis Hilger COO & Co-Founder “We’re a remote-first company, so it’s especially important that we appreciate great work. We can now simply send a Cheer in flair to recognize employee milestones and achievements.” Read success story HQ Hamburg Remote Team Employee Hub Simplify everyday HR tasks with the self-service Employee Hub for time tracking, absence requests, documents, employee engagement, and more. User-Friendly Employee Onboarding Software Onboarding Software Optimize Your Onboarding Empower Staff With a Self-Service Portal The Employee Hub is a central portal for staff to complete everyday HR tasks. This flair feature helps improve communication and reduce HR admin tasks. Easily Communicate Workflow Updates Promote constructive discussions, idea sharing, feedback, and send video messages within the centralized Employee Hub. Spread Workplace Cheer Celebrating milestones is a powerful motivator and an important part of employee recognition. Send a flair Cheer in the form of a video or a specially designed image and mark an anniversary or a job well done. Check the Workplace Vibe Gain valuable insights into employee attitudes, perceptions, and satisfaction levels with custom flair surveys. Analyze the results and prioritize initiatives that enhance your company culture. Encourage Engagement in All Industries Discover how flair Employee Engagement can boost morale and productivity across different industry sectors. Check In On Employee Well-Being Healthcare companies can use flair surveys to respond to staff satisfaction and improve well-being. Recognize Colleague Achievements Use flair Cheers to celebrate and notify the workforce about the Employee of the Month. Help Teams Collaborate on Any Task flair’s commenting, tagging, and video-sharing mean tech teams need fewer apps to stay connected. Employee Survey Software Built for HR Professionals Employee Survey Software Gain Valuable Employee Feedback User-Friendly Employee Onboarding Software Onboarding Software Optimize Your Onboarding Flexible Performance Review Software Performance Review Software Appraise and Develop Top Talent --- ## flair Events URL: https://flair.hr/en/events > Meet the flair team in person at our upcoming events, and catch up on the insights and key takeaways we gathered at our past events. Upcoming Events Join us at one of our exciting upcoming events! Past Events Find out what we learned at our past events. Load more flair HR Blog Insights into the biggest topics and trends in HR. Learn more Success Hub See how other companies are benefitting from using flair. Learn more Contact Us Encountered a bug or need to fix an issue? We're here to help. Learn more --- ## The Flexible HR Platform Built on Salesforce URL: https://flair.hr/en > flair is the flexible, modular HR platform built on Salesforce, covering the whole employee lifecycle with AI-powered tools and employee self-service. Read Our 5-Stars Reviews Discover a modular, AI-powered People platform designed to meet the unique needs of your business. Start now with the product you need. Empower Your People with **flair HR** Watch video Book a demo Trusted by leading companies worldwide Customize Your **People Processes** flair is the #1 HR and recruiting solution on the **Salesforce AppExchange**. With modules spanning the entire employee lifecycle, flair gives you a unified, modular platform for all your HR admin and an **intuitive self-service portal** for your employees. More Efficiency at Every Stage 
of the Employee Lifecycle Position Management Time Tracking Absence Management Performance Reviews Shift Planning 86% of HR leaders reported improved productivity after deploying cloud-based HR. See Customer Stories Refine Your HR Strategy With Advanced Analytics Identify strategic HR improvements and enhance your decision making with pre-built and customizable dashboards powered by Salesforce. Insightful Reports in Minutes Full Protection for Your HR Data Keep your data safe with enterprise-grade security technology on the Salesforce platform, facilitating compliance with data protection standards. Robust Data Security Integrate Your Business Systems flair integrates with a wide variety of Salesforce tools and third-party apps, allowing you to connect your people data with other business functions. Seamless Integrations Tailor Your HR Processes to Evolving Needs flair's Salesforce-native architecture gives you unparalleled flexibility to customize your HR processes to different industries, company entities, locations, and teams. Freedom to Customize What Sets flair Apart **From Other HR Solutions** Top rated HR solution One scalable platform available in modules Multiple point solutions for different needs Fully configurable solution, catering to any need Restricted or complex customization Easy to tailor to multi-country requirements Limited possibilities to adjust to new locations Best-practice consultation and support Lengthy and costly implementation process Service packages tailored to your needs Email-only support or in-house experts required Compare flair Create Your Tailored HR Solution Choose modules based on your priorities and scale as needed. How Leading Businesses Drive Success With flair Book a Call View Success Stories With flair, we have much more transparency in our HR. It organizes processes, makes them faster, and we always have access to the data we need - no matter whether you're in the office or not. Florian Gehring Co-Founder and Managing Director at Salesfive With the help of our data reports from Salesforce we know exactly how much capacity we need at which location. We can do the planning and generate and send schedules for our employees quickly and easily. Michael Wendt CEO at Cada Fertility It's all about streamlining our processes. What flair gives us is one source of truth. That's been a big step forward in driving efficiencies. Luke White Operations Director at PDF Butler Global HR, Made To Scale Thanks to the underlying Salesforce platform, flair makes it easy to adapt to local standards, regulations, and policies in multiple countries around the globe. Internationalize Your HR Let flair AI Empower Your HR Refine Your Recruitment Save time in the hiring process and quickly identify the best candidates. From generating job descriptions to evaluating and prioritizing candidates, flair AI can automate time-consuming recruitment tasks and help you hire top talent in less time. Automate Your Analytics With the right analytics, your HR data can be a valuable source of insights to inform your people strategy. flair AI can generate reports and summaries, provide smart recommendations, and alert you to changes or trends you might otherwise miss. Develop Your Workforce flair AI can provide anytime guidance for your employees, from answering questions during onboarding to summarizing performance reviews and recommending the next steps. Meet With the flair Team We're here to answer your questions and show you how working with flair will benefit your business. Email Address Schedule a Call No strings attached demo Tailored to your requirements --- ## HR Software for Consultancies URL: https://flair.hr/en/industries/consultancies > HR software for consultancies: get a single source of truth for people data, powered by Salesforce, and make faster, better-informed HR decisions. HR Software for Consultancies Strategic HR for Consultants Get a single source of truth for people data in consultancies, powered by Salesforce. flair enhances efficiency and decision-making. Book a Demo Trusted by leading companies worldwide Key Industry Features Talent Acquisition Hire talent faster with AI-powered candidate scoring, automated applicant communication, job multiposting, and e-signing. Learn More Improve invoicing with accurate project-based time tracking and cost centers. Easily check consultant availability at any time. Learn More Implement 360-degree feedback processes and create OKRs to evaluate employee performance and plan training initiatives. Learn More Smart Recruitment Software for Fast Hiring Recruitment Software Harness AI for Efficient Hiring Versatile Time Tracking Software Time Tracking Keep Track of All Working Hours and Breaks Attract and Retain Talented Consultants Stand out as a top employer and attract the talent your consultancy needs. flair helps you advertise jobs, manage candidates, and make hires more efficiently. Evaluate and Enhance Consultant Performance Professionalize your performance management processes to nurture and develop your consultants. Set goals and OKRs to keep your workforce productive and engaged. Coordinate Consultants and Track Billable Hours flair's time tracker allows you to keep a clear record of hours worked per client and project. Our absence management tool helps you plan staff availability. Track and Visualize Key HR Metrics As a Salesforce-native solution, flair comes with powerful reporting and analytic capabilities, allowing you to monitor KPIs. Florian Gehring Co-Founder & Managing Director "With flair, we have much more transparency in our HR. It organizes processes, makes them faster, and we always have access to the data we need – no matter whether you’re in the office or not." Read success story --- ## HR Software for Healthcare Companies URL: https://flair.hr/en/industries/healthcare > HR software for healthcare companies: streamline recruitment and HR operations with flair's Salesforce-native solution so your staff work efficiently. HR Software for Healthcare Companies Healthcare HR You Can Rely On Optimize recruitment and HR operations with our Salesforce-native solution, ensuring your healthcare employees can work more efficiently. Book a Demo Trusted by leading companies worldwide Key Industry Features Advertise on specialist job boards, evaluate candidates using AI, and onboard staff faster with smart workflows. Doc Management Streamline admin tasks with secure document storage, qualified e-signatures, and automated document generation. Data Compliance Secure your data on the GDPR and SOC 2 compliant Salesforce platform. Control data access with permission sets. Smart Recruitment Software for Fast Hiring Recruitment Software Harness AI for Efficient Hiring HR Document Management Software Document Management Securely Store, View, and Share Useful Files Hire and Train Healthcare Staff Faster Attract and retain top talent in a competitive job market, and get your healthcare staff up to speed quickly with intuitive and engaging onboarding flows. - Post job vacancies on specialist job boards and speed up the candidate screening process using AI - Automate candidate communication and streamline evaluations to quickly identify and hire the best applicants - Create personalized onboarding journeys with integrated files and videos to give new hires a productive start Assess and Develop Skills in Healthcare Keep your healthcare professionals at peak performance with personal and team goals, collaborative staff appraisals, and peer reviews. - Set goals and OKRs in flair to track progress on an individual, team, and company level - Conduct regular feedback talks and plan training initiatives to keep your staff's skillset and qualifications up to date - Assign skills to staff members to more easily identify and fill skills gaps Securely Store Healthcare Documents With flair's integrated document management system, you can securely upload, share, and access employment contracts, certificates, payslips, and more. - Generate personalized documents automatically to save time and improve consistency - Add secure, qualified e-signatures (QES) to documents to speed up administrative tasks - Allow staff to view documents on the go with the flair mobile app for iOS and Android Protect Your HR Data Built natively on the Salesforce platform, flair offers a range of robust data security features that help your healthcare organization stay compliant. - flair complies with GDPR and SOC 2 data protection standards - Use role-based access controls and configurable permissions to keep your data secure, even across multiple locations - Customize your attendance, time tracking, and shift planning policies according to applicable labor laws Marcel Kubli “We love flair because of its variety of features which helped us digitalize all our HR processes for more than 300 employees. It allows us to focus on growth.” --- ## HR Software for Manufacturing Companies URL: https://flair.hr/en/industries/manufacturing > HR software for manufacturing companies: combine physical time tracking with HR analytics in flair to improve planning and boost staff retention. HR Software for Manufacturing Build Efficient HR Processes Enhance planning and boost staff retention with our agile HR solution. Combine physical time tracking with HR analyses to increase data transparency and boost performance. Book a Demo Key Industry Features Shift Planning Use skills-based scheduling to increase productivity and safety during every shift and avoid understaffing. Learn More Obtain and store all necessary employee certifications and streamline approval with qualified e-signatures. Learn More HR Analytics Monitor key HR metrics, such as absence days, turnover rate, and cost per hire, to enhance your decision-making. Learn More Effective HR for NGOs Mission-Focused HR for NGOs Maximizing Your Impact HR Software for Retail Businesses HR Software for Retail Flexible Shift Planning in Retail Match Skills to Jobs With Effective Scheduling Maximize productivity using shift planning and attendance tools, with integrated calendars and time tracking to ensure you have the right people for the right job. Champion Safety and Compliance Boost safety compliance with training tasks and workflows and instantly communicate safety manuals using flair's document management features. Identify and Resolve HR Challenges Unlock valuable insights with our Salesforce-powered HR and recruiting dashboards, and address queries efficiently with HR ticketing software. Boost Engagement and Retain Top Talent Overcome the challenge of low employee engagement with tools that recognize achievements, collect feedback, boost job satisfaction, and support career development. Book Your Personal Demo Ready to see how your organization will thrive with flair? Get in touch with us to discuss your needs and see how flair can help you boost your HR efficiency. Request a Demo Take a tour of flair tailored to your top priorities We'll support you throughout the process --- ## Effective HR for NGOs URL: https://flair.hr/en/industries/ngos > Mission-focused HR software for NGOs: flair helps non-governmental organizations make the most of their resources, ensure compliance and reach goals. Mission-Focused HR for NGOs Maximizing Your Impact flair harmonizes HR for non-governmental organizations (NGOs) looking to maximize their resources, ensure compliance, and achieve mission-driven goals. With flair, NGOs thrive. Book a Demo Key Industry Features Talent Acquisition Hire talent faster with AI-powered candidate scoring, automated applicant communication, job multiposting, and e-signing. Learn More Improve invoicing with accurate project-based time tracking and cost centers. Easily check staff availability at any time. Learn More Implement 360-degree feedback processes and create OKRs to evaluate employee performance and plan training initiatives. Learn More HR Software for Manufacturing Companies HR Software for Manufacturing Build Efficient HR Processes HR Software for Consultancies Strategic HR for Consultants Efficient Staff Scheduling and Communication Use the flair Shift Planner to efficiently organize your workforce and keep communication channels open with a branded staff portal. Attract and Retain Top Talent Advertise vacancies and fill key roles in less time using our Career Portal Builder and applicant tracking software. Develop and retain top staff with collaborative performance reviews and goal-setting. Safely Store Sensitive Documents Effortlessly structure document storage and safeguard your NGO's data with top-tier Salesforce security. Simplify Global Payroll Management Managing pay across borders can be complex. flair simplifies this process, providing NGOs with the tools they need for payroll compliance and budgeting. Book Your Personal Demo Ready to see how your organization will thrive with flair? Get in touch with us to discuss your needs and see how flair can help you boost your HR efficiency. Request a Demo Take a tour of flair tailored to your top priorities We’ll support you throughout the process --- ## HR Software for Retail Businesses URL: https://flair.hr/en/industries/retail > HR software for retail businesses: manage shifts and time tracking, hire faster and reduce employee turnover with flair, built natively on Salesforce. HR Software for Retail Flexible Shift Planning in Retail Accelerate hiring, manage shifts and time tracking, and reduce employee turnover with flair – the Salesforce-native recruiting and HR solution. Book a Demo Trusted by leading companies worldwide Key Features for Your Industry Speed up hiring and onboarding with job multiposting, career portals, and workflows. Learn More Shift Planning Schedule staff based on skills and location and forecast staff availability more efficiently. Learn More Time & Attendance Implement physical time tracking via RFID or fingerprint scan to accurately record working hours. Learn More Flexible Shift Planning Software Shift Planning Bring Clarity and Structure to Your Staff Scheduling Employee Hub Simplify everyday HR tasks with the self-service Employee Hub for time tracking, absence requests, documents, employee engagement, and more. Fast-Track Retail Hiring A quick and efficient hiring process is essential in retail. flair helps you attract top talent, fill vacancies, and onboard retail staff. Organize Flexible Shift Schedules Ensure that trained staff are in the right place at the right time. With flair’s shift planner, you can coordinate staff and forecast availability more efficiently. Maintain a Clear View of Staff Hours Accurately record employee working hours, efficiently manage absences, and reliably prepare payroll for every staff member. Boost Employee Retention and Growth Enable a more productive and engaged retail workforce and reduce employee turnover with collaborative performance reviews and employee recognition tools. --- ## HR Software for Staffing and Recruiting URL: https://flair.hr/en/industries/staffing-recruiting > Software for staffing and recruiting agencies: reduce time to hire with customizable career pages, AI candidate screening and analytics dashboards. Software for Staffing & Recruiting Centralized and Modern Recruiting Reduce time to hire with customizable career pages and AI candidate screening. Enhance recruitment with analytics dashboards secured in one place. Book a Demo Key Features for Your Industry Talent Acquisition Recruit top talent via job ad multiposting and accelerate hiring using AI-powered screening and job descriptions. Learn More Build interactive and easy-to-understand onboarding workflows that include files and videos to speed up employee onboarding. Learn More Doc Management Securely store and share employment documents and certificates with smart role-based access controls. Learn More HR Software for Consultancies Strategic HR for Consultants HR Software for Healthcare Companies Healthcare HR You Can Rely On Accelerate Your Talent Acquisition Use the flair Recruiting app to efficiently organize your hiring processes, leading to quicker time-to-hire results. A Smoother Hiring Experience Create a candidate experience your company can be proud of, and sign up top talent quicker. Perfect Employee Onboarding Simplify starting a new job and reduce attrition with flair's pre-onboarding and onboarding tools. Collect new staff details and assign tasks for a great beginning. Safely Secure Staff Documents Effortlessly structure document storage and safeguard your organization's data with top-tier Salesforce security. --- ## HR Software for the Tech Industry URL: https://flair.hr/en/industries/tech > HR software for tech companies: consolidate HR and recruiting into one Salesforce-native solution with powerful dashboards to build productive teams. HR Software for Tech Companies Develop More Productive Teams Consolidate your HR and recruiting processes into a Salesforce-native solution with powerful dashboards and features. Book a Demo Trusted by leading companies worldwide Key Industry Features Talent Acquisition Acquire the top talents in tech with intuitive career portals, job multiposting, and applicant tracking. Learn More Staff Development Use skills management and performance reviews to identify skill gaps and plan training initiatives. Learn More HR Analytics Gain insights into key HR metrics, such as employee turnover, with Salesforce-powered analytics. Learn More Employee Hub Simplify everyday HR tasks with the self-service Employee Hub for time tracking, absence requests, documents, employee engagement, and more. Full Protection for Your HR Data HR Data Security on Salesforce Full Protection for Your HR Data Build an Efficient Recruitment Strategy Distinguish yourself in the competitive tech market and attract top talent through a comprehensive recruitment strategy built through flair. Link Your HR and Recruiting Processes flair integrates applicant tracking, document management, payroll, and more into one system. Eliminate siloed systems and disconnected HR apps. Support Upskilling and Continuous Learning Drive continuous growth and achievement with streamlined access to personalized learning paths and performance tracking. Tap into Analytical Intelligence Form a complete picture of your tech workforce with real-time metrics and charts. Understand retention rates, cost per hire, turnover rates, and other key metrics. --- ## flair Integrations URL: https://flair.hr/en/integrations > Explore flair integrations: connect your Salesforce-native HR platform with your favorite apps for seamless workflows across all types of teams. flair Works with Your Favorite Tools flair offers seamless integration with a variety of apps, making it a versatile solution for all types of teams. Show all integrations --- ## DATEV Integration URL: https://flair.hr/en/integrations/datev > DATEV integration for flair: synchronize your payroll data with DATEV to simplify payroll accounting in Germany and save time on manual data entry. DATEV Integration Synchronize your payroll data with DATEV – the leading tax and payroll software in Germany. Book a Demo Compare Plans Use Cases Simplify Your Payroll Accounting and Save Time Get Started in Seconds All you need to connect flair to DATEV is your consultant and client IDs and your DATEV login details. Update Employee Details Securely send up-to-date employee data to DATEV in just one click. Submit Payroll Data Effortlessly sync payroll data with DATEV to ensure accurate financial reporting. Marcel Kubli “We love flair because of its variety of features which helped us digitalize all our HR processes for more than 300 employees. It allows us to focus on growth.” Compatible With Multiple DATEV Versions DATEV Flexibility Simple, Structured Payroll Software Ensure Payday Runs Smoothly Every Time Versatile Time Tracking Software Time Tracking Keep Track of All Working Hours and Breaks Absence Management Software Absence Management Time-Off Requests and Approvals Made Easy What is DATEV and how does it integrate with flair? DATEV is a software solution designed to automate and streamline payroll tasks, including payroll accounting, wage and salary statements, and social security contributions. The flair integration allows you to sync employee data and payroll information between the two systems. What are the benefits of integrating DATEV with HR systems like flair? Integrating DATEV with HR software like flair offers streamlined HR and payroll processes, improved accuracy, increased efficiency, enhanced data security, better reporting capabilities, and compliance with regulations related to tax and data protection. What are the requirements for using flair with DATEV? Integrating DATEV with flair is simple. Since flair is compatible with multiple DATEV versions, all you need is a valid user account for each system. How long does it take to set up the integration between DATEV and flair? Connecting flair to DATEV is quick and easy. Simply provide your consultant and client IDs along with your DATEV login details, and you can get started in seconds. How is data security ensured when integrating DATEV with flair? Data security is a top priority for flair and we employ a range of security features, as well as compliance with relevant data privacy and security regulations. As flair is built on Salesforce, it also incorporates Salesforce's data security features for further assurance. --- ## JOIN Integration URL: https://flair.hr/en/integrations/join > JOIN integration for flair: improve the reach of your job ads and reduce time to hire by connecting JOIN with your Salesforce-native recruiting. JOIN Integration Improve the reach of your job ads and reduce time to hire with flair's JOIN integration. Book a Demo Compare Plans Use Cases Collaborate Freely and Enhance Productivity Create Job Postings in a Few Easy Steps Fill in the relevant details to create a clear and attractive job listing. Post Ads on Top Job Boards Share your job posting on more than 10 popular free job boards in just one click. Evaluate and Hire Job Applicants Job candidates are saved in your flair app so you can track their progress. Harald Mayer CPO & Co-Founder "Working remotely raises the bar when it comes to your expectations of usability. You rely on high-quality digital tools for every aspect of work – and flair helps us keep track of them all.“ Read more Founded in 2022 Remote team Power Up Your Recruiting With flair and JOIN Find and Hire the Ideal Candidates Smart Recruitment Software for Fast Hiring Recruitment Software Harness AI for Efficient Hiring Job Multiposting Advertise jobs on job boards and LinkedIn straight from flair. Build Career Pages in Minutes Career Portal Builder Attract the Ideal Candidates What is JOIN? JOIN is a free recruiting software solution that helps companies to expand the reach of their job postings. By setting up a JOIN account, users can create and publish job advertisements on more than ten popular free job boards. Besides creating and promoting job ads, JOIN also includes an applicant tracking system to help companies manage job applications and communicate with top candidates. How can I benefit from flair's JOIN integration? Integrating flair with JOIN is an effective way to extend the reach of your job ads and find top candidates faster. Thanks to JOIN's multiposting feature, you can publish your job postings on more than ten free job boards in just one click. With the JOIN integration, you reap the benefits of accessing JOIN's network of job search sites, while managing all of your job posts, ads, and candidates in flair. Which job boards can I share job postings on using the JOIN integration? The free version of JOIN allows you to post on over ten job boards. These include join.com, LinkedIn, Indeed, Facebook, Google, and Glassdoor. With JOIN Premium, you gain access to over 100 job boards, including specialized and niche job search sites for finding top candidates in specific roles. How do I integrate flair with JOIN? You can integrate flair with JOIN for free in just a few minutes. Simply enable the integration in your flair app, add the API token from join.com, and map your locations. For a more detailed description of the setup, visit our Help Center. How does flair's applicant tracking system work? flair's Recruiting app includes all the functionality of a modern applicant tracking system and more. Built on Salesforce, flair Recruiting allows you to store, track, and evaluate all your job candidates centrally. With flair Recruiting, you can also build engaging career pages in minutes via a drag-and-drop tool. This results in a simplified, fair, and consistent recruiting process and a better candidate experience. --- ## Sales Cloud Integration URL: https://flair.hr/en/integrations/sales-cloud > Salesforce Sales Cloud integration: connect sales and HR data in flair, monitor team performance and link closed deals to bonuses and commissions. Sales Cloud Integration Connect Sales and HR Data Boost sales, monitor team performance, and link closed deals to bonuses and commissions using flair's Salesforce Sales Cloud integration. Book a Demo Compare Plans Use Cases Enhance Analytics and Drive Performance Accelerated Sales Team Onboarding Automated workflows ensure new reps are fully trained to use Sales Cloud and can get off to a more productive start. Create Bonuses for Closed Deals By integrating Sales Cloud with flair, you can automatically create bonuses and add them to the payroll when sales reps close a deal. Real-Time Performance Management Optimize performance with a unified view of HR data and Sales Cloud metrics, enabling real-time feedback and strategic alignment. Targeted Sales Recruitment Strategy Use flair to identify and hire the best sales talent, give them immediate access to Sales Cloud, and keep HR records up to date with a unified platform. Florian Gehring Co-Founder & Managing Director "With flair, we have much more transparency in our HR. It organizes processes, makes them faster, and we always have access to the data we need – no matter whether you’re in the office or not." Read success story Flexible Performance Review Software Performance Review Software Appraise and Develop Top Talent Goals & OKR Set company, team and individual goals as OKRs or MBOs, with alignment, weights and approvals. Compensation Reviews Automate salary and merit review cycles with approval routing, visibility settings, and structured compensation data. What is Salesforce Sales Cloud? Salesforce Sales Cloud is a comprehensive customer relationship management (CRM) solution provided by Salesforce. It is designed to empower sales teams and optimize business processes through automation, real-time data integration, and a user-friendly interface. Salesforce Sales Cloud allows businesses to configure workflows and streamline sales processes. It provides a range of apps and connectors to integrate seamlessly with other Salesforce products such as Marketing Cloud and Service Cloud. Salesforce Sales Cloud incorporates AI-powered features, such as Sales Cloud Einstein, for sales optimization, marketing automation, and forecasting. What are the benefits of integrating Sales Cloud with flair? Our Salesforce Sales Cloud integration links your sales metrics with HR data. For example, if your sales team receives commission or bonuses, the integration allows you to automatically add these incentives to the payroll when your salespeople achieve their targets. Connecting your sales-related data to the flair HR solution can also be useful for performance management and reviews. With real-time analytics in Salesforce, you can instantly see how your sales team is performing and use this information to evaluate and optimize performance. What other integrations does flair offer? As an app natively built on the Salesforce CRM platform, flair can integrate with over 4,000 different apps. Besides the Salesforce Sales Cloud integration, flair integrates with a range of other Salesforce products, including Service Cloud and Slack. You can also integrate flair with local payroll solutions, such as DATEV, AFAS, and 2cloudnine. Additionally, we offer integrations with recruitment tools such as LinkedIn, Bullhorn, and JOIN. --- ## Service Cloud Integration | flair URL: https://flair.hr/en/integrations/service-cloud > Service Cloud integration: manage your customer service team's HR processes with flair, built natively on Salesforce, and boost productivity. Service Cloud Integration Transform your customer service team's HR processes with flair and Service Cloud. Boost productivity, collaboration, and satisfaction. Book a Demo Compare Plans Use Cases Manage Your Dream Team in One Place Easy and Efficient Time Tracking Keep track of total hours worked and time spent on specific cases. Connect Customers to On-Duty Agents Direct customers to agents who are ready to help them. Make issue resolution easier for everyone and see customer satisfaction skyrocket. Simplify Absences and Approvals Stay informed of your team's Absences. You'll always be in the know when it comes to your Service Team's time off requests. Make Support Requests Easier Than Ever Your team can quickly access tickets and update them on any device. Plus, your customers get the best service possible. Marcel Kubli “We love flair because of its variety of features which helped us digitalize all our HR processes for more than 300 employees. It allows us to focus on growth.” flair Is Built Natively on Salesforce Salesforce-Powered HR Success HR Ticketing Software Ticketing Software Upgrade Your HR Support Processes Flexible Shift Planning Software Shift Planning Bring Clarity and Structure to Your Staff Scheduling Versatile Time Tracking Software Time Tracking Keep Track of All Working Hours and Breaks Frequently Asked Questions What is Service Cloud and how does it integrate with flair? Service Cloud is a customer service platform that allows businesses to manage customer inquiries and support requests across multiple channels. Service Cloud can integrate with HR systems like flair to provide a comprehensive view of employee data and enable your team to manage employee cases and requests more efficiently. What are the benefits of integrating Service Cloud with HR systems like flair? Integrating Service Cloud with HR systems enables HR and customer service teams to work together more effectively, improving communication and collaboration across departments. By providing a comprehensive view of employee data, Service Cloud and HR integrations can help businesses better understand and meet the needs of their employees, as well as provide a more personalized and efficient customer service. Automating and streamlining HR and payroll tasks reduces the need for manual data entry, minimizes the risk of errors, and saves time. Consolidating HR and payroll data in one place can also allow for more detailed analysis and reporting. How can flair's Service Cloud integration improve customer service? Integrating HR data into the service cloud enables easy access to employee schedules and availability in real-time, so the best employee to assist with a customer's needs can be quickly identified. CS teams can easily access and update tickets from any device, for more efficient and personalized customer service. What's more, with flair's time tracking and absence management features, you can make sure your team is always prepared. How can flair's Service Cloud integration improve employee satisfaction? flair gives employees access HR-related information and services directly through the Service Cloud, reducing the need for manual processes and minimizing the time and effort required to complete HR tasks. It can also help employees stay informed about company policies and procedures, as well as their own benefits and compensation, which can improve their overall satisfaction and engagement. How can flair's Service Cloud integration enhance productivity in the workplace? flair's Service Cloud integration enhances productivity by providing easy access to HR-data, facilitating communication, and streamlining HR processes. Reducing administrative burdens and improving collaboration leads to faster response times and more effective problem-solving which can help reduce downtime and improve overall productivity and efficiency. --- ## Slack Integration URL: https://flair.hr/en/integrations/slack > Slack integration for flair: keep your organization's communication channels open and improve team productivity by connecting HR with Slack. Slack Integration Improve team productivity and keep your organization's communication channels open. Book a demo Compare Plans Use Cases Collaborate Freely and Enhance Productivity Effortlessly Manage Absences Request time off or respond to staff absences with just a few clicks. Real-Time Updates Keep your team informed about timesheets, absences, and other important updates with automated flair notifications on Slack. Efficient and Accurate Time Tracking Enjoy a more efficient and accurate time-tracking experience, and gain valuable insights into your productivity and performance. Experience Seamless Communication and Collaboration Transform the way you work and achieve your goals with advanced communication and intuitive workflows. Harald Mayer CPO & Co-Founder "I can see my employees' absence requests in Slack and can even do quick actions like approval without leaving the app, which is an excellent time saver." Learn more flair Is Natively Built on Salesforce Salesforce-Powered HR Success Internal Communication Chat, announcements and recognition in one Employee Hub. Employee Survey Software Built for HR Professionals Employee Survey Software Gain Valuable Employee Feedback Absence Management Software Absence Management Time-Off Requests and Approvals Made Easy Frequently Asked Questions What is Slack and how does it integrate with flair? Slack is a cloud-based instant messaging and collaboration platform that enables real-time communication and file sharing between team members. It offers a range of features such as channels, direct messaging, file sharing, and app integrations, making it a popular tool for remote teams and businesses of all sizes. flair integrates with Slack in several ways, including absence management, time tracking, notifications, and workflows. This fluid integration helps you streamline your HR processes, improve communication and collaboration, and boost productivity and efficiency for the whole team. What are the benefits of integrating Slack with HR systems like flair? In addition to streamlined HR processes and improved communication, integrating Slack with HR systems also offers increased transparency, and an enhanced employee experience. The overall result is greater productivity, efficiency, and success. How exactly does flair's Slack integration improve team communication and collaboration? Slack's real-time messaging and collaboration features make it easier for employees to communicate and collaborate on HR-related tasks. Slack minimizes reliance on emails and phone calls, enabling the automation and streamlining of HR procedures like absence management and time tracking. This not only alleviates the administrative workload on HR teams but also gives them more time for strategic endeavors. flair's Slack integration can also provide greater visibility into HR processes and workflows, enabling managers to gain valuable insights into their team's performance and identify areas for improvement. How can flair's Slack integration enhance the employee experience? By providing a user-friendly interface and mobile accessibility, flair's Slack integration makes it easy for employees to manage HR-related tasks on the go. Not only does this save employees' time, but flair's integrations can automate and streamline processes such as absence management and time tracking, making it easier to manage these tasks and reducing the risk of errors. Integrating your HR processes into Slack with flair provides a more efficient, user-friendly, and streamlined approach to HR management for everyone on your team. Is flair's integration for Slack secure? Yes, flair's integration for Slack is secure and complies with industry-standard security protocols to protect sensitive HR data. At flair we take data security very seriously and because our platform is built on Salesforce, we leverage the security features and certifications provided by the Salesforce platform. Additionally, Slack itself is a secure platform that uses encryption and other security measures to protect user data. You can be confident that our Slack integration is secure and reliable for managing all your HR-related tasks and data. Book Your Personal Demo Ready to see how your organization will thrive with flair? Get in touch with us to discuss your needs and see how flair can help you boost your HR efficiency. Request a Demo Take a tour of flair tailored to your top priorities We'll support you throughout the process --- ## Inventory Management Software URL: https://flair.hr/en/inventory > Inventory and asset management software on Salesforce: keep track of company assets like laptops and mobile devices and equip employees for success. Asset Management Software Equip Employees for Success Keep track of internal company assets, such as laptops and mobile devices, with our Salesforce-based asset management system. Book a Call Manage Assets Company-Wide With Ease Simplify your inventory management process and boost business efficiency with flair's user-friendly solution. Designed for HR professionals Connect company inventory with your onboarding and offboarding process. Full employee equipment records Track where internal assets have been and who they were assigned to. Integrated support for employees Reduce support tickets by attaching user guides and assigning support contacts. All information in one place Store asset information on Salesforce and reduce time searching for missing assets. Harald Mayer CPO & Co-Founder "Working remotely raises the bar when it comes to your expectations of usability. You rely on high-quality digital tools for every aspect of work – and flair helps us keep track of them all.“ Read more Founded in 2022 Remote team User-Friendly Employee Onboarding Software Onboarding Software Optimize Your Onboarding Simple, Structured Payroll Software Ensure Payday Runs Smoothly Every Time Asset Information Tracking Keep a Centralized Record of Internal Inventory With flair's Inventory Management feature, you can keep a detailed and central record of all information related to internal company assets. Asset Support Resources Provide User Support to Reduce Queries When assigning assets to employees, you can define a support contact and attach helpful instructions, guides, and videos. This helps staff set up and use equipment properly and reduces unnecessary support tickets. Asset Lifecycle Management Simplified Asset Tracking Maintain a full history of every asset, including the previous employees they were assigned to and past locations – ideal for growing companies. Help prevent assets from being lost, and make sure departing employees return all work equipment. Detailed Time Reports Review All Timesheets in One Place Centralize all of your time data and attendance records in insightful reports and dashboards on Salesforce. This gives you a better overview of accumulated overtime and allows for better resource planning. Track Almost Any Kind of Asset flair's inventory management feature helps you organize and oversee your internal company assets, no matter your industry. Easily and Efficiently Equip Your Recruiters for Success flair helps you make sure you have the right inventory for your recruitment experts. Learn more Maintain an Overview of Consultants' Work Devices Ensure your team is always prepared and equipped for client meetings and presentations. Learn more Give Your Tech Staff the Up-to-Date Tools They Need Check that work mobile devices are up-to-date and keep track of warranties. Learn more HR Document Management Software Document Management Securely Store, View, and Share Useful Files Flexible Shift Planning Software Shift Planning Bring Clarity and Structure to Your Staff Scheduling --- ## Cookie Policy URL: https://flair.hr/en/legal/cookies > flair's cookie policy explains what cookies are, how flair.hr uses them, what information they gather and how you can prevent them from being stored. # Cookie Policy ## What Are Cookies As is common practice with almost all professional websites this site uses cookies, which are tiny files that are downloaded to your computer, to improve your experience. This page describes what information they gather, how we use it and why we sometimes need to store these cookies. We will also share how you can prevent these cookies from being stored however this may downgrade or 'break' certain elements of the sites functionality. --- ## How We Use Cookies We use cookies for a variety of reasons detailed below. Unfortunately, in most cases, there are no industry standard options for disabling cookies without completely disabling the functionality and features they add to this site. It is recommended that you leave on all cookies if you are not sure whether you need them or not in case they are used to provide a service that you use. --- ## Disabling Cookies You can prevent the setting of cookies by adjusting the settings on your browser (see your browser Help for how to do this). Be aware that disabling cookies will affect the functionality of this and many other websites that you visit. Disabling cookies will usually result in also disabling certain functionality and features of this site. Therefore it is recommended that you do not disable cookies. --- ## The Cookies We Set In order to provide you with a great experience on this site, we provide the functionality to set your preferences for how this site runs when you use it. In order to remember your preferences, we need to set cookies so that this information can be called whenever you interact with a page that is affected by your preferences. --- ## Third Party Cookies In some special cases, we also use cookies provided by trusted third parties. The following section details which third-party cookies you might encounter through this site. - This site uses Google Analytics which is one of the most widespread and trusted analytics solutions on the web, for helping us to understand how you use the site and ways that we can improve your experience. These cookies may track things such as how long you spend on the site and the pages you visit to continue to produce engaging content. See the official Google Analytics page for more information on Google Analytics cookies. - This site uses Hotjar. Hotjar is like Google Analytics, a widespread analytic solution to better understand user behavior on our website. We use Hotjar to understand visitors' intentions and improve their experience on our website. The cookies set by the Hotjar script are tracking things like whether you visited our page for the first time, how long you spent time on which of our pages, and what buttons or links you clicked on our website. To disable tracking by Hotjar on all websites using this tool, you can follow the steps on Hotjar's "Do not track" page. - This site uses Activecampaign. Activecampaign is a customer experience automation tool. This allows us to give our users a flawless and customized experience. Cookies set by Activecampaign may track things such as whether you filled out a form on our website already and are technically necessary for our website to work properly. --- ## More Information Hopefully, that has clarified things for you, and as was previously mentioned if there is something that you aren't sure whether you need or not it's usually safer to leave cookies enabled in case it does interact with one of the features you use on our site. However, if you are still looking for more information then you can contact us through one of our preferred contact methods: - Email: hello@flair.hr --- ## flair DPA URL: https://flair.hr/en/legal/flair-dpa > The flair Data Processing Agreement (DPA) under Art. 28 GDPR, based on the EU Standard Contractual Clauses between controllers and processors. flair.hr GmbH Data Processing Agreement (DPA) pursuant to Art. 28 (7) GDPR based on the Standard Contractual Clauses 2021/915 between Controllers and Processors within the EU Section I Standard Contractual Clauses # 1 Purpose and scope ## 1.1 The purpose of these Standard Contractual Clauses (the Clauses) is to ensure compliance with Article 28(3) and (4) of Regulation (EU) 2016/679 of the European Parliament and of the Council of 27 April 2016 on the protection of natural persons with regard to the processing of personal data and on the free movement of such data, and repealing Directive 95/46/EC (General Data Protection Regulation). ## 1.2 The controllers and processors listed in Schedule 1 have agreed to these Clauses in order to ensure compliance with Article 28(3) and (4) of Regulation (EU) 2016/679 and/or Article 29(3) and (4) of Regulation (EU) 2018/1725. ## 1.3 These Clauses apply to the processing of personal data as specified in Schedule 2. ## 1.4 Schedule 1 to Schedule 4 are an integral part of the Clauses. ## 1.5 These Clauses are without prejudice to obligations to which the controller is subject by virtue of Regulation (EU) 2016/679 and/or Regulation (EU) 2018/1725. ## 1.6 These Clauses do not by themselves ensure compliance with obligations related to international transfers in accordance with Chapter V of Regulation (EU) 2016/679 and/or Regulation (EU) 2018/1725. # 2 Invariability of the Clauses ## 2.1 The Parties undertake not to modify the Clauses, except for adding information to the Schedules or updating information in them. ## 2.2 This does not prevent the Parties from including the standard contractual clauses laid down in these Clauses in a broader contract, or from adding other clauses or additional safeguards provided that they do not directly or indirectly contradict the Clauses or detract from the fundamental rights or freedoms of data subjects. # 3 Interpretation ## 3.1 Where these Clauses use the terms defined in Regulation (EU) 2016/679 or Regulation (EU) 2018/1725 respectively, those terms shall have the same meaning as in that Regulation. ## 3.2 These Clauses shall be read and interpreted in the light of the provisions of Regulation (EU) 2016/679 or Regulation (EU) 2018/1725 respectively. ## 3.3 These Clauses shall not be interpreted in a way that runs counter to the rights and obligations provided for in Regulation (EU) 2016/679 / Regulation (EU) 2018/1725 or in a way that prejudices the fundamental rights or freedoms of the data subjects. # 4 Hierarchy In the event of a contradiction between these Clauses and the provisions of related agreements between the Parties existing at the time when these Clauses are agreed or entered into thereafter, these Clauses shall prevail. # 5 Docking clause ## 5.1 Any entity that is not a Party to these Clauses may, with the agreement of all the Parties, accede to these Clauses at any time as a controller or a processor by completing the Schedules and signing Schedule 1. ## 5.2 Once the Schedules in (a) are completed and signed, the acceding entity shall be treated as a Party to these Clauses and have the rights and obligations of a controller or a processor, in accordance with its designation in Schedule 1. ## 5.3 The acceding entity shall have no rights or obligations resulting from these Clauses from the period prior to becoming a Party. Section II Obligations of the Parties # 6 Description of processing(s) The details of the processing operations, in particular the categories of personal data and the purposes of processing for which the personal data is processed on behalf of the controller, are specified in Schedule 2. # 7 Obligations of the Parties ## 7.1 Instructions ### (a) The processor shall process personal data only on documented instructions from the controller, unless required to do so by Union or Member State law to which the processor is subject. In this case, the processor shall inform the controller of that legal requirement before processing, unless the law prohibits this on important grounds of public interest. Subsequent instructions may also be given by the controller throughout the duration of the processing of personal data. These instructions shall always be documented. ### (b) The processor shall immediately inform the controller if, in the processor’s opinion, instructions given by the controller infringe Regulation (EU) 2016/679 / Regulation (EU) 2018/1725 or the applicable Union or Member State data protection provisions. ## 7.2 Purpose limitation The processor shall process the personal data only for the specific purpose(s) of the processing, as set out in Schedule 2, unless it receives further instructions from the controller. ## 7.3 Duration of the processing of personal data Processing by the processor shall only take place for the duration specified in Schedule 2. ## 7.4 Security of processing ### (a) The processor shall at least implement the technical and organisational measures specified in Schedule 3 to ensure the security of the personal data. This includes protecting the data against a breach of security leading to accidental or unlawful destruction, loss, alteration, unauthorised disclosure or access to the data (personal data breach). In assessing the appropriate level of security, the Parties shall take due account of the state of the art, the costs of implementation, the nature, scope, context and purposes of processing and the risks involved for the data subjects. ### (b) The processor shall grant access to the personal data undergoing processing to members of its personnel only to the extent strictly necessary for implementing, managing and monitoring of the contract. The processor shall ensure that persons authorised to process the personal data received have committed themselves to confidentiality or are under an appropriate statutory obligation of confidentiality. ## 7.5 Sensitive data If the processing involves personal data revealing racial or ethnic origin, political opinions, religious or philosophical beliefs, or trade union membership, genetic data or biometric data for the purpose of uniquely identifying a natural person, data concerning health or a person’s sex life or sexual orientation, or data relating to criminal convictions and offences (sensitive data), the processor shall apply specific restrictions and/or additional safeguards. ## 7.6 Documentation and compliance ### (a) The Parties shall be able to demonstrate compliance with these Clauses. ### (b) The processor shall deal promptly and adequately with inquiries from the controller about the processing of data in accordance with these Clauses. ### (c) The processor shall make available to the controller all information necessary to demonstrate compliance with the obligations that are set out in these Clauses and stem directly from Regulation (EU) 2016/679 and/or Regulation (EU) 2018/1725. At the controller’s request, the processor shall also permit and contribute to audits of the processing activities covered by these Clauses, at reasonable intervals or if there are indications of non-compliance. In deciding on a review or an audit, the controller may take into account relevant certifications held by the processor. ### (d) The controller may choose to conduct the audit by itself or mandate an independent auditor. Audits may also include inspections at the premises or physical facilities of the processor and shall, where appropriate, be carried out with reasonable notice. ### (e) The Parties shall make the information referred to in this Clause, including the results of any audits, available to the competent supervisory authority/ies on request. ## 7.7 Use of sub-processors ### (a) GENERAL WRITTEN AUTHORISATION: The processor has the controller’s general authorisation for the engagement of sub-processors from an agreed list. The processor shall specifically inform in writing the controller of any intended changes of that list through the addition or replacement of sub-processors at least 30 days in advance, thereby giving the controller sufficient time to be able to object to such changes prior to the engagement of the concerned sub-processor(s). The processor shall provide the controller with the information necessary to enable the controller to exercise the right to object. ### (b) Where the processor engages a sub-processor for carrying out specific processing activities (on behalf of the controller), it shall do so by way of a contract which imposes on the sub-processor, in substance, the same data protection obligations as the ones imposed on the data processor in accordance with these Clauses. The processor shall ensure that the sub-processor complies with the obligations to which the processor is subject pursuant to these Clauses and to Regulation (EU) 2016/679 and/or Regulation (EU) 2018/1725. ### (c) At the controller’s request, the processor shall provide a copy of such a sub-processor agreement and any subsequent amendments to the controller. To the extent necessary to protect business secrets or other confidential information, including personal data, the processor may redact the text of the agreement prior to sharing the copy. ### (d) The processor shall remain fully responsible to the controller for the performance of the sub-processor’s obligations in accordance with its contract with the processor. The processor shall notify the controller of any failure by the sub-processor to fulfil its contractual obligations. ### (e) The processor shall agree a third party beneficiary clause with the sub-processor whereby - in the event the processor has factually disappeared, ceased to exist in law or has become insolvent - the controller shall have the right to terminate the sub-processor contract and to instruct the sub-processor to erase or return the personal data. ## 7.8 International transfers ### (a) Any transfer of data to a third country or an international organisation by the processor shall be done only on the basis of documented instructions from the controller or in order to fulfil a specific requirement under Union or Member State law to which the processor is subject and shall take place in compliance with Chapter V of Regulation (EU) 2016/679 or Regulation (EU) 2018/1725. ### (b) The controller agrees that where the processor engages a sub-processor in accordance with Clause 7.7. for carrying out specific processing activities (on behalf of the controller) and those processing activities involve a transfer of personal data within the meaning of Chapter V of Regulation (EU) 2016/679, the processor and the sub-processor can ensure compliance with Chapter V of Regulation (EU) 2016/679 by using standard contractual clauses adopted by the Commission in accordance with of Article 46(2) of Regulation (EU) 2016/679, provided the conditions for the use of those standard contractual clauses are met. # 8 Assistance to the controller ## 8.1 The processor shall promptly notify the controller of any request it has received from the data subject. It shall not respond to the request itself, unless authorised to do so by the controller. ## 8.2 The processor shall assist the controller in fulfilling its obligations to respond to data subjects’ requests to exercise their rights, taking into account the nature of the processing. In fulfilling its obligations in accordance with clause 8.1 and 8.2, the processor shall comply with the controller’s instructions. ## 8.3 In addition to the processor’s obligation to assist the controller pursuant to Clause 8.2, the processor shall furthermore assist the controller in ensuring compliance with the following obligations, taking into account the nature of the data processing and the information available to the processor: ### (a) the obligation to carry out an assessment of the impact of the envisaged processing operations on the protection of personal data (a ‘data protection impact assessment’) where a type of processing is likely to result in a high risk to the rights and freedoms of natural persons; ### (b) the obligation to consult the competent supervisory authority/ies prior to processing where a data protection impact assessment indicates that the processing would result in a high risk in the absence of measures taken by the controller to mitigate the risk; ### (c) the obligation to ensure that personal data is accurate and up to date, by informing the controller without delay if the processor becomes aware that the personal data it is processing is inaccurate or has become outdated; ### (d) the obligations in Article 32 of Regulation (EU) 2016/679. ## 8.4 The Parties shall set out in Schedule 3 the appropriate technical and organisational measures by which the processor is required to assist the controller in the application of this Clause as well as the scope and the extent of the assistance required. # 9 Notification of personal data breach In the event of a personal data breach, the processor shall cooperate with and assist the controller for the controller to comply with its obligations under Articles 33 and 34 of Regulation (EU) 2016/679 or under Articles 34 and 35 of Regulation (EU) 2018/1725, where applicable, taking into account the nature of processing and the information available to the processor. ## 9.1 Data breach concerning data processed by the controller In the event of a personal data breach concerning data processed by the controller, the processor shall assist the controller: ### (a) in notifying the personal data breach to the competent supervisory authority/ies, without undue delay after the controller has become aware of it, where relevant (unless the personal data breach is unlikely to result in a risk to the rights and freedoms of natural persons); ### (b) in obtaining the following information which, pursuant to Article 33(3) of Regulation (EU) 2016/679, shall be stated in the controller’s notification, and must at least include: #### (i) the nature of the personal data including where possible, the categories and approximate number of data subjects concerned and the categories and approximate number of personal data records concerned; #### (ii) the likely consequences of the personal data breach; #### (iii) the measures taken or proposed to be taken by the controller to address the personal data breach, including, where appropriate, measures to mitigate its possible adverse effects. Where, and insofar as, it is not possible to provide all this information at the same time, the initial notification shall contain the information then available and further information shall, as it becomes available, subsequently be provided without undue delay. ### (c) in complying, pursuant to Article 34 of Regulation (EU) 2016/679, with the obligation to communicate without undue delay the personal data breach to the data subject, when the personal data breach is likely to result in a high risk to the rights and freedoms of natural persons. ## 9.2 Data breach concerning data processed by the processor In the event of a personal data breach concerning data processed by the processor, the processor shall notify the controller without undue delay after the processor having become aware of the breach. Such notification shall contain, at least: ### (a) a description of the nature of the breach (including, where possible, the categories and approximate number of data subjects and data records concerned); ### (b) the details of a contact point where more information concerning the personal data breach can be obtained; ### (c) its likely consequences and the measures taken or proposed to be taken to address the breach, including to mitigate its possible adverse effects. Where, and insofar as, it is not possible to provide all this information at the same time, the initial notification shall contain the information then available and further information shall, as it becomes available, subsequently be provided without undue delay. The Parties shall set out in Schedule 3 all other elements to be provided by the processor when assisting the controller in the compliance with the controller’s obligations under Articles 33 and 34 of Regulation (EU) 2016/679. Section III Final Provisions # 10 Non-compliance with the Clauses and termination ## 10.1 Without prejudice to any provisions of Regulation (EU) 2016/679 and/or Regulation (EU) 2018/1725, in the event that the processor is in breach of its obligations under these Clauses, the controller may instruct the processor to suspend the processing of personal data until the latter complies with these Clauses or the contract is terminated. The processor shall promptly inform the controller in case it is unable to comply with these Clauses, for whatever reason. ## 10.2 The controller shall be entitled to terminate the contract insofar as it concerns processing of personal data in accordance with these Clauses if: ### (a) the processing of personal data by the processor has been suspended by the controller pursuant to point (a) and if compliance with these Clauses is not restored within a reasonable time and in any event within one month following suspension; ### (b) the processor is in substantial or persistent breach of these Clauses or its obligations under Regulation (EU) 2016/679 and/or Regulation (EU) 2018/1725; ### (c) the processor fails to comply with a binding decision of a competent court or the competent supervisory authority/ies regarding its obligations pursuant to these Clauses or to Regulation (EU) 2016/679 and/or Regulation (EU) 2018/1725. ### (d) The processor shall be entitled to terminate the contract insofar as it concerns processing of personal data under these Clauses where, after having informed the controller that its instructions infringe applicable legal requirements in accordance with Clause 7.1(b), the controller insists on compliance with the instructions. ### (e) Following termination of the contract, the processor shall, at the choice of the controller, delete all personal data processed on behalf of the controller and certify to the controller that it has done so, or, return all the personal data to the controller and delete existing copies unless Union or Member State law requires storage of the personal data. Until the data is deleted or returned, the processor shall continue to ensure compliance with these Clauses. Schedule 1 List of Parties Controller(s): [Identity and contact details of the controller(s), and, where applicable, of the controller’s data protection officer] 1. Name: Address: Contact person’s name, position and contact details: Signature and accession date: Processor(s): [Identity and contact details of the processor(s) and, where applicable, of the processor’s data protection officer] flair.hr GmbH c/o The BYRO Müllerstrasse 27 80469 Munich Data Protection Officer (DPO): Evgenii Pavlov, pavlov@flair.hr Signature and accession date: Schedule 2 Description of the Processing 1 Categories of data subjects whose personal data is processed flair HR processes data related to company staff. Company staff typically includes the following employment classifications: (a) Employees (b) Freelancers (c) Temporary staff / casual employees (d) Trainees/apprentices (e) Student employees / working students (f) Agency workers 2 Categories of personal data processed 2.1 In general, the personal data to be processed is the data that the employer stores and/or processes as part of an employment relationship. The data processed varies depending on which data the client enters into the system. Typically, the following categories of personal data are processed: (a) Basic personal data (eg first name, surname, gender, birthdate, place of birth, personal ID number, nationality, etc.) (b) Data concerning personal/professional circumstances and attributes (i) Data concerning the subject’s spouse, children and marital status, portrait photo, etc. (c) Contact details (eg home address, email address, telephone number, mobile number) (d) Data related to online activities (log-in details, IP addresses, and other metadata) (e) Contractual details (eg contractual relationship, product interests, contract interests, products purchased, date of purchase agreement, purchase price) (f) Contract, billing and payment data (g) Usage data (h) Data related to planning and project management (i) Special categories of personal data, including: (i) personal data revealing racial or ethnic origin, political opinions, religious or philosophical beliefs, trade union membership, genetic data, biometric data (fingerprints, voice recognition data, iris scans, etc.), data concerning health, and data concerning a person’s sex life and sexual orientation (j) Disclosed information (from third parties such as credit agencies or public directories) (k) Recipients and senders of messages addressed to or sent by the client (l) Customer system login details (m) Live data from customer systems (production data) (n) Customer log files (names of users of IT systems and applications, and IP addresses) (o) All other data collected according to the customer’s own configuration 2.2 The categories of data subjects include: (a) The client’s employees (b) The processor’s contacts that can be attributed to the client (any natural person who does not fall under the definition of employee, such as partner company employees (eg employees of a supplier, service providers, joint venture, or temporary employment agency) and group employees (employees from another group company)) (c) Recipients and senders of messages addressed to or sent by the client (d) Children (as defined by the applicable national law) 2.3 Sensitive data processed (if applicable) and applied restrictions or safeguards that fully take into consideration the nature of the data and the risks involved, such as for instance strict purpose limitation, access restrictions (including access only for staff having followed specialised training), keeping a record of access to the data, restrictions for onward transfers or additional security measures Not applicable. 2.4 Nature of the processing Data is collected, processed, and stored via the flair HR app in the client’s Salesforce instance. The configuration and license allocation clearly defines which data each user can access. Access to data can be restricted in the system so that only authorised users can use, query, analyse, back-up, view and delete data. 2.5 Purpose(s) for which the personal data is processed on behalf of the controller flair HR is an HR software solution built on the Salesforce platform, offering a user-friendly interface for HR management and recruitment. flair HR is suitable for companies of all sizes and any working style. It helps improve HR processes, including applicant management, time tracking, absence management, document management, digital employee records, payroll preparation, employee self-service, feedback cycles, performance reviews, and employee surveys. 2.6 Duration of the processing The duration of the processing is determined by the Term of the SaaS-Agreement (as defined therein) between the Controller and the Processor concluded based on the Terms and Conditions for SaaS of flair.hr. 2.7 Subject of the processing The subject matter of the processing is determined by the SaaS-Agreement between the Controller and the Processor for the use of the SaaS-Solution, which is provided by the Processor, by the Controller. The SaaS-Solution is an HR software solution built on the Salesforce platform, offering a user-friendly interface for HR management and recruitment. The SaaS-Solution is suitable for companies of all sizes and any working style, and helps improving HR processes, including applicant management, time tracking, absence management, document management, digital employee records, payroll preparation, employee self-service, feedback cycles, performance reviews, and employee surveys. 2.8 The following tasks to be performed by the processor are included: (a) flair.hr only has access to the customer’s data if support user access is granted to flair.hr GmbH. Support user access can be revoked by the customer at any time. (b) flair.hr offers onboarding and technical setup services which require temporary access to data. One example of such a service is uploading data to the flair HR app. Schedule 3 Technical and Organisational Measures This Schedule 3 describes the technical and organisational measures implemented by the processor in connection with the processing of personal data 1 Data protection and data security concept 1.1 The following catalogue of measures describes the individual technical and organisational measures to be taken in the context of data processing activities carried out by the processor in accordance with Art. 24 (1) of the EU GDPR. The GDPR requires companies to secure the processing of personal data by appropriate technical and organisational measures and to anonymise or pseudonymise personal data wherever possible. The measures taken must take into account the risk of the respective data processing activities and correspond to the current state of the art. The processor meets these requirements through the effective interaction between data protection management and information security management and has taken appropriate measures to safeguard the processing of personal data. These data protection principles should also be carefully considered: availability, confidentiality, integrity and resilience. The data protection principles are based on the following definitions relevant to information security: 1.2 Confidentiality: Data, information and programs shall be protected from unauthorised access and disclosure. Integrity: The term integrity refers to the correctness of the information and data processed. 1.3 Availability: The term availability refers to the functionality and retrievability of information, data, applications and systems. Resilience: As a special aspect of availability, resilience is the requirement that systems must be designed to be as resistant as possible even in the event of a malfunction, error or overload. 2 Physical infrastructure security 2.1 Location / Company premises (a) The processor premises are separated from public areas by: (i) Lockable door (ii) Separate offices in a building complex (b) There are no other parties in the building who have access to the company premises. (c) An access control system is used to limit access to rooms where personal data is processed. The processor premises or parts of it are secured by a gatekeeper or security guard. (d) Processor premises are secured with an alarm system. (e) Visitors are registered using the following: (i) Visitor badges (ii) Visitor register (iii) Reception (f) Rooms with access to personal data are lockable. (g) Personal data is not accessible in public areas. (h) Areas where the processing of special category data (eg applicant/health data) takes place are physically separated from other workplaces. 3 Server systems 3.1 Server infrastructure Virtualised servers are used. 4 Network structure 4.1 Network architecture (a) The WLAN is encrypted as follows: (i) WPA 3 (b) There is a client/server segmentation. (c) There is an "internet/public network" separation. 4.2 Remote network access (a) State-of-the-art network devices (hubs, switches) are used in the processor. (b) Secure procedures are used for remote access to the corporate network. (c) The following secure procedures for remote access are used: (i) SSH (Secure Shell) (d) Remote access is secured as follows: (i) Username and password 5 Business continuity 5.1 Recoverability (a) Data backups of the relevant systems are carried out (regularly). (b) The following is responsible for performing backups: (i) Cloud provider (ii) External service provider (c) The recovery options include the following areas: (i) Log data (ii) Configurations (settings and shares) (iii) Data (iv) User accounts (d) The following type of data backup is carried out in the company: (i) Incremental backup (e) In the processor company, fuses are stored in a separate fire compartment. (f) In the processor company, data backup procedures are regularly tested and adjusted if necessary. (g) In the processor company, backups are stored in encrypted form. 5.2 Emergency prevention (a) The people responsible have been defined and made aware. (b) Administrator access has been stored in the company for emergencies. (c) In the processor company, access to the stored administrator accesses is logged. 6 Terminal devices 6.1 Client structure and management (a) The processor has a documented process for issuing processor-owned items to employees. (b) The processor shall ensure that all processor -owned items relating to personal data are reclaimed from a departing person. Devices are returned to the IT inventory for further use via a regulated reintegration management. 6.2 Storage device management (a) The processor has a test and approval procedure for mobile phone/tablet computer applications. (b) In the processor company, users of portable devices are required to store them appropriately (eg in a lockable container). (c) These terminals have access locks. (d) Complex access locks exist in the processor company for the portable end devices used. (e) In the processor company, storage devices (including paper files) are disposed of regularly. 7 Data transfers 7.1 Data transfers & communication (a) The following encryption methods are used for sending emails: (i) In the processor company, emails are encrypted during transmission using appropriate procedures/protocols (SSL/TLS). (b) In the processor company, archived emails are stored in encrypted form. (c) Individual data objects, such as containers, folders or individual files (file and folder encryption), are encrypted before data transfer. 8 Personnel 8.1 Employees awareness (a) Raise the awareness of employees on how to deal with external parties. (b) Relevant information policies and recommended actions are easy to find for employees in the company. (c) IT staff and administrators are made aware of data protection and trained in the processor company. 8.2 Permission management (a) In the processor company, access and access authorisations are assigned on the basis of the function of the access or access authorised person. (b) The processor has a separation of roles process in place to avoid permissions that conflict with each other. (c) In the processor company, it is ensured that all access authorisations and access permissions of a departing person are blocked promptly and deleted if necessary. (d) In the processor company, access authorisations are temporarily blocked in the event of longer absences. (e) Administrators and their deputies have been appointed for all IT systems and IT networks in the company. (f) Special administrator accounts are used in the company. (g) In the processor company, the activities within the administrator accounts are logged. 8.3 Authentication procedures (a) A password manager is used in the processor company. (b) Password managers should offer an adequate security standard (eg through sufficient encryption) in order to use it in a compliant and reasonable manner. (c) Multifactor authentication is used in the processor company. (d) A single sign-on procedure is used in the processor company for login. (e) In the processor company, multifactor authentication is used to log in via single sign on. (f) In the processor company, unique identifiers are assigned to individual users of IT systems processing personal data. (g) No unencrypted password lists exist in the processor company. 9 Organisation 9.1 Subcontractor controls (a) A data processing agreement has been concluded with all service providers who carry out a part of the processing of personal data on the instructions of the processor. (b) Instructions for the processing of personal data are only given to (sub-)processors in writing. 9.2 Software selection and development (a) In the processor company, productive and development/test systems are separated from each other. (b) In the processor company, access to the source code is restricted when developing software. (c) The processor has implemented an authorisation concept in the test and development environments. (d) The software is guaranteed to support multiple clients. (e) Real user data is not used in test and development environments. (f) In the processor, software is regularly updated and vulnerabilities are addressed. (g) In the processor, standard software and updates are only obtained from trustworthy sources. 9.3 Other organisational measures (a) A procedure exists to regularly review, assess and evaluate the effectiveness of the technical and organisational measures. In the processor company, it is possible to restrict and delete personal data upon request. (b) Every processing of personal data is logged in the company is logged. Schedule 4 List of sub-processors The controller has authorised the use of the following sub-processors: Sub-processors (entity name, address) Categories of data processed Applicable service (processing steps / purpose of sub-processing) ## Sub-processor location Salesforce.com Depending on the customer’s configuration, all categories listed in Article 9 GDPR HRMS hosting Frankfurt AWS Depending on the customer’s configuration, all categories listed in Article 9 GDPR Employee portal hosting Frankfurt Yousign SAS Depending on the customer’s configuration, all categories listed in Article 9 GDPR Nutzung von E-Signaturen Amazon Web Services EMA SARL (Frankreich) Textkernel BV Depending on the customer’s configuration, all categories listed in Article 9 GDPR CV Parsing - Auswertung des Lebenslauf und der eines Kandidaten Amazon Web Services EMA SARL (Frankreich) Delighted Depending on the customer’s configuration, all categories listed in Article 9 GDPR Feedback and Survey Tool Frankfurt Salesforce.com Erika-Mann-Str. 31 - 80636 - Munich Salesforce page on GDPR compliance AWS Germany - Amazon Web Services Krausenstraße 38, 10117 Berlin GDPR compliance when using AWS services Delighted LLC 333 W. River Park Drive, Provo, UT 84604, United States of America Delighted Privacy Policy --- ## Order Form SaaS URL: https://flair.hr/en/legal/flair-order-form-saas > The flair.hr SaaS order form template: how a customer orders the flair.hr SaaS solution and forms a binding agreement under our SaaS terms. # Order Form for flair.hr SaaS-Solution flair.hr flair.hr GmbH c/o The BYRO Müllerstrasse 27 80469 Munich Customer [Name of Customer] [Address] This Order Form contains the order from the Customer stated above to flair.hr regarding the provision of the following SaaS-Solutions by flair.hr. This Order Form constitutes a binding offer of the Customer. The acceptance of this Order Form and any and all documents attached to or referenced in this Order Form by flair.hr constitutes a legally binding SaaS-Agreement between flair.hr and Customer based on flair.hr’s Terms and Conditions for SaaS. Capitalized terms used in this Order Form shall have the meaning ascribed to them in flair.hr’s Terms and Conditions for SaaS. By issuing this Order Form, you agree to pay the Fees for the Services stated and referenced below and further agree to the Terms and Conditions for SaaS and all annexes, exhibits, attachments, schedules and other documents attached to this Order Form or to flair’s Terms and Conditions for SaaS. Services: Please select Licence Additional provisions applicable flair.hr Platform Service Description Service Level Agreement flair.hr Recruiting Service Description Service Level Agreement (…) Service Description Service Level Agreement (…) Service Description Service Level Agreement (…) Service Description Service Level Agreement Pricing/Fees: Licence Price (user/month) Quantity Discount Price (user/month) Total Term The Initial Term is: [… months/years] The Initial Term shall commence on the following date (Effective Date): [DD.MM.YYYY] Additional provisions Attachments and References Signatures Customer: Date: _______________ _____________________________ Name: […] Title: […] [Company Name] flair.hr: Date: _______________ _____________________ Name: […] Title: […] flair.hr GmbH --- ## Legal Disclosure URL: https://flair.hr/en/legal/imprint > Legal notice for flair.hr GmbH in Munich, Germany: company details, managing directors, commercial register and VAT information, and privacy notes. # Legal Notice & Privacy Policy (English) ## Legal Notice **flair.hr GmbH** Müllerstraße 27 80469 Munich Germany **Represented by the Managing Directors:** Evgenii Pavlov Romain Le Quéré **Contact:** Email: hello@flair.hr Website: https://flair.hr **Commercial Register:** Local Court of Munich Commercial Register Number: HRB 248644 **VAT ID pursuant to § 27a German VAT Act:** DE323800870 **Registered Office:** Munich, Germany **Responsible for content according to § 18 section 2 MStV:** Evgenii Pavlov & Romain Le Quéré, address as above ## Privacy Policy ### 1. Controller flair.hr GmbH Müllerstraße 27 80469 Munich, Germany Email: hello@flair.hr ### 2. General Information We only process personal data as needed to provide and improve our website and services. ### 3. Data Collected When Visiting The following is automatically collected: - IP address - Date and time of access - Browser type and version - Operating system - Referrer URL This data helps ensure functionality and security. ### 4. Cookies We use cookies to enhance usability. You can manage or disable cookies via your browser settings. ### 5. Contact via Email If you contact us, the information you provide will be stored to process your inquiry. ### 6. Legal Basis - Art. 6(1)(b) GDPR (contract performance) - Art. 6(1)(f) GDPR (legitimate interest) ### 7. Your Rights You have the right to: - Access (Art. 15 GDPR) - Rectify (Art. 16 GDPR) - Erasure (Art. 17 GDPR) - Restrict processing (Art. 18 GDPR) - Object (Art. 21 GDPR) - Data portability (Art. 20 GDPR) To exercise your rights, contact: hello@flair.hr ### 8. Third Parties & Processors If third-party providers (e.g. hosting) are used, they are engaged under Art. 28 GDPR data processing agreements. ### 9. Changes We may update this policy in response to legal or technical developments. --- ## Privacy Policy URL: https://flair.hr/en/legal/privacy-policy > flair's privacy policy explains how we process personal data on our website, including cookies, newsletters, contact forms, applications and hosting. # Privacy Policy Table of contents I. Identity and contact details of the data controller II. Contact details of the data protection officer III. General information on data processing IV. Rights of the data subject V. Provision of website and creation of log files VI. Use of cookies VII. Newsletter VIII. Contact via Email IX. Contact form X. Application via Email and application form XI. Corporate web profiles on social networks XII. Use of corporate profiles in professionally oriented networks XIII. Hosting XIV. Content delivery networks XV. Usage of Plugins XVI. Integration of plugins via external service providers I. Identity and contact details of the data controller The data controller responsible in accordance with the purposes of the General Data Protection Regulation (GDPR) of the European Union and other data protection regulations is: flair.hr GmbHMüllerstrasse 2780469 MunichGermany +49 1515 7957797privacy@flair.hrhttps://flair.hr II. Contact details of the data protection officer The designated data protection officer is: DataCo GmbHDachauer Str. 6580335 MunichGermany +49 89 7400 45840www.dataguard.de III. General information on data processing 1. Scope of processing personal data In general, we only process the personal data of our users to the extent necessary to provide a functioning website with our content and services. The regular processing of personal data only takes place with the consent of the user. Exceptions include cases where prior consent cannot be technically obtained and where the processing of the data is permitted by law. 2. Legal basis for data processing Where consent is appropriate for processing personal data, Art. 6 (1) (1) (a) GDPR serves as the legal basis to obtain the consent of the data subject for the processing of their data. As for the processing of personal data required for the performance of a contract of which the data subject is party, Art. 6 (1) (1) (b) GDPR serves as the legal basis. This also applies to processing operations required to carry out pre-contractual activities. When it is necessary to process personal data in order to fulfil a legal obligation to which our company is subject, Art. 6 (1) (1) (c) GDPR serves as the legal basis. If vital interests of the data subject or another natural person require the processing of personal data, Art. 6 (1) (1) (d) GDPR serves as the legal basis. If the processing of data is necessary to safeguard the legitimate interests of our company or that of a third party, and the fundamental rights and freedoms of the data subject do not outweigh the interest of the former, Art. 6 (1) (1) (f) GDPR will serve as the legal basis for the processing of data. 3. Data removal and storage duration The personal data of the data subject will be erased or restricted as soon as the purpose of its storage has been accomplished. Additional storage may occur if this is provided for by the European or national legislator within the EU regulations, law, or other relevant regulations to which the data controller is subject. Restriction or erasure of the data also takes place when the storage period stipulated by the aforementioned standards expires, unless there is a need to prolong the storage of the data for the purpose of concluding or fulfiling the respective contract. IV. Rights of the data subject When your personal data is processed, you are a data subject within the meaning of the GDPR and have the following rights: 1. Right of access (Art. 15 GDPR) You may request the data controller to confirm whether your personal data is processed by them. If such processing occurs, you can request the following information from the data controller: 1. Purposes of processing 2. Categories of personal data being processed. 3. Recipients or categories of recipients to whom the personal data have been or will be disclosed. 4. Planned storage period or the criteria for determining this period 5. The existence of the rights of rectification, erasure or restriction or opposition. 6. The existence of the right to lodge a complaint with a supervisory authority. 7. If applicable, origin of the data (if collected from a third party). 8. If applicable, existence of automated decision-making including profiling with meaningful information about the logic involved, the scope and the effects to be expected. 9. If applicable, transfer of personal data to a third country or international organization. 2. Right to rectification (Art. 16 GDPR) You have a right to rectification and/or modification of the data, if your processed personal data is incorrect or incomplete. The data controller must correct the data without delay 3. Right to the restriction of processing (Art. 18 GDPR) You may request the restriction of the processing of your personal data under the following conditions: 1. If you challenge the accuracy of your personal data for a period that enables the data controller to verify the accuracy of your personal data. 2. The processing is unlawful, and you oppose the erasure of the personal data and instead request the restriction of their use instead. 3. The data controller or its representative no longer need the personal data for the purpose of processing, but you need it to assert, exercise or defend legal claims; or 4. If you have objected to the processing pursuant and it is not yet certain whether the legitimate interests of the data controller override your interests. 4. Right to erasure ("Right to be forgotten") (Art. 17 GDPR) If you request from the data controller to delete your personal data without undue delay, they are required to do so immediately if one of the following applies: 1. Personal data concerning you is no longer necessary for the purposes for which they were collected or processed. 2. You withdraw your consent on which the processing is based pursuant to and where there is no other legal basis for processing the data. 3. You object to the processing of the data and there are no longer overriding legitimate grounds for processing, or you object pursuant to Art. 21 (2) GDPR. 4. Your personal data has been processed unlawfully. 5. The personal data must be deleted to comply with a legal obligation in Union law or Member State law to which the data controller is subject. 6. Your personal data was collected in relation to information society services offered pursuant to Art. 8 (1) GDPR. The right to deletion does not exist if the processing is necessary 1. to exercise the right to freedom of speech and information; 2. to fulfil a legal obligation required by the law of the Union or Member States to which the data controller is subject, or to perform a task of public interest or in the exercise of public authority delegated to the representative. 3. for reasons of public interest in the field of public health. 4. for archival purposes of public interest, scientific or historical research purposes or for statistical purposes. 5. to enforce, exercise or defend legal claims. 5. Right to data portability You have the right to receive your personal data given to the data controller in a structured and machine-readable format. In addition, you have the right to transfer this data to another person without hindrance by the data controller who was initially given the data, if: 6. Right to object For reasons that arise from your particular situation, you have, at any time, the right to object to the processing of your personal data pursuant to Art. 6 (1) (1) (e) or 6 (1) (1) (f) GDPR; this also applies to profiling based on these provisions. If the personal data relating to you are processed for direct marketing purposes, you have the right to object at any time to the processing of your personal data in regard to such advertising; this also applies to profiling associated with direct marketing. 7. Right to complain to a supervisory authority Without prejudice to any other administrative or judicial remedy, you have the right to lodge a complaint with a supervisory authority if you consider that the processing of personal data concerning you infringes the GDPR. The supervisory authority to which the complaint has been lodged shall inform the complainant of the status and outcome of the complaint, including the possibility of a judicial remedy under Art. 78 GDPR. A list, of the locally competent supervisory authorities in Germany can be found on the website of the Federal Commissioner for Data Protection at the following link: https://www.bfdi.bund.de/DE/Service/Anschriften/Laender/Laender-node.html You have the right to lodge a complaint about the processing of your personal data with a data protection supervisory authority. Austrian Data Protection Authority Barichgasse 40-42 1030 Vienna Phone: +43 1 52 152-0 E-mail: dsb@dsb.gv.at V. Provision of website and creation of log files 1. Description and scope of data processing Each time our website is accessed, our system automatically collects data and relevant information from the computer system of the calling device. The following data is collected: 1. Browser type and version used 2. The user's operating system 3. The user’s internet service provider 4. The IP address of the user 5. Date and time of access 6. Web pages from which the user’s system accessed our website 7. Web pages accessed by the user’s system through our website This data is stored in the log files of our system. This data is not stored together with other personal data of the user. 2. Purpose of data processing The temporary storage of the IP address by the system is necessary for the delivery of the website to the computer of the user. For this purpose, the user’s IP address must be kept for the duration of the session. The storage in logfiles is done to ensure the functionality of the website. The data is also used to optimize the website and to ensure the security of our IT systems. An analysis of the data for marketing purposes does not take place. For the aforementioned purposes, our legitimate interest lies in the processing of data in compliance with Art. 6 (1) (1) (f) GDPR. 3. Legal basis for data processing The legal basis for the temporary storage of data and logfiles is Art. 6 (1) (1) (f) GDPR. 4. Duration of storage The data will be deleted as soon as it is no longer necessary for the purpose of its collection. The session is complete when the collection of data for the provision of the website is accomplished. If the data is stored in log files, this is the case after seven days at the latest. Storage beyond this is possible. In this case, the IP addresses of the users are deleted or alienated so that an assignment of the calling client is not possible. 5. Objection and removal The collection of data for the provision of the website and the storage of the data in log files is absolutely necessary for the operation of the website. The user can object to this. Whether the objection is successful is to be determined within the framework of a balancing of interests. VI. Use of cookies 1. Description and scope of data processing When you visit our website, we use technical tools for various functions, in particular cookies, which can be stored on your device. When you visit our website for the first time and at any time later, you have the choice of whether you generally permit the setting of cookies or which individual additional functions you would like to select. You can make changes in your browser settings or via our consent manager. Cookies are text files or information in a database that are stored on your hard drive and assigned to the browser you are using so that certain information can be passed to the entity that sets the cookie. Below we describe what kind of cookies we use: We use technically necessary cookies, which are required for the technical structure of the website. Without these cookies, our website cannot be displayed (completely correctly) or the support functions are not possible. The following data is stored and transmitted in the technical necessary cookies: 1. Storage of search queries 2. Functionality of the website We use cookies on our website that are not technically necessary. Technically unnecessary cookies are text files that are not only used for the functionality of the website, but also collect other data. As a result, the following data will be processed: 1. IP-address 2. Internet user location 3. Date and time of the website visit 4. Tracking of the surfing behavior 5. Linking the website visit with other social media platforms 2. Purpose of data processing The purpose of using technically necessary cookies is to ensure the functionality of our website. Some functions of our website cannot be offered without the use of cookies. For these, it is necessary that the browser is recognized even after a page change. We need technical necessary cookies for the following purposes: 1. Functionality of the website The use of technically not necessary cookies is carried out for the purpose of improving the quality of our website, its content and thus our reach and profitability. By setting these cookies, we learn how the website is used and can thus constantly optimize our offer. These cookies serve us particularly for the following purposes: Technically unnecessary cookies are used for the improvement of website journeys, UX and marketing 3. Legal basis for data processing The regulations of the Telecommunications-Telemedia Data Protection Act (TTDSG) are relevant for the storage of information in the end user's terminal equipment and/or access to information already stored in the end user's terminal equipment. If the setting and reading of cookies is technically necessary, this is done to ensure the functionality of our website. In this case, the storage of and access to cookies on your terminal equipment is carried out on the basis of § 25(2)(2) TTDSG. This storage of and access to the information in your terminal equipment serves to facilitate your use of our website and to be able to offer you our services as you have requested. Some functions of our website also do not work without the use of these cookies and could therefore not be offered. The cookies are generally deleted after the session ends (e.g. logging out or closing the browser) or after the expiry of a specified duration. Information on different storage periods for cookies can be found in the following sections of this data protection declaration. As far as cookies are set that are not technically necessary, this is done on the basis of your expressed consent, which you can provide via the cookie banner. The basis for storing and accessing information in this case is § 25(1) TTDSG in conjunction with. Art. 6(1)(1)(a), Art. 7 GDPR. You can withdraw your consent at any time with effect for the future or subsequently grant it again by configuring your settings for cookies accordingly. Alternatively, you can prevent the storage of cookies by making the appropriate settings in your browser software. Please note that the browser settings you make only affect the browser you are using. If personal data is processed following the storage of and access to the information on your terminal equipment, the provisions of the GDPR are relevant. Information on this can be found in the following sections of this privacy policy. VII. Newsletter 1. Description and scope of data processing You can subscribe to a newsletter on our website free of charge. When subscribing for the newsletter, the data from the input mask is transmitted to us. 1. Email address 2. Last name 3. First name 4. Telephone / mobile phone number 5. Date and time of registration No data will be passed on to third parties in connection with data processing for the dispatch of newsletters. The data will be used exclusively for sending the newsletter. 2. Purpose of data processing The user's email address is collected to deliver the newsletter to the recipient. Additional personal data as part of the registration process is collected to prevent misuse of the services or email address. 3. Legal basis for data processing The legal basis for the processing of data provided by the user after registration for the newsletter is Art. 6 (1) (1) (a) GDPR if the user has given his consent. 4. Duration of storage The data will be deleted as soon as it is no longer necessary to achieve the purpose for which it was collected. The user's email address will therefore be stored as long as the newsletter subscription is active. The other personal data collected during the registration process is generally deleted after a period of seven days. 5. Objection The subscription for the newsletter can be cancelled by the data subject at any time. For this purpose, every newsletter contains an opt-out link. Through this, it is also possible to withdraw the consent to the storage of personal data collected during the registration process. VIII. Contact via Email 1. Description and scope of data processing You can contact us via the email address provided on our website. In this case the personal data of the user transmitted with the email will be stored. The data will be used exclusively for the processing of the conversation. 2. Purpose of data processing If you contact us via email, this also constitutes the necessary legitimate interest in the processing of the data. 3. Legal basis for data processing The legal basis for the processing of data transmitted in the course of sending an e-mail is Art. 6 (1) (f) GDPR. Our legitimate interest is to optimally answer your request that you send by e-mail. If the purpose of the email contact is to conclude a contract, the additional legal basis for the processing is Art. 6 (1) (b) GDPR. 4. Duration of storage The data will be deleted as soon as it is no longer necessary to achieve the purpose for which it was collected. For personal data sent by email, this is the case when the respective conversation with the user has ended. The conversation ends when it can be concluded from the circumstances that the matter in question has been conclusively resolved. The additional personal data collected during the sending process will be deleted after a period of seven days at the latest. 5. Objection and removal The user has the possibility to withdraw consent to the processing of their personal data at any time. If the user contacts us by email, he can object to the storage of his personal data at any time. To revoke consent and object to storage of your data, please email privacy@flair.hr In this case, all personal data stored while establishing contact will be deleted. IX. Contact form 1. Description and scope of data processing A Contact form is available on our website, which can be used for electronic contact. If a user makes use of this option, the data entered in the input mask will be transmitted to us and stored. When sending the message the following data will also be stored: 1. Email address 2. Last name 3. First name 4. Telephone / mobile phone number 5. IP address of the user's device 6. Date and time of contact 2. Purpose of data processing The processing of the personal data from the input mask as well as if you contact us by mail serves us exclusively for the purpose of establishing contact. The other personal data processed during the sending process serve to prevent misuse of the Contact form and to ensure the security of our information technology systems. 3. Legal basis for data processing The legal basis for the processing of data transmitted while sending an email is Art. 6 (1) (1) (f) GDPR. Our legitimate interest is to provide you with the best possible response to the request you send to us via the contact form. If the purpose of the email contact is to conclude a contract, the additional legal basis for the processing is Art. 6 (1) (1) (b) GDPR. 4. Duration of storage The data will be deleted as soon as they are no longer necessary to achieve the purpose for which they were collected. For the personal data from the input mask of the Contact form and those sent by email, this is the case when the respective conversation with the user has ended. The conversation ends when it can be inferred from the circumstances that the facts in question have been conclusively clarified. The additional personal data collected during the sending process will be deleted after a period of seven days at the latest. 5. Objection and removal If the user contacts us via the input mask in the contact form or via e-mail, the user can object to the storage of his or her personal data at any time. To revoke consent and object to storage of your data, please email privacy@flair.hr In this case, all personal data stored while establishing contact will be deleted. X. Application via Email and application form 1. Scope of processing personal data There is a form on our website which can be used for electronic job applications. If an applicant makes use of this possibility, the data entered in the input mask will be transmitted to us and stored. The data is: 1. First name 2. Last name 3. Email address 4. Salary expectations 5. Curriculum vitae 6. Salesforce knowledge, LinkedIn profile Alternatively, you can send us your application by email. In this case, we collect your email address and the information you provide in the email. After sending your application, you will receive confirmation of receipt of your application documents from us by email. Your data will not be passed on to third parties. The data will be used exclusively for processing your application. 2. Purpose of data processing The processing of personal data from the application form serves us solely to process your application. If you contact us by email, this also constitutes the necessary legitimate interest in the processing of the data. The other personal data processed during the sending process serve to prevent misuse of the application form and to ensure the security of our information technology systems. 3. Legal basis for data processing The legal basis for the processing of the data is the initiation of the contractual relationship at the request of the data subject, Art. 6 (1) (1) (b) Alt. 1 GDPR and § 26 (1) (1) BDSG (Federal Act of Dataprotection). The legal basis for the processing of data within the context of the applicant pool is the applicant's express consent, Art. 6 (1) (1) (a) GDPR. 4. Duration of storage After completion of the application procedure, the data will be stored for up to six months. Your data will be deleted after six months at the latest. In the event of a legal obligation, the data will be stored within the framework of the applicable provisions. The additional personal data collected during the sending process will be deleted after a period of seven days at the latest. 5. Exercising your rights XI. Corporate web profiles on social networks Use of corporate profiles on social networks Instagram: Instagram, Part of Meta Platforms Ireland Ltd., 4 Grand Canal Square Grand Canal Harbour, Dublin 2 Ireland On our company profile we provide information and offer Instagram users the possibility of communication. If you carry out an action on our Instagram company profile (e.g. comments, contributions, likes etc.), you may make personal data (e.g. clear name or photo of your user profile) public. However, as we generally or to a large extent have no influence on the processing of your personal data by Instagram, we cannot make any binding statements regarding the purpose and scope of the processing of your data. Our corporate profile in social networks is used for communication and information exchange with (potential) customers. We use the company's profile for: flair uses social media and professional networks to share information about the flair solution, new and upcoming features, HR topics, HR technology, competitions, events, webinars and additional resources Publications on the company profile can contain the following content: 1. Information about products 2. Information about services 3. Advertisement Every user is free to publish personal data. As far as we process your personal data in order to evaluate your online behavior, to offer you sweepstakes or to conduct lead campaigns, this is done on the basis of your express declaration of consent, Art. 6 (1) (1) (a), Art. 7 GDPR. The legal basis for processing personal data for the purpose of communicating with customers and interested parties is Art. 6 (1) (1) (f) GDPR. Thereby, our legitimate interest is to answer your request optimally or to be able to provide the requested information. If the aim of contacting you is to conclude a contract, the additional legal basis for the processing is Art. 6 (1) (1) (b) GDPR. We store your activities and personal data published on our Instagram corporate profile until you withdraw your consent. Furthermore, we comply with the statutory retention periods. We process data from our corporate web profile in our own systems as well. The data is stored there for the following period: flair will store all data shared in comments or alike For the processing of your personal data in third countries, we have provided appropriate guarantees in form of standard data protection clauses pursuant to Art. 46(2)(c) GDPR. A copy of the standard data protection clauses can be requested from us. You can object at any time to the processing of your personal data that we collect within the framework of your use of our Instagram corporate web profile and assert your rights as a data subject mentioned under IV. of this privacy policy. Please send us an informal email to privacy@flair.hr. For further information on the processing of your personal data by Instagram and the corresponding objection options, please click here: Instagram: https://help.instagram.com/519522125107875 Twitter: Twitter International Company, One Cumberland Place, Fenian Street, Dublin 2, Ireland On our company profile we provide information and offer Instagram users the possibility of communication. If you carry out an action on our Instagram company profile (e.g. comments, contributions, likes etc.), you may make personal data (e.g. clear name or photo of your user profile) public. However, as we generally or to a large extent have no influence on the processing of your personal data by Instagram, we cannot make any binding statements regarding the purpose and scope of the processing of your data. Our corporate profile in social networks is used for communication and information exchange with (potential) customers. We use the company's profile for: flair uses social media and professional networks to share information about the flair solution, new and upcoming features, HR topics, HR technology, competitions, events, webinars and additional resources Publications on the company profile can contain the following content: 1. Information about products 2. Information about services 3. Advertisement Every user is free to publish personal data. As far as we process your personal data in order to evaluate your online behavior, to offer you sweepstakes or to conduct lead campaigns, this is done on the basis of your express declaration of consent, Art. 6 (1) (1) (a), Art. 7 GDPR. The legal basis for processing personal data for the purpose of communicating with customers and interested parties is Art. 6 (1) (1) (f) GDPR. Thereby, our legitimate interest is to answer your request optimally or to be able to provide the requested information. If the aim of contacting you is to conclude a contract, the additional legal basis for the processing is Art. 6 (1) (1) (b) GDPR. We store your activities and personal data published on our Twitter corporate profile until you withdraw your consent. Furthermore, we comply with the statutory retention periods. We process data from our corporate web profile in our own systems as well. The data is stored there for the following period: flair will store all data shared in comments or alike For the processing of your personal data in third countries, we have provided appropriate guarantees in form of standard data protection clauses pursuant to Art. 46(2)(c) GDPR. A copy of the standard data protection clauses can be requested from us. You can object at any time to the processing of your personal data that we collect within the framework of your use of our Twitter corporate web profile and assert your rights as a data subject mentioned under IV. of this privacy policy. Please send us an informal email to privacy@flair.hr. For further information on the processing of your personal data by Twitter and the corresponding objection options, please click here: Twitter: https://twitter.com/de/privacy XII. Use of corporate profiles in professionally oriented networks 1. Scope of data processing We use corporate profiles on professionally oriented networks. We maintain a corporate presence on the following professionally oriented networks: LinkedIn: LinkedIn, Unlimited Company Wilton Place, Dublin 2, Ireland On our site we provide information and offer users the possibility of communication. The corporate profile is used for job applications, information, public relations, and active sourcing. We do not have any information on the processing of your personal data by the companies jointly responsible for the corporate profile. Further information can be found in the privacy policy of: LinkedIn: https://www.linkedin.com/legal/privacy-policy If you carry out an action on our company profile (e.g. comments, contributions, likes etc.), you may make personal data (e.g. clear name or photo of your user profile) public. 2. Legal basis for data processing The legal basis for the processing of personal data for the purpose of communication with customers and interested parties is Art. 6 (1) (1) (f) GDPR. Our legitimate interest is to answer your request optimally or to be able to provide the requested information. If the aim of contacting you is to conclude a contract, the additional legal basis for the processing is Art. 6 (1) (1) (b) GDPR. 3. Purpose of the data processing Our corporate web profile serves to inform users about our services. Every user is free to publish personal data. 4. Duration of storage We store your activities and personal data published via our corporate web profile until you withdraw your consent. In addition, we comply with the statutory retention periods. 5. Objection and removal You can object at any time to the processing of your personal data which we collect within the scope of your use of our corporate web profile and assert your rights as a data subject mentioned under IV. of this privacy policy. Please send us an informal email to the email address stated in this privacy policy. You can find further information on objection and removal options here: LinkedIn: https://www.linkedin.com/legal/privacy-policy XIII. Hosting The website is hosted on servers of a service provider commissioned by us. Our service provider is: Cloudflare, Inc. The servers automatically collect and store information in so-called server log files, which your browser automatically transmits when you visit the website. The stored information is: 1. Browser type and version 2. Used operating system 3. Referrer URL 4. Hostname of the accessing computer 5. Time and date of the server request 6. IP address of the user's device This data will not be merged with other data sources. The data is collected on the basis of Art. 6 (1) (1) (f) GDPR. The website operator has a legitimate interest in the technically error-free presentation and optimization of his website - and server log files are therefore recorded. The server of the website is geographically located in the following third country: Canada - Email address - Last name XIV. Content delivery networks Amazon CloudFront 1. Description and scope of data processing We use functions of the Amazon CloudFront content delivery network of Amazon Web Service Inc, 410 Terry Avenue North, Seattle WA 98109, USA (hereinafter referred to as Amazon CloudFront). A Content Delivery Network (CDN) is a network of regionally distributed servers connected via the Internet to deliver content, especially large media files such as videos. Amazon CloudFront provides web optimization and security services that we use to improve the load times of our website and protect it from misuse. When you visit our website, a connection will be established to Amazon CloudFront's servers to retrieve content, for example. This allows personal data to be stored and evaluated in server log files, the user's activity (in particular which pages have been visited) and device and browser information (in particular the IP address and the operating system). For more information on Amazon CloudFront's collection and storage of data, please visit: https://aws.amazon.com/privacy/?nc1=h_ls For the processing of your personal data in third countries, we have provided appropriate guarantees in form of standard data protection clauses pursuant to Art. 46(2)(c) GDPR. A copy of the standard data protection clauses can be requested from us. 2. Purpose of data processing Amazon CloudFront features are used to deliver and accelerate online applications and content. 3. Legal basis for data processing The data is collected on the basis of Art. 6 (1) (1) (f) GDPR. The website operator has a legitimate interest in the technically error-free presentation and optimization of his website - and server log files are therefore recorded. 4. Duration of storage Your personal information will be stored as long as necessary to fulfil the purposes described in this Privacy Policy or as required by law. 5. Objection and removal Information about objection and removal options regarding Amazon CloudFront can be found at: https://aws.amazon.com/privacy/?nc1=h_ls 1. Usage of Plugins We use plugins for various purposes. The plugins used are listed below: Use of Google AdWords1. Scope of processing of personal dataWe use Google AdWords of Google LLC, 1600 Amphitheatre Parkway, Mountain View, CA 94043, USA and its representative in the Union Google Ireland Ltd., Gordon House, Barrow Street, D04 E5W5, Dublin, Ireland (Hereinafter referred to as Google). With this service we place advertisements. Google places a cookie on your computer. This allows personal data to be stored and evaluated, in particular the user's activity (in particular which pages have been visited and which elements have been clicked on), device and browser information (in particular the IP address and operating system), data about the advertisements displayed (in particular which advertisements have been displayed and whether the user has clicked on them) and also data from advertising partners (in particular pseudonymised user IDs).Further information on the collection and storage of data by Google can be found here:https://policies.google.com/privacy?hl=en-GB 2. Purpose of data processingWe only obtain knowledge of the total number of users who have responded to our advertisement. We will not share any information that could be used to identify you. The use does not serve the traceability. 3. Legal basis for the processing of personal dataThe legal basis for the processing of personal data is the user's given consent in accordance with Art. 6 (1) (1) (a) GDPR. 4. Duration of storageYour personal information will be stored for as long as is necessary to fulfill the purposes described in this Privacy Policy or as required by law, e.g. for tax and accounting purposes. 5. Possibility of revocation of consent and removalYou have the right to revoke your declaration of consent under data protection law at any time. The revocation of the consent does not affect the lawfulness of the processing carried out on the basis of the consent up to the revocation.You can prevent the collection and processing of your personal data by Google by preventing the storage of cookies from third parties on your computer, by using the "Do Not Track" function of a supporting browser, by deactivating the execution of script code in your browser or by using a script blocker such as a browser browser browser.B. Install NoScript (https://noscript.net/) or Ghostery (https://www.ghostery.com) in your browser.With the following link you can deactivate the use of your personal data by Google:https://adssettings.google.comFurther information on objection and removal options against Google can be found at:\https://policies.google.com/privacy?gln=EN&hl=en Use of Google Analytics1. Scope of the processing of personal data. We use Google Analytics, a web analytics service provided by Google LLC, 1600 Amphitheatre Parkway, Mountain View, CA 94043, USA and the representative in the Union Google Ireland Ltd, Gordon House, Barrow Street, D04 E5W5, Dublin, Ireland (hereinafter: Google). Google Analytics examines, among other things, the origin of visitors, the time they spend on individual pages, and the use of search engines, thus allowing better monitoring of the success of advertising campaigns. Google sets a cookie on your computer. This allows personal data to be stored and evaluated, in particular the activity of the user (especially which pages have been visited and which elements have been clicked on), device and browser information (especially the IP address and operating system), data about the advertisements displayed (especially which advertisements were displayed and whether the user clicked on them) and also data from advertising partners (especially pseudonymized user IDs). We use Google Analytics (Universal Analytics) to evaluate your use of our online presence, to compile reports on your activities and to use further Google services associated with the use of our online presence and internet usage.We have requested the anonymization of IP addresses, which means that Google will shorten your IP address as promptly as technically possible. However, it cannot be ruled out that your data will be transmitted to the servers of Google LLC based in the USA. On behalf of the operator of this online presence, Google will use this information for the purpose of evaluating your use of the online presence, compiling reports on the activities of the online presence and providing other services relating to the use of the online presence and internet usage to the operator of the online presence. More information on the processing of data by Google can be found here: https://policies.google.com/privacy?hl=en-GB 2. Purpose of data processingThe purpose of processing personal data is to specifically address a target group that has already expressed an initial interest by visiting the site. 3. Legal basis for the processing of personal dataThe legal basis for the processing of personal data is the user's given consent in accordance with Art. 6 (1) (1) (a) GDPR. 4. Duration of storageYour personal information will be stored for as long as is necessary to fulfill the purposes described in this Privacy Policy or as required by law. 5. Withdrawal optionYou have the right to revoke your declaration of consent under data protection law at any time. The revocation of consent does not affect the legality of the processing carried out on the basis of the consent up to the revocation.You can prevent the collection as well as the processing of your personal data by Google by preventing the storage of third-party cookies on your computer, using the "Do Not Track" function of a supporting browser, disabling the execution of script code in your browser or installing a script blocker such as NoScript (https://noscript.net/) or Ghostery (https://www.ghostery.com) in your browser. You can also prevent the collection of data generated by the cookie and related to your use of the online presence (including your IP address) to Google and the processing of this data by Google by downloading and installing the browser plugin available under the following link:https://tools.google.com/dlpage/gaoptout?hl=deYou can deactivate the use of your personal data by Google using the following link:https://adssettings.google.deFor more information on objection and removal options vis-à-vis Google, see:https://policies.google.com/privacy?gl=DE&hl=de\6. Danger noticeYour personal data will also be transferred to the USA. There is no adequacy decision for the USA according to Art. 45 (3) GDPR. We would like to point out that data transfer without an adequacy decision entails certain risks, which we would like to inform you about below:Intelligence services in the USA use certain online identifiers (such as the IP address or unique identification numbers) as a starting point for monitoring individuals. In particular, it cannot be ruled out that these intelligence services have already collected information about you, with the help of which the data transmitted here can be traced back to you.Providers of electronic communications services headquartered in the U.S. are subject to monitoring by U.S. intelligence services pursuant to 50 U.S. Code § 1881a ("FISA 702"). Accordingly, providers of electronic communications services headquartered in the U.S. have an obligation to provide personally identifiable information to U.S. authorities pursuant to 50 U.S. Code § 1881a, with no possible recourse available to you. Even encryption of data at the electronic communications service provider's data centers may not provide adequate protection because, with respect to imported data in its possession or custody or under its control, an electronic communications service provider has a direct obligation to provide access to or surrender such data. This obligation may explicitly extend to the cryptographic keys without which the data cannot be read.The fact that this is not merely a "theoretical risk" is demonstrated by the ECJ ruling of July 16, 2020 (Case C 311/18, ,,Schrems-II").With Google, we have concluded guarantees in the form of standard data protection clauses pursuant to Art. 46 (2) lit. c DSGVO. A copy of the standard data protection clauses can be requested from us. Use of Google ReCaptcha1. Scope of processing of personal dataWe use Google ReCaptcha of the provider Google LLC, 1600 Amphitheatre Parkway, Mountain View, CA 94043, USA and the representative in the Union Google Ireland Ltd., Gordon House, Barrow Street, D04 E5W5, Dublin, Ireland. The purpose of this tool is to verify that a data entry is compliant and has not been performed by a bot by analyzing and authenticating the behavior of an online presence visitor with respect to various characteristics. This allows personal data to be stored and evaluated, in particular the user's activity (in particular mouse movements and which elements were clicked on) and device and browser information (in particular time, IP address and operating system).The data will not be associated with any data that may be collected or used in connection with the parallel use of authenticated Google services such as Gmail.For more information about the collection and storage of data by Google, please visit:https://policies.google.com/privacy?hl=en-GB 2. Purpose of data processingThe use of Google ReCaptcha serves to protect our online presence from misuse. 3. Legal basis for the processing of personal dataThe legal basis for the processing of personal data is the user's given consent in accordance with Art. 6 (1) (1) (a) GDPR. 4. Duration of storageYour personal information will be stored for as long as is necessary to fulfill the purposes described in this Privacy Policy or as required by law, e.g. for tax and accounting purposes. 5. Possibility of revocation of consent and removalYou have the right to revoke your declaration of consent under data protection law at any time. The revocation of the consent does not affect the lawfulness of the processing carried out on the basis of the consent up to the revocation.You can prevent the collection and processing of your personal data by Google by preventing the storage of cookies from third parties on your computer, by using the "Do Not Track" function of a supporting browser, by deactivating the execution of script code in your browser or by using a script blocker such as a browser browser browser.B. Install NoScript (https://noscript.net/) or Ghostery (https://www.ghostery.com) in your browser.With the following link you can deactivate the use of your personal data by Google:https://adssettings.google.comFurther information on objection and removal options against Google can be found at:https://policies.google.com/privacy?hl=en-GB Use of Hotjar1. Scope of processing of personal dataWe use the Hotjar web analysis service of Hotjar Ltd, Level 2, St Julian's Business Centre, 3, Elia Zammit Street, St Julian's STJ 1000, Malta (Hereinafter: Hotjar). Hotjar uses cookies, i.e. small text files, which are stored locally in the cache of your web browser on your end device and which enable an analysis of the use of our online presence by you. Personal data can thus be stored and evaluated, in particular the user's activity (in particular which pages have been visited and which elements have been clicked on), device and browser information (in particular the IP address and the operating system) and a tracking code (pseudonymised user ID). The information thus collected will be transferred by Hotjar to a server in Ireland and stored there in an anonymised form. Further information on the collection and storage of data by Hotjar can be found at:https://www.hotjar.com/legal/policies/privacy 2. Purpose of data processingThe use of the Hotjar Plug-In serves to better understand the needs of our users and to optimize the offer on this online presence. 3. Legal basis for the processing of personal dataThe legal basis for the processing of personal data is the user's given consent in accordance with Art. 6 (1) (1) (a) GDPR. 4. Duration of storageYour personal information will be stored for as long as is necessary to fulfill the purposes described in this Privacy Policy or as required by law. 5. Possibility of revocation of consent and removalYou have the right to revoke your declaration of consent under data protection law at any time. The revocation of the consent does not affect the lawfulness of the processing carried out on the basis of the consent up to the revocation.You can prevent Hotjar from collecting and processing your personal data by preventing the storage of third-party cookies on your computer, by using the "Do Not Track" function of a supporting browser, by deactivating the execution of script code in your browser, or by using a script blocker such as a "Do Not Track" function.B. Install NoScript (https://noscript.net/) or Ghostery (https://www.ghostery.com) in your browser.With the following link you can deactivate the use of your personal data by Hotjar:https://www.hotjar.com/legal/compliance/opt-out For more information on objection and removal options against Hotjar please visit:https://www.hotjar.com/legal/policies/privacy Use of Salesforce - Web-to-Lead1. Scope of processing of personal dataWe use Web-to-Lead, an add-on to the salesforce.com Germany GmbH, Erika-Mann-Str. 31, 80636 Munich, Germany (Hereinafter referred to as Salesforce). This enables users to make their contact data available to the company running the online presence. The Web-to-Lead feature in Salesforce can be used to generate lead information from Web site visitors. For this purpose, a form is created for entering the first name, surname, e-mail address, company, city and state / province. In addition, personal data such as device and browser information (in particular the IP address and operating system) of the user can be stored and evaluated.For more information on Salesforce's collection and retention of data, please visit:https://www.salesforce.com/company/privacy/full_privacy 2. Purpose of data processingThe contact form serves the acquisition of potential new customers and their contact data. 3. Legal basis for the processing of personal dataThe legal basis for the processing of personal data is the user's given consent in accordance with Art. 6 (1) (1) (a) GDPR. 4. Duration of storageYour personal information will be stored for as long as is necessary to fulfill the purposes described in this Privacy Policy or as required by law, e.g. for tax and accounting purposes. 5. Possibility of revocation of consent and removalYou have the right to revoke your declaration of consent under data protection law at any time. The revocation of the consent does not affect the lawfulness of the processing carried out on the basis of the consent up to the revocation.You can prevent Salesforce from collecting and processing your personal data by preventing the storage of third-party cookies on your computer, by using the "Do Not Track" function of a supporting browser, by deactivating the execution of script code in your browser, or by using a script blocker such as a "Do Not Track" function.B. Install NoScript (https://noscript.net/) or Ghostery (https://www.ghostery.com) in your browser.\For more information on objections and remedies to Salesforce, visit:https://www.salesforce.com/company/privacy/full_privacy/ Use of Wistia1. Scope of processing of personal dataWe use functions of Wistia Inc., 17 Tudor Street, Cambridge, Massachusetts, 02139, USA (Hereinafter referred to as: Wistia). When you visit our site, a Wistia cookie is stored on your computer. In particular, the following data will be processed by Wistia:- IP address- Cookie information- The page you requested- Settings, preferences and use of the pluginWe would like to point out that as the provider of the pages, we do not have any knowledge of the content of the transmitted data or its use by Wistia.\Further information on the collection and storage of data by Wistia can be found here:https://wistia.com/privacy 2. Purpose of data processingThe use of the Wistia Plug-In serves to improve the user-friendliness of our online presence and service. We use this plug-in to offer an embedded video player. 3. Legal basis for the processing of personal dataThe legal basis for the processing of personal data is the user's given consent in accordance with Art. 6 (1) (1) (a) GDPR. 4. Duration of storageYour personal information will be stored for as long as is necessary to fulfill the purposes described in this Privacy Policy or as required by law, e.g. for tax and accounting purposes. 5. Possibility of revocation of consent and removalYou have the right to revoke your declaration of consent under data protection law at any time. The revocation of the consent does not affect the lawfulness of the processing carried out on the basis of the consent up to the revocation.You can prevent Wistia from collecting and processing your personal data by preventing the storage of cookies from third parties on your computer, by using the "Do Not Track" function of a supporting browser, by deactivating the execution of script code in your browser or by installing a script blocker such as NoScript (https://noscript.net/) or Ghostery (https://www.ghostery.com) in your browser.\You can find further information on Wistia's objection and removal options at:https://wistia.com/privacy Use of LinkedIn Analytics1. Scope of processing of personal dataWe use the LinkedIn Analytics service of LinkedIn Ireland Unlimited Company, Wilton Place, Dublin 2, Ireland (hereinafter referred to as LinkedIn). Through the use of LinkedIn Analytics, pseudonymized user profiles are created. The profiles are used to analyse user behavior and to optimize our services. The following data will be processed:- Operating System Information- Device ID- Internet Service Provider- IP Address- Referrer URL- Browser InformationFurther information on the collection and storage of data by LinkedIn can be found here:https://www.linkedin.com/legal/privacy-policy 2. Purpose of data processingThe processing of users' personal data by LinkedIn Analytics enables us to analyse the browsing behaviour of our users. By evaluating the data obtained, we are able to compile information on the use of the individual components of our offer. This helps us to constantly improve our online presence and in this context also to increase user friendliness 3. Legal basis for the processing of personal dataThe legal basis for the processing of personal data is the user's given consent in accordance with Art. 6 (1) (1) (a) GDPR. 4. Duration of storageYour personal information will be stored for as long as is necessary to fulfill the purposes described in this privacy policy or as required by law. 5. Possibility of revocation of consent and removalYou have the right to revoke your declaration of consent under data protection law at any time. The revocation of the consent does not affect the lawfulness of the processing carried out on the basis of the consent up to the revocation.You can prevent LinkedIn from collecting and processing your personal data by preventing the storage of third-party cookies on your computer, by using the "Do Not Track" function of a supporting browser, by deactivating the execution of script code in your browser or by using a script blocker such as NoScript (https://noscript.net/) or Ghostery (https://www.ghostery.com) in your browser.With the following link you can deactivate the use of your personal data by LinkedIn:https://www.linkedin.com/help/linkedin/answer/62931/manage-advertising-preferencesFor more information on opposition and removal options against LinkedIn, please visit:https://www.linkedin.com/legal/privacy-policy Use of MyFonts Webfonts1. Scope of processing of personal dataWe use the MyFonts web fonts of Monotype Imaging Holdings Inc., 600 Unicorn Park Drive, Woburn, Massachusetts, 01801, USA (hereinafter referred to as Monotype). The web fonts are transferred from our servers to the browser's cache when the page is accessed in order to be able to use them for the visually improved display of various information. If the browser does not support the web fonts or prevents access, the text is displayed in a standard font. No cookies are stored when the visitor accesses the page. Only licensing data, which must be transmitted in connection with the page view, is sent to resource-specific domains such as hello.myfonts.net, in particular the identification number of the web font project (anonymized), the URL of the licensed website linked to our customer number to identify the licensee and the licensed web fonts and the referrer URL.\Further information on the collection and storage of data by Monotype can be found here:https://www.monotype.com/legal/privacy-policy/web-font-tracking-privacy-policy/ 2. Purpose of data processingThe use of MyFonts Webfonts provides an appealing presentation of our texts. If your browser does not support this feature, a standard font will be used by your computer to display it. 3. Legal basis for the processing of personal dataThe legal basis for the processing of personal data is the user's given consent in accordance with Art. 6 (1) (1) (a) GDPR. 4. Duration of storageThe anonymous web font project identification number is stored in encrypted log files for 30 days to determine the monthly number of page views. After such extraction and storage of the number of page views, the log files are deleted 5. Possibility of revocation of consent and removalYou have the right to revoke your declaration of consent under data protection law at any time. The revocation of the consent does not affect the lawfulness of the processing carried out on the basis of the consent up to the revocation.For more information on Monotype's privacy policy please visit:https://www.monotype.com/legal/privacy-policy/web-font-tracking-privacy-policy/. Use of Cookiebot1. Scope of processing of personal dataWe use functionalities of the Cookie Content solution Cookiebot from Cybot A/S, Havnegade 39, 1058 Copenhagen, Denmark (hereinafter referred to as Cybot). Cookiebot offers a software solution that takes care of the collection of consent about cookie usage and the tracking of online users. Cookiebot informs the users of our website about the cookies used on our website. You also have the possibility to deactivate cookie groups except for functional cookies (which are necessary for the smooth display of our website). We are obliged to document your consent or refusal in accordance with Art. 7 para. 1 GDPR. The following personal data will be processed by Cybot: - The IP-number of the end user in anonymized form (the last three digits are set to '0'). - Date and time of consent given. - Browser of the user. - The URL where consent was given. - An anonymous, random and encrypted key.- The consent status of the end user, which serves as proof of consent.Cookies of Cybot are stored on your device.The key and consent status are also stored in the user's browser in the cookie of Cybot called "CookieConsent". This enables the website to automatically read and follow the end user's consent in all subsequent page requests and future user sessions for up to 12 months. The key will be used for the proof of consent and for an additional option to check if the consent status stored in the user's browser is unmodified compared to the original consent sent to Cybot.If the "Collective Consent-feature" is enabled to control the consent for multiple web pages through a single user consent, Cybot will also store another separate, random, unique ID with the user's consent. If all the following criteria are met, this key will be stored in an encrypted form in the cookie "CookieConsentBulkTicket" in the user's browser.All data is hosted in an Azure data centre of the cloud provider Microsoft Ireland Operations Ltd, South County Business Park, One Microsoft Court, Carmanhall and Leopardstown, Dublin, D18 P521, Ireland. For further information on the processing of data by Cybot, please click here:https://www.cookiebot.com/en/privacy-policy/ 2. Purpose of data processingWe use Cookiebot to create and display cookie statements for users and to store and display cookie scan reports in the privacy policy. This enables us to comply with our information obligations towards the users of our website in accordance with Art. 13, 14 GDPR and to obtain and document consents to the use of cookies in compliance with the data protection laws. Furthermore, we use Cookiebot to obtain aggregated information about the selection decisions of users regarding accepted cookie types and to create a graphical representation of these in the Service-Manager. 3. Legal basis for the processing of personal dataThe legal basis for data processing is Art. 6 (1) (1) (f) GDPR. Our legitimate interest here lies in the data processing purposes mentioned under 2. The interests and rights of users are considered accordingly by anonymising the IP address. 4. Duration of storageYour personal information will be stored by Cybot for as long as necessary to fulfill the purposes described in this privacy policy or as required by law, e.g. for tax and accounting purposes. The cookies used by Cookiebot are stored on the users' device for up to 12 months. 5. Possibility of revocation of consent and removalYou can prevent the collection and processing of your personal data by Cybot by preventing the storage of third party cookies on your computer, by using the "Do Not Track" function of a supporting browser, by deactivating the execution of script code in your browser or by installing a script blocker such as NoScript (https://noscript.net/) or Ghostery (https://www.ghostery.com) in your browser. For more information on how to object and remove a complaint against Cybot, please see:https://www.cookiebot.com/en/privacy-policy/ Use of LinkedIn Insight Tag1. Scope of processing of personal dataWe use functionalities of the marketing plugin LinkedIn Insight Tag from LinkedIn Ireland Unlimited Company, Wilton Place, Dublin 2, Irland (hereinafter referred to as LinkedIn). The plugin allows us to obtain information about the website visitors and maintain detailed campaign reports. In particular, the following personal data is processed by LinkedIn: - URL- Referrer URL - IP address shortened or hashed- Device and browser properties (User Agent) and timestamps. Cookies from LinkedIn are stored on your end device. Further information about the cookies used can be found here: https://www.linkedin.com/legal/cookie-policy LinkedIn does not share any personally identifiable information with us, but only provides aggregated audience reports and advertisements. LinkedIn also offers a remarketing feature that allows us to display targeted personalized advertising outside of our website without revealing your identity.For more information on how LinkedIn processes the data, please click here: https://www.linkedin.com/legal/privacy-policy 2. Purpose of data processingWe use LinkedIn Insight Tag to collect information about visitors to our website. 3. Legal basis for the processing of personal dataThe legal basis for the processing of personal data is the user's given consent in accordance with Art. 6 (1) (1) (a) GDPR. 4. Duration of storageThe direct identifiers of members will be removed within seven days in order to pseudonymize the data. These remaining pseudonymized data will then be deleted within 180 days. 5. Possibility of revocation and removalYou have the right to revoke your data protection declaration of consent at any time. Revocation of your consent does not affect the legality of the processing that has taken place on the basis of your consent until revocation. You can prevent LinkedIn from collecting and processing your personal information by preventing third-party cookies from being stored on your computer, by using the "Do Not Track" function of a supporting browser, by disabling the execution of script code in your browser, or by installing a script blocker such as NoScript (https://noscript.net/) or Ghostery (https://www.ghostery.com) in your browser. For further information on objection and removal options against Linked Insight Tag, please visit: https://www.linkedin.com/legal/privacy-policy XVI. Integration of plugins via external service providers 1. Description and scope of data processing We integrate certain plugins on our website via external service providers in the form of content delivery networks. When you access our website, a connection is established to the servers of the providers used by us to retrieve content and store it in the cache of the user's browser. This allows personal data to be stored and evaluated in server log files, in particular device and browser information (e.g. IP address and operating system). We use the following services: 1. Storyblok - AWS CloudFront 2. Purpose of data processing The use of the functions of these services serves the delivery and acceleration of online applications and content. 3. Legal basis for data processing This data is collected on the basis of Art. 6 (1) (1) (f) GDPR. The website operator has a justified interest in the technically correct presentation and optimization of the website. 4. Duration of storage Your personal information will be retained for as long as necessary to fulfil the purposes described in this Privacy Policy or as required by law. 5. Objection and removal This privacy policy has been created with the assistance of DataGuard. --- ## Service Level Agreement for flair.hr SaaS-Solution URL: https://flair.hr/en/legal/service-level-agreement-for-flair-hr-saas-solution > Service Level Agreement for the flair.hr SaaS solution, defining availability, service levels and standard support under the SaaS agreement. # Service Level Agreement for flair.hr SaaS-Solution flair.hr: Flair.hr GmbH c/o The BYRO Müllerstrasse 27 80469 Munich Customer: [Name of Customer] [Address] This Service Level Agreement (SLA) is part of the SaaS-Agreement between flair.hr and the Customer stated above regarding the provision of the flair.hr SaaS-Solution based on flair.hr’s Terms and Conditions for SaaS and includes the service levels for flair.hr’s SaaS-Solution and standard support. Premium support is subject to a separate agreement. Capitalized terms used in this Service Level Agreement shall have the meaning ascribed to them in flair.hr’s Terms and Conditions for SaaS or in this Service Level Agreement. 1. Availability (a) Availability of SaaS-Solution flair.hr offers a minimum availability of the SaaS-Solution of 99,5 % per year (hereinafter referred to as “Agreed Availability Time”). “Downtime” shall mean the period between the beginning of the unavailability of the SaaS-Solution until the end of the unavailability of the SaaS-Solution. Downtimes due to reasons described in section 15.2. of the Terms and Conditions for SaaS shall not be taken into account. The availability rate is calculated as follows: (Agreed Availability Time - Downtime) Agreed Availability time (b) Service credits If flair.hr fails to meet the Agreed Availability Time, flair.hr will issue service credits as outlined in the table below. Service credits are calculated as a percentage of the respective monthly Fee. Service credits can be applied to subsequent Fees. Availability Service Credit 99.50% - 100.00% 0 % 98.00% - 99.49% 5 % 95.00% - 97.99% 10 % 90.00% - 94.99% 35 % Less than 90.00% 50 % 2. Support (a) User helpdesk support hours flair.hr will provide a user helpdesk during the following business hours (hereinafter referred to as “Support Hours”: Monday to Thursday from 09.00 to 17.00 (CET/CEST), Friday from 09.00 to 16.00 (CET/CEST). User helpdesk is not provided on public holidays in Munich / Germany. (b) User-helpdesk contact Customer can communicate with user-helpdesk as follows: E-mail: support@flair.hr Customer Portal: https://flair.hr/de/support/ (c) User-helpdesk ticket processing Customer can report any defect or request at any time via e-mail (hereinafter referred to as “Ticket”). flair.hr processes Tickets during Support Hours. Any Ticket will be assigned to one of the following categories: Category 1 (Defects) Any request which is deemed to constitute a defect of quality or a defect of title, each within the meaning of flair.hr’s Terms and Conditions for SaaS Category 2 (Support requests) Any other support request, e.g., regarding user experience, functionalities, operational details In case of an assignment to category 2, flair.hr may offer Customer additional support services in accordance with section 7.4 of the Terms and Conditions for SaaS. Additional support services are subject to flair.hr’s Terms and Conditions for Support and Additional Terms and are charged separately. In case of an assignment to category 1, flair.hr’s user helpdesk will categorize any Ticket to one of the following defect classes: Defect class Consequences Effect Severity class 1 Shutdown Defect in the proprietary software leads to the failure or unavailability of the SaaS-Solution as a whole Severity class 2 Severe disability Defect in the proprietary software leads to the failure of a significant part or individual essential functions of the SaaS-Solution and cannot be remedied by a workaround. Severity class 3 Impairments, but essential operations continue Customer can use the SaaS-Solution with limited functionality. Overall process is not at stake. Severity class 4 Insignificant impairment There is a workaround or Customer can take measures to workaround the defect. (d) User helpdesk reaction times flair.hr shall deliver workarounds, patches, bug fixes or other releases to rectify a defect of category 1 in accordance with the provisions of the Terms and Conditions for SaaS (hereinafter referred to as “Defect Rectification”). The following non-binding reaction times shall apply: Defect category Response Time Defect Rectification Time 2 [5 hours] Immediately 1 working day 5 working days 1 working day 2 - 4 weeks 2 working days n/a “Response Time” means the time specified above in which flair.hr responds to Tickets depending on the defect category (e.g., by categorizing the defect or making an initial suggestion for rectifying the defect). The response time begins with the receipt of the defect report within service hours and only elapses during service hours. If the report is received outside the service hours, the response time starts at the beginning of the following service hour. “Defect Rectification Time” means the time in which flair.hr carries out a defect rectification. depending on the defect category. --- ## Terms and Conditions for Implementation Services URL: https://flair.hr/en/legal/terms-and-conditions-for-implementation-services > Terms and Conditions for Implementation Services: the contractual terms governing flair.hr implementation projects for its SaaS solution. # Terms and Conditions for Implementation Services ## 1 Applicability and Subject Matter ### 1.1 Applicability. These Terms and Conditions for Implementation Services (“Implementation Terms”) shall apply to any agreement between Service Provider (as defined below) and the customer as stated on the order form (“Customer”) regarding Implementation Services (as defined below) (the “Implementation Agreement”) for flair.hr’s SaaS-Solution (as defined in flair.hr’s Terms and Conditions for SaaS). ### 1.2 Service Provider. Implementation Services may be provided by flair.hr, a flair.hr Affiliate, or Authorized Provider (each a “Service Provider”). “flair.hr” means flair.hr GmbH, c/o The BYRO, Müllerstrasse 27, 80469 Munich. “Affiliate” means any corporation or other entity which controls, is controlled by, or is under common control with flair.hr or any successor entity. A corporation or other entity shall be deemed to control another corporation or entity if (i) it owns, directly or indirectly, fifty percent (50%) or more of the voting shares or other interest, (ii) has the power to elect more than half the directors, of such other corporation or entity, or (iii) has the ability, via contract or otherwise, to direct the affairs of such other corporation or entity. “Authorized Provider” means any person or entity authorized and appointed by flair.hr to provide Implementation Services under these Implementation Terms. ### 1.3 Additional Terms. In addition to the Implementation Services provided under these Implementation Terms, flair.hr may provide other services which are subject to other terms and conditions, as stated below: #### (a) The provision of the flair.hr SaaS-Solution is subject to flair.hr’s Terms and Conditions for SaaS. #### (b) The provision of support and additional services, if any, is subject to the Terms and Conditions for Support and Additional Services. ### 1.4 Business use. These Implementation Terms shall only apply to businesses, whether a natural or legal person or a partnership with legal personality within the meaning of section 14 of the German Civil Code who or which is acting in exercise of his or its trade, business or profession, to legal persons under public law and special funds under public law within the meaning of Section 310 (1) of the German Civil Code and to other commercial or professional customers. ### 1.5 Exclusion of Customer’s terms. These Implementation Terms apply exclusively. Deviating, conflicting or supplementary terms and conditions shall only become part of the Implementation Agreement if and to the extent that Service Provider has expressly agreed, by way of prior consent, that such terms shall apply to the Implementation Agreement. This requirement of prior consent must be met at least in Textform by a duly authorized representative of flair.hr and applies in any case, even if Service Provider starts providing services without reservation as to the terms and conditions of the Customer the Service Provider has become aware of. ## 2 Implementation Agreement ### 2.1 Implementation Agreement. For the purpose of these Implementation Terms, an Implementation Agreement shall mean these Implementation Terms together with the following documents: #### (a) the order form (“Order Form”); #### (b) any documents referred to in these Implementation Terms or the Order Form. ### 2.2 Order Form. Service Provider provides Customer with an Order Form which can be submitted to Service Provider to place an order. All quotations made by Service Provider in an Order Form are without any commitment and non-binding. They become binding upon acceptance of the Order Form by Service Provider as described in section 2.3. ### 2.3 Conclusion. Customer can place an offer by submitting an Order Form with reference to these Implementation Terms. The Implementation Agreement is concluded upon acceptance of the Order Form by the Service Provider and is made as of the Effective Date. ### 2.4 Additional agreements and amendments. Any additional agreement to the Implementation Agreement shall be concluded in Textform and with explicit reference to the respective Implementation Agreement in order to be effective. Any amendment to an Order Form accepted by Service Provider will require Textform and will only apply to the relevant Order Form for which the amendment has been agreed. Any services not covered by these Implementation Terms require a separate agreement between Service Provider and Customer. ### 2.5 Conflicts. If there is a conflict between these Implementation Terms and any of the documents referred to in section 2.1, the provisions in the Order Form shall take precedence over these Implementation Terms. ## 3 Implementation Services and Period ### 3.1 Implementation Services. Service Provider shall provide Implementation Services as specified in the respective Implementation Agreement to enable Customer to migrate to and/or use the SaaS-Solution in connection with the Customer’s IT infrastructure. Implementation Services can include, for example, the initial technical setup and customization of the SaaS-Solution, onboarding services, training of admin users, project management services, and basic support services during the Implementation Period (as defined below). Each of these services represent a partial service of the Implementation Services. The exact scope of the Implementation Services, which are determining the obligations of the Service Provider under the Implementation Agreement, are described in the Order Form and any other document attached thereto or referenced therein. Any description of the Implementation Services does not constitute and must not, in any event, be interpreted as an assurance (Zusicherung) of certain characteristics or as a guarantee (Garantie). ### 3.2 Implementation Period. Implementation Services are only provided within the period necessary to setup and customize the SaaS-Solution for the use of Customer as stated in the Order Form (the “Implementation Period”). Once the Implementation Period has been completed, any further configuration, customization, or modification of the IT infrastructure and/or other software used by the Customer in conjunction with the SaaS-Solution and any further training and support will be charged separately and is subject to a separate agreement under the Terms and Conditions for Support and Additional Services. ## 4 Project management ### 4.1 Contact persons. The parties shall designate to each other contact persons and their alternates who shall be responsible and competent for directing the performance of the obligations of the respective party. Service Provider’s contact person is the implementation manager (“Implementation Manager”) and is responsible for all questions arising during the project as well as for requesting and receiving all information from Customer. The Implementation Manager shall, without undue delay, provide Customer with all information relating to the project and regularly monitor compliance with time frame and scope of the project as specified in the Order Form and documents referenced therein as well as the quality of the implementation performed. ### 4.2 Changes in personnel. The parties shall inform each other of any changes in the personnel named without undue delay. Until receipt of such notification, the aforementioned contact persons and/or their deputies shall be deemed entitled to make and receive declarations within the scope of their previous power of representation. ### 4.3 Changes to the agreed services. Agreed changes to the Implementation Services shall be documented by the Implementation Manager and confirmed by Customer. The documentation shall be in in writing (Textform suffices). ## 5 Cooperation and customer duties ### 5.1 Cooperation. The parties agree to cooperate closely and efficiently in a spirit of mutual trust and good faith during the Implementation Period. Customer shall, in particular, (i) specify the requirements for the Implementation Services to a sufficient extent; (ii) supply proper notes, documentation and information necessary for the implementation, especially an analysis of existing HR processes and how and to what extent they should be automated; (iii) make available the necessary materials and data; (iv) make available test data as well as prepare and make available the test environment; (v) document and inform Service Provider without undue delay of errors determined in the course of the test or production running of the services provided in a form that can be reproduced, in any event which is comprehensible; (vi) make available at its own cost all facilities, equipment and suitably qualified personnel for the cooperation, to the extent necessary for the provision of the Implementation Services; and (vii) fulfil these obligations and all cooperation activities on time and give declarations in accordance with the time limits. If a party becomes aware that information and requirements, whether provided by itself or by the other party, are erroneous, incomplete, ambiguous or impracticable, it shall notify the other party thereof without undue delay and of the consequences which it has identified. ### 5.2 Backups. It is Customer’s obligation to retain backups of Customer’s data. Customer shall in particular prior to any Implementation Service and/or access by Service Provider or third parties mandated by Service Provider to its systems make a complete data security backup of all system and application data. ### 5.3 Time limits. The parties shall agree in the Order Form and documents referenced therein whether time limits are to be considered as binding or non-binding. If the parties do not make any provision on this, the time limits shall be non-binding. In addition, the provision of all Implementation Services by Service Provider shall be subject to the correct and timely delivery of its suppliers as well as the fulfilment and carrying out of the duties and cooperation activities by Customer. ### 5.4 Default of Customer. If Customer fails to perform the activities for which Customer is responsible, the obligations of Service Provider which cannot be rendered without such activity or only by incurring disproportionate additional expenses, shall be suspended for the duration of such default. Additional expenses caused thereby shall be reimbursed by Customer to Service Provider in addition to the agreed fees in accordance with Section 10. This shall not affect any legal rights of Service Provider to terminate the Implementation Agreement. ## 6 Acceptance ### 6.1 Acceptance. If and to the extent provided by law or agreed in the Implementation Agreement, completed Implementation Services require acceptance which shall be conducted in accordance with the following terms and conditions. This does not apply to the provision of services within the meaning of Section 611 of the German Civil Code, in particular consulting and support services, unless the requirement for the acceptance of the service is expressly stated in the Implementation Agreement. Acceptance of a work product shall be in accordance with the following provisions of this section. ### 6.2 Procedure and conditions. Service Provider shall inform Customer that the relevant performance or part performance is ready for acceptance. Without undue delay, however, at the latest within a period of 14 calendar days after receipt of the notification, Customer and Service Provider shall carry out an acceptance review. After the acceptance review has been successfully completed, Customer must declare its acceptance in writing (Textform suffices) without undue delay. The acceptance review shall be deemed to have been successfully concluded if the performance or part performance fulfills all material requirements as set forth in the respective Order Form or documents attached thereto. ### 6.3 Errors. Errors determined in the performance or part performance under review shall be divided into the following error categories: (a) Error category 1: As a result of the error, the system as a whole or the part of the system under review cannot be used; (b) Error category 2: The error causes substantial restrictions in the use of important functions, which cannot be circumvented by suitable measures for a reasonable time from Customer's point of view; (c) Error category 3: All other errors. ### 6.4 Refusal of acceptance and right to withdraw. Customer shall only be entitled to refuse its acceptance as a result of errors in the error categories 1 and 2. Category 3 errors shall not prevent the acceptance but shall be remedied as part of the rights in case of defects. Such errors shall be recorded as defects in the written acceptance declaration. If the acceptance is refused, Service Provider shall remedy the acceptance inhibiting errors without undue delay and present the relevant performance or part performance for acceptance again. If the error is not cured within a first time limit, Customer shall set a reasonable second time limit. If the error is not cured within the second time limit or if a reasonable number of attempts to remedy were unsuccessful, Customer may, subject to applicable statutory provisions withdraw from the Implementation Agreement. ### 6.5 Protocols. Upon request of either party, at the end of the acceptance review, a written protocol shall be prepared and signed by both parties (electronic form electronically signed by both parties suffices). Any errors determined shall be described in the protocol, divided into error categories, and the reasons for any refusal of acceptance shall be stated. ### 6.6 Deadline. If Customer does not declare its acceptance without undue delay, Service Provider may set a time limit of seven calendar days for the provision of this declaration. The acceptance shall be deemed to have taken place, if Customer does not specify in writing within this period the reasons for the refusal of the acceptance. ### 6.7 Right to withhold Implementation Services. Service Provider shall be entitled to withhold Implementation Services if Customer is in default of the acceptance of performance or part performance. ## 7 Defects after acceptance ### 7.1 The Implementation Services provided by Service Provider shall be substantially in accordance with the description in the respective Implementation Agreement. In case of defects, the Customer’s rights shall be excluded (i) in the event of minor or immaterial deviations from the agreed or assumed characteristics and (ii) in the event of slight impairment of use. ### 7.2 In case of a defect, Customer may demand subsequent performance (Nacherfüllung). To the extent feasible, Service Provider shall have the right to choose between improvement (Nachbesserung) and replacement (Nachlieferung). If the defect is not cured within a first time limit Customer shall set a reasonable second timeframe. If the defect is not cured within the second timeframe or if a reasonable number of attempts to remedy were unsuccessful, Customer may, subject to applicable statutory provisions, withdraw from the Implementation Agreement. ### 7.3 Defects must be notified to Service Provider with a detailed description of the effects of the defect. ### 7.4 Any claims for damages are subject to the limitations set forth in section 8. ### 7.5 Amendments or additions to the Implementation Services or items delivered which Customer carries out itself or through third parties, shall cause Customers rights in case of defects to be cancelled, unless Customer proves that the amendment or addition did not cause the defect. Service Provider’s responsibility and liability for defects caused by improper use or improper operation or the use of unsuitable means of operation by Customer are excluded. ### 7.6 Service Provider may refuse to remedy defects or deliver replacements, until Customer has paid the agreed fees to Service Provider, less an amount which corresponds to the economic value of the defect. ## 8 Liability ### 8.1 Liability. Service Provider shall be unrestrictedly liable for any damage caused by intent or gross negligence. In the event of a slightly negligent breach of a major obligation (Hauptpflicht) or an accessory obligation, (Nebenpflicht), whose breach puts the achievement of the contractual purpose at risk or whose fulfilment is essential to the due and proper implementation of the Implementation-Agreement and on whose fulfilment Customer could reasonably rely (“Essential Obligation” – Kardinalpflicht), the liability of Service Provider is limited to damage foreseeable at the time of conclusion of the contract and characteristic for the contract (vertragstypischer vorhersehbarer Schaden). The parties understand that the typical foreseeable damage regularly does not exceed the annual contractual volume. ### 8.2 Exclusion of Liability. Service Provider is not liable for slightly negligent breaches of accessory obligations that are not Essential Obligations. To the extent the liability of Service Provider is excluded or limited, this shall also apply to the personal liability of the Service Provider’s employees, members of staff, representatives, and vicarious agents. ### 8.3 Exclusions. The above exclusions and limitations of liability shall not apply in the event of malicious concealment of defects or a guarantee as to quality, to the liability for claims under the Product Liability Act (Produkthaftungsgesetz), and to claims based on personal injuries (life, limb, or health). This shall not entail a reversal of the burden of proof to Customer’s disadvantage. ## 9 Term and termination ### 9.1 Term. The Implementation Agreement shall be effective as of the effective date specified in the Order Form (“Effective Date”) and shall remain effective during the Implementation Period specified in the Order Form (“Term”). ### 9.2 Termination by either party. Either party may terminate the Implementation Agreement for cause only (Kündigung aus wichtigem Grund). Termination of the Implementation Agreement for cause may include any of the following causes, or another cause: #### (a) Breach of contract: As a result of a material breach by the other party. Except where performance by a party is permanently impossible, the non-breaching party may terminate the Implementation-Agreement only if it provides written notice to the other party and grants the other party a reasonable term of at least thirty (30) calendar days to remedy the material breach, and such material breach is not rectified within the period granted by the non-breaching party in the notice of default. For errors and defects of the Implementation-Services, the specific provisions on remediation terms in Section 6.4 and Section 7.2 apply. Any breach by Customer of its payment obligation will constitute a material breach; or #### (b) Lack of funds: If the other party becomes subject to any insolvency procedures, such as suspension of payments, a petition for bankruptcy and winding-up procedure. ### 9.3 Termination by Service Provider. In addition, Service Provider may immediately terminate the Implementation Agreement during the Term for cause, if Customer breaches section 11 (intellectual property rights), or section 13 (confidentiality and data protection). ### 9.4 If the Implementation Agreement is terminated prior to completion of the Implementation Services, Service Provider shall be entitled to charge an amount which corresponds to the Implementation Services which it has provided up until the termination of the Implementation Agreement. ### 9.5 Form. Any termination notice requires at least Textform. ### 9.6 Statutory withdrawal rights. Statutory withdrawal rights remain unaffected to the extent specified under Section 6.4 and Section 7.2. ## 10 Fees and Payment ### 10.1 Fees. Customer shall pay to the Service Provider the fees for the Implementation Services as set forth in the Order Form and any other fees stated therein (“Fees”). ### 10.2 Invoicing. Fees shall be invoiced to Customer in accordance with the requirements set out in the accepted Order Form and the provisions of these Implementation Terms. ### 10.3 Due date. Unless otherwise agreed, invoices are due 14 calendar days after invoice date and must be paid without deduction to the account of Service Provider as specified in the Order Form. All amounts are exclusive of taxes and other charges. ### 10.4 Suspension of Implementation Services. If Customer is in default on a payment pursuant to the terms of payment as set forth in these Implementation Terms, Service Provider shall, after providing a reminder with a reasonable deadline, be entitled to suspend all Implementation Services for as long as payment remains outstanding. Service Provider will inform Customer about the impending consequences of a default in the reminder. The obligation to pay Fees shall remain in effect during the suspension of Implementation Services due to default of payment. ### 10.5 Interests. Interests shall accrue on a daily basis on any amount that have not been paid in full within 14 calendar days after invoice date at an annual rate equal to nine per cent over the then current base interest rate, commencing 14 calendar days after invoice date and continuing until fully paid. ### 10.6 Offsetting. Customer may only offset against undisputed or finally awarded claims and may only base a right of retention on undisputed or finally awarded claims. ## 11 Intellectual property rights ### 11.1 Intellectual Property. Any work results based on the Implementations Services are protected by intellectual property rights such as copyrights. The Service Provider shall be and remain the sole owner and holder of all intellectual property rights to the work results created within the scope of the Implementation Services that are protected by copyright. If and to the extent that changes to the SaaS-Solution are made, flair.hr remains the sole owner of the SaaS-Solution to be provided and the holder of all rights thereto, with the exception of any third-party components and rights relating thereto. ### 11.2 Grant of rights. Subject to compliance with these Implementation Terms and the Implementation Agreement, Service Provider grants Customer a non-exclusive, non-sublicensable and non-transferable right, limited to the term of the SaaS-Agreement between Customer and flair.hr to use the work results of the Implementation Services in connection with and solely for the purpose of using the SaaS-Solution provided by flair.hr. ### 11.3 Third-party technology. If and to the extent as the Implementation Services include third-party technology (such as proprietary or open-source software), such third-party technology shall be subject to third-party terms and conditions governing such technology. Service Provider may notify Customer of third-party terms and conditions by referencing them in the Implementation-Agreement, by providing other written or electronic notice from time to time, or by the relevant third party. Applicability of third-party terms and conditions shall with respect to such third-party technology replace any provisions set forth in these Implementation Terms or Implementation Agreement concluded thereunder between Service Provider and Customer. Service Provider is not responsible for such third-party technology and such third-party terms do not govern Service Provider’s Implementation Services. Customer agrees to comply with such third-party terms and conditions, as updated from time to time by the third party. Unless the third-party technology is incorporated into the SaaS-Solution by Service Provider and forms an inextricable part thereof, it is Customer’s sole responsibility to obtain at its own cost adequate licenses for third-party technology directly from the relevant third parties. ## 12 Subcontractors Service Provider shall be entitled to involve subcontractors for the provision of the Implementation Services. The use of subcontractors shall not relieve Service Provider of its obligations to Customer. ## 13 Confidentiality and data protection ### 13.1 Confidential Information. “Confidential Information” shall mean any and all information and data – either of technical, financial or business nature – received from Service Provider or flair.hr that is marked or otherwise designated as confidential or that can be reasonably recognized by the Customer as confidential information. Confidential Information includes, but is not limited to technical information (e.g., computer code, inventions, algorithms, know-how and ideas), business, financial, and other information (whether written, oral, graphic, machine recognizable, sample or visual). Customer agrees not to disclose any Confidential Information, which Customer has become aware of, or which Customer has received from Service Provider or flair.hr, to a third party or the public. The Customer shall protect the Confidential Information in a way to prevent misuse by third parties and in accordance with the Customer’s own protective measures for its own confidential information, and shall at least be in accordance with the current state of the art at the time of protection. ### 13.2 Exclusions. The obligation to maintain confidentiality shall not apply to information and documents which were in the public domain and generally available at the time of disclosure or which were already known to the receiving parties at the time of disclosure or which were later legitimately made available to the receiving party by third parties. ### 13.3 Data protection. Each party shall comply with all applicable data protection regulations – including, but not limited to, the General Data Protection Regulation (GDPR) and the German Federal Data Protection Act – in relation to the performance of the Implementation Agreement. To the extent required under applicable law, each party shall impose the statutory data protection obligations on their staff and any subcontractors engaged. ## 14 Miscellaneous ### 14.1 Form. Any Implementation Agreement shall be concluded in text form within the meaning of Section 126b of the German Civil Code (“Textform”), and any amendment to an Implementation Agreement requires Textform. ### 14.2 Language and Interpretation. These Implementation Terms have been drafted in the English language and the English language version shall be solely binding upon the parties to the Implementation Agreement. Any translation of these Implementation Terms shall be considered as convenience translation and not be binding upon the parties to the Implementation Agreement. To the extent these Implementation Terms include legal terms in German used in brackets, such legal term shall be used for the interpretation of these Implementation Terms and the Implementation Agreement based upon these Implementation Terms. ### 14.3 Applicable law. These Implementation Terms and any Implementation Agreement hereunder shall be governed by the laws of Germany. ### 14.4 Place of Jurisdiction. The place of jurisdiction for all disputes arising from or in connection with Implementation-Agreements under these Implementation-Terms shall be the registered seat of flair.hr in Germany. ### 14.5 Assignment. Neither the Implementation Agreement nor any rights or obligations hereunder are assignable or otherwise transferable by either party, in whole or in part, without the prior written consent of the other party. To the extent flair.hr has concluded the Implementation Agreement based on these Implementation Terms, flair.hr may transfer and assign its Implementation Agreement and its obligations under these Implementation Terms to an Affiliate of flair.hr. ### 14.6 Severability. If any provision of these Implementation Terms or any Implementation Agreement thereunder is held to be invalid, illegal, or unenforceable, the validity, legality, and enforceability of the remaining provisions will not be affected or impaired in any way, and such provision will be deemed to be restated to reflect the original intentions of the Parties as nearly as possible in accordance with applicable law. ### 1. *** --- ## Terms and Conditions for SaaS URL: https://flair.hr/en/legal/terms-and-conditions-for-saas > Read flair.hr's Terms and Conditions for SaaS, which set out the scope, applicability and contractual terms for using the flair.hr SaaS solution. # Terms and Conditions for SaaS ## 1 Anwendbarkeit und Vertragsgegenstand ### 1.1 Anwendbarkeit Diese Allgemeinen Geschäftsbedingungen für Support- und Zusatzleistungen („Support-Bedingungen“) gelten für jede Vereinbarung („Support-Vertrag“) zwischen dem Dienstleister (wie unten definiert) und dem Kunden gemäß Bestellformular („Kunde“) in Bezug auf Support- und/oder Zusatzleistungen (wie unten definiert) für die SaaS-Lösung von flair.hr (wie in den Allgemeinen Geschäftsbedingungen für SaaS von flair.hr definiert). ### 1.2 Dienstleister Leistungen können durch flair.hr, ein verbundenes Unternehmen von flair.hr oder einen autorisierten Anbieter erbracht werden (jeweils ein „Dienstleister“). „flair.hr“ bezeichnet die flair.hr GmbH, c/o The BYRO, Müllerstraße 27, 80469 München. „Verbundenes Unternehmen“ bezeichnet jedes Unternehmen oder jede juristische Person, die flair.hr kontrolliert, von flair.hr kontrolliert wird oder unter gemeinsamer Kontrolle mit flair.hr steht oder eine Rechtsnachfolge-Einheit davon ist. Ein Unternehmen gilt als kontrollierend, wenn es (i) direkt oder indirekt 50 % oder mehr der Stimmrechte oder Beteiligungen hält, (ii) mehr als die Hälfte der Geschäftsführer bestellen kann oder (iii) durch Vertrag oder anderweitig die Geschäfte des Unternehmens steuern kann. „Autorisierter Anbieter“ bezeichnet jede Person oder jedes Unternehmen, das von flair.hr zur Erbringung von Leistungen gemäß diesen Support-Bedingungen autorisiert wurde. ### 1.3 Geschäftskunden Diese Support-Bedingungen gelten ausschließlich für Unternehmen, juristische Personen des öffentlichen Rechts sowie öffentlich-rechtliche Sondervermögen im Sinne des § 310 Abs. 1 BGB sowie für gewerbliche oder freiberufliche Kunden. ### 1.4 Ausschluss von Kundenbedingungen Diese Support-Bedingungen gelten ausschließlich. Abweichende oder ergänzende Bedingungen des Kunden werden nur Vertragsbestandteil, wenn der Dienstleister diesen ausdrücklich vorab schriftlich zugestimmt hat. ### 1.5 Zusätzliche Bedingungen Zusätzlich zu den Leistungen nach diesen Support-Bedingungen können weitere Leistungen mit eigenen Bedingungen erbracht werden: #### (a) SaaS-Leistungen unterliegen den SaaS-AGB von flair.hr. #### (b) Implementierungsleistungen unterliegen den entsprechenden AGB für Implementierungsleistungen. #### (c) Der Zugriff auf und die Nutzung der Salesforce-Plattform sowie die Nutzung von Salesforce-Produkten und -Dienstleistungen unterliegen den Vereinbarungen und Nutzungsbedingungen für Produkte und Dienstleistungen von Salesforce, die unter https://www.salesforce.com/company/legal/customer-agreements/ verfügbar sind („Salesforce-Bedingungen“). Falls der Kunde noch kein Salesforce-Kunde ist und flair.hr mit der Einrichtung eines Salesforce-Kontos beauftragt hat, damit der Kunde die flair.hr SaaS-Lösung nutzen kann, gelten die entsprechenden Salesforce-Bedingungen ebenfalls und werden mit der Übermittlung des Bestellformulars an flair.hr rechtsverbindlich für den Kunden. ## 2 Support-Vertrag ### 2.1 Support-Vertrag. Ein Support-Vertrag besteht aus diesen Support-Bedingungen sowie (sofern anwendbar): #### (a) dem Bestellformular („Order Form“); #### (b) dem Leistungsumfang („SOW“); #### (c) dem Service Level Agreement für Premium Support („PSLA“) #### (d) dem Auftragsverarbeitungsvertrag („DPA“) #### (e) allen darin referenzierten Dokumenten ### 2.2 Widersprüche. Im Falle eines Widerspruchs zwischen diesen SaaS-Bedingungen und einem der in Abschnitt 2.1 genannten Dokumente haben die Regelungen im Bestellformular Vorrang vor diesen SaaS-Bedingungen. Die Regelungen im Service Level Agreement haben Vorrang vor den Bestimmungen dieser SaaS-Bedingungen, soweit Service Levels betroffen sind. Mit Ausnahme des DPA haben diese SaaS-Bedingungen Vorrang vor allen anderen in diesen SaaS-Bedingungen genannten Dokumenten. ### 2.3 Mehr anzeigenWeniger anzeigenLeistungsbeschreibung. Umfang, Art und Eigenschaften der Leistungen sind in einer Leistungsbeschreibung oder anderen Dokumenten beschrieben, die dem jeweiligen Bestellformular beigefügt oder darin referenziert sind („Leistungsbeschreibung“). Die Leistungsbeschreibung stellt keine Zusicherung bestimmter Eigenschaften und keine Garantie dar und darf in keinem Fall entsprechend ausgelegt werden. ## 3 Abschluss des Support-Vertrags ### 3.1 Vertragsparteien Für die Nutzung der von flair.hr bereitgestellten Leistungen schließt der Kunde den Vertrag ausschließlich mit flair.hr ab. Salesforce, Inc. ist keine Vertragspartei in Bezug auf die von flair.hr angebotenen und erbrachten Leistungen. ### 3.2 Bestellformular flair.hr stellt dem Kunden ein Bestellformular („Order Form“) zur Verfügung, das zur Aufgabe einer Bestellung an flair.hr übermittelt werden kann. Alle von flair.hr in einem Bestellformular abgegebenen Angebote sind freibleibend und unverbindlich. Sie werden erst mit der Annahme des Bestellformulars durch flair.hr gemäß Abschnitt 3.3 verbindlich. ### 3.3 Vertragsschluss Der Kunde kann durch Übermittlung eines Bestellformulars unter Bezugnahme auf diese SaaS-Bedingungen ein Angebot abgeben. Der SaaS-Vertrag kommt mit der Annahme des jeweiligen Bestellformulars durch flair.hr zustande und gilt ab dem Wirksamkeitsdatum („Effective Date“). ### 3.4 Zusatzvereinbarungen und Änderungen Zusätzliche Vereinbarungen zum SaaS-Vertrag bedürfen zu ihrer Wirksamkeit der Textform sowie eines ausdrücklichen Verweises auf den jeweiligen SaaS-Vertrag. Änderungen eines von flair.hr angenommenen Bestellformulars bedürfen ebenfalls der Textform und gelten ausschließlich für das jeweilige Bestellformular, für das die Änderung vereinbart wurde. Leistungen, die nicht von diesen SaaS-Bedingungen umfasst sind, bedürfen einer gesonderten Vereinbarung zwischen flair.hr und dem Kunden. ## 4 Gebühren und Zahlung ### 4.1 Gebühren Der Kunde zahlt die Gebühren für die SaaS-Lösung gemäß Bestellformular sowie alle dort aufgeführten weiteren Gebühren („Gebühren“). ### 4.2 Rechnungsstellung Die Gebühren werden dem Kunden gemäß den Bedingungen des angenommenen Bestellformulars sowie diesen SaaS-Bedingungen in Rechnung gestellt. ### 4.3 Fälligkeit Sofern nicht anders vereinbart, sind Rechnungen innerhalb von 30 Tagen ab Rechnungsdatum ohne Abzug auf das im Bestellformular angegebene Konto von flair.hr zu zahlen. Alle Beträge verstehen sich zuzüglich Steuern und sonstiger Abgaben. ### 4.4 Aussetzung der Leistungen Befindet sich der Kunde gemäß diesen SaaS-Bedingungen mit einer Zahlung in Verzug, ist flair.hr nach vorheriger Mahnung unter Setzung einer angemessenen Frist berechtigt, sämtliche Leistungen aus dem SaaS-Vertrag auszusetzen, solange der Zahlungsrückstand besteht. flair.hr wird den Kunden in der Mahnung auf die drohenden Folgen des Zahlungsverzugs hinweisen. Die Verpflichtung zur Zahlung der Gebühren bleibt während der Aussetzung der Leistungen bestehen. ### 4.5 Verzugszinsen Der Kunde schuldet für die Dauer des Verzugs Verzugszinsen. Der Zinssatz beträgt neun Prozentpunkte über dem jeweils geltenden Basiszinssatz. ### 4.6 Aufrechnung Der Kunde ist nur berechtigt, mit unbestrittenen oder rechtskräftig festgestellten Forderungen aufzurechnen oder ein Zurückbehaltungsrecht auf solche Forderungen zu stützen. ### 4.7 Preisänderungen flair.hr behält sich das Recht vor, die Preise für die Leistungen einseitig festzulegen und anzupassen. Soweit der Kunde einen gültigen SaaS-Vertrag mit flair.hr abgeschlossen hat, kann flair.hr die Gebühren nach billigem Ermessen einmal jährlich entsprechend der Entwicklung der für die Gebührenkalkulation maßgeblichen Kosten erhöhen, jedoch um höchstens 10 %. Eine Gebührenerhöhung kann insbesondere erfolgen, wenn sich Kosten für Hosting-Anbieter oder Beschaffung verändern. Kostensteigerungen in einem Bereich (z. B. Hosting-Gebühren) dürfen nur insoweit berücksichtigt werden, als sie nicht durch sinkende Kosten in anderen Bereichen (z. B. Personalkosten) ausgeglichen werden. Bei Kostensenkungen wird flair.hr die Gebühren entsprechend reduzieren, soweit diese nicht durch Kostensteigerungen in anderen Bereichen kompensiert werden. flair.hr informiert den Kunden mindestens drei Monate vor Inkrafttreten einer Gebührenerhöhung in Textform über die Änderung. Widerspricht der Kunde der Erhöhung nicht, kann er den SaaS-Vertrag innerhalb von vier Wochen nach Zugang der Mitteilung in Textform außerordentlich zum Zeitpunkt des Wirksamwerdens der Gebührenerhöhung kündigen („Sonderkündigungsrecht“). Kündigt der Kunde den SaaS-Vertrag nicht innerhalb dieser Frist, gilt die Gebührenerhöhung als akzeptiert und die erhöhten Gebühren gelten für die verbleibende Laufzeit des SaaS-Vertrags. ## 5Bereitstellung der SaaS-Lösung ### 5.1 Bereitstellung der SaaS-Lösung flair.hr stellt dem Kunden die SaaS-Lösung für die Dauer der Laufzeit des SaaS-Vertrags zur Verfügung und ermöglicht dem Kunden sowie der im Bestellformular vereinbarten Anzahl autorisierter Nutzer („Autorisierte Nutzer“), die SaaS-Lösung und deren Funktionen zu nutzen, Daten zu speichern und zu verarbeiten sowie die daraus resultierenden Ergebnisse abzurufen. ### 5.2 Hosting und Übergabepunkt flair.hr betreibt die SaaS-Lösung auf Servern in Rechenzentren, die über das Internet für den Kunden erreichbar sind. Der Übergabepunkt für die von flair.hr bereitgestellte SaaS-Lösung ist der Routerausgang zum Internet der von flair.hr genutzten Rechenzentren. flair.hr ist nicht verantwortlich für die Internetanbindung des Kunden, die Aufrechterhaltung der Netzwerkverbindung oder die Beschaffung und Installation der vom Kunden benötigten Hard- und Software. ### 5.3 Dokumentation flair.hr stellt dem Kunden eine allgemeine Dokumentation zur Nutzung der SaaS-Lösung zur Verfügung. ### 5.4 Wartung und Support Wartung und Support im Zusammenhang mit der SaaS-Lösung richten sich nach den Bestimmungen in Abschnitt 7. ### 5.5 Versionen und Updates flair.hr stellt dem Kunden die SaaS-Lösung in der jeweils aktuellen Programmversion zur Verfügung. Der Funktionsumfang der SaaS-Lösung zum Zeitpunkt des Vertragsschlusses ergibt sich aus dem Bestellformular und der Leistungsbeschreibung. flair.hr entwickelt die SaaS-Lösung fortlaufend weiter und verbessert sie durch neue Programmversionen (Updates, Releases). flair.hr stellt die Updates und/oder Upgrades bereit, die erforderlich sind, um die Vertragskonformität der SaaS-Lösung aufrechtzuerhalten. Dies umfasst insbesondere Sicherheitsupdates und Sicherheitsupgrades. ### 5.6 Änderungen flair.hr ist berechtigt, jedoch nicht verpflichtet, die SaaS-Lösung zu ändern, insbesondere um sie an den technologischen Fortschritt anzupassen. flair.hr behält sich das Recht vor, einzelne Teile der Leistungen zu ändern oder einzustellen. flair.hr kann die SaaS-Lösung jederzeit ändern, sofern dadurch Funktionalität oder Sicherheitsmerkmale nicht beeinträchtigt werden. Der Kunde wird von flair.hr per E-Mail über wesentliche Updates informiert. flair.hr wird den Kunden mindestens zwei (2) Wochen im Voraus über wesentliche Änderungen informieren, die die Funktionalität der SaaS-Lösung betreffen. ### 1. Bei laufenden Abonnements darf flair.hr die Funktionalität der SaaS-Lösung nur verschlechtern oder die SaaS-Lösung nur einstellen, wenn: (i) gesetzliche Anforderungen dies erforderlich machen; (ii) eine Vertragsbeziehung mit einem Anbieter von Software und/oder Dienstleistungen endet, die für die Leistungserbringung wesentlich sind; und/oder (iii) Sicherheitsrisiken bestehen. flair.hr wird den Kunden mindestens sechzig (60) Tage vor Inkrafttreten einer wesentlichen Funktionseinschränkung oder Einstellung der SaaS-Lösung informieren. Der Kunde kann die Nutzung der geänderten SaaS-Lösung bis dreißig (30) Tage vor Inkrafttreten der Änderung kündigen. Im Falle einer Kündigung oder Einstellung der SaaS-Lösung erstattet flair.hr keine bereits im Voraus gezahlten Beträge für die verbleibende Laufzeit des Abonnements. flair.hr ist nicht verpflichtet, frühere Versionen der SaaS-Lösung vorzuhalten. ### 5.7 Überwachung flair.hr darf die Nutzung der SaaS-Lösung durch den Kunden zu internen Zwecken überwachen, insbesondere: (i) aus Sicherheits- und Verfügbarkeitsgründen; (ii) zur Sicherstellung der Einhaltung dieser SaaS-Bedingungen oder eines SaaS-Vertrags; (iii) zur Erkennung, Verhinderung und Unterbindung einer Nutzung der SaaS-Lösung, die gegen Nutzungsbeschränkungen verstößt; und (iv) um dem Kunden – im Einklang mit geltendem Recht – weitere Produkte oder Dienstleistungen anzubieten, die noch nicht Teil der SaaS-Lösung sind. flair.hr kann Nutzungsinformationen außerdem in aggregierter Form verwenden, um die SaaS-Lösung oder andere Produkte und Dienstleistungen von flair.hr zu verbessern. ### 5.8 Einschränkungen Die Verpflichtungen gemäß den Abschnitten 5.1 bis 5.5 gelten nicht, soweit eine Nichtkonformität darauf zurückzuführen ist, dass die SaaS-Lösung entgegen den Anweisungen von flair.hr genutzt wurde oder Änderungen bzw. Anpassungen an der SaaS-Lösung durch andere Parteien als flair.hr oder deren autorisierte Auftragnehmer oder Vertreter vorgenommen wurden. ## 6 Pflichten des Kunden ### 6.1 Datenverbindung Der Kunde richtet auf eigene Kosten die Datenverbindung über das Internet zwischen seiner Hardware und dem von flair.hr definierten Übergabepunkt ein. Der Kunde ist allein verantwortlich für den Betrieb und die Wartung dieser Datenverbindung und trägt sämtliche damit verbundenen Kosten. ### 6.2 Zugang Der Kunde verpflichtet sich: (i) Zugangsdaten sorgfältig aufzubewahren, vor unbefugtem Zugriff zu schützen und eine Nutzung durch Dritte zu untersagen; (ii) auf die Leistungen ausschließlich über das von flair.hr im Rahmen des SaaS-Vertrags bereitgestellte Kundenkonto zuzugreifen; (iii) keine Authentifizierungs- oder Sicherheitsmaßnahmen zu umgehen oder offenzulegen; und (iv) keine falsche Identität oder Zugangsdaten anderer Personen zu verwenden, um Zugriff auf Konten zu erhalten. Erhält der Kunde Kenntnis davon, dass Zugangsdaten unrechtmäßig erlangt wurden oder missbräuchlich verwendet werden könnten, hat er flair.hr unverzüglich zu informieren. ### 6.3 Unzulässige Nutzung Der Kunde darf die Leistungen ausschließlich zu rechtmäßigen Zwecken und nicht unter Verstoß gegen geltende Gesetze oder Vorschriften nutzen. Darüber hinaus ist es dem Kunden untersagt, die Leistungen: (a) zur Schädigung, Belästigung, Beleidigung oder Einschüchterung von Personen zu verwenden; (b) für Inhalte zu nutzen, die nicht den Anforderungen gemäß Abschnitt 6.4 entsprechen; (c) für unerwünschte Werbung oder Spam zu verwenden; (d) vorbehaltlich dieser SaaS-Bedingungen die SaaS-Lösung an Dritte zu lizenzieren, zu vermieten, zu verkaufen oder anderweitig kommerziell zugänglich zu machen; (e) unbefugten Zugriff auf die SaaS-Lösung zu erlangen oder Dritten dabei zu helfen; (f) konkurrierende Produkte oder Dienstleistungen auf Basis der SaaS-Lösung zu entwickeln oder die SaaS-Lösung zu dekompilieren, zurückzuentwickeln oder anderweitig zu analysieren; oder (g) flair.hr Schäden oder Haftungsrisiken zu verursachen. Der Kunde darf die SaaS-Lösung oder Teile davon nicht vervielfältigen, kopieren oder weiterverkaufen und keine Systeme oder Netzwerke beeinträchtigen, auf denen die SaaS-Lösung betrieben wird. flair.hr behält sich das Recht vor, bei Verstößen gegen diese Regelung den Zugriff des Kunden oder autorisierter Nutzer auf die Leistungen auszusetzen. ### 6.4 Hochladen von Inhalten Der Kunde verpflichtet sich, keine Inhalte hochzuladen oder die SaaS-Lösung in einer Weise zu nutzen, die: (a) Rechte Dritter verletzt; (b) betrügerisch ist oder den Verkauf gefälschter oder gestohlener Waren umfasst; (c) gegen Gesetze oder Vorschriften verstößt; (d) falsch oder irreführend ist; (e) zu einer Haftung von flair.hr führt oder dazu führt, dass Dienstleister ihre Leistungen einstellen; (f) verleumderisch, bedrohend oder belästigend ist; oder (g) als rechtswidrig, beleidigend oder anstößig angesehen werden könnte. Der Kunde haftet für sämtliche Inhalte, die von autorisierten Nutzern im Zusammenhang mit dem Kunden hochgeladen werden. Hinweise oder Ansprüche Dritter wegen Rechtsverletzungen sind vom Kunden ordnungsgemäß zu bearbeiten. ### 6.5 Kundendaten Der Kunde ist allein verantwortlich für die Nutzung seiner Daten im Zusammenhang mit den Leistungen sowie für die Art und Weise, wie diese Daten erhoben und mit Dritten geteilt werden. Dies umfasst insbesondere geeignete Sicherheitsmaßnahmen, regelmäßige Backups sowie gesetzlich erforderliche Aufbewahrungs- und Archivierungspflichten. ### 6.6 Systemanforderungen Der Kunde erfüllt die für die Nutzung der SaaS-Lösung erforderlichen Systemanforderungen gemäß Bestellformular und referenzierten Dokumenten. flair.hr kann diese Anforderungen im Rahmen der Weiterentwicklung der SaaS-Lösung ändern und wird den Kunden darüber informieren. ### 6.7 Viren Der Kunde darf keine Viren oder sonstige schädliche Software absichtlich über die SaaS-Lösung verbreiten oder speichern. Der Kunde muss angemessene Maßnahmen treffen, um dies zu verhindern, insbesondere durch den Einsatz aktueller Virenschutzsoftware. ### 6.8 Verantwortung für autorisierte Nutzer Der Kunde ist für die Nutzung der Leistungen durch seine autorisierten Nutzer verantwortlich. ### 6.9 Änderungen Der Kunde informiert flair.hr in Textform über Änderungen seines Unternehmens, die für die Erbringung der Leistungen relevant sind. Dazu gehören insbesondere Änderungen der Geschäftsadresse, Firma, Rechtsform oder Ansprechpartner. ## 7 Wartung und Support ### 7.1 Wartung flair.hr erbringt Wartungsleistungen für die SaaS-Lösung gemäß den nachfolgenden Bestimmungen. Die Wartung umfasst: (i) die Behebung von Mängeln („Defects“) gemäß Abschnitt 7.2; (ii) die Bereitstellung neuer Versionen der SaaS-Lösung gemäß Abschnitt 5.5 sowie entsprechend gesetzlicher Anforderungen; und (iii) die Bereitstellung eines Benutzer-Helpdesks (vorbehaltlich der Bestimmungen in Abschnitt 7.3). ### 7.2 Meldung von Mängeln Der Kunde hat jeden Mangel (Sachmangel im Sinne von Abschnitt 8 oder Rechtsmangel im Sinne von Abschnitt 9, zusammen „Mangel“) unverzüglich über den von flair.hr bereitgestellten Benutzer-Helpdesk gemäß Abschnitt 7.3 zu melden. Der Kunde hat die Auswirkungen des Mangels detailliert zu beschreiben. ### 7.3 Benutzer-Helpdesk flair.hr stellt dem Kunden einen Benutzer-Helpdesk zur Verfügung. Jeder gemeldete Mangel sowie jede Support-Anfrage wird entsprechend den in Abschnitt 7.4 definierten Kategorien eingestuft. Abhängig von der jeweiligen Kategorisierung ergreift flair.hr die entsprechenden Maßnahmen innerhalb der im jeweiligen Service Level Agreement festgelegten Reaktionszeiten. Die Kontaktdaten des Benutzer-Helpdesks sind im Service Level Agreement angegeben. ### 7.4Kategorisierung von Anfragen Wird eine Anfrage als Mangel eingestuft, behebt flair.hr den Mangel gemäß den entsprechenden Regelungen in Abschnitt 8 und Abschnitt 9. Wird eine Anfrage nicht als Mangel eingestuft, ist flair.hr nicht verpflichtet, zusätzliche Supportleistungen zu erbringen, es sei denn, der Kunde hat einen gesonderten Supportvertrag über zusätzliche Supportleistungen abgeschlossen. Solche zusätzlichen Supportleistungen werden gesondert vergütet und unterliegen den Support-Bedingungen (siehe Abschnitt 1.5(b)). ### 7.5 Ausschlüsse Der Kunde hat keine Ansprüche wegen Mängeln der SaaS-Lösung, soweit diese auf unautorisierte Änderungen der SaaS-Lösung durch den Kunden zurückzuführen sind oder der Kunde die SaaS-Lösung nicht entsprechend der jeweils geltenden Dokumentation genutzt hat. Soweit der Kunde Drittanbieterleistungen im Zusammenhang mit der SaaS-Lösung nutzt, übernimmt flair.hr keine Verantwortung für Mängel, die auf solche Drittanbieterleistungen oder Drittsoftware zurückzuführen sind, insbesondere nicht für die fehlerfreie Funktionsweise der SaaS-Lösung. ## 8 Sachmängel ### 8.1 Sachmangel Ein „Sachmangel“ liegt vor, wenn die SaaS-Lösung nicht die vertraglich vereinbarte Beschaffenheit aufweist, die sich aus dem jeweiligen Bestellformular und den darin referenzierten Dokumenten ergibt. Soweit keine Beschaffenheit vereinbart wurde, richtet sich die Beurteilung nach den gesetzlichen Vorschriften. ### 8.2 Mangelbeseitigung flair.hr kategorisiert eingereichte Meldungen gemäß Abschnitt 7.4. Wird eine Anfrage als Sachmangel eingestuft, wird flair.hr nach eigenem angemessenen Ermessen eine der folgenden Maßnahmen zur Behebung des Mangels ergreifen: #### (a) Bereitstellung eines Updates oder Releases; #### (b) Erteilung von Anweisungen an den Kunden zur Umgehung des Problems oder zur Behebung des Mangels. Der Kunde hat sicherzustellen, soweit dies zumutbar ist, dass diese Anweisungen durch fachkundiges Personal umgesetzt werden. ## 9 Rechtsmängel ### 9.1 Rechtsmangel Ein „Rechtsmangel“ liegt vor, wenn dem Kunden die für die Nutzung der SaaS-Lösung erforderlichen Rechte nicht wirksam eingeräumt werden können. ### 9.2 Mangelbeseitigung flair.hr kategorisiert eingereichte Meldungen gemäß Abschnitt 7.4. Wird eine Anfrage als Rechtsmangel eingestuft, wird flair.hr dem Kunden eine rechtlich unanfechtbare Möglichkeit zur Nutzung der SaaS-Lösung verschaffen. flair.hr kann die betreffende Leistung durch eine gleichwertige Leistung ersetzen, sofern dies für den Kunden zumutbar ist. Machen Dritte gegenüber dem Kunden Ansprüche wegen der Verletzung von Schutzrechten geltend, hat der Kunde flair.hr unverzüglich in Textform zu informieren. flair.hr wird solche Ansprüche nach eigenem Ermessen und in Abstimmung mit dem Kunden abwehren oder beilegen. Der Kunde wird flair.hr unverzüglich alle zur Verteidigung erforderlichen Informationen zur Verfügung stellen. Der Kunde darf Ansprüche Dritter nicht eigenständig anerkennen. flair.hr übernimmt die Verteidigung der Ansprüche auf eigene Kosten und stellt den Kunden von allen angemessenen und rechtmäßigen Kosten sowie Schäden frei, die im Zusammenhang mit der Verteidigung entstehen, soweit diese nicht auf einer Pflichtverletzung des Kunden beruhen. ## 10 Verfügbarkeit ### 1.1 Verfügbarkeit flair.hr gewährleistet die Verfügbarkeitsrate gemäß dem jeweils geltenden Service Level Agreement. ### 1.2 Berechnung Bei der Berechnung der Verfügbarkeit der SaaS-Lösung im Rahmen des jeweiligen Service Level Agreements werden folgende Fälle der Nichtverfügbarkeit oder eingeschränkten Verfügbarkeit nicht berücksichtigt: ##### (a) Jegliche zuvor angekündigte Nichtverfügbarkeit oder eingeschränkte Verfügbarkeit der SaaS-Lösung aufgrund geplanter Wartungsarbeiten; ##### (b) Jegliche Nichtverfügbarkeit oder eingeschränkte Verfügbarkeit der SaaS-Lösung zur Vermeidung möglicher Schäden, Störungen oder sonstiger schwerwiegender Folgen für flair.hr oder den Kunden; ##### (c) Jegliche Nichtverfügbarkeit oder eingeschränkte Verfügbarkeit der SaaS-Lösung, die auf Drittsoftware von Salesforce zurückzuführen ist; ##### (d) Jegliche Nichtverfügbarkeit oder eingeschränkte Verfügbarkeit der SaaS-Lösung infolge unvorhersehbarer Ereignisse außerhalb des zumutbaren Einflussbereichs von flair.hr, die auch bei Anwendung angemessener Sorgfalt nicht vermeidbar sind, insbesondere Naturkatastrophen, Epidemien, Pandemien, Krieg, Blockaden, Embargos, Energieversorgungs- oder Betriebsstörungen, Energiemangel, behördliche Anordnungen, gesetzliche Verbote, Arbeitskämpfe oder sonstige Fälle höherer Gewalt. ### 1.3 Im Falle geplanter Wartungsarbeiten wird flair.hr versuchen, die Dauer der Unterbrechung so gering wie möglich zu halten und Wartungsarbeiten nach Möglichkeit außerhalb der üblichen Geschäftszeiten durchzuführen. Bei ungeplanter Nichtverfügbarkeit oder eingeschränkter Verfügbarkeit informiert flair.hr den Kunden unverzüglich und teilt die voraussichtliche Dauer mit. Der Kunde wird mit flair.hr zusammenarbeiten, um die Ursache eines Problems zu identifizieren, sofern diese im Verantwortungsbereich des Kunden liegt. Ist flair.hr aufgrund höherer Gewalt an der Erbringung von Leistungen gehindert, wird auch der Kunde von seinen Leistungspflichten befreit. ## 11 Vorübergehende Aussetzung ### 11.1 Aussetzung flair.hr ist berechtigt, die Nutzung der Leistungen durch den Kunden mit sofortiger Wirkung auszusetzen oder einzuschränken, wenn flair.hr nach vernünftigem Ermessen feststellt, dass ein wesentlicher Verstoß gegen die Verpflichtungen des Kunden aus diesen SaaS-Bedingungen oder dem SaaS-Vertrag vorliegt oder ein Sicherheitsvorfall bzw. eine Bedrohung der Sicherheit der Leistungen im Zusammenhang mit dem Zugriff oder der Nutzung durch den Kunden besteht; oder wenn eine solche Aussetzung oder Einschränkung gesetzlich, durch gerichtliche Entscheidung oder durch Anordnung einer Behörde erforderlich ist. Insbesondere Verstöße wegen Nichtzahlung fälliger Gebühren gemäß diesen SaaS-Bedingungen oder Verstöße gegen Abschnitt 6.3 (Unzulässige Nutzung), Abschnitt 14 (Freistellung), Abschnitt 15 (Geistige Eigentumsrechte) und Abschnitt 18 (Vertraulichkeit) gelten als wesentliche Vertragsverletzungen. Das Recht von flair.hr zur Kündigung eines SaaS-Vertrags gemäß Abschnitt 12 sowie alle weiteren Rechte und Rechtsbehelfe von flair.hr bleiben unberührt. ### 11.2 Pflichten des Kunden während der Aussetzung Im Falle einer Aussetzung oder Einschränkung bleibt die Verpflichtung des Kunden zur Zahlung der Gebühren gemäß Abschnitt 4 bestehen. ### 11.3 Reaktivierung der Leistungen Kann der Kunde die Ursache der Aussetzung oder Einschränkung in zumutbarer Weise beseitigen, wird flair.hr den Kunden über die erforderlichen Maßnahmen zur Wiederherstellung des Zugangs zu den Leistungen informieren. Die Aussetzung oder Einschränkung wird aufgehoben, sobald der Grund hierfür nicht mehr besteht. flair.hr behält sich das Recht vor, eine angemessene Reaktivierungsgebühr zu erheben. ## 12 Laufzeit und Kündigung ### 12.1 Laufzeit Der SaaS-Vertrag tritt mit dem im Bestellformular angegebenen Wirksamkeitsdatum („Effective Date“) in Kraft und bleibt für die im Bestellformular festgelegte anfängliche Vertragslaufzeit („Initial Term“) gültig. Die anfängliche Laufzeit verlängert sich nach Ablauf der Initial Term oder einer jeweiligen Verlängerungslaufzeit automatisch um weitere 12 Monate (jeweils eine „Renewal Term“), sofern nicht eine Partei den SaaS-Vertrag mit einer Frist von sechs Wochen zum Ende der jeweiligen Laufzeit kündigt (die Initial Term zusammen mit jeder Renewal Term nachfolgend gemeinsam die „Laufzeit“). ### 12.2 Kündigung durch beide Parteien Jede Partei kann den SaaS-Vertrag aus wichtigem Grund kündigen („Kündigung aus wichtigem Grund“). Ein wichtiger Grund liegt insbesondere in folgenden Fällen vor: #### (a) Vertragsverletzung bei einer wesentlichen Vertragsverletzung durch die andere Partei. Sofern die Leistungserbringung nicht dauerhaft unmöglich ist, darf die nicht vertragsbrüchige Partei den SaaS-Vertrag nur kündigen, wenn sie die andere Partei schriftlich abmahnt, ihr eine angemessene Frist von mindestens dreißig Kalendertagen zur Behebung der wesentlichen Vertragsverletzung setzt und die Vertragsverletzung innerhalb dieser Frist nicht behoben wird. Jeder Verstoß des Kunden gegen seine Zahlungspflichten gilt als wesentliche Vertragsverletzung. #### (b) Zahlungsunfähigkeit wenn gegen die andere Partei ein Insolvenzverfahren eröffnet wird, Zahlungen eingestellt werden oder ein Antrag auf Insolvenz, Konkurs, Liquidation oder ein vergleichbares Verfahren gestellt wird. ### 12.3 Kündigung durch flair.hr Darüber hinaus kann flair.hr den SaaS-Vertrag während der Laufzeit aus wichtigem Grund mit sofortiger Wirkung kündigen, wenn: #### (a) der Kunde gegen Abschnitt 14 (Freistellung), Abschnitt 15 (Geistige Eigentumsrechte) oder Abschnitt 18 (Vertraulichkeit) verstößt; oder #### (b) beim Kunden ein Kontrollwechsel stattfindet, beispielsweise durch die Übertragung der Mehrheit seiner Anteile oder Vermögenswerte (oder der Anteile bzw. Vermögenswerte seiner direkten oder indirekten Muttergesellschaft) oder durch eine Verschmelzung oder Zusammenlegung mit einem anderen Unternehmen. ### 12.4 Gebühren und Rückerstattungen Mit Beendigung des SaaS-Vertrags werden sämtliche offenen Gebühren sofort fällig und zahlbar. Der Kunde hat keinen Anspruch auf Rückerstattung bereits gezahlter Beträge im Rahmen dieser SaaS-Bedingungen. Die Kündigung entbindet den Kunden nicht von seiner Verpflichtung zur Zahlung bereits fälliger Beträge an flair.hr. ### 12.5 Form Jede Kündigung bedarf mindestens der Textform. ## 13 Liability ### 13.1 Liability. flair.hr shall be unrestrictedly liable for any damage caused by intent or gross negligence. In the event of a slightly negligent breach of a major obligation (Hauptpflicht) or an accessory obligation (Nebenpflicht), whose breach puts the achievement of the contractual purpose at risk or whose fulfilment is essential to the due and proper implementation of the SaaS-Agreement and on whose fulfilment Customer could reasonably rely (“Essential Obligations” – Kardinalpflicht), the liability of flair.hr is limited to damage foreseeable at the time of conclusion of the contract and characteristic for the contract (vertragstypischer vorhersehbarer Schaden). The parties understand that the typical foreseeable damage regularly does not exceed the annual contractual volume. ### 13.2 Exclusion of Liability. flair.hr is not liable for slightly negligent breaches of accessory obligations that are not Essential Obligations. To the extent the liability of flair.hr is excluded or limited, this shall also apply to the personal liability of flair.hr’s employees, members of staff, representatives, and vicarious agents. ### 13.3 Exclusions. The above exclusions and limitations of liability shall not apply in the event of malicious concealment of defects or a guarantee as to quality, to the liability for claims under the Product Liability Act (Produkthaftungsgesetz), and to claims based on personal injuries (life, limb, or health). This shall not entail a reversal of the burden of proof to Customer’s disadvantage. ## 14 Indemnification ### 2. Customer shall indemnify flair.hr, its suppliers and contractors, and each of their respective employees, officers, directors, and representatives from and against, and, at flair.hr’s option, defend flair.hr against, any claims, damages, liabilities, losses, costs, and expenses (including reasonable attorney’s fees) arising from or in connection with: (i) the use of the Services by Customer not in accordance with the SaaS-Agreement; (ii) any violation of laws or rights of others by Customer’s use of the Services; (iii) any breach by Customer or any of its employees; (iv) operation, combination, or use of the Services in conjunction with any of Customer’s own data, information, content, software, materials, or services and/or in conjunction with any third party data, information, content, software, materials, or services; (v) an adjustment or different configuration of the Services made or caused by Customer, or a third party to which Customer facilitates or permits access to the Services; (vi) any claims by any member or employee of Customer, or contractor or other third party to which Customer facilitates or permits access to the Services; and (vii) the Customer’s unauthorized use of flair.hr’s trademarks, designations, and logos. ## 15 Intellectual property rights ### 15.1 Intellectual property. The SaaS-Solution is protected by copyright and other intellectual property rights. flair.hr and its licensors shall exclusively retain all right, title and interest to the SaaS-Solution and Documentation, and any intellectual property rights that can be exercised in relation to the Services. The Customer shall acquire no rights whatsoever other than explicitly described in section 15.2. ### 15.2 Grant of rights. Subject to compliance with the provisions of these SaaS-Terms and SaaS-Agreements, flair.hr grants Customer a non-exclusive, non-sublicensable and non-transferable right, limited to the Term and the number of Authorized Users, to use the SaaS-Solution within the specified scope via the internet as a cloud solution as well as the corresponding Documentation. Further restrictions may be listed in the respective SaaS-Agreement. ### 15.3 Third-party technology. If and to the extent as the Services include third-party technology (such as proprietary or open-source software), such third-party technology shall be subject to third-party terms and conditions governing such technology. flair.hr will notify Customer of third-party terms and conditions by referencing them in the SaaS-Agreement or by providing other written or electronic notice. With respect to such third-party technology, the applicable third-party terms and conditions shall replace any provisions set forth in these SaaS-Terms or SaaS-Agreements concluded thereunder between flair.hr and Customer. flair.hr is not responsible for such third-party technology and such third-party terms do not govern flair.hr’s Services. Customer agrees to comply with such third-party terms and conditions, as updated from time to time by the third party. Unless the third-party technology is incorporated into the SaaS-Solution by flair.hr and forms an inextricable part thereof, it is Customer’s sole responsibility to obtain at its own cost adequate licenses for third-party technology directly from the relevant third parties, and to comply with the license requirements stated by such third party. ## 16 Customer data, return of data ### 16.1 Customer Data. Customer shall retain ownership of or exclusive rights over its data that are stored on the Customer’s storage space provided by flair.hr (hereafter referred to as “Customer Data”) and may access Customer Data at any time during the Term subject to these SaaS-Terms and the Order Form. ### 16.2 Return of Customer Data. Upon expiration or termination of the SaaS-Agreement, the return of Customer Data shall take place by the provision of an internet download option in a format to be determined by flair.hr. Customer must inform flair.hr at least 14 calendar days before the end of the SaaS-Agreement in Textform if Customer wants to receive Customer Data at the end of the SaaS-Agreement. Customer shall notify flair.hr of any issues with the Customer Data provided within 14 calendar days upon receipt of the Customer Data from flair.hr. If Customer fails to inform flair.hr about the intention to receive Customer Data or any issue with the Customer Data received within the given time frames, flair.hr has the right to delete Customer Data 90 calendar days after the expiration or termination of the SaaS-Agreement. 16.3 Feedback and Customer Surveys. Customer hereby acknowledges and agrees that flair.hr may, from time to time, collect feedback and conduct surveys regarding Customer's use of the Services, Customer satisfaction, feature requests, user experience, and other topics relevant to the improvement and optimization of the Services. Such surveys may be conducted via email, in-application notifications, telephone, or other electronic means, and flair.hr will ensure that all survey communications are clearly identified as originating from flair.hr. Customer hereby authorizes flair.hr to utilize third-party survey tools that integrate with Salesforce's API for the purpose of conducting surveys, provided that such tools only receive encrypted or tokenized data and do not have direct access to Customer's raw data stored within the Services. flair.hr remains fully responsible for the security and compliance of any third-party survey tools utilized and will ensure that all such tools are bound by confidentiality and data protection terms no less protective than those contained in this Agreement. All feedback collection and survey activities will be conducted in accordance with flair.hr's Privacy Policy and applicable data protection laws. flair.hr will not publicly attribute specific feedback to Customer without Customer's prior written consent and will anonymize all survey data used for marketing or public-facing materials. Customer has the right to request deletion of historical survey responses in accordance with applicable data protection laws, subject to flair.hr's legitimate business interests and legal requirements for data retention. ### 16.4 Deletion of Customer Data. flair.hr shall delete Customer Data still available to it 90 calendar days after the data is returned to Customer following the end of a contract, unless Customer notifies flair.hr within this period that the data provided to Customer is not legible or is incomplete. ## 17 Subcontractors flair.hr shall be entitled to involve subcontractors for the provision of Services, e.g., cloud space and data hosting providers. The use of subcontractors shall not relieve flair.hr of its obligation vis-à-vis Customer. ## 18 Confidentiality ### 18.1 Confidential Information. “Confidential Information” shall mean any and all information and data – either of technical, financial or business nature – received from flair.hr that is marked or otherwise designated as confidential or that can be reasonably recognized by the Customer as confidential information. Confidential Information includes, but is not limited to technical information (e.g., computer code, inventions, algorithms, know-how and ideas), business, financial, and other information (whether written, oral, graphic, machine recognizable, sample or visual). Customer agrees not to disclose any Confidential Information, which Customer has become aware of, or which Customer has received from flair.hr, to a third party or the public. The Customer shall protect the Confidential Information in a way to prevent misuse by third parties and in accordance with the Customer’s own protective measures for its own confidential information, and shall at least be in accordance with the current state of the art at the time of protection. ### 18.2 Exclusions. The obligation to maintain confidentiality shall not apply to information and documents which were in the public domain and generally available at the time of disclosure or which were already known to the receiving parties at the time of disclosure, or which were later legitimately made available to the receiving party by third parties. ## 19 Data protection ### 19.1 Data protection. flair.hr shall comply with all applicable data protection regulations, including, but not limited to the General Data Protection Regulation (GDPR) and the German Federal Data Protection Act. flair.hr and the Customer each shall impose their respective statutory data protection obligations on their staff and any subcontractors engaged. ### 19.2 Data analysis. Customer consents to the data analysis of usage data in anonymous form for the purposes of improving the SaaS-Solution, the user experience, and security. This consent includes granting flair.hr the right to use the results in anonymous form for the benefit of other flair.hr customers. ### 19.3 Data processing agreement. For the processing of personal data by flair.hr on behalf of the Customer within the scope of the GDPR, the parties shall conclude a data processing agreement pursuant to Art. 28 of the GDPR. Customer shall inform flair.hr of the persons authorized to issue instructions. The data processing agreement shall take precedence over the provisions of these SaaS-Terms (see section 2.2). ## 20 Miscellaneous ### 20.1 Form. Any SaaS-Agreement shall be concluded in text form within the meaning of section 126b of the German Civil Code (“Textform”), and any amendment to a SaaS-Agreement requires Textform. ### 20.2 Language and Interpretation. These SaaS-Terms have been drafted in the English language and the English language version shall be solely binding upon the parties to the SaaS-Agreement. Any translation of these SaaS-Terms shall be considered as convenience translation and not be binding upon the parties to the SaaS-Agreement. To the extent these SaaS-Terms include legal terms in German used in brackets, such legal term shall be used for the interpretation of these SaaS-Terms and the SaaS-Agreement based upon these SaaS-Terms. ### 20.3 Amendments. flair.hr reserves the right to amend the SaaS-Terms considering the legitimate interests of the parties to the SaaS-Agreement. In the event of a change to the SaaS-Terms, flair.hr shall notify the Customer of the changes to the SaaS-Terms in Textform (“Notification”). The amendments shall become effective vis-à-vis the Customer, and the contractual relationship shall continue under the amended conditions, if the Customer does not object to such amendments within four weeks of receipt of the Notification by flair.hr in Textform. The timely dispatch of the objection to flair.hr shall suffice to meet this deadline. In the event of an objection, both parties shall be entitled to terminate the SaaS-Agreement for special cause (Sonderkündigungsrecht). flair.hr will inform the Customer of the Customer’s termination right and the consequences of a failure to object to the Notification. ### 20.4 Applicable law. SaaS-Agreements and these SaaS-Terms shall be governed by the laws of Germany. ### 20.5 Place of Jurisdiction. The place of jurisdiction for all disputes arising from or in connection with SaaS-Agreements under these SaaS-Terms shall be the registered seat of flair.hr in Germany. ### 20.6 Assignment. Neither the SaaS-Agreement nor any rights or obligations hereunder are assignable or otherwise transferable by either party, in whole or in part, without the prior written consent of the other party. flair.hr may transfer and assign the SaaS-Agreement and its obligations under these SaaS-Terms to an Affiliate of flair.hr. “Affiliate” means any corporation or other entity which controls, is controlled by, or is under common control with flair.hr or any successor entity. A corporation or other entity shall be deemed to control another corporation or entity if (i) it owns, directly or indirectly fifty percent (50%) or more of the voting shares or other interest, (ii) has the power to elect more than half the directors, of such other corporation or entity, or (iii) has the ability, via contract or otherwise, to direct the affairs of such other corporation or entity. ### 20.7 Severability. If any provision of these SaaS-Terms or any SaaS-Agreement thereunder is held to be invalid, illegal, or unenforceable, the validity, legality, and enforceability of the remaining provisions will not be affected or impaired in any way, and such provision will be deemed to be restated to reflect the original intentions of the parties as much as possible in accordance with applicable law. ### 3. *** --- ## Terms and Conditions for Support and Additional Services URL: https://flair.hr/en/legal/terms-and-conditions-for-support-and-additional-services > Terms and Conditions for Support and Additional Services: the terms that apply to support agreements for the flair.hr SaaS solution. # Terms and Conditions for Support and Additional Services ## 1 Applicability and Subject Matter ### 1.1 Applicability. These Terms and Conditions for Support and Additional Services (“Support Terms”) shall apply to any agreement (“Support Agreement”) between Service Provider (as defined below) and the customer as stated on the order form (“Customer”) regarding Support and/or Additional-Services (as defined below) for flair.hr’s SaaS-Solution (as defined in flair.hr’s Terms and Conditions for SaaS). ### 1.2 Service Provider. Services may be provided by flair.hr, a flair.hr Affiliate, or Authorized Provider (each a “Service Provider”). “flair.hr” means flair.hr GmbH, c/o The BYRO, Müllerstrasse 27, 80469 Munich. “Affiliate” means any corporation or other entity which controls, is controlled by, or is under common control with flair.hr or any successor entity. A corporation or other entity shall be deemed to control another corporation or entity if (i) it owns, directly or indirectly, fifty percent (50%) or more of the voting shares or other interest, (ii) has the power to elect more than half the directors, of such other corporation or entity, or (iii) has the ability, via contract or otherwise, to direct the affairs of such other corporation or entity. “Authorized Provider” means any person or entity authorized and appointed by flair.hr to provide Services under these Support Terms. ### 1.3 Business use. These Support Terms shall only apply to businesses, whether a natural or legal person or a partnership with legal personality within the meaning of section 14 of the German Civil Code who or which is acting in exercise of his or its trade, business or profession, to legal persons under public law and special funds under public law within the meaning of section 310 (1) of the German Civil Code and to other commercial or professional customers. ### 1.4 Exclusion of Customer’s terms. These Support Terms apply exclusively. Deviating, conflicting or supplementary terms and conditions shall only become part of the Support Agreement if and to the extent that Service Provider has expressly agreed, by way of prior consent, that such terms shall apply to the Support Agreement. This requirement of prior consent applies in any case, even if Service Provider starts providing services without reservation as to the terms and conditions of the Customer the Service Provider has become aware of. ### 1.5 Additional Terms. In addition to the Services provided under these Support Terms, the Service Provider may provide other services which are subject to specific terms. #### (a) The provision of SaaS-Solutions is subject to flair.hr’s Terms and Conditions for SaaS. #### (b) The provision of implementation services is subject to the Terms and Conditions for Implementation Services. ## 2 Support Agreement ### 2.1 Support Agreement. For the purpose of these Support Terms, a Support Agreement shall mean these Support Terms together with any of the following documents (to the extent applicable): #### (a) the order form (“Order Form”); #### (b) the statement of work (“SOW”); #### (c) the Service Level Agreement for Premium Support (“PSLA”); #### (d) the data processing Agreement ("DPA"); #### (e) any documents referred to in the documents. ### 2.2 Conflicts. If there is a conflict between these Support Terms and any of the documents referred to in section 2.1, the provisions in the Order Form shall take precedence over the provisions of these Support Terms and the SOW, and the provisions in the SOW shall take precedence over these Support Terms. Except for the DPA, these Support Terms shall prevail over any other documents referred to in these Support Terms. ## 3 Conclusion of the Support Agreement ### 3.1 Contracting parties. For the use of Services provided by Service Provider under the Support Terms, Customer will solely contract with Service Provider. Salesforce, Inc. is not a contracting party with respect to the Services offered and provided by Service Provider under the Support Terms. ### 3.2 Order Form. Service Provider provides Customer with an Order Form which can be submitted to Service Provider to place an order. All quotations made by Service Provider in an Order Form are without any commitment and non-binding. They become binding upon acceptance of the Order Form by Service Provider as described in section 3.3. ### 3.3 Conclusion. Customer can place an offer by submitting an Order Form with reference to these Support Terms. The Support Agreement is concluded upon acceptance of the respective Order Form by Service Provider and is made as of the Effective Date. ### 3.4 Additional agreements and amendments. Any additional agreement to the Support Agreement shall be concluded in Textform and with explicit reference to the respective Support Agreement in order to be effective. Any amendment to an Order Form accepted by Service Provider will require Textform and will only apply to the relevant Order Form for which the amendment has been agreed. Any services not covered by these Support Terms require a separate agreement between Service Provider and Customer. ## 4 Scope of the Services ### 4.1 Services. Service Provider shall provide technical support (“Support Services”) and/or additional services (“Additional Services”) to Customer as specified in the Order Form and SOW (together the “Services”). Support Services hereunder include the services stated on the Order Form and the PSLA and are further described below. Additional Services hereunder include the services stated in the Order Form and the SOW, and may include, for example, the development and implementation of additional features, further customization of the SaaS-Solution, and individual training. The user helpdesk (section 4.5), as the first point of contact for any initial request, is always provided by flai.hr. under flair.hr’s Terms and Conditions for SaaS. ### 4.2 Description of Services. The scope, nature and characteristics of the Services described in the respective Order Form, SOW, PSLA, or other document applicable to the Support Agreement does not constitute and must not, in any event, be interpreted as an assurance (Zusicherung) of certain characteristics or as a guarantee (Garantie). ### 4.3 Standard Support. To the extent support is provided under the SaaS-Agreement concluded based on flair.hr’s Terms and Conditions for SaaS, such support is not subject to these Support Terms. Any remediation of defects and any standard maintenance of the SaaS-Solution are not considered Support Services under these Support Terms and are provided by flair.hr under and subject to flair.hr’s Terms and Conditions for SaaS. ### 4.4 Premium Support. To the extent selected in the Order Form, Service Provider will provide premium support as part of the Support Services based on these Support Terms and the applicable PSLA. ### 4.5 User-helpdesk. To determine the nature of and to track Customer requests, flair.hr provides Customer with a user-helpdesk which is subject to flair.hr’s Terms and Conditions for SaaS. The user helpdesk is the first point of contact for any Customer request. Any request submitted by the Customer to the user-helpdesk will be categorized as stated below. According to the categorization of the request, corresponding actions will be carried out. The user-helpdesk will categorize requests as follows: #### (a) Categorization as defect: If the request is categorized as a defect, flair.hr will react to the request and rectify the defect as provided under and within flair.hr’s Terms and Conditions for SaaS. #### (b) Categorization as support request: If the request is not categorized as a defect as defined above, but is a request for technical support (e.g., a general enquiry regarding the use of the SaaS-Solution or any of its features, plans to implement new features, or technical issues that do not constitute a defect of the SaaS-Solution) such request will be categorized by flair.hr as support request. To the extent a request is categorized as support request by the user-helpdesk, Service Provider will provide premium support to the extent selected on the Order Form and subject to these Support Terms. ## 5 Fees and Payment ### 5.1 Fees. Customer shall pay the fees for the Services as set forth in the Order Form and any other fees stated therein (“Fees”). ### 5.2 Invoicing. Fees shall be invoiced to Customer in accordance with the conditions set out in the accepted Order Form and the provisions of these Support Terms. ### 5.3 Due date. Unless otherwise agreed, invoices are due 14 calendar days after invoice date and must be paid without deduction to the account of Service Provider as specified in the Order Form. All amounts are exclusive of taxes and other charges. ### 5.4 Suspension of Services. If Customer is in default on a payment pursuant to the terms of payment as set forth in these Support Terms, Service Provider shall, after providing a reminder with a reasonable deadline, be entitled to suspend all Services for as long as payment remains outstanding. Service Provider will inform Customer about the impending consequences of a default in the reminder. The obligation to pay Fees shall remain in effect during the suspension of Services due to default of payment. ### 5.5 Interests. Interests shall accrue on a daily basis on any amount that have not been paid in full within 14 calendar days after invoice date at an annual rate equal to nine per cent over the then current base interest rate, commencing 14 calendar days after invoice date and continuing until fully paid. ### 5.6 Offsetting. Customer may only offset against undisputed or finally awarded claims and may only base a right of retention on undisputed or finally awarded claims. ## 6 Cooperation and customer duties ### 6.1 Cooperation. The parties agree that they shall cooperate closely and efficiently in a spirit of mutual trust and good faith. Customer shall, in particular (i) specify the requirements for the Services to a sufficient extent; (ii) supply proper notes, documentation and information necessary for the Services, (iii) make available the necessary materials and data, (iv) make available test data as well as prepare and make available the test environment; (v) document and inform Service Provider without undue delay of errors determined in the course of the test or production running of the Services provided in a form that can be reproduced, in any event which is comprehensible; (vi) make available at its own cost all facilities, equipment and suitably qualified personnel for the cooperation, to the extent necessary for the provision of the Services; and (vii) fulfil these obligations and all cooperation activities on time and give declarations in accordance with the time limits. If a party becomes aware that information and requirements, whether provided by itself or by the other party, are erroneous, incomplete, ambiguous or impracticable, it shall notify the other party thereof without undue delay and of the consequences which it has identified. ### 6.2 Backups. It is Customer’s obligation to retain backups of Customer’s data. Customer shall in particular prior to any Services and/or access by Service Provider or third parties mandated by Service Provider to its systems make a complete data security backup of all system and application data. ### 6.3 Time limits. The parties shall agree in the Order Form and documents referenced therein whether time limits are to be considered as binding or non-binding. If the parties do not make any provision on this, the time limits shall be non-binding. In addition, the provision of all Services by Service Provider shall be subject to the correct and timely delivery of its suppliers as well as the fulfilment and carrying out of the duties and cooperation activities by Customer. ### 6.4 Default of Customer. If Customer fails to perform the activities for which Customer is responsible, the obligations of Service Provider which cannot be rendered without such activity or only by incurring disproportionate additional expenses, shall be suspended for the duration of such default. Additional expenses caused thereby shall be reimbursed by Customer to Service Provider in addition to the agreed fees in accordance with section 4. This shall not affect any legal rights of Service Provider to terminate the Support Agreement. ## 7 Acceptance ### 7.1 Acceptance. If and to the extent provided by law or agreed in the Support Agreement, completed Services require acceptance which shall be conducted in accordance with the following terms and conditions. This does not apply to the provision of services within the meaning of section 611 of the German Civil Code, in particular consulting and support services, unless the requirement for the acceptance of the service is expressly stated in the Support Agreement. Acceptance of a work product, e.g., the development of a new feature, shall be in accordance with the following provisions of this section. ### 7.2 Procedure and conditions. Service Provider shall inform Customer that the relevant performance or part performance is ready for acceptance. Without undue delay, however at the latest within a period of 14 calendar days after receipt of the notification, Customer and Service Provider shall carry out an acceptance review. After the acceptance review has been successfully completed, Customer must declare its acceptance in writing (Textform suffices) without undue delay. The acceptance review shall be deemed to have been successfully concluded if the performance or part performance fulfils all material requirements as set forth in the respective Order Form and documents attached thereto or referenced therein, in particular, the SOW. ### 7.3 Errors. Errors determined in the performance or part performance under review shall be divided into the following error categories: (a) Error category 1: As a result of the error, the system as a whole or the part of the system under review cannot be used; (b) Error category 2: The error causes substantial restrictions in the use of important functions, which cannot be circumvented by suitable measures for a reasonable time from Customer's point of view; (c) Error category 3: All other errors. ### 7.4 Refusal of acceptance and right to withdraw. Customer shall only be entitled to refuse its acceptance as a result of errors in the error categories 1 and 2. Category 3 errors shall not prevent the acceptance but shall be remedied as part of the rights in case of defects. Such errors shall be recorded as defects in the written acceptance declaration. If the acceptance is refused, Service Provider shall remedy the acceptance inhibiting errors without undue delay and present the relevant performance or part performance for acceptance again. If the error is not cured within a first time limit Customer shall set a reasonable second time limit. If the error is not cured within the second time limit or if a reasonable number of attempts to remedy were unsuccessful, Customer may, subject to applicable statutory provisions withdraw from the Support Agreement. ### 7.5 Protocols. Upon request of either party, a written protocol shall be prepared and signed by both parties at the end of the acceptance review (electronic form electronically signed by both parties suffices). Any errors determined shall be described in the protocol, divided into error categories, and the reasons for any refusal of acceptance shall be stated. ### 7.6 If Customer does not declare its acceptance without undue delay, Service Provider may in writing set a time limit of seven calendar days for the provision of this declaration. The acceptance shall be deemed to have taken place, if Customer does not specify in writing within this period the reasons for the refusal of the acceptance. ### 7.7 Right to withhold Services. Service Provider shall be entitled to withhold Services if Customer is in default of the acceptance of performance or part performance. ## 8 Defects after acceptance ### 8.1 The Services provided by Service Provider shall be substantially in accordance with the description in the respective Support Agreement. In case of defects, the Customer’s rights shall be excluded (i) in the event of minor or immaterial deviations from the agreed or assumed characteristics and (ii) in the event of slight impairment of use. ### 8.2 In case of a defect, Customer may demand subsequent performance (Nacherfüllung). Service Provider shall have the right to choose between improvement and replacement. If the defect is not cured within a first time limit Customer shall set a reasonable second time limit. If the defect is not cured within the second time limit or if a reasonable number of attempts to remedy were unsuccessful, Customer may, subject to applicable statutory provisions withdraw from the Support Agreement. ### 8.3 Defects must be notified to Service Provider with a detailed description of the effects of the defect. ### 8.4 Any claims for damages are subject to the limitations set forth under section 9. ### 8.5 Amendments or additions to the Services which Customer carries out itself or through third parties, shall cause Customers rights in case of defects to be cancelled, unless Customer proves that the amendment or addition did not cause the defect. Service Provider shall also not be responsible for defects, which are caused by improper use or improper operation or the use of unsuitable means of operation by Customer. ### 8.6 Service Provider may refuse to remedy defects or deliver replacements, until Customer has paid the agreed fees to Service Provider, less an amount which corresponds to the economic value of the defect. ## 9 Liability ### 9.1 Liability. Service Provider shall be unrestrictedly liable for any damage caused by intent or gross negligence. In the event of a slightly negligent breach of a major obligation (Hauptpflicht) or an accessory obligation, (Nebenpflicht), whose breach puts the achievement of the contractual purpose at risk or whose fulfilment is essential to the due and proper implementation of the Support Agreement and on whose fulfilment Customer could reasonably rely (“Essential Obligation” – Kardinalpflicht), the liability of Service Provider is limited to damage foreseeable at the time of conclusion of the contract and characteristic for the contract (vertragstypischer vorhersehbarer Schaden). The parties understand that the typical foreseeable damage regularly does not exceed the annual contractual volume. ### 9.2 Exclusion of Liability. Service Provider is not liable for slightly negligent breaches of accessory obligations that are not essential obligations. To the extent the liability of Service Provider is excluded or limited, this shall also apply to the personal liability of the Service Provider’s employees, members of staff, representatives, and vicarious agents. ### 9.3 Exclusions. The above exclusions and limitations of liability shall not apply in the event of malicious concealment of defects or a guarantee as to quality, to the liability for claims under the Product Liability Act (Produkthaftungsgesetz), and to claims based on personal injuries (life, limb, or health). This shall not entail a reversal of the burden of proof to Customer’s disadvantage. ## 10 Term and termination ### 10.1 Term. The Support Agreement shall be effective as of the effective date specified in the Order Form (“Effective Date”) and shall remain effective during an initial contract term as specified in the Order Form (“Initial Term”). The Initial Term will automatically renew for additional 12 months (each a “Renewal Term”) after the Initial Term or any Renewal Term, unless either party terminates the Support Agreement upon a six weeks’ notice before the end of the respective Initial Term or Renewal Term (the Initial Term together with any Renewal Term together the “Term”). ### 10.2 Termination by either party. Either party may terminate the Support Agreement for cause (Kündigung aus wichtigem Grund). Termination of the Support Agreement for cause may include any of the following causes, or another cause: #### (a) Breach of contract: As a result of a material breach by the other party. Except where performance by a party is permanently impossible, the non-breaching party may terminate the Support Agreement only if it provides written notice to the other party and grants the other party a reasonable term of at least thirty calendar days to remedy the material breach, and such material breach is not rectified within the period granted by the non-breaching party in the notice of default. For errors and defects of the Services, the specific provisions on remediation terms in section 7.4 and section 8.2 apply. Any breach by Customer of its payment obligation will constitute a material breach; or #### (b) Lack of funds: if the other party becomes subject to any insolvency proceedings, suspends payments, or files a petition for bankruptcy, winding-up, or similar procedure. ### 10.3 Termination by Service Provider. In addition, Service Provider may immediately terminate the Support Agreement during the Term for cause, if Customer breaches section 11 (indemnification), section 12 (intellectual property rights), or section 14 (confidentiality); or ### 10.4 Fees. If the Support Agreement is terminated prior to the completion of Services or individual work products, Service Provider shall be entitled to charge an amount which corresponds to the Services or work products which it has provided up until the termination of the Support Agreement. Upon termination of the Support Agreement, all unpaid fees will be immediately due and payable and Customer shall not be entitled to a refund of any Fees prepaid for a predefined term, e.g., annual support fees, are non-refundable. ### 10.5 Form. Any termination notice requires at least Textform. ### 10.6 Statutory withdrawal rights. Statutory withdrawal rights remain unaffected to the extent specified under section 7.4 and section 8.2. ## 11 Indemnification ### 1. Customer shall indemnify Service Provider, its suppliers and providers, and each of their respective employees, officers, directors, and representatives from and against, and, at Service Provider’s option, defend Service Provider against, any claims, damages, liabilities, losses, costs, and expenses (including reasonable attorney’s fees) arising from or in connection with: (i) the use of the Services by Customer not in accordance with the Support Agreement; (ii) any violation of laws or rights of others by Customer’s use of the Services; (iii) any breach by Customer or any of its employees; (iv) operation, combination, or use of the Services in conjunction with any of Customer’s own data, information, content, software, materials, or services and/or in conjunction with any third party data, information, content, software, materials, or services; (v) an adjustment or different configuration of the Services made or caused by Customer, or a third party to which Customer facilitates or permits access to the Services; (vi) any claims by any member or employee of Customer, or service provider or other third party to which Customer facilitates or permits access to the Services; and (vii) the Customer’s unauthorized use of Service Provider’s trademarks, designations, and logos. ## 12 Intellectual property rights ### 12.1 Intellectual Property. Any work results based on Services are protected by intellectual property rights such as copyrights. The Service Provider shall be and remain the sole owner and holder of all intellectual property rights to the work results created within the scope of the Services that are protected by copyright. The SaaS-Solution is protected by copyright and other intellectual property rights. flair.hr and its licensors shall exclusively retain all right, title and interest to the SaaS-Solution. The Customer shall acquire no rights whatsoever other than explicitly described in section 12.2. If, as part of the Services under these Support Terms, changes will be made to the SaaS-Solution for the benefit of the Customer, flair.hr remains the sole owner of the amended or customized SaaS-Solution and the legal owner and holder of all rights thereto, with the exception of any third-party technology (see section 12.3). ### 12.2 Grant of rights. Subject to full compliance with the Support Agreement between Service Provider and the Customer based on the Support Terms, Service Provider grants Customer a non-exclusive, non-sublicensable and non-transferable right, timely limited to the Term of the Support Agreement, to use the work results created based on the Services under the Support Agreement. Further restrictions may be listed in the respective Support Agreement. ### 12.3 Third-party technology. If and to the extent as the services include third-party technology (such as proprietary or open-source software), such third-party technology shall be subject to third-party terms and conditions governing such technology. Service Provider may notify Customer of third-party terms and conditions by referencing them in the Support Agreement, by providing other written or electronic notice from time to time, or by the relevant third party. Applicability of third-party terms and conditions shall with respect to such third-party technology replace any provisions set forth in these Support Terms or Support Agreements concluded thereunder between Service Provider and Customer. Service Provider is not responsible for such third-party technology and such third-party terms do not govern Service Provider’s Services. Customer agrees to comply with such third-party terms and conditions, as updated from time to time by the third party. Unless the third-party technology is incorporated into the SaaS-Solution by Service Provider and forms an inextricable part thereof, it is Customer’s sole responsibility to obtain at its own cost adequate licenses for third-party technology directly from the relevant third parties. ## 13 Subcontractors Service Provider shall be entitled to involve subcontractors for the provision of the Services. The use of subcontractors shall not relieve Service Provider of its obligation to Customer. ## 14 Confidentiality ### 14.1 Confidential Information. “Confidential Information” shall mean any and all information and data – either of technical, financial or business nature – received from Service Provider that is marked or otherwise designated as confidential or that can be reasonably recognized by the Customer as confidential information. Confidential Information includes, but is not limited to technical information (e.g., computer code, inventions, algorithms, know-how and ideas), business, financial, and other information (whether written, oral, graphic, machine recognizable, sample or visual). Customer agrees not to disclose any Confidential Information, which Customer has become aware of, or which Customer has received from Service Provider, to a third party or the public. The Customer shall protect the Confidential Information in a way to prevent misuse by third parties and in accordance with the Customer’s own protective measures for its own confidential information, and shall at least be in accordance with the current state of the art at the time of protection. ### 14.2 Exclusions. The obligation to maintain confidentiality shall not apply to information and documents which were in the public domain and generally available at the time of disclosure or which were already known to the receiving parties at the time of disclosure, or which were later legitimately made available to the receiving party by third parties. ## 15 Data protection ### 15.1 Data protection. Each party shall comply with all applicable data protection regulations – including, but not limited to, the General Data Protection Regulation (GDPR) and the German Federal Data Protection Act – in relation to the performance of the Support Agreement. To the extent required under applicable law, each party shall impose the statutory data protection obligations on their staff and any subcontractors engaged. ### 15.2 Data processing agreement. With regard to the processing of personal data by Service Provider on behalf of Customer within the scope of and as required under the GDPR, the parties shall conclude, or amend an existing DPA in force, as the case may be, a data processing agreement pursuant to Art. 28 GDPR. Customer must inform Service Provider directly of the persons authorized to issue instructions. The data processing agreement shall take precedence over the provisions of these Support Terms. ## 16 Miscellaneous ### 16.1 Form. Any Support Agreement shall be concluded in text form within the meaning of section 126b of the German Civil Code (“Textform”), and any amendment to a Support Agreement requires Textform. ### 16.2 Language and Interpretation. These Support Terms have been drafted in the English language and the English language version shall be solely binding upon the parties to the Support Agreement. Any translation of these Support Terms shall be considered as convenience translation and not be binding upon the parties to the Support Agreement. To the extent these Support Terms include legal terms in German used in brackets, such legal term shall be used for the interpretation of these Support Terms and the Support Agreement based upon these Support Terms. ### 16.3 Applicable law. Support Agreements and these Support Terms shall be governed by the laws of Germany. ### 16.4 Place of Jurisdiction. The place of jurisdiction for all disputes arising from or in connection with Support Agreements under these Support Terms shall be the registered seat of flair.hr in Germany. ### 16.5 Assignment. Neither the Support Agreement nor any rights or obligations hereunder are assignable or otherwise transferable by either party, in whole or in part, without the prior written consent of the other party. To the extent flair.hr has concluded the Support Agreement based on these Support Terms, flair.hr may transfer and assign its Support Agreement and its obligations under these Support Terms to an Affiliate of flair.hr. ### 16.6 Severability. If any provision of these Support Terms or any Support Agreement thereunder is held to be invalid, illegal, or unenforceable, the validity, legality, and enforceability of the remaining provisions will not be affected or impaired in any way, and such provision will be deemed to be restated to reflect the original intentions of the parties as nearly as possible in accordance with applicable law. ### 2. *** --- ## Multi-Country HR Software URL: https://flair.hr/en/localization > Multi-country HR software for international organizations: localize all your HR processes with flair and stay compliant as you expand to new countries. Made for International Organizations Localize All Your HR Processes flair ensures compliance across all locations, allowing you to focus on growing your business. Book a Demo Multi-Country **Compliance** Expand to new countries while staying compliant and flexible. --- ## HR Software for Australian Companies URL: https://flair.hr/en/localization/australia > HR software for Australian companies: manage HR and recruiting in one platform with flair and stay compliant with local labour laws in Australia. HR Software for Australian Companies Simplify Your HR in Australia flair is the all-in-one HR and recruiting platform Australian companies can rely on, helping you comply with local labour laws. Book a Demo The **Smartest Way** to Manage Your Workforce Experience the future of HR management with flair’s compliant solution. Built for Australian Compliance Our software is built to help ensure compliance with Australian employment law, including the Fair Work Act, Work Health and Safety Act 2011, and Superannuation Guarantee law. Recruit Top Talent in Australia Hire talented jobseekers in Australia in less time, using flair and helpful integrations, such as SEEK. Process Payroll Locally flair integrates with the Australian Salesforce-native payroll platform 2cloudnine, helping you process payroll efficiently and compliantly. --- ## HR Software for German Companies URL: https://flair.hr/en/localization/germany > HR software for German companies: flair is the all-in-one platform for digital, reliable and compliant HR processes in Germany, built on Salesforce. HR Software for German Companies Optimize Your HR in Germany flair is the all-in-one platform for digital, reliable, and compliant HR processes in Germany. Book a Demo The Secret to **Smarter HR** A modern HR solution, made with your people in mind. Fulfill Time-Tracking Requirements All companies in Germany are required to keep a record of employee hours. Easily achieve compliance with flair's digital time tracker. Meet Payroll Standards To help you streamline your payroll process, flair integrates directly with DATEV: Germany's top payroll software. Maintain Full Data Compliance With flair, your data is protected by robust Salesforce security technology, meeting all GDPR requirements. --- ## HR Software for Dutch Companies URL: https://flair.hr/en/localization/netherlands > HR software for Dutch companies: flair is the all-in-one solution for efficient, effortless and compliant HR processes in the Netherlands. HR Software for Dutch Companies HR Tailored to the Netherlands For efficient, effortless, and compliant HR processes in the Netherlands, flair's your all-in-one solution. Book a Demo **Easy and Efficient** HR in the Netherlands Revolutionize your HR processes with flair: a one-stop shop for Dutch organizations. Payroll Compliance flair integrates with Dutch payroll tools like AFAS to comply with regulations and streamline your payroll process. Simple Time Tracking flair's intuitive and accurate time tracking feature adheres to Dutch standards under the Working Hours Act. Tailored Absence Management Customize absence categories to comply with the Work and Care Act and provide employees with the leave they need. --- ## HR Software for Nigerian Companies URL: https://flair.hr/en/localization/nigeria > HR software for Nigerian companies: automate HR and recruiting with flair, built on Salesforce, and meet the regulatory requirements specific to Nigeria. HR Software for Nigerian Companies Step Up Your HR in Nigeria flair streamlines and automates your HR and recruitment processes, helping you improve efficiency and comply with regulatory requirements specific to Nigeria. Book a Demo **Integrated** HR and Recruiting for Nigeria Modernize your people processes in Nigeria with an enterprise-grade HR solution built on Salesforce. Win the Race for Talent In the competitive Nigerian job market, flair helps you attract and retain the top talent. Create intuitive career portals, post targeted job ads, and efficiently manage candidates. Comply With Local Regulations flair aligns with regulatory requirements in Nigeria, helping multinational companies comply with leave and working hours requirements under the Nigeria Labour Act. Manage Performance Effectively Gain a clearer view of employee performance. flair can help Nigerian companies to structure and automate performance-related tasks to save time and increase consistency. --- ## Mobile App URL: https://flair.hr/en/mobile-app > The flair mobile HR app lets employees track time, request time off and view documents on the go, all synced with the flair platform on iOS and Android. More Efficient HR, Wherever You Are The flair mobile app allows you to track time, request time off, and view your documents on the go. It’s all synched with the flair platform, so you can complete simple tasks even when you’re not at your desk. Trusted by 1500+ companies worldwide Keep Up-to-Date – Anytime, Anywhere Take care of simple tasks and access the information you need, wherever you are. Work Flexibly At an off-site meeting or working on the train? No problem. The flair mobile app gives you access to core HR functions on the go. Stay Connected Check which colleagues are absent, book time off, and view upcoming employee birthdays whenever you need to. Get Informed View your documents on the go and get notified about important updates – with the flair mobile app, you’ll never miss a thing. Core HR in the Palm of Your Hand The flair mobile app simplifies the workday for employees and managers alike. Live Activities With iOS 16, you can view your time tracker from the lock screen. Upcoming Birthdays Never forget a colleague’s special day with upcoming birthdays. Upload Documents Securely store important files for convenient mobile access. Current Absences Instantly see which colleagues are absent and when they return. Book Time Off Quickly request an absence if you are sick or planning a vacation. Clock in Anytime View your logged time, take a break, or clock out whenever needed. Highly Rated by iOS and Android Users Track Time on the Go The flair mobile app helps employees record their working hours, no matter their location. Analytics show the tracked time per day, as well as any deficits or overtime. Reliable Time Tracking Verify that employees are working fair hours and taking enough breaks. Compliant With Labor Laws Keep a reliable record of working hours in line with local regulations. Streamline Absence Requests App-based absence management simplifies planning and improves the employee experience. View remaining absence days and upcoming time off at any time. Receive absence requests as soon as they are submitted in the app. Clearer Process Eliminate confusion around absence allowances and paid time off. Access Documents Anytime Share important documents like payslips and contracts with employees, and receive up-to-date personal information whenever an employee’s details change. Robust Security Securely store work documents in your Salesforce instance. Accurate Records Allow employees to update personal details at any time. Versatile Time Tracking Software Time Tracking Keep Track of All Working Hours and Breaks Absence Management Software Absence Management Time-Off Requests and Approvals Made Easy Expense Management Software Expense Management Capture receipts, approve expense groups together and reimburse employees faster. Access the Employee Hub on the Go Track your hours, request time off, and view documents when you’re on the move. The flair mobile app allows you to work more flexibly. --- ## Company Org Chart for Better Collaboration URL: https://flair.hr/en/org-chart > Visualize your company structure with the flair Org Chart. It automatically displays your hierarchy in an interactive format to improve collaboration. Dynamic Organizational Charts Visualize Your Company Structure Easily view your company's hierarchy with the flair Org Chart. Improve communication and streamline collaboration across teams. Book a Call Generate Clear Org Charts for Company Clarity Build understanding and transparency. The flair Org Chart automatically displays your company structure in a clear, interactive format. Easily outline company structure Use an interactive chart that illustrates your company hierarchy and direct reporting relationships. Automatic org chart updates flair org charts automatically update based on employee data within Salesforce. Personalize charts to reflect culture Customize employee maps and org chart info to fit with the vibe of your workplace. Data-filled corporate diagrams Enhance communication with searchable org charts that contain work information. Florian Gehring Co-Founder & Managing Director "With flair, we have much more transparency in our HR. It organizes processes, makes them faster, and we always have access to the data we need – no matter whether you’re in the office or not." Read success story Employee Hub Simplify everyday HR tasks with the self-service Employee Hub for time tracking, absence requests, documents, employee engagement, and more. User-Friendly Employee Onboarding Software Onboarding Software Optimize Your Onboarding Support Team Synergy flair's easy-to-navigate organizational chart feature helps businesses maintain a clear picture of their hierarchy and communication flow. Navigate Contacts With Ease Using flair's interactive org chart, top executives, HR personnel, managers, and employees can keep tabs on company growth and direct reports. Personalize the Company Map Tailor the org chart to specific needs and preferences, reflecting the unique structure and dynamics of your company. Add avatars, names, positions, and departments, to make the chart visually appealing and easy to comprehend. Org Charts for Any Industry Discover how the flair Org Chart can improve organizational clarity across different industries. Enhance Medical Network Visibility Effectively find and review medical personnel across diverse locations. Organize Your Retail Network Gain a complete overview of the teams managing a chain of retail stores. Quickly Chart Tech Succession Plans Tech firms use the flair Org Chart to identify leaders and enable succession management. User-Friendly Employee Onboarding Software Onboarding Software Optimize Your Onboarding Simple, Structured Payroll Software Ensure Payday Runs Smoothly Every Time Flexible Shift Planning Software Shift Planning Bring Clarity and Structure to Your Staff Scheduling --- ## Position Management URL: https://flair.hr/en/position-management > Position management software for workforce planning: see all roles, departments, reporting lines, open positions and succession plans in one view. Position Management Software Optimize Your Workforce Planning Get a more comprehensive view of your organizational structure, historical and open positions, and succession planning with flair Position Management. Book a Call Your Entire Company Structure in One View Enhance your workforce management and decision making. flair position management gives you a complete overview of all roles, departments, and reporting lines. Automatic real-time updates Reduce inconsistencies and errors with automatically synched positions and hierarchies. Efficient position control Improve planning and budgeting with a view of previous, current, and planned positions. Connected company-wide data Link employee and position data to payroll, recruiting, performance, and more. Accurate forecasts and reports Forecast and report on staffing and budget requirements more quickly and easily. Smart Recruitment Software for Fast Hiring Recruitment Software Harness AI for Efficient Hiring Company Org Chart for Better Collaboration Dynamic Organizational Charts Visualize Your Company Structure Clearly Visualize Organizational Structure flair makes it easier to understand and manage reporting lines across multiple teams, departments, locations, and business entities. Plan Out Your Hiring Strategy Shape your hiring plan and anticipate future staffing needs by adding vacant positions to your company structure and org chart. Enhance Your HR Reporting flair integrates position management with Salesforce-powered analytics and other powerful HR and recruiting capabilities, creating a single source of truth. Line Up Your Next Generation of Talent Future-proof your organization and proactively prevent skills gaps. flair Position Management helps you prepare successors for key positions. Luke White Operations Director “flair definitely helped us save an awful lot of time and make the whole process much more user-friendly for everybody, both employees and managers, across the whole company.” Read more Founded in 2017 Bring More Structure to Your Organization Uncover new ways to streamline your organizational processes. flair Position Management can be customized to organizations in any industry sector. Avoid Skill Gaps in Healthcare Quickly line up qualified hires with integrated skills management and onboarding. Illustrate Complex Team Structures Keep a clear overview of your workforce as your tech company grows and evolves. Ensure Clear Reporting Lines Ensure that your org chart keeps its structure, even when an employee leaves. Smart Recruitment Software for Fast Hiring Recruitment Software Harness AI for Efficient Hiring Company Org Chart for Better Collaboration Dynamic Organizational Charts Visualize Your Company Structure User-Friendly Employee Onboarding Software Onboarding Software Optimize Your Onboarding --- ## HR Software for CEOs URL: https://flair.hr/en/roles/ceo > flair for CEOs: modern, Salesforce-powered HR that increases organizational efficiency, cultivates talent and improves the return on your workforce. flair for CEOs Modern HR for Strategic Growth Increase organizational efficiency, cultivate talent, and increase return on investment with flair's Salesforce-powered solution. Book a Demo Maximize ROI with Effective Workforce Management By optimizing workforce management, flair helps you reduce costs, improve productivity, and increase overall profitability, delivering a strong return on investment. Save time with automation Automate routine tasks, freeing up valuable time for your employees. Support sustainable growth Our solution ensures your HR infrastructure can grow without added complexity. Improve financial planning Gain greater control over labor costs with detailed insights into payroll and expenses. Reduce risk and ensure compliance Minimize legal risks and comply with local labor laws using flair's compliance features. Customizable HR Analytics Software HR Analytics Software Gain Valuable Workforce Insights Full Protection for Your HR Data HR Data Security on Salesforce Full Protection for Your HR Data Automate HR Tasks flair automates routine HR tasks such as recruiting, document generation, and leave management, reducing the time spent on manual processes. - Automate payroll procedures to save time and reduce errors - Streamline workflows between HR and other departments for improved coordination - Boost efficiency with AI candidate screening, automated onboarding workflows, and e-signatures Data Intelligence Enhance Decision Making Access real-time analytics and reports on employee performance, turnover rates, and other key metrics to make informed decisions and drive business growth. - - Use analytics dashboards for insights on employee performance and company structure - Connect employee and business data on Salesforce for a holistic view of operations - Utilize flair’s data visualization tools for better human capital forecasting Risk Management Ensure Regulatory Compliance Maintain accurate records and automate several compliance tasks to ensure adherence to labor laws and regulations. - - Create policies and notifications to encourage adherence with rights and requirements, like break times - Protect your HR and recruiting data with industry-leading Salesforce security - Generate necessary compliance reports to demonstrate regulatory adherence Employee Experience Engage Your Workforce Our self-service portal and management tools enhance engagement and satisfaction, supporting retention and strengthening corporate culture. - - Provide a self-service portal for employees to manage HR info and requests - Facilitate feedback and recognition with custom surveys and the Cheers function - Get new HR features regularly to keep your HR management and recruiting up-to-date --- ## CFO URL: https://flair.hr/en/roles/cfo > flair for CFOs: manage payroll, labor costs and benefits and build better budget forecasts with full HR cost transparency in one Salesforce-native tool. flair for CFOs Forecast and Control HR Costs Manage payroll, labor costs, and benefits, and make better budget forecasts all in one Salesforce-native solution with flair. Book a Demo Align Your HR Strategy With Financial Goals flair gives you more transparency over HR and enterprise data, resulting in a holistic view of your organization’s financial situation. Detailed HR forecasting Plan around demand fluctuations for more effective resource allocation. Efficiency and productivity gains Save time and improve productivity by automating recurring admin processes. Centralized data management Gain more control, visibility, and consistency of data across multiple locations. Improved compliance Manage regulatory risk with a flexible, compliant, and secure HCM solution. Simple, Structured Payroll Software Ensure Payday Runs Smoothly Every Time Customizable HR Analytics Software HR Analytics Software Gain Valuable Workforce Insights Streamline and Automate Payroll With flair, you have all your payroll-relevant data in one system, saving you time and reducing costly mistakes. Overview of HR Costs Gain More Transparency Into Workforce Costs Through dashboards, analytics, and forecasts, flair helps you monitor, predict, and control HR costs throughout your organization. Analytics & Reporting Receive Detailed Workforce Insights Monitor, visualize, and forecast finance-relevant HR metrics, such as labor costs, expenses, cost per hire, overtime, and employee turnover. Risk & Compliance Oversee Regulatory Compliance The flair HCM solution can help you manage risk and maintain compliance throughout your organization and in multiple regions. More Tools for CFOs Ensure Payday Runs Smoothly Every Time Keep Track of All Working Hours and Breaks Securely Store, View, and Share Useful Files Book Your Personal Demo Ready to see how your organization will thrive with flair? Get in touch with us to discuss your needs and see how flair can help you achieve HR harmony. Request a Demo Take a tour of flair tailored to your top priorities We’ll support you throughout the process --- ## COO URL: https://flair.hr/en/roles/coo > flair for COOs: centralize HR data and people processes in one Salesforce-native HCM solution to optimize HR costs and improve workforce decisions. flair for COOs Optimize HR Costs and Efficiency Get a holistic view of data across your organization and improve workforce decision making with flair's Salesforce-native HCM solution. Book a Demo Improve People Processes and Decision Making flair helps you centralize your HR data and manage processes in a single solution – so you can steer your organization to success. Full workforce transparency Make informed strategic decisions based on a centralized hub of workforce data. Multi-location and multi-entity Tailor policies, processes, and permissions to different business locations and entities. Robust data security Protect your HR data with enterprise-grade security technology from Salesforce. Highly scalable architecture Add new employees, locations, and workflows as your business grows. Customizable HR Analytics Software HR Analytics Software Gain Valuable Workforce Insights Full Protection for Your HR Data HR Data Security on Salesforce Full Protection for Your HR Data HR Admin Streamline Day-to-Day Operations flair helps you automate administrative tasks to improve accuracy while reducing costs and paperwork. Talent & Workforce Management Organize an Effective Workforce Secure your organization's success with powerful features for workforce planning, talent acquisition, and employee development. Risk & Compliance Strengthen Compliance and Risk Management As a Salesforce-native solution, flair comes with built-in enterprise security features, helping you comply with applicable regulations. Analytics & Reporting Get Deeper Workforce Insights Using Salesforce's world-leading technology platform, flair enables you to centralize, visualize, and analyze your business data. Unlock Your Company’s Full Potential Attract and Recruit Top Talent in Less Time Performance Reviews Provide Fair Feedback for Better Performance Ensure Payday Runs Smoothly Every Time Frequently Asked Questions How does flair support COOs? flair provides a wide set of useful tools for COOs and other executives. As an HCM solution, flair supports many important areas of business that fall under the responsibility of the COO. For example, flair can help organizations to optimize their talent acquisition and hiring processes. Features include a drag-and-drop career portal builder, applicant tracking system (ATS), job board integration, multiposting, and AI-assisted candidate screening. These help COOs and recruiters to improve metrics such as quality of hire, time to hire, and cost per hire. What's more, comprehensive HCM solutions like flair reduce manual admin tasks and paperwork. Relying on multiple point solutions or spreadsheets for HR processes is less scalable and becomes more time-consuming and error-prone as the business grows. flair centralizes HR-related data, providing a holistic view of operations. It also automates repetitive tasks, reducing manual data entry and freeing up time for more value-adding initiatives. Can flair save my business money? Yes, flair can help reduce operational costs in a number of ways. Firstly, flair combines many important HR and recruitment features, such as applicant tracking, onboarding, time tracking, absence management, performance management, and payroll into one solution. This means businesses using multiple different solutions for these tasks can reduce the number of licenses and subscriptions they are paying for. flair can also save money for businesses that aren't yet using HR software. In multiple studies, HR leaders have reported that switching to cloud-based HR software like flair can reduce costs. Furthermore, 86% of respondents reported improved productivity and 88% saw improvements in data security (source: PwC). Digitization leads to cost savings in many HR processes. Take absence requests for example. Paper-based sick notes, manual data entry, archiving, and admin cause higher costs due to lost productivity. With flair, employees can submit absence requests themselves from anywhere. Managers can respond to requests in just one click. Both sides are notified in real time and all absences are stored centrally in one system. How does flair keep my data secure? With flair, all of your data is stored on Salesforce. This world-leading CRM platform boasts some of the most advanced security technology available. For example, Salesforce Shield Encryption encrypts your data at rest and in transit, which helps you comply with regulations such as GDPR and HIPAA. Using Salesforce's role-based access controls and permission sets, you have granular control over who sees which data. This is particularly useful for companies with complex organizational structures and multiple office locations. In addition, Salesforce data centers are based in multiple locations all around the world, allowing you to comply with data residency and data sovereignty laws. Security automation tools, such as threat detection, audit trails, data backup and recovery, and security health checks help you detect, prevent, and respond to security issues. This helps you effectively manage risk and facilitates compliance with strict regulations regarding personal data. flair itself is SOC 2 compliant and, as an AppExchange-listed solution, is subject to Salesforce's rigorous quality, security, and performance standards. What reporting and analytics capabilities does flair have? flair benefits from the analytics, reporting, and AI capabilities of the Salesforce platform. A large selection of standard dashboard and reports are available on Salesforce, and prebuilt integrations can help you refine your data into valuable insights. Salesforce's analytics platform, Tableau, can easily be integrated with flair for deeper analytics. In terms of AI, Salesforce's industry-leading Einstein feature gives you smart recommendations, predictions, and forecasts directly within the platform. This makes it easier to find the best course of action for your organization in less time. flair comes with a wide selection of prebuilt reports specific to HR and recruiting. Thanks to the flexibility of the underlying Salesforce platform, it is also easy to create your own custom reports and dashboards tailored to your business needs. How scalable is flair? flair's underlying Salesforce platform means that it is extremely scalable. Its architecture was designed to handle huge numbers of users and scale up as quickly as required. As your company grows, flair can scale with your organization and accommodate as many new employees, locations, and processes as you need. This means that you can continue to expand your business, without needing a major overhaul of your systems. Book Your Personal Demo Ready to see how your organization will thrive with flair? Get in touch with us to discuss your needs and see how flair can help you achieve HR harmony. Request a Demo Take a tour of flair tailored to your top priorities We'll support you throughout the process --- ## Employee URL: https://flair.hr/en/roles/employee > flair for employees: request time off, track working hours and reach HR support in one easy-to-use app, so you can focus on the work that matters. flair for Employees Simplify Your Working Day flair simplifies daily HR interactions, such as time-off requests, time tracking, and support enquiries, freeing up time to focus on important tasks. Book a Demo Watch Video Everything You Need in One Place Save time on day-to-day HR requests and admin. flair combines all the tools you need in one easy-to-use app, facilitating communication with HR, managers, and other teams. Employee self-service flair allows you to make HR requests and instantly access the info you need. Simplified communication Receive timely notifications, share comments and files, and view contact details in one app. Intuitive mobile app for HR tasks Track your working time, request time off, and view documents when you’re on the go. Increased feedback and participation Give and receive constructive feedback in flair performance reviews and surveys. Employee Hub Simplify everyday HR tasks with the self-service Employee Hub for time tracking, absence requests, documents, employee engagement, and more. Employee Engagement Employee Engagement Software More Engagement, Better Retention Self-Service Portal Handle Daily Tasks With Ease The flair Employee Hub centralizes all your HR-related information – so there’s no need to switch between apps or request basic information from managers. Get Off to a Smooth Start flair workflows allows managers and HR staff to assign tasks and share files, helping new employees to settle in to their job. HR Help Desk Receive Quick HR Support The flair HR Help Desk allows you to submit support tickets and enquiries to HR and managers to get faster solutions. Employee Engagement Contribute to a Better Company Culture flair helps improve your company’s culture through fair performance reviews, staff surveys, and employee recognition. Discover How flair Works for You Time-Off Requests and Approvals Made Easy Efficiently Handle HR Support Requests Securely Store, View, and Share Useful Files Book Your Personal Demo Ready to see how your organization will thrive with flair? Get in touch with us to discuss your needs and see how flair can help you achieve HR harmony. Request a Demo Take a tour of flair tailored to your top priorities We’ll support you throughout the process --- ## HR Manager URL: https://flair.hr/en/roles/hr-manager > flair for HR managers: automate admin tasks, develop talent and use your HR data for better decisions with a Salesforce-powered HR and recruiting suite. flair for HR Teams Effortless HR, Greater Results Automate HR admin tasks, develop talent, and tap into your HR data for better decision-making with flair's Salesforce-powered solution. Book a Demo Watch Video Unlock the Full Potential of Your HR Department flair's suite of powerful HR and recruitment tools reduces time-to-hire, minimizes manual tasks, and boosts overall efficiency. Centralize HR operations Manage all HR functions from a single platform and provide easy access to data. Enhance decision making Use Salesforce-powered analytics to make better HR and recruiting decisions. Time-saving HR automations Automate any HR process using Salesforce workflows to free up time for more valuable work. Promote clear communication Enable open communication and transparency with the easy-to-use Employee Hub. Customizable HR Analytics Software HR Analytics Software Gain Valuable Workforce Insights Build Career Pages in Minutes Career Portal Builder Attract the Ideal Candidates Simplify Hiring & Onboarding Use the flair Recruiting app and Employee Hub to optimize your hiring processes and onboard new employees more quickly and effectively. Employee Hub Empower Staff to Streamline Tasks The flair Employee Hub makes HR tasks easier and faster by providing staff with self-service options for time tracking, absence requests, paycheck review, and more. Document Management Create & Organize Files Better With Salesforce support, flair makes it easy to organize, access, and share candidate and employee records, as well as compliance documents. HR Compliance Adapt Policies to Labor Laws As a Salesforce-native solution, flair offers extensive customization. The HR Admin function allows you to outline payroll territories, absence policies, and other legislations. Explore More flair Features Time-Off Requests and Approvals Made Easy Give New Hires an Engaging and Productive Start Provide Fair Feedback for Better Performance Book Your Personal Demo Ready to see how your organization will thrive with flair? Get in touch with us to discuss your needs and see how flair can help you achieve HR harmony. Request a Demo Take a tour of flair tailored to your top priorities We’ll support you throughout the process --- ## Recruiter URL: https://flair.hr/en/roles/recruiter > flair for recruiters: find, hire and onboard talented candidates in less time, with AI assistance and automation that cut repetitive recruiting tasks. flair for Recruiters Efficiently Acquire Top Talent flair improves your recruitment process from end to end, helping you to find, hire, and onboard talented candidates in less time. Book a Demo Watch Video Step Up Your Recruiting With AI and Automation flair simplifies your recruitment efforts, reducing manual repetitive tasks and enhancing your decision making with AI assistance. Time-saving automation Quickly generate job descriptions and documents and identify promising candidates with AI. Increased visibility of job ads Create attractive career portals and post job ads on multiple boards in one click. Streamlined admin processes Obtain e-signatures from successful applicants and efficiently gather necessary pre-onboarding details. Enhanced recruiting insights Monitor and report on metrics such as time to hire, employee turnover, and application source. Smart Recruitment Software for Fast Hiring Recruitment Software Harness AI for Efficient Hiring User-Friendly Employee Onboarding Software Onboarding Software Optimize Your Onboarding Career Portals Bring In the Best Talent flair’s intuitive career portal builder helps you showcase your vacancies and employer brand, increasing the number of applicants. AI & Multiposting Accelerate the Hiring Process Allow flair’s AI-powered tools to handle repetitive and time-consuming tasks, such as initial candidate screening, freeing you up for more strategic work. Document Management Save Time on Admin Improve efficiency, reduce mistakes, and fill vacancies faster with streamlined candidate document workflows. Easily Introduce New Hires Ensure a seamless and productive start for new employees with pre-onboarding processes and automated workflows. Make Confident Hiring Decisions with flair Build Engaging Pages That Attract Talent Attract and Recruit Top Talent in Less Time Give New Hires an Engaging and Productive Start Book Your Personal Demo Ready to see how your organization will thrive with flair? Get in touch with us to discuss your needs and see how flair can help you achieve HR harmony. Request a Demo Take a tour of flair tailored to your top priorities We’ll support you throughout the process --- ## Flexible Shift Planning Software URL: https://flair.hr/en/shift-planner > Shift planning software built on Salesforce: assign the right employees to the right shifts, cover every shift and keep the whole team in the loop. Shift Planning Software Coordinate Shifts With Ease Our Salesforce-based Shift Planner helps you ensure you are always well-staffed. Assign the right employees to the right shifts to maximize efficiency. Book a Call Clear and Intuitive Shift Planning Save time on staff scheduling and make sure every shift is covered using flair. Clearly communicate staffing needs to arms-length employees and keep the entire team in the loop. Predefined recurring shifts Assign recurring shifts, including all relevant details and notes, with just one click. Fully transparent shift calendar See all shifts and absences in one calendar view to identify weekly staffing needs. Timely shift notifications Keep all employees informed of planned and open shifts using automatic notifications. Self-service shift arrangements Allow qualified employees to take open shifts or swap with a colleague when needed. Dominic Schär Head of Retail "With the help of our data reports from Salesforce we know exactly how much capacity we need at which location. We can do the planning and generate and send schedules for our employees quickly and easily." Customer since 2019 320 employees Absence Management Software Absence Management Time-Off Requests and Approvals Made Easy Simple, Structured Payroll Software Ensure Payday Runs Smoothly Every Time Shift Scheduling Create Detailed and Accurate Shift Plans in Minutes Use predefined shifts to create accurate shift schedules in less time. Include information to allow employees to prepare for their shifts. Skills-Based Shift Planning Improve Work Efficiency in Every Shift Assign shifts based on employee skills and location to ensure all standards and requirements are fulfilled. Our Shift Planner displays your available team capacity, preventing understaffing and overstaffing. Easy Shift Swapping Enhance Workforce Flexibility Respond to staffing needs more flexibly by creating open shifts and facilitating shift swapping in case of absences. Shift Planning That Fits Every Type of Organization flair's Shift Planner can improve transparency and capacity planning for any organization that works in shifts. Flexibly Respond to Demand Ensure that you have the right retail staff with the right skills, even as demand fluctuates. Learn more Improve Manufacturing Productivity Arrange adequately trained cover for absent staff to keep production running efficiently. Learn more Simplify Healthcare Scheduling Use skills-based planning to ensure that qualified healthcare staff are available when needed. Learn more Versatile Time Tracking Software Time Tracking Keep Track of All Working Hours and Breaks Simple, Structured Payroll Software Ensure Payday Runs Smoothly Every Time --- ## Success Hub URL: https://flair.hr/en/success-hub > Read flair success stories and see how organizations of all kinds use our Salesforce-native HR software to solve their people challenges. Success Stories Success Starts With Modern HR See how flair provided the key to success for a wide range of organizations. Our customers demonstrate how they use flair to solve their HR challenges. Book a Demo View Success Stories Trusted by successful companies worldwide Over 1,500 Companies Trust in flair See Our Reviews --- ## Employee Survey Software Built for HR Professionals URL: https://flair.hr/en/surveys > Employee survey software for HR professionals: collect feedback, track employee sentiment and satisfaction KPIs, and plan actions to improve retention. Employee Survey Software Gain Valuable Employee Feedback Pinpoint action plans that improve your employee retention and satisfaction. flair Surveys make it easy to organize feedback and track employee sentiment. Book a Call Measure and Monitor Employee Satisfaction KPIs flair surveys are the most efficient way to check how your employees are feeling and identify ways to improve. Simple survey setup and sharing Customize surveys in minutes and send them to specific teams, roles, and locations. A wide range of survey types Send out eNPS surveys, smiley check-ins, and engagement questionnaires. Centralized survey responses Save time by having all survey responses stored in one comprehensive HR system. Detailed reports and KPI tracking Use Salesforce-powered reporting to dig into workforce metrics and monitor trends. Employee Hub Simplify everyday HR tasks with the self-service Employee Hub for time tracking, absence requests, documents, employee engagement, and more. Employee Engagement Employee Engagement Software More Engagement, Better Retention Effortlessly Create and Send Out Surveys Create different kinds of surveys in just a few clicks. Decide whether the survey should automatically repeat, add comments, and set whether it's compulsory. Gauge Your Employees’ Happiness Send out surveys to monitor your workforce's reaction to specific plans and events, and get a quick snapshot into how employees are feeling. The results can guide your decision-making and help you identify ways to improve employee satisfaction. Get Measurable Insights Into Your Workforce Monitor trends in crucial HR metrics such as employee satisfaction and eNPS. With flair, you can combine survey responses with other HR-relevant data to gain a detailed view of your organization. Inform Your Decision-Making Customize surveys to get ideas from employees that help shape your company culture and reinforce employee retention. Allow anonymous responses to improve response rates and get more open feedback. Employee Feedback Matters in Every Industry Uncover new insights into your workforce. flair Surveys can be customized to organizations in any industry sector. Assess Employee Well-Being Prioritize healthcare staff well-being by listening to employee perspectives. Built a Thriving Tech Culture Monitor staff engagement and find out how well teams are collaborating on projects. Staffing and Recruiting Boost Your Employee Engagement Act on your recruitment specialists’ feedback to develop a positive workplace culture. HR Ticketing Software Ticketing Software Upgrade Your HR Support Processes --- ## Customize Your HR Workflows URL: https://flair.hr/en/technology/customizations > Customizable HR software built on Salesforce: adapt flair's people management and recruiting workflows to your industry and evolving business needs. Customizable HR Software Salesforce-Driven HR Flexibility Customize your people management with our end-to-end HR solution. Built on Salesforce, flair offers unparalleled flexibility, adaptable to any industry. Book a Demo Adapt Your HR to Match Evolving Needs flair's features are run on Salesforce. This ensures smooth data management, advanced integration, and hyper-customization for future-proofed HR and recruiting admin. Connect HR with smart integrations Integrate your HR system with your favorite workplace tools. Salesforce flows and workflow rules Automate HR tasks by defining actions based on data inputs. Custom objects and fields Define your own HR and recruiting data structure for better reporting. Powerful analytics dashboards Turn your data into actionable insights with custom dashboards. Harald Mayer CPO & Co-Founder "Working remotely raises the bar when it comes to your expectations of usability. You rely on high-quality digital tools for every aspect of work – and flair helps us keep track of them all.“ Read more Founded in 2022 Remote team Full Protection for Your HR Data HR Data Security on Salesforce Full Protection for Your HR Data Customizable HR Analytics Software HR Analytics Software Gain Valuable Workforce Insights Smart Automation Speed Up Repetitive, Complex Admin Tasks Use flair's Salesforce-powered automation tools to assist your HR and recruiting teams. Reclaim time and allow staff to focus on strategic goals. Custom Workflows Scale HR and Recruiting Operations Shape company policies and modernize HR and recruiting tasks with our modular and scalable solution. flair Guidance Enjoy Expert HR Support Complete a simple but thorough consultation and outline your HR and recruiting goals. Want to tailor flair to evolving needs? Get bespoke support from our experienced, Salesforce-certified success team. Versatile Integrations Equip Your Team for Success Future-proof your operations with access to the latest innovations in HR and recruiting. flair integrates with 100s of apps including communication tools like Calendly, Google Calendar, Slack, and more. --- ## Customizable HR Analytics Software URL: https://flair.hr/en/technology/reporting > HR analytics software with pre-built and customizable Salesforce dashboards: get real-time workforce insights and make smarter people decisions. HR Analytics Software Gain Valuable Workforce Insights Identify strategic HR improvements and enhance your decision making with pre-built and customizable dashboards powered by Salesforce. Book a Demo Refine Your HR Strategy With Advanced Analytics Make HR the strategic backbone of your organization with real-time insights into your workforce that help you make the right people decisions. Single source of truth for HR data Get crucial insights in less time with all your people data stored on Salesforce. Live data tracking and analysis Form a complete picture of your workforce with real-time metrics and charts. Custom reports and dashboards Slice and dice HR data and tailor dashboards according to your business needs. Fully configurable access controls Define who can see which data using Salesforce permission sets and profiles. Customize Your HR Workflows Customizable HR Software Salesforce-Driven HR Flexibility Full Protection for Your HR Data HR Data Security on Salesforce Full Protection for Your HR Data Recruitment Analytics Deploy a Data-Driven Hiring Strategy Dig into the data to evaluate recruitment success and optimize your hiring process. Core HR Analytics Monitor Vital Company Metrics Visualize all the essential HR KPIs in one place to inform your people strategy. flair comes with prebuilt reports on headcount, salaries, overtime, and much more. Dig down into stats in areas such as absence management to get the bigger picture. Workforce Analytics Turn Qualitative Data Into Actionable Insights Monitor employee engagement and job satisfaction levels so you can proactively take steps to strengthen employee retention rates. Team Analytics Present Clear Metrics to Team Leads Empower leaders to make the best decisions for their teams. Our prebuilt charts and analytics help managers to keep up to speed with core metrics about their teams. Luke White Operations Director “flair definitely helped us save an awful lot of time and make the whole process much more user-friendly for everybody, both employees and managers, across the whole company.” Read more Founded in 2017 --- ## Thank you URL: https://flair.hr/en/thank-you > Thank you for contacting flair. A member of our team will be in touch soon to discuss how our Salesforce-native HR software can support your business. Thank you! A member of our team will be in touch. --- ## HR Ticketing Software URL: https://flair.hr/en/ticketing > HR ticketing software that centralizes internal HR requests, speeds up issue resolution and improves communication between employees and HR teams. Ticketing Software Upgrade Your HR Support Processes Streamline internal HR requests and issue resolution. Enjoy fast communication and efficient problem-solving with our ticketing software. Book a Call Provide Swift Solutions to HR Requests Centralize HR requests and improve staff communication for faster resolutions and better overall employee experience. Centralized internal HR queries Store all internal HR queries and responses on a single platform. Improved tracking and reporting Track the status of each request and use reports to spot trends. Consistency and compliance Ensure employees receive helpful and HR-compliant answers. Scalable HR ticketing system Use flair's Salesforce framework to scale your HR help desk. Florian Gehring Co-Founder & Managing Director "With flair, we have much more transparency in our HR. It organizes processes, makes them faster, and we always have access to the data we need – no matter whether you’re in the office or not." Read success story Inventory Management Software Inventory Management Track and Manage All Internal Company Assets User-Friendly Employee Onboarding Software Onboarding Software Optimize Your Onboarding HR HelpDesk Efficiently Handle HR Requests With our ticketing software, companies can establish an HR support channel, enabling seamless and organized communication of support tickets. Query Management Categorize HR Questions Instantly categorize topics to quickly assign queries to the relevant HR personnel or teams. Utilize categorization in analytical reports to identify pinch points or topics that need addressing. Manage Compliance Apply Whistleblower Protection Settings Comply with employment law, like the EU Whistleblower Directive. Create a secure channel for whistleblowers to anonymously report harmful or illegal activity. Simplify and Streamline HR Support Transform HR assistance with advanced ticketing software, enabling smooth support procedures across all industries. Structure Support Procedures for Medical HR Ensure that management and employees can communicate and track urgent HR requests. Learn more Prioritize Support Cases and Task Completion Queue requests and allow HR support teams to plan responses based on consultancy needs. Learn more Document and Analyze Your Help Desk Data NGOs combine flair's ticketing data with Salesforce to build insightful reports. Learn more Employee Survey Software Built for HR Professionals Employee Survey Software Gain Valuable Employee Feedback Inventory Management Software Inventory Management Track and Manage All Internal Company Assets HR Document Management Software Document Management Securely Store, View, and Share Useful Files --- ## What's New URL: https://flair.hr/en/whats-new > Discover the latest flair features and product improvements. Be the first to hear about updates to our HR platform and subscribe so you never miss one. Discover the Latest flair Features Be the first to learn about new features and improvements in flair. Subscribe to updates so you never miss a thing. Browse Updates Enter the world of HR Join flair’s newsletter to receive the latest tips & trends in the HR world. --- ## Learning Management Software | flair URL: https://flair.hr/en/learning-management > Create and assign courses, enroll employees in the Hub, and track learning progress, certificates, and compliance — connected to your HR data in flair. Learning Management Software Connect Learning to HR — Without Leaving flair Create courses, assign ready-made content, and let employees learn right inside flair. Enrollments and progress stay connected to your HR data, so your team keeps growing without switching tools. Book a Demo Learning That Lives Inside Your HR Platform flair brings courses, enrollments, and progress together with your people data — so learning is part of everyday work, not a separate system to manage. Create your own courses Build courses with video, embedded web content, AI-generated lessons, and assessments like quizzes, fill-in-the-gaps, and matching exercises. Use ready-made courses Start from a library of existing courses and assign them to teams in a few clicks — ideal for onboarding, safety, and compliance topics. Enroll and learn in the Hub Employees see their assigned courses in the Employee Hub and open any one with a single click — automatically signed in, no extra password. Track progress and stay compliant Progress syncs automatically, certificates carry expiry dates, and automatic re-enrollment keeps mandatory training up to date. Goals & OKR Set company, team and individual goals as OKRs or MBOs, with alignment, weights and approvals. Employee Engagement Employee Engagement Software More Engagement, Better Retention Employee Experience A Learning Tab for Every Employee Employees find all their courses in the Hub, grouped by progress, with completion percentage and time spent at a glance. One click on “Go to Course” opens the course and signs them in automatically — no separate login to remember. Courses & Content Build or Pick From a Rich Course Library Create courses with video, web content, AI-generated lectures, and tests — or assign ready-made courses across competencies like onboarding, leadership, and data protection. Instructor-led sessions, both in person and online, are supported too. Manager & HR View See Team Progress at a Glance Managers and HR track who completed which course in a training matrix, drill into individual progress, and export reports. Everything stays connected to employee records, so learning data lives next to the rest of your HR data. Stay Audit-Ready Keep Mandatory Training Up to Date Set certificate expiry dates and let automatic re-enrollment trigger the next round before a certification lapses. It is an easy way to stay on top of safety, data-protection, and other regulatory training requirements. Flexible Performance Review Software Performance Review Software Appraise and Develop Top Talent User-Friendly Employee Onboarding Software Onboarding Software Optimize Your Onboarding Employee Hub Simplify everyday HR tasks with the self-service Employee Hub for time tracking, absence requests, documents, employee engagement, and more. Learning Management FAQs Can we create our own courses? Yes. You can build courses with video, embedded web content, AI-generated lessons, and assessments such as quizzes, fill-in-the-gaps, ordering, and matching exercises — or assign ready-made courses from an existing library. How do employees access their courses? Employees open the Learning tab in the Employee Hub, see their courses grouped by progress, and click “Go to Course” to start. They are signed in automatically, so there is no separate password to manage. How is learning progress tracked? Course progress syncs automatically on a regular schedule, and you can refresh it on demand. Managers and HR see progress in a training matrix and on each employee's profile, with exportable reports. Can flair help with compliance training? Yes. Certificates can carry expiry dates, and automatic re-enrollment starts the next round before a certification lapses — helping you keep safety, data-protection, and other mandatory training current. See Learning Management in flair Talk to our team about creating courses, assigning ready-made content, and tracking learning progress right inside your HR workflow. Request a Demo Explore the employee Learning tab and one-click course access See how managers track progress in the training matrix Connect courses, certificates, and compliance to your HR data --- ## Expense Management Software | flair URL: https://flair.hr/en/expense-management > Submit expenses on web or mobile, let OCR read receipts, calculate mileage automatically and approve whole trips at once with flair. Expense Management Expense Claims Without the Paper Chase Employees submit receipts in the Employee Hub or the flair mobile app, and flair reads them for you. Managers approve a whole business trip in one step. Book a Demo Everything from Receipt to Reimbursement Structured claims, automatic calculations and clear approvals in one place. Expense Groups Collect all costs of a trip or event in one group. Submitting, approving or declining the group applies to every expense in it. Receipts Read with OCR Upload a receipt and flair reads it, creates the expense items and fills in the merchant, category and description. Automatic Mileage flair calculates the distance between the start and end address and applies the mileage rate you configured. Submit from Your Phone Employees take a photo of the receipt and submit mileage, per diem or reimbursements straight from the flair mobile app. Simple, Structured Payroll Software Ensure Payday Runs Smoothly Every Time Compensation Reviews Automate salary and merit review cycles with approval routing, visibility settings, and structured compensation data. For Employees Submit Expenses in Minutes Employees create expenses in the Employee Hub or the flair mobile app, attach the receipt and keep drafts until they are ready. One invoice can be split into several expense items, each with its own merchant. - Trips and events bundled in expense groups - Receipts read automatically with OCR - Mileage distance calculated from the addresses For Managers Approve Whole Trips in One Step Managers find pending claims on My Team in the Employee Hub and approve or decline an entire expense group at once. Comments keep questions on the claim, and finance marks approved expenses as reimbursed. - Clear statuses from Draft to Reimbursed - Comments with notifications for everyone involved - Expense details shown right in the approval request For HR Your Expense Policy, Applied Automatically Define expense rules once in Salesforce, and flair calculates mileage, per diem and other allowances as employees add items. Tax Manager assigns the right tax rate to each expense type. - Rates per kilometre, day or night - Daily, weekly, monthly or annual limits - Rules scoped by department or country - Your own merchants and expense categories Simple, Structured Payroll Software Ensure Payday Runs Smoothly Every Time Mobile App flair Mobile App More Efficient HR, Wherever You Are Employee Hub Simplify everyday HR tasks with the self-service Employee Hub for time tracking, absence requests, documents, employee engagement, and more. Frequently Asked Questions About Expense Management What is an expense group? An expense group bundles related expenses, for example all costs of a business trip. Employees add expenses while the group is a draft and submit it as a whole. Approving or declining the group applies to every expense in it. How does flair read receipts? When your HR admin has enabled the Expenses integration, flair reads an uploaded receipt with OCR and creates the expense items automatically. It fills in an empty description, category and merchant, and anything the employee already entered stays as it is. Can employees submit expenses on their phone? Yes. In the flair mobile app, employees create mileage, per diem or reimbursement expenses, take a photo of the receipt and submit it for approval. Unfinished expenses can be kept as drafts and submitted later. How are mileage and per diem calculated? For mileage, flair calculates the distance between the start and end address, which employees can adjust. With expense rules enabled, flair multiplies the distance by your configured rate and calculates per diem from the number of days and any meals provided. How do approval and reimbursement work? Submitted expenses move to Pending and run through flair's approval framework. Managers approve or decline in the Employee Hub or in Salesforce. Once finance has paid, the expense is marked as reimbursed, so employees always see the current status. --- ## EU Pay Transparency Software | flair URL: https://flair.hr/en/pay-transparency > Analyse your gender pay gap by pay quartile, document worker categories and equal-value criteria, and build pay bands with flair. EU Pay Transparency Pay Equity You Can Measure and Document flair analyses your gender pay gap by pay quartile and worker category and keeps every run as evidence. Pay bands linked to your roles make salary decisions easier to explain. Book a Demo The Building Blocks of Pay Transparency From pay structures to pay gap analysis, built on the HR data already in flair. Pay Equity Audits Run a company-wide gender pay gap analysis by pay quartile and worker category, and schedule it to run every year. Worker Categories Group roles into worker categories with documented equal-value criteria. flair drafts descriptions and criteria from your existing roles. Pay Analysis Snapshots Save a snapshot for any worker category as of a chosen date, with gender counts, average and median pay and the pay gap. Pay Structures Build pay groups, grades and levels, link them to career levels and let them flow to every position. Compensation Reviews Automate salary and merit review cycles with approval routing, visibility settings, and structured compensation data. Versatile Time Tracking Software Time Tracking Keep Track of All Working Hours and Breaks Pay Gap Analysis Analyse Your Pay Gap in a Few Clicks Start a run, pick the date, and flair analyses your active workforce in the background. Results show gender pay gaps by pay quartile and by worker category as aggregates only, never individual salaries. - Gaps of 5% or more flagged in the findings - Categories with fewer than six employees of either gender withheld - Completed runs stored and exportable as CSV Work of Equal Value Document Work of Equal Value Group roles into worker categories and document the four equal-value criteria for each. flair auto-drafts descriptions and criteria from your existing roles, flags roles that fit poorly and lets you review everything before saving. - Categories flow automatically to positions and employees - List of active employees still uncategorised - Saved pay analysis snapshots per category Pay Bands Clear Pay Bands from Role to Job Ad Define pay groups, grades and levels and connect them to career levels, so every position inherits its pay band. Managers see the band when they propose a salary, and a job created from a position starts with the salary range from its pay band. - Pay-band indicator with out-of-band highlighting - Pay bands in compensation reviews and single salary changes - Salary range pre-filled on new job ads, still editable Compensation Reviews Automate salary and merit review cycles with approval routing, visibility settings, and structured compensation data. Position Management Position Management Software Optimize Your Workforce Planning Simple, Structured Payroll Software Ensure Payday Runs Smoothly Every Time Frequently Asked Questions About Pay Transparency How does flair support EU pay transparency? flair brings the data together in one place: pay structures linked to your roles, worker categories with documented equal-value criteria, and pay gap analyses by pay quartile and worker category. It shows what your data says. How you meet your legal obligations remains your decision, ideally with legal advice. What does a pay gap analysis in flair show? Each run reports female and male headcounts across pay quartiles Q1 to Q4 and the quartile pay thresholds. For every worker category it shows headcounts, average and median gap percentages, and a finding that names any gap of 5% or more. Can we schedule analyses and keep past results? Yes. You can start a run at any time or schedule annual runs. Each completed run is stored with its run date, so the CSV export keeps reporting what was true on that date even after your workforce changes. What are worker categories? Worker categories group roles that perform work of equal value. In flair you document the criteria for each category, and the assignment flows automatically to positions and employees. flair can auto-draft category descriptions and the four equal-value criteria from your existing roles for you to review. Who can see pay gap results? Only HR admins with the Pay Transparency Manager permission can open the Equity Audits tab. Results are reported as aggregates and quartile headcounts, never as individual salary amounts, and small categories are withheld. --- ## Overtime Management Software | flair URL: https://flair.hr/en/overtime-management > Track time balances, let employees cash out overtime as pay or time off, and enforce minimum rest periods with flair. Overtime Management Overtime That Settles Itself flair turns tracked hours into a clear time balance and compensates it the way you decide: as money, as time off, or at your employees' own request. Book a Demo Every Overtime Hour, Accounted For Set the rules once per Time Framework. flair calculates the balance, applies your rates and handles the compensation. Self-Service Payout Employees withdraw from their own balance in the Employee Hub, as monetary compensation or an absence allowance. It stays off until you enable it. Automatic Withdrawal At the end of each month, quarter or year, or on timesheet approval, flair compensates the balance at a fixed rate, the overtime rate or the hourly salary. Time Types and Rates Time Types split a worked period into regular and overtime hours on the timesheet. With Time Type Rates, payroll runs add the matching pay lines. Rest Periods and Breaks Require a minimum rest since the last clock-out and block early clock-ins. Employees pick break types such as Lunch or Coffee when they pause. Flexible Shift Planning Software Shift Planning Bring Clarity and Structure to Your Staff Scheduling Time Clock Kiosk Turn an Android tablet into a shared time clock with PIN, QR code and a mobile kiosk pass. Employee Hub Let Employees Cash Out Their Own Overtime From the dashboard or Time Tracking, employees choose how much of their balance to withdraw and where it goes. You decide which destinations are allowed and set the rates per Time Framework. - Monetary compensation or compensatory time off - Conversion shown and confirmed before the withdrawal - Off until HR switches it on Time Balance Compensate Balances on Your Schedule Choose when flair resets the balance and what it turns into. Pay it out at a fixed rate, the employee's overtime rate or their hourly salary, or convert it into time off based on each employee's own contracted day length. - Monthly, quarterly, yearly or on timesheet approval - Daily premiums, thresholds and caps - Pay types carried through to payroll Time Framework Rest Periods and Breaks, Enforced at Clock-In Set a minimum continuous rest after clock-out and, optionally, one longer break within a rolling window, such as 36 hours within 7 days. If someone clocks in too early, flair blocks it and shows how much rest is still required. - Break types like Lunch or Coffee with their own duration rules - Automatic deduction of the legislated break Versatile Time Tracking Software Time Tracking Keep Track of All Working Hours and Breaks Flexible Shift Planning Software Shift Planning Bring Clarity and Structure to Your Staff Scheduling Simple, Structured Payroll Software Ensure Payday Runs Smoothly Every Time Frequently Asked Questions About Overtime Management How does flair calculate the time balance? flair compares recorded working time with the target time from the employee's workload, or with a fixed daily amount you set. Daily premiums, thresholds and caps decide which minutes count, and employees see their current balance in the Employee Hub. Can employees pay out overtime themselves? Yes, once you enable self-service withdrawal on the Time Framework. Employees then withdraw from their balance in the Employee Hub into monetary compensation, an absence allowance, or whichever of the two you allow. Which rates can flair use for an overtime payout? Monetary compensation can use a fixed conversion rate, the employee's overtime rate or their hourly salary. flair converts weekly, monthly or annual salaries into an hourly amount using the contractual workload hours. What happens to a negative time balance? You decide per Time Framework: carry it over to the next period, reset it to zero, or deduct it from the compensation and then reset it. Does flair help with rest periods required by working-time law? You can configure a minimum rest period per Time Framework. flair then blocks clock-ins that come too early and tells the employee how much more rest is needed. You define the rules that apply to your organisation, and flair enforces them at clock-in. Manually added entries are not blocked. --- ## Time Clock Kiosk for Shared Devices | flair URL: https://flair.hr/en/time-clock-kiosk > Turn an Android tablet into a time clock. Employees clock in by PIN or QR code, with segmented kiosks, shifts on screen and a mobile kiosk pass. Time Clock Kiosk Clock in on Site in Seconds Set up flair Kiosk on an Android tablet at the entrance, and employees clock in, take breaks and clock out with a PIN or QR code. Book a Demo Time Tracking Where the Work Happens A shared time clock for shop floors, warehouses and front desks, managed from Salesforce. Kiosk on an Android Tablet Open the kiosk URL on an Android tablet and add it to the home screen. Choose a confirmation step, one-tap or automatic clock-in per kiosk. PIN, QR Code and Kiosk Pass Employees sign in with a PIN or QR code. Their kiosk pass in the flair mobile app shows both and keeps working offline. One Kiosk per Team or Site Segment each kiosk by location, department or other employee fields, so it only serves the employees it is meant for. Shift Schedule on Screen While idle, the kiosk can show the shifts from a flair Scheduler for today, two days or the week, so everyone sees who is working. Overtime Management Track time balances, pay out overtime as money or time off, and enforce rest periods. Working-Time Compliance Enforce rest periods and statutory breaks, round time consistently and handle sick leave during vacation. Flair Kiosk Fast Clock-Ins, Set per Kiosk Decide how each kiosk handles clock-ins: with a confirmation step, with one tap, or automatically as soon as the employee is identified. Clocking out always takes an explicit tap. - Optional success sound for clock-ins, clock-outs and breaks - Breaks tracked with Start Break and End Break - Automatic sign-out after inactivity Flair Mobile App The Kiosk Pass on Every Phone Employees open their kiosk pass in the flair mobile app and sign in by scanning the QR code or typing the PIN. The pass keeps working offline and shows the last saved PIN until the phone reconnects. - PINs generated and regenerated in Salesforce - The pass only appears for employees who have a PIN Idle Screen Show Who Is Working While the Kiosk Is Idle Turn an idle kiosk into a shift board. It shows shifts from a flair Scheduler for today, two days or the week, only for employees in the kiosk's segments, and refreshes about every five minutes. - Tap anywhere to reach the sign-in screen - flair Scheduler is a paid add-on Versatile Time Tracking Software Time Tracking Keep Track of All Working Hours and Breaks Flexible Shift Planning Software Shift Planning Bring Clarity and Structure to Your Staff Scheduling Mobile App flair Mobile App More Efficient HR, Wherever You Are Frequently Asked Questions About the Time Clock Kiosk Which hardware do I need for flair Kiosk? An Android tablet with an internet connection and the Employee Hub enabled. You open the kiosk URL from Salesforce on the tablet and add flair Kiosk to the home screen. If physical time tracking is part of your plan, flair also connects RFID and fingerprint terminals. How do employees sign in at the kiosk? With a personal PIN or QR code that HR generates on the employee record in Salesforce. Employees can also show their kiosk pass in the flair mobile app, which displays the PIN and a scannable QR code, even offline. Can I limit a kiosk to certain employees? Yes. Each kiosk has employee segments based on location, department or other employee fields. Employees outside those segments cannot sign in at that kiosk. Can flair block clock-ins that come too early? Yes. You can set a minimum rest period per Time Framework. If an employee tries to clock in before it is over, flair blocks the clock-in and shows how much more rest is required. Can one kiosk run on several devices? Each kiosk runs on one device at a time. For a second entrance or site, set up an additional kiosk, with its own segments if needed. --- ## Skills Management Software | flair URL: https://flair.hr/en/skills-management > Track employee skills by category and level, spot gaps against position targets, and find the right people for every project with flair. Skills Management Know Who Can Do What Build one skills catalog for your whole company. See every employee's level, compare it to what their position needs, and staff projects by capability. Book a Demo A Skills Catalog That Organises Itself Replace scattered spreadsheets with structured skill data that employees, managers and HR keep up to date together. Categories and Experience Group skills into categories like languages or certifications, rate them from 1 to 5 and record months or years of experience. Similar People Managers and HR see colleagues with overlapping skill profiles, including match percentage and shared skills. Target Levels and Skill Gaps Set required skills and target levels per position and see where each employee stands against them. Control Who Edits Lock individual skills against self-editing, so critical skills like first-aider certification stay accurate. Career Paths Define roles, role families and career levels, and connect them to positions, pay and skills. Flexible Performance Review Software Performance Review Software Appraise and Develop Top Talent Skills Profiles Every Skill Measured Against the Role Employees see their skills grouped by category, with progress toward their position's expectations on a 1–5 scale. Managers view the whole team in a skills grid and spot gaps at a glance. - Target levels inherited from the employee's role - Skill gaps visible in Performance Reviews - Saved grid views that follow you across devices Project Staffing Staff Projects by Capability Add the skills a project requires, with an optional proficiency level. The Matching Employees view in the Employee Hub scores each person against those requirements and lists the closest matches first. Catalog & Search One Catalog, Every Language Skill names can be stored per language, so every employee sees the catalog in their own language. Search finds skills by synonyms and abbreviations, like k8s for Kubernetes. - Skills found in CVs that are missing from your catalog appear as suggestions - Certificates can grant and revoke linked skills - With a paid flair AI plan, the assistant finds colleagues by skill Flexible Performance Review Software Performance Review Software Appraise and Develop Top Talent Flexible Shift Planning Software Shift Planning Bring Clarity and Structure to Your Staff Scheduling Smart Recruitment Software for Fast Hiring Recruitment Software Harness AI for Efficient Hiring Frequently Asked Questions About Skills Management What is skills management software? Skills management software records which skills your employees have and how well they master them. flair keeps this data in one catalog, so HR and managers can compare skills with position requirements, find the right people for projects and support internal mobility. Can employees maintain their own skills? Yes. In the Employee Hub, employees can add skills, rate them and record their experience. Per skill, admins decide whether employees have full self-service, can only add or remove the skill, or whether only HR and managers may change it. How does flair show skill gaps? You set required skills and target levels on a position, or inherit them from the role. flair compares them with the employee's current levels on their Skills tab and in Performance Reviews, so development conversations start from the same data. How do I find the right people for a project? Add required skills to the project. The Matching Employees view ranks employees by how well their skills fit and shows their level next to the level the project needs. On any employee profile, the Similar People card also shows colleagues with overlapping skill profiles. Do skills work in other parts of flair? Yes. Skills can be used in the Shift Planner, matched against jobs and candidates in Recruiting, and linked to certificates so that an approved certificate grants the matching skill. Expired skills are flagged and left out of matching. --- ## Career Framework and Career Paths Software | flair URL: https://flair.hr/en/career-paths > Build a career framework with roles, role families and career levels. Link pay grades and skill targets and generate positions from roles with flair. Career Paths Make Every Career Step Visible Turn job titles into a clear career framework. Group roles into families, place them on career levels and connect them to positions, pay and skills. Book a Demo A Career Framework Your Positions Are Built On Define roles once and let positions, pay structures and skill expectations follow from them. Roles and Role Families Describe each role with its responsibilities and expectations, and group related roles into families. Career Levels Place every role on an ordered career level, so progression is explicit rather than implied by job titles. Pay Linked to Levels Link career levels to pay grades or pay levels, and positions under each role inherit the pay configuration. Positions From Roles Generate a position from a role or clone an existing position instead of re-entering the same details. Internal Mobility Show open jobs to your employees, let them refer people they know and match skills to roles. Skills Management Map your team's skills, compare them to position targets and staff projects by capability. Roles Builder See the Career Path at a Glance Select a role family and flair lays out its roles in order, each with its career level underneath. Read left to right and the progression is clear. - Role code, description, responsibilities and expectations - Availability window that decides whether a role is active - Search and expand families as your framework grows Pay & Skills Connect Levels to Pay and Skills Link each career level to a pay grade or pay level, and the configuration flows through role to position automatically. Required skills and target levels set on a role appear on the Skills tab of every employee who holds it. Org Chart & Positions From Framework to Org Chart Generate positions from roles and see the resulting structure in the org chart. Filter by entity, location or department, or jump straight to one employee. - Vacant positions stay visible to show gaps - Clone positions with one click - Assign goal categories and weights per position Position Management Position Management Software Optimize Your Workforce Planning Company Org Chart for Better Collaboration Dynamic Organizational Charts Visualize Your Company Structure Compensation Reviews Automate salary and merit review cycles with approval routing, visibility settings, and structured compensation data. Frequently Asked Questions About Career Paths What is a career framework? A career framework groups related roles into families and places them on ordered career levels. It makes clear how employees can progress and gives compensation and development a shared structure. In flair, you build it in the Roles Builder under Company Structure. What is the difference between a role and a position? A role describes a job in the abstract, for example Backend Engineer. A position is the concrete seat a person is hired into. One role can be the basis for many positions, and flair can generate a position directly from a role. How are career levels linked to pay? In Compensation Management, you create pay groups, pay grades and pay levels and link them to career levels. Positions inherit the pay configuration through their role. Positions outside the standard hierarchy can still be edited manually. Can I define skill expectations per role? Yes. Required skills and target levels can be set for a position or inherited from the employee's role. Employees and managers then see the gap between current and target levels on the Skills tab. Can goals be tied to positions? Yes. With the Development Framework add-on, you can assign objective categories and weights per position and let changes to goals go through an approval process during defined phases. --- ## Internal Communication Software | flair URL: https://flair.hr/en/internal-communication > Employee chat, company announcements with read acknowledgement, HR digest emails and Cheers in the flair Employee Hub, with email, Slack and push alerts. Internal Communication Keep Every Employee in the Loop Chat with colleagues, publish company announcements and celebrate wins in the Employee Hub. Alerts reach people by email, Slack or push notification. Book a Demo Communication Where Your People Already Work Bring conversations, company news and recognition into the Employee Hub, so nobody has to hunt for the latest update. Employee Chat Direct and named group chats with online status, typing indicators, read receipts and file attachments. Company Announcements Publish to everyone or a segment, pin what matters and ask employees to confirm they have read it. HR Digest Automated emails listing upcoming birthdays and work anniversaries, sent daily, weekly or monthly to the right HR team. Recognize colleagues with an image, a video or a short message, publicly or privately. Employee Survey Software Built for HR Professionals Employee Survey Software Gain Valuable Employee Feedback HR Ticketing Software Ticketing Software Upgrade Your HR Support Processes Employee Hub Chat Talk to Colleagues Without Leaving the Hub Start a direct chat or a named group from the Chats panel in the Employee Hub. See who is online, who is typing and who has read your message. - Up to five attachments per message, with images shown inline - Email, Slack and mobile alerts for messages you have not read yet - Group admins rename groups and manage members Company Announcements Announcements People Actually See HR creates announcements in Salesforce and targets all employees or an Employee Segment by department, location or role. On publish, flair notifies employees by email, mobile push, web push and Slack. - Pin time-sensitive updates to the top of the feed - Require acknowledgement and track who has confirmed - Attach PDFs, documents or images HR Digest and Cheers Never Miss a Birthday or Work Anniversary HR Digest emails give HR teams a summary of upcoming birthdays and work anniversaries, scoped by team and employee segment. Employees thank each other with Cheers in the Employee Hub or the flair mobile app. - Daily, weekly or monthly digest schedules - Public or private Cheers, with comments - Option to keep birthday and anniversary Cheers private Employee Hub Simplify everyday HR tasks with the self-service Employee Hub for time tracking, absence requests, documents, employee engagement, and more. Employee Engagement Employee Engagement Software More Engagement, Better Retention Slack Integration Frequently Asked Questions Can employees chat in groups? Yes. Employees start direct chats or named group chats from the Chats panel in the Employee Hub. The creator of a group is its first admin and can rename the group and add or remove members. Newly added members can see the existing conversation history. How are employees notified about unread chat messages? flair can alert employees about unread messages by email, Slack or mobile notification, and these alerts are skipped when the message has already been read in the Hub. Each employee turns the channels on or off under Notification Settings in the Employee Hub. Can I send an announcement to specific teams only? Yes. Select an Employee Segment to target employees by department, location, role or another configured condition, for example only managers in Berlin. Leave the segment empty to reach all employees. How do I know who has read an announcement? Enable Require Acknowledgement on the announcement. Employees see an acknowledgement prompt in the Employee Hub, and HR tracks the responses on the announcement record in Salesforce. Can recognition stay private? Yes. When sending a Cheer, employees choose whether it is public in the feed or only visible to the recipient. Admins can also force birthday and anniversary Cheers to be delivered privately, so celebration posts don't fill the shared feed. --- ## Recruiting Inbox & Candidate Email | flair URL: https://flair.hr/en/recruiting-inbox > Handle candidate email in flair: a Gmail-style Recruiting Inbox in Salesforce, replies from the Employee Hub, templates, mass and scheduled emails. Recruiting Inbox Every Candidate Conversation in One Inbox Read, answer and schedule candidate emails without leaving flair. Recruiters work in Salesforce, hiring managers reply from the Employee Hub, all on one thread. Book a Demo Candidate Communication Without Switching Tools Keep every candidate email next to the application, so recruiters and hiring managers always work from the same conversation. Gmail-Style Inbox A global inbox plus an Inbox tab on every job. Reply, reply-all, forward or compose in one place. Hiring Managers in the Loop Hiring managers read the full thread and reply from the Employee Hub, with no Salesforce access required. Templates and Mass Email Personalize templates with merge fields and email many candidates at once, right away or on a schedule. Knock-Out Criteria Mark application fields or questions as knock-out criteria. Applicants who fail them move to Rejected automatically. Build Career Pages in Minutes Career Portal Builder Attract the Ideal Candidates Interview Intelligence AI interview summaries, transcripts, AI Scores and job descriptions in flair Recruiting. Recruiting Inbox in Salesforce Candidate Email in a Familiar Layout The Recruiting Inbox brings candidate conversations into the Recruiting app in a Gmail-style layout. A home-page card surfaces unread candidate emails, and each job's Inbox tab shares the filters of its candidates table. - Reply, reply-all, forward or compose new emails - Filter a job's candidates by stage, tags or source - Save those filters as a view for later Employee Hub Let Hiring Managers Reply Directly Hiring managers open a candidate in the Employee Hub, read every email sent and received, and reply from a verified company address. Every message stays on the same thread, whether it was sent from Salesforce or the Hub. - No Salesforce access required - Add Cc and Bcc recipients - Admins can hide candidate communication for selected teams Email Templates Send the Right Message at the Right Time Build reusable templates with merge fields for candidate, job and sender details. Send them to one candidate or a whole selection, now or at a scheduled time, and preview each email with merge fields filled in before it goes out. - Adjust a single message without changing the saved template - Change a candidate's funnel stage when scheduling an email - Mass emails to employees and talents from their list views Smart Recruitment Software for Fast Hiring Recruitment Software Harness AI for Efficient Hiring Build Career Pages in Minutes Career Portal Builder Attract the Ideal Candidates User-Friendly Employee Onboarding Software Onboarding Software Optimize Your Onboarding Frequently Asked Questions Do hiring managers need Salesforce access to email candidates? No. Hiring managers of a job see Communication on each candidate's page in the Employee Hub, where they read the conversation and send replies. Sending requires a verified organization-wide email address, which your Salesforce Admin sets up once. Can I send the same email to many candidates? Yes. Select candidates on a job, choose Send Emails to Candidates, pick a template and send now or at a scheduled time. Merge fields personalize the message for every recipient. Can I check a scheduled email before it is sent? Yes. The preview shows scheduled emails on candidate, talent and employee records with merge fields filled in, and you can still edit the subject and content before they go out. How do applications sent by email reach flair? Set up a recruiting email address with Salesforce Email Services. flair creates a candidate record, sends the applicant an automatic reply and notifies a chosen user. A separate address stores incoming or BCC'd emails in an existing candidate's activity history, and you can forward a Gmail or Outlook inbox to it. How do knock-out criteria work? Mark any application field or custom question as a knock-out criterion with a condition, such as an expected salary above your range or no work permit. Applicants who fail it move to Rejected roughly ten minutes after applying. You configure criteria per career portal or per job, and nothing changes until you set them. --- ## Approval Workflows & Request Forms | flair URL: https://flair.hr/en/approval-workflows > Approval software for HR: multi-step approval policies, request forms, date-based alerts and mobile approvals for absences, documents, expenses and more. Approval Workflows Every Request, Routed to the Right Person Set up approval chains once and let flair route absences, documents, expenses and data changes to the right approvers, with a clear audit trail for every decision. Book a Demo Approvals Without Chasing Anyone One approval framework for the whole company: configurable policies, self-service request forms and notifications that reach approvers wherever they work. Multi-Step Approval Policies Route requests to managers, additional managers, employee segments or a custom field, in sequence or in parallel. Use different policies per legal entity. Request Forms for Every Change Employees and managers request data changes or new records in the Employee Hub. You decide which fields, reasons and attachments are required. Alerts Before Important Dates Date-based alert rules notify employees and managers before a probation period ends, a contract expires or a certificate runs out. Approve from Anywhere Approvers get email, Slack, Employee Hub and push notifications and can approve or reject straight from the flair mobile app. Working-Time Compliance Enforce rest periods and statutory breaks, round time consistently and handle sick leave during vacation. Smart Recruitment Software for Fast Hiring Recruitment Software Harness AI for Efficient Hiring Approval Framework One Framework for Every Approval Approval policies define who approves, in which order and under which conditions. Target them at employee segments or whole legal entities, and let matching priority decide when several policies apply. - Absences, documents, certificates, expenses, data changes, goals and compensation reviews - Protected default policies, enable, disable or clone at any time - Pending requests move to the new manager automatically when a manager changes Self-Service Requests Structured Requests Instead of Emails Request forms let employees and managers ask for changes in the Employee Hub, from a new bank account to a salary or position change. Changes are applied automatically or sent for approval, depending on the form. - Update or create records, including specific record types - Categories, segmentation and ready-made templates in English and German - Generate a document or start a workflow from the request Approval Requests All the Context for a Quick Decision Every approval request shows the details that matter: amounts and receipts for expenses, dates and remaining allowance for absences, old and new values for data changes. The approval path shows who has decided and who is next. - Decide in the Employee Hub, in Slack or in the mobile app - Comments and rejection reasons stay in the audit history - Overlapping absences in the team at a glance Absence Management Software Absence Management Time-Off Requests and Approvals Made Easy HR Document Management Software Document Management Securely Store, View, and Share Useful Files Mobile App flair Mobile App More Efficient HR, Wherever You Are Frequently Asked Questions About Approval Workflows Which requests can run through approval workflows in flair? The approval framework covers absences, employee documents, certificates, expenses, employee data change requests, shift changes, goal changes and compensation reviews. Each request type can follow its own approval policy. Can different entities or teams have different approval chains? Yes. Approval policies can target employee segments by department, location, position or legal entity. When several policies match a request, flair uses the one with the highest matching priority. What happens when an employee's manager changes during a pending approval? flair skips the old manager's pending request, creates a new one for the new manager and notifies them. The transfer is recorded in the approval path, so the history stays complete. How do request forms work? HR defines which fields a form can change, who can use it and whether a reason or attachment is required. Depending on the setting, flair applies the change immediately or sends it for approval, and it can also generate a document or start a workflow. What are date-based alert rules? An alert rule watches a date, such as the end of a probation period or a contract, and notifies the employee, their manager or both a set number of days before or after it. Rules can be limited to specific entities, locations or departments and can also trigger on absences. --- ## Performance Calibration Software | flair URL: https://flair.hr/en/performance-calibration > Align performance ratings across teams before they are final. Calibration sessions built on your reviews and goals, with rating history and locked results. Performance Calibration Fair Ratings, Aligned Across Every Team Bring managers together to review and align performance ratings before they are finalised, so the same standard applies to everyone. Book a Demo Calibration That Holds Up to Scrutiny Calibration sessions build on your performance reviews and goals, give every participant the right access and document every rating change. Consistent Ratings Across Teams Managers review ratings side by side and adjust them together, so a rating means the same thing in every team. Calibrators and Observers Invite calibrators who can change ratings and observers with read-only access. Direct managers can be added automatically. Full Rating History Every change records who made it, when, the previous and new rating and an optional note. Locked Final Results Finish a session to lock all ratings. Final results stay available together with their complete audit history. Flexible Performance Review Software Performance Review Software Appraise and Develop Top Talent Goals & OKR Set company, team and individual goals as OKRs or MBOs, with alignment, weights and approvals. Calibration Topics Start from Your Reviews and Goals Generate calibration topics directly from a performance review or an objective period. flair adds the right employees and pulls initial ratings from the managers' review answers. - One topic per review section, objective period or objective category - Add manual topics and adjust employee assignments in a matrix - Add employees' managers as calibrators in one click Calibration Workspace One Grid for Every Rating Calibrators work in the Employee Hub on a grid with employees in rows and topics in columns. They pick color-coded ratings, add notes and save all changes at once. - Only invited participants can see a session - Warnings when another calibrator changed the same rating Every Decision Stays Traceable Click any rating to see its full history: the initial rating, every change, who made it and why. Once the session is finished, all ratings are locked and the final results stay documented. Flexible Performance Review Software Performance Review Software Appraise and Develop Top Talent Compensation Reviews Automate salary and merit review cycles with approval routing, visibility settings, and structured compensation data. Learning Management Create or assign courses, let employees learn in the Hub, and track progress and compliance — all connected to your HR data in flair. Frequently Asked Questions About Performance Calibration What is performance calibration? In a calibration, managers review the ratings of a group of employees together and align them before they are final. This reduces differences between lenient and strict raters and makes ratings comparable across teams. Which ratings can be calibrated in flair? Topics can come from performance review sections, from an objective period or from individual objective categories. You can also add manual topics. For review sections, flair uses the manager's rating as the starting point. Who can see and change ratings in a session? Only invited participants see a calibration session. Calibrators can change ratings while the session is in progress, observers have read-only access. Can we change a session after it has started? Once calibration starts, topics, employees and participants are fixed and flair takes a snapshot of the initial ratings. When you finish the session, all ratings are locked. How does calibration fit with performance reviews and goals? Calibration builds on the performance reviews and goals you already run in flair. Final ratings are stored in the calibration session with their full history, separately from the original review answers. --- ## OKR and Goal Management Software (OKR & MBO) | flair URL: https://flair.hr/en/goals-okr > Manage goals as OKRs or MBOs in flair. Align individual goals to company goals, set weights by category and control changes with phases and approvals. Goals & OKR Connect Every Goal to the Bigger Picture Set company, team and individual goals in one place. Work with OKRs and key results or with MBO scoring, and show how each goal contributes to your strategy. Book a Demo Goal Management That Fits How You Work Choose your objective mode, align goals across levels and decide who can change what, and when. OKR or MBO Track measurable key results with automatic progress, or assess results with predefined options, achievement scales and weighted scores. Aligned Goal Hierarchy Company, team and employee goals, with sub-goals and alignments that show how individual work supports company strategy. Weights and Categories Group goals into categories, set default weights per position and let flair check that weights add up to 100%. Phases and Approvals Allow, deny or require approval for goal changes in each phase of a period, from setup to execution to review. Performance Calibration Review and align performance ratings across teams before they are finalised, with a full history of every change. Learning Management Create or assign courses, let employees learn in the Hub, and track progress and compliance — all connected to your HR data in flair. Goal Hierarchy From Company Goals to Individual Goals Employees and managers see their goals for the selected period on the Goals page in the Employee Hub. Align a goal to one or more company or team goals and follow the full chain in the Hierarchy Structure widget. - Pull a company or team goal into your own goals - Push a goal to employees across your reporting line - Each copy stays linked to its source Weights & Scoring Weighted Results Everyone Can Follow In MBO mode, achievement scales turn a goal's result into a score, and weighted scores roll up into one final score per employee. Managers see each employee's goals, weights, results and scores in the Period Goals Overview, and employees can open their own Scoring Overview. - Predefined result options such as Meets Expectations - Default category weights per position, adjustable per employee - Weight rules per employee or per category Phases & Approvals Control Changes Across the Goal Cycle Each objective period moves through phases such as Setup, Execution and Review. For every phase, decide whether employees may create, update or delete goals, change weights or update progress, and whether a change needs approval first. - Allow, Deny or Require Approval per action - Pending changes shown next to current values in the Hub - Manager and HR changes skip the approval step Flexible Performance Review Software Performance Review Software Appraise and Develop Top Talent Performance Calibration Review and align performance ratings across teams before they are finalised, with a full history of every change. Career Paths Define roles, role families and career levels, and connect them to positions, pay and skills. Frequently Asked Questions About Goals and OKRs What is the difference between OKR and MBO in flair? OKR mode uses measurable key results, and flair calculates a goal's progress from them automatically. MBO mode assesses results at the end of a period using predefined result options or numeric scores, with achievement scales and weighted scoring across categories. You choose the mode per Development Framework. How do key results work? Each OKR goal can have key results of three types: numeric (from an initial value to a target), percentage, or yes/no. A goal's progress is the average of its key results, and its status updates as key result values change. Can individual goals be aligned to company goals? Yes. Goals exist at company, team and employee level, and employee goals can have sub-goals. You can align a goal to one or more company or team goals, and employees can pull a company or team goal into their own goals as a linked copy. Who can see a goal? Each goal has a visibility setting: all the company, management and HR only, or protected, which limits it to explicitly shared users in OKR mode. New goals created in the Employee Hub default to management and HR visibility. Can goals be part of performance reviews? Yes. Link a feedback cycle to an objective time period and choose how goals appear in the review: in a separate section with a sidebar for entering results, or inline as questions. The Development Framework, a paid add-on, controls who may update results during the review. --- ## Working-Time Compliance Software | flair URL: https://flair.hr/en/working-time-compliance > Enforce minimum rest periods and statutory breaks, set break types and time rounding, and convert vacation to sick leave automatically with flair. Working-Time Compliance Working-Time Rules, Applied at Every Clock-In Configure rest periods, legislated breaks and rounding once per Time Framework. flair applies them while employees track time, instead of HR finding gaps weeks later. Book a Demo The Rules You Set, Enforced Automatically Each Time Framework carries its own working-time rules, so different locations and employee groups can follow different requirements. Minimum Rest Periods Require continuous rest since the last clock-out, such as 11 hours, and optionally one longer break in a rolling window. Early clock-ins are blocked. Statutory Breaks Define legislation rules such as a 30-minute break after 6 hours. flair reminds employees, suggests missing breaks and deducts unused break time. Time Rounding Round time entries and breaks to 1, 5, 10, 15 or 30 minutes, to the nearest boundary, up or down, with different rules per employee group. Overlapping Absences When someone falls ill on vacation, sick leave can be requested over the approved vacation. On approval, flair ends the vacation and returns the days. Time Clock Kiosk Turn an Android tablet into a shared time clock with PIN, QR code and a mobile kiosk pass. Approval Workflows Route every request to the right approvers with flexible approval policies, request forms and date-based alerts. Clock-In Check Block Clock-Ins Until the Rest Is Complete Enter the continuous rest required after clock-out on the Time Framework, and optionally a longer break within a rolling window, such as 36 hours within 7 days. If an employee clocks in too early, flair blocks the clock-in and shows how much rest is still required. - Configured per Time Framework - Daily and rolling-window rules can be combined - Later clock-ins that day and manually added entries are not blocked Time Framework Legislated Breaks and Break Types in One Place Set a minimal break length and legislation rules, such as 30 minutes after 6 hours and 45 minutes after 9 hours. flair can notify employees when it is break time, suggest a break at clock-out and deduct unused break time automatically, or always deduct the full legislated break. - Break types such as Lunch, Coffee or Smoke, each with its own duration rules - Employees pick the break type in the Employee Hub or mobile app - Optional warning when a break ends before the minimal length Absence Management Turn Vacation Into Sick Leave Without Manual Fixes Enable overlapping absences on an absence category, and employees can request sick leave over an already approved vacation. Once the sick leave is approved, flair ends the vacation automatically and the days go back to the employee's allowance. - No emails to HR and no manual record edits in Salesforce - Approvers see overlapping absences next to each request - Time tracking can be blocked during approved absences Versatile Time Tracking Software Time Tracking Keep Track of All Working Hours and Breaks Overtime Management Track time balances, pay out overtime as money or time off, and enforce rest periods. Absence Management Software Absence Management Time-Off Requests and Approvals Made Easy Frequently Asked Questions About Working-Time Compliance Does flair make my company compliant with working-time law? flair enforces the rules you configure: rest periods, legislation break rules, time limits and rounding. Which rules apply to your company is your decision, and flair applies them consistently while employees track time. What happens when an employee clocks in before the rest period is over? flair blocks the clock-in and shows how much rest is still required. The check applies to the first clock-in after the rest period; later clock-ins that day and manually added entries are not blocked. How does automatic break deduction work? By default, flair deducts only the difference between the break taken and the legislated minimum. For example, 6h10m worked with 45 minutes required deducts 10 minutes, leaving 6 hours. If you enable full deduction, flair always deducts the whole legislated break, leaving 5h25m. Which rounding options are available? You can round to 1, 5, 10, 15 or 30 minutes. A 1-minute interval only removes seconds; longer intervals round to the nearest boundary, up or down. Time entries and breaks can use different rounding rules for different employee groups. Can I report on adherence to working-time rules? Yes. Timesheet reporting includes a compliance report on adherence to working-time rules, and you can print a Working Time Report for an employee and period from their record in Salesforce. --- ## AI Interview Recording & Candidate Scoring | flair URL: https://flair.hr/en/interview-intelligence > Record online interviews with the flair AI meeting recorder, get summaries and transcripts on the candidate, AI Scores and AI-generated job descriptions. Interview Intelligence Focus on the Candidate, Not on Your Notes The flair AI meeting recorder joins your online interviews and saves a summary and the full transcript on the candidate. AI Scores and AI job descriptions speed up the rest of the hiring process. Book a Demo AI Support Across the Hiring Process From the first job ad to the interview write-up, flair AI takes on the repetitive work so your team can spend its time with candidates. AI Meeting Recorder Enable recording on a scheduled online interview. The recorder joins one minute before the start. Summary and Transcript flair saves an AI summary as a Candidate Note and attaches the full transcript as a text file. AI Score Every new applicant gets a score from 0 to 100 that compares CV and cover letter with the job requirements. Knock-Out Criteria Mark application fields or questions as knock-out criteria. Applicants who fail them move to Rejected automatically. Recruiting Inbox All candidate email in one Gmail-style inbox inside flair. Job Multiposting Advertise jobs on job boards and LinkedIn straight from flair. flair AI Meeting Recorder Every Interview Summarized on the Candidate Open a scheduled online interview on the candidate record and select Enable AI meeting recording. The recorder joins one minute before the start, and a status badge shows its progress without reloading the page. When processing finishes, flair creates a Candidate Note for the candidate's current funnel stage. - Overview, key points, strengths, concerns and notable quotes - Full transcript attached as a text file named Interview Transcript - Rescheduling books a new recorder, canceling removes it Candidate Screening See at a Glance Who Matches the Job With flair AI enabled, each new applicant from your career portal receives an AI Score automatically. The score ranges from 0 to 100: the higher the value, the closer the match between the job requirements, the CV and the cover letter. - AI Score column in the job's candidate table - Key requirements listed with a match and an explanation - Meant for initial screening, the hiring decision stays with your team AI Job Descriptions A First Draft for Every Job Ad Enter a prompt for the role in the Create Job wizard and generate a job description in place. The draft can include a role summary, responsibilities, candidate requirements and benefits, and you review and edit it before you save the job. - Generate or regenerate descriptions for existing jobs - Review accuracy, tone, requirements and benefits before saving - Duplicate an existing job with all details pre-filled Smart Recruitment Software for Fast Hiring Recruitment Software Harness AI for Efficient Hiring Recruiting Inbox All candidate email in one Gmail-style inbox inside flair. Build Career Pages in Minutes Career Portal Builder Attract the Ideal Candidates Frequently Asked Questions What does the AI interview summary contain? flair saves the summary as a Candidate Note for the candidate's current funnel stage. It covers the interview overview, the key points discussed, the candidate's strengths, any concerns and notable quotes, and identifies itself as generated by the flair AI meeting recorder. The full transcript is attached as a text file named Interview Transcript. Which interviews can be recorded? Online interviews scheduled in flair with a meeting URL, in the Scheduled or Candidate Invited state. The recorder joins one minute before the scheduled start. If you reschedule the interview, flair books a new recorder for the new time; if you cancel it, the recorder is canceled automatically. How does the AI Score work? Each new applicant receives an AI Score from 0 to 100 once flair AI is enabled. A higher value indicates a closer match between the job requirements, the CV and the cover letter. Use it for initial screening only: it does not replace your review of the candidate's materials or human judgment in a hiring decision. How do knock-out criteria work? Mark any application field or custom question as a knock-out criterion with a condition, such as an expected salary above your range or no work permit. Applicants who fail it move to Rejected roughly ten minutes after applying. You configure criteria per career portal or per job, and nothing changes until you set them. What do I need to use these features? The AI Score and AI job descriptions require the paid flair AI feature, which an HR Admin enables under HR Admin, Integrations. Interview recording additionally needs the Recruiting Communication integration for interview scheduling. flair AI features are currently in beta. --- ## Internal Mobility and Employee Referral Software | flair URL: https://flair.hr/en/internal-mobility > Publish open jobs in the Employee Hub, let employees share personal referral links and match skills to roles and people with flair. Internal Mobility Fill Roles From Within Your Team Give employees one place to discover open jobs, refer people they know and see which colleagues bring the skills a role needs. Book a Demo Your Next Hire May Already Work Here Open jobs, referrals and skill data live in the same system as your employee records, so internal talent is easy to find. Career Opportunities Employees browse open jobs under Recruiting in the Employee Hub, with the description, department, location and type of employment. Personal Referral Links One click copies a referral link for a job. When a candidate applies through it, flair records who referred them. Skills Match on Every Job Jobs carry required skills. The skills-match badge recognises equivalent skills like React and React.js, even across languages. Similar People Managers and HR see colleagues with overlapping skill profiles, including match percentage and shared skills. User-Friendly Employee Onboarding Software Onboarding Software Optimize Your Onboarding Career Paths Define roles, role families and career levels, and connect them to positions, pay and skills. Career Opportunities Open Jobs Where Employees Already Work Career Opportunities in the Employee Hub lists your open jobs. Each job page shows the full description, the key details and the skills the role requires. - Department, location, type of employment and status at a glance - Required skills defined on the job in the flair Recruiting app - A skills-match badge that also matches translated skill names Employee Referrals Referrals Without Forms or Spreadsheets Employees select Get referrer link on a job and paste the link into a message. The candidate applies like any other applicant, and flair attributes the referral automatically. - A referrer record is created for each employee on their first link - Referred candidates are linked back to their referrer - HR sees who referred whom, so referrals can be rewarded where you run a programme Internal Talent See Who Already Has the Skills Every employee keeps a skills profile in the Employee Hub. On an employee's profile, managers and HR find the Similar People card with colleagues whose skill profiles overlap, a useful starting point for pairing, rotation and internal mobility. Skills Management Map your team's skills, compare them to position targets and staff projects by capability. Career Paths Define roles, role families and career levels, and connect them to positions, pay and skills. Smart Recruitment Software for Fast Hiring Recruitment Software Harness AI for Efficient Hiring Frequently Asked Questions About Internal Mobility What is internal mobility? Internal mobility means filling roles with people who already work for you, through moves, rotations or promotions. flair supports it by showing open jobs to employees in the Employee Hub, recording employee referrals and making skill data visible to managers and HR. Where do employees find open jobs? In the Employee Hub under Recruiting → Career Opportunities. Each job shows its description, department, location, type of employment, status and required skills. From there, employees can also get a referral link for the job. How do employee referrals work in flair? An employee opens a job in the Employee Hub, selects Get referrer link and sends the copied link to someone they know. The job must be live on a connected career portal. When the candidate applies through the link, flair links them to the employee's referrer record, so HR can see who referred whom. How does flair match skills to jobs? Recruiters add required skills to a job in the flair Recruiting app. On job pages in the Employee Hub, the skills-match badge recognises equivalent skills such as React and React.js, even when they are listed in different languages. On candidate records, skills are grouped into matching, missing and other skills. Can we run a job board that only employees can reach? Yes. On a career portal in Salesforce, the Allowed IP Ranges setting restricts access to networks you list, such as your office or company VPN. It accepts IPv4 and IPv6 addresses and CIDR ranges. Left empty, the portal stays open to everyone. --- ## Job Multiposting & Job Board Advertising | flair URL: https://flair.hr/en/job-multiposting > Advertise jobs from flair: order job board campaigns via VONQ, let candidates Direct Apply, sync jobs to LinkedIn Recruiter and post organically for free. Job Multiposting Reach Candidates on Every Job Board That Matters Order job board campaigns, collect applications made on the board itself and feed your open jobs to LinkedIn, all from the job record in flair Recruiting. Book a Demo One Job Record, Many Channels Publish once in flair and choose how far each job travels: paid campaigns, Direct Apply, LinkedIn Recruiter or free organic distribution. Job Board Marketplace Browse recommended boards with price and placement duration, add them to a cart and order a campaign from the job. Direct Apply Candidates apply on the job board itself. flair creates the candidate, attaches the CV and stores screening answers. LinkedIn Job Wrapping An XML feed imports your open jobs into LinkedIn Recruiter about every six hours, with no manual reposting. Organic Job Posting Distribute published jobs for free across a network of job boards and partner websites, alongside paid campaigns. Interview Intelligence AI interview summaries, transcripts, AI Scores and job descriptions in flair Recruiting. User-Friendly Employee Onboarding Software Onboarding Software Optimize Your Onboarding flair Advertising Order a Multiposting Campaign in a Few Clicks Connect flair Advertising on a job and open the job board catalog. flair recommends boards based on the job's category, industry and location, and shows each board's description, price and placement duration before you add it to the cart. - Pay the catalog price through your flair subscription, no separate VONQ contract - Track each campaign's status, cost and clicks - Get warned only about fields a board requires Apply on the Board Keep Candidates on the Board, Keep the Data in flair With Direct Apply, candidates complete their application on the job board instead of being sent to a separate form. Add screening questions at checkout, and flair creates the candidate on the job with the CV and the answers attached. - Screening questions with the types and limits each board supports - Stage changes, hires and rejections are reported back to the board - Enabled per board by your account manager LinkedIn and Free Distribution Put Your Open Jobs Where Candidates Search With a LinkedIn Recruiter contract, LinkedIn Job Wrapping imports your open flair jobs from a Career Portal feed about every six hours. Organic job posting distributes published jobs for free across a network of job boards and partner websites, and closed jobs leave the feed automatically. - Applications are tagged with their origin for channel reporting - Disable organic posting per Career Portal or exclude single jobs - See the candidate count on the job's Organic card Smart Recruitment Software for Fast Hiring Recruitment Software Harness AI for Efficient Hiring Build Career Pages in Minutes Career Portal Builder Attract the Ideal Candidates Recruiting Inbox All candidate email in one Gmail-style inbox inside flair. Frequently Asked Questions Do I need my own VONQ contract? No. You pay flair the catalog price, charged to the payment method used for your flair subscription. You cannot use an existing LinkedIn contract through this catalog. What happens when a candidate uses Direct Apply? flair creates the candidate on the job, attaches the CV and stores the answers in Screening questions (Direct Apply). When you move the candidate to another stage, hire, reject or delete them, flair reports the change back to the board. Which job boards require Direct Apply? From the end of August 2026, LinkedIn, Indeed, SEEK, Naukri, InfoJobs and some other boards require Direct Apply at the platform level. Your account manager activates Direct Apply per board; until then, its controls do not appear at checkout. What is the difference between LinkedIn Job Wrapping and organic LinkedIn posting? Job Wrapping imports your open jobs into LinkedIn Recruiter about every six hours and requires a LinkedIn Recruiter contract. Organic posting delivers jobs through LinkedIn's basic job posting once a Company Page admin enables it. Use one per Career Portal to avoid duplicate listings. Can I stop a campaign or keep a job out of organic posting? You can stop a paid campaign at any time, but it cannot be restored and is still charged. Organic posting can be disabled for a whole Career Portal or for single jobs, and closed jobs are removed from the organic feed automatically. --- ## Compensation Review Software | flair URL: https://flair.hr/en/compensation-reviews > Automate salary and merit review cycles with manager input, approvals, visibility settings, and structured compensation data. Compensation Review Software Automate Salary and Merit Reviews Run structured salary review cycles, collect manager recommendations, route approvals, and keep compensation decisions transparent with flair. Book a Demo Keep Every Salary Review Structured and Controlled flair helps HR teams automate recurring review work while keeping managers, approvals, visibility rules, and audit-friendly records in one workflow. Salary and merit cycles Create review rounds with clear timelines, effective dates, eligibility rules, and budget context. Strong approval routing Route recommendations through the right stakeholders before salary changes are finalized. Visibility settings Control who can see salary data, manager inputs, review status, and final decisions at each step. Automated workflows Reduce manual follow-ups with automated status changes, notifications, and review handoffs. Expense Management Software Expense Management Capture receipts, approve expense groups together and reimburse employees faster. Pay Transparency Software Pay Transparency Prepare for EU pay transparency with pay gap analyses, documented worker categories and clear pay bands. HR Overview Manage Every Review Round From One Place Give HR a clear overview of cycle status, included employees, budget impact, approval progress, and compensation changes. flair keeps salary review data connected to employee records and payroll-relevant information. Salesforce Review Review Merit Changes Inside Salesforce Use Salesforce-native review views for compensation inputs, merit percentages, pay band checks, and employee-level inclusion. HR can apply bulk changes while still reviewing every recommendation. Manager Hub Collect Manager Recommendations Securely Let managers contribute recommendations through a focused hub experience. Role-based visibility helps teams collaborate without exposing sensitive compensation details beyond the people who need them. Approvals & Visibility Build an Auditable Compensation Process Define approval paths, visibility rules, and automated handoffs so every review round is easier to track. flair supports transparent processes for salary decisions and pay transparency preparation without replacing legal advice. Simple, Structured Payroll Software Ensure Payday Runs Smoothly Every Time Flexible Performance Review Software Performance Review Software Appraise and Develop Top Talent Employee Hub Simplify everyday HR tasks with the self-service Employee Hub for time tracking, absence requests, documents, employee engagement, and more. Compensation Review FAQs What is a salary review cycle? A salary review cycle is a structured process for reviewing pay changes, merit increases, budgets, approvals, and effective dates. flair helps HR teams organize that process in a consistent workflow. Can managers participate in compensation reviews? Yes. flair can support manager input through focused hub components and Salesforce views, while visibility settings help restrict sensitive compensation information to the right roles. Does flair help with pay transparency preparation? flair helps structure salary review data, approvals, and visibility settings so compensation decisions are easier to document and review. It does not replace legal advice on specific Entgelttransparenzgesetz or pay transparency obligations. See Compensation Reviews in flair Talk to our team about automating salary review rounds, manager recommendations, approvals, and visibility settings in your HR workflow. Request a Demo Explore the Salesforce and Employee Hub review experience Map your salary review and approval process See how flair connects compensation workflows with HR data --- ## Multi-Entity HR Software for Group Companies | flair URL: https://flair.hr/en/multi-entity-hr > Manage legal entities, payroll territories, visibility and Employee Hubs per entity in one Salesforce-native HR platform with flair. Multi-Entity HR One HR Platform for Every Entity in Your Group Holding, subsidiaries, several countries: flair keeps employees, payroll data and permissions for all your legal entities in one Salesforce org, while each entity keeps its own rules. Book a Demo Built for Group Structures Entities, countries and access rules, configured once in Salesforce. Legal Entities Assign each employee contract, job and candidate to an entity and use it in approvals, documents and pay gap analysis. Payroll Territories Group employees into payroll territories, each with its own country and currency, and prepare payroll runs per territory. Visibility per Entity Visibility scopes restrict which employee records a user sees by department, location or entity. An Employee Hub per Entity Give each brand or legal entity its own Employee Hub with its own domain, login page and logo. HR Administration Software HR Administration Employee records, documents, workflows and permissions in one Salesforce-native system. HR Software for Mid-Sized Companies One HR platform for recruiting, time, absences, payroll prep and development, built on Salesforce. Entities & Org Structure Your Group Structure in One System Create an entity for each company in your group and assign it on the employee contract. flair uses the entity wherever you need to separate or combine data, from org chart and position management to approvals and documents. - Reporting lines across teams, departments, locations and business entities - Approval policies that cover a whole entity instead of every location inside it - Company documents shared only with the employees of one entity Payroll & Local Rules Local Rules for Every Country Set up a payroll territory for each country or region, with its own currency, and configure payroll to follow local law. Public holiday calendars cover the countries and regions where your employees work. - Payroll territories with country and currency - Payroll documents and exports per territory, including DATEV for German territories - Pay gap analysis for the whole company or per entity Permissions & Employee Hubs The Right Access for Every Entity Salesforce permission sets control what each role can do. Visibility scopes then restrict records by department, location or entity, so local HR teams work with their own employees. Each brand or legal entity can run its own Employee Hub from the same flair org. - Visibility scopes by department, location or entity - Separate Employee Hubs with their own domain, logo and SSO - Career portals that show jobs by location, department and entity Multi-Country HR Software Made for International Organizations Localize All Your HR Processes Position Management Position Management Software Optimize Your Workforce Planning Simple, Structured Payroll Software Ensure Payday Runs Smoothly Every Time Frequently Asked Questions About Multi-Entity HR How does flair handle several legal entities? In flair, each company in your group is an entity record in Salesforce. You assign the entity on the employee contract and, optionally, on jobs and candidates. All entities live in one flair Salesforce org, so group-wide reporting and entity-specific processes use the same data. Can HR teams only see the employees of their own entity? Yes. After permission sets grant access to the records, visibility scopes restrict them by department, location or entity. Users with View All or Modify All access, such as system administrators, are not restricted by visibility scopes. Can each entity have its own Employee Hub? Yes. An organization with several brands or legal entities can run separate Employee Hubs from one flair Salesforce org. Each Hub has its own domain, login page, logo and entity assignments, and employees are routed to the Hub of their entity. How does flair support payroll in several countries? You create a payroll territory per country or region, each with its own country and currency, and assign employees to it. flair organizes the employee data for each payroll run, generates payroll documents and connects to finance and payroll apps, for example DATEV for German payroll territories. Do we need Salesforce to use flair? flair is built natively on Salesforce and works best for companies that already use it. Companies without Salesforce can still use flair without any limitations to its functionality: we set up a Salesforce instance through which they access flair. --- ## HR Administration Software for Employee Records | flair URL: https://flair.hr/en/hr-administration-software > Manage employee records, personnel documents, onboarding and offboarding and access rights in one HR administration software, natively on Salesforce. HR Administration Software HR Administration Software: All Employee Data in One Place Employee records, contracts, documents and the org structure in one system. HR keeps a complete history, employees update their own data in the Employee Hub, and every change goes through your approvals. Book a Demo Less Admin, More Overview The core of your HR work, structured once in Salesforce. Employee Records with History Every change to salary, position, contact details or manager is recorded, and changes can be scheduled with an effective date. Digital Personnel Files Store contracts, certificates and payslips per employee, upload payslips in bulk and decide who can see each document. Onboarding & Offboarding Reusable workflow templates assign tasks, uploads, data requests and signatures relative to the start or end date. Access Under Control Permission sets and visibility scopes restrict records by department, location or entity. HR Software for Mid-Sized Companies One HR platform for recruiting, time, absences, payroll prep and development, built on Salesforce. HR Software for Multi-Entity Companies Multi-Entity HR Run HR for several legal entities, locations and countries in one Salesforce org. Employee Records One Record per Employee, Always Up to Date flair keeps employee master data, teams, departments and reporting lines in one place. The Employee History shows every change as a list or timeline, and scheduled changes take effect on the right date for payroll and reports. - Bulk updates from a CSV file with the Data Import Wizard - End dates instead of deletion, so retention periods are kept - Ready-made reports, plus your own custom reports Personnel Files & Documents Personnel Files Without Paper Organise company and employee documents in nested folders. Employees find their payslips and certificates in the Employee Hub and only see the folders they are allowed to see. - Mass upload that matches payslips to employees by file name - Contracts and letters generated from Word templates with flair data - Electronic signatures with flair eSign (add-on) Employee Hub & Approvals Employees Keep Their Own Data Current In the Employee Hub profile, employees view and update their contact, bank and tax details. Profile changes and document uploads go through the approval framework, with multi-step approvals where you need them. - Profile, documents, inventory and expenses in one place - Org chart filtered by entity, location and department - Team history for managers under My Team HR Document Management Software Document Management Securely Store, View, and Share Useful Files Company Org Chart for Better Collaboration Dynamic Organizational Charts Visualize Your Company Structure Employee Hub Simplify everyday HR tasks with the self-service Employee Hub for time tracking, absence requests, documents, employee engagement, and more. Frequently Asked Questions About HR Administration Software What is HR administration software? HR administration software manages the core employee data a company needs every day: master data, contracts, personnel documents, org structure, entries and leavers. It replaces spreadsheets and paper files with one system that keeps a history of changes and controls who can see what. Can employees update their own data? Yes. In the Employee Hub, employees view and update their contact, bank and tax information. Changes go through the approval framework before they are saved. How does flair handle documents and personnel files? Documents are stored per employee and in company folders with visibility rules. Payslips can be uploaded in bulk and matched to employees by file name, contracts can be generated from templates, and documents can be signed with flair eSign, a paid add-on. What happens to employee data when someone leaves? flair recommends setting an end date instead of deleting the employee record. Offboarding sets end dates on the employee, workload, absence policies, salaries and recurring compensation, so balances are recalculated and data subject to legal retention periods is kept. Do we need Salesforce to use flair? flair is built natively on Salesforce and works best for companies that already use it. Companies without Salesforce can still use flair without any limitations to its functionality: we set up a Salesforce instance through which they access flair. --- ## Legal URL: https://flair.hr/en/legal > Find all flair legal documents in one place: terms and conditions, order form, service level agreement, privacy policy, DPA and service description. # Legal Page - [Terms and Conditions for Support and Additional Services](/en/legal/terms-and-conditions-for-support-and-additional-services) - [Terms and Conditions for SaaS](/en/legal/terms-and-conditions-for-saas) - [Terms and Conditions for Implementation Services](/en/legal/terms-and-conditions-for-implementation-services) - [Order Form SaaS](/en/legal/flair-order-form-saas) - [Service Level Agreement for flair.hr SaaS-Solution](/en/legal/service-level-agreement-for-flair-hr-saas-solution) - [Privacy Policy](/en/legal/privacy-policy) - [SaaS Service Description](/en/legal/saas-service-description) - [flair DPA](/en/legal/flair-dpa) - [Implementation Description](https://deserving-broccoli-594d4e06a7.media.strapiapp.com/flair_implementation_description_en_b330a084_d92ed57ca9.pdf) - [Premium / Additional Service Level Agreement](https://deserving-broccoli-594d4e06a7.media.strapiapp.com/psla_service_level_agreement_for_premium_support_3083b973_1ee9e9d1ee.pdf) --- ## SaaS Service Description URL: https://flair.hr/en/legal/saas-service-description > SaaS service description: an overview of the functions of flair.hr, the cloud-based HR software whose data is stored on the Salesforce platform. # SaaS Service Description Overview of the SaaS functions of flair.hr GmbH, as of 02/2025 flair.hr is a comprehensive, cloud-based HR software solution that has been specially developed to efficiently manage and optimize complex company structures. Our platform offers a wide range of functions to support HR departments and the management of their employees. The data is stored on the Salesforce platform, which provides the basis for the flair.hr solution and ensures the highest security standards. flair HR offers a flexible and scalable solution that adapts to the specific needs of your organization while enabling user-friendly and efficient management of your HR processes and the associated personnel. 1.1 Module: Time and Attendance ● Self Service Portal for employees: Enables employees to manage their attendance times and absences independently. ● Absence and holiday management: Management of holiday requests and absences. ● Time recording and project time recording: Recording of working times and allocation to projects. ● Digital personnel file and master data management: centralized management of employee information. ● flair Mobile App: Available for iOS and Android for mobile time recording and management. 1.2 Module: HR Administration ● Workflow management: Automated workflows for HR processes such as onboarding and offboarding. ● Document Management & E-Signing: Management of documents and digital signature functions. ● Position Management and Org Chart: Management of positions and organizational structures. ● Inventory Management: Management of company resources. ● Org Chart and Intranet: organization chart and internal communication portal. ● HR helpdesk and ticketing incl. whistleblowing function: support system for HR enquiries and reports. ● Reports and dashboards: Analyses and reports for HR key figures. 1.3 Module: Performance management ● Performance appraisals: Evaluation of employee performance. ● Feedback cycles: Regular feedback rounds and evaluations. ● Company Goals and OKRs: Management and tracking of company, departmental and personal goals (OKRs). ● Employee surveys and check-ins: Surveys and regular status enquiries. ● Skill management: Management of employee skills. ● Peer reviews: Peer reviews and 360° feedback. ● Employee Recognition: Recognising employee performance. ● Intranet and Announcements: Announcements and notifications/ Intranet function. 1.4 Module: Recruiting ● Candidate management and talent pool: Management of applicants and talents. ● Position management: Management of positions/hierarchies and vacancies. ● Contract and offer management and e-signing: Management and digital signing of contracts, supplementary agreements and offers. ● Career portal: Customized career site for applicants to register applications (includes: 250 active job advertisements per month). 1.5 Recruiting Plus Addon ● Multiposting: Multiposting: Extended functions for the publication of organic job adverts (including: 100 active job adverts per month). ● Bring your Contract: Integration of existing contracts from career portals for job advertising. ○ Third party Product usage: VONQ ● CV Parsing: Automated processing of CVs (includes: 100 Parsings per month). ● Skill management: Automated skill screening and evaluation of candidates. 1.6 Module: Payroll ● Datev export: Seamless import process with preparatory DATEV file. ● Preparatory payroll accounting: Support with payroll accounting. ● Payroll Territories: Management of payrolls in different companies, regions or countries. ● Wage types: Management of various salary types. ● Cost centers: Allocation of salary costs. ● Data export: Export of salary data via CSV, ASCII, PDF and other formats. ● Expense management: Management of expenses and receipts. 1.7 Module: Shift planner ● Shift management: planning and management of shifts. ● Skills management: Assignment of employees based on skills. ● Self Service Portal: Employees can manage their shifts themselves. ● Export and print version: Export and print shift plans. ● Location management: Enables the assignment of shifts and locations. 1.8 Additional functions of the software platform: ● Individual authorisation profiles for users: Individually graded access rights. ● Supports single sign-on (Microsoft and Google): Simplified login via existing accounts. ● Personal Salesforce instance (for OEM customers): Integration with the Salesforce platform. ● Supports bulk document upload via Salesforce API: Efficient upload of documents. ● Data export to Excel and CSV: Simple data processing. --- ## 7 Reasons for HR on Salesforce URL: https://flair.hr/en/flair-library/hr-on-salesforce > Thanks to its technology and wide-ranging capabilities, Salesforce is a powerful platform for much more than CRM. Here are seven reasons to migrate your HR… ## An Enterprise Platform for Your HR Salesforce is best known as the world's leading CRM platform. But there is much more it can do. Thanks to its technology and wide-ranging capabilities, Salesforce can be a powerful platform for many other areas of business, including HR and recruitment. Take a look at seven good reasons to migrate your HR data and processes to Salesforce. ## What's inside The infographic starts from a common problem: many HR teams work with a fragmented toolset, with key data in spreadsheets or on paper and processes spread across isolated tools, which leads to time-consuming admin and inconsistent records. It then gives seven reasons to run HR on Salesforce: - **1. A single unified platform:** HR data sits next to other core business functions, giving one reliable source of data instead of several disconnected systems and files. - **2. Automation and AI:** workflow rules automate HR processes from time tracking to payroll, and Salesforce's Einstein AI provides recommendations and predictions for HR decisions. - **3. Flexibility and customization:** custom workflows, fields, objects and rules let you tailor processes to different teams, locations and entities without workarounds. - **4. Powerful analytics:** pre-built and custom reports and dashboards help managers monitor key HR metrics and make data-based decisions. - **5. High scalability:** Salesforce has over 150,000 customers, including Spotify, Amazon Web Services and T-Mobile, and scales further than spreadsheets or point solutions. - **6. Robust security:** data encryption, threat detection, audit trails, role-based access control and disaster recovery protect sensitive HR data. - **7. A wide variety of integrations:** more than 3,000 apps and components on the AppExchange make it easier to connect HR with ERP, finance and other business software. ### Key takeaways - Fragmented HR tools cost time and create inconsistent data; one platform addresses both. - Salesforce's automation, reporting and permission model apply to HR as much as to sales. - Running HR where the rest of the business already works simplifies integrations. Download the full infographic below for all seven reasons on one page. HR Tech Download our Guide Helpful Resources for Your HR Success --- ## Brainstorming Session Template for Teams URL: https://flair.hr/en/flair-library/brainstorming-session-template > Boost creativity and collaboration with this brainstorming session template. Organize ideas, prioritize solutions, and plan projects effectively. Download now… ## Plan Effective Brainstorming Sessions with This Template Take the guesswork out of brainstorming with this structured session template. Designed to spark creativity and foster collaboration, this guide helps teams generate and organize ideas effectively. ### This template includes: - Step-by-step instructions for planning and running brainstorming sessions - Techniques for idea generation, categorization, and prioritization - Tips for turning creative concepts into actionable project plans **Download now** to supercharge your team’s creativity and turn great ideas into reality! ## What's inside The template is a fill-in Google Doc that walks you through one brainstorming session from preparation to follow-up: - **Session title and objective:** fields to name the session (e.g. "Marketing Campaign Ideas for Q2") and define its goal. - **Preparation:** a materials list (whiteboard or flip chart, sticky notes or a digital tool such as Miro or Jamboard, markers) and prep steps such as sharing the objective and agenda in advance. - **Step 1 – Define the problem (10–15 minutes):** outline the challenge and give background, with an example prompt. - **Step 2 – Idea generation (20–30 minutes):** three techniques – mind mapping, rapid-fire ideas with a 10-minute timer, and reverse brainstorming – plus ground rules: no idea is too wild, no criticism at this stage. - **Step 3 – Categorize and prioritize (15–20 minutes):** cluster similar ideas and rate each one from 1 to 5 for feasibility and impact. - **Step 4 – Action planning (10–15 minutes):** pick the top 2–3 ideas and assign next steps to named owners. - **Follow-up:** share a summary and a timeline for next steps, and ask participants what worked and which ideas are still worth exploring. ### Key takeaways - Send the objective and agenda before the session, not during it. - Separate idea generation from evaluation so criticism doesn't stall creativity. - Score ideas on feasibility and impact to make prioritization objective. - Leave the session with 2–3 ideas, each with an owner. Download the full template below to plan and run your next brainstorming session step by step. Work Culture Download our Guide Helpful Resources for Your HR Success --- ## 7 Tips To Reduce Employee Turnover URL: https://flair.hr/en/flair-library/employee-turnover-guide > A higher employee retention rate saves recruiting and training costs. Download our free guide to learn seven ways to reduce your turnover rate. ## Create a Culture That Improves Employee Retention A higher employee retention rate helps keep top talents in your organization for longer and saves recruiting and training costs. In this guide, you'll learn seven ways to reduce your turnover rate, including: - Enhancing your recruitment and onboarding processes - Providing development opportunities for your employees - Offering competitive wages, benefits, and team-building activities ## What's inside The guide sets out seven steps to reduce employee turnover. It opens with a Work Institute figure: nearly 38% of employees quit within a year of joining. - **1. Optimize recruitment:** write accurate job ads, keep applications simple, respond quickly and share feedback. Cites Harvard Business Review: 80% of employee turnover is due to bad hiring decisions. - **2. Provide an engaging onboarding journey:** structured workflows, reminders and a pre-onboarding portal so new hires can prepare before day one. Cites Brandon Hall Group: effective onboarding improves new-hire retention by 82% and productivity by more than 70%. - **3. Offer attractive compensation and benefits:** ask employees which benefits they value, and reward loyalty, e.g. with extra paid time off after a set number of years. Per Gallup, pay and benefits was the main reason for leaving for 16% of respondents. - **4. Ensure a healthy work-life balance:** maximum working hours, minimum breaks, break reminders and shift planning that prevents excessive overtime. Gallup: 62% rate better work-life balance and wellbeing as very important when considering a new job. - **5. Encourage employee development:** regular structured feedback and comparing manager reviews with self-assessments. LinkedIn: 94% of employees stay longer at companies that invest in their development. - **6. Create motivating career paths:** make the org structure and vacant positions visible to plan internal moves and succession. - **7. Keep employees engaged:** recurring eNPS surveys, check-ins and engagement questionnaires tracked over time. Gallup links higher engagement to 21% higher profitability. ### Key takeaways - Retention starts with the candidate experience, before the first day. - The first weeks are decisive; structure and automate onboarding. - Ask employees which benefits they actually want before designing a benefits plan. - Visible career paths keep ambitious employees from looking elsewhere. Download the full guide below for practical examples for each of the seven steps. Work Culture Download our Guide Helpful Resources for Your HR Success --- ## Employee Welcome Email Scripts for Onboarding Success URL: https://flair.hr/en/flair-library/employee-welcome-email-scripts > Welcome new hires with these ready-to-use email scripts. Create a warm, professional onboarding experience with clear communication. Download now from flair! ## Create a Great First Impression with These Welcome Email Scripts Onboarding starts with a warm welcome! These email scripts help you create clear, professional, and friendly communications to guide new hires through their first steps. ### This toolkit includes: - Ready-to-use scripts for pre-start, first-day, and general welcome emails - Customizable templates to match your company tone and values - Tips for setting the right tone and ensuring a smooth onboarding experience **Download now** to streamline your onboarding process and make every new hire feel valued from day one! ## What's inside The download contains three ready-to-edit welcome email scripts plus five tips for writing them. **Tips for success** - **Personalize the message** with the new hire's name, role and team. - **Set clear expectations:** start time, location or remote log-in details, and an overview of the first-day schedule. - **Show excitement** about their arrival and how they will contribute. - **Provide practical resources** such as onboarding documents, pre-start tasks or helpful links. - **Offer support:** name a contact person for questions and say who will greet them on day one. **The three scripts** - **General welcome email** ("Welcome to the [Company Name] Family!"): confirms the job title and start date, previews first-day activities such as a team welcome, IT setup and project overview, and names a contact person. - **Pre-start email** ("Getting Ready for Your First Day at [Company Name]"): lists start date and time, office address or log-in details, what to bring (e.g. a photo ID) and how the team introduction will work. - **First-day email** ("Welcome to Your First Day at [Company Name]!"): tells the new hire whom to meet, where and when, lists the day's first three activities, and mentions extras such as a team lunch. Every script uses placeholders in square brackets, so you only need to fill in names, dates and details. ### Key takeaways - Send more than one email: one before the start date and one on the first day. - Always include logistics – time, place or log-in, and what to bring. - Name a real contact person the new hire can reach out to. Download the full set of scripts below to send consistent, personal welcome emails to every new hire. Work Culture Download our Guide Helpful Resources for Your HR Success --- ## Tips for Planning Your Holiday Calendar Effectively URL: https://flair.hr/en/flair-library/holiday-calendar-planning > Stay organized with these tips for planning your holiday calendar. Align schedules, manage leave, and prepare for peak periods with ease. Download now from… ## Plan Your Holiday Calendar with These Essential Tips Managing holiday schedules can be tricky, but this guide simplifies the process. Learn how to align team calendars, manage leave requests, and prepare for key dates effectively. ### This guide includes: - Strategies for aligning team schedules with public holidays - Tips for managing peak periods and avoiding scheduling conflicts - A checklist for planning leave and ensuring smooth operations **Download now** to streamline your holiday calendar planning and keep your team organized year-round! ## What's inside This one-page guide, written for the 2025 calendar year, groups holiday planning into four areas – useful whether you plan your own time off or manage a team's leave: - **1. Public holiday checklist:** align leave with public holidays to make the most of long weekends and plan time off strategically. - **2. Staff coverage templates:** keep operations running during busy holiday periods by - allocating tasks, - balancing workloads, and - making sure enough people are available while others are on leave. - **3. Leave management tips:** build a fair and efficient leave process by - balancing team schedules, - prioritizing critical coverage periods, and - encouraging employees to plan ahead. - **4. Event planning guides:** organize holiday parties and team-building activities with - step-by-step planning checklists, - tips for coordinating dates around public holidays, and - ideas for bringing the team together. ### Key takeaways - Start with the public holiday calendar, then plan leave around it. - Decide on minimum coverage for critical periods before approving requests. - Ask employees to submit leave early so conflicts surface in time. - Schedule team events with public holidays and peak leave periods in mind. Download the full guide below for a compact overview of holiday and leave planning for your team. Work Culture Download our Guide Helpful Resources for Your HR Success --- ## Interview Questions Toolkit for Better Hiring Decisions URL: https://flair.hr/en/flair-library/interview-questions-toolkit > Streamline your hiring process with this interview questions toolkit. Includes 6 categories of curated questions to assess skills, fit, and potential… ## Streamline Your Hiring with This Interview Questions Toolkit Finding the right candidate starts with asking the right questions. This comprehensive interview toolkit provides you with a curated set of questions designed to help you evaluate skills, cultural fit, and potential effectively. ### This toolkit includes: - 6 categories of interview questions for structured, insightful conversations - Questions to assess skills, problem-solving, teamwork, and leadership - Tips for customizing questions to match your specific hiring needs **Download now** to make confident, informed hiring decisions with ease! ## What's inside The toolkit contains 30 interview questions in six categories, with five questions each, plus guidance on how to use them. - **Icebreakers and general background:** e.g. "What attracted you to this role and our company?" and "How does this role align with your long-term career goals?" - **Role-specific skills and knowledge:** e.g. "Tell us about a time you had to learn a new skill quickly for your job." - **Problem-solving and critical thinking:** e.g. "How do you approach prioritizing multiple tasks under tight deadlines?" and "Have you ever made a mistake at work? How did you handle it?" - **Teamwork and collaboration:** e.g. "How do you handle conflicts with coworkers or team members?" - **Leadership and initiative:** e.g. "Can you describe a situation where you took initiative without being asked?" and "How do you approach delegating tasks?" - **Cultural fit and company values:** e.g. "What kind of work environment helps you thrive?" and "What do diversity, equity, and inclusion mean to you in a professional setting?" ### How to use the questions - **Customize for the role:** not every question fits every position; pick the most relevant ones per category. - **Structure the interview:** for example, open with icebreakers, move to role-specific skills and close with cultural fit. - **Adapt to the candidate:** focus on learning potential for entry-level roles and on leadership and problem-solving for senior roles. - **Keep it conversational:** treat the list as a guide, not a script, and ask follow-up questions. - **Pro tip:** pair the questions with a structured rating system so you can evaluate all candidates consistently and fairly. Download the full toolkit below for all 30 questions in an editable document. Download our Guide Helpful Resources for Your HR Success --- ## Job Description Script Templates for Hiring Success URL: https://flair.hr/en/flair-library/job-description-script-templates > Craft clear, compelling job descriptions with these fill-in-the-blank templates. Save time and attract top talent effortlessly. Download your toolkit now from… ## Create Job Descriptions with Ease Using These Script Templates Writing job descriptions doesn’t have to be time-consuming. These fill-in-the-blank templates help you craft clear, engaging descriptions that attract the right candidates for your team. ### This toolkit includes: - Easy-to-use templates with customizable sections for key details - Guidance for creating inclusive and impactful job descriptions - Versatile scripts for various roles and industries **Download now** to save time and streamline your hiring process with confidence! ## What's inside The download contains three fill-in-the-blank job description templates. Each follows the same structure – intro paragraph, responsibilities, requirements, benefits and an "About Us" section – with example text in square brackets to replace. - **General job description:** a flexible template for most roles. Examples include "Develop and execute marketing campaigns", "3+ years of experience in marketing or a related field", and benefits such as flexible or hybrid work, professional development programs and health benefits. - **Creative role job description:** aimed at design and content roles, e.g. "Ensure brand consistency in all visual materials", "A strong portfolio showcasing your design expertise" and experience with tools like Photoshop and Illustrator. Benefit prompts include creative freedom, access to tools such as Adobe Suite or Canva, and mentorship or portfolio reviews. - **Technical role job description:** for engineering roles, e.g. "Develop, test, and maintain high-quality software solutions", proficiency in languages or tools such as JavaScript, Python or AWS, and strong debugging and analytical skills. Each template ends with a call to apply and an "About Us" block where you describe your mission, culture and values. ### Key takeaways - Open with the purpose of the role in one sentence before listing tasks. - Keep responsibilities and requirements to three concrete bullet points each. - Pair every benefit with what it means for the candidate, e.g. flexible work "to help you achieve work-life balance". - Use the "About Us" section to describe culture and values, not just the product. Download the templates below to write consistent job descriptions for general, creative and technical roles. Download our Guide Helpful Resources for Your HR Success --- ## Meeting Agenda Templates for Productive Presentations URL: https://flair.hr/en/flair-library/meeting-agenda-slide-templates > Enhance your meetings with agenda templates designed for productive presentations. Keep sessions focused and impactful. Download now from flair! ## Meeting Agenda Templates for Productive Presentations Maximize the impact of your meetings with these customizable agenda templates. Designed for clear communication and focus, they help you deliver engaging presentations that drive results. ### This guide includes: - Recipe for structuring clear and impactful sessions - Professional meeting agenda templates for presentations - Google Slides Format suitable for team meetings, strategy planning, and brainstorming **Download now** to create presentations that keep your team aligned and on track! ## What's inside The download is an editable Google Slides deck with a one-slide guide to building an agenda and three agenda slide layouts you can copy into your own presentations. **Recipe for an effective agenda – six ingredients** - **Objective:** clearly define the meeting goals. - **Attendees:** list the relevant participants and their roles. - **Topics to cover:** prioritize topics by relevance and urgency. - **Time allocation:** assign a time slot to each topic. - **Pre-meeting preparation:** share the agenda and required materials in advance. - **Action items:** end with next steps and responsibilities. **Three agenda slide templates** - **Objective-led layout:** objective blocks with short descriptions and a logo placeholder. - **Topic layout:** three numbered topics, each with a description. - **Visual layout:** three headings with short text and an image placeholder each. All slides use placeholder text, image and logo areas, so you can drop in your own content and branding. ### Key takeaways - Write the meeting objective down before choosing topics. - Give every topic a time slot so the meeting stays on schedule. - Send the agenda and materials before the meeting. - Close every meeting with action items and owners. Download the slide templates below to give your next team meeting or strategy session a clear structure. Work Culture Download our Guide Helpful Resources for Your HR Success --- ## Physical Time Tracking – Methods and Benefits URL: https://flair.hr/en/flair-library/physical-time-tracking > From touchscreen attendance kiosks to RFID-enabled clocking-in machines, physical time tracking systems are the most reliable way to record employee working… ## The Most Reliable Way To Track Time Keeping a record of employee working hours is essential – but how accurate are your time entries? Employees forgetting to clock in and mistakes in data entry or calculation can quickly lead to inaccurate records and incorrect payroll. This guide presents effective solutions for time tracking based on actual employee presence. It covers: - The cost of inefficient time tracking - 3 methods of physical time tracking - The benefits of using an integrated solution for physical time tracking ## What's inside This fact sheet covers physical time tracking: hardware devices for clocking in, combined with software that stores and analyzes the data. It has four parts: - **The cost of inefficient time tracking:** manual methods such as spreadsheets, punch cards and paper lead to - **human error** – forgotten breaks and miscalculated hours; surveys cited in the sheet found 49% of employees would leave after only two payroll mistakes (HR Daily Advisor), - **time theft** – rounding up hours, skipping break entries or "buddy punching", which can cost companies up to 7% of gross annual profit (Workpuls), - **lost productivity** – 50% of professionals find manual data input and adjustments the most time-consuming part of time tracking (Deloitte), - **limited transparency** – hours are hard to assign to clients or projects. - **Three methods of physical time tracking:** - **RFID:** employees clock in and out by scanning a key fob, badge or card. - **Biometric:** fingerprint scanning or facial recognition, very difficult to manipulate. - **Touchscreen kiosks:** employees enter a PIN on a tablet at the workplace entrance. - **Four key benefits:** more reliable records because the employee must be present, no manual data entry, easier proof of compliance with working-hours and break rules, and integration with attendance, shift schedules and payroll export. - **Combining methods:** how browser, mobile app and project-based tracking can sit alongside fingerprint, RFID and kiosk clock-ins for office, remote and hybrid staff. ### Key takeaways - Spreadsheets are cheap to set up but get costly and unreliable as teams grow. - Physical clock-ins tie time entries to actual presence. - Integration with shifts and payroll is where most of the admin time is saved. Download the full fact sheet below for a closer look at each physical time-tracking method. HR Admin Download our Guide Helpful Resources for Your HR Success --- ## Remote Work Cheat Sheet – Productivity Tips for Success URL: https://flair.hr/en/flair-library/remote-work-cheat-sheet > Boost your remote work productivity with actionable tips and strategies! This cheatsheet helps you stay focused, organized, and successful. Download now from… ## Boost Your Remote Work Productivity with This Cheat Sheet Mastering remote work requires the right strategies to stay organized and efficient. From managing distractions to creating an optimal workspace, this cheatsheet provides practical tips to help you succeed in any remote environment. ### This guide includes: - Proven techniques to enhance focus and productivity - Tips for setting up an ergonomic and efficient workspace - Strategies to streamline communication and collaboration in remote teams **Download now** to level up your work-from-home routine and achieve your goals with confidence! ## What's inside The cheat sheet collects 18 practical tips for working remotely, grouped into six areas: - **1. Set up your space:** designate a dedicated workspace (not your bed), use natural light or a good lamp, and block noise with noise-canceling headphones or white noise. - **2. Master your schedule:** start and end work at the same time every day, use the Pomodoro technique (25 minutes of work, 5 minutes of break), and take a short stretch or walk every hour. - **3. Stay focused:** mute notifications during deep work, pick 3 key tasks every morning, and reward yourself after finishing each task. - **4. Communication tips:** respect colleagues' time zones, turn your camera on in virtual meetings, and ask teammates for help instead of struggling alone. - **5. Keep it fun:** schedule virtual coffee breaks, play online trivia or multiplayer games for team bonding, and share small wins with the team. - **6. Pro tips for success:** adapt your workflow to what suits you, schedule regular check-ins with coworkers or friends to avoid isolation, and get dressed properly – it can boost confidence. ### Key takeaways - A fixed workspace and fixed working hours separate work from home life. - Short, regular breaks keep focus higher than long stretches without one. - Limit each day to three priority tasks. - Remote teams need deliberate social contact, such as virtual coffee breaks and regular check-ins. Download the full cheat sheet below to keep all 18 tips at hand while you work from home. Work Culture Download our Guide Helpful Resources for Your HR Success --- ## Guide to HR Collaboration URL: https://flair.hr/en/flair-library/team-collaboration-guide > In this guide, we’ll reveal how HR teams can be instrumental in the shift toward more collaborative work cultures and what part software has to play. ## Helping Teams Work Together Thanks to modern technology, there are more ways to collaborate than ever before. But with the rise of remote work, there’s a growing need to rethink how we work with our colleagues. In this guide, we’ll reveal how HR teams can be instrumental in this shift toward more collaborative work cultures and what part software has to play. ## What's inside The guide looks at how HR teams can promote collaboration across departments and locations, and how software supports this. It has five chapters: - **Connecting coworkers:** as teams grow and working habits change, coordination between departments and locations gets harder, and HR is often asked to bridge the gaps. - **HR's new role in promoting collaboration:** HR has moved beyond payroll and record-keeping toward shaping culture and working relationships. The guide cites ICW (collaboration can lead to a 41% increase in customer satisfaction) and Gartner (adoption of collaboration tools rose 44% between 2019 and 2021). - **Five common challenges for HR teams:** distributed teams in hybrid and remote setups, information overload from too many apps and notifications, siloed knowledge that is lost when people leave, lack of alignment across teams and levels, and time pressure from admin work. - **How apps address collaboration:** a table applies eight collaboration features to HR – contextual commenting (e.g. on timesheets, time-off requests and performance reviews), video and screen recording, workflows, app integrations such as Slack and DocuSign, document management, role-based access controls, shared absence calendars, and notifications – with the benefit of each. - **Five areas where HR software improves collaboration:** recruiting with HR, team leads and employees involved in evaluations; onboarding workflows; streamlined approvals for absences, expenses and timesheets; transparent goals with 360-degree peer reviews; and employee surveys for two-way feedback. ### Key takeaways - Fewer apps and centralized notifications reduce information overload. - Comments on the actual request or document speed up approvals. - A shared absence calendar makes team planning easier. - Document knowledge so it stays when experienced employees leave. Download the full guide below for the complete feature table and practical examples. Work Culture Download our Guide Helpful Resources for Your HR Success --- ## Work-from-Home Setup Checklist for Productivity URL: https://flair.hr/en/flair-library/work-from-home-setup-checklist > Create a productive workspace with this printable checklist. Covers 4 key categories to optimize comfort, tech, and focus while working from home. Download now! ## Optimize Your Workspace with This Work from Home Setup Checklist Set yourself up for success while working remotely with this easy-to-follow checklist. Designed to help you create a comfortable, efficient, and distraction-free workspace, this printable covers all the essentials. ### This checklist includes: - 4 key categories for a productive setup: comfort, tech, focus, and organization - Tips for ergonomic furniture and lighting adjustments - Guidance on optimizing your internet and digital tools for remote work **Download now** to create the ultimate home office and enhance your productivity! ## What's inside The printable checklist covers 16 items for a productive home office, in four sections: - **1. Ergonomic essentials** - Chair: an adjustable ergonomic chair that supports your posture. - Desk: a height-adjustable desk for switching between sitting and standing. - Keyboard and mouse: ergonomic accessories to reduce strain on your wrists. - Monitor position: screen at eye level to prevent neck strain. - **2. Tech setup** - Fast internet: a stable, high-speed connection. - Multiple monitors: more screen space for more productivity. - Cable management: cable organizers for a clutter-free desk. - Backup power: a UPS or surge protector to keep devices safe during outages. - **3. Productivity zone** - Declutter: organizers and minimal décor. - Greenery: plants to improve air quality and well-being. - Inspiration board: goals, affirmations or a vision board. - Soundproofing: noise-canceling headphones against distractions. - **4. Lighting** - Natural light: desk near a window. - Task lighting: a desk lamp with adjustable brightness. - Blue light: glasses to protect your eyes during long screen time. ### Key takeaways - Start with ergonomics: chair, desk height and monitor position matter most for long days. - Protect your setup with a surge protector or UPS. - Place your desk near a window and add adjustable task lighting. Download the checklist below to print it and tick off each item as you set up your home office. Work Culture Download our Guide Helpful Resources for Your HR Success --- ## Guide to EU Mandatory Time Tracking URL: https://flair.hr/en/flair-library/madatory-time-tracking > Companies in the European Union are required to keep a record of their employees' working time. This guide explains the regulations and how to comply… ## EU Working Time Regulations Companies operating in the European Union are required to keep a detailed record of their employees' working time. But recording work hours in spreadsheets and on paper is time-consuming and error-prone. Using software to track time not only simplifies compliance, but it also benefits your workforce in several ways. This guide contains: - A summary of the requirements of the EU regulation - A comparison of different time-tracking methods - An explanation of the benefits of implementing time-tracking software ## What's inside The guide explains what mandatory time tracking in the EU means for employers. It covers five sections: - **Requirements of the ruling:** in May 2019 the European Court of Justice ruled that employers must use an "objective, reliable, and accessible system" to record each employee's daily working time and breaks. Employees must be able to see their own data, and no specific method or technology is prescribed – software and manual records are both possible. - **EU Working Time Directive (in effect since 2004):** a maximum of 48 hours per week including overtime, averaged over four months; at least 11 consecutive hours of daily rest; at least 24 hours of uninterrupted weekly rest, averaged over two weeks; and a break when working more than 6 hours a day. - **Exceptions and national differences:** rest periods can be postponed where continuous presence is needed (e.g. hospitals, fire services, agriculture). A table lists minimum breaks by country, e.g. Germany 30 minutes, France 20, Spain 15, Italy 10, Portugal 1 hour after 5 hours of work. - **Benefits and penalties:** health and safety, verifiable records, more accurate payroll and better work-life balance. Non-compliance can mean fines of up to €2,000 per affected employee in France and up to €30,000 in Germany, plus legal disputes and reputational damage. - **Five time-tracking methods compared:** pen and paper, punch clocks, spreadsheets, physical time tracking (kiosks, RFID or barcode scanners, fingerprint or face recognition) and app-based tracking, each with pros and cons. ### Key takeaways - The system must be objective, reliable and accessible to employees. - Tracking must also cover breaks, not just start and end times. - Break rules differ by country, so multi-country employers need local settings. Download the full guide below for the country table and the complete comparison of time-tracking methods. The guide is for information only and is not legal advice. HR Admin Download our Guide Helpful Resources for Your HR Success --- ## flair Roadmap: what we are building URL: https://flair.hr/en/roadmap > See what the flair team is building now, what comes next and what shipped recently. Priorities follow what our customers need. flair roadmap What we are building now, what comes next, and what we shipped recently. We review priorities regularly based on what our customers need. Candidate portal Applicants check their application status, message HR and complete pre-onboarding tasks without a password. Salary reporting and budgeting Plan salary budgets by position and track spend against them. Scheduler for large teams Faster planning for big locations, rule checks and shift trading. Multiple entities, done properly Entities become a real part of the org structure: positions, org chart and data separation per company. Compliance alerts flair flags pay transparency gaps, overtime and other HR risks before they become problems. Automatic shift planning The Scheduler proposes a full plan based on availability and rules. One calendar for everything Absences, shifts, events and interviews in one calendar. Monthly view for time tracking A monthly summary next to the weekly view in History & Overtime. flair in Slack, Microsoft Teams and Google Chat See information and approve requests from the chat tool you already use. AI notes for managers Take 1:1 and meeting notes in the app with AI help. AI recruiting assistant Help writing job descriptions, sorting candidates and scheduling interviews. Tasks in the Hub Personal to-dos and tasks you can hand to your team. Managers can start workflows Managers launch onboarding or other workflows for their team. Smarter employee segments Build employee groups with more criteria. Several jobs, one position Support people holding more than one employment in the same position. Next-level org chart Clearer org chart, including a visible split between entities. Dynamic custom fields Custom fields that calculate or change based on other data. Clearer night shifts Shifts past midnight shown as 20:00 – 03:00 (+1). Surveys and reviews in the mobile app Answer surveys and performance reviews from your phone. Hand out equipment from the Hub Assign and take back keys or devices without HR admin access. Absence overview for additional managers Pending, planned and remaining days for every person you co-manage. Certificate and segment alerts Alert rules that cover certificates and can target one entity or group. Group chat in the Hub Named groups, files, read receipts, Slack and email alerts. Email many candidates at once Bulk messages with templates, attachments and your signature. Pay gap analysis and Equity Audits Company-wide pay gap reports, pay band overlap warnings, CSV export. Compensation reviews at scale Run reviews in the Hub, delegate them, split budgets across teams. Skills grid Compare skills against the position on a 1–5 scale, for one person or the whole team. Recruiting inbox One email thread with candidates, in Salesforce and the Hub. Rest periods and overlapping absences Legally correct absence handling for hourly and shift workers. Kiosk PIN on your phone Sign in at the kiosk with a PIN or QR code from the app. Push notifications in the app Get notified on your phone when something needs you. Direct Apply Candidates apply in one click from job boards. AI assistant in the Hub Ask questions about your policies, balances and goals. Reports from a question Describe a report in plain words and share it in the Hub. Custom employee lists Choose columns, filters and saved views for Employees and People. --- ## Versatile Time Tracking Software URL: https://flair.hr/en/time-tracking > Time tracking software that keeps an accurate record of working hours in Salesforce, whether employees work in the office, on the move or from home. Time-Tracking Software Make Every Work Hour Count Time tracking shouldn't be time-consuming. flair helps you improve employee time management, track projects, and keep an accurate record of working hours in Salesforce. Book a Call Watch Video Simple Time Tracking for More Efficient Teams Whether in the office, on the move, or working from home, our time tracker makes sure your employees’ hours are logged reliably and efficiently. User-friendly time clock Clock in, clock out, and take breaks at the touch of a button, and add notes to time entries. Compliant with employment law Set rules and limits on breaks and overtime in line with company policy and local law. Easy overview and approval Get a quick and clear overview of working time and approve with just one click. Linked with payroll and absences Ensure accurate compensation and absence accruals with an integrated system. Sarah Kolly Salesforce Consultant “In previous experiences, I found time tracking to be very manual. The appeal of flair is that everything is handled in one system and it’s just a click away!” Read success story Client since 2018 320 employees Absence Management Software Absence Management Time-Off Requests and Approvals Made Easy Simple, Structured Payroll Software Ensure Payday Runs Smoothly Every Time Digital Time Clock Efficiently Track Working Time Free yourself from time-consuming manual timesheets. flair’s user-friendly time clock improves timesheet accuracy and saves time on manually consolidating working hours. Employees can log their hours: - Via browser or desktop app - On a mobile app - Automatically using a key fob Project Time Tracking Keep Track of Billable Hours Track time spent on specific projects and clients with our simple project-based time tracker. flair helps you ensure accurate invoicing by categorizing work hours. - Enhance resource planning and project budgeting - Quickly identify potential delays and overspend - Track billable time for accurate project costs Smooth Approval Workflows Simple Approvals for Edited Time Entries With flair you can easily review and approve manually added and edited time entries, ensuring that your time reports are accurate and complete. Employees can use comments to provide additional info about anomalies. You can even directly approve timesheets via Slack. Detailed Time Reports Review All Timesheets in One Place Centralize all of your time data and attendance records in insightful reports and dashboards on Salesforce. This gives you a better overview of accumulated overtime and allows for better resource planning. Our Time Tracker Is at Home in Any Company Time tracking is for everyone. No matter your industry, our time-tracking software can improve productivity and facilitate compliance with employment standards. Achieve Timesheets Compliance Keeping accurate digital records of hours worked and breaks taken is essential for healthcare companies to stay compliant. Keep Control of Project Budgets Consultancies use our time-tracking tools to record billable hours spent on specific projects and clients for more accurate invoicing. Increase Focus and Productivity We work with tech scale-ups to analyze and optimize employee working habits using time tracking. Automatically Track Time With Physical Terminals Employees clock in using a key fob or fingerprint We’ll help you set up your terminals Contact Us See how flair compares flair vs Personio Why switching to flair gives you access to a more customizable HR solution. flair vs Personio flair vs Factorial Compare Factorial with flair's Salesforce-native HR and recruiting platform. flair vs Factorial flair vs Excel Getting swamped in spreadsheets? Modernize your HR and recruiting with flair. flair vs Excel --- ## Absence Management Software URL: https://flair.hr/en/absence-management > Absence management software for Salesforce: simplify leave requests and approvals, track attendance and get a clear overview for capacity planning. Absence Management Software Manage Time Off More Efficiently Improve capacity planning with a clear overview of all employee absences in Salesforce. Save time with simplified leave requests and approvals. Book a Call Watch Video Comprehensive and Compliant Leave Management flair comes with all the tools you need to streamline your absence management process – from simple vacation requests and approval workflows to detailed attendance tracking and reporting. Tailored to local requirements Easily configure accrual and leave policies to comply with applicable employment laws. Time-saving approval workflows Request and respond to time-off requests efficiently, without interrupting your flow of work. Centralized view of all absences Gain the full view of all scheduled leave, remaining allowances, and absence trends in Salesforce. Full time-off transparency Quickly check which employees are absent, working remotely, or out of office in the calendar view. Versatile Time Tracking Software Time Tracking Keep Track of All Working Hours and Breaks Flexible Shift Planning Software Shift Planning Bring Clarity and Structure to Your Staff Scheduling Custom Leave Policies Automatically Grant Time Off Define absence policies for any kind of paid time off (PTO) to adhere to local standards and employment laws. Automatically grant leave entitlement to save time and ensure consistency. You can also customize your policies to offer additional time off after a specific amount of overtime or years of service. Smooth Approval Workflows Process Absences Requests in Less Time Receive, review, and respond to all time-off requests in one place, and receive timely notifications via email or Slack. Check remaining vacation allowances and view additional information in comments and attachments. Absence Calendar Efficiently Track All Absences Coordinate planned absences better with a clear calendar overview and quickly arrange cover for absent employees. - See who is out of office - Identify overlapping time off - Check when colleagues are returning Detailed Absence Reports Analyze Absence Trends and Attendance Create reports using Salesforce to monitor attendance and understand absence trends, helping you optimize your workforce management. Add Structure and Clarity to Your Absence Processes flair can help companies in any industry save time on manual absence management processes while facilitating compliance. Arrange Cover for Healthcare Employees Ensure you always have the qualified staff you need with transparent absence management and skill-based shift planning. Plan the Availability of Consultants Use flair’s absence management features to streamline time-off approval processes and forecast the availability of consultants. Handle Absence Requests in the Flow of Work Integrate flair with messaging and calendar apps to receive timely notifications and respond to absence requests. See how flair compares flair vs Personio Why switching to flair gives you access to a more customizable HR solution. flair vs Personio flair vs Factorial Compare Factorial with flair's Salesforce-native HR and recruiting platform. flair vs Factorial flair vs Excel Getting swamped in spreadsheets? Modernize your HR and recruiting with flair. flair vs Excel --- ## Smart Recruitment Software for Fast Hiring URL: https://flair.hr/en/recruiting > AI-enhanced recruitment software on Salesforce: speed up time-to-hire, evaluate candidates more accurately and give applicants a better journey. Recruitment Software Harness AI for Efficient Hiring Achieve fast and precise hiring outcomes with flair's AI-enhanced recruitment. Speed up time-to-hire and boost accuracy in candidate evaluation. Book a Call Recruit Your Next Wave of Talent Our Salesforce-native solution simplifies and speeds up recruitment, resulting in faster hires and a better candidate journey. Build eye-catching career pages Create no-code career pages that reflect company culture and attract talent. Supercharge job listings Advertise job openings on more than 2,500 career boards and track success. Streamline your hiring funnel Manage applicants at every step of the hiring process for an improved candidate experience. Pinpoint recruitment wins Use recruiting dashboards and reports for data-driven hiring strategies. Automated HR Document Generation Document Generation HR Documents Ready in Seconds Efficient E-Signatures for HR Documents Electronic Signatures The Efficient Way To Sign Documents Career Page Builder Showcase Your Amazing Company Culture The flair Career Portal Builder allows users to effortlessly craft enterprise-standard career pages that attract top talent and plug into our applicant tracking software. - Create multiple tailored pages for company locations - Use drag-and-drop to build modern landing pages - Activate mobile-optimized designs Candidate Tracking Instantly Secure and Organize Applicant Details Centralize recruitment and stay compliant. Manage applicant details, schedule interviews, evaluate skills, and transition successful candidates to onboarding. - Keep candidates’ details secure on Salesforce - Apply custom evaluation templates to candidates - Guide applicants through screening, interview, and hiring stages AI Assistance Automate Repetitive Recruiting Tasks Use flair AI to generate engaging and enterprise-level job descriptions. Our large language model AI can also assist with candidate scoring. Recruiting Reports Analyze Recruitment Results Analyze recruitment data to improve efficiency and effectiveness. Utilize Salesforce-powered dashboards for enhanced reporting and decision-making. Adapt to the Evolving Skills Demands of Your Industry Recruitment priorities can shift quickly. Effectively solve talent needs with flexible, end-to-end recruiting tools. Manage Due Diligence and Hire Vetted Staff Build detail-orientated evaluations that match job specs and hire the best people. Create Collaborative Workflows for Recruiting Communicate between diverse teams in-platform to meet consultancy hiring needs. Tailor Job Listings for Greater Compatibility Share company values with job seekers, emphasizing cultural fit. Build Career Pages in Minutes Career Portal Builder Attract the Ideal Candidates Efficient E-Signatures for HR Documents Electronic Signatures The Efficient Way To Sign Documents See how flair compares flair vs Personio Why switching to flair gives you access to a more customizable HR solution. flair vs Personio flair vs Workday Compare Workday’s complex system with flair’s user-friendly HR platform. flair vs Workday flair vs SAP SuccessFactors Compare SAP SuccessFactors with flair's Salesforce-native HR and recruiting platform. flair vs SAP SuccessFactors --- ## Flexible Performance Review Software URL: https://flair.hr/en/performance-reviews > Performance review software to plan constructive appraisals, structure feedback and goal-setting, and create targeted development plans for your team. Performance Review Software Appraise and Develop Top Talent Plan and conduct constructive performance reviews with flair. Structure your feedback and goal-setting processes to improve employee productivity. Book a Call Unlock the Full Potential of Your Workforce With clear performance evaluations, personal goals, and action plans, you can optimize team performance. Customizable review cycles Plan regular performance appraisals tailored to your company's objectives. Clear and trackable goal-setting Set individual, team, and company goals to measure performance and progress. Complete view of performance data Store performance records in one system to monitor development over time. Collaborative review processes Compare self-evaluations with manager feedback to create an effective action plan. Leán Muller Marketing Director “It’s pretty amazing that, given our small team, flair means we are able to manage all of our HR needs with a single solution.” Read success story Founded in 2018 Employee Survey Software Built for HR Professionals Employee Survey Software Gain Valuable Employee Feedback Employee Hub Simplify everyday HR tasks with the self-service Employee Hub for time tracking, absence requests, documents, employee engagement, and more. Define Targets at Any Level Using flair, you can set measurable goals and OKRs on an individual, team, or company level. Set clear, understandable objectives for every employee. Performance Management Structure Your Staff Appraisals Create consistent and well-planned review cycles with flair. Tailor review processes to specific roles, teams, and locations for more productive appraisals. Employee Evaluation Streamline Performance Evaluations flair helps you save time in performance reviews with easy-to-complete assessment forms. Choose from a range of questions types, including ratings, scoreboards, multiple-choice answers, and free text responses to get a detailed view of performance. Collaborative Feedback Gain Constructive, 360-Degree Feedback Compare employee self-assessments with peer reviews and manager feedback to see evaluate performance from multiple perspectives. Follow up with development plans to ensure continuous improvement. Develop an Outstanding Team in Your Industry Track employee performance and create targeted development plans to hone valuable skills in any field. Craft Career Paths That Keep Staff Engaged Train and develop industry-leading healthcare specialists. flair performance reviews help you fill key positions internally. Nurture Consultant Skills and Develop Potential Identify the most promising staff, assign and rate skills, and fill talent gaps. With flair, you can shape a team of consulting specialists. Improve Your Tech Team With Clear-Cut OKRs Refine your team's talents and keep your company on track for success with well-defined objectives and measurable KPIs. See how flair compares flair vs HiBob Compare HiBob with flair's Salesforce-native HR and recruiting platform. flair vs HiBob flair vs Workday Compare Workday’s complex system with flair’s user-friendly HR platform. flair vs Workday flair vs SAP SuccessFactors Compare SAP SuccessFactors with flair's Salesforce-native HR and recruiting platform. flair vs SAP SuccessFactors --- ## User-Friendly Employee Onboarding Software URL: https://flair.hr/en/onboarding > Employee onboarding software for personalized journeys: integrate new hires quickly, in the office or remote, and improve retention from day one. Onboarding Software Optimize Your Onboarding Improve employee retention and engagement in the crucial early stages. flair helps you quickly and efficiently integrate new hires into your team. Book a Call Create Clear and Personalized Onboarding Journeys Easily design onboarding workflows that motivate, educate, and captivate new joiners, no matter whether they’re in the office or working remotely. Customizable templates Set up clear onboarding workflows and assign colleagues to ensure everyone is in the loop. Time-saving task automation Send out tasks and reminders automatically, and save time on manual follow-ups. Role-based personalization Make the first weeks more productive with tasks tailored to specific teams and locations. Easy-to-access support documents Give new starters the support they need with attached files and video messages. Efficient E-Signatures for HR Documents Electronic Signatures The Efficient Way To Sign Documents Employee Hub Simplify everyday HR tasks with the self-service Employee Hub for time tracking, absence requests, documents, employee engagement, and more. Onboarding Templates Accelerate Onboarding With Customizable Templates Ensure a smooth start for new hires with clearly defined tasks tailored to their role, department, or work location. - Request information, schedule training sessions, and provide work equipment to new starters - Help new employees settle in fast with personalized tasks and support Lay the Foundations for a Perfect First Day The flair Candidate Hub provides an intuitive self-service portal for incoming new starters. - Convert candidates to employees in a single click - Gather basic information before day one to save time - Provide onboarding resources and assign equipment ahead of time for a smooth start Automatic Task Reminders Align Everyone Involved in Onboarding Keep things running smoothly with automatic reminders via email, Slack, or app when tasks are due. Assign colleagues to clarify responsibilities during the onboarding process. Streamlined Recurring Workflows Boost Efficiency on Any Recurring Task Beyond onboarding, you can use flair workflows to structure any recurring process and improve consistency. - Create simple workflows for regular training, weekly tasks, and offboarding - Add videos and files to facilitate task completion - Comment and tag colleagues to ask for assistance Provide a Smooth Introduction to Any Job No matter which industry you work in, you can adjust our flexible onboarding workflows to quickly integrate new hires. Compliant Onboarding for Healthcare Staff Ensure that new employees are informed of all legal requirements and have completed any necessary training. Staffing and Recruiting Compliant Onboarding for Healthcare Staff Ensure that new employees are informed of all legal requirements and have completed any necessary training. Retain Top Tech Talent Through Onboarding Make your onboarding process stand out. Immerse new joiners into your culture to improve productivity and employee retention. Smart Recruitment Software for Fast Hiring Recruitment Software Harness AI for Efficient Hiring HR Document Management Software Document Management Securely Store, View, and Share Useful Files Inventory Management Software Inventory Management Track and Manage All Internal Company Assets See how flair compares flair vs HiBob Compare HiBob with flair's Salesforce-native HR and recruiting platform. flair vs HiBob flair vs Personio Why switching to flair gives you access to a more customizable HR solution. flair vs Personio flair vs Factorial Compare Factorial with flair's Salesforce-native HR and recruiting platform. flair vs Factorial --- ## A Better Alternative to Workday HCM | flair URL: https://flair.hr/en/compare/workday > Looking for a Workday HCM alternative? flair is an intuitive, Salesforce-powered HR and recruiting platform that is easier to set up and customize. Workday HCM vs. flair The Easier Way to Upgrade Your HR Get enterprise-grade HR and recruiting software, without the headaches. flair is an intuitive, Salesforce-powered alternative to Workday HCM that is easier to set up and customize. Get more Information Download the Guide 4.7 star rating Salesforce Appexchange 5 star rating 4.5 star rating Omr Reviews 4.3 star rating flair Leads in All Main Categories On the software marketplace G2, users rate flair higher than Workday HCM in every main category, including ease of use, ease of setup, and quality of support. STATS FROM G2 Ease of Use Ease of Setup Ease of Admin Quality of Support Product Direction Easier Setup and Customization With flair, you can get up and running in as little as 4 to 8 weeks, compared to lengthy Workday implementation. Customization and admin are less complex and can be performed in-house. Implementation & Customizability Choose the features and add-ons you need and implement flair in phases according to your priorities Simplify admin with high-quality support from our experienced Salesforce-savvy onboarding specialists and partners Get more flexibility – customize HR and recruiting processes in Salesforce to meet your organization’s needs More Intuitive User Experience flair’s modern UI is easier to use for managers, HR professionals, and employees. Save time and effort compared to Workday’s notoriously steep learning curve. User-Friendly Solution Easily personalize our self-service Employee Hub to show only the features that you need Quickly integrate flair with Salesforce and non-Salesforce tools and apps that your team are familiar with Benefit from insightful reports and dashboards, an intuitive UI, and a mobile app for employees and managers Smoother Recruitment Many candidates report challenges with Workday’s job application process. flair provides a seamless recruiting process for recruiters, hiring managers, and candidates. Talent Acquisition Create branded career portals and intuitive application forms that attract top talent and improve the candidate experience Use AI-assisted features to prioritize top talents, boost recruiting efficiency, and reduce time to hire Ensure a seamless journey from application to onboarding, helping new hires hit the ground running Enterprise-Grade HR, With Less Complexity Full HR Suite All-in-one HR and recruiting solution Talent Acquisition Career portal, job multiposting, and ATS Poor candidate experience Built on the Salesforce platform Salesforce integration only via connector Typical Implementation Time 1-2 months 4-16 months How Customers Make an Impact With flair Alexander Bartels Co-Founder & Managing Director With flair, we have much more transparency in our HR. It organizes processes, makes them faster, and we always have access to the data we need – no matter whether you’re in the office or not. Read more Customer since 2019 500+ Employees Dominic Schär Head of Retail With the help of our data reports from Salesforce we know exactly how much capacity we need at which location. We can do the planning and generate and send schedules for our employees quickly and easily. Read more Customer since 2019 320 Employees Luke White Operations Director PDF Butler It's all about streamlining our processes. What flair gives us is one source of truth. That's been a big step forward in driving efficiencies. Read more Salesforce ISV Flexible Performance Review Software Performance Review Software Appraise and Develop Top Talent Compensation Reviews Automate salary and merit review cycles with approval routing, visibility settings, and structured compensation data. Position Management Position Management Software Optimize Your Workforce Planning Frequently Asked Questions What are the main differences between Workday HCM and flair? Workday is a comprehensive cloud-based financial planning and HR solution. Originally starting out as a human capital management (HCM) system, it has expanded to financial and operational planning and other areas. Its human resource-related solution is called Workday HCM and covers all key functions from talent acquisition to payroll, performance management, and benefits. Similarly, flair is a cloud-based HR and recruiting platform that covers the full range of core HR functions. flair includes an applicant tracking system, an app for all key HR processes like time tracking and workforce management, and a user-friendly self-service portal for employees. A major difference between the two solutions is that flair is built on the Salesforce platform. This means that HR data stored in flair is protected by Salesforce’s robust data protection technology. It can be integrated with other data stored in Salesforce for more advanced reporting. The Salesforce platform is also highly customizable, allowing businesses of all sizes to customize flair to match their organization’s way of working. flair and Workday are both subscription-based. Workday can, however, result in higher costs and frequently requires an implementation partner to guide the HR management setup. What are the benefits of HR software built on Salesforce? Salesforce is the world’s leading CRM platform, used by over 150,000 companies worldwide. It is a highly secure, powerful, and reliable platform that can be integrated with a wide range of software solutions. These benefits are what make Salesforce the ideal platform for an HR solution. HR data is one of the most critical kinds of business data, and having it stored on a central platform like Salesforce makes it more organized and easier to use. Thanks to Salesforce’s permission sets, you can control which users have access to certain functions and data, keeping your important HR information secure but accessible to those who are authorized to use it. What kind of businesses are flair and Workday HCM most suited to? flair and Workday HCM are both best suited to medium to large-sized companies. However, Workday’s relatively high setup costs may make it inaccessible to some smaller midsized businesses. flair is ideal for companies that are already using Salesforce. However, even companies that have not implemented Salesforce can still use flair without any limitations to its functionality. In this case, we will set up a Salesforce instance that the customer can use to access flair. Both flair and Workday can be a good fit for companies operating in multiple countries. Why should I choose flair over Workday HCM? When it comes to HR solutions, Workday HCM is at the higher end of the price range. In addition to subscription costs, the implementation can be complex and time-consuming, often requiring specialized implementation partners. Admin costs can also be high, as businesses often invest in full-time consultants to maintain employee data and the overall HR system. Additionally, the learning curve is steep, and extensive training may be required to get the most out of the Workday HCM solution. In comparison, flair offers a faster, easier implementation at a lower cost. On review platforms such as Capterra and G2, flair outperforms Workday HCM in ease of setup, ease of admin, and ease of use thanks to our user-friendly interface. Companies already using Salesforce will reap the benefits of flair even faster. But for customers who are new to Salesforce or do not use it at all, we will provide training and extensive customer support should your organization need it. While Workday offers a very extensive range of features, it can also be quite complex, meaning that some users may find the system challenging to navigate. flair, on the other hand, has an intuitive suite of HR tools including automation features and templates that help employees and managers to complete their tasks in less time. Several HR and recruiting automation features within flair also help streamline workflows, improve financial management, assist with payroll processing, speed up employee onboarding, and much more. How can flair's customer success team help with switching from Workday HCM? The flair customer success team ensures a smooth transition from other human resource management platforms like BambooHR, ADP, Oracle, Rippling, and Workday to flair by securely integrating your existing employee and payroll data. We begin with an initial consultation to understand your specific data import needs. Our experts then securely transfer your data, validate its accuracy and completeness, and integrate it into the flair system. Our team will also help set up the system according to your preferences and provide ongoing support to ensure your team is comfortable with the new platform. For example if you need talent management or employee engagement tools set up in a certain way that’s specific to your organization, we can help. With extensive experience in migrating data from various HR systems, including Personio, we make switching from Workday HCM to flair seamless and secure. How does flair's flexible approach benefit businesses compared to Workday HCM? flair’s pricing structure is organized into six easy-to-understand categories: Time and Attendance features, HR Administration tools, Performance, Recruiting, Payroll, and Shift Planner. Each category incorporates modern features designed to enhance your HR and recruiting processes, and ensures you only pay for what you need. flair's flexible approach is particularly advantageous for multi-entity groups, mid-size companies and enterprises. flair offers a range of HR modules that can be customized and scaled according to the specific needs of a business. This flexibility makes flair a cost-effective HR platform when compared to Workday, which can be more complex and expensive to implement. Our integration with global payroll solutions like DATEV and Sage ensures that employee payments and tax filings are handled efficiently and accurately, no matter where your employees are located. This global payroll feature is essential for businesses with international teams, providing seamless and compliant payroll processing. In addition, flair integrates seamlessly with ERP systems like Cloudteam Company, enhancing overall business operations and data flow. Our all-in-one HR solution encompasses all necessary HR functionalities, from recruitment and employee management to project management and payroll solutions, offering a comprehensive HRIS (human resource information system) that supports business scalability. One of flair's standout features is its employee self-service portal, which empowers employees to manage their own HR tasks, such as time off requests and performance reviews, without needing constant assistance from HR staff. This not only improves the employee experience but also reduces the administrative burden on HR teams, making it easier to manage a growing workforce. Additionally, flair's integration with Salesforce ensures that all employee data is securely stored and easily accessible, enhancing decision-making processes. The streamlined workflows and intuitive design of flair make it an ideal solution for multi-entity groups, mid-size companies and enterprises looking to improve their HR operations without being locked into extensive systems like Workday HCM. By choosing flair, businesses can enjoy a flexible, scalable, and user-friendly HR solution that meets their specific needs and supports efficient HR management and growth. How does flair improve employee performance management compared to Workday HCM? Much like Workday, flair includes comprehensive performance management tools that help businesses set goals, carry out workforce planning, conduct performance reviews, and track employee progress. flair's employee self-service portal empowers employees to participate actively in their performance management process. They can set personal goals, plan career progression, receive feedback, and view their performance metrics in real-time, resulting in a culture of continuous improvement and engagement. As one of the Workday alternatives on the market, flair also supports 360-degree feedback, allowing managers, peers, and direct reports to provide input on an employee's performance. This holistic approach ensures a more accurate and balanced assessment, leading to better development plans and career growth opportunities. Additionally, flair's integration with Salesforce allows for advanced reporting and analytics, providing managers with valuable insights into employee performance trends and areas for improvement. This data-driven approach to performance management helps businesses make informed decisions and drive organizational success. By choosing flair, companies can implement a more effective and engaging performance management system that supports employee development and enhances overall productivity. Compare flair With Other HR Solutions Workday Pricing Explained How Workday prices its HCM subscription, according to Workday, and how flair's pricing works. Workday Pricing Explained Workday Alternatives What to look for in a Workday alternative, and an overview of common vendors. Workday Alternatives flair vs Personio Why switching to flair gives you access to a more customizable HR solution. flair vs Personio flair vs Sage People flair is the number one HR solution on the Salesforce AppExchange. Find out why. flair vs Sage People flair vs Excel Getting swamped in spreadsheets? Modernize your HR and recruiting with flair. flair vs Excel Workday vs SAP SuccessFactors How Workday and SAP SuccessFactors compare on pricing model, contracts and scope, based on each vendor's own information. Workday vs SAP SuccessFactors Workday vs ADP How Workday and ADP compare on pricing model, contracts and scope, based on each vendor's own information. Workday vs ADP Workday vs UKG How Workday and UKG compare on pricing model, contracts and scope, based on each vendor's own information. Workday vs UKG --- ## Salesforce HR: Native HR & Recruiting App on AppExchange | flair URL: https://flair.hr/en/salesforce-hr > flair is the Salesforce-native HR app: employee records, time, absences, payroll and recruiting as Salesforce data, with reports, flows and permissions. Salesforce HR Salesforce HR: Native HR Software for Your Org flair brings HR and recruiting into your Salesforce org. Employee records, approvals, automations and analytics live on the platform you already trust, while employees use a simple Employee Hub, the mobile app or Slack. Book a Demo Why HR Belongs on Salesforce One platform for business and people data, with the tools your admins already know. Installed from the AppExchange flair is the #1 HR and recruiting solution on the Salesforce AppExchange and installs as a managed package in your org. Your Data Model, Extended Employee, time, absence and recruiting data are Salesforce records you can extend with custom objects and fields. Salesforce-Grade Security Permission sets and profiles, Hyperforce EU Operating Zone and Shield encryption options protect your HR data. No Salesforce Needed for Employees Employees need no Salesforce licence: they work in the Employee Hub, the mobile app or Slack. Salesforce-Native Data Model People Data Next to Your Business Data Because flair is built on Salesforce, employee records, permissions, automations, approvals and analytics live together on one platform. Nothing has to be synced between an HR tool and your CRM. - Custom objects and fields to define your own HR and recruiting data structure - Salesforce flows and workflow rules to automate HR tasks - Custom reports and dashboards, plus prebuilt reports on headcount, salaries and overtime Connect HR to sales and service, too: with Sales Cloud, bonuses can be created and added to payroll automatically when sales reps close a deal. Security & Compliance Built on Salesforce's Security Framework flair inherits Salesforce's security model instead of building its own. You decide who sees which HR data with Salesforce permission sets and profiles. - As a solution on the AppExchange, flair is subject to detailed Salesforce security audits - Data storage via the Hyperforce EU Operating Zone and Salesforce's global data centres - Shield Platform Encryption with 256-bit AES, event monitoring and Field Audit Trail Built on Salesforce, flair helps you comply with GDPR, SOC 2 and more. Details on our data security page. Customers on Salesforce Why Salesforce Teams Choose flair Companies that run on Salesforce choose flair because HR becomes part of the platform they already use. “As flair is fully integrated with Salesforce, it offered us an all-in-one solution.” Britta Harder, WFO (read the story) “The fact that flair is built on Salesforce was an assurance of its quality for us.” Brennerei Wild (read the story) Find flair on the Salesforce AppExchange. Headless HR HR for Salesforce Headless 360: people data and workflows as APIs, MCP tools and CLI commands. Sales Cloud Integration Connect Sales and HR Data Full Protection for Your HR Data HR Data Security on Salesforce Full Protection for Your HR Data Frequently Asked Questions About Salesforce HR Does Salesforce have an HR module? Salesforce's core clouds focus on sales, service and marketing. HR and recruiting are added through apps from the Salesforce AppExchange. flair is a native HR and recruiting suite on the AppExchange that covers recruiting, employee records, time tracking, absences, payroll preparation, performance and learning inside your Salesforce org. What does Salesforce-native mean for HR data? flair stores HR data as Salesforce records in your org. You can report on it with standard Salesforce reports and dashboards, automate it with flows, extend it with custom fields and objects, and control access with permission sets and profiles, just like the rest of your Salesforce data. Do employees need a Salesforce licence? No. Employees don't need a Salesforce licence. They use the web-based Employee Hub, the mobile app and Slack. Only HR teams and administrators who work in the flair apps in Salesforce need a Salesforce licence. Do we need Salesforce to use flair? flair is built natively on Salesforce and works best for companies that already use it. Companies without Salesforce can still use flair without any limitations to its functionality: we set up a Salesforce instance through which they access flair. How secure is HR data in flair? flair is built on Salesforce's security framework: role-based access with permission sets and profiles, encryption at rest and in transit, and data storage options such as the Hyperforce EU Operating Zone. As an AppExchange solution, flair is subject to Salesforce security audits. See data security for details. --- ## HR Software: Modules, HRIS & How to Choose | flair URL: https://flair.hr/en/hr-software > What is HR software? The core modules, how an HRIS differs, a checklist for choosing a vendor, and how flair brings all HR processes onto Salesforce. HR Software HR Software: All People Processes in One Platform HR software replaces spreadsheets and disconnected tools with one system for employee records, recruiting, time, absences, payroll preparation and development. flair runs natively on Salesforce, and employees use the Employee Hub, the mobile app or Slack. Book a Demo The Core Modules of HR Software Each module covers one part of the employee lifecycle. In flair, all of them share one data source. HR Administration Employee master data, the digital personnel file, documents and permissions. HR administration software Job postings, a career portal and applicant management up to the signed contract. Onboarding & Offboarding Checklists and workflows so new hires are productive from day one. Time Tracking Working time via app, browser, kiosk or terminal, with overtime and working-time rules. Time tracking Absence Management Leave requests, approvals, public holidays and team calendars. Absence management Payroll Preparation Payroll runs prepared in HR and handed over to your payroll provider, including DATEV. Performance & Goals Performance reviews, feedback and goals in one place. Performance reviews Learning & Development Trainings, certificates and development paths for every employee. Learning management What Is HR Software? HR software (human resources software) is a system that digitises the administrative and strategic work of an HR team. Instead of keeping employee data in spreadsheets, emails and separate tools, everything lives in one database: from the application to the employment contract, working time and absences to performance reviews. - Less manual work through workflows and approvals - Self-service for employees and managers - Reliable data for reports and payroll HR Management Software From HR Administration to People Management HR management software goes beyond keeping records. Next to HR administration, it supports the processes that move people forward: recruiting, onboarding, performance, goals and learning. The value comes from connecting these processes, so a hire becomes an employee record, a training becomes a skill and a review feeds the next compensation round. - One employee record across all processes - Approval workflows by entity, department or location - Growing companies: see HR software for mid-sized companies What Is an HRIS? An HRIS (human resources information system) is the data layer of HR software: the system of record for employee data, structures and history that other HR processes and reports build on. Today the terms HRIS, HRMS and HR software are often used interchangeably. With flair, that system of record is Salesforce. Employee data sits next to your other business data, can be analysed with Salesforce reports and dashboards and is protected by Salesforce permission sets and profiles. Checklist: How to Choose the **Right HR Software** Before you compare vendors, write down what the system must do in two years, not just today. **Modules:** which processes should the software cover now, and which later? **Integrations:** payroll (for example DATEV), Slack, your CRM and identity provider. **Data protection:** GDPR, data processing agreement, hosting region and a granular permission model. **Adoption:** self-service in a web hub, a mobile app and the tools employees already use. **Flexibility:** custom fields, workflows and reports without a vendor project. **Total cost:** licences, implementation and support. Our [HR software comparison](/en/compare/hr-software-comparison) lists what to ask. HR Software for Mid-Sized Companies One HR platform for recruiting, time, absences, payroll prep and development, built on Salesforce. HR Administration Software HR Administration Employee records, documents, workflows and permissions in one Salesforce-native system. HR Software Comparison What to look for when comparing HR software, and an overview of common vendors. Frequently Asked Questions About HR Software What does HR software do? HR software manages employee data and HR processes in one system: records and documents, recruiting, onboarding, time tracking, absences, payroll preparation, performance and learning. Employees and managers use self-service instead of sending forms and emails to HR. What is the difference between HR software, HRIS and HRMS? An HRIS is the system of record for employee data. An HRMS or HR management software adds processes such as recruiting, performance and learning on top. In practice the terms overlap, and most modern HR software covers both. How do I compare HR software vendors? Start from your processes and integrations, then compare scope, adoption and total cost. Our HR software comparison, the comparison overview and the Workday alternatives page help with the shortlist. Why is flair built on Salesforce? On Salesforce, HR data sits next to your other business data and benefits from the platform's permission model, reports, dashboards and automation. Employees don't work in Salesforce: they use the Employee Hub, the mobile app and Slack. Learn more about HR on Salesforce. Do we need Salesforce to use flair? flair is built natively on Salesforce and works best for companies that already use it. Companies without Salesforce can still use flair without any limitations to its functionality: we set up a Salesforce instance through which they access flair. --- ## Time Tracking App for Employees (iOS & Android) | flair URL: https://flair.hr/en/time-tracking-app > Time tracking app for iOS and Android: clock in and out, log breaks and projects, keep tracking offline and enforce rest periods and break rules. Time Tracking App Track Working Time from Your Phone With the flair app, employees clock in, take breaks and clock out wherever they work, even without a connection. Rest periods, break rules and approvals are handled in the same app. Book a Demo Mobile Time Tracking That Works on Site For office, field and frontline teams, on iOS and Android. Clock In with One Tap Start and stop the timer, take breaks and add notes, projects or cost centres right from the home screen. Keeps Tracking Offline Clock-ins, breaks and clock-outs are stored on the device and synced automatically once the connection is back. Location Capture When you turn it on, flair saves the location only when employees clock in, clock out or take a break. Working-Time Rules Built In Rest periods, break rules and daily limits are checked while employees track, not weeks later in payroll. Mobile Time Clock Clock In, Pause and Clock Out on the Go Employees track their time in the flair app for iOS and Android. The tracker bar on the home screen shows the running timer at all times. - Clock in and out, start breaks and pick a break type - Track time to projects or cost centres and add notes - Daily hours and overtime or undertime at a glance Download the app from the App Store or Google Play. Offline Mode & Geolocation No Signal? Keep Tracking On a construction site, in a basement warehouse or on the road, the app keeps tracking when the phone loses its connection. Entries are stored on the device and sent automatically once it is back online. - The tracker bar shows Offline mode while there is no connection - Geolocation, enabled per Time Framework - Location is saved only with clock-in, clock-out and break events Working-Time Rules Rest Periods, Breaks and Approvals in One Place Admins set the rules once in the Time Framework, and the app applies them while employees track. - Clocking in too early after the last shift is blocked until the rest period is over - Break reminders, suggested breaks at clock-out and automatic deduction of missing break time - Corrections go to the manager as a change request; timesheets are approved in the app, the Employee Hub or Salesforce Versatile Time Tracking Software Time Tracking Keep Track of All Working Hours and Breaks Time Clock Kiosk Turn an Android tablet into a shared time clock with PIN, QR code and a mobile kiosk pass. Working-Time Compliance Enforce rest periods and statutory breaks, round time consistently and handle sick leave during vacation. Frequently Asked Questions About the Time Tracking App Does the flair app work without an internet connection? Yes. Clock-in, breaks and clock-out work as usual while the phone is offline. The app stores the entries on the device and syncs them automatically once the connection returns. Days and timesheets load again after you reconnect. Does the app track employees' location? Only if you turn it on. Geolocation is a setting on the Time Framework. When it is enabled, flair saves the location only when an employee clocks in, clocks out, or starts or ends a break in the mobile app. There is no continuous tracking. Which devices does the app run on? The flair app is available for iOS in the App Store and for Android on Google Play. Employees can also track time in the browser via the Employee Hub, in Slack, or on a shared time clock kiosk. Is the time tracking app free? The app is free to download. It is used by employees of companies that use flair; see pricing for the plans. Can managers approve timesheets in the app? Yes. Managers can review and approve timesheets in the mobile app, the Employee Hub or Salesforce. Employees who correct an entry in the app send it as a change request, which stays pending until the manager approves it. --- ## Performance Review Template (Free Word Download) URL: https://flair.hr/en/flair-library/performance-review-template > Free performance review template in Word: goals review, competency ratings, self-assessment, development areas and next-period goals. # Performance Review Template (Free Word Download) A good performance review looks back at results, rates skills against a shared scale and agrees on what comes next. This free Word template gives managers and employees one structure for all three, so reviews are consistent across teams. ## What's in the template - **Review details:** employee, role, reviewer and review period - **Goals from the last review:** result, evidence and a rating for each goal - **Seven core competencies** rated by the employee and the manager on a 5-point scale, from "does not meet" to "exceptional" - **Strengths and development areas,** each with concrete examples and the support offered - **Self-assessment questions** for the employee to answer before the meeting - **Goals for the next period** with success measures and due dates - **Overall rating, comments and sign-off** ## How to run the review 1. Send the template to the employee one week ahead and ask for the self-assessment. 2. Fill in your ratings separately, with an example for every score. 3. Discuss differences between self and manager ratings in the meeting; that is where the useful conversation is. 4. Agree on two or three goals for the next period and write them down together. 5. Calibrate ratings with other managers before they feed into pay or promotion decisions. For more on review methods, see [staff appraisals](/en/blog/staff-appraisal) and [360-degree feedback](/en/blog/360-degree-feedback). ## Run reviews in flair Templates in Word work for a handful of people. With [performance reviews in flair](/en/performance-reviews), review cycles, self-assessments and reminders run automatically, and [calibration](/en/performance-calibration) lets managers compare ratings side by side before they are final. Download the performance review template Helpful Resources for Your HR Success Performance review template FAQ Is the performance review template free? Yes. You can download the Word file without signing up and adapt it to your rating scale and competencies. What should a performance review include? A look back at goals and results, ratings for the skills and behaviors that matter in the role, strengths, development areas, the employee's own view and agreed goals for the next period. The template covers all of these. How often should performance reviews happen? Most companies run a formal review once or twice a year, with regular 1:1s in between so nothing in the review comes as a surprise. Should employees rate themselves? Yes. A self-assessment makes employees part of the process, and the gaps between self and manager ratings show where expectations differ. --- ## Employee Onboarding Checklist (Free Excel Template) URL: https://flair.hr/en/flair-library/onboarding-checklist > Free employee onboarding checklist in Excel: 26 tasks from pre-boarding to the 90-day review, with owners, due dates and progress tracking. # Employee Onboarding Checklist (Free Excel Template) New hires decide in their first weeks whether they made the right choice. This free onboarding checklist makes sure nothing falls through the cracks, from the signed contract to the 90-day review. ## What's in the checklist - **26 tasks in six phases:** before day one, day one, week one, first 30 days, days 31–60 and days 61–90 - **An owner for every task:** HR, IT, manager, buddy or the new hire - **Automatic due dates:** enter the start date once and every task gets its date - **Status and progress:** mark tasks as open, in progress, done or not applicable; overdue tasks turn red and the progress percentage updates itself ## The six onboarding phases 1. **Before day one (pre-boarding):** contract, personal data, equipment, accounts, a buddy and a welcome email with the first-day agenda. 2. **Day one:** welcome, equipment hand-over, handbook and policies, paperwork and a team lunch. 3. **Week one:** expectations and a 30-60-90 day plan, stakeholder meetings, mandatory training and a first small task. 4. **First 30 days:** first goals, weekly 1:1s and a 30-day check-in. 5. **Days 31–60:** first recurring responsibilities and a feedback round. 6. **Days 61–90:** progress review, end-of-probation or 90-day review and an onboarding survey. Read more about designing the process in [how to create a stellar employee onboarding process](/en/blog/employee-onboarding). ## Automate onboarding A spreadsheet works for the occasional hire. With [onboarding in flair](/en/onboarding), checklists start automatically when a contract is signed, tasks go to the right people with reminders, and new hires see their own to-dos in the app. Download the onboarding checklist Helpful Resources for Your HR Success Onboarding checklist FAQ Is the onboarding checklist free? Yes. Download the Excel file without signing up and edit tasks, owners and timings to fit your company. How long should employee onboarding take? Plan for at least 90 days. Paperwork and equipment are done in the first week, but getting productive and part of the team takes around three months, which is why the checklist runs to a 90-day review. What is pre-boarding? Everything between the signed offer and the first day: contract and personal data, equipment and accounts, a buddy and a welcome message. Good pre-boarding means new hires can start working on day one. --- ## Offer Letter Template (Free Download) URL: https://flair.hr/en/flair-library/offer-letter-template-and-email-scripts > Free offer letter template plus email scripts for sending job offers. Preview the template below and download the editable version. # Offer Letter Template (Free Download) A clear offer letter turns a verbal "yes" into a confirmed hire. Below is the template to copy straight away; the download adds an editable Google Docs version and email scripts for sending the offer. ## Offer letter template **[Company name]** [Company address] [Date] Dear [Candidate name], We are delighted to offer you the position of **[Job title]** at [Company name], reporting to [Manager name, title]. We were impressed by [one specific strength from the interviews] and are confident you will make a real difference to [team]. **Start date:** [Date] **Employment type:** [Full-time / part-time, permanent / fixed-term until date] **Work location:** [Office address / remote / hybrid] **Working hours:** [e.g. 40 hours per week, Monday to Friday] **Salary:** [Amount] [currency] gross per [year / month], paid [monthly] **Bonus or commission:** [Details, or delete] **Benefits:** [Paid time off, pension, health insurance, equipment, learning budget] **Probation period:** [Length and notice period during probation, or delete] This offer is subject to [conditions, e.g. reference checks and proof of the right to work]. Your full terms of employment will be set out in your employment contract. Please confirm your acceptance by signing and returning this letter by **[deadline]**. If you have any questions, contact [name] at [email or phone]. We look forward to welcoming you to the team. Kind regards, [Name] [Title], [Company name] Accepted: ______________________ Date: __________ ## What to include in an offer letter - **Role and reporting line:** job title, team and manager - **Start date, location and working hours** - **Pay:** salary, bonus or commission, and how often it is paid - **Benefits:** paid time off, pension, insurance and other perks - **Conditions:** background or reference checks, right-to-work documents - **A response deadline** and a contact person for questions ## Email scripts for sending the offer The download includes ready-to-send emails for the offer itself, a follow-up if you hear nothing, and a welcome message once the candidate accepts. When the offer is accepted, continue with the [employee onboarding checklist](/en/flair-library/onboarding-checklist). *An offer letter is not a substitute for an employment contract. Check local employment law before you send it.* Download our Guide Helpful Resources for Your HR Success --- ## Full Protection for Your HR Data URL: https://flair.hr/en/technology/data-security > HR data security on Salesforce: flair protects your people data with enterprise-grade security and helps you comply with GDPR, SOC 2 and more. HR Data Security on Salesforce Full Protection for Your HR Data Keep your HR data safe with enterprise-grade security tech. flair is built on Salesforce, so you can comply with GDPR, SOC 2, and more. Book a Demo Proactive Data Protection flair undergoes regular security reviews as part of our partnership status and benefits from Salesforce's robust security framework, designed to protect data at every level. Yearly Salesforce security audits As a solution on the AppExchange, flair is subject to detailed Salesforce security audits. Best-in-class security model Salesforce employs a comprehensive data security structure with multiple layers. Data sovereignty provisions Salesforce provides ways for global businesses to fulfill data sovereignty obligations. Additional data shield monitoring Salesforce Shield offers flair users extra safety with event monitoring and Field Audit Trail. Harald Mayer CPO & Co-Founder "Working remotely raises the bar when it comes to your expectations of usability. You rely on high-quality digital tools for every aspect of work – and flair helps us keep track of them all.“ Read more Founded in 2022 Remote team Customize Your HR Workflows Customizable HR Software Salesforce-Driven HR Flexibility Customizable HR Analytics Software HR Analytics Software Gain Valuable Workforce Insights Data Encryption Shield-Protect HR Data Salesforce provides encryption mechanisms to safeguard data both at rest and in transit. Shield Platform Encryption on Salesforce secures data with 256-bit AES encryption. Security Automation Flexible Security Management for Company HR Salesforce deploys a number of automated security measures that identify and respond to security incidents in real-time. Customizable Security Role-Based Access Control Role-based user access control ensures data security by defining access levels based on positions within your company. Use permission sets for more granular security customization. Data Sovereignty Compliance-Driven Data Storage With Salesforce services such as the Hyperforce EU Operating Zone and a network of global data centers, flair users can rest assure knowing their data is in full compliance with local data protection and sovereignty standards. Frequently Asked Questions About Data Security and Hosting Where is HR data stored in flair? flair is built natively on Salesforce: HR data is stored as records in the customer's Salesforce instance. According to the list of sub-processors in flair's data processing agreement (DPA), the HR software is hosted by Salesforce in Frankfurt, and the employee portal by AWS, also in Frankfurt. For companies that need their data stored and processed in the EU, Salesforce also offers the Hyperforce EU Operating Zone. How is HR data encrypted in flair? Salesforce encrypts data at rest and in transit. Salesforce Shield is available as an option: Shield Platform Encryption encrypts fields and files with 256-bit AES, alongside Event Monitoring and Field Audit Trail. You decide who can see and edit which HR data with Salesforce permission sets and profiles. Is there a data processing agreement (DPA)? Yes. flair's DPA follows Art. 28 GDPR and is based on the EU Standard Contractual Clauses (Implementing Decision (EU) 2021/915). It sets out the technical and organisational measures and the list of sub-processors, including Salesforce and AWS. flair announces intended changes to that list at least 30 days in advance so you can object. Does flair help with GDPR compliance? Yes. Built on Salesforce, flair helps you comply with GDPR, SOC 2 and more: role-based access, encryption, Salesforce's security reviews for AppExchange solutions and a DPA under Art. 28 GDPR. Your company remains the controller under the GDPR; flair processes employee data as a processor. --- ## Flexible HR Software Pricing URL: https://flair.hr/en/pricing > HR software pricing from €2.50 per employee per month. Build your plan from flair's modules for recruiting, core HR, payroll and performance on Salesforce. Flexible HR Software Pricing Create Your Perfect Pricing Plan From €2.50 per employee per month. Discover an all-in-one Salesforce-native solution encompassing recruiting, onboarding, core HR, payroll, performance management, and more. Book a Demo Trusted by leading companies worldwide Choose the Right Modules for Your Your Needs Time and Attendance Keep a clear record of working hours and employee absences. *Optional add-on Book a Demo Employee Hub Absence Management Time Tracking Integration With Physical Time Clocks* Mobile App HR Administration Simplify HR admin tasks and free up time for more value-adding activities. *Optional add-ons Book a Demo Employee Records Workflow Management (e.g. Onboarding) Document Management Position Management Reports and Dashboards Org Chart and Intranet Inventory Management HR Help Desk and Ticketing* Set company, team, and individual goals to measure and improve employee performance. Book a Demo Goal Setting Performance Reviews 360° Feedback OKR Tracking Structure your recruitment and hiring processes to fill vacancies in less time. *Optional add-ons Book a Demo Applicant Tracking Career Portal Document Generation Organize your payroll data in one place, manage cost centers, and export to payroll providers. Book a Demo Payroll Processing Cost Center Management Export to Payroll Providers Payroll Reports Shift Planner Plan and schedule shifts efficiently based on employee skills and availability. Book a Demo Shift Scheduling Skills-Based Assignment Availability Management Shift Swapping Take a Closer Look at Our Features Efficiently Track Time & Attendance Keeping a reliable record of working hours and absences is one the of the central roles of HR management. flair’s intuitive time tracker and absence management features save you time, improve productivity, and facilitate compliance with labor laws. Intuitive online time tracker and self-service absence requests Simplified, efficient approval workflow for time entries and leave requests Customizable policies for working hours and paid and unpaid leave Integration with physical time clocks for RFID and fingerprint-based time tracking Save Time on HR Administration Digitizing and automating your HR admin processes frees up time for more value-adding tasks. flair gives you a secure, single source of truth for your HR data, with smart features that improve operational efficiency. Digital employee records stored in one place for easy access Position management, company hierarchy, and real-time org charts Secure document management with e-signing and approval workflows Fully customizable, Salesforce-powered reports and dashboards Appraise and Develop Top Talent flair’s performance management features bring structure and consistency to your regular performance appraisals. Set targets, share feedback, and define the next steps to develop your best talent. Goals and OKRs on a company, team, and individual level 360-degree performance reviews with peer feedback Customizable surveys to gain two-way feedback from employees Company announcements and employee recognition with integrated video sharing Streamline the Entire Recruitment Process Identify, attract, and hire top talent in less time with flair’s recruiting app. Improve the candidate experience from application to onboarding, streamline candidate evaluations, and speed up time-to-hire. Intuitive career portals and job advertising on more than 2,500 job boards Applicant tracking system (ATS) with automated candidate communication AI-assisted candidate screening, scoring, and posting creation Automated document generation, e-signing, and pre-onboarding Smart, Simple Payroll Management With flair, you can store and manage your payroll data in one system to eliminate inconsistencies. Integrate with local payroll providers and give employees access to their payslips on time every month. Automated payroll creation, reusable templates, and payroll territories Integrated cost centers and time tracking Payroll data and document export Integration with your chosen payroll or accounting service Clear and Intuitive Shift Planning Plan and manage employee shifts using flair for greater productivity. Coordinate your staff better with skills-based and location-based shift planning, and give employees access to real-time shift schedules. Customizable shift templates with helpful notes and requirements for staff Clear, up-to-date shift calendar, linked to employee absences Shift planning according to required skills and work location Self-service shift requests and shift swapping How flair Customers Improved Their HR Sarah Kolly Salesforce Consultant “In previous experiences, I found time tracking to be very manual. The appeal of flair is that everything is handled in one system and it’s just a click away!” Read success story Client since 2018 320 employees Alexander Bartels Co-Founder & Managing Director With flair, we have much more transparency in our HR. It organizes processes, makes them faster, and we always have access to the data we need – no matter whether you’re in the office or not. Read more Customer since 2019 500+ Employees Dominic Schär Head of Retail With the help of our data reports from Salesforce we know exactly how much capacity we need at which location. We can do the planning and generate and send schedules for our employees quickly and easily. Read more Customer since 2019 320 Employees Our Success Team for your Implementation You’ll partner with our certified Success Architects with deep industry and Salesforce experience. Our average implementation takes 30-60 days and we’re laser-focused on KPIs and value. Book a Demo Chris Claussen VP Professional Services As the VP of flair’s Professional Services team, Chris helps clients optimize their HR for greater productivity and value. Laura Futschik Implementation Manager Laura guides customers through the implementation process, ensuring a smooth and efficient transition to flair. Lina Lobanova Growth & Success Manager Lina makes sure customers get the most out of flair, from their first steps to expanding how they use the platform. Oleg Berkovich Implementation Architect Oleg designs the technical setup of each implementation so flair fits seamlessly into your existing systems. Nhan Nguyenova Implementation Consultant Nhan supports customers during implementation, configuring flair to match their processes and preparing teams for go-live. Besnik Basha Implementation Manager Besnik guides customers through their implementation project and keeps every step on track for a successful launch. What Sets flair Apart From Other HR Solutions? Flexible, modular all-in-one HR solution Multiple solutions required Easy to tailor to multi-country requirements Limited possibilities to adjust to new locations Over 4,000 integrations Limited integration options Best-practice support from HR experts Email-only support in many cases How Companies Are Benefitting From flair Book a Demo All Success Stories Blue Road “flair means we are able to manage absences, goals, recruitment, onboarding, performance reviews, and more. It’s super easy to use and it’s all in one place!” Leán Muller Marketing Director Deal Code “From applicant tracking to payroll and measuring OKRs, flair covers a wide range of use cases where we previously had to deal with workarounds when using our previous solution.” Alexander Weltzsch CEO & Co-Founder “As we develop our organization, hire new employees, and grow our HR processes, flair will be here to scale with us and offer the right functionality at the right time.” Harald Mayer CPO & Co-Founder Frequently Asked Questions About Pricing and Salesforce How much does flair cost? flair starts at €2.50 per employee per month. The exact price depends on which modules you combine (time tracking, HR administration, performance, recruiting, payroll, shift planning) and which add-ons you choose. You get a tailored quote in a demo. Do we need Salesforce to use flair? Not necessarily. flair is built natively on Salesforce and works best for companies that already use it. Companies without Salesforce can still use flair without any limitations to its functionality: we set up a Salesforce instance through which they access flair. More on Salesforce HR. Do employees need a Salesforce licence? No. Employees don't need a Salesforce licence. They use the web-based Employee Hub, the mobile app and Slack. Only HR teams and administrators who work in the flair apps in Salesforce need a Salesforce licence. Does flair run payroll itself? flair handles payroll preparation: payroll data, pay types and cost centres are kept in flair, and time tracking and absences feed straight into them. You export the data to your payroll team or payroll provider, for German entities for example via the DATEV integration (DATEV LODAS, DATEV Lohn & Gehalt). The payroll run itself happens in your payroll software or with your provider. --- ## HR Software for Mid-Sized Companies | flair URL: https://flair.hr/en/hr-software-for-mid-sized-companies > All-in-one HR software for mid-sized companies: recruiting, time tracking, absences, DATEV payroll export and an Employee Hub, natively on Salesforce. HR Software for Mid-Sized Companies Recruiting, employee records, time tracking, absences, payroll preparation and development in one platform. flair runs natively on Salesforce, while employees use a simple Employee Hub, the mobile app or Slack. Book a Demo Everything HR Needs in One Platform Replace separate HR tools with one data source that grows with your company. All HR Processes in One Place flair HR, flair Recruiting and the Employee Hub share one data source, from the first application to the last payslip. Built for German Requirements Payroll data goes straight to DATEV LODAS, eAU sick notes are requested from the health insurer and public holidays are imported by state. Grows with Your Structure Add locations and legal entities, scope approvals by entity or department and run a branded Employee Hub per entity. Self-Service for Every Employee Employees request time off, track time, approve requests and find their documents in the Hub, the mobile app or Slack. HR Software for Multi-Entity Companies Multi-Entity HR Run HR for several legal entities, locations and countries in one Salesforce org. HR Administration Software HR Administration Employee records, documents, workflows and permissions in one Salesforce-native system. One Platform From Application to Payslip flair covers the whole employee lifecycle in two Salesforce apps, flair HR and flair Recruiting, plus the web-based Employee Hub. All three work on the same data, so nothing is entered twice. - Recruiting, onboarding and offboarding workflows - Time tracking with app, kiosk, RFID or fingerprint devices - Absences, payroll runs, performance reviews, goals and learning Payroll & Local Rules Ready for German Payroll and Labour Rules flair prepares payroll data per payroll run and hands it to your payroll provider. For German companies, the DATEV integration imports payroll data directly into DATEV LODAS or creates ASCII files for Lohn & Gehalt. - DATEV payslips land in each employee's documents - Electronic sick notes (eAU) requested from the health insurer - Public holiday calendars imported by country and state Employee Hub, App & Slack HR Your Employees Actually Use Employees don't need Salesforce. They work in the Employee Hub, the mobile app or Slack, and approvals reach managers wherever they are. - Profile, documents, absences and time tracking in the Hub - Approvals in the Hub, Salesforce, Slack, the mobile app and email - Single sign-on with Google, Salesforce or Microsoft Entra ID HR Software for Multi-Entity Companies Multi-Entity HR Run HR for several legal entities, locations and countries in one Salesforce org. Simple, Structured Payroll Software Ensure Payday Runs Smoothly Every Time Employee Hub Simplify everyday HR tasks with the self-service Employee Hub for time tracking, absence requests, documents, employee engagement, and more. Frequently Asked Questions About HR Software for Mid-Sized Companies What should HR software for mid-sized companies cover? Mid-sized companies usually outgrow spreadsheets and single-purpose tools at the same time. Good HR software brings employee records, recruiting, onboarding, time tracking, absences, payroll preparation and development into one system, connects to payroll (for example DATEV) and gives employees self-service access. flair covers all of these in one platform. Does flair integrate with DATEV? Yes. flair imports payroll data directly into DATEV LODAS and creates ASCII files for DATEV Lohn & Gehalt. Employee and payroll data are synced, and DATEV payslips are stored as employee documents in flair. Can flair handle several locations and legal entities? Yes. Employees are assigned to locations and entities, approval policies can be scoped by entity, department, location or position, and several entities or brands can run their own Employee Hub with its own domain, logo and SSO from one flair org. Do employees have to work in Salesforce? Employees use the web-based Employee Hub, the mobile app and Slack, which require no Salesforce experience. HR teams and administrators work in the flair apps in Salesforce. Do we need Salesforce to use flair? flair is built natively on Salesforce and works best for companies that already use it. Companies without Salesforce can still use flair without any limitations to its functionality: we set up a Salesforce instance through which they access flair. Do employees need a Salesforce licence? No. Employees don't need a Salesforce licence. They use the web-based Employee Hub, the mobile app and Slack. Only HR teams and administrators who work in the flair apps in Salesforce need a Salesforce licence. --- ## flair Library - Free HR and Recruiting Resources URL: https://flair.hr/en/flair-library > Explore free HR and recruiting resources from flair, including templates, checklists, cheat sheets, fact sheets, and guides. flair Library Expand Your HR Knowledge Our selection of downloads includes helpful guides, fact sheets, and other resources on important HR and recruiting topics. Book a demo Explore Our Resources Search by category or choose a resource to download. Performance Review Template (Free Word Download) Editable Word template with a 5-point rating scale, competency ratings, self-assessment questions and goal setting. No sign-up needed. Employee Onboarding Checklist (Free Excel Template) Excel checklist with 26 onboarding tasks from before day one to the 90-day review, owners, automatic due dates and a progress bar. No sign-up needed. Employee Welcome Email Scripts for Onboarding Success Welcome new hires with these ready-to-use email scripts. Create a warm, professional onboarding experience with clear communication. Download now from flair! Brainstorming Session Template for Teams Boost creativity and collaboration with this brainstorming session template. Organize ideas, prioritize solutions, and plan projects effectively. Download now from flair! Job Description Script Templates for Hiring Success Craft clear, compelling job descriptions with these fill-in-the-blank templates. Save time and attract top talent effortlessly. Download your toolkit now from flair! Work from. Home Setup Checklist for Productivity | flair Create a productive workspace with this printable checklist. Covers 4 key categories to optimize comfort, tech, and focus while working from home. Download now! Interview Questions Toolkit for Better Hiring Decisions Streamline your hiring process with this interview questions toolkit. Includes 6 categories of curated questions to assess skills, fit, and potential. Download now! Meeting Agenda Templates for Productive Presentations Enhance your meetings with agenda templates designed for productive presentations. Keep sessions focused and impactful. Download now from flair! Offer Letter Templates & Email Scripts for Hiring Simplify your hiring process with customizable offer letter templates and email scripts. Save time and ensure professionalism with this handy document from flair. Remote Work Cheat Sheet Boost your remote work productivity with actionable tips and strategies! This cheatsheet helps you stay focused, organized, and successful. Cheat Sheet Physical Time Tracking Systems Explained From touchscreen attendance kiosks to RFID-enabled clocking-in machines, physical time tracking systems are the most reliable way to record employee working hours. Fact Sheet Tips for Planning Your Holiday Calendar Effectively Stay organized with these tips for planning your holiday calendar. Align schedules, manage leave, and prepare for peak periods with ease. Download now from flair! Cheat Sheet 7 Tips To Reduce Employee Turnover A higher employee retention rate helps keep top talents in your organization for longer and saves recruiting and training costs. In this guide, you'll learn seven ways to reduce your turnover rate. HR Software's Role in Collaboration As more employees work remotely and workplaces become increasingly digital, HR teams need to rethink company culture and look for new ways to collaborate. EU Mandatory Time Tracking Explained An overview of time-tracking requirements in the EU and how to comply with them. 7 Reasons for HR on Salesforce Salesforce is the #1 CRM tool on the market and provides a trusted framework that helps you manage your processes and people - in one single location. Regardless of your current HR solution, it might be the easiest, safest, and most powerful way of creating an outstanding employee experience. Fact Sheet Helpful Resources for Your HR Success Help Center Tips and tutorials to help you get the best out of flair. Learn more Product Roadmap See what we're building now and what comes next. Learn more Developer Center Technical documentation and release notes. Learn more HR Guides In-depth HR guides for free download. Learn more --- ## HR Software for Swiss Companies URL: https://flair.hr/en/localization/switzerland > HR software for Swiss companies: flair provides the tools you need to meet Swiss HR standards and achieve compliance, all in one modern HR solution. HR Software for Swiss Companies Fulfill Swiss HR Standards flair provides all the tools to help you achieve HR compliance in Switzerland. Book a Demo The Secret to **Smarter HR** in Switzerland A modern HR solution that meets Swiss standards. Data Security Made Easy flair's robust Salesforce-protocol security protects your sensitive HR data and meets FDAP requirements. Effortless Time-Tracking Accurate and intuitive digital time tracking to meet employee hours recording prerequisites. Swiss-Compliant HR Support flair adapts to Swiss employment practices and is fully customizable to meet work hour regulations and employment contract standards. Frequently Asked Questions About HR Software in Switzerland Which HR processes does flair cover for Swiss companies? flair covers employee records, time tracking, absences, shift planning, recruiting, onboarding, performance and payroll preparation, natively on Salesforce. Employees use the Employee Hub, the mobile app or Slack. One Swiss example is the eye care specialist betterview, which runs its employee lifecycle across several locations in flair (read the story). Does flair run payroll in Switzerland? flair handles payroll preparation: payroll data, pay types and cost centres are kept in flair, and time tracking and absences feed straight into them. You set up a payroll territory with its own currency for each country or region and export the data to your payroll team or payroll provider. The payroll run itself happens in your payroll software or with your provider. Where is the data stored, and what does the Swiss FADP require? According to the list of sub-processors in flair's DPA, the HR software is hosted by Salesforce and the employee portal by AWS, both in Frankfurt. Under Art. 16(1) of the Swiss Federal Act on Data Protection (FADP), personal data may be disclosed abroad if the Federal Council has found that the country provides adequate protection; Germany is listed in Annex 1 of the Data Protection Ordinance (DPO). More on encryption and access rights under data security. How does flair support working time records under Swiss law? Under Art. 46 of the Swiss Employment Act (ArG) and Art. 73 of Ordinance 1 (ArGV 1), employers record daily and weekly working time, including compensatory time and overtime, and breaks of half an hour or more, and keep the records for at least five years. In flair, employees clock in and out via browser, app or terminal and log their breaks; you set the rules and limits for breaks and overtime. More on time tracking. Do we need Salesforce to use flair? Not necessarily. flair is built natively on Salesforce and works best for companies that already use it. Companies without Salesforce can still use flair without any limitations to its functionality: we set up a Salesforce instance through which they access flair. More on Salesforce HR. --- ## BambooHR Alternatives for Growing & Global Teams (2026) | flair URL: https://flair.hr/en/compare/bamboohr-alternatives > Outgrowing BambooHR? What to check for several entities, countries and payroll outside the US, plus ADP, Deel, HiBob, Personio, Rippling, Workday and flair. BambooHR Alternatives BambooHR Alternatives for Companies Growing Beyond the US What to check when your company outgrows BambooHR, with a neutral overview of common vendors, including flair, the HR and recruiting platform built natively on Salesforce. Book a Demo BambooHR at a Glance Source: BambooHR's own website (bamboohr.com), as of October 2026. 30,000+ Companies BambooHR says it is trusted by 30,000+ companies of all sizes. Three Plans per Employee According to its pricing FAQ, Core starts at $10.25, Pro at $17.50 and Elite at $25 per employee per month; up to 25 employees pay a monthly flat rate. Payroll for US Employees BambooHR's Payroll and Benefits Administration add-ons are for US employees only. International Hiring via Remote BambooHR's embedded EOR service is powered by Remote; for those employees, payroll and benefits are handled in the Remote platform. Payroll Partners Abroad Outside the US, BambooHR connects with localized payroll partners such as Remote, Deel, Papaya and Oyster. Hosted in the US, Canada or Ireland BambooHR hosts customer data in the US, Canada or Ireland, depending on the customer's location, needs and applicable laws. What to Look for When You Outgrow BambooHR Several Entities and Countries Can you manage several legal entities, locations and countries in one system, with separate access rights per entity? Payroll Where Your People Are Does the software prepare payroll for your countries, for example with DATEV in Germany, or only for US employees? Data Location and Compliance Where is HR data hosted, and does the software cover local rules such as working-time recording in the EU? Integrations With Your Systems Does HR data connect to the systems your teams already use, such as your CRM, or does every link need a separate integration? Can your team adapt fields, workflows and reports itself as processes grow more complex? Pricing Model Compare the price per employee, minimum terms and the cost of add-ons such as payroll at your future headcount. BambooHR Alternatives at a Glance Based on each vendor's own website, as of October 2026. In alphabetical order after flair. HR and recruiting platform built natively on Salesforce, for mid-size and enterprise companies, including groups with several legal entities and countries. ADP describes Workforce Now as an HCM solution used by over 90,000 mid-sized and large businesses in North America, with payroll, HR, time and benefits on one platform. Deel HR supports 150+ countries, with employees, contractors and EOR workers in the same system. According to Deel, Core starts at $5 per employee per month. HR software that Factorial says was developed with small and medium-sized businesses in mind. According to its pricing page, it starts at €8 per month and user. HR platform that HiBob says is built for modern, fast-growing companies of every size, in Growth, Scale and Enterprise tiers. Pricing is individually tailored. HR and payroll software whose clients, according to Paylocity, typically have between 10 and 5,000 employees. Priced per employee per month; pricing on request. HR software that Personio describes as suited to companies with 10 to 10,000 employees. HR plans start at €7.60 per employee per month (50+ employees); apps are added on top. HR, IT and finance platform: a required core platform plus separately purchased products, mostly billed per employee per month. Pricing by custom quote. UKG Pro combines HR, payroll, talent and workforce management; UKG says UKG Ready is designed for small to midsize organizations. Pricing on request. HCM and finance suite used by more than 11,500 organizations. Workday says its subscriptions are priced largely by headcount, with terms of three years or longer. Frequently Asked Questions What is the best alternative to BambooHR? There is no single best BambooHR alternative. The right choice depends on your company size, the countries you employ people in, how you run payroll, whether you have several legal entities and which systems the software needs to work with. Compare vendors against your own requirements and ask for a demo with your real use cases. Does BambooHR support employees outside the US? BambooHR states that its Payroll and Benefits Administration add-ons are for US employees only. For other countries, it offers an embedded EOR service powered by Remote, where payroll and benefits are handled in the Remote platform, and connects with localized payroll partners. Who are BambooHR's competitors? Vendors that companies commonly compare with BambooHR include ADP, Deel, Factorial, HiBob, Paylocity, Personio, Rippling, UKG, Workday and flair. They differ in target company size, countries covered, payroll approach and pricing model. What makes flair different? flair is built natively on Salesforce, for mid-size and enterprise companies, including groups with several legal entities and countries. You can restrict visibility by legal entity, run an Employee Hub per brand or entity and set up payroll territories with their own currency. In Germany, flair connects to DATEV for payroll. How much does flair cost? flair costs from €2.50 per employee per month. You build your plan from modules, for example HR Administration, Time Tracking, Recruiting, Performance, Payroll and Shift Planner, plus optional add-ons. How does flair help with switching from BambooHR? We begin with an initial consultation to understand your data import needs. Our experts then securely transfer your employee data, validate its accuracy and completeness, and integrate it into flair. Our team also helps set up the system according to your preferences and provides ongoing support. Compare flair With Other HR Solutions HR Software Comparison What to look for when comparing HR software, and an overview of common vendors. HR Software Comparison Workday Alternatives What to look for in a Workday alternative, and an overview of common vendors. Workday Alternatives Workday HCM Explained What Workday HCM includes, who it is built for, and alternatives for mid-size companies. Workday HCM Explained --- ## flair vs Factorial: HR Software Compared (2026) | flair URL: https://flair.hr/en/compare/factorial > Factorial vs. flair: positioning, payroll, e-signature, hosting and pricing compared, based on each vendor's website. For mid-size companies and groups. Factorial vs. flair A Factorial Alternative for Mid-Size Companies and Groups Factorial describes itself as HR software built for small and medium-sized businesses. flair is an HR and recruiting platform built natively on Salesforce, for mid-size companies, enterprises and groups with several legal entities. Book a Demo Factorial at a Glance Source: Factorial's own websites (factorialhr.de, trust.factorial.co), as of October 2026. Built for SMBs Factorial says it was developed with small and medium-sized businesses in mind. From €8 per User According to its pricing page, Factorial starts at €8 per month and user; Factorial puts together an individual plan. Payroll Prepared, Not Calculated Factorial states that it does not calculate payroll but helps prepare it, with connections to DATEV LODAS and Lohn und Gehalt. E-Signature via Signaturit The electronic signature is included in all packages and runs on the third-party provider Signaturit; it is not intended for documents requiring a QES. Expenses and Company Cards Receipts captured with OCR, per diems based on the German Federal Ministry of Finance rules, plus physical and virtual company cards. Hosted in the EU Factorial hosts data in the EU; its trust center lists AWS in Frankfurt, ISO/IEC 27001 and SOC 2 Type 2. flair at a Glance flair is an HR and recruiting platform built natively on Salesforce. Native to Salesforce HR data lives in the same Salesforce org as your CRM. Without Salesforce, we set up an instance through which you access flair. Built for Groups Restrict visibility by legal entity, run an Employee Hub per brand or entity and set up payroll territories with their own currency. Payroll With DATEV flair organizes the data for payroll runs, generates payroll documents, distributes payslips and connects to DATEV. Salesforce Access Control Permission sets and visibility scopes restrict records by department, location or legal entity. From Review to Salary Round Performance reviews, OKR or MBO goals, calibration rounds with a full change history and salary rounds in one system. Modules You Need From €2.50 per employee per month. Modules as needed, plus add-ons such as flair eSign. HR and CRM on **One Platform** Built natively on the Salesforce platform Not built on the Salesforce platform HR and CRM Data HR data in the same Salesforce org as your CRM HR data in a system separate from your Salesforce CRM Access Control Salesforce permission sets, profiles and visibility scopes No Salesforce permission sets or profiles Frequently Asked Questions What are the main differences between Factorial and flair? Factorial describes itself as HR software developed with small and medium-sized businesses in mind, covering HR, time tracking, recruiting, performance and expenses. Its data is hosted in the EU, on AWS in Frankfurt according to its trust center. flair covers the employee lifecycle as well, from recruiting and onboarding to time tracking, absences, performance and payroll preparation. The main difference is the platform: flair is built natively on Salesforce. HR data is stored on Salesforce, protected by Salesforce security and can be combined with other data in your Salesforce org for reporting. flair is designed for mid-size and enterprise companies, including groups with several legal entities. What kind of companies is flair suited to? flair is built for mid-size and enterprise companies, including groups with several legal entities, locations and countries. It is ideal for companies that already use Salesforce. Companies without Salesforce can still use flair without any limitations to its functionality: we set up a Salesforce instance through which they access flair. How do Factorial and flair handle payroll in Germany? Factorial states that it does not calculate payroll itself but helps prepare it, and that it is connected to DATEV LODAS and DATEV Lohn und Gehalt. flair also organizes the employee data for payroll runs, generates payroll documents, distributes payslips through the Employee Hub and connects to DATEV for German payroll territories. How does pricing compare? According to its pricing page (October 2026), Factorial starts at €8 per month and user and creates an individual plan. flair costs from €2.50 per employee per month. You build your plan from modules, for example HR Administration, Time Tracking, Recruiting, Performance, Payroll and Shift Planner, plus optional add-ons. How does flair help with switching from Factorial? We begin with an initial consultation to understand your data import needs. Our experts then securely transfer your employee data, validate its accuracy and completeness, and integrate it into flair. Our team also helps set up the system according to your preferences and provides ongoing support. Compare flair With Other HR Solutions Factorial Pricing and Alternatives What Factorial costs according to its pricing page, and an overview of alternatives. Factorial Pricing and Alternatives flair vs HiBob Compare HiBob with flair's Salesforce-native HR and recruiting platform. flair vs HiBob flair vs Personio Why switching to flair gives you access to a more customizable HR solution. flair vs Personio HR Software Comparison What to look for when comparing HR software, and an overview of common vendors. HR Software Comparison --- ## Factorial Pricing 2026: Costs, Billing & Alternatives | flair URL: https://flair.hr/en/compare/factorial-pricing > Factorial pricing explained: from $8 per user per month, tailored plans, Core included, monthly or annual billing. Plus alternatives and how flair prices. Factorial Pricing What Does Factorial Cost? What Factorial's pricing page says as of October 2026, an overview of Factorial alternatives, and how pricing works at flair, the HR and recruiting platform built natively on Salesforce. Book a Demo Factorial Pricing at a Glance Sources: factorial.com/pricing and factorialhr.de/preise, as of 9 October 2026. Factorial provides tailored quotes. From $8 per User Factorial's pricing page says Factorial starts at $8 per month, per user; the German page lists €8 per month and user. Tailored Plan You choose the products you need, from time and talent to finance and IT management, and Factorial puts together a tailored plan. Factorial Core Included All plans include Factorial Core, for example the employee directory, onboarding and offboarding, payslip distribution and e-signature. Monthly or Annual Plans Monthly plans are charged for the employees at the start of each month. Annual plans are invoiced extra only in months when active employees exceed the plan. Cancel Any Time According to Factorial, you can cancel whenever you want; the subscription then won't renew, and you can use Factorial until the renewal date. How Pricing Works at flair flair costs from €2.50 per employee per month. You build your plan from the modules you need. Pay for the Modules You Use Combine HR Administration, Time Tracking, Recruiting, Performance, Payroll and Shift Planner as needed. Add-Ons When You Need Them Extend flair with add-ons such as qualified electronic signatures, Advanced Recruiting and Ticketing. Native to Salesforce HR data lives in the same Salesforce org as your CRM. Without Salesforce, we set up an instance through which you access flair. Factorial Alternatives at a Glance Based on each vendor's own website, as of October 2026. In alphabetical order after flair. HR and recruiting platform built natively on Salesforce. Best fit if you are a mid-size or enterprise company or a group with several legal entities, especially if you already use Salesforce. HR software that BambooHR says is trusted by 30,000+ companies of all sizes, with published plans from $10 per employee per month. Best fit if you want list prices; its payroll add-on covers US employees only. HR platform that HiBob says is built for modern, fast-growing companies of all sizes; pricing by tailored quote. Best fit if you need native payroll in the US or the UK. HR software that Personio describes as suited to companies with 10 to 10,000 employees. HR plans start at €7.60 per employee per month (50+ employees). Best fit if you want published starting prices in euros. HR, IT and finance platform: a required core platform plus separately purchased products, mostly billed per employee per month, by custom quote. Best fit if you want HR, IT and finance from one vendor. Frequently Asked Questions How much does Factorial cost? According to its pricing page (9 October 2026), Factorial starts at $8 per month, per user ($8 on factorial.com, €8 on factorialhr.de). The final price depends on the products you choose; Factorial puts together a tailored plan and quote. All plans include Factorial Core. How does Factorial bill, and can I cancel? Factorial offers monthly and annual plans. Monthly plans are charged for the number of employees at the beginning of each month; on annual plans, Factorial only invoices a month separately when active employees exceed the plan, and no credit is issued. According to Factorial, you can cancel whenever you want: the subscription won't renew, and you can use Factorial until the renewal date. What are the alternatives to Factorial? Vendors that companies commonly compare with Factorial include BambooHR, HiBob, Personio, Rippling and flair. They differ in target company size, payroll coverage, pricing model and platform. Compare them against your own requirements and ask for a demo with your real use cases. Factorial vs Personio: what is the difference? Factorial says it was developed with small and medium-sized businesses in mind and starts at €8 per month and user on its German pricing page. Personio describes itself as suited to companies with 10 to 10,000 employees; its HR plans start at €7.60 per employee per month for companies with 50 or more employees, with a 12-month minimum term and a one-time setup fee. How much does flair cost? flair costs from €2.50 per employee per month. You build your plan from modules, for example HR Administration, Time Tracking, Recruiting, Performance, Payroll and Shift Planner, plus optional add-ons. How does flair help with switching from Factorial? We begin with an initial consultation to understand your data import needs. Our experts then securely transfer your employee data, validate its accuracy and completeness, and integrate it into flair. Our team also helps set up the system according to your preferences and provides ongoing support. Compare flair With Factorial flair vs Factorial Compare Factorial with flair's Salesforce-native HR and recruiting platform. flair vs Factorial HiBob Alternatives What to look for in a HiBob alternative, and which vendor fits which company. HiBob Alternatives flair vs Personio Why switching to flair gives you access to a more customizable HR solution. flair vs Personio HR Software Comparison What to look for when comparing HR software, and an overview of common vendors. HR Software Comparison --- ## flair vs HiBob: HR Software Compared (2026) | flair URL: https://flair.hr/en/compare/hibob > HiBob vs. flair: modules, payroll in Germany, performance, hosting and pricing compared, based on each vendor's website. For mid-size companies and groups. HiBob vs. flair A HiBob Alternative Native to Salesforce HiBob describes Bob as an all-in-one HR platform for modern, fast-growing companies of every size. flair is an HR and recruiting platform built natively on Salesforce, for mid-size companies, enterprises and groups with several legal entities. Book a Demo HiBob at a Glance Source: HiBob's own website (hibob.com), as of October 2026. For Fast-Growing Companies HiBob says Bob is built for modern, fast-growing companies of every size, in Growth, Scale and Enterprise tiers. HiBob is headquartered in London. Core as the Base Core is the first product you buy and is not optional; talent, payroll, HR planning and finance suites build on it. Native Payroll for the US and UK According to HiBob, native payroll is available for the US and the UK. For Germany, HiBob offers a DATEV LODAS integration. Performance in the Talent Module 360° reviews, calibration in a 9-box grid, goals, OKRs and 1:1s. Pricing on Request HiBob offers individually tailored pricing instead of a one-size-fits-all price model. Hosted on AWS HiBob uses AWS data centers in Ireland (main) and Germany (backup) and is ISO 27001 and SOC 2 Type 2 certified. flair at a Glance flair is an HR and recruiting platform built natively on Salesforce. Native to Salesforce HR data lives in the same Salesforce org as your CRM. Without Salesforce, we set up an instance through which you access flair. Built for Groups Restrict visibility by legal entity, run an Employee Hub per brand or entity and set up payroll territories with their own currency. Payroll With DATEV flair organizes the data for payroll runs, generates payroll documents, distributes payslips and connects to DATEV. Salesforce Access Control Permission sets and visibility scopes restrict records by department, location or legal entity. From Review to Salary Round Performance reviews, OKR or MBO goals, calibration rounds with a full change history and salary rounds in one system. Modules You Need From €2.50 per employee per month. Modules as needed, plus add-ons such as flair eSign. HR and CRM on **One Platform** Built natively on the Salesforce platform Not built on the Salesforce platform HR and CRM Data HR data in the same Salesforce org as your CRM HR data in a system separate from your Salesforce CRM Access Control Salesforce permission sets, profiles and visibility scopes No Salesforce permission sets or profiles Frequently Asked Questions What are the main differences between HiBob and flair? HiBob describes Bob as an all-in-one HR platform for modern, fast-growing companies of every size. Core is the mandatory base module, with talent, payroll, HR planning and finance suites on top. HiBob hosts on AWS in Ireland, with Germany as a backup location. flair covers the employee lifecycle as well, from recruiting and onboarding to time tracking, absences, performance and payroll preparation. The main difference is the platform: flair is built natively on Salesforce. HR data is stored on Salesforce, protected by Salesforce security and can be combined with other data in your Salesforce org for reporting. What kind of companies is flair suited to? flair is built for mid-size and enterprise companies, including groups with several legal entities, locations and countries. It is ideal for companies that already use Salesforce. Companies without Salesforce can still use flair without any limitations to its functionality: we set up a Salesforce instance through which they access flair. How do HiBob and flair handle payroll in Germany? According to HiBob, Bob offers native payroll for the US and the UK and integrates with payroll providers through its Payroll Hub; for Germany, HiBob lists a DATEV LODAS integration. flair organizes the employee data for payroll runs, generates payroll documents, distributes payslips through the Employee Hub and connects to DATEV for German payroll territories. How does pricing compare? HiBob does not publish prices; it creates a tailored quote. flair costs from €2.50 per employee per month. You build your plan from modules, for example HR Administration, Time Tracking, Recruiting, Performance, Payroll and Shift Planner, plus optional add-ons. How does flair help with switching from HiBob? We begin with an initial consultation to understand your data import needs. Our experts then securely transfer your employee data, validate its accuracy and completeness, and integrate it into flair. Our team also helps set up the system according to your preferences and provides ongoing support. Compare flair With Other HR Solutions HiBob Pricing Explained What HiBob says about its pricing, what drives the total cost, and how flair's pricing works. HiBob Pricing Explained HiBob Alternatives What to look for in a HiBob alternative, and which vendor fits which company. HiBob Alternatives flair vs Factorial Compare Factorial with flair's Salesforce-native HR and recruiting platform. flair vs Factorial flair vs Personio Why switching to flair gives you access to a more customizable HR solution. flair vs Personio HR Software Comparison What to look for when comparing HR software, and an overview of common vendors. HR Software Comparison --- ## HiBob Alternatives & Competitors 2026 | flair URL: https://flair.hr/en/compare/hibob-alternatives > Looking for a HiBob alternative? What to check, plus BambooHR, Factorial, Personio, Rippling and flair with a neutral best fit for each, from vendor sites. HiBob Alternatives HiBob Alternatives and Competitors What to check when you look for an alternative to HiBob, and a neutral overview of common vendors with the best fit for each, including flair, the HR and recruiting platform built natively on Salesforce. Book a Demo What to Look for in a HiBob Alternative Fit for Your Company Size Is the software built for a company of your size and growth plans? Payroll in Your Countries Does the vendor run payroll where you employ people, or connect to your payroll provider, for example DATEV? Pricing Transparency Are prices published, or is everything quoted? Ask what is included and what costs extra. Several Entities and Countries Can you manage several legal entities, locations and countries with separate access rights? Integrations and CRM Does it work with the systems your teams already use, such as your CRM? Can your team adapt fields, workflows and reports itself? HiBob Alternatives at a Glance Based on each vendor's own website, as of October 2026. In alphabetical order after flair. HR and recruiting platform built natively on Salesforce. Best fit if you are a mid-size or enterprise company or a group with several legal entities, especially if you already use Salesforce. HR software that BambooHR says is trusted by 30,000+ companies of all sizes, with published plans from $10 per employee per month. Best fit if you want list prices; its payroll add-on covers US employees only. HR software that Factorial says was developed with small and medium-sized businesses in mind, from $8 per month and user. Best fit if you are an SMB that wants HR, time, expenses and IT in one tool. HR software that Personio describes as suited to companies with 10 to 10,000 employees. HR plans start at €7.60 per employee per month (50+ employees). Best fit if you want published starting prices in euros. HR, IT and finance platform: a required core platform plus separately purchased products, mostly billed per employee per month, by custom quote. Best fit if you want HR, IT and finance from one vendor. Frequently Asked Questions Who are HiBob's competitors? Vendors that companies commonly compare with HiBob include BambooHR, Rippling, Personio, Factorial and flair, and for larger companies Workday. They differ in target company size, payroll coverage, pricing model and platform. What is the best alternative to HiBob? There is no single best HiBob alternative. The right choice depends on your company size, the countries you run payroll in, whether you run several legal entities and which systems the software needs to work with. Compare vendors against your own requirements and ask for a demo with your real use cases. HiBob vs BambooHR: what is the difference? HiBob does not publish prices and provides a tailored quote; every subscription includes Core HR, and native payroll is available for the US and the UK. BambooHR publishes plans starting at $10 per employee per month, says it is trusted by 30,000+ companies of all sizes, and offers payroll as an add-on for US employees only. HiBob vs Rippling: what is the difference? Both quote individually. HiBob focuses on HR, with Core HR in every subscription and talent, payroll, planning and finance suites on top. Rippling sells a required core platform plus separately purchased HR, IT and finance products, mostly billed per employee per month. What makes flair different? flair is built natively on Salesforce. HR data is stored on Salesforce, protected by Salesforce security, and can be combined with other data in your Salesforce org for reporting. Companies without Salesforce can use flair too: we set up a Salesforce instance through which they access flair. How much does flair cost? flair costs from €2.50 per employee per month. You build your plan from modules, for example HR Administration, Time Tracking, Recruiting, Performance, Payroll and Shift Planner, plus optional add-ons. How does flair help with switching from HiBob? We begin with an initial consultation to understand your data import needs. Our experts then securely transfer your employee data, validate its accuracy and completeness, and integrate it into flair. Our team also helps set up the system according to your preferences and provides ongoing support. Compare flair With HiBob flair vs HiBob Compare HiBob with flair's Salesforce-native HR and recruiting platform. flair vs HiBob HiBob Pricing Explained What HiBob says about its pricing, what drives the total cost, and how flair's pricing works. HiBob Pricing Explained Factorial Pricing and Alternatives What Factorial costs according to its pricing page, and an overview of alternatives. Factorial Pricing and Alternatives HR Software Comparison What to look for when comparing HR software, and an overview of common vendors. HR Software Comparison --- ## HiBob Pricing 2026: What Bob Costs and What Drives It | flair URL: https://flair.hr/en/compare/hibob-pricing > HiBob pricing explained: no public list prices, quotes based on headcount, modules and services, Core HR in every plan. What to budget, and how flair prices. HiBob Pricing What Does HiBob Cost? What HiBob says about pricing Bob, what drives the total cost, and how pricing works at flair, the HR and recruiting platform built natively on Salesforce. Book a Demo HiBob Pricing at a Glance Source: hibob.com, as of October 2026. HiBob does not publish list prices; its pricing link leads to a demo request. Pricing on Request HiBob offers customized pricing and a tailored quote rather than a one-size-fits-all pricing model. What Drives the Quote According to HiBob, the quote mainly depends on the number of employees, the products and modules you choose, and any implementation or support services. Core HR in Every Subscription Every HiBob subscription includes Core HR; further products and services can be added. HiBob says AI capabilities are included across the platform. Growth, Scale and Enterprise HiBob structures Bob for three milestones: Growth (under 200 employees), Scale (200 to 1,000) and Enterprise (1,000+). Native Payroll for the US and UK According to HiBob, native payroll is available for the US and the UK. For Germany, HiBob offers a DATEV LODAS integration. What to Budget for Beyond the License Questions to ask any HR software vendor, HiBob included, before you compare quotes. Headcount Growth If the price depends on employees, model next year's headcount, not today's, and ask how added employees are billed. Modules Beyond Core List the modules you need now and later, such as talent, payroll, planning or compensation, and get each one priced. Implementation and Migration Ask what implementation, data migration and training cost, and who does the work. Payroll in Your Countries Where payroll is not native, you keep paying a payroll provider. Include that provider and the integration in the total. Contract Terms Compare minimum terms, billing intervals and renewal conditions, not only the price per employee. Internal Project Time HR, IT and finance time for setup, testing and change management is part of the total cost of ownership. How Pricing Works at flair flair costs from €2.50 per employee per month. You build your plan from the modules you need. Pay for the Modules You Use Combine HR Administration, Time Tracking, Recruiting, Performance, Payroll and Shift Planner as needed. Add-Ons When You Need Them Extend flair with add-ons such as qualified electronic signatures, Advanced Recruiting and Ticketing. Native to Salesforce HR data lives in the same Salesforce org as your CRM. Without Salesforce, we set up an instance through which you access flair. Frequently Asked Questions How much does HiBob cost? HiBob does not publish list prices. According to its FAQ (October 2026), HiBob offers customized pricing: the quote is primarily determined by the number of employees, the products and modules you choose, and any implementation or support services. Expect an individual quote; prices you find on third-party sites are estimates, not HiBob figures. What is included in every HiBob subscription? According to HiBob, every subscription includes Core HR, with additional products and services available as your business grows. HiBob says AI capabilities are included across the platform. Does HiBob include payroll? According to HiBob, Bob offers native payroll for the US and the UK and integrates with other payroll providers through its Payroll Hub; for Germany, HiBob lists a DATEV LODAS integration. Outside the US and UK, budget for your payroll provider in addition to HiBob. What drives the total cost of HR software? Besides the license, the total cost includes implementation and data migration, modules you add later, payroll providers in countries without native payroll, contract terms and your team's internal project time. Ask every vendor to price the same scope so the quotes are comparable. How much does flair cost? flair costs from €2.50 per employee per month. You build your plan from modules, for example HR Administration, Time Tracking, Recruiting, Performance, Payroll and Shift Planner, plus optional add-ons. How does flair help with switching from HiBob? We begin with an initial consultation to understand your data import needs. Our experts then securely transfer your employee data, validate its accuracy and completeness, and integrate it into flair. Our team also helps set up the system according to your preferences and provides ongoing support. Compare flair With HiBob flair vs HiBob Compare HiBob with flair's Salesforce-native HR and recruiting platform. flair vs HiBob HiBob Alternatives What to look for in a HiBob alternative, and which vendor fits which company. HiBob Alternatives HR Software Comparison What to look for when comparing HR software, and an overview of common vendors. HR Software Comparison --- ## HR Software Comparison 2026: Criteria & Vendors | flair URL: https://flair.hr/en/compare/hr-software-comparison > Comparing HR software? The criteria that matter for mid-size companies and groups, and an overview of flair, Personio, rexx systems and SAP SuccessFactors. HR Software Comparison How to Compare HR Software The criteria that matter when choosing HR software for a mid-size company or group, and a neutral overview of common vendors, including flair. Book a Demo What to Look for Modules and Scope Which processes need to be covered: core HR, time tracking, absences, recruiting, performance, payroll? Payroll and Integrations Does the software connect to your payroll provider (e.g. DATEV) and the tools your team already uses? Several Entities and Countries Can you manage several legal entities, locations and countries with separate access rights? Access Control and Data Protection How fine-grained are permissions, and where and how is HR data stored and protected? Pricing Model and Contract Terms Per employee or per module? Minimum term, setup fees and paid add-ons belong in every comparison. Implementation and Support Who migrates your data, how long does the rollout take, and who supports you afterwards? HR Software Vendors at a Glance Based on each vendor's own website, as of October 2026. In alphabetical order after flair. HR and recruiting platform built natively on Salesforce, for mid-size and enterprise companies, including groups with several legal entities and countries. HR software that Personio describes as suited to companies with 10 to 10,000 employees. HR plans start at €7.60 per employee per month (50+ employees); apps are added on top. rexx systems HR and recruiting software with, according to rexx, more than 3,000 customers in over 30 countries. Available as a cloud service or on-premises, with connectors to DATEV, ADP / Paisy and SAP HR. SAP SuccessFactors A portfolio of HCM applications for core HR and payroll, talent management and learning. Public cloud SaaS hosted by SAP that can integrate with SAP S/4HANA. Frequently Asked Questions Which HR software is the best? There is no single best HR software. The right choice depends on your company size, the processes you want to cover, your payroll setup, whether you run several legal entities and which systems the software needs to work with. Compare vendors against your own requirements and ask for a demo with your real use cases. What does HR software cost? Most vendors charge per employee per month, often split into modules or add-on apps. Personio, for example, publishes starting prices on its website. Also ask about minimum contract terms, one-time setup fees and paid add-ons. flair costs from €2.50 per employee per month; you build your plan from modules and optional add-ons. What makes flair different? flair is built natively on Salesforce. HR data is stored on Salesforce, protected by Salesforce security, and can be combined with other data in your Salesforce org for reporting. Companies without Salesforce can use flair too: we set up a Salesforce instance through which they access flair. How does switching HR software work with flair? We begin with an initial consultation to understand your data import needs. Our experts then securely transfer your employee data, validate its accuracy and completeness, and integrate it into flair. Our team also helps set up the system and provides ongoing support. Compare flair in Detail flair vs Personio Why switching to flair gives you access to a more customizable HR solution. flair vs Personio flair vs rexx systems Compare rexx systems with flair's Salesforce-native HR and recruiting platform. flair vs rexx systems Personio Pricing Explained What Personio costs according to its own pricing page, and how flair's pricing works. Personio Pricing Explained flair vs SAP SuccessFactors Compare SAP SuccessFactors with flair's Salesforce-native HR and recruiting platform. flair vs SAP SuccessFactors flair vs Workday Compare Workday HCM with flair's Salesforce-native HR platform. flair vs Workday --- ## flair vs Kenjo: HR Software Compared (2026) | flair URL: https://flair.hr/en/compare/kenjo > Kenjo vs. flair: target companies, pricing, payroll with DATEV, time clock and hosting compared, based on each vendor's website. For mid-size companies. Kenjo vs. flair A Kenjo Alternative for Mid-Size Companies and Groups Kenjo describes itself as HR software for SMEs with deskless teams. flair is an HR and recruiting platform built natively on Salesforce, for mid-size companies, enterprises and groups. Book a Demo Kenjo at a Glance Source: Kenjo's own website (kenjo.io), as of October 2026. For SMEs With Deskless Teams Kenjo describes itself as HR software for SMEs with deskless teams, for example in manufacturing, services and retail. 1,000+ Customers, Founded in Berlin According to Kenjo, more than 1,000 customers use it; it was founded in Berlin in 2017 and serves Spain, Germany, Switzerland, Austria and Latin America. Three Plans per Employee Starter from €6 and Growth from €10 per employee per month; Connect via a demo. Recruiting is an add-on. Preparatory Payroll Kenjo supports preparatory payroll that you then hand to your external accountant, with exports to DATEV LODAS and Lohn und Gehalt. Terminal by QR or PIN Code Deskless employees clock in by QR or PIN code without their own device; the time clock terminal is part of the Growth plan. Hosted in Frankfurt According to Kenjo, its platform runs exclusively in Frankfurt am Main, Germany (MongoDB Atlas, Amazon Web Services). flair at a Glance flair is an HR and recruiting platform built natively on Salesforce. Native to Salesforce HR data lives in the same Salesforce org as your CRM. Without Salesforce, we set up an instance through which you access flair. Built for Groups Restrict visibility by legal entity, run an Employee Hub per brand or entity and set up payroll territories with their own currency. Payroll With DATEV flair organizes the data for payroll runs, generates payroll documents, distributes payslips and connects to DATEV. Salesforce Access Control Permission sets and visibility scopes restrict records by department, location or legal entity. From Review to Salary Round Performance reviews, OKR or MBO goals, calibration rounds with a full change history and salary rounds in one system. Modules You Need From €2.50 per employee per month. Modules as needed, plus add-ons such as flair eSign. Frequently Asked Questions What are the main differences between Kenjo and flair? Kenjo describes itself as HR software for SMEs with deskless teams, with time tracking, shift planning, absences, documents and preparatory payroll. Its platform is hosted in Frankfurt. flair covers the employee lifecycle as well, from recruiting and onboarding to time tracking, absences, performance and payroll preparation. The main difference is the platform: flair is built natively on Salesforce, so HR data is protected by Salesforce security and can be combined with other data in your Salesforce org. flair is designed for mid-size and enterprise companies, including groups with several legal entities. What kind of companies is flair suited to? flair is built for mid-size and enterprise companies, including groups with several legal entities, locations and countries. It is ideal for companies that already use Salesforce. Companies without Salesforce can use flair too: we set up a Salesforce instance through which they access flair. How do Kenjo and flair handle payroll in Germany? Kenjo supports preparatory payroll and exports master and variable data to DATEV LODAS and DATEV Lohn und Gehalt; the finished payroll goes to your external accountant. flair organizes the data for payroll runs, generates payroll documents, distributes payslips through the Employee Hub and connects to DATEV for German payroll territories. How does pricing compare? According to its pricing page (October 2026), Kenjo's Starter plan starts at €6 and Growth at €10 per employee per month; Connect is quoted after a demo. flair costs from €2.50 per employee per month. You build your plan from modules, for example HR Administration, Time Tracking, Recruiting, Performance, Payroll and Shift Planner, plus optional add-ons. How does flair help with switching from Kenjo? We begin with an initial consultation to understand your data import needs. Our experts then securely transfer your employee data, validate its accuracy and completeness, and integrate it into flair. Our team also helps set up the system according to your preferences and provides ongoing support. Compare flair With Other HR Solutions flair vs Personio Why switching to flair gives you access to a more customizable HR solution. flair vs Personio flair vs Factorial Compare Factorial with flair's Salesforce-native HR and recruiting platform. flair vs Factorial HR Software Comparison What to look for when comparing HR software, and an overview of common vendors. HR Software Comparison --- ## Personio Pricing 2026: Plans, Costs & Contract Terms | flair URL: https://flair.hr/en/compare/personio-pricing > Personio pricing explained: Core HR from €7.60 and Payroll from €5 per employee per month, 12-month minimum term, setup fee. Plus how flair's pricing works. Personio Pricing What Does Personio Cost? An overview of Personio's plans, prices and contract terms as Personio publishes them, and how pricing works at flair, the HR and recruiting platform built natively on Salesforce. Book a Demo Personio Prices at a Glance Source: personio.de/plaene, as of October 2026. Personio provides individual quotes. HR from €7.60 Personio's HR plans (Core, Core Pro) start at €7.60 per employee per month for companies with 50 or more employees. Payroll from €5 Personio Payroll starts at €5 per employee per month and is only available in combination with an HR subscription. Up to 49 Employees For companies with up to 49 employees, Personio's HR + Payroll platform starts at €14 per employee per month. Apps Cost Extra Apps such as Recruiting, Performance & Development, Compensation Management and Surveys extend the core offering. 12-Month Minimum Term Personio's annual subscription has a minimum term of 12 months. One-Time Setup Fee Personio charges a one-time fee for the initial account setup. The amount depends on company size. How Pricing Works at flair flair costs from €2.50 per employee per month. You build your plan from the modules you need. Pay for the Modules You Use Combine HR Administration, Time Tracking, Recruiting, Performance, Payroll and Shift Planner as needed. Add-Ons When You Need Them Extend flair with add-ons such as qualified electronic signatures, Advanced Recruiting and Ticketing. Native to Salesforce HR data lives in the same Salesforce org as your CRM. Without Salesforce, we set up an instance through which you access flair. Frequently Asked Questions How much does Personio cost? According to Personio's pricing page (as of October 2026), HR plans start at €7.60 per employee per month and Payroll at €5 per employee per month for companies with 50 or more employees. For companies with up to 49 employees, the HR + Payroll platform starts at €14 per employee per month. The final price depends on company size and the apps you add; Personio provides individual quotes. Are there additional costs with Personio? Personio states that there are no further monthly costs besides the base fee, but a one-time fee for the initial account setup applies, depending on company size. Apps such as Recruiting or Performance & Development are added to the core offering, and paid job board postings can be booked within the tool. How long is the minimum contract term at Personio? Personio's annual subscription has a minimum term of 12 months, according to its pricing page. How much does flair cost? flair costs from €2.50 per employee per month. You build your plan from modules, for example HR Administration, Time Tracking, Recruiting, Performance, Payroll and Shift Planner, plus optional add-ons. How does flair help with switching from Personio? We begin with an initial consultation to understand your data import needs. Our experts then securely transfer your employee data, validate its accuracy and completeness, and integrate it into flair. Our team also helps set up the system according to your preferences and provides ongoing support. Compare flair With Other HR Solutions flair vs Personio Why switching to flair gives you access to a more customizable HR solution. flair vs Personio HR Software Comparison What to look for when comparing HR software, and an overview of common vendors. HR Software Comparison flair vs SAP SuccessFactors Compare SAP SuccessFactors with flair's Salesforce-native HR and recruiting platform. flair vs SAP SuccessFactors --- ## Personio Time Tracking vs flair: Features Compared | flair URL: https://flair.hr/en/compare/personio-time-tracking > Personio time tracking compared with flair: time clock, terminals, breaks, overtime and German working time rules, based on each vendor's information. Personio Time Tracking Personio Time Tracking Compared With flair What Personio's time tracking covers according to Personio, how flair records working time, and which German working time rules your system should cover. Book a Demo Personio Time Tracking at a Glance Sources: personio.de/funktionen/arbeitszeiterfassung, personio.de/preise and Personio help articles, as of October 2026. Desktop, App, Terminal or Entrance App According to Personio, time can be recorded on desktop, in the mobile app, on a terminal or in the Personio Entrance App. Tablet as a Time Clock Personio says its Entrance App turns any tablet or laptop into a time clock; employees clock in with a QR code or PIN. Hardware Terminals via a Partner For RFID, barcode or fingerprint terminals, Personio refers to halion clock:it, which connects the devices to Personio and is set up through Rocon. Break Rules and Daily Maximum Up to two break rules, automatically added breaks, and a maximum number of daily hours with a warning or a block when exceeded. Overtime Accounts Overtime accounts with a cap; according to Personio, overtime can be converted into a payout or time off. Part of the Core Plan According to its pricing page, time tracking and absences are part of the Core plan; HR plans start at €7.60 per employee per month (50+ employees). Time Tracking With flair flair Time Tracking is part of flair's HR platform, built natively on Salesforce. By Click, App or Key Fob Record time in the browser or desktop app, on mobile or with a key fob, including breaks and notes on time entries. Time Clock Kiosk on a Tablet flair Kiosk turns an Android tablet into a time clock: clock in by PIN or QR code, segmented by site or team. RFID and Fingerprint Terminals If physical time tracking is part of your plan, flair also connects RFID and fingerprint terminals. Rules for Breaks, Overtime and Rest Set rules and limits for breaks and overtime per policy and local law; clock-ins before the minimum rest period ends are blocked. Project Time and Approvals Track time for projects and clients, review and approve corrected entries, even directly in Slack. Linked to Absences and Payroll Time, absences and payroll in one system, with reports and dashboards in Salesforce, for example on overtime. What German Working Time Law Requires Rules any time tracking in Germany should cover. As of October 2026; a reform of the Working Hours Act (ArbZG) is being prepared. Record Working Time Employers must record their employees' working time (Federal Labour Court, decision of 13 Sep 2022, 1 ABR 22/21). 8 Hours, Up to 10 At most eight hours per working day; up to ten if eight are not exceeded on average over six calendar months or 24 weeks (Section 3 ArbZG). Breaks After Six Hours At least 30 minutes of break for more than six up to nine hours, 45 minutes for more than nine hours (Section 4 ArbZG). Eleven Hours of Rest At least eleven hours of uninterrupted rest after the daily working time ends, with exceptions for some sectors (Section 5 ArbZG). Frequently Asked Questions Is time tracking included in Personio? According to Personio's pricing page (October 2026), time tracking and absences are part of the Core plan. HR plans start at €7.60 per employee per month for companies with 50 or more employees. Details are in our Personio pricing overview. Does Personio support time clocks and terminals? Personio's Entrance App turns a tablet or laptop into a time clock where employees clock in by QR code or PIN. For hardware terminals with RFID, barcode or fingerprint, Personio refers to the partner solution halion clock:it, set up through Rocon. flair offers flair Kiosk for Android tablets and also connects RFID and fingerprint terminals. How do Personio and flair handle overtime? Personio offers overtime accounts with a cap and can convert overtime into a payout or time off. flair lets you set rules and limits for breaks and overtime per policy and local law, and shows overtime in Salesforce reports and dashboards. Is time tracking mandatory in Germany? Yes. According to the Federal Labour Court (decision of 13 September 2022, 1 ABR 22/21), employers must record their employees' working time. The Working Hours Act also limits daily working time and requires breaks and rest periods. A reform of the act is being prepared, so check the current rules. How much does flair cost? flair costs from €2.50 per employee per month. You build your plan from modules, for example HR Administration, Time Tracking, Recruiting, Performance, Payroll and Shift Planner, plus optional add-ons. How does flair help with switching from Personio? We begin with an initial consultation to understand your data import needs. Our experts then securely transfer your employee data, validate its accuracy and completeness, and integrate it into flair. Our team also helps set up the system according to your preferences and provides ongoing support. Compare flair With Personio flair vs Personio Why switching to flair gives you access to a more customizable HR solution. flair vs Personio Personio Pricing Explained What Personio costs according to its own pricing page, and how flair's pricing works. Personio Pricing Explained Time Tracking With flair Record working time by click, app or terminal, with rules for breaks and overtime. Time Tracking With flair --- ## flair vs rexx systems: HR Software Compared (2026) | flair URL: https://flair.hr/en/compare/rexx > rexx systems vs. flair: target group, hosting, payroll connectors and pricing compared, based on each vendor's website. For mid-size companies and groups. rexx systems vs. flair A rexx Alternative Native to Salesforce rexx systems describes its HR and recruiting software as built for mid-size companies and large organizations. flair is an HR and recruiting platform built natively on Salesforce, for mid-size companies, enterprises and groups. Book a Demo rexx systems at a Glance Source: rexx systems' own website (rexx-systems.com), as of October 2026. Mid-Size and Large Organizations rexx says its software is designed for mid-size companies and large organizations with 50 to 50,000 employees and is used in over 30 countries. HR, Recruiting and Talent rexx systems is split into HR management, applicant management and talent management, with an employee app, rexx GO. Cloud or On-Premises rexx runs either in its own cloud with servers in Germany and Switzerland or on the customer's own servers. Payroll Connectors rexx lists standard interfaces to DATEV, ADP / Paisy and SAP, plus an open API for individual connections. Pricing on Request, Plus Setup rexx calculates individual quotes by company size, modules and functions, and charges one-time setup fees. ISO 27001 Certified rexx says it is ISO 27001:2022 certified and serves about 3,000 customers. Its headquarters are in Hamburg. flair at a Glance flair is an HR and recruiting platform built natively on Salesforce. Native to Salesforce HR data lives in the same Salesforce org as your CRM. Without Salesforce, we set up an instance through which you access flair. Built for Groups Restrict visibility by legal entity, run an Employee Hub per brand or entity and set up payroll territories with their own currency. Payroll With DATEV flair organizes the data for payroll runs, generates payroll documents, distributes payslips and connects to DATEV. Salesforce Access Control Permission sets and visibility scopes restrict records by department, location or legal entity. From Review to Salary Round Performance reviews, OKR or MBO goals, calibration rounds with a full change history and salary rounds in one system. Modules You Need From €2.50 per employee per month. Modules as needed, plus add-ons such as flair eSign. HR and CRM on **One Platform** Built natively on the Salesforce platform Not built on the Salesforce platform HR and CRM Data HR data in the same Salesforce org as your CRM HR data in a system separate from your Salesforce CRM Access Control Salesforce permission sets, profiles and visibility scopes No Salesforce permission sets or profiles Frequently Asked Questions What are the main differences between rexx systems and flair? rexx systems describes its software as HR, recruiting and talent management for mid-size companies and large organizations with 50 to 50,000 employees. It runs in rexx's own cloud, with servers in Germany and Switzerland, or on the customer's servers. flair covers the employee lifecycle as well, from recruiting and onboarding to time tracking, absences, performance and payroll preparation. The main difference is the platform: flair is built natively on Salesforce. HR data is stored on Salesforce, protected by Salesforce security and can be combined with other data in your Salesforce org for reporting. What kind of companies is flair suited to? flair is built for mid-size and enterprise companies, including groups with several legal entities, locations and countries. It is ideal for companies that already use Salesforce. Companies without Salesforce can still use flair without any limitations to its functionality: we set up a Salesforce instance through which they access flair. How do rexx systems and flair handle payroll in Germany? rexx lists preparatory payroll as an optional module and offers standard interfaces to DATEV, ADP / Paisy and SAP. flair organizes the employee data for payroll runs, generates payroll documents, distributes payslips through the Employee Hub and connects to DATEV for German payroll territories. How does pricing compare? rexx does not publish prices. According to its pricing page, it calculates an individual quote based on company size, modules and functions, and charges one-time setup fees; for smaller companies it offers entry packages that include 32 consulting hours and eight training hours. flair costs from €2.50 per employee per month; you build your plan from modules and optional add-ons. How does flair help with switching from rexx systems? We begin with an initial consultation to understand your data import needs. Our experts then securely transfer your employee data, validate its accuracy and completeness, and integrate it into flair. Our team also helps set up the system according to your preferences and provides ongoing support. Compare flair With Other HR Solutions flair vs Personio Why switching to flair gives you access to a more customizable HR solution. flair vs Personio flair vs Factorial Compare Factorial with flair's Salesforce-native HR and recruiting platform. flair vs Factorial flair vs HiBob Compare HiBob with flair's Salesforce-native HR and recruiting platform. flair vs HiBob HR Software Comparison What to look for when comparing HR software, and an overview of common vendors. HR Software Comparison --- ## flair vs Sage HR: HR Software Compared (2026) | flair URL: https://flair.hr/en/compare/sage-hr > Sage HR vs. flair: target companies, modules, payroll and pricing compared, based on each vendor's website. Plus how Sage HR differs from Sage People. Sage HR vs. flair A Sage HR Alternative for Mid-Size Companies and Groups Sage describes Sage HR as modular cloud HR software, mainly for small and medium-sized businesses. flair is an HR and recruiting platform built natively on Salesforce, for mid-size companies and groups. Book a Demo Sage HR at a Glance Source: Sage's German website (sage.com/de-de/sage-business-cloud/hr), as of October 2026. Prices excl. VAT. Modular Cloud HR Software According to Sage, Sage HR is cloud-based, modular HR software for employee data, absences, time tracking, performance, recruiting and self-service, with a mobile app. For Small and Mid-Sized Businesses Sage says Sage HR is primarily suited to small and medium-sized businesses. No Integrated Payroll Sage HR comes without integrated payroll. For that, Sage offers Sage HR & Payroll (from 50 employees) and the desktop solution Sage HR Suite. Base Package From €4.50 Sage HR Basis costs €4.50 per employee per month; the Time package €7.00 and the Shift package €9.50. Modules Added Individually Timesheets, Performance and Shift Planning at €2.50 each, Expenses at €1.50 per employee per month; Recruiting at €175 per month. Cancel or Upgrade Any Time According to Sage, customers can cancel or upgrade at any time. flair at a Glance flair is an HR and recruiting platform built natively on Salesforce. Native to Salesforce HR data lives in the same Salesforce org as your CRM. Without Salesforce, we set up an instance through which you access flair. Built for Groups Restrict visibility by legal entity, run an Employee Hub per brand or entity and set up payroll territories with their own currency. Payroll With DATEV flair organizes the data for payroll runs, generates payroll documents, distributes payslips and connects to DATEV. Salesforce Access Control Permission sets and visibility scopes restrict records by department, location or legal entity. From Review to Salary Round Performance reviews, OKR or MBO goals, calibration rounds with a full change history and salary rounds in one system. Modules You Need From €2.50 per employee per month. Modules as needed, plus add-ons such as flair eSign. Frequently Asked Questions What is the difference between Sage HR and Sage People? They are separate Sage products. Sage describes Sage HR as modular cloud HR software, mainly for small and medium-sized businesses, without integrated payroll. Sage People is a separate cloud HR and people system from Sage; see our comparison of Sage People and flair. What are the main differences between Sage HR and flair? Sage HR is modular cloud HR software for small and medium-sized businesses, with payroll available through separate Sage products. flair covers the employee lifecycle from recruiting to payroll preparation and is built natively on Salesforce, so HR data lives in the same Salesforce org as your CRM. flair is designed for mid-size and enterprise companies, including groups with several legal entities. What kind of companies is flair suited to? flair is built for mid-size and enterprise companies, including groups with several legal entities, locations and countries. It is ideal for companies that already use Salesforce. Companies without Salesforce can use flair too: we set up a Salesforce instance through which they access flair. How does pricing compare? According to Sage's German website (October 2026), Sage HR Basis costs €4.50 per employee per month excluding VAT, and modules such as timesheets or shift planning are added on top. flair costs from €2.50 per employee per month; you build your plan from modules and optional add-ons. How does flair help with switching from Sage HR? We begin with an initial consultation to understand your data import needs. Our experts then securely transfer your employee data, validate its accuracy and completeness, and integrate it into flair. Our team also helps set up the system according to your preferences and provides ongoing support. Compare flair With Other HR Solutions flair vs Sage People Compare Sage People with flair's Salesforce-native HR and recruiting platform. flair vs Sage People flair vs Personio Why switching to flair gives you access to a more customizable HR solution. flair vs Personio HR Software Comparison What to look for when comparing HR software, and an overview of common vendors. HR Software Comparison --- ## Workday Alternatives & Competitors 2026 | flair URL: https://flair.hr/en/compare/workday-alternatives > Looking for a Workday alternative? What matters for mid-size companies and groups, plus ADP, BambooHR, HiBob, Personio, Rippling, SAP, UKG and flair. Workday Alternatives Workday Alternatives for Mid-Size Companies and Groups What to check when you look for an alternative to Workday HCM, and a neutral overview of common vendors, including flair, the HR and recruiting platform built natively on Salesforce. Book a Demo What to Look for in a Workday Alternative Fit for Your Company Size Is the software built for a company of your size, or for a much larger or smaller organization? Contract Terms Compare minimum terms, cancellation rules and billing intervals, not only the price per employee. Implementation Effort Who implements the system, how long does it take, and is a third-party partner required? Several Entities and Countries Can you manage several legal entities, locations and countries with separate access rights? Payroll and Integrations Does the software connect to your payroll provider and to the systems your teams already use, such as your CRM? Can your team adapt fields, workflows and reports itself, or does every change need a consultant? Workday Alternatives at a Glance Based on each vendor's own website, as of October 2026. In alphabetical order after flair. HR and recruiting platform built natively on Salesforce, for mid-size and enterprise companies, including groups with several legal entities and countries. ADP describes Workforce Now as an HCM solution used by over 90,000 mid-sized and large businesses in North America, with payroll, HR, time and benefits on one platform. HR software that BambooHR says is trusted by 30,000+ companies of all sizes. Published plans start at $10 per employee per month; payroll is an add-on for US employees. HR software that Factorial says was developed with small and medium-sized businesses in mind. According to its pricing page, it starts at €8 per month and user. HR platform that HiBob says is built for modern, fast-growing companies of every size, in Growth, Scale and Enterprise tiers. Pricing is individually tailored. HR and payroll software whose clients, according to Paylocity, typically have between 10 and 5,000 employees. Priced per employee per month; pricing on request. HR software that Personio describes as suited to companies with 10 to 10,000 employees. HR plans start at €7.60 per employee per month (50+ employees); apps are added on top. HR, IT and finance platform: a required core platform plus separately purchased products, mostly billed per employee per month. Pricing by custom quote. SAP SuccessFactors A portfolio of HCM applications for core HR and payroll, talent management and learning. Public cloud SaaS hosted by SAP that can integrate with SAP S/4HANA. UKG Pro combines HR, payroll, talent and workforce management; UKG says UKG Ready is designed for small to midsize organizations. Pricing on request. Frequently Asked Questions What is the best alternative to Workday? There is no single best Workday alternative. The right choice depends on your company size, the processes you want to cover, your payroll setup, whether you run several legal entities and which systems the software needs to work with. Compare vendors against your own requirements and ask for a demo with your real use cases. Who are Workday's competitors? In HR software, vendors that companies commonly compare with Workday HCM include ADP, UKG, SAP SuccessFactors, BambooHR, Paylocity, Rippling, HiBob, Personio, Factorial and flair. They differ in target company size, pricing model, contract terms and how they are implemented. What makes flair different? flair is built natively on Salesforce. HR data is stored on Salesforce, protected by Salesforce security, and can be combined with other data in your Salesforce org for reporting. Companies without Salesforce can use flair too: we set up a Salesforce instance through which they access flair. How much does flair cost? flair costs from €2.50 per employee per month. You build your plan from modules, for example HR Administration, Time Tracking, Recruiting, Performance, Payroll and Shift Planner, plus optional add-ons. How does flair help with switching from Workday? We begin with an initial consultation to understand your data import needs. Our experts then securely transfer your employee data, validate its accuracy and completeness, and integrate it into flair. Our team also helps set up the system according to your preferences and provides ongoing support. Compare flair With Workday flair vs Workday Compare Workday HCM with flair's Salesforce-native HR platform. flair vs Workday Workday Pricing Explained How Workday prices its HCM subscription, according to Workday, and how flair's pricing works. Workday Pricing Explained Workday vs ADP Workday and ADP compared on pricing model, contracts and scope. Workday vs ADP Workday vs UKG Workday and UKG compared on pricing model, contracts and scope. Workday vs UKG Workday vs SAP SuccessFactors Workday and SAP SuccessFactors compared on pricing model and scope. Workday vs SAP SuccessFactors --- ## Workday HCM Explained: Modules, Fit and Alternatives | flair URL: https://flair.hr/en/compare/workday-hcm > What is Workday HCM? Its modules, who it is built for, how Workday prices and sells it, and alternatives for mid-size companies, from Workday's own sources. Workday HCM Workday HCM: What It Includes and Who It Fits An overview of Workday Human Capital Management based on Workday's own publications, and alternatives for mid-size companies, including flair, the HR platform built natively on Salesforce. Book a Demo What Workday HCM Includes Source: workday.com Human Capital Management overview, as of October 2026. Core HCM The HR system of record. Workday describes one unified, AI-powered core for its HCM products. Workday Recruiting covers the full talent acquisition lifecycle, from candidate pools to hiring. Talent Management and Learning Talent management plus a learning solution that Workday says develops talent from day 0. Global Payroll Workday Payroll aims to pay people accurately, on time and compliantly around the world. Workforce Management Time tracking, absence, scheduling and payroll, which Workday groups under workforce management. HR Analytics and Workforce Planning Reporting plus modeling, forecasting and budgeting of the workforce from the same data core. Who Workday HCM Is Built For Source: Workday's Form 10-K for fiscal 2026 and workday.com, as of October 2026. 11,500+ Organizations Workday says it provides more than 11,500 organizations with its cloud solutions, including more than 65% of the Fortune 500. Large Enterprises First According to its annual report, much of Workday's sales efforts are targeted at large enterprise customers. HR and Finance on One Platform Workday describes itself as a platform that unifies HR and finance, so HCM is often bought alongside Workday Financials. Workday GO for Midsize Companies For midsize companies, Workday offers Workday GO packages for HR, global payroll and finance. How Workday HCM Is Priced and Sold Sources: Workday's Form 10-K for fiscal 2025 and workday.com, as of October 2026. Workday does not publish list prices. No Public List Prices Workday sells packages and asks you to speak with one of its experts to learn more about pricing. Priced by Headcount According to Workday's annual report, its subscription model is largely based on the size of the customer's employee headcount. Terms of Three Years or Longer Workday states that its subscription contracts typically have a term of three years or longer and are generally noncancelable. Invoiced Annually in Advance Workday generally invoices its customers annually in advance for subscription services. Implementation by Partners According to Workday, third parties provide a majority of its deployment services; Workday's own staff may also perform professional services. Workday GO for Midsize Companies For midsize companies, Workday offers Workday GO packages for HR, global payroll and finance. Workday says 75% of its customers have under 3,500 employees. Workday HCM Alternatives for Mid-Size Companies Based on each vendor's own website, as of October 2026. In alphabetical order after flair. HR and recruiting platform built natively on Salesforce, for mid-size and enterprise companies, including groups with several legal entities and countries. HR software that BambooHR says is trusted by 30,000+ companies of all sizes. Published plans start at $10 per employee per month; payroll is an add-on for US employees. HR platform that HiBob says is built for modern, fast-growing companies of every size, in Growth, Scale and Enterprise tiers. Pricing is individually tailored. HR and payroll software whose clients, according to Paylocity, typically have between 10 and 5,000 employees. Priced per employee per month; pricing on request. HR software that Personio describes as suited to companies with 10 to 10,000 employees. HR plans start at €7.60 per employee per month (50+ employees); apps are added on top. UKG Pro combines HR, payroll, talent and workforce management; UKG says UKG Ready is designed for small to midsize organizations. Pricing on request. Frequently Asked Questions What is Workday HCM? Workday Human Capital Management (HCM) is Workday's cloud suite for HR. According to Workday, it covers the employee lifecycle from recruitment to retirement: core HR, recruiting, talent management, learning, payroll, time tracking, absence and scheduling, analytics and workforce planning. Workday sells it alongside Workday Financials as one platform for HR and finance. What is the difference between Workday HCM and Workday Financials? Workday HCM covers people processes such as HR, recruiting, payroll and time tracking. Workday Financials covers finance processes such as accounting and planning. Workday describes both as running on one platform that unifies HR and finance. How much does Workday HCM cost? Workday does not publish list prices. According to its annual report, its subscriptions are largely priced by the customer's employee headcount, typically run three years or longer and are invoiced annually in advance. Details are on our page Workday pricing explained. Is Workday HCM suitable for mid-size companies? Workday says much of its sales efforts are targeted at large enterprise customers, and offers Workday GO packages for midsize companies. Whether it fits depends on your headcount, budget, implementation capacity and contract terms. Mid-size companies often also compare vendors built for their size; see our overview of Workday alternatives. What makes flair different? flair is an HR and recruiting platform built natively on Salesforce, for mid-size and enterprise companies, including groups with several legal entities and countries. HR data lives in the same Salesforce org as your CRM; companies without Salesforce get an instance set up for them. How much does flair cost? flair costs from €2.50 per employee per month. You build your plan from modules, for example HR Administration, Time Tracking, Recruiting, Performance, Payroll and Shift Planner, plus optional add-ons. More Workday Comparisons flair vs Workday Compare Workday HCM with flair's Salesforce-native HR platform. flair vs Workday Workday Alternatives What to look for in a Workday alternative, and an overview of common vendors. Workday Alternatives Workday Pricing Explained How Workday prices its HCM subscription, according to Workday, and how flair's pricing works. Workday Pricing Explained Workday vs Paylocity How Workday and Paylocity compare on pricing model, contracts and scope, based on each vendor's own information. Workday vs Paylocity --- ## Workday Pricing 2026: Costs, Contracts & Implementation | flair URL: https://flair.hr/en/compare/workday-pricing > Workday pricing explained: no public list prices, headcount-based subscriptions, 3+ year terms billed annually, partner-led rollout. Plus how flair prices. Workday Pricing What Does Workday Cost? How Workday prices its HCM subscription, contracts and implementation according to Workday's own publications, and how pricing works at flair, the HR and recruiting platform built natively on Salesforce. Book a Demo Workday Pricing at a Glance Sources: Workday's Form 10-K for fiscal 2025 and workday.com, as of October 2026. Workday does not publish list prices. No Public List Prices Workday sells packages and asks you to speak with one of its experts to learn more about pricing. Priced by Headcount According to Workday's annual report, its subscription model is largely based on the size of the customer's employee headcount. Terms of Three Years or Longer Workday states that its subscription contracts typically have a term of three years or longer and are generally noncancelable. Invoiced Annually in Advance Workday generally invoices its customers annually in advance for subscription services. Implementation by Partners According to Workday, third parties provide a majority of its deployment services; Workday's own staff may also perform professional services. Workday GO for Midsize Companies For midsize companies, Workday offers Workday GO packages for HR, global payroll and finance. Workday says 75% of its customers have under 3,500 employees. How Pricing Works at flair flair costs from €2.50 per employee per month. You build your plan from the modules you need. Pay for the Modules You Use Combine HR Administration, Time Tracking, Recruiting, Performance, Payroll and Shift Planner as needed. Add-Ons When You Need Them Extend flair with add-ons such as qualified electronic signatures, Advanced Recruiting and Ticketing. Native to Salesforce HR data lives in the same Salesforce org as your CRM. Without Salesforce, we set up an instance through which you access flair. Frequently Asked Questions How much does Workday cost? Workday does not publish list prices for Workday HCM. According to its annual report (Form 10-K, fiscal 2025), its subscription model is largely based on the size of the customer's employee headcount, and Workday asks prospects to speak with its experts about pricing. Expect an individual quote that depends on your headcount and the products you choose. What does a Workday implementation cost? Implementation is not part of the subscription. According to Workday, third parties provide a majority of its deployment services, sometimes together with Workday's own staff. Ask your implementation partner for a separate quote and include it, along with internal project time, in your total cost. How long are Workday contracts? Workday states that its subscription contracts typically have a term of three years or longer, are generally noncancelable, and are generally invoiced annually in advance. Does Workday integrate with Salesforce? Workday and Salesforce are separate systems that are connected through integrations. flair takes a different approach: it is built natively on Salesforce, so HR data lives in the same Salesforce org as your CRM without a separate integration between two systems. How much does flair cost? flair costs from €2.50 per employee per month. You build your plan from modules, for example HR Administration, Time Tracking, Recruiting, Performance, Payroll and Shift Planner, plus optional add-ons. How does flair help with switching from Workday? We begin with an initial consultation to understand your data import needs. Our experts then securely transfer your employee data, validate its accuracy and completeness, and integrate it into flair. Our team also helps set up the system according to your preferences and provides ongoing support. Compare flair With Workday flair vs Workday Compare Workday HCM with flair's Salesforce-native HR platform. flair vs Workday Workday Alternatives What to look for in a Workday alternative, and an overview of common vendors. Workday Alternatives HR Software Comparison What to look for when comparing HR software, and an overview of common vendors. HR Software Comparison --- ## Workday vs ADP: Pricing, Contracts & Scope | flair URL: https://flair.hr/en/compare/workday-vs-adp > Workday vs ADP: pricing model, contracts and scope compared from each vendor's own information. Plus flair, the Salesforce-native alternative. Workday vs ADP Workday vs ADP: How They Compare A neutral side-by-side of Workday and ADP, based on what each vendor publishes, and where flair, the HR and recruiting platform built natively on Salesforce, fits in. Book a Demo Workday at a Glance Sources: Workday's Form 10-K for fiscal 2025 and workday.com, as of October 2026. Workday does not publish list prices. No Public List Prices Workday sells packages and asks you to speak with one of its experts to learn more about pricing. Priced by Headcount According to Workday's annual report, its subscription model is largely based on the size of the customer's employee headcount. Terms of Three Years or Longer Workday states that its subscription contracts typically have a term of three years or longer and are generally noncancelable. Invoiced Annually in Advance Workday generally invoices its customers annually in advance for subscription services. Implementation by Partners According to Workday, third parties provide a majority of its deployment services; Workday's own staff may also perform professional services. Workday GO for Midsize Companies For midsize companies, Workday offers Workday GO packages for HR, global payroll and finance. Workday says 75% of its customers have under 3,500 employees. ADP at a Glance Sources: ADP's Form 10-K for fiscal 2026 and adp.com, as of October 2026. Mid-Sized and Large Businesses ADP describes Workforce Now as an HCM solution used by over 90,000 mid-sized and large businesses in North America. Payroll, HR, Time and Benefits According to ADP, Workforce Now integrates payroll, HR, time, benefits and compliance on a single platform. Three Packages Workforce Now comes in Select, Plus and Premium packages; Premium adds Time and Attendance. Pricing on Request ADP publishes no prices for Workforce Now. ADP states that its contracts blend base fees and per-employee fees. 140+ Countries ADP says it serves over 1.1 million clients and pays over 42 million workers in over 140 countries and territories. flair at a Glance flair is an HR and recruiting platform built natively on Salesforce. Native to Salesforce HR data lives in the same Salesforce org as your CRM. Without Salesforce, we set up an instance through which you access flair. Built for Groups Restrict visibility by legal entity, run an Employee Hub per brand or entity and set up payroll territories with their own currency. Payroll With DATEV flair organizes the data for payroll runs, generates payroll documents, distributes payslips and connects to DATEV. Salesforce Access Control Permission sets and visibility scopes restrict records by department, location or legal entity. From Review to Salary Round Performance reviews, OKR or MBO goals, calibration rounds with a full change history and salary rounds in one system. Modules You Need From €2.50 per employee per month. Modules as needed, plus add-ons such as flair eSign. Frequently Asked Questions What is the difference between Workday and ADP? Both sell HR and payroll software without public list prices. Workday states that its subscriptions are largely priced by headcount and typically run three years or longer. ADP describes Workforce Now as a payroll, HR, time and benefits platform for mid-sized and large businesses in North America, sold in three packages with base and per-employee fees. Which is better, Workday or ADP? Neither is better for every company. Compare both against your company size, the countries you run payroll in, the contract terms you can accept and the systems the software must work with, and ask each vendor for a demo with your real use cases. Where does flair fit in? flair is an HR and recruiting platform built natively on Salesforce, for mid-size and enterprise companies, including groups with several legal entities and countries. HR data lives in the same Salesforce org as your CRM; companies without Salesforce get an instance set up for them. How much does flair cost? flair costs from €2.50 per employee per month. You build your plan from modules, for example HR Administration, Time Tracking, Recruiting, Performance, Payroll and Shift Planner, plus optional add-ons. More Workday Comparisons Workday Alternatives What to look for in a Workday alternative, and an overview of common vendors. Workday Alternatives Workday Pricing Explained How Workday prices its HCM subscription, according to Workday, and how flair's pricing works. Workday Pricing Explained flair vs Workday Compare Workday HCM with flair's Salesforce-native HR platform. flair vs Workday --- ## Workday vs Paylocity: Pricing, Contracts & Scope | flair URL: https://flair.hr/en/compare/workday-vs-paylocity > Workday vs Paylocity: pricing model, contracts and scope compared from each vendor's own information. Plus flair, the Salesforce-native alternative. Workday vs Paylocity Workday vs Paylocity: How They Compare A neutral side-by-side of Workday and Paylocity, based on what each vendor publishes, and where flair, the HR and recruiting platform built natively on Salesforce, fits in. Book a Demo Workday at a Glance Sources: Workday's Form 10-K for fiscal 2025 and workday.com, as of October 2026. Workday does not publish list prices. No Public List Prices Workday sells packages and asks you to speak with one of its experts to learn more about pricing. Priced by Headcount According to Workday's annual report, its subscription model is largely based on the size of the customer's employee headcount. Terms of Three Years or Longer Workday states that its subscription contracts typically have a term of three years or longer and are generally noncancelable. Invoiced Annually in Advance Workday generally invoices its customers annually in advance for subscription services. Implementation by Partners According to Workday, third parties provide a majority of its deployment services; Workday's own staff may also perform professional services. Workday GO for Midsize Companies For midsize companies, Workday offers Workday GO packages for HR, global payroll and finance. Workday says 75% of its customers have under 3,500 employees. Paylocity at a Glance Source: Paylocity's Form 10-K for fiscal 2026 (year ended June 30, 2026). HCM, Finance and IT Software Paylocity describes itself as a cloud-based provider of HCM, finance and IT software solutions. About 44,400 U.S. Clients As of June 30, 2026, Paylocity served approximately 44,400 clients across the U.S., which on average had over 150 employees. 10 to 5,000 Employees According to Paylocity, its clients typically have between 10 and 5,000 employees. Payroll, HR, Time and More Products include payroll and tax services, HR, time and attendance, scheduling, recruiting, onboarding, learning, performance and benefits enrollment. Global Payroll for U.S. Companies Paylocity's Global Payroll lets U.S.-based companies manage payroll for employees outside the U.S. across over 100 countries. Base Fee Plus Per-Employee Fees Recurring fees generally include a base fee plus a fee based on the number of employees and the number of products used. flair at a Glance flair is an HR and recruiting platform built natively on Salesforce. Native to Salesforce HR data lives in the same Salesforce org as your CRM. Without Salesforce, we set up an instance through which you access flair. Built for Groups Restrict visibility by legal entity, run an Employee Hub per brand or entity and set up payroll territories with their own currency. Payroll With DATEV flair organizes the data for payroll runs, generates payroll documents, distributes payslips and connects to DATEV. Salesforce Access Control Permission sets and visibility scopes restrict records by department, location or legal entity. From Review to Salary Round Performance reviews, OKR or MBO goals, calibration rounds with a full change history and salary rounds in one system. Modules You Need From €2.50 per employee per month. Modules as needed, plus add-ons such as flair eSign. Frequently Asked Questions What is the difference between Workday and Paylocity? Neither publishes list prices. Workday states that its subscriptions are largely priced by headcount and typically run three years or longer, and that much of its sales efforts target large enterprise customers. Paylocity serves about 44,400 U.S. clients that typically have between 10 and 5,000 employees, and charges a base fee plus fees based on employees and products used. Which is better, Workday or Paylocity? Neither is better for every company. Compare both against your company size, the countries you run payroll in, the contract terms you can accept and the systems the software must work with, and ask each vendor for a demo with your real use cases. Where does flair fit in? flair is an HR and recruiting platform built natively on Salesforce, for mid-size and enterprise companies, including groups with several legal entities and countries. HR data lives in the same Salesforce org as your CRM; companies without Salesforce get an instance set up for them. How much does flair cost? flair costs from €2.50 per employee per month. You build your plan from modules, for example HR Administration, Time Tracking, Recruiting, Performance, Payroll and Shift Planner, plus optional add-ons. More Workday Comparisons Workday Alternatives What to look for in a Workday alternative, and an overview of common vendors. Workday Alternatives Workday Pricing Explained How Workday prices its HCM subscription, according to Workday, and how flair's pricing works. Workday Pricing Explained flair vs Workday Compare Workday HCM with flair's Salesforce-native HR platform. flair vs Workday --- ## Workday vs SAP SuccessFactors: Pricing, Contracts & Scope | flair URL: https://flair.hr/en/compare/workday-vs-sap-successfactors > Workday vs SAP SuccessFactors: pricing model, contracts and scope compared from each vendor's own information. Plus flair, the Salesforce-native alternative. Workday vs SAP SuccessFactors Workday vs SAP SuccessFactors: How They Compare A neutral side-by-side of Workday and SAP SuccessFactors, based on what each vendor publishes, and where flair, the HR and recruiting platform built natively on Salesforce, fits in. Book a Demo Workday at a Glance Sources: Workday's Form 10-K for fiscal 2025 and workday.com, as of October 2026. Workday does not publish list prices. No Public List Prices Workday sells packages and asks you to speak with one of its experts to learn more about pricing. Priced by Headcount According to Workday's annual report, its subscription model is largely based on the size of the customer's employee headcount. Terms of Three Years or Longer Workday states that its subscription contracts typically have a term of three years or longer and are generally noncancelable. Invoiced Annually in Advance Workday generally invoices its customers annually in advance for subscription services. Implementation by Partners According to Workday, third parties provide a majority of its deployment services; Workday's own staff may also perform professional services. Workday GO for Midsize Companies For midsize companies, Workday offers Workday GO packages for HR, global payroll and finance. Workday says 75% of its customers have under 3,500 employees. SAP SuccessFactors at a Glance Source: SAP's own website (sap.com), as of October 2026. Portfolio of HCM Applications SAP describes SAP SuccessFactors as a portfolio of HCM applications for core HR and payroll, talent management and learning. Public Cloud SaaS SAP SuccessFactors is a public cloud SaaS solution hosted by SAP. Part of the SAP Landscape SAP SuccessFactors can integrate with SAP S/4HANA and other enterprise solutions. flair at a Glance flair is an HR and recruiting platform built natively on Salesforce. Native to Salesforce HR data lives in the same Salesforce org as your CRM. Without Salesforce, we set up an instance through which you access flair. Built for Groups Restrict visibility by legal entity, run an Employee Hub per brand or entity and set up payroll territories with their own currency. Payroll With DATEV flair organizes the data for payroll runs, generates payroll documents, distributes payslips and connects to DATEV. Salesforce Access Control Permission sets and visibility scopes restrict records by department, location or legal entity. From Review to Salary Round Performance reviews, OKR or MBO goals, calibration rounds with a full change history and salary rounds in one system. Modules You Need From €2.50 per employee per month. Modules as needed, plus add-ons such as flair eSign. Frequently Asked Questions What is the difference between Workday and SAP SuccessFactors? Both are cloud HCM suites. Workday states that its subscriptions are largely priced by headcount, typically run three years or longer and are mostly deployed by partners. SAP describes SAP SuccessFactors as a portfolio of HCM applications, hosted by SAP, that can integrate with SAP S/4HANA, which is relevant for companies already running SAP. Which is better, Workday or SAP SuccessFactors? Neither is better for every company. Compare both against your company size, the countries you run payroll in, the contract terms you can accept and the systems the software must work with, and ask each vendor for a demo with your real use cases. Where does flair fit in? flair is an HR and recruiting platform built natively on Salesforce, for mid-size and enterprise companies, including groups with several legal entities and countries. HR data lives in the same Salesforce org as your CRM; companies without Salesforce get an instance set up for them. How much does flair cost? flair costs from €2.50 per employee per month. You build your plan from modules, for example HR Administration, Time Tracking, Recruiting, Performance, Payroll and Shift Planner, plus optional add-ons. More Workday Comparisons Workday Alternatives What to look for in a Workday alternative, and an overview of common vendors. Workday Alternatives Workday Pricing Explained How Workday prices its HCM subscription, according to Workday, and how flair's pricing works. Workday Pricing Explained flair vs Workday Compare Workday HCM with flair's Salesforce-native HR platform. flair vs Workday --- ## Workday vs UKG: Pricing, Contracts & Scope | flair URL: https://flair.hr/en/compare/workday-vs-ukg > Workday vs UKG: pricing model, contracts and scope compared from each vendor's own information. Plus flair, the Salesforce-native alternative. Workday vs UKG Workday vs UKG: How They Compare A neutral side-by-side of Workday and UKG, based on what each vendor publishes, and where flair, the HR and recruiting platform built natively on Salesforce, fits in. Book a Demo Workday at a Glance Sources: Workday's Form 10-K for fiscal 2025 and workday.com, as of October 2026. Workday does not publish list prices. No Public List Prices Workday sells packages and asks you to speak with one of its experts to learn more about pricing. Priced by Headcount According to Workday's annual report, its subscription model is largely based on the size of the customer's employee headcount. Terms of Three Years or Longer Workday states that its subscription contracts typically have a term of three years or longer and are generally noncancelable. Invoiced Annually in Advance Workday generally invoices its customers annually in advance for subscription services. Implementation by Partners According to Workday, third parties provide a majority of its deployment services; Workday's own staff may also perform professional services. Workday GO for Midsize Companies For midsize companies, Workday offers Workday GO packages for HR, global payroll and finance. Workday says 75% of its customers have under 3,500 employees. UKG at a Glance Source: UKG's own website (ukg.com), as of October 2026. UKG Pro According to UKG, UKG Pro combines HR, payroll, talent management and workforce management in one platform. Payroll in 160+ Countries UKG says UKG Pro supports payroll across 160+ countries. UKG Ready for Smaller Companies UKG Ready is designed for small to midsize organizations; its Start plan targets businesses with fewer than 200 employees. Pricing on Request UKG does not publish prices on its UKG Pro and UKG Ready product pages; plans link to a pricing request. 80,000+ Organizations UKG says more than 80,000 organizations rely on it, serving 150 countries. flair at a Glance flair is an HR and recruiting platform built natively on Salesforce. Native to Salesforce HR data lives in the same Salesforce org as your CRM. Without Salesforce, we set up an instance through which you access flair. Built for Groups Restrict visibility by legal entity, run an Employee Hub per brand or entity and set up payroll territories with their own currency. Payroll With DATEV flair organizes the data for payroll runs, generates payroll documents, distributes payslips and connects to DATEV. Salesforce Access Control Permission sets and visibility scopes restrict records by department, location or legal entity. From Review to Salary Round Performance reviews, OKR or MBO goals, calibration rounds with a full change history and salary rounds in one system. Modules You Need From €2.50 per employee per month. Modules as needed, plus add-ons such as flair eSign. Frequently Asked Questions What is the difference between Workday and UKG? Neither publishes list prices. Workday states that its subscriptions are largely priced by headcount and typically run three years or longer, and offers Workday GO packages for midsize companies. UKG offers two product lines: UKG Pro for HR, payroll, talent and workforce management, and UKG Ready for small to midsize organizations. Which is better, Workday or UKG? Neither is better for every company. Compare both against your company size, the countries you run payroll in, the contract terms you can accept and the systems the software must work with, and ask each vendor for a demo with your real use cases. Where does flair fit in? flair is an HR and recruiting platform built natively on Salesforce, for mid-size and enterprise companies, including groups with several legal entities and countries. HR data lives in the same Salesforce org as your CRM; companies without Salesforce get an instance set up for them. How much does flair cost? flair costs from €2.50 per employee per month. You build your plan from modules, for example HR Administration, Time Tracking, Recruiting, Performance, Payroll and Shift Planner, plus optional add-ons. More Workday Comparisons Workday Alternatives What to look for in a Workday alternative, and an overview of common vendors. Workday Alternatives Workday Pricing Explained How Workday prices its HCM subscription, according to Workday, and how flair's pricing works. Workday Pricing Explained flair vs Workday Compare Workday HCM with flair's Salesforce-native HR platform. flair vs Workday --- ## Simple, Structured Payroll Software URL: https://flair.hr/en/payroll > Payroll preparation software: keep payroll data, time and absences in one place, export them to DATEV or your payroll provider, and share payslips. Payroll Software Smart and Simple Payroll Preparation Prepare payroll in flair: keep payroll data, time tracking and absences in one place, then export them to DATEV or your payroll provider, where the payroll run happens. Book a Call Efficient Payroll for Punctual Payments flair simplifies payroll preparation: HR teams keep payroll data in one place, hand it to their payroll provider or accountant, and distribute payslips in the employee portal. Unified company payroll data Use our centralized HR solution to organize all the employee data needed to create payroll runs. Repetitive payroll tasks automated Save time on payroll by creating reusable templates and automating payslip delivery. Connected with time tracking Sync payroll with time tracking and cost centers for more enhanced budget management. Customized payroll for compliance Fine-tune your payroll system to align with legal standards and ensure you meet all obligations. HR Document Management Software Document Management Securely Store, View, and Share Useful Files Automated HR Document Generation Document Generation HR Documents Ready in Seconds Payroll Run Management Securely Store Payroll Data Connect document management with payroll to track important data and payment details and ensure accurate payroll processing. Regulation Compliance Plan Payroll by Region Create distinct payroll groups that correspond to different offices or geographical regions. Within each territory, configure payroll to adhere to local laws. Payroll Integration Integrate With Smart Accounting Apps Effortlessly connect to your preferred accounting app through our network of Salesforce and non-Salesforce partner apps and services. Smoothly integrate your payroll data with the know-how of financial experts. Employee Self-Service Distribute Payslips to Employee Portal Automate the delivery of paychecks. Allow employees to safely access their payroll info, including salary slips, tax forms, and other details using their personal work portal. Make Payday a Breeze for Everyone Structure your payroll system to ensure everyone enjoys a positive payday experience. Self-Service Paychecks for Busy Medical Staff With our self-service employee portal, healthcare staff can check their payroll info and review the status of paychecks. Discover more Easily Divide Projects into Cost Centers Consultancies use flair payroll and cost centers to understand budgets, enabling better financial management. Discover more Maintain Compliance for Global Tech Teams Stay on top of compliance and create payroll functions that take into account different labor laws and regulations. Discover more Absence Management Software Absence Management Time-Off Requests and Approvals Made Easy Flexible Shift Planning Software Shift Planning Bring Clarity and Structure to Your Staff Scheduling HR Document Management Software Document Management Securely Store, View, and Share Useful Files See how flair compares flair vs Personio Why switching to flair gives you access to a more customizable HR solution. flair vs Personio flair vs Sage People flair is the number one HR solution on the Salesforce AppExchange. Find out why. flair vs Sage People flair vs Workday Compare Workday’s complex system with flair’s user-friendly HR platform. flair vs Workday --- ## About flair: The Salesforce-Native HR Platform URL: https://flair.hr/en/about-us > About flair: we bring all-in-one HR to Salesforce, giving organizations a scalable, customizable solution for hiring, managing and developing talent. About flair Bringing All-in-One HR to Salesforce flair is the HR and recruiting platform built natively on Salesforce. Mid-size companies and groups with several legal entities and countries run hiring, core HR, time, payroll and performance in one place, hosted in the EU. Book a Demo View Pricing Trusted by HR Teams at Growing Companies We Power People Processes flair is the answer to rising competition for talent, complex company structures and admin overload. It streamlines and automates HR and recruiting across every entity, location and country. Don’t settle for one-size-fits-all HR: flair easily adapts to your specific company structure and processes. Hosted in Frankfurt on Salesforce and AWS, SOC 2 compliant and built for GDPR. Your HR data stays protected. flair grows with you, from your first location to groups with several legal entities and countries. flair AI writes job descriptions, matches candidates, flags compliance risks and reads employee sentiment, so recurring work runs on its own. The #1 HR App on Salesforce We're proud to be part of the Salesforce community, taking part in regular events and training. That's how we continually optimize our solution to leverage the latest developments on the enterprise platform. Enterprise HR Software You Can Rely On As a certified Salesforce partner, we are held to the highest standards of data privacy, security, compliance, and performance. Seamlessly Integrate flair With More Than 100 Tools flair connects with a wide range of Salesforce and non-Salesforce apps, creating smooth, efficient processes across your organization. Get To Know Our Leadership Team Our executives share a passion for technology, the drive to improve HR solutions, and over two decades of experience in the Salesforce ecosystem. Co-Founder & CEO Evgenii Pavlov Evgenii brings more than 15 years of software development expertise to flair. His passion for optimizing HR motivated him to found flair. Chief Revenue Officer Romain Le Quéré Coming directly from Salesforce to flair, Romain has valuable experience with the world's leading enterprise platform. VP of Product Pierre Colson Pierre is leading the product and design at flair and driving growth through cutting-edge product development. User Reviews Top-rated on G2 “I love the configurability of flair and how I can leverage Salesforce reporting and automation in my HR tasks. I also like how the flair team innovates the product rapidly, provides razor-sharp documentation, and constantly launches new features.” Harald Meyer, founder and CEO of Hutte Helpful Resources for Your HR Success Help Center Tips and tutorials to help you get the best out of flair. Learn more Product Roadmap See what we're building now and what comes next. Learn more Developer Center Technical documentation and release notes. Learn more HR Guides In-depth HR guides for free download. Learn more Meet With Our Sales Team We’re happy to answer your questions and show you what flair can do for your organization. Explore flair's features and integrations Discover how flair can save you time and money Receive detailed answers to all of your questions --- ## User Reviews URL: https://flair.hr/en/reviews > Read flair user reviews and see why companies rate us a top HR solution on Salesforce, with strong ratings on G2 and the Salesforce AppExchange. Why Companies Love Working With flair flair is an all-in-one platform that helps businesses to optimize their HR and recruitment. Hear from our customers and find out why we are the top-rated HR solution on Salesforce. Book a Demo Top Ratings on Review Platforms Top-rated on G2 Thanks to our great reviews on G2, the business software review site regularly ranks us as a high performer in several categories. Leading HR Platform on the AppExchange Our AppExchange reviews mark us out as one of the top-rated HR apps on Salesforce. What Our Customers Say About Us See more reviews I love the easy handling and UI of the tool. It is easy to set up new job postings, and these just look good on our webpage. Some HR processes are automated and save a lot of time! flair releases frequent updates that improve the software even more over time. The implementation was quick and professional, and the training given was excellent for us. Timur N. Managing Director flair.hr allows you to manage employees entirely in Salesforce. Therefore, all information is already in the most relevant system and enables businesses to connect them to analyze performance. Also, the support is simply GREAT! Manuel I. Ayet Studios flair integrates flawlessly into your Salesforce CRM, while offering a ton of features at a highly competitive price. Pascal L. flair helps us streamline and automate processes related to employee management. From applicant tracking and attendance tracking to payroll and measuring OKRs, flair covers a wide range of use cases where we previously had to deal with workarounds when using Personio. Alexander W. The Stories Behind the Great Reviews Luke White Operations Director “flair definitely helped us save an awful lot of time and make the whole process much more user-friendly for everybody, both employees and managers, across the whole company.” Read more Founded in 2017 Harald Mayer CPO & Co-Founder "Working remotely raises the bar when it comes to your expectations of usability. You rely on high-quality digital tools for every aspect of work – and flair helps us keep track of them all.“ Read more Founded in 2022 Remote team Dennis Hilger COO & Co-Founder “We’re a remote-first company, so it’s especially important that we appreciate great work. We can now simply send a Cheer in flair to recognize employee milestones and achievements.” Read success story HQ Hamburg Remote Team Gaspar Rodriguez CEO & Co-Founder “We benefit tremendously from having all our HR data in Salesforce. This allows us to access and analyze data in ways that were previously impossible.” Read success story Founded in 2018 Helpful Resources for Your HR Success Help Center Tips and tutorials to help you get the best out of flair. Learn more Product Roadmap See what we're building now and what comes next. Learn more Developer Center Technical documentation and release notes. Learn more HR Guides In-depth HR guides for free download. Learn more Book Your Personal Demo Ready to see how your organization will thrive with flair? Get in touch with us to discuss your needs and see how flair can help you boost your HR efficiency. Request a Demo Take a tour of flair tailored to your top priorities We will support you throughout the process --- ## Vulnerability Reporting | flair URL: https://flair.hr/en/vulnerability-reporting > Found a security vulnerability in flair? Use our reporting form to describe the issue, its impact and replication steps so our team can fix it. Vulnerability Reporting Let's work together. Help improve flair by highlighting vulnerabilities. Bug Reporting Form Did You See a Bug? We value feedback. What needs fixing? Describe the problem below and we’ll solve it. Help us get an idea of what this vulnerability is about. Submission title Describe the vulnerability and its impact. Provide a proof of concept or replication steps. Insert attachment URL Please provide an email address so we can contact you. Confirm your submission is accurate and adheres to I agree to the Terms & Conditions Thank you. Your vulnerability report has been received. flair's Terms & Conditions Enter the World of HR Contact us and get a free Demo. Book a demo Watch tour video flair HR Blog Insights into the biggest topics and trends in HR. Learn more Success Hub See how other companies are benefitting from using flair. Learn more Contact Us Encountered a bug or need to fix an issue? We're here to help. Learn more --- ## flair AI: AI Agents & Assistants for HR | flair URL: https://flair.hr/en/flairai > flair AI brings an AI company agent, assistant, scheduling, compliance checks, employee sentiment and recruiting AI into your HR software on Salesforce. flair AI AI That Does the HR Work, Not Just Talks About It flair AI works inside every HR process: an agent that knows your company, an assistant for every employee, AI shift planning, continuous compliance checks, employee sentiment and AI recruiting. All on your own HR data, with your permissions. Book a Demo One AI Layer Across All of HR flair AI is not a separate chatbot. It runs on the same data, permissions and workflows as the rest of flair, so its answers and actions fit your company. AI Company Agent An agent that knows your policies, people and processes and completes multi-step HR tasks for you, with approvals where you want them. AI Assistant Employees press ⌘K and ask about balances, shifts, payslips or policies. Answers come from their own data and cite the source. AI Scheduling Assistant Builds shift plans from demand, skills, availability and working-time rules, and finds a replacement when someone calls in sick. AI Compliance Continuously checks working time, rest periods, expiring certificates, missing documents and pay gaps, and flags risks before an audit does. AI Employee Sentiment Turns survey answers, review feedback and pulse checks into sentiment trends per team, anonymously and with early warnings. AI Recruiting AI Scores from 0 to 100, AI job descriptions and interview recording with summaries and transcripts. Interview Intelligence AI Writing and Summaries Rewrite, shorten, formalize or translate text, and get a summary of every completed review and survey response. Smart Search Describe the people you need in plain language and flair AI builds the filters for skills, certificates, location and more. AI Company Agent An Agent That Knows Your Company The flair AI company agent knows your policies, your org chart and your processes, and it does the work instead of describing it. Ask it to prepare an onboarding, collect missing documents or chase open approvals, and it plans the steps, carries them out in flair and reports back. - Multi-step tasks across absences, documents, onboarding and approvals - Acts only within the permissions of the person who asks - Approval steps before anything sensitive changes AI Assistant Answers for Every Employee, in Seconds Employees press ⌘K or click Assistant in the Employee Hub and ask the way they would ask a colleague. The assistant answers from their own HR data, covering absences, time tracking, expenses, documents, shifts, surveys, goals and tickets, and from your company policies, with a citation for every source. - Only uses documents the employee is allowed to see - Replies in the employee's Hub language - Links straight to the page where the next step happens AI Scheduling Assistant Shift Plans That Build Themselves The AI scheduling assistant drafts the shift plan from your staffing demand, the skills each shift needs, employee availability, absences and working-time rules. When someone calls in sick, it suggests qualified colleagues who are available and within their hours. Planners review the plan and publish it. - Skill-based staffing for every shift - Respects rest periods and maximum working hours - Replacement suggestions for short-notice absences AI Compliance Compliance Risks Found Before the Audit AI compliance checks your HR data around the clock against working-time law, your policies and the EU Pay Transparency Directive. It flags missed rest periods, too many hours, expiring certificates and trainings, missing contract documents and pay gaps, explains each risk and suggests the fix. - One list of open risks, ranked by urgency - Working time, documents, certificates and pay equity - Each finding links to the affected records AI Employee Sentiment Know How Your Teams Feel, Early AI employee sentiment reads survey answers, review feedback and pulse checks and shows how the mood develops per team, location and topic. It surfaces the themes behind a change and warns you when a team trends down, so you can act before people leave. - Sentiment trends and recurring themes per team - Aggregated and anonymous, with minimum group sizes - AI summaries of every review and survey response AI Recruiting Hire Faster With AI in Every Step Every new applicant gets an AI Score from 0 to 100 that compares CV and cover letter with the job requirements. Generate job descriptions from a prompt, and let the flair AI meeting recorder join online interviews and save a summary and transcript on the candidate. - AI Score with requirement-by-requirement explanation - AI job descriptions in the Create Job wizard - Interview summaries, transcripts and knock-out criteria AI Built for European HR flair AI runs entirely in the EU on your HR data in flair, under the same roles and permissions, so it never sees more than the person using it. All data processed and stored in the EU Respects every role, permission and document visibility Cites its sources, so answers can be checked People stay in charge of hiring, pay and other decisions Works in German and English Interview Intelligence AI interview summaries, transcripts, AI Scores and job descriptions in flair Recruiting. Flexible Shift Planning Software Shift Planning Bring Clarity and Structure to Your Staff Scheduling Working-Time Compliance Enforce rest periods and statutory breaks, round time consistently and handle sick leave during vacation. Frequently Asked Questions What is flair AI? flair AI is the AI layer of the flair HR platform on Salesforce. It includes the AI company agent, the AI assistant for employees, the AI scheduling assistant, AI compliance, AI employee sentiment, AI recruiting, AI writing and summaries, and Smart Search. All of them work on your own HR data in flair. What is the difference between the AI assistant and the AI company agent? The AI assistant answers questions: an employee asks about their vacation balance, next shift or a company policy and gets an answer with its source. The AI company agent completes tasks: it plans and carries out multi-step work such as preparing an onboarding or collecting missing documents, within the permissions of the person who asks. Which data does flair AI use? flair AI uses the HR data and documents in your flair organization, and only what the current user is allowed to see. A document whose visibility is limited to a group the user is not part of is never used in their answers. Where is my data processed? In the EU. flair AI processes and stores all data in the European Union, so your HR data never leaves Europe. Does flair AI make HR decisions? No. flair AI prepares, suggests and flags, and people decide. The AI Score supports initial screening but does not replace your review, shift plans are published by planners, and compliance findings are resolved by your team. Which languages does flair AI support? flair AI works in German and English. The assistant replies in the employee's Employee Hub language, and summaries are written in the language of the answers they summarize. How do I get flair AI? flair AI comes in two paid modules, flair AI for HR and flair AI for Recruiting, which an HR admin activates for your organization. Book a demo to see which module fits your team. --- ## Headless HR for Salesforce Headless 360 | flair URL: https://flair.hr/en/technology/headless-hr > flair brings HR to Salesforce Headless 360: employee data and HR workflows as APIs, MCP tools and CLI commands for agents, Slack, Teams and custom apps. Headless HR Headless HR for Salesforce Headless 360. No Browser Required. flair runs natively on Salesforce, so your HR data and workflows are part of Headless 360. Agents, Slack, Teams, ChatGPT, Claude and your own apps reach them via API, MCP and CLI, under the permissions you already have. Book a Demo The HR Layer of the Agentic Enterprise Salesforce made its whole platform headless. flair puts HR on that platform, so people data and HR processes work wherever your teams and agents work. HR Data in Your Org Employees, absences, time, shifts, documents, jobs and candidates are Salesforce objects in your own org, not in a separate HR database. API-First by Design Read and write flair records through the Salesforce REST, GraphQL and Bulk APIs, plus flair's own Recruiting API for jobs and candidates. MCP and CLI Ready Salesforce MCP tools and the Salesforce CLI work on flair objects out of the box, so coding agents and AI clients can query and build on HR data. Agents That Do HR Work Agentforce, flair AI and your own agents trigger flair workflows such as approvals, onboarding and absence requests as actions. Any Surface Serve HR in Slack, Microsoft Teams, ChatGPT, Claude, mobile, voice, the Employee Hub or a portal you build yourself. Same Guardrails Everywhere Every request runs on your Salesforce profiles, permission sets and sharing rules, so an agent sees only what its user may see. System of Work for HR One People Data Layer, Inside Salesforce Headless only works on top of clean, connected data. With flair, employee records, contracts, compensation, absences, time entries, shifts, skills, documents and recruiting data live as Salesforce objects next to your customer and finance data. There is no HR silo to sync, and every surface reads the same source of truth. - Native Salesforce custom objects, fields and relationships, not a synced copy - Reports, Flows and Apex work on HR data like on any other object - Extend forms and tables with your own fields via Extra Fields Everything flair does natively on Salesforce is summarised on our Salesforce HR page. Agent-Ready HR Let Any Agent Work With HR Data Because flair data is Salesforce data, the Headless 360 MCP tools and APIs give AI agents direct, governed access to it. Ask Claude, ChatGPT or Agentforce who is out next week, which certificates expire this month or which candidates reached the interview stage, and the agent queries flair objects and can trigger flair workflows as actions. - Works with Salesforce MCP servers and any MCP-capable client - Flows and invocable actions turn HR processes into agent tools - Answers respect the asking user's permissions Experience Layer HR Where Work Already Happens The interface is no longer one HR portal. Employees request time off in Slack or Teams, managers approve on their phone, frontline staff clock in at a kiosk, and HR asks an agent instead of building a report. Each surface looks different, while the data, rules and approvals behind it stay the same. - Slack, Microsoft Teams, mobile app, kiosk and voice - ChatGPT, Claude and other AI clients via MCP - The Employee Hub for everything else Composable HR Build the HR App Your Team Needs Need a new-hire portal for one country, a shift board for a warehouse or a manager cockpit for one business unit? Describe it to a coding agent with the Salesforce CLI and MCP tools, and build it on flair objects and workflows instead of starting a new HR system. flair keeps the logic, you own the experience. - Salesforce CLI, Agentforce Vibes, Claude Code, Cursor and Codex - flair workflows, validations and approvals stay in one place - Ship to Lightning, Experience Cloud, Slack or your own frontend Headless, Not Lawless Agents and custom apps operate inside the same guardrails as your HR team, with flair's data processed and stored in the EU. Salesforce profiles, permission sets and sharing rules on every call Field-level security for salaries, health data and other sensitive fields Approvals and audit trail for every HR change HR data processed and stored in the EU Salesforce HR The HR and recruiting suite built natively on Salesforce, with your people data next to your business data. flair AI AI agents and assistants for HR: company agent, scheduling, compliance, sentiment and recruiting. Slack Integration Headless HR FAQs What is headless HR? Headless HR separates the HR system of record from the interfaces people use. Employee data, permissions and workflows live in one governed platform, and every experience, from Slack messages to AI agents to custom portals, uses it through APIs instead of one fixed HR portal. What is Salesforce Headless 360 and how does flair fit in? Salesforce Headless 360, announced at TrailblazerDX in April 2026, exposes the Salesforce platform as APIs, MCP tools and CLI commands, so agents and apps can use it without a browser. flair is HR software built natively on Salesforce, so its HR data and workflows are part of that platform and available through the same headless access. Can ChatGPT, Claude or Agentforce access flair data? Yes. AI clients that connect to Salesforce through MCP or the Salesforce APIs can query flair objects and run flair workflows, and Agentforce can use them as actions. Access always runs as a Salesforce user, so the agent only sees and changes what that user is allowed to. Which APIs does flair offer? All flair records are available through the standard Salesforce REST, GraphQL and Bulk APIs, Apex and Flow. flair also provides its own Recruiting REST API for jobs and candidates. See the developer documentation. Do we still need the Employee Hub? The Employee Hub stays the complete self-service interface for employees and managers. Headless HR adds more ways in: you choose which HR tasks happen in Slack, Teams, an AI client or your own app, and all of them stay in sync because they use the same data. Is headless HR secure? Every headless request is authenticated as a Salesforce user and checked against profiles, permission sets, sharing rules and field-level security. Sensitive fields such as salaries or health data stay hidden from anyone, human or agent, who is not allowed to see them. --- ## Personio Alternatives 2026: 6 Vendors Compared | flair URL: https://flair.hr/en/compare/personio-alternatives > Personio alternatives compared: flair, Factorial, HiBob, HR WORKS, rexx and SAP SuccessFactors on pricing, hosting, DATEV and size. As of October 2026. Personio Alternatives Personio Alternatives 2026 Compared Six alternatives to Personio, compared on pricing model, hosting, DATEV and company size, based on each vendor's own website, including flair, the HR and recruiting platform built natively on Salesforce. Book a Demo ## In Short Companies looking for a Personio alternative in 2026 often compare flair, Factorial, HiBob, HR WORKS, rexx systems and SAP SuccessFactors. They differ mainly in pricing model (published per-employee prices or an individual quote), hosting, DATEV connectivity and the company size they are built for. flair is the option for companies that want to run HR and recruiting natively on Salesforce; it prepares payroll and hands it to DATEV. ## Personio Alternatives Compared (as of October 2026) | Vendor | Pricing model | Hosting | Payroll / DATEV | Company size (per vendor) | Sources | |---|---|---|---|---|---| | **flair** | From €2.50 per employee per month; modules as needed | Native to Salesforce: HR data lives in your Salesforce org (without Salesforce, flair sets up an instance) | Prepares payroll data per run and hands it to your payroll provider; import into DATEV LODAS or ASCII file for DATEV Lohn und Gehalt | Mid-size and enterprise companies, including groups with several legal entities | flair.hr/de/pricing, flair.hr/de/hr-software-mittelstand, flair.hr/de/integrations/datev | | **Factorial** | From €8 per month per user | In the EU (per its privacy policy) | Payroll preparation; DATEV integration, DATEV Marketplace partner | No size range stated; more than 17,000 companies as customers, according to Factorial | factorialhr.de/preise, factorialhr.de/gehaltsabrechnung, factorialhr.de/datenschutz, factorialhr.de | | **HiBob** | Individual quote, mainly based on headcount, modules and services | AWS, Ireland (main) and Germany (backup) | Native payroll for the US and UK; for Germany, a DATEV LODAS integration | Growth (hibob.com/faq, hibob.com/privacy/security, hibob.com/integrations/datev-lodas | | **HR WORKS** | Per user per month, at least 20 users; no minimum term; quote on request | AWS cloud | Interfaces to DATEV and ADDISON; DATEV partner | “The HR software for the Mittelstand” (mid-size companies) | hrworks.de/preise, hrworks.de | | **rexx systems** | Individual quote by company size, modules and features; one-time setup fees | rexx's own cloud with servers in Germany and Switzerland, or on-premises | Standard interfaces to DATEV, ADP / Paisy and SAP; open API | 100 to 50,000 employees | rexx-systems.com/preise, rexx-systems.com/en | | **SAP SuccessFactors** | HCM Base package per user (from 1 user); Premium package from 500 users | Public cloud SaaS hosted by SAP | Payroll in its own portfolio; integrates with SAP S/4HANA | SAP GROW for HCM for midsize and growing companies | sap.com/germany/products/hcm.html | | **Personio** | HR from €7.60 per employee/month (50+ employees), Payroll from €5; 12-month minimum term, one-time setup fee | n/a | Own payroll (only with an HR subscription); DATEV integration for LODAS or Lohn und Gehalt | 10 to 10,000 employees | personio.de/plaene, personio.de/funktionen/datev | All information from each vendor's own website, checked on 13 October 2026. n/a = no information found on the vendor pages we checked. Prices and packages can change; the vendor's own quote is authoritative. Personio is listed in the last row for reference. ## Which Personio Alternative Fits Whom? - **HR and CRM on one platform:** flair is built natively on Salesforce. HR data lives in the same Salesforce org as your CRM. - **Running on your own servers:** according to rexx systems, it offers on-premises operation as well as its cloud. - **No minimum term:** HR WORKS advertises "no minimum term" and bills monthly by number of users. - **Native payroll in the US and UK:** according to HiBob, it offers native payroll in both countries. - **Existing SAP landscape:** according to SAP, SAP SuccessFactors integrates with SAP S/4HANA. For a one-to-one comparison see flair vs Personio, for Personio's prices see Personio pricing, and for more vendors see the HR software comparison. What to Look for in a Personio Alternative Company Size Is the software built for a company of your size, and for the size you expect in three years? Pricing and Contract Compare published prices, minimum terms, setup fees and paid add-ons, not only the price per employee. Payroll and DATEV Does the vendor run payroll itself, or does it prepare the data for your payroll provider, for example via DATEV? Hosting and Data Protection Where is HR data hosted, who operates the infrastructure, and which certifications does the vendor name? Several Entities Can you manage several legal entities, locations and countries with separate access rights? Which systems must the HR software work with: CRM, ERP, payroll, time clocks, Slack? Frequently Asked Questions What is a good alternative to Personio? That depends on your company size, payroll setup and the systems you already use. Common alternatives are flair, Factorial, HiBob, HR WORKS, rexx systems and SAP SuccessFactors. flair suits companies that want HR and recruiting natively on Salesforce, including groups with several legal entities. rexx systems also offers on-premises operation, HiBob native payroll in the US and UK, and SAP SuccessFactors integration with SAP S/4HANA, according to each vendor. Which Personio alternatives integrate with DATEV? According to their own websites, flair (DATEV LODAS import or ASCII file for Lohn und Gehalt), Factorial, HiBob (DATEV LODAS), HR WORKS and rexx systems all connect to DATEV. Personio itself offers a DATEV integration for LODAS or Lohn und Gehalt. Which Personio alternatives publish their prices? Of the vendors compared here, flair (from €2.50 per employee per month) and Factorial (from €8 per month per user) publish a starting price, and Personio publishes starting prices for its plans. HiBob, HR WORKS and rexx systems work with individual quotes. How much does flair cost? flair costs from €2.50 per employee per month. You build your plan from modules, for example HR Administration, Time Tracking, Recruiting, Performance, Payroll and Shift Planner, plus optional add-ons. How does switching from Personio to flair work? We begin with an initial consultation to understand your data import needs. Our experts then securely transfer your employee data, validate its accuracy and completeness, and integrate it into flair. Our team also helps set up the system and provides ongoing support. More Personio Comparisons flair vs Personio Why switching to flair gives you access to a more customizable HR solution. flair vs Personio Personio Pricing Explained What Personio costs according to its own pricing page, and how flair's pricing works. Personio Pricing Explained HR Software Comparison What to look for when comparing HR software, and an overview of common vendors. HR Software Comparison flair vs SAP SuccessFactors Compare SAP SuccessFactors with flair's Salesforce-native HR and recruiting platform. flair vs SAP SuccessFactors --- ## A Better Alternative to Personio | flair URL: https://flair.hr/en/compare/personio > A flexible alternative to Personio: flair is Salesforce-powered HR software that lets you tailor processes to your company with fewer workarounds. Personio vs. flair All the Features. More Flexibility. Your organization’s HR is unique – so why settle for standard features and workarounds? flair is the Salesforce-powered alternative to Personio, with greater flexibility. Get more Information Download the Guide 4.7 star rating Salesforce Appexchange 5 star rating 4.5 star rating Omr Reviews 4.3 star rating flair Leads in Key Categories On the software marketplace G2, users rate flair higher than Personio in many key areas, including quality of support, product direction, and ability to meet requirements. STATS SOURCED FROM G2 (OCTOBER 2026) Ease of Use HR Analytics Meets Requirements Quality of Support Product Direction Greater Customization flair is more customizable than Personio, allowing you to tailor processes to your company’s way of working. This means fewer workarounds, simplified compliance, and more scalability for organizations operating in multiple countries. Benefit from simple, no-code customization that saves you time and money Facilitate compliance with local requirements and regulations by customizing processes and workflows in Salesforce Choose from hundreds of integrations to automate your processes and boost efficiency Advanced Reporting Built on Salesforce, the leading enterprise platform, flair offers a wide selection of standard and custom reporting features. Unlike Personio, flair reports are completely customizable and fully connected. Replace silo systems and gain a single, reliable source of truth for your people data Use powerful standard reports or quickly build customized reports and dashboards Connect your HR and recruiting data with other business areas to gain a more comprehensive view of your organization and eliminate data siloes More Efficient Recruitment flair helps you attract, hire, onboard, and retain the best talent. Our solution has more features to make your recruitment process more efficient and help you reduce time to hire. Talent Acquisition Create attractive career portals that help you fill vacancies faster and improve the candidate experience Use flair AI to quickly identify and prioritize the candidates best suited to the role Quickly create clean, personalized job offers and employment contracts using our document generator Improved Performance As a Salesforce-native app, flair is powered by enterprise-grade technology. Users benefit from an HR system that is fast, reliable, and secure. Salesforce Platform Ensure smooth HR operations with 99.9% uptime Work more efficiently with quick loading times and automated flows Benefit from Salesforce’s robust data security measures, including advanced encryption, automatic threat detection, and role-based access control flair Is the More Customizable and Scalable Solution Core HR All-in-one HR and recruiting solution Easy to customize to specific local needs Limited ability to adapt to specific local needs AI-Assisted Recruiting AI candidate scoring, screening, and job description generator AI pre-screening of applicants (AI Talent Screening Agent) Shift Planning Intuitive, built-in shift planner Only via third-party integration Payroll and DATEV: Personio and flair Personio information from personio.de and Personio's help articles, as of October 2026. Personio Payroll According to Personio, an ITSG-certified solution for HR and payroll accounting, from €5 per employee per month and only available with an HR subscription. Personio Payroll: Excluded Industries According to Personio, Personio Payroll is currently not offered to agricultural businesses, the public sector, construction and shipping. Personio and DATEV Personio integrates with DATEV LODAS and DATEV Lohn und Gehalt, not both at once; it transfers master data, absences and compensation, among other data. flair: Payroll With DATEV flair organizes the data for payroll runs, generates payroll documents, distributes payslips in the Employee Hub and connects to DATEV. flair: DATEV Connected Quickly To connect flair to DATEV you need your consultant and client numbers and your DATEV credentials; employee data is sent with one click. flair: Payroll Territories Groups with several legal entities and countries set up payroll territories with their own currency in flair. How Customers Make an Impact With flair Alexander Bartels Co-Founder & Managing Director With flair, we have much more transparency in our HR. It organizes processes, makes them faster, and we always have access to the data we need – no matter whether you’re in the office or not. Read more Customer since 2019 500+ Employees Dominic Schär Head of Retail With the help of our data reports from Salesforce we know exactly how much capacity we need at which location. We can do the planning and generate and send schedules for our employees quickly and easily. Read more Customer since 2019 320 Employees Luke White Operations Director PDF Butler It's all about streamlining our processes. What flair gives us is one source of truth. That's been a big step forward in driving efficiencies. Read more Salesforce ISV Versatile Time Tracking Software Time Tracking Keep Track of All Working Hours and Breaks Simple, Structured Payroll Software Ensure Payday Runs Smoothly Every Time Flexible Performance Review Software Performance Review Software Appraise and Develop Top Talent Frequently Asked Questions What is Personio used for? Personio is an HCM (human capital management) solution, including recruiting software features. It is typically used to digitize HR management and recruitment processes along the employee lifecycle. In its pricing model, Personio offers plans for core HR, alongside additional apps that include hiring software features, job posting bundles, and performance management features such as employee assessments. What these plans cost according to Personio is summarized in our [Personio pricing overview](/compare/personio-pricing). What are the main differences between Personio and flair? Personio and flair are both cloud-based software solutions for human resources teams. Both flair and Personio offer the full range of core HR functionality, including recruiting, applicant tracking, onboarding, time tracking, document management, and payroll management. As SaaS (software as a service) solutions, flair and Personio can both be accessed from anywhere with an internet connection. Both flair and Personio can function as HRIS (human resources information systems) for storing and managing employee data. They also each include an applicant tracking system (ATS), which is important for talent acquisition. While both solutions enable users to create self-service career pages, flair’s drag-and-drop career portal builder makes it easy to bring your corporate design onto your page to attract top talent. One fundamental way that flair differs from Personio and Personio alternatives, like BambooHR, Factorial, and HiBob, is that flair is built natively on Salesforce. This means that, with flair, your data is protected by Salesforce’s robust security features. If your organization already uses Salesforce, you will also benefit from connecting your HR processes with your CRM and being able to use your existing data, processes, and workflows in Salesforce. However, even if do not use Salesforce, you can still use flair and benefit from the power of Salesforce. We will set up a Salesforce instance for you so you can use our apps. flair is also more customizable than Personio. You can adapt processes, such as workforce management and time-off policies, to your working style and local standards and regulations. This makes flair the better choice for companies operating in multiple countries. What does flair offer that Personio does not? Unlike flair, Personio does not have an integrated shift planning tool or a skills management feature. In addition, flair offers more employee engagement features, including the Cheers feature for employee recognition, and built-in collaboration features like commenting and video integration. Moreover, flair offers a number of AI-powered features, such as candidate scoring, that can help your recruiters, HR teams, and managers operate more efficiently and accurately. Why should I choose flair over Personio? flair is an excellent choice for companies that want more flexibility than solutions like Personio but without the cost and complexity of human resource management software such as Workday HCM and SAP SuccessFactors. As a certified Salesforce partner, flair provides enterprise-grade performance and security, and it can be integrated with hundreds of Salesforce and non-Salesforce tools. You benefit from the power of the world’s leading CRM platform on the back end, with a user-friendly, self-service experience on the front end. Out of the box, our HR solution comes with ready-to-use templates, reports, and dashboards, but you can also easily create your own. All processes can be adjusted to meet local employment laws, regulations, and standards. Our customer success team is on hand to quickly respond to your questions and inquiries. On review platforms such as G2, we score higher than Personio on quality of support. On G2, users also rate flair higher than Personio for ease of use. What kind of businesses are flair and Personio most suited to? Personio describes itself as HR software for “companies with 10-10,000 employees”. Its customers come from a wide variety of industries, including retail, software, and manufacturing. Many of Personio’s features are targeted at companies operating in Europe. Similarly, flair is suitable for a wide range of companies, from small businesses to enterprises, typically between 200 and 5,000 employees. Our customers are based in many countries and include consultancies, healthcare companies, tech companies, NGOs, and more. Our Salesforce-native solution can be adapted to meet the requirements of organizations operating in Europe, the Americas, Africa, and Australia. flair is an effective HR solution for companies operating in multiple countries or who plan to do so. While you don’t have to be using Salesforce already to make the switch to flair, the solution is ideal for Salesforce users who want to shift their HR data to the CRM platform. Does Personio integrate with DATEV? Yes. According to Personio, its DATEV integration is available for DATEV LODAS and DATEV Lohn und Gehalt, but not for both at the same time. It transfers master data, absences, fixed salaries, hourly wages and compensation, among other data. flair also connects to DATEV: you enter your consultant and client numbers and your DATEV credentials, then send employee data to DATEV with one click. Learn more about the [DATEV integration](/en/integrations/datev). How do Personio and flair handle payroll? According to Personio, Personio Payroll is an ITSG-certified solution that combines HR and payroll accounting. Its pricing page lists it from €5 per employee per month, only in combination with an HR subscription, and it is currently not offered to agricultural businesses, the public sector, construction and shipping. flair organizes the data for payroll runs, generates payroll documents, distributes payslips in the Employee Hub and connects to DATEV for German payroll territories. Learn more about [payroll with flair](/en/payroll). How can flair’s customer success team help with switching from Personio to flair? flair’s customer success team can help you migrate your HR data from Personio to flair for a smooth transition between the two solutions. We start with an initial consultation to define which flair features and modules you need and how you are using your current HR solution. Then during onboarding, we help you to structure and import your data to Salesforce and flair. Our team will configure flair according to your needs and provide training and documentation to get you off to a smooth start. Compare flair With Other HR Solutions Personio Alternatives Six Personio alternatives compared on pricing model, hosting, DATEV and company size. Personio Alternatives Personio Time Tracking vs flair What Personio's time tracking covers according to Personio, and how flair records working time. Personio Time Tracking vs flair flair vs Sage People flair is the number one HR solution on the Salesforce AppExchange. Find out why. flair vs Sage People flair vs Workday Compare Workday's complex system with flair's user-friendly HR platform. flair vs Workday flair vs Excel Getting swamped in spreadsheets? Modernize your HR and recruiting with flair. flair vs Excel --- ## Compare flair With Other HR Tools | flair URL: https://flair.hr/en/compare/overview > flair offers a more flexible, Salesforce-powered HR and recruiting solution to boost your organization's efficiency. Compare flair The HR Solution With Extra flair We outshine the competition with flexible HR that’s powered by Salesforce. Reduce implementation time and costs while boosting workplace efficiency. Book a Demo Download the Guide Enterprise HR Software You Can Rely On As a certified Salesforce partner, we are held to the highest standards of data privacy, security, compliance, and performance. We Power People Processes flair is the answer to rising competition for talent, complex company structures, and inefficient admin. Our solution optimizes, streamlines, and automates HR and recruitment. Don’t settle for one-size-fits-all HR: flair easily adapts to your specific company structure and processes. As a Salesforce-native solution, flair protects your HR data with cutting-edge security measures. We want to help you grow. flair scales as you expand to new locations and increase headcount. Reach new levels of efficiency by using AI-powered features and automating recurring tasks. Simple Setup, Low Costs, and Smart Management Experience an HR solution designed to simplify the lives of both managers and employees, while also offering quicker setup times and reduced costs. Easily personalize our self-service Employee Hub to show only the features that you need. Quickly integrate flair with Salesforce and non-Salesforce tools and apps that your team are familiar with. Benefit from insightful reports and dashboards, an intuitive UI, and a mobile app for employees and managers. Compare flair At A Glance See How flair Compares to Others flair vs Personio Why switching to flair gives you access to a more customizable HR solution. flair vs Personio Personio Pricing Explained What Personio costs according to its own pricing page, and how flair's pricing works. Personio Pricing Explained Personio Time Tracking vs flair What Personio's time tracking covers according to Personio, and how flair records working time. Personio Time Tracking vs flair Personio Alternatives Six Personio alternatives compared on pricing model, hosting, DATEV and company size. Personio Alternatives flair vs Workday Compare Workday’s complex system with flair’s user-friendly HR platform. flair vs Workday Workday Alternatives What to look for in a Workday alternative, and an overview of common vendors. Workday Alternatives Workday Pricing Explained How Workday prices its HCM subscription, according to Workday, and how flair's pricing works. Workday Pricing Explained Workday vs SAP SuccessFactors How Workday and SAP SuccessFactors compare on pricing model, contracts and scope, based on each vendor's own information. Workday vs SAP SuccessFactors Workday vs ADP How Workday and ADP compare on pricing model, contracts and scope, based on each vendor's own information. Workday vs ADP Workday vs UKG How Workday and UKG compare on pricing model, contracts and scope, based on each vendor's own information. Workday vs UKG Workday vs Paylocity How Workday and Paylocity compare on pricing model, contracts and scope, based on each vendor's own information. Workday vs Paylocity Workday HCM Explained What Workday HCM includes, who it is built for, and alternatives for mid-size companies. Workday HCM Explained flair vs HiBob Compare HiBob with flair's Salesforce-native HR and recruiting platform. flair vs HiBob HiBob Pricing Explained What HiBob says about its pricing, what drives the total cost, and how flair's pricing works. HiBob Pricing Explained HiBob Alternatives What to look for in a HiBob alternative, and which vendor fits which company. HiBob Alternatives flair vs Factorial Compare Factorial with flair's Salesforce-native HR and recruiting platform. flair vs Factorial Factorial Pricing and Alternatives What Factorial costs according to its pricing page, and an overview of alternatives. Factorial Pricing and Alternatives flair vs rexx systems Compare rexx systems with flair's Salesforce-native HR and recruiting platform. flair vs rexx systems BambooHR Alternatives What to look for when you outgrow BambooHR, and an overview of common vendors. BambooHR Alternatives flair vs Kenjo Compare Kenjo with flair's Salesforce-native HR and recruiting platform. flair vs Kenjo flair vs Sage HR Compare Sage HR with flair's Salesforce-native HR and recruiting platform. Sage HR flair vs Sage HR flair vs SAP SuccessFactors Compare SAP SuccessFactors with flair's Salesforce-native HR and recruiting platform. SAP SuccessFactors flair vs SAP SuccessFactors flair vs Sage People flair is the number one HR solution on the Salesforce AppExchange. Find out why. Sage People flair vs Sage People flair vs Excel Getting swamped in spreadsheets? Modernize your HR and recruiting with flair. flair vs Excel HR Software Comparison What to look for when comparing HR software, and an overview of common vendors. HR software comparison HR Software Comparison The #1 HR App on Salesforce Transform your HR with the top-rated HR solution on Salesforce. As a Salesforce partner, we're ready and equipped to enhance your work processes. User Reviews Top-rated on G2 "flair allows me to have a very tailored and very optimized recruitment process. I also like the way the flair team innovates the product rapidly, providing razor-sharp documentation while constantly launching new features." Harald Meyer, founder and CEO of Hutte Our Success Team for your Implementation You’ll partner with our certified Success Architects with deep industry and Salesforce experience. Our average implementation takes 30-60 days and we’re laser-focused on KPIs and value. Book a Demo Chris Claussen VP Professional Services As the VP of flair’s Professional Services team, Chris helps clients optimize their HR for greater productivity and value. Laura Futschik Implementation Manager Laura guides customers through the implementation process, ensuring a smooth and efficient transition to flair. Lina Lobanova Growth & Success Manager Lina makes sure customers get the most out of flair, from their first steps to expanding how they use the platform. Oleg Berkovich Implementation Architect Oleg designs the technical setup of each implementation so flair fits seamlessly into your existing systems. Nhan Nguyenova Implementation Consultant Nhan supports customers during implementation, configuring flair to match their processes and preparing teams for go-live. Besnik Basha Implementation Manager Besnik guides customers through their implementation project and keeps every step on track for a successful launch. Smart Recruitment Software for Fast Hiring Recruitment Software Harness AI for Efficient Hiring User-Friendly Employee Onboarding Software Onboarding Software Optimize Your Onboarding Flexible Performance Review Software Performance Review Software Appraise and Develop Top Talent --- ## 110 Retirement Statistics: Demographics, Planning, and Saving URL: https://flair.hr/en/blog/retirement-statistics Explore essential retirement statistics, from planning strategies to maximizing benefits. 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In this blog, we'll explore what severance pay means and familiarize you with some key terms. --- ## Digital Collaboration: How In-App Comments Help Teams Work URL: https://flair.hr/en/blog/digital-collaboration Collaboration is the driving force behind any successful company. Here’s how we’re bringing collaborative features and in-app comments to HR teams. --- ## Everything You Need to Know About Corporate Culture URL: https://flair.hr/en/blog/corporate-culture An organization’s culture is the most important factor in the employee experience. It contributes to employee retention, satisfaction, and performance. Find out what makes an outstanding corporate culture. --- ## Diverse Teams at Work – 7 Benefits and Advice for HR Managers URL: https://flair.hr/en/blog/diverse-teams Diversity and inclusion are more than just a trend. Diverse teams can boost creativity, innovation, and profitability in your company. Here’s what HR can do to build a diverse workplace. --- ## Asynchronous Work: Improve the Productivity of Your Remote Teams URL: https://flair.hr/en/blog/asynchronous-work Remote work is here to stay. As an increasing number of companies shift to more flexible models of working, how can remote teams achieve their full potential? Discover the benefits of asynchronous work and how you can implement it in your organization. --- ## CULTURE OS – Adapting flair to the Future of HR URL: https://flair.hr/en/blog/culture-os-adapting-flair-to-the-future-of-hr We had a chat with Evgenii Pavlov, flair founder and CEO, about the recent rebrand. Find out what's changed and what the future brings for flair. --- ## 10 Talent Sourcing Tips for 2023 URL: https://flair.hr/en/blog/talent-sourcing Talent sourcing is a demanding and complex process. You and your ideal candidates do not have time to waste on inefficient or unattractive strategies. There’s no denying that the recruiting process keeps a business running. Sourcing qualified talent from a diverse group of prospective candidates is an exciting and challenging opportunity for any leading recruiter or HR professional. Diverse talent pipelines ensure that your employee turnover is kept at a minimum and qualified candidates have i --- ## Effective Employee Satisfaction Survey Questions for Retailers URL: https://flair.hr/en/blog/employee-satisfaction-survey-questions-retail A company’s long-term potential lies in its people and its leaders. If an organization wants to build, it must listen to the needs and feedback of its team members. Gaining insights from internal stakeholders will not only influence meaningful change but doing so will also make everyone feel respected. When a company implements process improvements, employee retention and satisfaction levels will rise. The best way to obtain these insights is through employee satisfaction surveys. These feedbac --- ## HR Checklist for Startups URL: https://flair.hr/en/blog/hr-checklist-for-start-ups Forming a new startup and taking it from inception to a fully formed company is a big undertaking. Here’s what you need to know about creating your HR department from the ground up and a checklist that can guide the way. --- ## How To Write a Considerate but Clear Job Rejection Letter URL: https://flair.hr/en/blog/job-rejection-letter Let's explore some practical tips on how to write a thoughtful job rejection letter that conveys the necessary information with respect. --- ## How To Create a Great Employee Value Proposition (EVP) URL: https://flair.hr/en/blog/employee-value-proposition An employee value proposition (EVP) is the core element of an employer brand. It describes the distinct value an organization offers its employees. --- ## A Guide to Effective Succession Planning URL: https://flair.hr/en/blog/succession-planning Something that most people have learned forcibly over the past year is that things can change dramatically in the blink of an eye. This is also true for most companies. --- ## The Importance of a Performance Appraisal​​ URL: https://flair.hr/en/blog/staff-appraisal Every organization tries to get the best out of its employees' work through performance management. We reveal tips and tricks on how to achieve this. --- ## Explaining the Attrition Rate and Why It Matters URL: https://flair.hr/en/blog/attrition-rate The employee attrition rate is one of the most important HR metrics. Find out how to calculate your company’s attrition rate, which factors influence it, and what steps you can take to reduce it. --- ## SOC 2 Certification: Establishing Trust in SaaS URL: https://flair.hr/en/blog/soc-2-certification SOC 2 compliance is a sign of a trustworthy SaaS provider. Find out what a SOC 2 audit involves and how flair achieved compliance with this important standard. --- ## The Ultimate Working From Home Equipment Checklist for Remote Staff URL: https://flair.hr/en/blog/working-from-home-equipment-checklist Transitioning from an office to a remote work environment? Help your employees create a home workspace that boosts productivity and cultivates a healthy work-life balance. --- ## Pay Bands 2026/2027: How to Build a Fair Salary Matrix – Before It Becomes Mandatory URL: https://flair.hr/en/blog/pay-bands The EU Pay Transparency Directive means pay must follow objective, gender-neutral criteria — and Germany's slipping timeline is your window to build a fair salary matrix now. A step-by-step guide to pay bands. --- ## The Impact of Generative AI in HR: Trends and Use Cases URL: https://flair.hr/en/blog/generative-ai-in-hr Explore the use cases, impact, and potential of generative AI in recruitment, onboarding, and performance management. --- ## Physical Time Tracking: How Clocking-In Machines Enhance Workplace Efficiency URL: https://flair.hr/en/blog/clocking-in-machines Methods of employee time tracking have come a long way over the years. Find out how software-integrated clocking-in machines save costs and facilitate compliance. --- ## Amy Oplinger Singh: Choosing Your Salesforce Path URL: https://flair.hr/en/blog/salesforce-mvp-interview Get the lowdown on choosing your Salesforce career path, as well as CRM community insights from a three-time MVP and expert consultant. --- ## 160 Women in Tech Statistics: Challenges, Hiring Trends, and Retention URL: https://flair.hr/en/blog/women-in-tech-statistics Empowering insights into women's evolving role in tech. Discover stats that inspire change and progress in the industry. --- ## Navigating HR Numbers: A Compilation of 50+ Study Statistics URL: https://flair.hr/en/blog/hr-statistics Welcome to flair’s first stats blog, your go-to source for insightful HR statistics that shed light on the latest global trends, challenges, and advancements in the dynamic field of human resources. --- ## Numbers Count: Important HR Metrics for Driving Excellence URL: https://flair.hr/en/blog/hr-metrics In the world of human resources, data-driven decision-making is becoming increasingly crucial. By tracking key HR metrics, HR professionals can identify trends, measure progress, and make informed decisions to optimize workforce strategies. --- ## The Importance of Wellness at Work URL: https://flair.hr/en/blog/wellness-at-work Work-life balance often feels unattainable amidst soaring productivity demands. Hence, the significance of workplace wellness cannot be overstated. So let's explore the importance of wellness at work and the potential consequences of neglecting it. --- ## Why a Salesforce-Powered HR Solution Is the Future URL: https://flair.hr/en/blog/salesforce-hr-solution As work patterns continue to evolve, it is harder for traditional HR processes to meet the demands of employees and employers. Utilizing Salesforce, HR teams can streamline processes and future-proof the workplace as employment changes. --- ## How Can Slack Enhance HR Management? URL: https://flair.hr/en/blog/slack-hr Discover how integrating Slack into your HR management system can help streamline operations and improve communication. Get insights into the benefits of Slack integration. --- ## The Big Job Interview: Tips and Tricks URL: https://flair.hr/en/blog/job-interview-tips First impressions play a critical role in job interviews. Candidates should strive to make a favorable impression to seal the deal and become a new recruit, while employers must present their company in a positive light to attract top talent. --- ## Understanding the Bradford Factor Score URL: https://flair.hr/en/blog/bradford-factor-score Absenteeism can cause workplace disruption and it is important for employers to be aware of its impact. But there are methods to track absenteeism. The Bradford Factor could be just the formula you need to identify and solve attendance issues. --- ## Pay Transparency: The Key to Fair Salary Decisions URL: https://flair.hr/en/blog/entgelttransparenz Transparent compensation is becoming a competitive advantage. A structured salary round with clear criteria builds fairness, trust and employer appeal — plus a checklist to get there. --- ## 90 Employee Onboarding Statistics: Success, Processes and ROI URL: https://flair.hr/en/blog/employee-onboarding-statistics Onboarding is one of the most crucial stages in the employee lifecycle. Get up-to-date stats, facts, and figures on the benefits, challenges, and cost of onboarding. --- ## 150 Remote Work Statistics: Trends, Benefits, and Demographic URL: https://flair.hr/en/blog/remote-work-statistics Discover the latest remote work statistics – key insights on the rise of remote work and its impact on the workforce and employers in various industries. --- ## 90 Hiring Statistics: Challenges, Strategies, and Trends URL: https://flair.hr/en/blog/hiring-statistics Discover key strategies for successful hiring. Learn how to attract top talent and build a winning team effectively, based on current research and statistics. --- ## 165 Employee Benefits Statistics: Healthcare, Retirement, Flexible Work, and Vacation URL: https://flair.hr/en/blog/employee-benefits-statistics Explore the latest employee benefits statistics. Get the data you need to optimize your employee benefit offerings. --- ## 205 Startup Statistics: Trends, Rates, Funding, Cost, and Teams URL: https://flair.hr/en/blog/startup-statistics Explore key startup statistics: success rates, funding trends, and industry insights. Get data-driven insights for your entrepreneurial journey. --- ## 105 Internship Statistics: Pay, Intern Employment, and Demographics URL: https://flair.hr/en/blog/internship-statistics Explore the latest statistics to internships with essential tips, opportunities, and success stories to launch your career. --- ## 80 Employee Retention Statistics: Workplace Satisfaction, Strategies, and Trends URL: https://flair.hr/en/blog/employee-retention-statistics Boost your company's success with proven strategies, influential factors, and statistics for top employee retention and growth. --- ## The Ultimate Guide to AI for Recruiting URL: https://flair.hr/en/blog/ai-for-recruiting With the right implementation, AI can be an incredibly powerful asset. This guide will help you unlock its power and add it to your recruitment workflow with ease. --- ## Employee Advocacy and How It Sets Companies Up for Success URL: https://flair.hr/en/blog/employee-advocacy Let’s discuss the topic of employee advocacy and how staff brand ambassadors can boost brand awareness, sales, and sentiment – or even assist in attracting top talent. --- ## 120 Automation Statistics: Business, Machine Learning and Challenges URL: https://flair.hr/en/blog/automation-statistics Explore how automation transforms industries by boosting efficiency, cutting costs, and creating opportunities in our latest statistics article. --- ## Talent Acquisition: Enhanced Recruitment With Salesforce URL: https://flair.hr/en/blog/talent-acquisition-salesforce Attracting and retaining top talent is vital in all industries. Without the right personnel, achieving success is challenging. Let's explore recruiter challenges and how an advanced HR solution can ease HR headaches --- ## Remote First – More Than Just a Trend? URL: https://flair.hr/en/blog/remote-first Have you ever thought of going remote-first? Moving your company to a remote setting is more than just letting everybody work from home. Here’s how you can build a remote-first culture. --- ## Salesforce Time Tracking: Tips, Tools, and Benefits URL: https://flair.hr/en/blog/salesforce-time-tracking As time tracking is now mandatory in EU countries, it’s important to have a handy tool to record working hours digitally. By recording and visualizing working hours in Salesforce, you can simplify payroll and billing processes. --- ## Effective Leadership Behaviors To Empower Your Team URL: https://flair.hr/en/blog/effective-leadership-behaviors Strong leadership skills are essential for a successful individual, team, or organization. By exhibiting positive behaviors, leaders can stimulate growth, boost morale, and inspire excellence. --- ## Best Time-Tracking Software in 2023: The Top 15 URL: https://flair.hr/en/blog/best-time-tracking-software As hybrid work and flexible hours become more prevalent, tracking time is an effective way to prevent excessive overtime, improve productivity, and ensure accurate payroll and invoicing. We compared 15 of the best time-tracking solutions on the market. --- ## Plan Employee Training and Reap the Rewards URL: https://flair.hr/en/blog/employee-training Employee training is vital to the success of any organization. Investing time and money in staff education can energize an entire organization. Let’s see why employee training can be the difference between average and excellence. --- ## Reduce Your Employee Turnover Rate and Improve Employee Retention URL: https://flair.hr/en/blog/employee-turnover Companies need to redefine the employee experience to prevent high turnover rates. Find out the main reasons employees leave companies and how to better retain your top performers. --- ## EU Mandatory Time Tracking: What Employers Need to Know URL: https://flair.hr/en/blog/eu-mandatory-time-tracking Employers are required by EU law to track the time worked by their employees. Here’s everything you need to know about the legal requirements for time tracking, alongside practical tips for implementing time tracking systems. --- ## Unlocking the Benefits of Employee Surveys URL: https://flair.hr/en/blog/employee-surveys Surveys are a smart way to gain valuable insights into the opinions, perceptions, and experiences of your employees. Looking for a comprehensive rundown on survey benefits and possibilities? Then this blog is for you. --- ## Decoding Employee Satisfaction: 5 Must-Know Metrics URL: https://flair.hr/en/blog/decoding-employee-satisfaction Let's jump into the world of employee happiness through data. In this blog, we discuss the insights hidden behind the numbers. --- ## Goleman Leadership Styles – What’s Your Style? URL: https://flair.hr/en/blog/goleman-leadership-styles The key trait of a successful leader is adaptability: being able to take on different roles in different situations and settings. This article explains the six emotional leadership styles by Daniel Goleman, what the benefits and the challenges are, and when to best use each style. --- ## 95 Company Culture Statistics: Leadership, Employee Engagement, and Work-Life Balance URL: https://flair.hr/en/blog/company-culture-statistics Explore eye-opening company culture statistics in this concise report. Gain insights into workplace dynamics and trends. --- ## HR 2.0: How Technology is Reshaping the Future of Human Resources URL: https://flair.hr/en/blog/the-future-of-hr In a tech-driven world, the future of HR is about finding new and innovative ways to balance the needs of the business with the needs of employees. Ensure your organization is ready to thrive by exploring the trends shaping the way we work. --- ## Employee Experience: The Competitive Advantage for Your Company URL: https://flair.hr/en/blog/employee-experience The employee experience is a crucial differentiator that improves employee retention and contributes to your company’s bottom line. These practical tips and examples show you how to enhance the entire employee journey. --- ## 5 Ways Mobile HR Apps Improve the Employee Experience URL: https://flair.hr/en/blog/mobile-hr With smartphones firmly established in many workplaces, how can mobile apps benefit HR teams? Take a look at the rise of mobile HR. --- ## Change Leadership: Thriving Amidst Uncertainty URL: https://flair.hr/en/blog/change-leadership The ability to lead through change is an essential skill for any manager. As companies navigate shifts in technology, trends, or global crises, it falls upon managers to guide teams. In this blog, we explore the skills needed to lead through change. --- ## How HR Teams Can Create a Culture of Work-Life Balance URL: https://flair.hr/en/blog/work-life-balance A healthy work-life balance is essential for employees and organizations alike. With great HR strategies, you can empower employees to lead healthier lives both inside and outside of work, leading to higher productivity levels and job satisfaction. --- ## Everything HR Teams Need To Know About Remote Work URL: https://flair.hr/en/blog/remote-work This guide provides practical tips and best practices for HR professionals to navigate the challenges of remote work and ensure success for both the organization and its employees. --- ## The Importance of Creating an Employee Code of Conduct URL: https://flair.hr/en/blog/code-of-conduct A code of conduct sets ethical standards of behavior that align with a company’s core values. It governs how employees and managers should behave toward one another and with customers and business partners. --- ## The Learning Hub: A Comprehensive Guide to flair URL: https://flair.hr/en/blog/learning-hub The Learning Hub is an online resource created by our Customer Success team to help you get the most out of flair. --- ## Personalize Your Employee Development Program URL: https://flair.hr/en/blog/employee-development Employee development is an important factor in employee retention and should be a central part of every employee’s career path. Here’s a summary of the key points. --- ## Internal Recruitment: Build a Strong, Sustainable Workforce URL: https://flair.hr/en/blog/internal-recruitment Internal recruitment is quick, cost-effective, and can boost your company's overall productivity and efficiency. It’s no wonder more organizations are embracing it as part of their talent acquisition process. --- ## What Is Employee Engagement? A Quick Rundown for HR Managers URL: https://flair.hr/en/blog/employee-engagement People are your most valuable assets. And high employee engagement helps unlock their potential. This article focuses on how to improve employee engagement by explaining what it means, why we should care about it, and how to achieve better results with your workforce. --- ## When employees ask about salary differences: A guide for HR URL: https://flair.hr/en/blog/salary-difference Salary transparency is changing the way companies talk about compensation. Learn how HR can explain salary differences clearly, build trust and create transparency through effective communication. --- ## How Your Workplace Can Benefit From Informal Communication URL: https://flair.hr/en/blog/informal-communication This article looks at how your workplace can benefit from informal communication. --- ## HR Business Partner: Meaning and Responsibilities URL: https://flair.hr/en/blog/hr-business-partner An HR business partner ensures an employee-oriented and strategic approach within the company in order to strengthen employee satisfaction and establish a corporate culture. --- ## What Are Remuneration Packages? URL: https://flair.hr/en/blog/remuneration-packages Compensation packages can provide additional incentives for employees and potential new talent to stand out from the competition as an employer. --- ## How to Recruit Passive Candidates URL: https://flair.hr/en/blog/passive-candidates In the recruitment space, finding the right individuals for the right roles can be challenging. It doesn’t matter your industry, expertise, or business size, every company’s band of HR professionals has struggled at one point or another to pinpoint the right talent. The job market can be a daunting and competitive place and a whole range of associated factors have to align for your HR fraction to receive a job application for an open role at the right time. This is why we advise you to introduc --- ## What Is a Cultural Assessment Test? URL: https://flair.hr/en/blog/cultural-assessment-test Finding and hiring the right candidate can be a lengthy, challenging, and multifaceted process. There is a whole multitude of boxes that you should tick, standards you should maintain, and processes you should run to locate a candidate that not only is the right fit for the position at your company in terms of their skillset, but also in terms of their attitude. That’s where a culture assessment test comes in. Running a cultural assessment test helps to determine whether a candidate’s core val --- ## Virtual Onboarding URL: https://flair.hr/en/blog/virtual-onboarding Onboarding refers to the systemic integration of new talent into an organization's workforce and virtual onboarding is when that process is carried out remotely. Remote onboarding is a relatively new concept that has become a regular in HR departments and the employment lexicon as a result of the Coronavirus pandemic. Before 2020, almost all organizations opted to conduct in-person onboarding processes, however, the ongoing pandemic and its associated restrictions and recommendations have rende --- ## How You Can Improve Your Retail Employee Retention Rate URL: https://flair.hr/en/blog/retail-employee-turnover-rate The retail job turnover rate is high due to various reasons related to company benefits and employee morale. For companies to prevent this from occurring, they must emphasize attracting qualified employees through incentives such as competitive wages and bonuses. When their personal needs are met, workers will want to stay longer with the business rather than looking elsewhere. This is the best way to improve employee retention. Retail Employee Turnover Rate Facts It is no secret that the emp --- ## 360-Degree Feedback in Performance Management URL: https://flair.hr/en/blog/360-degree-feedback 360-degree feedback is essential for businesses looking to improve their workforce with qualitative reviews,  from employees to managers. Keeping your employees working hard is a challenge that you can often solve with an in-depth review process. To ensure you are getting the most out of your employees, you will generally need to think about a robust performance management procedure. Indeed, no business can do without direct reports or multi-rater feedback systems. Comprehensive performance ma --- ## The 6 Types of Managers: Which One Are You? URL: https://flair.hr/en/blog/types-of-managers During your career, you’re going to discover different ways that departments handle the general management and operations of the companies you find yourself working for. As you navigate your career, you’re also going to be exposed to many different styles of management from many different team leaders. These will range from middle managers, office managers, assistant managers, and your department head. Some managers will become your mentors, showing you the right way to manage and inspire empl --- ## What Is the Cultural Web Model? URL: https://flair.hr/en/blog/cultural-web-model The cultural web model was developed by Gerry Johnson and Kevan Scholes in 1992. The cultural web model helps to define the paradigm of working within an organization. --- ## Why Companies Should Fully Adopt E-Recruiting URL: https://flair.hr/en/blog/e-recruiting Remote recruitment or hiring online has become more popular than ever due to the COVID-19 pandemic. Fully adopt remote e-recruiting so you can adapt to the new normal. --- ## Everything You Need To Know About Salesforce Lightning Vs Classic URL: https://flair.hr/en/blog/salesforce-lightning-vs-classic If you work in sales and marketing, it can seem like an endless cycle of trying to talk to the right people, at the right time – with the right message. That’s why many professionals use CRM. CRM software, like Salesforce, provides the most opportunities for business growth as it frees up precious time, improves leadership skills, and incorporates valuable lead insights. All in all, CRM software makes your life much easier. At the top of the CRM ladder is Salesforce, so we’ll be taking a deep --- ## Your Go-To Guide for Creating an Employee Handbook URL: https://flair.hr/en/blog/employee-handbook Many companies overlook the importance of a good employee handbook for their new employees. Starting out as a newcomer in a company is daunting. --- ## Top Tips for Working Remotely URL: https://flair.hr/en/blog/tips-working-remotely Master the art of remote work with our top tips for success. From effective communication strategies to tips for staying motivated, the flair team has got you covered. --- ## Intercultural Communication in the Workplace URL: https://flair.hr/en/blog/intercultural-communication-workplace Effective intercultural communication is more important than ever. Find out how to seamlessly engage with different cultures in the workplace. --- ## 180 Leadership Statistics: Training, Challenges, and More URL: https://flair.hr/en/blog/leadership-statistics Gain insights on training, challenges, and more in leadership. Vital info for professionals to enhance their skills in a dynamic workplace. --- ## 200 HR Statistics: Technology, Employee Retention and Engagement URL: https://flair.hr/en/blog/200-hr-statistics Explore the latest HR statistics that drive employee engagement and company growth. Stay ahead with actionable insights for modern workplaces. --- ## How To Schedule Retail Staff URL: https://flair.hr/en/blog/schedule-retail-staff Running a retail business can be tricky, especially when dealing with things like staffing, providing the best customer service, running inventory, and much more. However, one of these factors may even be more delicate: employee scheduling. Absence requests, timetables, and availability calendars all have to be considered when trying to organize shifts. Nowadays, scheduling software exists and helps simplify these processes, and in the following, we will have an in-depth look at how retail sch --- ## What You Need To Know About An Applicant Tracking System URL: https://flair.hr/en/blog/applicant-tracking-system An applicant tracking system is something that can make your software applications, talent cloud, and recruiting technology simple for all business sizes. But are you aware of what the fastest-growing hiring platform, recruiting technology, and recruiting software is and how you need to use it to your advantage? Sending out your resume as part of a talent cloud may seem like the first obstacle that you have to overcome in the search for a job, but there are more than hiring managers that you h --- ## Public Holidays Germany 2027 URL: https://flair.hr/en/blog/public-holidays-germany All statutory public holidays in Germany for 2027, where they apply and how to get the longest stretches off with the fewest vacation days – incl. a PDF calendar. --- ## Agile Working for HR: Streamlining Processes and Enhancing Efficiency URL: https://flair.hr/en/blog/agile-working Agile working in HR fosters a people-centric, responsive, and collaborative work environment. By adopting agile practices, HR teams can enhance their own processes and contribute more effectively to the organization's overall success. --- ## Origins to Innovation: Cloud Computing's Impact on HR URL: https://flair.hr/en/blog/cloud-computing-hr Do you know why it's called cloud computing and are you aware of the benefits to HR? --- ## 22 Things To See and Do at Dreamforce 2023 URL: https://flair.hr/en/blog/dreamforce-2023 If you’re planning to attend Dreamforce this year, here’s everything you need to know about Salesforce's biggest event of the year, including key highlights, must-visit exhibits, and even where to eat! --- ## Federal Holidays in the USA 2024: Essential Dates for HR Teams URL: https://flair.hr/en/blog/federal-holidays-usa-old For HR professionals, it's essential to have a good understanding of the US federal holiday system. Our handy holiday guide will help you plan for 2024 efficiently. --- ## Productivity and Wellbeing: The Case for a 4-Day Workweek URL: https://flair.hr/en/blog/four-day-week The four-day workweek is a potential solution for healthier, happier, and more productive employees. We explore its advantages and show how HR teams can play a major role in its successful implementation. --- ## Why Are Job Descriptions Important? URL: https://flair.hr/en/blog/job-description "Job description" is a frequently used word, the importance of which is wrongly underestimated nowadays. However, job descriptions are an essential tool in the human resources department of any company. --- ## Mind Matters: Prioritizing Mental Health in the Workplace URL: https://flair.hr/en/blog/mental-health Taking proactive measures to support mental health in your workplace can create a positive, caring, and productive environment that benefits individuals and improves the overall performance and culture of your organization. --- ## What Is People Management? URL: https://flair.hr/en/blog/people-management Learn how effective people management can benefit your business and improve employee satisfaction. --- ## 200 Recruitment Statistics: Trends, Problems, and Strategies URL: https://flair.hr/en/blog/recruitment-statistics Discover the latest recruitment statistics and key insights on hiring trends – a must for HR professionals. --- ## Everything You Need to Know About Salesforce Certification URL: https://flair.hr/en/blog/salesforce-certification Salesforce professionals are in high demand, but taking your first steps into getting your certification can be daunting. If you don’t know your Admins from your Architects, never fear – our comprehensive guide to getting Salesforce certified has got you covered! --- ## Salesforce Data Security: How the CRM Platform Protects Your Data URL: https://flair.hr/en/blog/salesforce-data-security Salesforce has a strong reputation for data security. Learn more about the CRM platform’s data protection measures and what makes it ideal for storing HR data. --- ## Slack Integrations: Streamline Your Workflow with These Top Picks URL: https://flair.hr/en/blog/slack-integrations Slack integrations can help you streamline your workflow and improve productivity. With hundreds of app integrations available, you can connect your favorite tools and apps directly to Slack which can help you stay organized and work more efficiently. --- ## Social Media Recruiting: Tips and Benefits URL: https://flair.hr/en/blog/social-media-recruiting Social media has become an essential part in the process of finding the ideal candidates. This practical guide gives you a few tips for implementing your own social media recruiting strategy. --- ## Talent Management – Challenges and Opportunities URL: https://flair.hr/en/blog/talent-management In this article, we explore why talent management is important for your employer brand and which steps are necessary to recruit good talents and retain them in the long term. --- ## 75 Workplace Injury Statistics: Trends, Causes, and Demographics URL: https://flair.hr/en/blog/workplace-injury-statistics Discover the latest workplace injury statistics. Stay informed and promote safety in your workplace. --- ## HR Trends for 2027: 8 Shifts HR Teams Should Plan For URL: https://flair.hr/en/blog/hr-trends AI agents, skills gaps, record-low engagement and new EU rules on pay transparency and AI: eight HR trends for 2027, each backed by current research. --- ## Public Holidays in Australia 2027: Key Dates for HR Teams URL: https://flair.hr/en/blog/public-holidays-in-australia For HR professionals in Australia, here's our guide to the 2027 public holidays in every state and territory, including the extra days for Anzac Day and Christmas. --- ## UK Bank Holidays 2027: Essential Dates To Remember URL: https://flair.hr/en/blog/uk-bank-holidays Get ready for 2027. Here's the full list of bank holidays in England, Wales, Scotland, and Northern Ireland to help you plan shifts and annual leave ahead of time. --- ## Federal Holidays in the USA 2027: Essential Dates for HR Teams URL: https://flair.hr/en/blog/federal-holidays-usa For HR professionals, it's essential to have a good understanding of the US federal holiday system. Our holiday guide will help you plan for 2027 efficiently. --- ## Uncommon Types of Leave in 2022 – Offering Time Off as a Benefit URL: https://flair.hr/en/blog/uncommon-types-of-leave Is it time to rethink types of leave? Discover how uncommon leave types can benefit your company culture – from volunteer time off to unlimited holidays. --- ## flair Wrapped: Reflections on 2022 URL: https://flair.hr/en/blog/flair-wrapped-reflections-on-2022 Reflections on Reflection day. 2022 is coming to an end and it’s time to reflect. In fact, we’ve been reflecting as a company on a weekly basis throughout the year. Read more about how we do it. --- ## How To Increase Employee Engagement in 7 Steps URL: https://flair.hr/en/blog/improve-employee-engagement Employee engagement is a tough nut to crack – especially given the fact that it can vary from company to company and person to person. Nevertheless, there are a few important factors that every employee engagement strategy should consider. --- ## Human Resources Diagram: What It Is, How to Create One, and Four Examples URL: https://flair.hr/en/blog/human-resources-diagram A human resources (HR) diagram visually represents the organization's structure or processes. Find out how HR diagrams help businesses operate smoothly and learn how to create one in nine steps. --- ## Work Performed Vs. Duties and Responsibilities URL: https://flair.hr/en/blog/work-performed You've probably seen these terms on many applications and job search sites. Now understand the difference between job duties and work performed. --- ## 10 Best Creative Recruitment Strategies to Attract Top-Tier Talent URL: https://flair.hr/en/blog/creative-recruitment-strategies Check out these 10 out-of-the-box recruitment strategies that'll help you move past traditional methods and towards attracting your dream candidates. --- ## How to Interview a Potential Candidate: An All-Inclusive Guide URL: https://flair.hr/en/blog/potential-candidate In this article, we’ll work through all the interview steps, from choosing a potential candidate to compiling a list of questions. --- ## The Ins and Outs of OKRs URL: https://flair.hr/en/blog/what-does-okr-mean If you’ve ever heard someone talk about OKRs but weren’t sure what they meant, then you’re in luck. This blog post will explain exactly what the acronym means. --- ## Importance of Employee Life Cycle URL: https://flair.hr/en/blog/employee-life-cycle Most companies focus on the recruiting process and forget about employee lifecycle management. In this blog, we explain what the employee life cycle means, how to measure it, and why it matters. --- ## Why Is a Notice Period Important? URL: https://flair.hr/en/blog/notice-period Let’s look at some of the standards you will see in an employment contract in terms of your proper notice period. --- ## Remote Interviewing – A Step-by-Step Guide URL: https://flair.hr/en/blog/remote-interviewing Fill positions remotely and have access to talent all around the world. Sounds great! Here's your step-by-step guide for creating a smooth interview process via the screen. --- ## How To Plan Your Job Orientation Program URL: https://flair.hr/en/blog/job-orientation Job orientation is the first step of the onboarding process and helps new hires settle it. These practical tips help you implement a fun and engaging orientation week and prepare your new employees in the best way possible. --- ## What You Need To Know About A Technical Recruiter URL: https://flair.hr/en/blog/technical-recruiter A technical recruiter is the gatekeeper when it comes to hiring the right talent in technical fields. What makes a great technical recruiter is when they have a close relationship with you, as their partner. --- ## How Can Professional Development Improve Employee Performance URL: https://flair.hr/en/blog/professional-development-plan Discover what is meant by professional development and build a plan to enhance skill growth in your company. --- ## Retail Employee Job Description Done the Right Way URL: https://flair.hr/en/blog/retail-employee-job-description-done-right-way Writing the perfect job description can seem like a daunting task. If you need to hire a fantastic new employee to provide excellent customer service for your retail store, then this article is for you. What Is a Job Description? A job description or "JD" is a written document that describes the primary responsibilities, general tasks, and other necessary duties carried out by a particular position. Your JD is the most vital part of the recruitment process. A job description also shares deta --- ## All You Need To Know About a Semi-Structured Interview URL: https://flair.hr/en/blog/semi-structured-interview You may have heard about it but what exactly is a semi-structured interview and how does this process work? Let’s take a look. --- ## Zoho VS Salesforce – Which CRM Is Right for Your Business? URL: https://flair.hr/en/blog/zoho-vs-salesforce These two software platforms have very different origins and positions but are both currently highly popular choices for small business owners and the leadership of larger businesses alike. But which one is right for your business? --- ## Salesforce Vs Hubspot for HR Management URL: https://flair.hr/en/blog/salesforce-vs-hubspot There are plenty of CRM tools available to help marketing, sales, and customer success teams manage lead generation, sales funnels, and customer relationships. Your company is probably using an average to great CRM platform already, and its features are baked into your day-to-day sales operations. However, you might still be looking for an integration or all-around solution that incorporates other important operations at your company, such as human resource management. We're talking about human --- ## Tracking Time With flair: A 3-Part Success Story URL: https://flair.hr/en/blog/time-tracking-success-story Out of all the excellent tools flair provides its customers, the Time Tracking feature has proven to be one of the most effective and productive for flair’s clients. We wanted to know how three exceptional companies, bestsmile, Hair&Skin, and Properti, have improved their daily operations and employee experiences thanks to the addition of flair’s Time Tracking tool. Before we get into how these companies resolved their professional challenges with flair, we should first enjoy a working underst --- ## The Best Salesforce Alternatives in 2022 URL: https://flair.hr/en/blog/salesforce-alternatives As a professional, you are probably faced with the temptation to switch out various workflow functions and Software as a Service (SaaS) that your company has been using for a long time. Change is never a bad thing, however, so long as your replacement is competent and serves your entire team's needs well. When it comes to your customer relationship management (CRM) needs, you will need a platform with key features that serve all your sales process functions, sales forecasting insights, marketi --- ## What Is Workforce Management? URL: https://flair.hr/en/blog/workforce-management Workforce Management (WFM) is a set of integrated processes that companies use to optimize employee productivity and competency. When it comes to HR, having exceptional workforce management is key to the fulfillment of your workforce and the success and longevity of your organization. Great workforce management and sustainable human resource management go hand in hand. In this article, we’re going to dissect what workforce management actually looks like, outline its best processes and explain h --- ## The Definition of Employee Rewards and Recognition URL: https://flair.hr/en/blog/rewards-and-recognition A healthy system of employee recognition has become a necessity for every successful business no matter its size, or level of goals. In this blog, we detail the difference between recognition and rewards, and why they are important. --- ## How to Perform a Human Resource Audit URL: https://flair.hr/en/blog/human-resource-audit Human resource issues are relevant to all businesses, no matter their size. If your organization employs all but one individual then you will have to manage human resource issues and responsibilities. Human resources concern the management of an organization’s people. It includes everything from company policies and hiring staff to administer benefit packages and wages. Put simply, human resources manage the link between an organization’s management and their employees and generally speaking, i --- ## Management Techniques URL: https://flair.hr/en/blog/management-techniques What does it mean to be a great boss? Well, there are a few ways to answer that question because balancing the responsibilities of managing people and your company’s trajectory is no easy feat. In fact, it can be quite a struggle, unless you’re aware of and practicing healthy management techniques that is! Effective managers believe in their organization’s vision, employees, and potential. Their energy and dedication are what powers the company’s engine, boosts employee productivity, and elevat --- ## Salesforce Admin 201 Practice Exam URL: https://flair.hr/en/blog/salesforce-admin-201-practice-exam A breakdown of the topics and exam questions associated with the salesforce administrator certification. --- ## How to Prepare Managers for Employee Conflict Management URL: https://flair.hr/en/blog/conflict-management Running a business rides on everyone getting along. That could be employers and managers, the company and suppliers, salespeople and customers, and much more. With the numerous moving parts involved, however, it’s natural for disputes and conflicts to come up. As a business owner, you’ll find that conflict resolution will come up much more than you first thought it would. You might believe that conflicts and disputes are the same thing. That’s a common mistake, as most people think that the wor --- ## HR Trends in the Retail Industry URL: https://flair.hr/en/blog/hr-trends-retail-industry There are a lot of HR challenges that professionals need to deal with. The retail industry is no exception to this rule. According to PwC's global HR outlook, retail executives are already facing several challenges today, and this will only increase over the next five years. How To Overcome The Main Retail HR Challenges Of 2022 There are a lot of HR challenges that professionals need to deal with. The retail industry is no exception to this rule. According to PwC's global human resources outlo --- ## HR in Retail: Best Practice and Challenges URL: https://flair.hr/en/blog/hr-in-retail HR management in the retail sector has its own unique set of challenges. With this blog, we'll uncover how to navigate them for a successful outcome. --- ## Why Human Capital Management Is Important For Your Business URL: https://flair.hr/en/blog/human-capital-management Check out the essentials of human capital management and why it matters for your business strategy right now. --- ## Project Management Tools for Consultants URL: https://flair.hr/en/blog/project-management-tools-for-consultants The road to your project's completion can be winding. Tasks can break into subtasks, approvals can take a lot of time, and there are many other common challenges. Consultancies often turn to project management software for help. However, getting stuck with a platform that doesn't deliver or has too many unnecessary features can be a costly mistake. We have shortlisted some of the best project management software so you'll be able to make an informed choice to fit your team's needs and learn s --- ## How to Use Salesforce List Views to Organize Your Employee Data URL: https://flair.hr/en/blog/salesforce-list-views Usually, when you use Salesforce, you think of reports which are indeed very powerful and helpful. But there is one thing that Salesforce users often forget: list views. --- ## What Is Payroll? URL: https://flair.hr/en/blog/what-is-payroll Payroll is the process by which an organization or business compensates its employees for work completed during a set amount of time or by a certain date. As HR professionals, it is one of the most important tasks put before you. That’s why understanding the payroll process, its best practices, and guidelines are particularly key if you're a HR executive. However, understanding payroll is important for any kind of employee who values their time and is interested in showing initiative in regard --- ## How to Conduct a Disciplinary Hearing URL: https://flair.hr/en/blog/disciplinary-hearing Disciplinary hearings don’t need to be regarded as stressful or antagonistic. Here's a summary of what you need to know about this potentially tricky HR task. --- ## A Healthy Absence Strategy and Why You Need One URL: https://flair.hr/en/blog/absence-management Success comes down to more than just planning for the expected; it also involves strategizing for life’s curveballs. That's why an effective absence management plan is so important. Here’s why a healthy absence management strategy matters. --- ## The Perks of Employee Fringe Benefits URL: https://flair.hr/en/blog/fringe-benefits Explore the potential advantages of offering fringe benefits to employees. Uncover a range of options that can support recruitment and retention efforts. --- ## Visit These Salesforce Events in 2023 URL: https://flair.hr/en/blog/salesforce-events-2023 Salesforce events can be great forums to share innovative ideas, troubleshoot, and get product or customer advice. Looking to connect with more Salesforce experts? We’ve compiled a list of some top Salesforce events this year. --- ## EU AI Act in HR: Which AI tools are allowed – and which are not? URL: https://flair.hr/en/blog/eu-ai-act-in-hr Can ChatGPT be used in recruiting? Are AI candidate rankings still allowed? Here's what the EU AI Act really means for HR — which AI tools stay permitted, and which become high-risk. --- ## Public Holidays in Ireland 2027: Dates To Remember URL: https://flair.hr/en/blog/public-holidays-in-ireland This handy guide to Irish bank holidays helps HR teams and employees to plan for 2027. Check public holiday dates and learn about leave entitlement in Ireland. --- ## How to Recruit Talent for a Start-Up URL: https://flair.hr/en/blog/how-recruit-talent-for-startup A startup's business is all about innovation, so it's essential to have the right people on your team. For a company to grow and flourish, its employees need to bring their ideas forward and share them with the rest of the organization. Recruiting great talent is one of the essential tasks for any entrepreneur or CEO. A good recruiter will help you find someone who has what it takes – not just in terms of skills but also creativity, ambition, and work ethic – and someone you can trust to keep y --- ## How to Issue an Employee Warning Notice URL: https://flair.hr/en/blog/employee-warning-notice Writing a transformative employee warning notice is something of an art. Find out how you can refine your disciplinary style for the most productive and peaceful resolution. --- ## 130 Team Building Statistics: Culture, Effectiveness, and Tools URL: https://flair.hr/en/blog/team-building-statistics Discover eye-opening team building statistics about boosting productivity and morale plus ideas for enhancing teamwork. --- ## 140 Job Satisfaction Statistics: Factors, Benefits, and Trends URL: https://flair.hr/en/blog/job-satisfaction-statistics Explore the latest job satisfaction statistics in our modern world: why it matters more than ever, its impact on performance, and tips for business success. --- ## The Importance of Employer Branding URL: https://flair.hr/en/blog/employer-branding A strong employer brand can be the decisive factor in your recruitment drive. Find out how to market your workplace to candidates. --- ## Hiring on Social Media: Effective Strategies for Finding Top Talent URL: https://flair.hr/en/blog/we-are-hiring Are you curious about how social media is revolutionizing the hiring process? Join us as we explore the power of social media in showcasing skills, building networks, and attracting top talent. --- ## 100 Small Business Statistics: Financial Management, Marketing, and Sustainable Growth URL: https://flair.hr/en/blog/small-business-statistics Discover essential small business statistics, key trends, startup rates, challenges, and insights every entrepreneur should know. --- ## Breaking Barriers: Overcoming Unconscious Bias in Recruiting URL: https://flair.hr/en/blog/recruitment-bias Finding the right mix of skills and personalities propels a business forward. In this blog, explore how bias can derail the recruitment process. --- ## 100 Workplace Diversity Statistics: The Benefits for Companies URL: https://flair.hr/en/blog/workplace-diversity-statistics Explore how embracing workplace diversity boosts innovation, fosters inclusivity, and drives business success in today's dynamic environment. --- ## Diversity Management: A Guide for Success URL: https://flair.hr/en/blog/diversity-management A diverse workplace has become an essential consideration for companies that want to thrive. By embracing a diverse range of talent you can infuse your business with a global perspective and help your company reach new heights of success. --- ## 100 Change Management Statistics: Effectiveness, Leadership, and Employee Experience URL: https://flair.hr/en/blog/change-management-statistics Discover key change management statistics: Insights on success rates, challenges, and best practices for effective organizational change. --- ## What Is a 9/80 Work Schedule? URL: https://flair.hr/en/blog/9-80-work-schedule If you're curious about alternative work schedules, you're in the right place. In this article, we'll dive into the concept of a 9/80 work schedule — a flexible arrangement that offers extended weekends without compromising productivity. --- ## Strategies for Success: 20 Essential Hacks for HR Teams URL: https://flair.hr/en/blog/strategies-for-success-20-essential-hr-hacks We know how challenging it can be for HR teams and managers to stay on top of all the tasks, so we’ve gathered some tried-and-tested tips that can significantly improve productivity for HR professionals. --- ## 110 Employee Engagement Statistics: Workforce Challenges, Strategies, and Future Trends URL: https://flair.hr/en/blog/employee-engagement-statistics Discover how these proven strategies and statistics will elevate employee engagement, foster loyalty, and drive unparalleled productivity. --- ## How To Improve Employee Motivation in the Retail Sector URL: https://flair.hr/en/blog/employee-motivation-retail-sector Get an insight into what retail workers, managers, and the human resources team can do to ensure job satisfaction and motivation in retail businesses. --- ## flair Is Now a Certified Partner of HR-Software-Vergleich.de URL: https://flair.hr/en/blog/hr-software-vergleich-certified-partner flair is now an officially certified partner of HR-Software-Vergleich.de, Germany’s largest comparison platform for HR software. --- ## Sustainability in HR: Driving Environmental Change URL: https://flair.hr/en/blog/hr-sustainability Explore the evolving landscape of HR sustainability, corporate responsibility trends, and how they’re set to be intertwined in the future. --- ## Interpersonal vs Intrapersonal Skills and How They Affect Company Culture URL: https://flair.hr/en/blog/interpersonal-vs-intrapersonal How people communicate, collaborate, solve problems, and make decisions depends on their interpersonal and intrapersonal skills. Find out how these skills affect your company culture and how employees can train their minds. --- ## Two-Factor Authentication for Business Security & Trust URL: https://flair.hr/en/blog/two-factor-authentication-for-businesses By adopting two-factor authentication, your organization can not only strengthen its security but also protect employees’ personal information and reduce the risks associated with cyberattacks. --- ## The Comprehensive Salesforce for HR Guide URL: https://flair.hr/en/blog/salesforce-for-hr An in-depth look into all the features and tools that Salesforce provides HR teams with and how it can accelerate your efforts to streamline your workforce's daily tasks. --- ## Why Your Team Needs A Dependable Human Resources Information System (HRIS) URL: https://flair.hr/en/blog/human-resources-information-system Gone are the days when you need to store all your employee data on filing cabinets or file folders. These non-digital forms of data storage can wear out and increase your chances of losing important information due to floods or fire outbreaks. A Human Resources Information System exists to enhance your storage and management of employee data digitally. Digitally stored data is easy to access and encrypt. Think about file folders and how anyone can easily access sensitive information and tamper --- ## How SaaS HR Software Can Help Your Business Thrive URL: https://flair.hr/en/blog/saas-hr Cloud-based HR software allows HR teams, business leaders, and employees alike to automate and integrate their workflows, for more efficient business. How we use digital technology constantly changes to meet the needs of the workplace and the distinct user sets that employees use. The convenience and efficiency it can offer workers and their employers are hard to find in existing company resources. Can you imagine an app for employees that allows them to automate as much of their admin as poss --- ## How To Calculate Full-Time Equivalent (FTE) URL: https://flair.hr/en/blog/fte FTE, or full-time equivalent, is a unit of measurement that represents one full-time worker. You can use this metric to make the workloads of full-time and part-time staff comparable in different contexts. Learn how to calculate it and how it can help your organization. --- ## Time Off in Lieu: Management, Benefits, and Alternatives URL: https://flair.hr/en/blog/time-off-in-lieu How do you like to be rewarded for additional hours? This article is all about time off in lieu and the different benefits it has for employees and companies. --- ## How To Manage Floating Holidays URL: https://flair.hr/en/blog/floating-holidays Every employment contract has its perks and each workplace offers its own selection of benefits. However, one of the most popular and common perks included in employment contracts and discussed in HR fractions and employee circles around the globe are floating holidays. There are two types of floating holidays and understanding the differences between them can often be confusing. However, no matter your industry or employment role, it’s important to understand these terms fully so that you’re f --- ## Employee Benefits To Consider Implementing in 2023 URL: https://flair.hr/en/blog/employee-benefits Employee benefits are any perks you offer to your employees in addition to their salary. Having an attractive benefits program can help you stand out in the job market. Here’s your guide to offering employee benefits in 2023. --- ## How to Create a Stellar Employee Onboarding Process URL: https://flair.hr/en/blog/employee-onboarding A successful onboarding process is the difference between an employee struggling to find their footing or thriving in their new role from day one. From developing workplace culture to providing training, there are several ways to enhance onboarding. --- ## How To Conduct an Effective Exit Interview URL: https://flair.hr/en/blog/exit-interview If your staff turnover rate is high, it’s time to find out why. Exit interviews give you a chance to get honest feedback on your workplace. --- ## 9-Box Grid: How to Use It for Talent Reviews (Free Template) URL: https://flair.hr/en/blog/9-box-grid The 9-box grid maps employees by performance and potential. Learn what each box means, how to run a talent review with it, and download a free Excel template. --- ## Key Challenges of HR in the Retail Sector URL: https://flair.hr/en/blog/key-challenges-hr-retail-sector Human resources are, broadly speaking, the people who make up a company. In the retail sector, these human beings who make up a company play a massive part in securing sales. Therefore, HR departments are essential in retail. HR deals with employees, helping to ensure they're satisfied with the work they're doing. At the same time, HR is often the point of communication between the employees and the company. In this respect, HR is responsible for communicating the company's workflow to new hire --- ## The flair Product Roadmap: Transparency and Collaboration URL: https://flair.hr/en/blog/product-roadmap Your input is vital to the development of the flair product. That's why we're happy to share our roadmap with you. A clear and accessible resource that provides an inside look into our product plans and lets you request features and leave feedback. --- ## Reflecting on 2023: A Year of HR Innovation and Growth at flair URL: https://flair.hr/en/blog/2023-review AI, new features, and friends! Oh my! Dive into our year in review and discover some of the top HR innovations of 2023. --- ## A Guide to the EU Whistleblower Directive URL: https://flair.hr/en/blog/a-guide-to-the-eu-whistleblower-directive Gain insights into the EU Whistleblower Directive and find out how flair helps enterprise companies comply with whistleblower protection law. --- ## Best OKR Software for Startups URL: https://flair.hr/en/blog/best-okr-software-for-start-ups OKRs are a popular way for businesses to measure performance and stay focused. Find out some of the features to look for when choosing OKR software. --- ## Entdecken Sie neue Möglichkeiten mit flair URL: https://flair.hr/de/become-a-partner > Partner von flair werden: Erweitern Sie Ihr Angebot um HR und Recruiting auf Salesforce und erzielen Sie wiederkehrende Umsätze durch Lizenzen und Projekte. Wachsen Sie gemeinsam mit flair Mehr Umsatz durch starke Partnerschaft Mit flair erweitern Sie Ihr Angebot um HR und Recruiting auf Salesforce-Basis – und gewinnen neue Chancen im Salesforce-Ökosystem. Werden Sie Partner Partnervorteile entdecken Werden Sie Teil eines erfolgreichen Partnernetzwerks So profitieren Sie von einer Partnerschaft mit flair Als flair Partner bieten Sie Ihren Kunden mehr Mehrwert – und generieren gleichzeitig zusätzliche, wiederkehrende Umsätze durch Lizenzen und Projekte. Wachstumschancen aktiv mitgestalten Tragen Sie durch zusätzliche Services und erweiterte Verantwortungsbereiche aktiv zur Geschäftsentwicklung bei. Relevanz gezielt stärken HR unterstützt Sie dabei, Netzwerke auszubauen und im Salesforce-Ökosystem sichtbarer und wirksamer zu werden. Das eigene Netzwerk aktiv einbringen – und dafür etwas zurückbekommen Für erfolgreiche Empfehlungen neuer Kund:innen erhalten Sie Provisionen und Boni. Klare Ansprechpartner:innen für alle Partneranliegen Durch Partner-Support entsteht eine Lösung, die zu den Menschen und ihrer Arbeitsweise passt. Eine flexible Plattform, die Mitarbeitende über den gesamten Verlauf ihrer Zeit im Unternehmen begleitet. Mit flair entsteht eine HR-Lösung, die sich im eigenen Tempo einführen und weiterentwickeln lässt. Das macht den Einstieg leichter und unterstützt eine nachhaltige Entwicklung. Wie Partner mit flair wachsen “flair ist eine großartige HR-Lösung für unser Unternehmen, Sie basiert auf Salesforce, lässt sich nahtlos in unsere bestehenden Systeme integrieren und optimiert unseren Recruitung-Prozess." Joy Atuzie Sales Consultant "Unsere Zusammenarbeit mit flair entspricht unserem Ziel, den Mehrwert, den wir unseren Kunden bieten, kontinuierlich zu steigern und durch innovative Lösungen, die den sich wandelnden Anforderungen der HR-Landschaft gerecht werden." Thomas Schilling Commercial Director "flair konzentriert sich auf die wichtigen HR-Prozess, wodurch wir wachsen und skalieren können." Florian Gehring Managing Director Starten Sie Ihre Partnerschaft mit flair In vier einfachen Schritten zur Partnerschaft mit flair – und zu neuen Entwicklungsmöglichkeiten. Jetzt Termin vereinbaren Erster Kontakt Im Gespräch mit unserem Partnermanagement wird die Grundlage für unsere Zusammenarbeit gelegt. In einem Online-Termin werden Ziele, Strategie und Rahmenbedingungen der Partnerschaft geklärt. Vereinbarung zur Zusammenarbeit Im nächsten Schritt schließen wir gemeinsam unsere Partnervereinbarung ab und legen sofort los. Unterstützung, die begleitet Sobald alles geklärt ist, geht’s los – mit Unterstützung für einen guten Start. Wie HR in unterschiedlichen Branchen genutzt wird Kundengeschichten aus verschiedenen Branchen zeigen, wie mit flair Mehrwert entsteht. Mehr Stories ansehen Durch flair sind bei Salesfive alle HR-Daten gebündelt – das bringt mehr Transparenz und Struktur. PDF Butler flair sorgt bei PDF Butler – vom Recruiting bis zur Weiterentwicklung – für klarere HR-Strukturen. Brennerei Wild flair macht es der Brennerei Wild leichter, auf saisonale Schwankungen zu reagieren und Teams an mehreren Standorten zu steuern. WONDER Foundation WONDER uses flair to enhance the efficiency of its recruiting and absence management processes. Öffentlicher Sektor Die Wirtschaftsförderungsgesellschaft Osnabrück spart mit flair rund 15 Stunden pro Woche bei der Zeiterfassung. Ihr Kontakt zum Partnermanagement Offene Fragen klären und gemeinsam entdecken, wie die Zusammenarbeit mit flair den Arbeitsalltag optimal unterstützen kann. Termin anfragen Verstehen, wie flair Kund:innen beim Wachsen unterstützt Klare Antworten auf alle offenen Fragen bekommen --- ## Erstellen Sie professionelle Karriereseiten in Minuten URL: https://flair.hr/de/career-portal > Karriereseiten erstellen ohne Programmieraufwand: Mit flair bauen Sie in wenigen Minuten ansprechende Jobportale, die Besucher:innen zu Bewerber:innen machen. Ihre eigene Karriereseite Aktuelle Jobangebote teilen Erstellen Sie in wenigen Minuten ansprechende Karriereseiten – ganz ohne Programmieraufwand. flair hilft Ihnen, vielversprechende Kandidat:innen zu gewinnen und Ihren Recruiting-Prozess effizient zu gestalten. Termin vereinbaren Gewinnen und rekrutieren Sie die besten Talente Erstellen Sie professionelle Karriereseiten, die aus der Masse herausstechen und Besucher:innen gezielt zu Bewerber:innen machen. Karriereportale, die auffallen Erstellen Sie markengerechte, visuell ansprechende Karriereseiten, die Ihre Unternehmenskultur und -werte widerspiegeln. Umfassendes Bewerbermanagement Verwalten Sie Bewerbungen direkt über Ihr Karriereportal – mit integrierten Funktionen zur Nachverfolgung und Organisation. Optimierte Bewerbererfahrung Sorgen Sie für einen nahtlosen, intuitiven Bewerbungsprozess, der Bewerber:innen von Anfang bis Ende überzeugt und motiviert. Ideal für Unternehmen mit mehreren Standorten Erstellen Sie separate Karriereportale für verschiedene Standorte, Abteilungen oder Marken – alles über eine zentrale Plattform. Smart Software für Top-Recruiting Recruitment Software Nutzen Sie KI für effizientes Recruiting Mitarbeiterengagement Software Mehr Engagement, stärkere Mitarbeiterbindung Machen Sie Ihre Jobs sichtbar Nutzen Sie unseren Drag-and-Drop-Karriereseiten-Builder, um ansprechende, markengerechte Jobseiten zu erstellen. Ganz ohne Programmieraufwand – passen Sie Layout, Farben und Inhalte einfach an Ihre Marke an. Optimieren Sie Ihre Recruiting-Strategie Erstellen Sie separate Jobseiten für verschiedene Abteilungen, Standorte oder Marken. Stimmen Sie Inhalte gezielt auf jede Zielgruppe ab und erhalten Sie qualifizierte Bewerbungen. Mehr Reichweite für Ihre Stellenanzeigen Veröffentlichen Sie Ihre Stellenanzeigen auf beliebten Jobbörsen und Social-Media-Plattformen. Erreichen Sie mehr Kandidat:innen mit weniger Aufwand durch automatisierte Veröffentlichung. Analysieren und optimieren Sie Ihren Recruiting-Prozess Steigern Sie die Effizienz in der Personalbeschaffung mit Analysen und KI-gestütztem Bewerberscreening. Kommunizieren Sie automatisiert mit Bewerber:innen, planen Sie Vorstellungsgespräche und leiten Sie erfolgreiche Bewerbungen nahtlos ins Onboarding weiter. Positionieren Sie sich mit einer individuellen Karriereseite klar im Wettbewerb Nutzen Sie unseren Karriereseiten-Builder, um Ihr Unternehmen als attraktiven Arbeitgeber zu positionieren und offene Stellen schneller zu besetzen. Gewinnen Sie den Wettbewerb um Fachkräfte im Gesundheitswesen Steigern Sie Ihre Sichtbarkeit als Arbeitgeber im Gesundheitswesen und besetzen Sie offene Stellen in kürzerer Zeit. Mehr Erfahren Machen Sie Ihre Unternehmenskultur erlebbar Gewinnen Sie talentierte Berater:innen, indem Sie Ihrer Unternehmenskultur die Sichtbarkeit geben, die sie verdient. Mehr Erfahren Finden Sie die besten Tech-Talente Mit den Karriereportalen von flair sind Sie im umkämpften Tech-Recruiting bestens aufgestellt. Mehr Erfahren --- ## Eine bessere Alternative zu Excel URL: https://flair.hr/de/compare/excel > Excel vs. flair: Ersetzen Sie unübersichtliche Tabellen durch eine spezialisierte HR-Lösung für Zeiterfassung, Payroll-Management und Performance-Reviews. Excel vs. flair Ersetzen Sie Tabellen durch smartes HR Verlieren Sie den Überblick in endlosen Tabellen? Entdecken Sie die Funktionen von flair und erfahren Sie, wie der Wechsel zu einer spezialisierten HR- und Recruiting-Lösung Zeit spart und Ihre Prozesse optimiert. Mehr Erfahren Guide herunterladen Salesforce Appexchange Omr Reviews flair überzeugt in Kundenbewertungen Nutzer:innen bewerten flair auf Plattformen wie G2 besonders positiv – vor allem für Benutzerfreundlichkeit, Supportqualität und Produktentwicklung. Microsoft Excel STATS SOURCED FROM G2 flair deckt alle zentralen HR-Aufgaben ab Als speziell entwickelte HR-Lösung eignet sich flair deutlich besser als Excel für Aufgaben wie Payroll-Management, Zeiterfassung und Performance-Reviews All-in-One-Lösung für HR und Recruiting Wiederkehrende HR-Prozesse automatisieren Kommunikation über Teams und Standorte hinweg vereinheitlichen So schneidet flair im Bereich Core HR ab Beste Wahl Arbeitszeiten erfassen Nicht Inklusive Physische Zeiterfassung Nicht Inklusive Abwesenheits- und Urlaubsrichtlinien erstellen. Nicht Inklusive Payroll-Dokumente vorbereiten und erstellen Nicht Inklusive HR-Dokumente sicher speichern und übertragen. Nicht Inklusive Demo anfragen Engagement stärken und datenbasierte Entscheidungen fördern Mit flair sind Sie nicht auf reine Zahlen beschränkt. Unsere Lösung unterstützt verschiedene Datenformate, bietet Mitarbeitenden ein Self-Service-Portal und liefert Dashboards mit wertvollen Insights für fundierte Entscheidungen. Engagement & Analysen Alle Mitarbeiteranfragen zentral verwalten Mitarbeiterfeedback sammeln und Kompetenzentwicklung planen Leistungsstarke, personalisierte Dashboards in Salesforce erstellen Die HR-Lösung für Ziele und Analysen. Beste Wahl Mobil optimierte App Nicht enthalten Anpassbare 360°-Performance-Reviews Nicht enthalten Self-Service-Portal für Mitarbeitende Nicht enthalten Zielplanung & Mitarbeiterbefragungen Nicht enthalten Salesforce-gestützte Analysen Nicht enthalten Demo anfragen Recruiting mit flair skalieren und optimieren. Mit flair geht Recruiting weit über reine Dateneingabe hinaus. Recruiter verwalten den gesamten Einstellungsprozess – von der Talentgewinnung über die Vertragsunterzeichnung bis hin zum Onboarding. No-Code-Karriereseiten erstellen und Stellenanzeigen auf Jobbörsen veröffentlichen Kandidat:innen einfach vom Bewerbungsgespräch bis zum Onboarding begleiten KI nutzen, um Stellenbeschreibungen zu erstellen und Kandidat:innen zu bewerten HR-Daten mit flair sicher verwalten und Compliance gewährleisten. Excel übernimmt grundlegende Aufgaben der Datenverwaltung, während flair speziell entwickelte Tools für HR-Datenmanagement und Compliance bereitstellt. Sicherheit & Compliance Rollen und Zugriffsrechte detailliert festlegen HR-Management mit der Datensicherheit von Salesforce Richtlinien anpassen und Compliance-Hinweise erhalten flair wurde speziell für effizientes HR und Recruiting entwickelt Automatisch erfasst über digitale oder physische Zeiterfassungssysteme Manuelle Dateneingabe Gehaltsabrechnungen erstellen und mit Payroll-Anbietern integrieren Manuelle Dateneingabe ohne direkte Integration Flexible Planung basierend auf Fähigkeiten und Standort Statische Schichtpläne ohne Übersicht über Fähigkeiten oder Verfügbarkeiten Anpassbarer 360°-Feedbackprozess Manuelle Dateneingabe ohne Echtzeit-Tracking Vollständig anpassbare Umfragen und KPI-Tracking Zeitaufwendig in Einrichtung und Verwaltung Intuitives Portal für tägliche HR-Aufgaben Getrennte Prozesse ohne zentrale Plattform Voll integrierter Bewerbungsprozess mit automatisierten E-Mails Umständliche Prozesse ohne integrierte Kommunikation Interaktive Onboarding-Workflows mit Dateianhängen Einfache To-do-Listen So erzielen Kund:innen mit flair echte Wirkung HR-Daten mit flair schützen Beste Wahl Zugriffs- und Berechtigungskontrollen Nicht enthalten Integrierte HR-Compliance-Funktionen Nicht enthalten Salesforce-gestützte Datensicherheit Nicht enthalten Demo anfragen Vielseitige Zeiterfassungssoftware Time-Tracking Software Machen Sie jede Arbeitsstunde wertvoll. Intelligentes Anwesenheitsmanagement Urlaubsanträge und Genehmigungen leicht gemacht Bessere Zusammenarbeit mit einem klaren Organigramm Organigramme in Echtzeit Unternehmensstruktur visualisieren Frequently Asked Questions Wie wird Excel im HR-Bereich eingesetzt? Microsoft Excel ist ein Tabellenkalkulationsprogramm, das zur Organisation und Analyse verschiedenster Daten verwendet werden kann. Viele Unternehmen nutzen es, um HR-bezogene Daten wie Arbeitszeiten, Ausgaben und Unternehmensziele zu verwalten. Allerdings wurde Excel nicht speziell für HR-Teams entwickelt. Dadurch fehlen viele zentrale HR- und Recruiting-Funktionen, die moderne Teams heute benötigen. HR-Abteilungen müssen daher viel Zeit in die Erstellung von Tabellen, Formeln und die manuelle Dateneingabe investieren. Das bindet Ressourcen, die an anderer Stelle sinnvoller eingesetzt werden könnten, und erhöht das Risiko, dass Daten veralten, wenn sie nicht kontinuierlich gepflegt und aktualisiert werden. Zu den wichtigen HR- und Recruiting-Funktionen, die Excel fehlen, gehören unter anderem Stellenanzeigen, Karriereseiten, Onboarding-Workflows, Tools zur Mitarbeiteranerkennung, Video-Integrationen, Abwesenheitskalender und Genehmigungsprozesse. Deshalb greifen viele Teams zusätzlich auf verschiedene Einzellösungen zurück, um diese Anforderungen abzudecken. flair hingegen ist eine All-in-One-Plattform für HR und Recruiting, die entwickelt wurde, um die Arbeitswelt für alle Mitarbeitenden im Unternehmen zu verbessern. Die Lösung umfasst ein Bewerbermanagementsystem (ATS), einen Karriereseiten-Builder, Integrationen für Stellenanzeigen, anpassbare Onboarding-Workflows, Ziel- und Performance-Management, Mitarbeiterumfragen und Anerkennungstools, digitale Zeiterfassung und vieles mehr. Was bietet flair, das Excel nicht bietet? Microsoft Excel ist ein Tabellenkalkulationsprogramm, das zur Organisation und Analyse verschiedenster Daten genutzt werden kann. Viele Unternehmen verwenden es, um HR-bezogene Daten wie Arbeitszeiten, Ausgaben oder Unternehmensziele zu verwalten. Allerdings wurde Excel nicht speziell für HR-Teams entwickelt. Dadurch fehlen viele zentrale Funktionen, die moderne HR-Abteilungen heute benötigen. HR-Teams verbringen daher häufig viel Zeit mit der Erstellung von Tabellen, Excel-Formeln und der manuellen Pflege von HR-Daten. Das kostet wertvolle Zeit und erhöht das Risiko, dass Daten veralten, wenn sie nicht kontinuierlich aktualisiert und gepflegt werden. Zu den wichtigsten HR- und Recruiting-Funktionen, die Excel fehlen, gehören unter anderem Stellenanzeigen, Karriereseiten, Onboarding-Workflows, Tools zur Mitarbeiteranerkennung, Video-Integrationen, Echtzeit-Abwesenheitskalender und Genehmigungsprozesse. Deshalb greifen viele Unternehmen zusätzlich auf verschiedene Einzellösungen zurück, um diese Anforderungen abzudecken. flair hingegen ist eine All-in-One-Plattform für HR und Recruiting, die entwickelt wurde, um die Arbeitswelt für alle Mitarbeitenden im Unternehmen zu verbessern. Die Lösung umfasst ein Bewerbermanagementsystem (ATS), einen Karriereseiten-Builder, Integrationen für Stellenanzeigen, HR-Analysen, anpassbare Onboarding-Workflows, Ziel- und Performance-Management, Mitarbeiterumfragen und Anerkennungstools, digitale Zeiterfassung und vieles mehr. Welche Nachteile hat HR-Management mit Excel? Microsoft Excel ist zwar ein nützliches Business-Tool, bringt jedoch einige Nachteile mit sich, wenn HR-Teams damit Personal- und Mitarbeiterdaten verwalten. Zum einen erfordert Excel einen hohen manuellen Aufwand bei der Dateneingabe, was zeitintensiv und fehleranfällig ist. Mit dem Wachstum eines Unternehmens steigt zudem der administrative Aufwand, um Daten aktuell und korrekt zu halten. Auch in Bezug auf Datensicherheit und Compliance ist Excel häufig keine ideale Lösung, da Tabellen oft für viele Personen zugänglich sind. Zwar können Dateien mit Passwörtern geschützt werden, um unbefugten Zugriff zu verhindern, doch auch die Verwaltung dieser Zugänge verursacht zusätzlichen administrativen Aufwand. Dadurch kann es schwierig werden sicherzustellen, dass sensible Daten ausschließlich autorisierten Mitarbeitenden zugänglich sind. Darüber hinaus bietet Excel zwar zahlreiche Möglichkeiten zur Datenanalyse und Visualisierung von Kennzahlen, fortgeschrittene Auswertungen erfordern jedoch Kenntnisse in Formeln und Diagrammen. Das macht Self-Service-Reporting häufig komplexer und zeitaufwendiger. Warum sollte ich von Excel zu flair wechseln? Viele Unternehmen nutzen Microsoft Excel für unterschiedlichste Aufgaben. Als kostengünstiges Tool, mit dem viele Menschen bereits vertraut sind, kann es besonders für kleine Unternehmen zunächst eine einfache Lösung sein. Sobald Unternehmen jedoch wachsen und Prozesse komplexer werden, wird Excel zunehmend schwieriger zu verwalten. Das führt schnell zu isolierten Prozessen, veralteten oder fehlerhaften Daten sowie mehreren widersprüchlichen Datenquellen. Darüber hinaus kann die Verwaltung von Zugriffsrechten und Berechtigungen in Tabellen schwierig werden. Dadurch entstehen potenzielle Sicherheitsrisiken, beispielsweise durch Datenlecks oder unbefugten Zugriff. Mit flair werden HR-Daten direkt in Salesforce gespeichert und profitieren dadurch von modernsten Sicherheitsstandards. Mithilfe von Berechtigungskonzepten können Unternehmen sicherstellen, dass Daten ausschließlich autorisierten Mitarbeitenden und Führungskräften zugänglich sind – unabhängig davon, wie stark das Unternehmen wächst. Außerdem spart flair Zeit, da Prozesse speziell für HR-Teams, Führungskräfte und Recruiter entwickelt wurden. Anstatt Arbeitszeiten manuell in unzähligen Tabellen zu pflegen, können Mitarbeitende beispielsweise den integrierten Time Tracker nutzen, um ihre Zeiten zu erfassen. Führungskräfte können diese anschließend über einfache Workflows prüfen und freigeben. Zusätzlich bietet flair ein intuitives Self-Service-Portal für Mitarbeitende und Manager mit allen wichtigen Funktionen für reibungslose HR-Prozesse. Das spart nicht nur Zeit, sondern steigert auch das Mitarbeiterengagement. Alle relevanten Informationen und Prozesse befinden sich zentral an einem Ort – leicht auffindbar, übersichtlich und einfach zu bedienen. Darüber hinaus stellt flair zahlreiche vorgefertigte Reports zur Analyse von HR-Daten bereit. Unternehmen können außerdem individuelle Reports und Dashboards in Salesforce erstellen und ihre Daten flexibel auswerten und analysieren. Welche Funktionen bietet flair, die Excel nicht bietet? Microsoft Excel ist ein Tabellenkalkulationsprogramm, das zur Organisation und Analyse verschiedenster Daten genutzt werden kann. Viele Unternehmen verwenden es, um HR-bezogene Daten wie Arbeitszeiten, Ausgaben oder Unternehmensziele zu verwalten. Allerdings wurde Excel nicht speziell für HR-Teams entwickelt. Dadurch fehlen viele zentrale HR- und Recruiting-Funktionen, die moderne Teams heute benötigen. HR-Abteilungen verbringen deshalb häufig viel Zeit mit der Erstellung von Tabellen, Formeln und der manuellen Dateneingabe. Das bindet wertvolle Ressourcen und erhöht das Risiko, dass Daten veralten, wenn sie nicht kontinuierlich gepflegt und aktualisiert werden. Zu den wichtigen HR- und Recruiting-Funktionen, die Excel fehlen, gehören unter anderem Stellenanzeigen, Karriereseiten, Onboarding-Workflows, Tools zur Mitarbeiteranerkennung, Video-Integrationen, Abwesenheitskalender und Genehmigungsprozesse. Deshalb greifen viele Teams zusätzlich auf verschiedene Einzellösungen zurück, um diese Anforderungen abzudecken. flair hingegen ist eine All-in-One-Plattform für HR und Recruiting, die entwickelt wurde, um die Arbeitswelt für alle Mitarbeitenden im Unternehmen zu verbessern. Die Lösung umfasst ein Bewerbermanagementsystem (ATS), einen Karriereseiten-Builder, Integrationen für Stellenanzeigen, anpassbare Onboarding-Workflows, Ziel- und Performance-Management, Mitarbeiterumfragen und Anerkennungstools, digitale Zeiterfassung und vieles mehr. Wie verbessert flair HR Mitarbeiterengagement und Performance im Vergleich zu Excel? Excel ist zwar vielseitig einsetzbar, kann jedoch nicht mit den spezialisierten Funktionen von flair HR mithalten, wenn es um Mitarbeiterengagement und Performance geht. flair HR bietet eine umfassende Suite an Tools, die speziell darauf ausgelegt sind, ein positives Arbeitsumfeld zu schaffen. Beispielsweise ermöglicht unser Self-Service-Portal Mitarbeitenden, ihre Daten selbst zu verwalten, Arbeitszeiten zu erfassen und Schichten zu koordinieren – was das Gefühl von Eigenverantwortung und Beteiligung deutlich stärkt. Im Gegensatz zu den grundlegenden Datenverwaltungsfunktionen von Excel bietet flair HR anpassbare Umfragen, mit denen Führungskräfte Themen wie Mitarbeiterzufriedenheit analysieren können, während Mitarbeitende wertvolles Feedback zur Unternehmenskultur geben können. Darüber hinaus fördern die Mitarbeiteranerkennungs- und Zielsetzungsfunktionen von flair HR eine Kultur der Wertschätzung und kontinuierlichen Weiterentwicklung. Das steigert Engagement, Motivation und Produktivität nachhaltig. Diese spezialisierten Funktionen machen flair zur deutlich besseren Lösung für modernes HR-Management im Vergleich zu Excel, dessen Funktionen begrenzt und nicht speziell für HR-Prozesse entwickelt sind. Wie unterstützt flair die visuelle Darstellung von Daten im Vergleich zu den Diagrammen in Excel? flair bietet integrierte Tools zur Erstellung visueller Reports und Dashboards, die in der Regel mit nur ein bis zwei Schritten erstellt werden können. Im Vergleich zu Diagrammen in Excel sind sie deutlich HR-spezifischer und einfacher zu bedienen. Dank der intuitiven Oberfläche sind keine umfangreichen Schulungen oder tiefgehenden Excel-Kenntnisse erforderlich. Funktionen wie SVERWEIS, VERKETTEN oder ZÄHLENWENN sind nicht mehr notwendig, wenn HR-Prozesse automatisiert ablaufen. Als Salesforce-native Lösung bietet flair zudem leistungsstarke HR- und Recruiting-Dashboards mit wichtigen Kennzahlen wie Mitarbeiterzufriedenheit, Time-to-Hire, Cost-per-Hire, Fluktuationsrate und vielen weiteren KPIs. Durch die direkte Verbindung zu Salesforce sind den Möglichkeiten bei Analysen und Datenvalidierung nahezu keine Grenzen gesetzt. Darüber hinaus verfügt der Employee Hub über eine intelligente Analytics-Seite speziell für Führungskräfte. Diese Funktion ermöglicht eine übersichtliche Visualisierung zentraler Kennzahlen und relevanter Datensätze auf einen Blick. Aktuell umfasst die Seite interaktive Kennzahlen und Diagramme zu Themen wie Abwesenheitsquote, Mitarbeiterfluktuation und Überstunden – bezogen auf direkte Teammitglieder. Führungskräfte können außerdem prozentuale Entwicklungen sowie grafische Veränderungen dieser Kennzahlen im Zeitverlauf einfach nachvollziehen. Für welche Unternehmen eignet sich flair am besten? flair eignet sich für eine Vielzahl von Unternehmen – insbesondere für mittelständische Unternehmen und große Organisationen. Dank der hohen Konfigurierbarkeit ist die Lösung ideal für Unternehmen, die international tätig sind oder mehrere Standorte verwalten. Unsere Kund:innen sind weltweit in unterschiedlichsten Branchen aktiv, darunter Technologie, Gesundheitswesen, NGOs, Consulting und Einzelhandel. Da flair auf Salesforce basiert, ist die Lösung besonders attraktiv für Unternehmen, die bereits die führende CRM-Plattform nutzen. Aber auch Unternehmen ohne bestehende Salesforce-Nutzung können flair problemlos einsetzen – ohne funktionale Einschränkungen. In diesem Fall stellen wir eine eigene Salesforce-Instanz bereit, damit alle Vorteile der Salesforce-Integration vollständig genutzt werden können. Erfolgsgeschichten und Praxisbeispiele unserer Kund:innen finden Sie im [Success Hub](https://flair.hr/en/success-hub/?utm_source=chatgpt.com). flair im Vergleich zu anderen HR-Lösungen flair vs Personio Warum der Wechsel zu flair Ihnen eine flexiblere und individuell anpassbare HR-Lösung bietet. flair vs Personio flair vs Sage People flair ist die führende HR-Lösung im Salesforce AppExchange. Erfahren Sie, warum. flair vs Sage People flair vs Workday Vergleichen Sie das komplexe System von Workday mit der benutzerfreundlichen HR-Plattform von flair. flair vs Workday --- ## Die bessere Alternative zu Sage People URL: https://flair.hr/de/compare/sage-people > Sage People vs. flair: Die HR-Alternative auf Salesforce bietet alle zentralen Funktionen mit intuitiverer Nutzererfahrung und zeitsparendem Self-Service. Sage People vs. flair Intuitiveres HR auf Salesforce Die Nutzung einer HR-Lösung auf Basis von Salesforce bietet viele Vorteile. flair bietet alle Funktionen von Sage People – jedoch mit einer benutzerfreundlicheren Nutzererfahrung. Weitere Infos Salesforce Appexchange Omr Reviews flair Führend in den wichtigsten Kategorien Auf dem Software-Marktplatz G2 bewerten Nutzer flair in vielen wichtigen Bereichen besser als Sage People – darunter Benutzerfreundlichkeit, einfache Einrichtung und Qualität des Supports. Sage People STATS SOURCED FROM G2 Unkomplizierte Implementierung Benutzerfreundliche Verwaltung Arbeitszeiten, Anwesenheit und Urlaub Optimales Nutzererlebnis flair bietet im Vergleich zu Sage People eine intuitivere und modernere Nutzererfahrung – mit Self-Service-Funktionen, die Zeit sparen, HR-Anfragen reduzieren und das Mitarbeitererlebnis verbessern. Intuitive Benutzeroberfläche Self-Service für Abwesenheitsanträge, Mitarbeiterdaten und Dokumentenmanagement ermöglichen Steigern Sie Produktivität und Mitarbeiterbindung mit einfachen, personalisierten und kollaborativen Onboarding-Workflows Sparen Sie Zeit bei täglichen HR-Aufgaben mit unserer intuitiven mobilen App für Mitarbeitende und Führungskräfte Smarte Zeit- und Anwesenheitsverwaltung Die Funktionen von flair für Zeiterfassung und Abwesenheitsmanagement sind einfacher zu nutzen und zu verwalten. So behalten Sie stets den Überblick über Arbeitszeiten und Anwesenheiten – klar, präzise und gesetzeskonform. Zeit- und Anwesenheitsmanagement Erhöhen Sie die Genauigkeit von Zeiteinträgen mit unserer benutzerfreundlichen digitalen Stechuhr und klaren Genehmigungsworkflows Erstellen Sie individuelle Abwesenheitsrichtlinien, die lokale Anforderungen und Standards erfüllen. Integrieren Sie flair mit physischen RFID-fähigen Terminals für eine zuverlässigere Anwesenheitserfassung. Sichere Dokumentenverwaltung Mit flair verwalten Sie HR- und Recruiting-Dokumente effizient und sicher. Speichern Sie wichtige Dokumente geschützt in Salesforce und sparen Sie Zeit mit unserem automatisierten Dokumentengenerator. Teilen Sie wichtige Dokumente und Dateien wie Gehaltsabrechnungen, Onboarding-Unterlagen und Verträge sicher und geschützt. Vereinfachen Sie Genehmigungsworkflows und beschleunigen Sie das Recruiting mit unserem integrierten E-Signatur-Tool. Simplify approval workflows and speed up recruiting with our built-in e-signature tool flair ist die intuitivere Salesforce-basierte Lösung Core HR All-in-One-Lösung für HR und Recruiting Basierend auf der Salesforce-Plattform Hardwaregestützte Zeiterfassung Stempeln Sie sich per RFID oder Fingerabdruckscan ein Keine Integration mit Zeiterfassungsterminals Dokumente speichern, teilen, erstellen und signieren Die meisten Funktionen sind nur über Drittanbieter-Integrationen verfügbar Asset Management Behalten Sie den Überblick über das Mitarbeitendeninventar Keine Funktion zur Verwaltung von Mitarbeitendeninventar vorhanden Wie Kunden mit flair Wirkung erzielen Gehaltsabrechnung einfach und übersichtlich organisiert Damit Gehaltszahlungen jedes Mal reibungslos laufen Intelligentes Anwesenheitsmanagement Urlaubsanträge und Genehmigungen leicht gemacht HR Dokumentenmanagement-Software Speichern, verwalten und teilen Sie wichtige Dokumente sicher Häufig gestellte Fragen Was sind die wichtigsten Unterschiede zwischen Sage People und flair? flair und Sage People sind cloudbasierte HR-Lösungen auf Basis von Salesforce und unterstützen verschiedene Sprachoptionen wie Englisch, Französisch, Deutsch, Russisch, Italienisch und Spanisch. Sie decken ein breites Spektrum an HR-Funktionen ab – von Talentgewinnung über Abwesenheitsmanagement und Personalverwaltung bis hin zu Performance Reviews. Beide Lösungen speichern HR-Daten in Salesforce, was Vorteile wie hohe Datensicherheit, umfangreiche Anpassungsmöglichkeiten und erweitertes Reporting bietet. Sage People und flair sind beide als SaaS-Lösungen (Software as a Service) verfügbar. Dieses Bereitstellungsmodell ermöglicht Unternehmen den Zugriff auf ihre HR-Software über die Cloud und sorgt so für einfache Skalierbarkeit, regelmäßige Updates und einen geringeren IT-Wartungsaufwand. Das SaaS-Modell bietet Unternehmen außerdem die Flexibilität, von überall auf HR-Funktionen zuzugreifen, wodurch HR-Prozesse optimiert und die Effizienz gesteigert werden. Sowohl flair als auch Sage People bieten zudem ein Self-Service-Portal, über das Mitarbeitende auf HR-Informationen zugreifen, Anfragen stellen und mit Führungskräften kommunizieren können. Ein Unterschied zwischen den beiden Lösungen liegt im Fokus von flair auf die Nutzererfahrung. Auf Bewertungsplattformen wie G2 und Capterra erzielt flair bessere Bewertungen in den Bereichen Benutzerfreundlichkeit, einfache Einrichtung und Preis-Leistungs-Verhältnis. Darüber hinaus bietet flair mehrere Integrationen, die bei Sage People nicht enthalten sind. Mit der Slack-Integration von flair können Sie beispielsweise Arbeitszeiten erfassen, Abwesenheiten beantragen und genehmigen sowie Benachrichtigungen direkt in Slack erhalten. Was bietet flair, das Sage People nicht bietet? flair bietet mehrere wichtige Funktionen, die in Sage People nicht enthalten sind. Beispielsweise lässt sich flair mit physischen Zeiterfassungsterminals und Stempeluhren integrieren. Durch den Einsatz von RFID-fähigen Schlüsselanhängern oder Fingerabdruckscannern können Sie die Anwesenheit von Mitarbeitenden am Arbeitsplatz verifizieren und eine zuverlässigere, zugleich unaufdringliche Methode der Zeiterfassung nutzen. Darüber hinaus ermöglicht die Dokumentenmanagement-Funktion von flair das sichere Hochladen, Speichern, Anzeigen und Teilen wichtiger Arbeitsdokumente – darunter Verträge, Gehaltsabrechnungen und Zertifikate. Mit flair können Sie außerdem Mitarbeitendeninventar verwalten. Dabei lassen sich Asset-Details wie Kaufdatum und -preis, Seriennummern, Standort und zugewiesene Mitarbeitende erfassen. So behalten Sie den Überblick über sämtliche an Mitarbeitende ausgegebenen Geräte und erkennen frühzeitig, wann neue Ausstattung benötigt wird – beispielsweise Laptops und Monitore für neue Teammitglieder. Warum sollten Sie sich für flair statt für Sage People entscheiden? Während es viele HR-Lösungen und Human-Capital-Management-Systeme auf dem Markt gibt – darunter BambooHR, SAP SuccessFactors, ADP und Oracle – hebt sich flair aus mehreren wichtigen Gründen ab. flair ist eine ausgezeichnete Wahl für Unternehmen, die die Zusammenarbeit verbessern und HR-Prozesse optimieren möchten. Die Kommentarfunktion ermöglicht es Nutzern, alltäglichen HR-Interaktionen zusätzlichen Kontext und Erklärungen hinzuzufügen. Dadurch werden Teamarbeit und Kommunikation gefördert, ohne zwischen verschiedenen Apps wechseln zu müssen. Darüber hinaus unterstützt flair das Teilen von Videos und Bildschirmaufnahmen, wodurch sich komplexe Themen einfacher erklären oder persönlicher vermitteln lassen. Für Unternehmen, die eine benutzerfreundliche HR-Lösung suchen, erhält flair auf führenden Bewertungsplattformen regelmäßig Bestnoten für Benutzerfreundlichkeit. Unser engagiertes Customer-Support-Team unterstützt zudem bei der Implementierung sowie beim laufenden Management des gesamten Employee Lifecycles. Darüber hinaus ist flair die am besten bewertete HR-App im Salesforce AppExchange – ein Zeichen dafür, dass unsere Plattform höchste Ansprüche an Qualität und Zuverlässigkeit erfüllt. Wie optimiert die HR-Software von flair den Recruiting- und Einstellungsprozess? Die HR-Software von flair verbessert Recruiting, Stellenanzeigen und Bewerbermanagement durch eine intuitive und benutzerfreundliche Oberfläche zur Verwaltung von Stellenausschreibungen und Bewerbungen. Mit unserem Karriereportal-Builder inklusive Drag-and-drop-Modulen können Unternehmen ganz einfach individuelle Karriere-Seiten erstellen, die ihre Unternehmenskultur und ihr Branding widerspiegeln. Diese Seiten lassen sich anschließend über zahlreiche Jobplattformen wie JOIN und Bullhorn veröffentlichen, um eine größere Zielgruppe zu erreichen. Darüber hinaus bietet flair AI moderne Unterstützung im Recruiting. Nutzer können der KI Prompts geben, um professionell formulierte Stellenanzeigen und Jobbeschreibungen zu erstellen. Unsere KI analysiert außerdem Bewerbungen und Lebensläufe anhand bestimmter Fähigkeiten und Anforderungen, damit Recruiter schneller die passenden Talente identifizieren können. Das Bewerbermanagementsystem von flair ermöglicht es Recruitern, Kandidaten nahtlos durch den gesamten Einstellungsprozess zu führen – mithilfe eines strukturierten Recruiting-Funnels. Von der Vorauswahl über Interviews bis hin zur Vertragsunterzeichnung und dem Onboarding deckt flair alle wichtigen Aufgaben ab. Dieser ganzheitliche Ansatz sorgt für einen reibungslosen und effizienten Recruiting-Prozess und verbessert sowohl die Candidate Experience als auch die Ar Für welche Unternehmen eignen sich flair und Sage People am besten? Sage People und flair basieren beide auf Salesforce, der weltweit führenden CRM-Plattform, und eignen sich daher ideal für Unternehmen, die Salesforce bereits nutzen. Aber auch ohne bestehende Salesforce-Implementierung können Sie von flair profitieren – wir richten eine Salesforce-Instanz für Ihr Unternehmen ein, sodass Sie in Ihrer Funktionalität nicht eingeschränkt sind. Beide HR-Management-Lösungen sind hochgradig konfigurierbar und besonders gut für mittelständische Unternehmen sowie Organisationen mit mehreren Standorten und internationalen Teams geeignet. Die Lösungen eignen sich ideal für Unternehmen, die umfassende HRMS-Funktionen innerhalb einer All-in-One-HR-Plattform suchen, darunter Mitarbeiterdatenverwaltung, Employee Self-Service und die Automatisierung von HR-Prozessen. Zu den typischen Einsatzbereichen gehören Talentmanagement, Mitarbeiterbindung, Workforce-Management und Bewerbermanagement. Die vollständige Übersicht aller flair HR-Funktionen finden Sie auf unserer Homepage. Wie kann das Customer-Success-Team von flair beim Wechsel von Sage People unterstützen? Das Customer-Success-Team von flair sorgt für einen reibungslosen Wechsel von anderen Human-Resource-Management-Plattformen zu flair, indem Ihre Mitarbeiter- und Payroll-Daten sicher integriert werden. Zu Beginn führen wir ein Erstgespräch, um Ihre individuellen Anforderungen an den Datenimport zu verstehen. Anschließend übernehmen unsere Experten die sichere Übertragung Ihrer Daten, prüfen deren Genauigkeit und Vollständigkeit und integrieren sie in das flair-System. Unser Team unterstützt Sie außerdem bei der Einrichtung des Systems entsprechend Ihrer Anforderungen und bietet fortlaufenden Support, damit sich Ihr Team schnell mit der neuen Plattform vertraut macht. Dank unserer umfangreichen Erfahrung bei der Migration von Daten aus verschiedenen HR-Systemen – einschließlich Personio – gestalten wir den Wechsel von Sage People zu flair nahtlos und sicher. Compare flair With Other HR Solutions flair vs Personio Warum Ihnen der Wechsel zu flair Zugang zu einer flexibler anpassbaren HR-Lösung bietet. flair vs Personio flair vs Workday Vergleichen Sie das komplexe System von Workday mit der benutzerfreundlichen HR-Plattform von flair. flair vs Workday flair vs Excel Zu viele Tabellen und Excel-Listen? Modernisieren Sie Ihr HR- und Recruiting-Management mit flair. flair vs Excel --- ## Gemeinsam Potenziale entdecken URL: https://flair.hr/de/demo-buchen > Demo buchen: Entdecken Sie in einer persönlichen Demo, wie die Salesforce-native HR-Software flair Ihr Unternehmen und Ihre Personalprozesse voranbringt. Gemeinsam Potenziale entdecken Gerne zeigen wir Ihnen, wie flair Ihr Unternehmen unterstützen kann, und beantworten all Ihre Fragen. Lernen Sie die Funktionen und Integrationen von flair kennen. Entdecken Sie, wie Sie mit flair Zeit und Geld sparen können. Wir finden die passende Lösung für Ihr Unternehmen! Unternehmen in Deutschland und der Schweiz entscheiden sich für uns. --- ## Automatisierte Dokumentenerstellung URL: https://flair.hr/de/document-generation > Automatisierte Dokumentenerstellung: Erstellen Sie mit flair Verträge und Berichte auf Knopfdruck aus den in Salesforce gespeicherten Mitarbeiterdaten. HR Dokumentengenerator Erstellen Sie Dokumente in wenigen Sekunden Mit flair erstellen Sie präzise, maßgeschneiderte HR-Dokumente, automatisierst die Dokumentenerstellung und gewinnen Sie Effizienz bei der Verwaltung von Dossiers und digitalen Akten. Termin vereinbaren Nutzen Sie Stammdaten, um professionelle Dokumente effizient zu erstellen. Automatisiere die Erstellung von HR-Dokumenten mithilfe der in Salesforce gespeicherten Mitarbeiterdaten. Generiere Verträge, Unterlagen und Berichte auf Knopfdruck. Optimiere die Verwaltung Automatisieren Sie wiederkehrende Aufgaben bei der Dokumentenerstellung und schaffen Freiraum fürs HR-Team, welches sich auf strategische Themen konzentrieren kann. Reduziere Fehlerquellen Beziehe Daten direkt aus Mitarbeiterstammdaten, um Fehler durch manuelle Dateneingaben zu vermeiden. Dokumente in Sekunden Hunderte personalisierte Dokumente auf einmal erstellen und HR-Prozesse einfacher abwickeln. HR effizient automatisieren Steigern Sie die Effizienz dokumentenbezogener Prozesse, indem Sie Erstellung, Verteilung und Ablage von HR-Dokumenten automatisieren. HR Dokumentenmanagement-Software Speichern, verwalten und teilen Sie wichtige Dokumente sicher E-Signaturen für HR-Dokumente – effizient und einfach Elektronische Signatur E-Signaturen für HR-Dokumente – effizient und einfach Erstellen Sie Vorlagen für wiederkehrende HR- und Recruiting-Dokumente. Erstellen Sie wiederverwendbare Dokumentvorlagen für Verträge, Angebotsunterlagen und weitere HR-Dokumente. Variable Felder definieren und die Daten direkt aus den Mitarbeiterstammdaten in Salesforce übernehmen. Erstellen Sie Verträge und andere Dokumente schnell und unkompliziert. Erstellen Sie in Sekundenschnelle personalisierte Dokumente auf Basis deiner HR-Daten. Sie wählen eine Vorlage und legen die Empfänger fest – den Rest übernimmt flair. Dokumente digital zur Signatur bereitstellen Erstellte Dokumente können direkt zur E-Signatur versendet werden. Verfolgen Sie den Signaturstatus und erhalten Benachrichtigungen, sobald Dokumente unterzeichnet wurden. HR-Verwaltungsaufgaben automatisieren Optimiere die Erstellung verschiedenster Dokumente und schaffe mehr Effizienz sowie konsistente Prozesse über alle Bereiche hinweg. Gewinne Effizienz in der medizinischen HR-Administration Erstelle Arbeitsverträge für Mitarbeitende im Gesundheitswesen. Mehr Einblicke erhalten Beschleunigen Sie die Vertragserstellung in Unternehmensberatungen Verkürze die Zeit bis zur Einstellung von Berater:innen durch automatisierte Angebots- und Vertragserstellung. Mehr Einblicke erhalten Vermeiden Sie administrative Fehler in wichtigen Dokumenten Steigern Sie die Datenqualität durch automatisierte Dateneingaben mit der Salesforce-Lösung von flair. Mehr Einblicke erhalten --- ## HR Dokumentenmanagement-Software URL: https://flair.hr/de/document-management > HR-Dokumentenmanagement auf Salesforce: Mit flair Papierdokumente digitalisieren, Personalunterlagen sicher speichern und E-Signaturen zentral verwalten. Digitaler Dokumentenverwaltung Dokumente zentral und sicher verwalten Unsere native Salesforce-Lösung ist mit sämtlichen Funktionen ausgestattet, die für die sichere Speicherung und effiziente Verwaltung von Dateien unerlässlich sind. Termin anfragen Personalunterlagen übersichtlich verwalten Nutzen Sie flair, um Papierdokumente zu digitalisieren, die Dokumentenerstellung zu automatisieren, Mitarbeiterdaten und E-Signaturen zentral zu verwalten und die administrative Kommunikation zu verbessern. Mehr Effizienz durch Automatisierung Beschleunigen Sie die Verwaltungsarbeit und lassen Sie automatisiert Dokumente und E-Mails erstellen. Daten unkompliziert teilen Sofortige Übertragung von Dokumenten aus Salesforce in das Mitarbeiterportal für schnellen Zugriff. Salesforce-gesicherte Dokumente Erreichen Sie höchste Dokumentensicherheit durch die Zusammenarbeit von flair mit Salesforce. Gesetzeskonforme Datenorganisation Kontrollieren Sie den Dokumentenzugriff und sichern Sie eine DSGVO-konforme Datenspeicherung. Automatisierte Dokumentenerstellung HR Dokumentengenerator Erstellen Sie Dokumente in wenigen Sekunden E-Signaturen für HR-Dokumente – effizient und einfach Elektronische Signatur E-Signaturen für HR-Dokumente – effizient und einfach Automatische Erstellung von Dokumenten und Verträgen Optimieren Sie die Erstellung von Dokumenten wie Arbeitsverträgen, Angebotsunterlagen und Unternehmensrichtlinien mit dem flair Dokumentengenerator auf Salesforce. ``` ``` Personalisieren Sie Dokumente schneller mit dynamischen Feldern, erstellen Sie sofort professionelle Unterlagen und verknüpfen Sie neue Dokumente automatisch mit Mitarbeiterprofilen. Dokumente kategorisieren Dokumente strukturiert kategorisieren Zentralisieren Sie die Dateiablage und kategorisieren Sie Dokumente, um den Zugriff zu verbessern. Nutzen Sie den Employee Hub zur Übermittlung vertraulicher Mitarbeiterdateien. Digitale Dokumente unterzeichnen und versenden Verzichten Sie auf Drucken und manuelles Unterschreiben – mit den E-Signaturen von flair schließen Sie Dokumente schneller ab. Mobiles Dokumentenmanagement Zugriff und Download auf Dokumente von unterwegs Ermöglichen Sie Ihren Mitarbeitenden, ihre persönlichen Dateien bequem von unterwegs aus zu verwalten – mit Android- und iOS-Geräten in der App. ``` ``` Laden Sie Dokumente sicher hoch und zeigen Sie Gehaltsabrechnungen oder Verträge an bzw. laden Sie diese herunter. Smartes Dokumentenmanagement teamübergreifend Die Organisation von Personaldokumenten trägt zur Optimierung der Verwaltung bei und gewährleistet die Einhaltung von Branchenstandards. Struktur und Überblick im Gesundheitswesen Mit flair behalten medizinische Einrichtungen den Überblick über Mitarbeiterverträge und Zertifizierungen. Mehr Erfahren Eine zentrale Informationsquelle Beratungsunternehmen nutzen flair als zentrales System zur Verwaltung und Pflege von Mitarbeiterdaten. Mehr Erfahren Mehr Effizienz durch digitale Dokumente Aufstrebende Technologieunternehmen nutzen flair, um ihre Daten zu ordnen und zu kategorisieren. Mehr Erfahren --- ## E-Signaturen für HR-Dokumente – effizient und einfach URL: https://flair.hr/de/e-signature > E-Signaturen für HR-Dokumente: Unterzeichnen Sie offizielle Unterlagen mit flair schnell und rechtsverbindlich, direkt integriert in Ihre HR-Workflows. Elektronische Signatur E-Signaturen für HR-Dokumente – effizient und einfach Die E-Signatur-Funktion von flair hilft Ihnen, offizielle HR-Dokumente schnell und einfach zu unterzeichnen und dabei alle Anforderungen einzuhalten. Jetzt Termin sichern Digitale Signaturen für HR-Dokumente Optimieren Sie Ihren Signaturprozess mit rechtsverbindlichen E-Signaturen, die direkt in Ihre HR-Workflows integriert sind. Effiziente Dokumentenvorbereitung Bereiten Sie Dokumente effizient zur Signatur vor – dank Vorlagen und vorausgefüllter Mitarbeiterdaten. Rechtskonforme digitale Signaturen Stellen Sie sicher, dass alle Signaturen den gesetzlichen Anforderungen entsprechen – mit elektronischen Signaturen, die nachvollziehbar dokumentiert sind. Benachrichtigungen bei Unterschrift Halten Sie den Signaturprozess in Bewegung – mit automatischen Erinnerungen und Status-Updates für alle Unterzeichnenden. Versionshistorie von Dokumenten Halten Sie alle Änderungen, Signaturen und Freigaben vollständig und nachvollziehbar fest. Automatisierte Dokumentenerstellung HR Dokumentengenerator Erstellen Sie Dokumente in wenigen Sekunden Flexible Software für Leistungsbeurteilungen Evaluieren Sie Ihre Top-Talente Dokumente einfach zur Signatur vorbereiten Laden Sie HR-Dokumente hoch und bereiten Sie sie mit festgelegten Signaturfeldern für die Unterzeichnung vor. Vorlagen helfen Ihnen, schnell mit Verträgen, Angebotsunterlagen und weiteren Dokumenten zu starten. HR-Dokumente sicher digital versenden und unterzeichnen Senden Sie Dokumente an Mitarbeitende und Kandidat:innen zur Unterschrift. Sie können die Dokumente von jedem Gerät aus unterschreiben – mit rechtlich gültigen digitalen Signaturen. Verfolgen Sie den gesamten Unterzeichnungsprozess Behalten Sie alle offenen Unterschriften in Echtzeit im Blick und versenden Sie automatische Erinnerungen, damit der Prozess weiterläuft und keine Verzögerungen entstehen. Behalten Sie alle Dokumentänderungen transparent und nachvollziehbar im Blick Führen Sie eine vollständige Versionshistorie aller signierten Dokumente, prüfen Sie Änderungen, verfolgen Sie Freigaben und stellen Sie sicher, dass alles nachvollziehbar dokumentiert ist. E-Signaturen für jede Branche – einfach und effizient Elektronische Signaturen vereinfachen HR-Prozesse für Unternehmen jeder Art und Größe. Vorgaben im Gesundheitswesen zuverlässig einhalten Stellen Sie sicher, dass alle Mitarbeitenden die relevanten medizinischen Vereinbarungen und Richtlinien bestätigt haben. Mehr Erfahren Schulungsdokumentation digital bestätigen Ermöglichen Sie es Mitarbeitenden, den Abschluss vorgeschriebener Schulungen elektronisch zu bestätigen. Mehr erfahren Vom Angebot zur Unterschrift – schneller zum Abschluss Schließen Sie das Recruiting von Tech-Talenten schneller ab – mit digitalen Signaturen für Verträge. Mehr Erfahren --- ## Mitarbeiterengagement URL: https://flair.hr/de/employee-engagement > Mitarbeiterengagement-Software: Stärken Sie mit flair Zugehörigkeit und Motivation und bringen Sie Ihr Team zusammen – ob im Büro oder remote. Mitarbeiterengagement Software Mehr Engagement, stärkere Mitarbeiterbindung Stärken Sie das Zugehörigkeitsgefühl Ihrer Mitarbeitenden mit den Engagement-Funktionen von flair. Schaffen Sie eine einbindende Unternehmenskultur, die Ihr Team motiviert und verbindet. Termin anfragen Einbindung der Mitarbeitenden fördern und ihre Wirkung stärken Egal, ob Ihre Mitarbeitenden im Büro oder remote arbeiten – die Engagement-Tools von flair bringen alle zusammen. Ihr Mitarbeiterportal – jederzeit leicht erreichbar Helfen Sie Mitarbeitenden, über Unternehmensnews, anstehende Abwesenheiten und mehr informiert zu bleiben. Entwicklungsziele für Mitarbeitende Ermöglichen Sie Mitarbeitenden, ihre Karriereziele zu kommunizieren und ihren Weg zum Erfolg zu gestalten. Individuelles Feedback und Umfragen Erfassen und analysieren Sie Mitarbeiterfeedback ganz einfach. Einrichtung für Anerkennung und Wertschätzung Sorgen Sie für Spaß und zeigen Sie Anerkennung für Einzelpersonen oder Teams für eine gut erledigte Arbeit. Mitarbeiter:innen Hub Vereinfachen Sie tägliche HR-Aufgaben mit dem Self-Service Employee Hub für Zeiterfassung, Abwesenheitsanträge, Dokumente, Mitarbeiterengagement und vieles mehr. Benutzerfreundliche Onboarding-Software für Mitarbeitende Onboarding Software Optimieren Sie Ihr Onboarding Geben Sie Mitarbeitenden mehr Möglichkeiten mit einem Self-Service-Portal Der Employee Hub ist ein zentrales Portal, in dem Mitarbeitende ihre täglichen HR-Aufgaben erledigen können. Die Funktion verbessert die Kommunikation und reduziert den administrativen Aufwand im HR-Bereich. Workflow-Änderungen transparent kommunizieren Fördern Sie den Austausch von Ideen und Feedback, führen Sie konstruktive Gespräche und senden Sie Video-Nachrichten direkt im Employee Hub. Sorgen Sie für gute Stimmung am Arbeitsplatz Meilensteine zu feiern fördert Motivation und Wertschätzung. Versenden Sie einen flair Cheer als Video oder Bild für Jubiläen oder besondere Leistungen. Verstehen Sie die Stimmung im Team besser Gewinnen Sie wertvolle Einblicke in Einstellungen, Wahrnehmungen und die Zufriedenheit Ihrer Mitarbeitenden mit individuellen flair Umfragen. Analysieren Sie die Ergebnisse und setzen Sie gezielt Maßnahmen um, die Ihre Unternehmenskultur stärken. Engagement in allen Branchen fördern Steigern Sie Engagement, Motivation und Produktivität Ihrer Mitarbeitenden – unabhängig von der Branche. Behalten Sie das Wohlbefinden Ihrer Mitarbeitenden im Blick Unternehmen im Gesundheitswesen können mit flair Umfragen auf die Zufriedenheit ihrer Mitarbeitenden eingehen und deren Wohlbefinden verbessern. Erfolge im Team sichtbar machen Nutzen Sie flair Cheers, um Mitarbeitende zu feiern und Ihr Team über den „Mitarbeitenden des Monats“ zu informieren. Ermöglichen Sie Zusammenarbeit im Team bei jeder Aufgabe Dank Kommentaren, Tags und dem Teilen von Videos in flair benötigen Tech-Teams weniger Tools, um verbunden zu bleiben. --- ## Mitarbeiter:innen Hub URL: https://flair.hr/de/employee-hub > Employee Hub von flair: Das Self-Service-Portal bündelt Zeiterfassung, Abwesenheitsanträge, Dokumente und Onboarding-Workflows an einem zentralen Ort. Mitarbeiter:innen Self-Service Ein zentraler Ort für Ihre täglichen HR-Aufgaben Vereinfachen Sie tägliche HR-Aufgaben und sparen Sie Zeit mit dem Self-Service Employee Hub – einem zentralen Mitarbeiterportal für Zeiterfassung, Abwesenheitsanträge, Dokumente, Mitarbeiterengagement und vieles mehr. Demo anfragen Eine HR-Plattform, die Ihr gesamtes Team lieben wird HR muss nicht kompliziert sein. Der Employee Hub bietet Mitarbeitenden, Führungskräften und HR-Fachkräften eine intuitive Benutzererfahrung – damit alltägliche Aufgaben so einfach sind, wie sie sein sollten. Vereinfachen Sie Ihren Arbeitsalltag Verwalten Sie Urlaubsanträge, Arbeitszeitnachweise, Schichten, Mitarbeiterdaten, Leistungsbeurteilungen, Dokumente und vieles mehr – alles in einer Self-Service-App für Mitarbeitende und Führungskräfte. Steigern Sie die Zufriedenheit Verbessern Sie die Employee Experience – vom Preboarding bis zum Exit-Interview. Versenden Sie eNPS- und Engagement-Umfragen, um potenzielle Verbesserungen im Unternehmen zu identifizieren. Verbessern Sie die Zusammenarbeit Ermöglichen Sie effizientere Arbeitsweisen. Weisen Sie Workflow-Aufgaben zu, genehmigen Sie Anfragen, teilen Sie Dokumente und Ankündigungen, markieren Sie Kolleginnen und Kollegen und erhalten Sie Benachrichtigungen. Optimieren Sie das Onboarding Mit dem Employee Hub können Sie Onboarding-Workflows für verschiedene Teams und Rollen erstellen. Fordern Sie Daten an, fügen Sie Dateien hinzu oder teilen Sie Videos, um neue Mitarbeitende schnell einzuarbeiten. Reibungsloses Preboarding Erledigen Sie routinemäßige Verwaltungsaufgaben bereits vor dem ersten Arbeitstag, indem Sie erforderliche Informationen und Dokumente sammeln. Klare Onboarding-Aufgaben Begleiten Sie neue Mitarbeitende durch ihre ersten Tage mit zugewiesenen Aufgaben und integrierten Videos. Arbeitszeiten und Anwesenheiten erfassen Mit dem Employee Hub kann Ihr Team Arbeitszeiten erfassen und Abwesenheiten beantragen. Genehmigungsprozesse sind schnell und einfach, wodurch der manuelle Verwaltungsaufwand reduziert wird. Einfache Zeiterfassung Nutzen Sie eine digitale Stempeluhr, erfassen Sie Zeiten für Projekte und Kunden oder integrieren Sie physische Geräte wie Schlüsselkarten. Klare Übersicht über Abwesenheiten Sehen Sie verbleibende Urlaubsansprüche und geplante Abwesenheiten von Teammitgliedern ein. Steigern Sie das Mitarbeiterengagement Der Employee Hub unterstützt Sie dabei, Ihre Belegschaft weiterzuentwickeln – unabhängig davon, ob Sie im Büro, remote oder hybrid arbeiten. Steigern Sie die Produktivität und stärken Sie die Mitarbeiterbindung. Bewerten Sie die Mitarbeiterstimmung und identifizieren Sie Verbesserungsmöglichkeiten mit eNPS-, Check-in- und Engagement-Umfragen. Strukturieren Sie regelmäßige Feedbackgespräche und messen Sie Fortschritte mit kollaborativen Leistungsbeurteilungen. Intelligentes Anwesenheitsmanagement Urlaubsanträge und Genehmigungen leicht gemacht Software für Spesenmanagement Belege erfassen, Spesengruppen gemeinsam freigeben und Auslagen schneller erstatten. Umfragesoftware für HR-Teams Software für Mitarbeiterumfragen Gewinnen Sie wertvolles Feedback Ihrer Mitarbeitenden Greifen Sie auch unterwegs auf den Employee Hub zu Erfassen Sie Ihre Arbeitszeiten, beantragen Sie Abwesenheiten und greifen Sie unterwegs auf Dokumente zu. Mit der flair Mobile App arbeiten Sie flexibler. --- ## Events URL: https://flair.hr/de/events > Events von flair: Entdecke kommende Veranstaltungen rund um HR und Salesforce und erfahre, was wir aus vergangenen Events mitgenommen haben. Kommende Veranstaltungen Sei dabei bei einem unserer spannenden kommenden Events! Vergangene Events Erfahre, was wir aus unseren vergangenen Events mitgenommen haben. Mehr laden flair HR Blog Einblicke in die wichtigsten Themen und Trends im HR-Bereich. Mehr Erfahren Erfahre, wie andere Unternehmen von der Nutzung von flair profitieren. Mehr Erfahren Hilfe bei Problemen oder Fehlern? Wir unterstützen dich. Mehr Erfahren --- ## Next-Gen HR – intelligent, automatisiert, vernetzt URL: https://flair.hr/de > flair ist die modulare, KI-gestützte HR- und Recruiting-Plattform auf Salesforce für den Mittelstand – von der HR-Administration bis zum Self-Service-Portal. Was unsere Nutzer über uns sagen Entdecken Sie eine modulare, KI-gestützte People-Plattform – flexibel auf Ihr Unternehmen zugeschnitten. Starten Sie genau mit dem Produkt, das Sie brauchen. HR & Recruiting für den **Mittelstand**. Mehr als Standard. Weniger Komplexität. Video ansehen Demo anfragen Unternehmen in Deutschland und der Schweiz entscheiden sich für uns. Gestalten Sie Ihre **People-Prozesse** individuell Als #1 HR- und Recruiting-Lösung auf dem **Salesforce AppExchange** bietet flair eine modulare Plattform für den gesamten Mitarbeiterlebenszyklus – von der HR-Administration bis zum **intuitiven Self-Service-Portal** für Ihre Mitarbeitenden. Mehr Effizienz im gesamten Mitarbeiterzyklus 86 % der HR-Führungskräfte berichten von gesteigerter Produktivität nach der Einführung cloudbasierter HR-Systeme. Jetzt ansehen Optimieren Sie Ihre HR-Strategie mit erweiterten Analysen Entdecken Sie strategische HR-Potenziale und treffen Sie fundierte Entscheidungen – mit leistungsstarken, anpassbaren Dashboards auf Basis von Salesforce. Jetzt Analysen entdecken Umfassender Schutz für Ihre HR-Daten Schützen Sie Ihre Daten mit unternehmensweiter Sicherheit auf der Salesforce-Plattform – und erfüllen Sie Datenschutzanforderungen einfacher. Mehr zur Sicherheit Integrieren Sie Ihre Geschäftssysteme flair integriert sich nahtlos mit zahlreichen Salesforce-Tools und Drittanbieter-Apps und verknüpft Ihre Personaldaten mit anderen Geschäftsbereichen. Integrationen entdecken Passen Sie Ihre HR-Prozesse flexibel an Dank der nativen Salesforce-Architektur passt sich flair flexibel an Ihre HR-Prozesse an – über Branchen, Standorte und Teams hinweg. Anpassungsmöglichkeiten entdecken Was flair von *anderen HR-Lösungen* unterscheidet Top-bewertete HR-Lösung Eine skalierbare Plattform, verfügbar in Modulen Mehrere Einzellösungen für unterschiedliche Anforderungen Vollständig konfigurierbare Lösung für jeden Bedarf Eingeschränkte oder komplexe Anpassungsmöglichkeiten Einfach an Anforderungen in mehreren Ländern anpassbar Eingeschränkte Möglichkeiten zur Anpassung an neue Standorte Best-Practice-Beratung und Support Langwieriger und kostenintensiver Implementierungsprozess Servicepakete, die auf Ihre Bedürfnisse zugeschnitten sind Nur E-Mail-Support oder interne Experten erforderlich Vergleichen Sie flair Erstellen Sie Ihre maßgeschneiderte HR-Lösung Wählen Sie Module basierend auf Ihren Prioritäten und skalieren Sie bei Bedarf. Wie führende Unternehmen mit flair erfolgreich sind Demo anfragen Alle Kundenstories Mit flair haben wir deutlich mehr Transparenz in unserem HR. Es organisiert Prozesse, macht sie schneller, und wir haben jederzeit Zugriff auf die Daten, die wir brauchen – unabhängig davon, ob wir im Büro sind oder nicht. Florian Gehring Co-Founder & Managing Director bei Salesfive Mit Hilfe unserer Datenberichte aus Salesforce wissen wir genau, wie viel Kapazität wir an welchem Standort benötigen. Wir können die Planung durchführen und Dienstpläne für unsere Mitarbeitenden schnell und einfach erstellen und versenden. Michael Wendt CEO bei Cada Fertility Es geht darum, unsere Prozesse zu optimieren. Was uns flair bietet, ist eine einzige Quelle der Wahrheit. Das war ein großer Schritt nach vorn, um Effizienzsteigerungen zu erzielen. Luke White Operations Director bei PDF Butler Globale HR, gemacht für Skalierung Mit Salesforce im Kern passt sich flair nahtlos an lokale Vorschriften und Anforderungen weltweit an. International starten Lassen Sie flair AI Ihre HR stärken Optimieren Sie Ihr Recruiting Optimieren Sie Ihren Recruiting-Prozess und identifizieren Sie schnell die besten Kandidaten. Von der Erstellung von Stellenbeschreibungen bis zur Bewertung und Priorisierung von Bewerbenden automatisiert flair AI zeitaufwendige Recruiting-Aufgaben und hilft Ihnen, Top-Talente schneller einzustellen. Automatisieren Sie Ihre Analysen Mit den richtigen Analysen kann Ihre HR-Datenbasis eine wertvolle Quelle für Erkenntnisse zur Gestaltung Ihrer People-Strategie sein. flair AI kann Berichte und Zusammenfassungen erstellen, intelligente Empfehlungen geben und Sie auf Veränderungen oder Trends aufmerksam machen, die Sie sonst möglicherweise übersehen würden. Entwickeln Sie Ihre Belegschaft flair AI bietet Ihren Mitarbeitenden jederzeit Unterstützung – von der Beantwortung von Fragen im Onboarding bis hin zur Zusammenfassung von Leistungsbeurteilungen und der Empfehlung nächster Schritte. Treffen Sie das flair Team Wir beantworten gerne Ihre Fragen und zeigen Ihnen, wie Ihr Unternehmen von der Zusammenarbeit mit flair profitiert. E-Mail Addresse Termin anfragen Unverbindliche Demo Auf Ihre Anforderungen zugeschnitten --- ## Die HR-Software für Consulting-Unternehmen URL: https://flair.hr/de/industries/consultancies > HR-Software für Beratungen: flair schafft auf Salesforce eine zentrale, verlässliche Datenbasis für Personaldaten und unterstützt bessere Entscheidungen. Die HR-Software für Consulting-Unternehmen HR strategisch denken – für Beratungen Schaffen Sie eine zentrale, verlässliche Datenbasis für alle Personaldaten in Ihrer Beratung – mit Salesforce als Grundlage. flair steigert Ihre Effizienz und hilft Ihnen, bessere Entscheidungen zu treffen. Demo anfragen Unternehmen in Deutschland und der Schweiz entscheiden sich für uns. Alles, was Beratungen wirklich brauchen Finden Sie schneller die richtigen Talente – mit KI-gestütztem Kandidaten-Scoring, automatisierter Bewerberkommunikation, Job-Multiposting und E-Signaturen. Mehr Erfahren Verbessern Sie Ihre Abrechnung mit präziser, projektbasierter Zeiterfassung und Kostenstellen und behalten Sie die Verfügbarkeit Ihrer Consultants jederzeit im Blick. Mehr Erfahren Führen Sie 360-Grad-Feedback ein und definieren Sie OKRs, um die Leistung Ihres Teams zu bewerten und gezielte Weiterbildungsmaßnahmen zu planen. Mehr Erfahren Smart Software für Top-Recruiting Recruitment Software Nutzen Sie KI für effizientes Recruiting Vielseitige Zeiterfassungssoftware Time-Tracking Software Machen Sie jede Arbeitsstunde wertvoll. Gewinnen und halten Sie Top-Talente Positionieren Sie sich als Top-Arbeitgeber und ziehen Sie die Talente an, die Ihr Unternehmen braucht. Mit flair veröffentlichen Sie Stellenanzeigen, verwalten Bewerbungen und besetzen offene Positionen effizienter. Stärken und optimieren Sie die Leistung Ihres Teams Professionalisieren Sie Ihr Performance Management, um Ihr Team gezielt zu fördern und weiterzuentwickeln. Setzen Sie klare Ziele und OKRs, damit Ihr Team produktiv und engagiert bleibt. Team und Arbeitszeiten organisieren Mit dem Time Tracker von flair behalten Sie Arbeitsstunden pro Kunde und Projekt jederzeit im Blick, und das Abwesenheitsmanagement hilft Ihnen dabei, die Verfügbarkeit Ihres Teams zuverlässig zu planen. Analysieren und visualisieren Sie Ihre wichtigsten HR-Daten Als Salesforce-native Lösung bietet Ihnen flair leistungsstarke Reporting- und Analysefunktionen, mit denen Sie Ihre wichtigsten KPIs jederzeit im Blick behalten. --- ## HR-Software für Unternehmen im Gesundheitswesen URL: https://flair.hr/de/industries/healthcare > HR-Software für das Gesundheitswesen: Optimieren Sie Personalbeschaffung und -verwaltung mit flair auf Salesforce, damit Ihr Team effizienter arbeitet. HR im Gesundheitswesen Digitalisierung im Gesundheitswesen Optimiere die Personalbeschaffung und -verwaltung mit unserer Salesforce-Lösung, damit die Mitarbeiter im Gesundheitswesen effizienter arbeiten können. Demo buchen Unternehmen in Deutschland und der Schweiz entscheiden sich für uns. Alles, was Sie im Gesundheitswesen brauchen Schalten Sie Stellenanzeigen auf spezialisierten Jobbörsen, treffen Sie bessere Entscheidungen mit KI-gestützter Kandidatenbewertung und bringen Sie neue Mitarbeitende mit smarten Workflows schneller ins Team. Dokumente verwalten Reduzieren Sie manuellen Aufwand mit sicherer Dokumentenablage, qualifizierten E-Signaturen und automatisch erstellten Dokumenten. Datenschutz & Datensicherheit Schützen Sie Ihre Daten auf der DSGVO- und SOC 2-konformen Salesforce-Plattform und steuern Sie Zugriffe gezielt über Berechtigungen. Smart Software für Top-Recruiting Recruitment Software Nutzen Sie KI für effizientes Recruiting HR Dokumentenmanagement-Software Speichern, verwalten und teilen Sie wichtige Dokumente sicher Schnelleres Einstellen und Ausbilden von Gesundheitspersonal Ziehen Sie Top-Talente an und binden Sie diese in einem wettbewerbsintensiven Arbeitsmarkt. Unterstützen Sie Ihr Personal im Gesundheitswesen mit intuitiven und ansprechenden Onboarding-Prozessen. - Stellenausschreibungen in spezialisierten Jobbörsen veröffentlichen und den Prozess der Bewerberauswahl mithilfe von KI beschleunigen. - Automatisieren Sie die Bewerberkommunikation und optimieren Sie die Bewertungen, um die besten Bewerber schnell zu identifizieren und einzustellen. - Erstellen Sie personalisierte Onboarding-Journeys mit integrierten Dateien und Videos, um neuen Mitarbeitern einen produktiven Start zu ermöglichen. Fähigkeiten im Gesundheitswesen bewerten und entwickeln Sorgen Sie dafür, dass Ihre Fachkräfte mit persönlichen und Teamzielen, gemeinsamen Mitarbeiterbeurteilungen und Peer Reviews Höchstleistungen erbringen. - Setzen Sie Ziele und OKRs in flair, um den Fortschritt auf individueller, Team- und Unternehmensebene zu verfolgen. - Führen Sie regelmäßige Feedbackgespräche und planen Sie Weiterbildungsmaßnahmen, um die Fähigkeiten und Qualifikationen Ihrer Mitarbeitenden weiterzuentwickeln. - Weisen Sie Mitarbeitenden Fähigkeiten zu, um Qualifikationslücken leichter zu erkennen und zu schließen. Sichere Aufbewahrung von Gesundheitsinformationen Mit dem integrierten Dokumentenmanagementsystem von flair können Sie Arbeitsverträge, Zeugnisse, Gehaltsabrechnungen und vieles mehr sicher hochladen, teilen und abrufen. - Erstellen Sie automatisch personalisierte Dokumente, um Zeit zu sparen und Fehler zu vermeiden. - Fügen Sie sichere, qualifizierte elektronische Signaturen (QES) zu Dokumenten hinzu, um Verwaltungsprozesse zu beschleunigen. - Mit der flair App für iOS und Android können Sie Dokumente auch unterwegs einsehen. Schütze deine HR Daten flair basiert auf der Salesforce-Plattform und bietet eine Reihe robuster Datensicherheitsfunktionen, mit denen Ihre Organisation im Gesundheitswesen gesetzliche Vorschriften einhalten kann. - flair erfüllt die DSGVO- und SOC 2-Datenschutzstandards. - Nutzen Sie rollenbasierte Zugriffskontrollen und konfigurierbare Berechtigungen, um Ihre Daten auch an mehreren Standorten zu schützen. - Passen Sie Ihre Richtlinien für Anwesenheit, Zeiterfassung und Schichtplanung an geltende Arbeitsgesetze an. --- ## HR-Software für Produktionsunternehmen URL: https://flair.hr/de/industries/manufacturing > HR-Software für Produktionsunternehmen: Kombinieren Sie mit flair Zeiterfassung und HR-Analysen für bessere Planung, mehr Transparenz und Mitarbeiterbindung. HR-Software für Produktionsunternehmen Gestalten Sie Ihre HR-Prozesse effizienter Verbessern Sie Ihre Planung und stärken Sie die Mitarbeiterbindung – mit einer modernen HR-Lösung. Kombinieren Sie Zeiterfassung mit HR-Analysen, um mehr Transparenz zu schaffen und die Performance zu steigern. Demo anfragen Die wichtigsten Funktionen für die Produktion Planen Sie Schichten auf Basis von Qualifikationen, steigern Sie Produktivität und Sicherheit und vermeiden Sie Unterbesetzung. Mehr Erfahren Behalten Sie alle wichtigen Mitarbeiterzertifikate zentral im Blick und beschleunigen Sie Freigaben mit qualifizierten E-Signaturen. Mehr Erfahren HR-Kennzahlen im Blick Behalten Sie wichtige HR-Kennzahlen wie Abwesenheitstage, Fluktuationsrate und Kosten pro Einstellung im Blick, um fundierte Entscheidungen zu treffen. Mehr Erfahren HR für NGOs Setze Ressourcen gezielt ein HR-Software für den Einzelhandel Flexible Schichtplanung im Einzelhandel Bringen Sie Fähigkeiten und Aufgaben optimal zusammen Planen Sie Schichten und erfassen Sie Arbeitszeiten so, dass Ihr Team immer optimal eingesetzt ist. Mehr Sicherheit und klare Regeln im Arbeitsalltag Stärken Sie die Einhaltung von Sicherheitsvorgaben mit Trainingsaufgaben und klaren Workflows. Teilen Sie Sicherheitsrichtlinien einfach über das Dokumentenmanagement von flair HR. Identifizieren Sie HR-Themen und finden schnell Lösungen Gewinnen Sie wertvolle Einblicke mit Salesforce-basierten HR- und Recruiting-Dashboards und bearbeiten Sie Anfragen effizient mit integrierter HR-Ticketing-Software. Steigern Sie das Engagement und binden Top-Talente langfristig Mehr Engagement, mehr Zufriedenheit: mit Tools für Feedback, Anerkennung und Weiterentwicklung. Individuelle Demo anfragen Entdecken Sie die Vorteile von flair HR! Lassen Sie sich von unseren Expert:innen in einer kostenlosen, unverbindlichen Demo durch die HR-Software führen und erfahren Sie, wie flair HR Ihre Personalprozesse optimieren kann. Demo anfragen Erleben Sie flair HR – zugeschnitten auf Ihre Prioritäten. Wir begleiten Sie während des gesamten Prozesses. --- ## HR für NGOs URL: https://flair.hr/de/industries/ngos > HR-Software für NGOs: flair hilft gemeinnützigen Organisationen, Ressourcen gezielt einzusetzen, Compliance sicherzustellen und ihre Ziele zu erreichen. HR für NGOs Setze Ressourcen gezielt ein flair unterstützt NGOs dabei, ihre Ressourcen optimal zu nutzen, Compliance sicherzustellen und ihre Ziele effektiv zu erreichen. Individuelle Demo anfragen Key Industry Features Teilen Sie die Mission Ihrer NGO und veröffentlichen Sie offene Stellen auf Karriereseiten, um Schlüsselpositionen schneller zu besetzen. Mehr Erfahren Arbeitszeit- und Anwesenheitserfassung Verbessern Sie Ihre Abrechnung mit präziser, projektbasierter Zeiterfassung und Kostenstellenzuordnung. Behalten Sie die Verfügbarkeit Ihrer Mitarbeitenden jederzeit im Blick. Mehr Erfahren Nutzen Sie 360-Grad-Feedback und OKRs, um die Leistung Ihrer Mitarbeitenden zu bewerten und passende Weiterentwicklungsmaßnahmen zu planen. Mehr Erfahren HR-Software für Produktionsunternehmen Gestalten Sie Ihre HR-Prozesse effizienter Die HR-Software für Consulting-Unternehmen HR strategisch denken – für Beratungen Effiziente Personaleinsatzplanung und Kommunikation Mit dem Schichtplaner in flair HR organisieren Sie Ihre Belegschaft effizient und nutzen ein gebrandetes Mitarbeiterportal für eine reibungslose Kommunikation. ``` ``` Setzen Sie Mitarbeitende gezielt dort ein, wo sie am meisten gebraucht werden, koordinieren Sie Einsatzpläne von Mitarbeitenden und Freiwilligen mit integrierter Zeiterfassung und nutzen Sie ein mobil optimiertes Mitarbeiterportal für eine schnelle, direkte HR-Kommunikation. Recruiting und Mitarbeiterbindung Top-Talente gewinnen und binden Mit unserem Karriereseiten-Builder und dem integrierten Bewerbermanagement besetzen Sie offene Stellen schneller und entwickeln Talente gezielt weiter. ``` ``` Optimieren Sie das Bewerbererlebnis und steigern Sie die Qualität Ihrer Einstellungen, nutzen Sie KI-gestützte Bewertungen und automatisiertes Onboarding und fördern Sie Engagement sowie Produktivität mit 360-Grad-Feedback und Kompetenzmanagement. Sichere Aufbewahrung sensibler Dokumente Strukturieren Sie Ihre Dokumente mühelos und schützen Sie die Daten Ihrer NGO mit der Sicherheit von Salesforce. ``` ``` Nutzen Sie Cloud-Speicher für sicheren und skalierbaren Zugriff, behalten Sie alle Änderungen an Governance-Dokumenten transparent im Blick und schützen Sie sensible Informationen mit rollenbasierten Zugriffskontrollen. Budgetierung und Finanzen Steuern Sie Ihre Gehaltsabrechnung international effizient Verwalte Löhne und Gehälter standortübergreifend einfacher und behalte Compliance sowie Budgets im Blick. ``` ``` Erstellen Sie Abrechnungsdokumente zur Weiterverarbeitung in Payroll- und Steuer-Tools, überwachen Sie Budgets mithilfe von Projektkostenstellen und zentralisieren Sie das Spesenmanagement für schnelle und unkomplizierte Rückerstattungen. Individuelle Demo anfragen Entdecken Sie die Vorteile von flair HR! Lassen Sie sich von unseren Expert:innen in einer kostenlosen, unverbindlichen Demo durch die HR-Software führen und erfahren Sie, wie flair HR Ihre Personalprozesse optimieren kann. Demo anfragen Erleben Sie flair HR – zugeschnitten auf Ihre Prioritäten. Wir begleiten Sie während des gesamten Prozesses. --- ## HR-Software für den Einzelhandel URL: https://flair.hr/de/industries/retail > HR-Software für den Einzelhandel: Mit flair finden Sie schneller neue Mitarbeitende, planen Schichten flexibel und binden Ihr Team langfristig an sich. HR-Software für den Einzelhandel Flexible Schichtplanung im Einzelhandel Finden Sie schneller neue Mitarbeitende, planen Sie Schichten einfach und halten Sie Ihr Team langfristig. Demo anfragen Unternehmen in Deutschland und der Schweiz entscheiden sich für uns. Die wichtigsten Funktionen für deine Branche Beschleunigen Sie Recruiting und Onboarding – mit Job-Multiposting, Karriereseiten und automatisierten Workflows. Mehr Erfahren Planen Sie Ihr Team nach Fähigkeiten und Standort und behalten Sie die Verfügbarkeit jederzeit im Blick. Mehr Erfahren Zeiterfassung & Anwesenheit Erfassen Sie Arbeitszeiten präzise mit physischer Zeiterfassung per RFID oder Fingerabdruckscan. Mehr Erfahren Flexible Schichtplanungssoftware Optimieren Sie Ihre Personalplanung mit klaren Strukturen Mitarbeiter:innen Hub Vereinfachen Sie tägliche HR-Aufgaben mit dem Self-Service Employee Hub für Zeiterfassung, Abwesenheitsanträge, Dokumente, Mitarbeiterengagement und vieles mehr. Beschleunigen Sie Ihr Recruiting im Einzelhandel Im Einzelhandel zählt ein schneller und effizienter Einstellungsprozess. Mit flair gewinnen Sie die passenden Talente, besetzen offene Stellen zügig und bringen neue Mitarbeitende schnell ins Team. Flexible Schichtplanung leicht gemacht Stellen Sie sicher, dass Ihr Team immer zur richtigen Zeit am richtigen Ort im Einsatz ist. Mit dem Schichtplaner von flair koordinieren Sie Ihr Team und planen Verfügbarkeiten deutlich effizienter. Arbeitszeiten klar und übersichtlich im Blick behalten Erfassen Sie Arbeitszeiten präzise, verwalten Sie Abwesenheiten effizient und bereiten Sie die Gehaltsabrechnung für Ihr Team zuverlässig vor. Halten Sie Ihr Team langfristig und entwickeln Sie es weiter Stärken Sie Engagement und Produktivität im Team und reduzieren Sie Fluktuation – mit klaren Performance-Reviews und steigender Wertschätzung im Team. --- ## Die HR-Software für Personalvermittlung und Recruiting URL: https://flair.hr/de/industries/staffing-recruiting > Software für Personalvermittlung und Recruiting: Karriereseiten, KI-gestützte Kandidatenvorauswahl und Analytics-Dashboards zentral an einem Ort. Die HR-Software für Personalvermittlung und Recruiting Zentrales und modernes Recruiting Verkürzen Sie Ihre Time-to-Hire mit individuell anpassbaren Karriereseiten und KI-gestützter Kandidatenvorauswahl und optimieren Sie Ihr Recruiting mit Analytics-Dashboards – alles an einem zentralen Ort. Demo anfragen Recruiting-Features im Überblick Talente gewinnen Gewinnen Sie Top-Talente über Job-Multiposting und beschleunigen Sie Ihr Recruiting mit KI-gestützter Kandidatenvorauswahl und automatisch erstellten Stellenbeschreibungen. Mehr Erfahren Gestalten Sie interaktive und leicht verständliche Onboarding-Workflows mit Dateien und Videos – so integrieren Sie neue Mitarbeitende schneller ins Team. Mehr Erfahren Dokumenten Ablage Speichern und teilen Sie Beschäftigungsdokumente und Zertifikate sicher – mit intelligenten, rollenbasierten Zugriffsrechten. Mehr Erfahren Die HR-Software für Consulting-Unternehmen HR strategisch denken – für Beratungen HR-Software für Unternehmen im Gesundheitswesen HR im Gesundheitswesen Digitalisierung im Gesundheitswesen Machen Sie Ihr Recruiting schneller und effizienter Organisieren Sie Ihr Recruiting effizient mit der flair Recruiting App und besetzen Sie offene Stellen schneller. Ein reibungsloses Recruiting-Erlebnis Schaffen Sie ein starkes Bewerbungserlebnis und bringen Sie Top-Talente schneller ins Team. Der perfekte Start für neue Mitarbeitende Sorgen Sie für einen einfachen Start für neue Mitarbeitende und reduzieren Sie Fluktuation – mit Pre- und Onboarding-Tools von flair. Erfassen Sie alle wichtigen Infos und weisen Sie Aufgaben zu, damit der Einstieg reibungslos gelingt. Mitarbeiterdokumente sicher verwalten Strukturieren Sie Ihre Dokumente mühelos und schützen Sie Ihre Unternehmensdaten mit der bewährten Sicherheit von Salesforce. --- ## HR-Software für Technologieunternehmen URL: https://flair.hr/de/industries/tech > HR-Software für Technologieunternehmen: Bündeln Sie HR und Recruiting in einer Salesforce-nativen Lösung mit leistungsstarken Dashboards und Funktionen. HR-Software für Technologieunternehmen Stärken Sie die Produktivität Ihres Teams Bündeln Sie Ihre HR- und Recruiting-Prozesse in einer Salesforce-nativen Lösung – mit leistungsstarken Dashboards und Funktionen. Demo anfragen Unternehmen in Deutschland und der Schweiz entscheiden sich für uns. Key Industry Features Top-Talente gewinnen Gewinnen Sie Top-Talente im Tech-Bereich – mit intuitiven Karriereseiten, Job-Multiposting und Bewerbermanagement. Mehr Erfahren Erkennen Sie mit Skill-Management und Reviews, wo Ihrem Team noch Fähigkeiten fehlen, und planen Sie passende Trainings. Mehr Erfahren HR-Daten einfach auswerten Analysieren Sie wichtige HR-Kennzahlen wie Fluktuation mit Salesforce-gestützten Auswertungen. Mehr Erfahren Mitarbeiter:innen Hub Vereinfachen Sie tägliche HR-Aufgaben mit dem Self-Service Employee Hub für Zeiterfassung, Abwesenheitsanträge, Dokumente, Mitarbeiterengagement und vieles mehr. Schütze deine Geschäftsdaten HR-Daten zuverlässig schützen Setzen Sie auf eine effiziente Recruiting-Strategie Heben Sie sich im umkämpften Tech-Markt ab und gewinnen Sie Top-Talente – mit einer ganzheitlichen Recruiting-Strategie auf Basis von flair. Bringen Sie HR und Recruiting zusammen flair vereint Bewerbermanagement, Dokumentenmanagement, Payroll und mehr in einem System. Verabschieden Sie sich von vielen Einzellösungen und bringen Sie alles in einem System zusammen. Stärken Sie Weiterbildung und kontinuierliches Lernen Ermöglichen Sie stetige Weiterentwicklung – mit individuellen Lernangeboten und transparenter Übersicht über Leistungen. Nutzen Sie datenbasierte Einblicke für bessere Entscheidungen Erhalten Sie einen klaren Überblick über Ihr Team mit Echtzeit-Daten und übersichtlichen Dashboards. Verstehen Sie Kennzahlen wie Fluktuation, Kosten pro Einstellung und Mitarbeiterbindung auf einen Blick. --- ## flair Integrationen URL: https://flair.hr/de/integrations > flair Integrationen: Verbinden Sie die Salesforce-native HR-Software mit den Apps, die Ihr Team bereits nutzt, und binden Sie sie flexibel in den Alltag ein. flair passt zu den Tools, die Sie nutzen flair verbindet sich mit verschiedenen Apps und integriert es flexibel in Ihren Arbeitsalltag. Alle Integrationen anzeigen --- ## DATEV Integration URL: https://flair.hr/de/integrations/datev > DATEV-Integration von flair: Synchronisieren Sie Ihre Lohndaten mit DATEV, vereinfachen Sie die Lohnabrechnung und arbeiten Sie effizienter. DATEV Integration Synchronisieren Sie Ihre Lohndaten mit DATEV – der führenden Steuer- und Gehaltsabrechnungssoftware in Deutschland. Demo anfragen Tarife vergleichen Use Cases Vereinfachen Sie Ihre Lohnabrechnung und arbeiten Sie effizienter In wenigen Sekunden starten Alles, was Sie benötigen, um flair mit DATEV zu verbinden, sind Ihre Berater- und Mandantennummern sowie Ihre DATEV-Zugangsdaten. Mitarbeiterdaten aktualisieren Senden Sie aktuelle Mitarbeiterdaten mit nur einem Klick sicher an DATEV. Lohndaten übermitteln Synchronisieren Sie Ihre Lohndaten mühelos mit DATEV und sorgen Sie so für eine präzise Finanzberichterstattung. Marcel Kubli “Wir schätzen flair besonders wegen der vielfältigen Funktionen, mit denen wir unsere gesamten HR-Prozesse für mehr als 300 Mitarbeitende digitalisieren konnten. So können wir uns voll auf unser Wachstum konzentrieren.” Kompatibel mit verschiedenen DATEV-Versionen Flexible DATEV-Nutzung Gehaltsabrechnung einfach und übersichtlich organisiert Damit Gehaltszahlungen jedes Mal reibungslos laufen Vielseitige Zeiterfassungssoftware Time-Tracking Software Machen Sie jede Arbeitsstunde wertvoll. Intelligentes Anwesenheitsmanagement Urlaubsanträge und Genehmigungen leicht gemacht Was ist DATEV und wie wird es mit flair integriert? DATEV ist eine Softwarelösung zur Automatisierung und Vereinfachung von Aufgaben in der Lohnabrechnung, darunter die Gehaltsabrechnung, Lohn- und Gehaltsnachweise sowie Sozialversicherungsbeiträge. Die Integration von flair ermöglicht es Ihnen, Mitarbeiterdaten und Payroll-Informationen zwischen beiden Systemen zu synchronisieren. Welche Vorteile bietet die Integration von DATEV mit HR-Systemen wie flair? Die Integration von DATEV mit HR-Software wie flair ermöglicht optimierte HR- und Payroll-Prozesse, eine höhere Datenqualität, gesteigerte Effizienz, verbesserte Datensicherheit, aussagekräftigere Auswertungen sowie die Einhaltung von Vorschriften in den Bereichen Steuern und Datenschutz. Welche Voraussetzungen gibt es für die Nutzung von flair mit DATEV? Die Integration von DATEV mit flair ist einfach. Da flair mit verschiedenen DATEV-Versionen kompatibel ist, benötigen Sie lediglich ein gültiges Benutzerkonto für beide Systeme. Wie lange dauert die Einrichtung der Integration zwischen DATEV und flair? Die Verbindung von flair mit DATEV ist schnell und unkompliziert. Geben Sie einfach Ihre Berater- und Mandantennummern sowie Ihre DATEV-Zugangsdaten ein – und schon können Sie in wenigen Sekunden starten. Wie wird die Datensicherheit bei der Integration von DATEV mit flair gewährleistet? Datensicherheit hat bei flair höchste Priorität. Wir setzen eine Vielzahl von Sicherheitsmaßnahmen ein und erfüllen relevante Datenschutz- und Sicherheitsstandards. Da flair auf Salesforce basiert, profitieren Sie zusätzlich von den integrierten Sicherheitsfunktionen von Salesforce. --- ## JOIN Integration URL: https://flair.hr/de/integrations/join > JOIN-Integration von flair: Erhöhen Sie die Reichweite Ihrer Stellenanzeigen, verkürzen Sie die Time-to-Hire und gewinnen Sie passende Kandidat:innen. JOIN Integration Erhöhen Sie die Reichweite Ihrer Stellenanzeigen und verkürzen Sie die Time-to-Hire mit der JOIN-Integration von flair. Demo anfragen Tarife vergleichen Effizient zusammenarbeiten und die Produktivität steigern Stellenanzeigen in wenigen Schritten erstellen Geben Sie die relevanten Informationen ein, um eine klare und ansprechende Stellenanzeige zu erstellen. Stellenanzeigen auf führenden Jobbörsen veröffentlichen Veröffentlichen Sie Ihre Stellenanzeige mit nur einem Klick auf über 10 beliebten kostenlosen Jobbörsen. Bewerbende bewerten und einstellen Bewerbende werden in Ihrer flair App gespeichert, sodass Sie ihren Fortschritt jederzeit nachverfolgen können. Harald Mayer CPO & Co-Founder "Remote-Arbeit erhöht die Anforderungen an Benutzerfreundlichkeit deutlich. Sie sind auf hochwertige digitale Tools für alle Aspekte der Arbeit angewiesen – und flair hilft uns, dabei stets den Überblick zu behalten.“ Gegründet im Jahr 2022 Optimieren Sie Ihr Recruiting mit flair und JOIN Finden und gewinnen Sie die idealen Kandidat:innen. Smart Software für Top-Recruiting Recruitment Software Nutzen Sie KI für effizientes Recruiting Stellen direkt aus flair auf Jobbörsen und LinkedIn ausschreiben. Erstellen Sie professionelle Karriereseiten in Minuten Ihre eigene Karriereseite Aktuelle Jobangebote teilen Was ist JOIN? Mehr anzeigenWeniger anzeigenJOIN ist eine kostenlose Recruiting-Softwarelösung, die Unternehmen dabei hilft, die Reichweite ihrer Stellenanzeigen zu erhöhen. Mit einem JOIN-Account können Nutzer Stellenanzeigen erstellen und auf mehr als zehn beliebten kostenlosen Jobbörsen veröffentlichen. ``` ``` Neben der Erstellung und Verbreitung von Stellenanzeigen umfasst JOIN auch ein Bewerbermanagementsystem, das Unternehmen dabei unterstützt, Bewerbungen zu verwalten und mit Top-Kandidaten zu kommunizieren. Wie profitieren Sie von der JOIN-Integration von flair? Die Integration von flair mit JOIN ist eine effektive Möglichkeit, die Reichweite Ihrer Stellenanzeigen zu erhöhen und schneller passende Kandidaten zu finden. Dank der Multiposting-Funktion von JOIN können Sie Ihre Stellenanzeigen mit nur einem Klick auf mehr als zehn kostenlosen Jobbörsen veröffentlichen. ``` ``` Mit der JOIN-Integration profitieren Sie vom Zugang zum Netzwerk verschiedener Jobportale, während Sie gleichzeitig alle Stellenanzeigen, Kampagnen und Bewerbenden zentral in flair verwalten. Auf welchen Jobbörsen kann ich Stellenanzeigen mit der JOIN-Integration veröffentlichen? Die kostenlose Version von JOIN ermöglicht es Ihnen, Stellenanzeigen auf über zehn Jobbörsen zu veröffentlichen. Dazu gehören unter anderem join.com, LinkedIn, Indeed, Facebook, Google und Glassdoor. ``` ``` Mit JOIN Premium erhalten Sie Zugriff auf über 100 Jobbörsen, darunter auch spezialisierte und branchenspezifische Plattformen, um gezielt passende Kandidaten für bestimmte Rollen zu finden. So verbinden Sie flair mit JOIN Sie können flair in nur wenigen Minuten kostenlos mit JOIN verbinden. Aktivieren Sie dazu einfach die Integration in Ihrer flair App, fügen Sie das API-Token von join.com hinzu und ordnen Sie Ihre Standorte zu. Eine ausführlichere Anleitung zur Einrichtung finden Sie in unserem Help Center. Wie funktioniert das Bewerbermanagementsystem von flair? Die Recruiting-App von flair bietet alle Funktionen eines modernen Bewerbermanagementsystems – und mehr. Basierend auf Salesforce ermöglicht flair Recruiting, alle Bewerbenden zentral zu speichern, zu verfolgen und zu bewerten. ``` ``` Mit flair Recruiting können Sie außerdem in wenigen Minuten ansprechende Karriereseiten per Drag-and-Drop erstellen. Das sorgt für einen einfacheren, fairen und konsistenten Recruiting-Prozess sowie eine bessere Candidate Experience. --- ## Sales Cloud-Integration URL: https://flair.hr/de/integrations/sales-cloud > Sales Cloud-Integration von flair: Verknüpfen Sie Vertriebs- und HR-Daten und verbinden Sie Abschlüsse nahtlos mit Boni und Provisionen. Sales Cloud-Integration Verknüpfen Sie Vertriebs- und HR-Daten Mehr Transparenz im Vertrieb: Verfolgen Sie die Performance Ihres Teams und verbinden Sie Abschlüsse nahtlos mit Boni und Provisionen – mit der Sales Cloud-Integration von flair. Demo anfragen Tarife vergleichen Verbessern Sie Ihre Analysen und steigern Sie die Performance Effizientes Onboarding für Ihr Vertriebsteam Automatisierte Workflows stellen sicher, dass neue Vertriebsmitarbeitende umfassend in die Nutzung der Sales Cloud eingearbeitet werden und produktiv starten können. Provisionen und Boni für Deals definieren Durch die Integration der Sales Cloud mit flair können Sie automatisch Boni erstellen und diese zur Gehaltsabrechnung hinzufügen, sobald Vertriebsmitarbeitende einen Abschluss erzielen. Optimieren Sie Ihre Performance mit einer zentralen Sicht auf HR-Daten und Sales Cloud-Kennzahlen – für Feedback in Echtzeit und bessere strategische Abstimmung. Gezielte Recruiting-Strategie für den Vertrieb Nutzen Sie flair, um die besten Vertriebstalente zu identifizieren und einzustellen, ihnen sofortigen Zugriff auf die Sales Cloud zu geben und HR-Daten auf einer zentralen Plattform aktuell zu halten. Florian Gehring Co-Founder & Managing Director "Mit flair haben wir deutlich mehr Transparenz im HR-Bereich. Prozesse sind strukturiert, laufen schneller ab, und wir haben jederzeit Zugriff auf die Daten, die wir brauchen – unabhängig davon, ob wir im Büro sind oder nicht." Flexible Software für Leistungsbeurteilungen Evaluieren Sie Ihre Top-Talente Ziele & OKR Setzen Sie Unternehmens-, Team- und individuelle Ziele als OKR oder MBO, mit Ausrichtung, Gewichtung und Genehmigungen. Automatisieren Sie Gehalts- und Merit-Reviews mit klaren Genehmigungen, Sichtbarkeitseinstellungen und nachvollziehbaren Vergütungsdaten. Was ist die Salesforce Sales Cloud? Die Sales Cloud ist eine umfassende Customer-Relationship-Management-(CRM)-Lösung von Salesforce. Sie wurde entwickelt, um Vertriebsteams zu stärken und Geschäftsprozesse durch Automatisierung, Echtzeit-Datenintegration und eine benutzerfreundliche Oberfläche zu optimieren. ``` ``` Die Sales Cloud ermöglicht es Unternehmen, Workflows zu konfigurieren und Vertriebsprozesse zu optimieren. Sie bietet eine Vielzahl von Apps und Schnittstellen, um sich nahtlos mit anderen Salesforce-Produkten wie der Marketing Cloud und der Service Cloud zu integrieren. ``` ``` Darüber hinaus umfasst die Sales Cloud KI-gestützte Funktionen wie Sales Cloud Einstein zur Optimierung von Vertriebsprozessen, Marketingautomatisierung und Prognosen. Welche Vorteile bietet die Integration der Sales Cloud mit flair? Mehr anzeigenWeniger anzeigenUnsere Sales Cloud-Integration verbindet Ihre Vertriebskennzahlen mit HR-Daten. Wenn Ihr Vertriebsteam beispielsweise Provisionen oder Boni erhält, können diese durch die Integration automatisch zur Gehaltsabrechnung hinzugefügt werden, sobald Ihre Vertriebsmitarbeitenden ihre Ziele erreichen. ``` ``` Die Verknüpfung Ihrer vertriebsbezogenen Daten mit der HR-Lösung von flair ist auch für Performance Management und Mitarbeitergespräche hilfreich. Dank Echtzeit-Analysen in Salesforce sehen Sie sofort, wie Ihr Vertriebsteam performt, und können diese Informationen nutzen, um Leistungen gezielt zu bewerten und zu optimieren. Welche weiteren Integrationen bietet flair an? Als nativ auf der Salesforce-Plattform entwickelte App kann flair mit über 4.000 verschiedenen Anwendungen integriert werden. Neben der Sales Cloud-Integration lässt sich flair auch mit weiteren Salesforce-Produkten wie der Service Cloud und Slack verbinden. ``` ``` Darüber hinaus können Sie flair mit lokalen Payroll-Lösungen wie DATEV, AFAS und 2cloudnine integrieren. Zusätzlich bieten wir Integrationen mit Recruiting-Tools wie LinkedIn, Bullhorn und JOIN an. --- ## Integration mit Service Cloud URL: https://flair.hr/de/integrations/service-cloud > Service Cloud-Integration: Steuern Sie die HR-Prozesse Ihres Kundenservice-Teams mit flair auf Salesforce und fördern Sie die Zusammenarbeit. Integration mit Service Cloud Transformieren Sie die HR-Prozesse Ihres Kundenservice-Teams mit flair und Service Cloud. Steigern Sie Produktivität, Zusammenarbeit und Zufriedenheit. Demo anfragen Tarife vergleichen Verwalten Sie Ihr Dream-Team an einem Ort. Einfache und effiziente Zeiterfassung. Behalten Sie die insgesamt geleisteten Arbeitsstunden und die für einzelne Fälle aufgewendete Zeit im Blick. Verbinden Sie Kund:innen mit verfügbaren Service-Mitarbeitenden. Leiten Sie Kund:innen an Service-Mitarbeitende weiter, die sofort helfen können. Vereinfachen Sie die Problemlösung für alle Beteiligten und steigern Sie die Kundenzufriedenheit deutlich. Vereinfachen Sie Abwesenheiten und Genehmigungen. Behalten Sie die Abwesenheiten Ihres Teams im Blick. So sind Sie jederzeit über Urlaubs- und Abwesenheitsanträge Ihres Service-Teams informiert. Machen Sie Supportanfragen einfacher denn je Ihr Team kann Tickets schnell auf jedem Gerät aufrufen und aktualisieren. Gleichzeitig profitieren Ihre Kund:innen von einem erstklassigen Service. Marcel Kubli “Wir schätzen flair besonders wegen der vielfältigen Funktionen, mit denen wir unsere gesamten HR-Prozesse für mehr als 300 Mitarbeitende digitalisieren konnten. So können wir uns voll auf unser Wachstum konzentrieren.” flair wurde nativ auf Salesforce entwickelt. Salesforce-Powered HR Success HR-Ticketing Software Ticketing Software Optimieren Sie Ihre HR-Support-Prozesse Flexible Schichtplanungssoftware Optimieren Sie Ihre Personalplanung mit klaren Strukturen Vielseitige Zeiterfassungssoftware Time-Tracking Software Machen Sie jede Arbeitsstunde wertvoll. Häufig gestellte Fragen Was ist Service Cloud und wie integriert es sich mit flair? Service Cloud ist eine Kundenservice-Plattform, mit der Unternehmen Kundenanfragen und Supportfälle über verschiedene Kanäle hinweg verwalten können. Durch die Integration mit HR-Systemen wie flair erhalten Teams einen umfassenden Überblick über Mitarbeiterdaten und können Mitarbeiteranfragen sowie interne Fälle effizienter bear Was sind die Vorteile der Integration von Service Cloud mit HR-Systemen wie flair? Die Integration von Service Cloud mit HR-Systemen ermöglicht es HR- und Kundenservice-Teams, effektiver zusammenzuarbeiten und die Kommunikation sowie die Zusammenarbeit zwischen Abteilungen zu verbessern. Durch eine umfassende Sicht auf Mitarbeiterdaten können Unternehmen die Bedürfnisse ihrer Mitarbeitenden besser verstehen und erfüllen sowie einen personalisierten und effizienteren Kundenservice bieten. Die Automatisierung und Vereinfachung von HR- und Payroll-Aufgaben reduziert den Bedarf an manueller Dateneingabe, minimiert das Fehlerrisiko und spart Zeit. Die Zusammenführung von HR- und Payroll-Daten an einem zentralen Ort ermöglicht zudem detailliertere Analysen und Berichte. Wie kann die Integration von flair mit Service Cloud den Kundenservice verbessern? Die Integration von HR-Daten in die Service Cloud ermöglicht den einfachen Echtzeitzugriff auf Arbeitspläne und Verfügbarkeiten der Mitarbeitenden, sodass schnell die passende Person zur Unterstützung eines Kunden identifiziert werden kann. CS-Teams können Tickets außerdem problemlos von jedem Gerät aus aufrufen und aktualisieren, was einen effizienteren und personalisierten Kundenservice ermöglicht. Darüber hinaus stellt flair mit Funktionen wie Zeiterfassung und Abwesenheitsmanagement sicher, dass Teams jederzeit gut vorbereitet und einsatzfähig sind. Wie kann die Integration von flair mit Service Cloud die Mitarbeiterzufriedenheit verbessern? flair gibt Mitarbeitenden direkten Zugriff auf HR-bezogene Informationen und Services über die Service Cloud. Dadurch werden manuelle Prozesse reduziert und der Zeit- sowie Arbeitsaufwand für HR-Aufgaben deutlich minimiert. Außerdem hilft die Lösung dabei, Mitarbeitende über Unternehmensrichtlinien und -prozesse sowie über ihre eigenen Benefits und Vergütungen auf dem Laufenden zu halten. Das kann die allgemeine Zufriedenheit und das Engagement der Mitarbeitenden verbessern. Wie kann die Integration von flair mit Service Cloud die Produktivität am Arbeitsplatz verbessern? Die Integration von flair mit Service Cloud steigert die Produktivität, indem sie einfachen Zugriff auf HR-Daten ermöglicht, die Kommunikation erleichtert und HR-Prozesse optimiert. Durch die Reduzierung administrativer Aufgaben und die Verbesserung der Zusammenarbeit werden schnellere Reaktionszeiten und effektivere Problemlösungen ermöglicht, was dazu beitragen kann, Ausfallzeiten zu verringern und die Gesamtproduktivität sowie Effizienz zu erhöhen. --- ## Slack Integration URL: https://flair.hr/de/integrations/slack > Slack-Integration von flair: Halten Sie die Kommunikationskanäle Ihrer Organisation offen und steigern Sie die Produktivität Ihres Teams mit HR auf Salesforce. Slack Integration Steigern Sie die Produktivität Ihres Teams und halten Sie die Kommunikationskanäle Ihrer Organisation offen. Demo anfragen Tarife vergleichen Effizient zusammenarbeiten und die Produktivität erhöhen Abwesenheiten effizient verwalten Beantragen Sie Urlaub oder reagieren Sie mit nur wenigen Klicks auf Abwesenheiten im Team. Halten Sie Ihr Team mit automatischen Slack-Benachrichtigungen über Zeiterfassungen, Abwesenheiten und wichtige Updates auf dem Laufenden. Effiziente und präzise Zeiterfassung Erleben Sie eine effizientere und präzisere Zeiterfassung und gewinnen Sie wertvolle Einblicke in Ihre Produktivität und Leistung. Erleben Sie nahtlose Kommunikation und Zusammenarbeit Optimieren Sie Ihre Arbeitsweise und erreichen Sie Ihre Ziele mit moderner Kommunikation und intuitiven Workflows. flair ist direkt auf Salesforce aufgebaut Salesforce-gestützter HR-Erfolg Interne Kommunikation Chat, Ankündigungen und Anerkennung in einem Employee Hub. Umfragesoftware für HR-Teams Software für Mitarbeiterumfragen Gewinnen Sie wertvolles Feedback Ihrer Mitarbeitenden Intelligentes Anwesenheitsmanagement Urlaubsanträge und Genehmigungen leicht gemacht Häufig gestellte Fragen Was ist Slack und wie wird es in flair integriert? Slack ist eine cloudbasierte Messaging- und Kollaborationsplattform, die Echtzeitkommunikation und den Austausch von Dateien zwischen Teammitgliedern ermöglicht. Sie bietet eine Vielzahl von Funktionen wie Kanäle, Direktnachrichten, Dateifreigabe und App-Integrationen und ist damit ein beliebtes Tool für Remote-Teams und Unternehmen jeder Größe. ``` ``` flair lässt sich auf verschiedene Weise in Slack integrieren, unter anderem für Abwesenheitsmanagement, Zeiterfassung, Benachrichtigungen und Workflows. Diese nahtlose Integration hilft Ihnen, Ihre HR-Prozesse zu optimieren, die Kommunikation und Zusammenarbeit zu verbessern und die Produktivität sowie Effizienz Ihres gesamten Teams zu steigern. Welche Vorteile bietet die Integration von Slack in HR-Systeme wie flair? Neben optimierten HR-Prozessen und verbesserter Kommunikation bietet die Integration von Slack in HR-Systeme auch mehr Transparenz und ein verbessertes Mitarbeitererlebnis. Das Ergebnis ist insgesamt eine höhere Produktivität, Effizienz und mehr Erfolg. Wie genau verbessert die Slack-Integration von flair die Teamkommunikation und Zusammenarbeit? Die Echtzeit-Messaging- und Kollaborationsfunktionen von Slack erleichtern es Mitarbeitenden, bei HR-bezogenen Aufgaben zu kommunizieren und zusammenzuarbeiten. Slack reduziert die Abhängigkeit von E-Mails und Telefonaten und ermöglicht die Automatisierung sowie Vereinfachung von HR-Prozessen wie Abwesenheitsmanagement und Zeiterfassung. Das entlastet HR-Teams administrativ und schafft mehr Zeit für strategische Aufgaben. ``` ``` Die Slack-Integration von flair sorgt zudem für mehr Transparenz in HR-Prozessen und Workflows. So erhalten Führungskräfte wertvolle Einblicke in die Leistung ihrer Teams und können Verbesserungspotenziale gezielt erkennen. Wie kann die Slack-Integration von flair das Mitarbeitererlebnis verbessern? Durch eine benutzerfreundliche Oberfläche und mobilen Zugriff erleichtert die Slack-Integration von flair es Mitarbeitenden, HR-bezogene Aufgaben auch unterwegs zu erledigen. Das spart Zeit und sorgt gleichzeitig dafür, dass Prozesse wie Abwesenheitsmanagement und Zeiterfassung automatisiert und vereinfacht werden, wodurch Fehler reduziert werden. ``` ``` Die Integration Ihrer HR-Prozesse in Slack mit flair bietet somit für das gesamte Team einen effizienteren, benutzerfreundlicheren und besser strukturierten Ansatz für das HR-Management. Ist die Integration von flair für Slack sicher? Ja, die Integration von flair für Slack ist sicher und entspricht branchenüblichen Sicherheitsstandards zum Schutz sensibler HR-Daten. Bei flair hat Datensicherheit höchste Priorität. Da unsere Plattform auf Salesforce basiert, nutzen wir die dort bereitgestellten Sicherheitsfunktionen und Zertifizierungen. ``` ``` Darüber hinaus ist auch Slack selbst eine sichere Plattform, die Verschlüsselung und weitere Sicherheitsmaßnahmen zum Schutz von Nutzerdaten einsetzt. Sie können sich darauf verlassen, dass unsere Slack-Integration sicher und zuverlässig für die Verwaltung Ihrer HR-Aufgaben und -Daten ist. Individuelle Demo anfragen Entdecken Sie die Vorteile von flair HR! Lassen Sie sich von unseren Expert:innen in einer kostenlosen, unverbindlichen Demo durch die HR-Software führen und erfahren Sie, wie flair HR Ihre Personalprozesse optimieren kann. Demo anfragen Erleben Sie flair HR – zugeschnitten auf Ihre Prioritäten Wir begleiten Sie während des gesamten Prozesses --- ## Software für Bestandsmanagement URL: https://flair.hr/de/inventory > Software für Bestandsmanagement: Behalten Sie Laptops, Smartphones und andere Unternehmensgeräte mit dem Asset-Management von flair auf Salesforce im Blick. Software für Bestandsmanagement Geben Sie Ihrem Team alles, was es braucht Behalten Sie Ihre internen Unternehmensgeräte wie Laptops und Smartphones jederzeit im Blick – mit unserem Asset-Management-System auf Salesforce-Basis. Termin anfragen Behalten Sie alle Unternehmensgeräte mühelos im Blick Vereinfachen Sie Ihr Bestandsmanagement und steigern Sie Ihre Effizienz – mit der intuitiven Lösung von flair. Entwickelt für HR-Teams Binden Sie Ihr Inventar nahtlos in Onboarding- und Offboarding-Prozesse ein. Alle Geräte Ihrer Mitarbeitenden im Blick Verfolgen Sie, wo sich interne Geräte befinden und wem sie zugeordnet sind. Bieten Sie Ihrem Team integrierten Support – direkt in der Anwendung. Reduzieren Sie Supportanfragen, indem Sie Anleitungen bereitstellen und feste Ansprechpartner zuweisen. Alle Informationen an einem Ort Speichern Sie alle Asset-Informationen zentral in Salesforce und sparen Sie Zeit bei der Suche nach fehlenden Geräten. Benutzerfreundliche Onboarding-Software für Mitarbeitende Onboarding Software Optimieren Sie Ihr Onboarding Gehaltsabrechnung einfach und übersichtlich organisiert Damit Gehaltszahlungen jedes Mal reibungslos laufen Verwalten Sie Ihr Inventar zentral und übersichtlich Mit dem Inventarmanagement von flair behalten Sie alle Informationen zu Ihren Unternehmensgeräten zentral und übersichtlich im Blick. Hilfe & Support Unterstützen Sie Ihr Team und reduzieren Sie Rückfragen Wenn Sie Geräte zuweisen, können Sie direkt einen Ansprechpartner festlegen und hilfreiche Anleitungen, Guides oder Videos hinterlegen. So nutzt Ihr Team die Ausstattung richtig – und unnötige Supportanfragen werden reduziert. Übersichtliche Verwaltung Ihrer Geräte Behalten Sie die vollständige Historie jedes Geräts im Blick – inklusive früherer Zuordnungen und Standorte. So vermeiden Sie Verluste und stellen sicher, dass bei Austritten alle Arbeitsmittel zurückgegeben werden. Detaillierte Auswertungen Alle Arbeitszeiten übersichtlich an einem Ort Bündeln Sie alle Zeit- und Anwesenheitsdaten in übersichtlichen Reports und Dashboards auf Salesforce. So behalten Sie Überstunden im Blick und planen Ressourcen deutlich besser. Verwalten Sie unterschiedlichste Geräte Mit dem Inventarmanagement von flair organisieren und verwalten Sie Ihre Unternehmensgeräte zentral – unabhängig von Ihrer Branche. Geben Sie Ihrem Recruiting-Team alles, was es braucht Mit flair stellen Sie sicher, dass Ihr Recruiting-Team immer mit der richtigen Ausstattung arbeitet. Mehr Erfahren Behalten Sie die Arbeitsgeräte Ihres Teams im Blick Sorgen Sie dafür, dass Ihr Team jederzeit optimal für Kundentermine und Präsentationen ausgestattet ist. Mehr Erfahren Stellen Sie sicher, dass Ihr Tech-Team immer mit aktueller Ausstattung arbeitet Behalten Sie den Status von Geräten und Garantien im Blick. Mehr Erfahren --- ## Kontaktieren Sie uns URL: https://flair.hr/de/kontaktiere-uns > Kontaktieren Sie flair: Sie haben Fragen zur Salesforce-nativen HR-Software? Nehmen Sie Kontakt mit unserem Team auf – wir freuen uns auf Sie. Unternehmen in Deutschland und der Schweiz entscheiden sich für uns. --- ## Cookie-Richtlinie URL: https://flair.hr/de/legal/cookies > Cookie-Richtlinie von flair: Erfahren Sie, welche Cookies diese Website verwendet, wofür wir sie einsetzen und wie Sie das Speichern verhindern können. # Cookie-Richtlinie ## Was sind Cookies? Wie bei fast allen professionellen Websites üblich, verwendet diese Website Cookies. Dabei handelt es sich um kleine Dateien, die auf Ihren Computer heruntergeladen werden, um Ihre Nutzererfahrung zu verbessern. Diese Seite beschreibt, welche Informationen sie erfassen, wie wir diese verwenden und warum wir diese Cookies manchmal speichern müssen. Wir erklären außerdem, wie Sie verhindern können, dass diese Cookies gespeichert werden. Dies kann jedoch bestimmte Elemente der Funktionalität der Website beeinträchtigen oder „beschädigen“. --- ## Wie wir Cookies verwenden Wir verwenden Cookies aus verschiedenen Gründen, die nachstehend näher erläutert werden. Leider gibt es in den meisten Fällen keine branchenüblichen Möglichkeiten, Cookies zu deaktivieren, ohne die Funktionalität und Funktionen, die sie dieser Website hinzufügen, vollständig zu deaktivieren. Es wird empfohlen, alle Cookies aktiviert zu lassen, wenn Sie sich nicht sicher sind, ob Sie sie benötigen oder nicht, falls sie zur Bereitstellung eines von Ihnen genutzten Dienstes verwendet werden. --- ## Deaktivieren von Cookies Sie können das Setzen von Cookies verhindern, indem Sie die Einstellungen in Ihrem Browser anpassen (siehe die Hilfe Ihres Browsers, um zu erfahren, wie Sie dies tun können). Bitte beachten Sie, dass das Deaktivieren von Cookies die Funktionalität dieser und vieler anderer Websites, die Sie besuchen, beeinträchtigt. 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Wie bereits erwähnt, ist es normalerweise sicherer, Cookies aktiviert zu lassen, wenn Sie sich nicht sicher sind, ob Sie etwas benötigen oder nicht, falls es mit einer der Funktionen interagiert, die Sie auf unserer Website nutzen. Wenn Sie jedoch weiterhin nach weiteren Informationen suchen, können Sie uns über eine unserer bevorzugten Kontaktmethoden kontaktieren: - E-Mail: hello@flair.hr --- ## flair DPA URL: https://flair.hr/de/legal/flair-dpa > Auftragsverarbeitungsvertrag (AVV) der flair.hr GmbH gemäß Art. 28 DSGVO auf Grundlage der EU-Standardvertragsklauseln 2021/915 zur Datenverarbeitung. flair.hr GmbH Auftragsverarbeitungsvertrag (AVV) gemäß Art. 28 Abs. 7 DSGVO auf Grundlage der Standardvertragsklauseln 2021/915 zwischen Verantwortlichen und Auftragsverarbeitern innerhalb der EU Abschnitt I Standardvertragsklauseln # 1 Zweck und Anwendungsbereich ## 1.1 Zweck dieser Standardvertragsklauseln (die Klauseln) ist es, die Einhaltung von Artikel 28 Absätze 3 und 4 der Verordnung (EU) 2016/679 des Europäischen Parlaments und des Rates vom 27. April 2016 zum Schutz natürlicher Personen bei der Verarbeitung personenbezogener Daten und zum freien Verkehr solcher Daten sowie zur Aufhebung der Richtlinie 95/46/EG (Datenschutz-Grundverordnung) sicherzustellen. ## 1.2 Die in Anlage 1 aufgeführten Verantwortlichen und Auftragsverarbeiter haben diesen Klauseln zugestimmt, um die Einhaltung von Artikel 28 Absätze 3 und 4 der Verordnung (EU) 2016/679 und/oder Artikel 29 Absätze 3 und 4 der Verordnung (EU) 2018/1725 sicherzustellen. ## 1.3 Diese Klauseln gelten für die Verarbeitung personenbezogener Daten gemäß Anlage 2. ## 1.4 Anlage 1 bis Anlage 4 sind integraler Bestandteil der Klauseln. ## 1.5 Diese Klauseln lassen die Verpflichtungen unberührt, denen der Verantwortliche aufgrund der Verordnung (EU) 2016/679 und/oder der Verordnung (EU) 2018/1725 unterliegt. ## 1.6 Diese Klauseln gewährleisten für sich genommen nicht die Einhaltung der Verpflichtungen im Zusammenhang mit internationalen Übermittlungen gemäß Kapitel V der Verordnung (EU) 2016/679 und/oder der Verordnung (EU) 2018/1725. # 2 Unveränderlichkeit der Klauseln ## 2.1 Die Parteien verpflichten sich, die Klauseln nicht zu ändern, außer durch das Hinzufügen von Informationen zu den Anlagen oder die Aktualisierung von Informationen darin. ## 2.2 Dies hindert die Parteien nicht daran, die in diesen Klauseln festgelegten Standardvertragsklauseln in einen umfassenderen Vertrag aufzunehmen oder weitere Klauseln oder zusätzliche Garantien hinzuzufügen, sofern diese den Klauseln weder direkt noch indirekt widersprechen oder die Grundrechte oder Grundfreiheiten der betroffenen Personen beeinträchtigen. # 3 Auslegung ## 3.1 Soweit diese Klauseln Begriffe verwenden, die in der Verordnung (EU) 2016/679 bzw. der Verordnung (EU) 2018/1725 definiert sind, haben diese Begriffe dieselbe Bedeutung wie in der jeweiligen Verordnung. ## 3.2 Diese Klauseln sind im Lichte der Bestimmungen der Verordnung (EU) 2016/679 bzw. der Verordnung (EU) 2018/1725 zu lesen und auszulegen. ## 3.3 Diese Klauseln dürfen nicht so ausgelegt werden, dass sie den in der Verordnung (EU) 2016/679 / Verordnung (EU) 2018/1725 vorgesehenen Rechten und Pflichten widersprechen oder die Grundrechte oder Grundfreiheiten der betroffenen Personen beeinträchtigen. # 4 Rangfolge Im Falle eines Widerspruchs zwischen diesen Klauseln und den Bestimmungen damit zusammenhängender Vereinbarungen zwischen den Parteien, die zum Zeitpunkt der Vereinbarung dieser Klauseln bestehen oder danach geschlossen werden, haben diese Klauseln Vorrang. # 5 Beitrittsklausel ## 5.1 Jede Einrichtung, die keine Partei dieser Klauseln ist, kann mit Zustimmung aller Parteien diesen Klauseln jederzeit als Verantwortlicher oder Auftragsverarbeiter beitreten, indem sie die Anlagen ausfüllt und Anlage 1 unterzeichnet. ## 5.2 Sobald die Anlagen gemäß (a) ausgefüllt und unterzeichnet sind, gilt die beitretende Einrichtung als Partei dieser Klauseln und hat die Rechte und Pflichten eines Verantwortlichen oder Auftragsverarbeiters entsprechend ihrer Bezeichnung in Anlage 1. ## 5.3 Die beitretende Einrichtung hat keine Rechte oder Pflichten aus diesen Klauseln für den Zeitraum vor ihrem Beitritt als Partei. Abschnitt II Pflichten der Parteien # 6 Beschreibung der Verarbeitung(en) Die Einzelheiten der Verarbeitungsvorgänge, insbesondere die Kategorien personenbezogener Daten und die Zwecke der Verarbeitung, für die die personenbezogenen Daten im Auftrag des Verantwortlichen verarbeitet werden, sind in Anlage 2 festgelegt. # 7 Pflichten der Parteien ## 7.1 Weisungen ### (a) Der Auftragsverarbeiter verarbeitet personenbezogene Daten nur auf dokumentierte Weisung des Verantwortlichen, es sei denn, er ist hierzu nach Unionsrecht oder dem Recht eines Mitgliedstaats, dem der Auftragsverarbeiter unterliegt, verpflichtet. In diesem Fall informiert der Auftragsverarbeiter den Verantwortlichen vor der Verarbeitung über diese rechtliche Verpflichtung, sofern das betreffende Recht dies nicht aus wichtigen Gründen des öffentlichen Interesses untersagt. Nachfolgende Weisungen können vom Verantwortlichen während der gesamten Dauer der Verarbeitung personenbezogener Daten ebenfalls erteilt werden. Diese Weisungen sind stets zu dokumentieren. ### (b) Der Auftragsverarbeiter informiert den Verantwortlichen unverzüglich, wenn er der Auffassung ist, dass eine vom Verantwortlichen erteilte Weisung gegen die Verordnung (EU) 2016/679 / Verordnung (EU) 2018/1725 oder die anwendbaren Datenschutzbestimmungen der Union oder der Mitgliedstaaten verstößt. ## 7.2 Zweckbindung Der Auftragsverarbeiter verarbeitet die personenbezogenen Daten nur für den/die spezifischen Zweck(e) der Verarbeitung, wie in Anlage 2 festgelegt, sofern er keine weiteren Weisungen vom Verantwortlichen erhält. ## 7.3 Dauer der Verarbeitung personenbezogener Daten Die Verarbeitung durch den Auftragsverarbeiter erfolgt nur für die in Anlage 2 festgelegte Dauer. ## 7.4 Sicherheit der Verarbeitung ### (a) Der Auftragsverarbeiter setzt mindestens die in Anlage 3 festgelegten technischen und organisatorischen Maßnahmen um, um die Sicherheit der personenbezogenen Daten zu gewährleisten. Dies umfasst den Schutz der Daten vor einer Verletzung der Sicherheit, die zur unbeabsichtigten oder unrechtmäßigen Vernichtung, zum Verlust, zur Veränderung, zur unbefugten Offenlegung oder zum unbefugten Zugang zu den Daten führt (Verletzung des Schutzes personenbezogener Daten). Bei der Beurteilung des angemessenen Schutzniveaus berücksichtigen die Parteien gebührend den Stand der Technik, die Implementierungskosten, die Art, den Umfang, den Kontext und die Zwecke der Verarbeitung sowie die Risiken für die betroffenen Personen. ### (b) Der Auftragsverarbeiter gewährt Mitgliedern seines Personals Zugang zu den personenbezogenen Daten, die verarbeitet werden, nur in dem Umfang, der für die Durchführung, Verwaltung und Überwachung des Vertrags unbedingt erforderlich ist. Der Auftragsverarbeiter stellt sicher, dass Personen, die zur Verarbeitung der erhaltenen personenbezogenen Daten befugt sind, sich zur Vertraulichkeit verpflichtet haben oder einer angemessenen gesetzlichen Verschwiegenheitspflicht unterliegen. ## 7.5 Sensible Daten Wenn die Verarbeitung personenbezogene Daten umfasst, aus denen die rassische oder ethnische Herkunft, politische Meinungen, religiöse oder weltanschauliche Überzeugungen oder die Gewerkschaftszugehörigkeit hervorgehen, genetische Daten oder biometrische Daten zum Zweck der eindeutigen Identifizierung einer natürlichen Person, Gesundheitsdaten oder Daten zum Sexualleben oder zur sexuellen Orientierung einer Person oder Daten über strafrechtliche Verurteilungen und Straftaten (sensible Daten), wendet der Auftragsverarbeiter spezifische Beschränkungen und/oder zusätzliche Garantien an. ## 7.6 Dokumentation und Nachweis der Einhaltung ### (a) Die Parteien müssen in der Lage sein, die Einhaltung dieser Klauseln nachzuweisen. ### (b) Der Auftragsverarbeiter beantwortet Anfragen des Verantwortlichen zur Verarbeitung von Daten gemäß diesen Klauseln unverzüglich und angemessen. ### (c) Der Auftragsverarbeiter stellt dem Verantwortlichen alle Informationen zur Verfügung, die erforderlich sind, um die Einhaltung der Verpflichtungen nachzuweisen, die in diesen Klauseln festgelegt sind und sich unmittelbar aus der Verordnung (EU) 2016/679 und/oder der Verordnung (EU) 2018/1725 ergeben. Auf Verlangen des Verantwortlichen ermöglicht und unterstützt der Auftragsverarbeiter außerdem Prüfungen der von diesen Klauseln erfassten Verarbeitungstätigkeiten in angemessenen Abständen oder wenn Anhaltspunkte für eine Nichteinhaltung vorliegen. Bei der Entscheidung über eine Überprüfung oder Prüfung kann der Verantwortliche relevante Zertifizierungen des Auftragsverarbeiters berücksichtigen. ### (d) Der Verantwortliche kann die Prüfung selbst durchführen oder einen unabhängigen Prüfer beauftragen. Prüfungen können auch Inspektionen der Geschäftsräume oder physischen Einrichtungen des Auftragsverarbeiters umfassen und werden gegebenenfalls mit angemessener Vorankündigung durchgeführt. ### (e) Die Parteien stellen die in dieser Klausel genannten Informationen, einschließlich der Ergebnisse etwaiger Prüfungen, der/den zuständigen Aufsichtsbehörde(n) auf Anfrage zur Verfügung. ## 7.7 Einsatz von Unterauftragsverarbeitern ### (a) ALLGEMEINE SCHRIFTLICHE GENEHMIGUNG: Der Auftragsverarbeiter verfügt über die allgemeine Genehmigung des Verantwortlichen zur Beauftragung von Unterauftragsverarbeitern aus einer vereinbarten Liste. Der Auftragsverarbeiter informiert den Verantwortlichen mindestens 30 Tage im Voraus schriftlich über beabsichtigte Änderungen dieser Liste durch Hinzufügung oder Austausch von Unterauftragsverarbeitern, sodass dem Verantwortlichen ausreichend Zeit bleibt, vor der Beauftragung des betreffenden Unterauftragsverarbeiters Widerspruch gegen diese Änderungen einzulegen. Der Auftragsverarbeiter stellt dem Verantwortlichen die Informationen zur Verfügung, die erforderlich sind, damit dieser sein Widerspruchsrecht ausüben kann. ### (b) Beauftragt der Auftragsverarbeiter einen Unterauftragsverarbeiter mit der Durchführung bestimmter Verarbeitungstätigkeiten (im Auftrag des Verantwortlichen), erfolgt dies auf Grundlage eines Vertrags, der dem Unterauftragsverarbeiter im Wesentlichen dieselben Datenschutzpflichten auferlegt wie diejenigen, die dem Auftragsverarbeiter gemäß diesen Klauseln auferlegt werden. Der Auftragsverarbeiter stellt sicher, dass der Unterauftragsverarbeiter die Verpflichtungen einhält, denen der Auftragsverarbeiter gemäß diesen Klauseln sowie gemäß der Verordnung (EU) 2016/679 und/oder der Verordnung (EU) 2018/1725 unterliegt. ### (c) Auf Anfrage des Verantwortlichen stellt der Auftragsverarbeiter dem Verantwortlichen eine Kopie einer solchen Vereinbarung mit dem Unterauftragsverarbeiter sowie etwaiger späterer Änderungen zur Verfügung. Soweit dies zum Schutz von Geschäftsgeheimnissen oder anderen vertraulichen Informationen, einschließlich personenbezogener Daten, erforderlich ist, kann der Auftragsverarbeiter den Text der Vereinbarung vor der Weitergabe der Kopie schwärzen. ### (d) Der Auftragsverarbeiter bleibt gegenüber dem Verantwortlichen uneingeschränkt verantwortlich für die Erfüllung der Verpflichtungen des Unterauftragsverarbeiters gemäß dessen Vertrag mit dem Auftragsverarbeiter. Der Auftragsverarbeiter informiert den Verantwortlichen über jedes Versäumnis des Unterauftragsverarbeiters, seine vertraglichen Verpflichtungen zu erfüllen. ### (e) Der Auftragsverarbeiter vereinbart mit dem Unterauftragsverarbeiter eine Drittbegünstigtenklausel, wonach der Verantwortliche – falls der Auftragsverarbeiter faktisch verschwunden ist, rechtlich nicht mehr existiert oder zahlungsunfähig geworden ist – das Recht hat, den Vertrag mit dem Unterauftragsverarbeiter zu kündigen und den Unterauftragsverarbeiter anzuweisen, die personenbezogenen Daten zu löschen oder zurückzugeben. ## 7.8 Internationale Übermittlungen ### (a) Jede Übermittlung von Daten an ein Drittland oder eine internationale Organisation durch den Auftragsverarbeiter erfolgt ausschließlich auf Grundlage dokumentierter Weisungen des Verantwortlichen oder zur Erfüllung einer spezifischen Verpflichtung nach Unionsrecht oder dem Recht eines Mitgliedstaats, dem der Auftragsverarbeiter unterliegt, und erfolgt unter Einhaltung von Kapitel V der Verordnung (EU) 2016/679 oder der Verordnung (EU) 2018/1725. ### (b) Der Verantwortliche erklärt sich damit einverstanden, dass, wenn der Auftragsverarbeiter gemäß Klausel 7.7 einen Unterauftragsverarbeiter mit der Durchführung bestimmter Verarbeitungstätigkeiten (im Auftrag des Verantwortlichen) beauftragt und diese Verarbeitungstätigkeiten eine Übermittlung personenbezogener Daten im Sinne von Kapitel V der Verordnung (EU) 2016/679 beinhalten, der Auftragsverarbeiter und der Unterauftragsverarbeiter die Einhaltung von Kapitel V der Verordnung (EU) 2016/679 durch die Verwendung von von der Kommission gemäß Artikel 46 Absatz 2 der Verordnung (EU) 2016/679 angenommenen Standardvertragsklauseln sicherstellen können, sofern die Bedingungen für die Verwendung dieser Standardvertragsklauseln erfüllt sind. # 8 Unterstützung des Verantwortlichen ## 8.1 Der Auftragsverarbeiter informiert den Verantwortlichen unverzüglich über jede Anfrage, die er von der betroffenen Person erhalten hat. Er beantwortet die Anfrage nicht selbst, es sei denn, er wurde vom Verantwortlichen dazu ermächtigt. ## 8.2 Der Auftragsverarbeiter unterstützt den Verantwortlichen bei der Erfüllung seiner Verpflichtungen zur Beantwortung von Anfragen betroffener Personen zur Ausübung ihrer Rechte unter Berücksichtigung der Art der Verarbeitung. Bei der Erfüllung seiner Verpflichtungen gemäß Klausel 8.1 und 8.2 befolgt der Auftragsverarbeiter die Weisungen des Verantwortlichen. ## 8.3 Zusätzlich zu der Verpflichtung des Auftragsverarbeiters, den Verantwortlichen gemäß Klausel 8.2 zu unterstützen, unterstützt der Auftragsverarbeiter den Verantwortlichen ferner bei der Sicherstellung der Einhaltung der folgenden Verpflichtungen unter Berücksichtigung der Art der Datenverarbeitung und der dem Auftragsverarbeiter zur Verfügung stehenden Informationen: ### (a) der Verpflichtung zur Durchführung einer Bewertung der Auswirkungen der vorgesehenen Verarbeitungsvorgänge auf den Schutz personenbezogener Daten („Datenschutz-Folgenabschätzung“), wenn eine Art der Verarbeitung voraussichtlich ein hohes Risiko für die Rechte und Freiheiten natürlicher Personen zur Folge hat; ### (b) der Verpflichtung zur Konsultation der zuständigen Aufsichtsbehörde(n) vor der Verarbeitung, wenn aus einer Datenschutz-Folgenabschätzung hervorgeht, dass die Verarbeitung ohne vom Verantwortlichen ergriffene Maßnahmen zur Risikominderung ein hohes Risiko zur Folge hätte; ### (c) der Verpflichtung sicherzustellen, dass personenbezogene Daten sachlich richtig und auf dem neuesten Stand sind, indem der Verantwortliche unverzüglich informiert wird, wenn dem Auftragsverarbeiter bekannt wird, dass die von ihm verarbeiteten personenbezogenen Daten unrichtig geworden oder veraltet sind; ### (d) der Verpflichtungen gemäß Artikel 32 der Verordnung (EU) 2016/679. ## 8.4 Die Parteien legen in Anlage 3 die geeigneten technischen und organisatorischen Maßnahmen fest, mit denen der Auftragsverarbeiter verpflichtet ist, den Verantwortlichen bei der Anwendung dieser Klausel zu unterstützen, sowie den Umfang und das Ausmaß der erforderlichen Unterstützung. # 9 Meldung von Verletzungen des Schutzes personenbezogener Daten Im Falle einer Verletzung des Schutzes personenbezogener Daten arbeitet der Auftragsverarbeiter mit dem Verantwortlichen zusammen und unterstützt diesen dabei, seinen Verpflichtungen gemäß Artikel 33 und 34 der Verordnung (EU) 2016/679 bzw. Artikel 34 und 35 der Verordnung (EU) 2018/1725 nachzukommen, soweit anwendbar, unter Berücksichtigung der Art der Verarbeitung und der dem Auftragsverarbeiter zur Verfügung stehenden Informationen. ## 9.1 Datenschutzverletzung betreffend vom Verantwortlichen verarbeitete Daten Im Falle einer Verletzung des Schutzes personenbezogener Daten betreffend vom Verantwortlichen verarbeitete Daten unterstützt der Auftragsverarbeiter den Verantwortlichen: ### (a) bei der Meldung der Verletzung des Schutzes personenbezogener Daten an die zuständige(n) Aufsichtsbehörde(n) unverzüglich, nachdem der Verantwortliche davon Kenntnis erlangt hat, soweit relevant (es sei denn, die Verletzung des Schutzes personenbezogener Daten führt voraussichtlich nicht zu einem Risiko für die Rechte und Freiheiten natürlicher Personen); ### (b) bei der Beschaffung der folgenden Informationen, die gemäß Artikel 33 Absatz 3 der Verordnung (EU) 2016/679 in der Meldung des Verantwortlichen anzugeben sind und mindestens Folgendes umfassen müssen: #### (i) die Art der personenbezogenen Daten, einschließlich, soweit möglich, der Kategorien und der ungefähren Anzahl der betroffenen Personen sowie der Kategorien und der ungefähren Anzahl der betroffenen personenbezogenen Datensätze; #### (ii) die voraussichtlichen Folgen der Verletzung des Schutzes personenbezogener Daten; #### (iii) die vom Verantwortlichen ergriffenen oder vorgeschlagenen Maßnahmen zur Behebung der Verletzung des Schutzes personenbezogener Daten, einschließlich gegebenenfalls Maßnahmen zur Abmilderung ihrer möglichen nachteiligen Auswirkungen. Soweit und solange es nicht möglich ist, alle diese Informationen gleichzeitig bereitzustellen, enthält die Erstmeldung die zu diesem Zeitpunkt verfügbaren Informationen, und weitere Informationen werden, sobald sie verfügbar sind, anschließend unverzüglich bereitgestellt. ### (c) bei der Erfüllung der Verpflichtung gemäß Artikel 34 der Verordnung (EU) 2016/679, der betroffenen Person die Verletzung des Schutzes personenbezogener Daten unverzüglich mitzuteilen, wenn die Verletzung des Schutzes personenbezogener Daten voraussichtlich ein hohes Risiko für die Rechte und Freiheiten natürlicher Personen zur Folge hat. ## 9.2 Datenschutzverletzung betreffend vom Auftragsverarbeiter verarbeitete Daten Im Falle einer Verletzung des Schutzes personenbezogener Daten betreffend vom Auftragsverarbeiter verarbeitete Daten informiert der Auftragsverarbeiter den Verantwortlichen unverzüglich, nachdem der Auftragsverarbeiter von der Verletzung Kenntnis erlangt hat. Eine solche Mitteilung enthält mindestens: ### (a) eine Beschreibung der Art der Verletzung (einschließlich, soweit möglich, der Kategorien und der ungefähren Anzahl der betroffenen Personen und Datensätze); ### (b) die Angaben zu einer Kontaktstelle, bei der weitere Informationen über die Verletzung des Schutzes personenbezogener Daten eingeholt werden können; ### (c) die voraussichtlichen Folgen sowie die ergriffenen oder vorgeschlagenen Maßnahmen zur Behebung der Verletzung, einschließlich Maßnahmen zur Abmilderung ihrer möglichen nachteiligen Auswirkungen. Soweit und solange es nicht möglich ist, alle diese Informationen gleichzeitig bereitzustellen, enthält die Erstmeldung die zu diesem Zeitpunkt verfügbaren Informationen, und weitere Informationen werden, sobald sie verfügbar sind, anschließend unverzüglich bereitgestellt. Die Parteien legen in Anlage 3 alle weiteren Elemente fest, die der Auftragsverarbeiter bereitzustellen hat, wenn er den Verantwortlichen bei der Einhaltung der Verpflichtungen des Verantwortlichen gemäß Artikel 33 und 34 der Verordnung (EU) 2016/679 unterstützt. Abschnitt III Schlussbestimmungen # 10 Nichteinhaltung der Klauseln und Kündigung ## 10.1 Unbeschadet etwaiger Bestimmungen der Verordnung (EU) 2016/679 und/oder der Verordnung (EU) 2018/1725 kann der Verantwortliche, falls der Auftragsverarbeiter gegen seine Verpflichtungen aus diesen Klauseln verstößt, den Auftragsverarbeiter anweisen, die Verarbeitung personenbezogener Daten auszusetzen, bis dieser diese Klauseln einhält oder der Vertrag gekündigt wird. Der Auftragsverarbeiter informiert den Verantwortlichen unverzüglich, falls er aus irgendeinem Grund nicht in der Lage ist, diese Klauseln einzuhalten. ## 10.2 Der Verantwortliche ist berechtigt, den Vertrag zu kündigen, soweit er die Verarbeitung personenbezogener Daten gemäß diesen Klauseln betrifft, wenn: ### (a) die Verarbeitung personenbezogener Daten durch den Auftragsverarbeiter vom Verantwortlichen gemäß Punkt (a) ausgesetzt wurde und die Einhaltung dieser Klauseln nicht innerhalb einer angemessenen Frist und jedenfalls innerhalb eines Monats nach der Aussetzung wiederhergestellt wird; ### (b) der Auftragsverarbeiter erheblich oder dauerhaft gegen diese Klauseln oder seine Verpflichtungen gemäß der Verordnung (EU) 2016/679 und/oder der Verordnung (EU) 2018/1725 verstößt; ### (c) der Auftragsverarbeiter einer verbindlichen Entscheidung eines zuständigen Gerichts oder der zuständigen Aufsichtsbehörde(n) hinsichtlich seiner Verpflichtungen gemäß diesen Klauseln oder gemäß der Verordnung (EU) 2016/679 und/oder der Verordnung (EU) 2018/1725 nicht nachkommt. ### (d) Der Auftragsverarbeiter ist berechtigt, den Vertrag zu kündigen, soweit er die Verarbeitung personenbezogener Daten nach diesen Klauseln betrifft, wenn der Verantwortliche, nachdem der Auftragsverarbeiter ihn darüber informiert hat, dass seine Weisungen gemäß Klausel 7.1(b) gegen anwendbare gesetzliche Anforderungen verstoßen, auf der Einhaltung der Weisungen besteht. ### (e) Nach Beendigung des Vertrags löscht der Auftragsverarbeiter nach Wahl des Verantwortlichen alle im Auftrag des Verantwortlichen verarbeiteten personenbezogenen Daten und bestätigt dem Verantwortlichen, dass dies erfolgt ist, oder gibt alle personenbezogenen Daten an den Verantwortlichen zurück und löscht vorhandene Kopien, sofern nicht Unionsrecht oder das Recht eines Mitgliedstaats die Speicherung der personenbezogenen Daten verlangt. Bis zur Löschung oder Rückgabe der Daten stellt der Auftragsverarbeiter weiterhin die Einhaltung dieser Klauseln sicher. Anlage 1 Liste der Parteien Verantwortliche(r): [Identität und Kontaktdaten des/der Verantwortlichen und, sofern zutreffend, des Datenschutzbeauftragten des Verantwortlichen] 1. Name: Adresse: Name, Position und Kontaktdaten der Kontaktperson: Unterschrift und Beitrittsdatum: Auftragsverarbeiter: [Identität und Kontaktdaten des/der Auftragsverarbeiter und, sofern zutreffend, des Datenschutzbeauftragten des Auftragsverarbeiters] flair.hr GmbH c/o The BYRO Müllerstrasse 27 80469 München Datenschutzbeauftragter (DSB): Evgenii Pavlov, pavlov@flair.hr Unterschrift und Beitrittsdatum: Anlage 2 Beschreibung der Verarbeitung 1 Kategorien betroffener Personen, deren personenbezogene Daten verarbeitet werden flair HR verarbeitet Daten im Zusammenhang mit Unternehmensmitarbeitenden. Unternehmensmitarbeitende umfassen typischerweise die folgenden Beschäftigungsklassifikationen: (a) Mitarbeitende (b) Freelancer (c) Zeitarbeitskräfte / Gelegenheitsbeschäftigte (d) Trainees/Auszubildende (e) Werkstudierende / arbeitende Studierende (f) Leiharbeitnehmende 2 Kategorien verarbeiteter personenbezogener Daten 2.1 Im Allgemeinen handelt es sich bei den zu verarbeitenden personenbezogenen Daten um die Daten, die der Arbeitgeber im Rahmen eines Beschäftigungsverhältnisses speichert und/oder verarbeitet. Die verarbeiteten Daten variieren je nachdem, welche Daten der Kunde in das System eingibt. Typischerweise werden die folgenden Kategorien personenbezogener Daten verarbeitet: (a) Grundlegende personenbezogene Daten (z. B. Vorname, Nachname, Geschlecht, Geburtsdatum, Geburtsort, persönliche Identifikationsnummer, Staatsangehörigkeit usw.) (b) Daten zu persönlichen/beruflichen Umständen und Merkmalen (i) Daten zum Ehepartner, zu Kindern und zum Familienstand der betroffenen Person, Porträtfoto usw. (c) Kontaktdaten (z. B. Privatadresse, E-Mail-Adresse, Telefonnummer, Mobiltelefonnummer) (d) Daten im Zusammenhang mit Online-Aktivitäten (Login-Daten, IP-Adressen und andere Metadaten) (e) Vertragsdaten (z. B. Vertragsverhältnis, Produktinteressen, Vertragsinteressen, gekaufte Produkte, Datum des Kaufvertrags, Kaufpreis) (f) Vertrags-, Abrechnungs- und Zahlungsdaten (g) Nutzungsdaten (h) Daten im Zusammenhang mit Planung und Projektmanagement (i) Besondere Kategorien personenbezogener Daten, einschließlich: (i) personenbezogene Daten, aus denen die rassische oder ethnische Herkunft, politische Meinungen, religiöse oder weltanschauliche Überzeugungen oder die Gewerkschaftszugehörigkeit hervorgehen, genetische Daten, biometrische Daten (Fingerabdrücke, Spracherkennungsdaten, Iris-Scans usw.), Gesundheitsdaten sowie Daten zum Sexualleben und zur sexuellen Orientierung einer Person (j) Offenlegte Informationen (von Dritten wie Auskunfteien oder öffentlichen Verzeichnissen) (k) Empfänger und Absender von Nachrichten, die an den Kunden gerichtet sind oder vom Kunden gesendet werden (l) Login-Daten für Kundensysteme (m) Live-Daten aus Kundensystemen (Produktionsdaten) (n) Kunden-Logdateien (Namen von Nutzern von IT-Systemen und Anwendungen sowie IP-Adressen) (o) Alle sonstigen Daten, die gemäß der eigenen Konfiguration des Kunden erhoben werden 2.2 Die Kategorien betroffener Personen umfassen: (a) Mitarbeitende des Kunden (b) Kontakte des Auftragsverarbeiters, die dem Kunden zugeordnet werden können (jede natürliche Person, die nicht unter die Definition von Mitarbeitenden fällt, wie Mitarbeitende von Partnerunternehmen, z. B. Mitarbeitende eines Lieferanten, Dienstleisters, Joint Ventures oder einer Zeitarbeitsagentur, sowie Konzernmitarbeitende, also Mitarbeitende eines anderen Konzernunternehmens) (c) Empfänger und Absender von Nachrichten, die an den Kunden gerichtet sind oder vom Kunden gesendet werden (d) Kinder (gemäß der Definition des anwendbaren nationalen Rechts) 2.3 Verarbeitete sensible Daten (falls zutreffend) und angewandte Beschränkungen oder Schutzmaßnahmen, die die Art der Daten und die damit verbundenen Risiken vollständig berücksichtigen, wie beispielsweise strenge Zweckbindung, Zugriffsbeschränkungen (einschließlich Zugriff nur für Personal, das eine spezielle Schulung absolviert hat), Führung eines Zugriffsprotokolls, Beschränkungen für Weiterübermittlungen oder zusätzliche Sicherheitsmaßnahmen Nicht anwendbar. 2.4 Art der Verarbeitung Daten werden über die flair HR App in der Salesforce-Instanz des Kunden erhoben, verarbeitet und gespeichert. Die Konfiguration und Lizenzzuweisung definiert eindeutig, auf welche Daten jeder Nutzer zugreifen kann. Der Zugriff auf Daten kann im System so eingeschränkt werden, dass nur autorisierte Nutzer Daten verwenden, abfragen, analysieren, sichern, anzeigen und löschen können. 2.5 Zweck(e), für die die personenbezogenen Daten im Auftrag des Verantwortlichen verarbeitet werden flair HR ist eine auf der Salesforce-Plattform aufgebaute HR-Softwarelösung, die eine benutzerfreundliche Oberfläche für HR-Management und Recruiting bietet. flair HR eignet sich für Unternehmen jeder Größe und jeden Arbeitsstils. Es hilft, HR-Prozesse zu verbessern, einschließlich Bewerbermanagement, Zeiterfassung, Abwesenheitsmanagement, Dokumentenmanagement, digitale Personalakten, Vorbereitung der Lohn- und Gehaltsabrechnung, Employee Self-Service, Feedback-Zyklen, Leistungsbeurteilungen und Mitarbeiterbefragungen. 2.6 Dauer der Verarbeitung Die Dauer der Verarbeitung richtet sich nach der Laufzeit des SaaS-Vertrags (wie dort definiert) zwischen dem Verantwortlichen und dem Auftragsverarbeiter, der auf Grundlage der Allgemeinen Geschäftsbedingungen für SaaS von flair.hr geschlossen wurde. 2.7 Gegenstand der Verarbeitung Der Gegenstand der Verarbeitung richtet sich nach dem SaaS-Vertrag zwischen dem Verantwortlichen und dem Auftragsverarbeiter über die Nutzung der SaaS-Lösung, die vom Auftragsverarbeiter für den Verantwortlichen bereitgestellt wird. Die SaaS-Lösung ist eine auf der Salesforce-Plattform aufgebaute HR-Softwarelösung, die eine benutzerfreundliche Oberfläche für HR-Management und Recruiting bietet. Die SaaS-Lösung eignet sich für Unternehmen jeder Größe und jeden Arbeitsstils und hilft, HR-Prozesse zu verbessern, einschließlich Bewerbermanagement, Zeiterfassung, Abwesenheitsmanagement, Dokumentenmanagement, digitale Personalakten, Vorbereitung der Lohn- und Gehaltsabrechnung, Employee Self-Service, Feedback-Zyklen, Leistungsbeurteilungen und Mitarbeiterbefragungen. 2.8 Die folgenden vom Auftragsverarbeiter auszuführenden Aufgaben sind umfasst: (a) flair.hr hat nur Zugriff auf die Daten des Kunden, wenn flair.hr GmbH Support-Nutzerzugriff gewährt wird. Der Support-Nutzerzugriff kann vom Kunden jederzeit widerrufen werden. (b) flair.hr bietet Onboarding- und technische Einrichtungsdienste an, die einen vorübergehenden Zugriff auf Daten erfordern. Ein Beispiel für einen solchen Dienst ist das Hochladen von Daten in die flair HR App. Anlage 3 Technische und organisatorische Maßnahmen Diese Anlage 3 beschreibt die vom Auftragsverarbeiter im Zusammenhang mit der Verarbeitung personenbezogener Daten umgesetzten technischen und organisatorischen Maßnahmen 1 Datenschutz- und Datensicherheitskonzept 1.1 Der folgende Maßnahmenkatalog beschreibt die einzelnen technischen und organisatorischen Maßnahmen, die im Rahmen der vom Auftragsverarbeiter durchgeführten Datenverarbeitungstätigkeiten gemäß Art. 24 Abs. 1 EU-DSGVO zu treffen sind. Die DSGVO verlangt von Unternehmen, die Verarbeitung personenbezogener Daten durch geeignete technische und organisatorische Maßnahmen zu sichern und personenbezogene Daten, soweit möglich, zu anonymisieren oder zu pseudonymisieren. Die getroffenen Maßnahmen müssen das Risiko der jeweiligen Datenverarbeitungstätigkeiten berücksichtigen und dem aktuellen Stand der Technik entsprechen. Der Auftragsverarbeiter erfüllt diese Anforderungen durch das wirksame Zusammenspiel von Datenschutzmanagement und Informationssicherheitsmanagement und hat geeignete Maßnahmen zum Schutz der Verarbeitung personenbezogener Daten getroffen. Diese Datenschutzgrundsätze sind ebenfalls sorgfältig zu berücksichtigen: Verfügbarkeit, Vertraulichkeit, Integrität und Belastbarkeit. Die Datenschutzgrundsätze beruhen auf den folgenden für die Informationssicherheit relevanten Definitionen: 1.2 Vertraulichkeit: Daten, Informationen und Programme werden vor unbefugtem Zugriff und unbefugter Offenlegung geschützt. Integrität: Der Begriff Integrität bezieht sich auf die Richtigkeit der verarbeiteten Informationen und Daten. 1.3 Verfügbarkeit: Der Begriff Verfügbarkeit bezieht sich auf die Funktionsfähigkeit und Wiederauffindbarkeit von Informationen, Daten, Anwendungen und Systemen. Belastbarkeit: Als besonderer Aspekt der Verfügbarkeit ist Belastbarkeit die Anforderung, dass Systeme so widerstandsfähig wie möglich gestaltet sein müssen, auch im Falle einer Störung, eines Fehlers oder einer Überlastung. 2 Sicherheit der physischen Infrastruktur 2.1 Standort / Geschäftsräume (a) Die Räumlichkeiten des Auftragsverarbeiters sind von öffentlichen Bereichen getrennt durch: (i) Abschließbare Tür (ii) Separate Büros in einem Gebäudekomplex (b) Es befinden sich keine anderen Parteien im Gebäude, die Zugang zu den Geschäftsräumen haben. (c) Ein Zutrittskontrollsystem wird verwendet, um den Zutritt zu Räumen zu beschränken, in denen personenbezogene Daten verarbeitet werden. Die Räumlichkeiten des Auftragsverarbeiters oder Teile davon werden durch einen Pförtner oder Sicherheitsdienst gesichert. (d) Die Räumlichkeiten des Auftragsverarbeiters sind mit einer Alarmanlage gesichert. (e) Besucher werden wie folgt registriert: (i) Besucherausweise (ii) Besucherregister (iii) Empfang (f) Räume mit Zugang zu personenbezogenen Daten sind abschließbar. (g) Personenbezogene Daten sind in öffentlichen Bereichen nicht zugänglich. (h) Bereiche, in denen die Verarbeitung besonderer Kategorien von Daten (z. B. Bewerber-/Gesundheitsdaten) stattfindet, sind räumlich von anderen Arbeitsplätzen getrennt. 3 Serversysteme 3.1 Serverinfrastruktur Es werden virtualisierte Server verwendet. 4 Netzwerkstruktur 4.1 Netzwerkarchitektur (a) Das WLAN ist wie folgt verschlüsselt: (i) WPA 3 (b) Es besteht eine Client/Server-Segmentierung. (c) Es besteht eine Trennung zwischen „Internet/öffentlichem Netzwerk“. 4.2 Remote-Netzwerkzugriff (a) Beim Auftragsverarbeiter werden dem Stand der Technik entsprechende Netzwerkgeräte (Hubs, Switches) verwendet. (b) Für den Remote-Zugriff auf das Unternehmensnetzwerk werden sichere Verfahren verwendet. (c) Die folgenden sicheren Verfahren für den Remote-Zugriff werden verwendet: (i) SSH (Secure Shell) (d) Der Remote-Zugriff ist wie folgt gesichert: (i) Benutzername und Passwort 5 Geschäftskontinuität 5.1 Wiederherstellbarkeit (a) Datensicherungen der relevanten Systeme werden regelmäßig durchgeführt. (b) Für die Durchführung von Backups sind verantwortlich: (i) Cloud-Anbieter (ii) Externer Dienstleister (c) Die Wiederherstellungsoptionen umfassen die folgenden Bereiche: (i) Protokolldaten (ii) Konfigurationen (Einstellungen und Freigaben) (iii) Daten (iv) Benutzerkonten (d) Im Unternehmen wird die folgende Art der Datensicherung durchgeführt: (i) Inkrementelles Backup (e) Im Unternehmen des Auftragsverarbeiters werden Sicherungen in einem separaten Brandabschnitt aufbewahrt. (f) Im Unternehmen des Auftragsverarbeiters werden Datensicherungsverfahren regelmäßig getestet und bei Bedarf angepasst. (g) Im Unternehmen des Auftragsverarbeiters werden Backups verschlüsselt gespeichert. 5.2 Notfallvorsorge (a) Die verantwortlichen Personen wurden benannt und sensibilisiert. (b) Administratorzugänge wurden für Notfälle im Unternehmen hinterlegt. (c) Im Unternehmen des Auftragsverarbeiters wird der Zugriff auf die hinterlegten Administratorzugänge protokolliert. 6 Endgeräte 6.1 Client-Struktur und Verwaltung (a) Der Auftragsverarbeiter verfügt über einen dokumentierten Prozess zur Ausgabe von unternehmenseigenen Gegenständen an Mitarbeitende. (b) Der Auftragsverarbeiter stellt sicher, dass alle unternehmenseigenen Gegenstände mit Bezug zu personenbezogenen Daten von einer ausscheidenden Person zurückgefordert werden. Geräte werden über ein geregeltes Wiedereingliederungsmanagement zur weiteren Nutzung an das IT-Inventar zurückgeführt. 6.2 Verwaltung von Speichermedien (a) Der Auftragsverarbeiter verfügt über ein Test- und Freigabeverfahren für Mobiltelefon-/Tablet-Computer-Anwendungen. (b) Im Unternehmen des Auftragsverarbeiters sind Nutzer tragbarer Geräte verpflichtet, diese angemessen aufzubewahren (z. B. in einem abschließbaren Behälter). (c) Diese Endgeräte verfügen über Zugriffssperren. (d) Im Unternehmen des Auftragsverarbeiters bestehen komplexe Zugriffssperren für die verwendeten tragbaren Endgeräte. (e) Im Unternehmen des Auftragsverarbeiters werden Speichermedien (einschließlich Papierakten) regelmäßig entsorgt. 7 Datenübermittlungen 7.1 Datenübermittlungen & Kommunikation (a) Die folgenden Verschlüsselungsmethoden werden für den Versand von E-Mails verwendet: (i) Im Unternehmen des Auftragsverarbeiters werden E-Mails während der Übertragung mit geeigneten Verfahren/Protokollen (SSL/TLS) verschlüsselt. (b) Im Unternehmen des Auftragsverarbeiters werden archivierte E-Mails verschlüsselt gespeichert. (c) Einzelne Datenobjekte, wie Container, Ordner oder einzelne Dateien (Datei- und Ordnerverschlüsselung), werden vor der Datenübermittlung verschlüsselt. 8 Personal 8.1 Sensibilisierung der Mitarbeitenden (a) Sensibilisierung der Mitarbeitenden für den Umgang mit externen Parteien. (b) Relevante Informationsrichtlinien und Handlungsempfehlungen sind für Mitarbeitende im Unternehmen leicht auffindbar. (c) IT-Personal und Administratoren werden im Unternehmen des Auftragsverarbeiters für Datenschutz sensibilisiert und geschult. 8.2 Berechtigungsmanagement (a) Im Unternehmen des Auftragsverarbeiters werden Zugriffs- und Zutrittsberechtigungen auf Grundlage der Funktion der zugriffs- oder zutrittsberechtigten Person vergeben. (b) Der Auftragsverarbeiter verfügt über einen Prozess zur Rollentrennung, um miteinander in Konflikt stehende Berechtigungen zu vermeiden. (c) Im Unternehmen des Auftragsverarbeiters wird sichergestellt, dass alle Zugriffsberechtigungen und Zugangsberechtigungen einer ausscheidenden Person unverzüglich gesperrt und gegebenenfalls gelöscht werden. (d) Im Unternehmen des Auftragsverarbeiters werden Zugriffsberechtigungen bei längeren Abwesenheiten vorübergehend gesperrt. (e) Für alle IT-Systeme und IT-Netzwerke im Unternehmen wurden Administratoren und deren Stellvertretungen benannt. (f) Im Unternehmen werden spezielle Administratorkonten verwendet. (g) Im Unternehmen des Auftragsverarbeiters werden die Aktivitäten innerhalb der Administratorkonten protokolliert. 8.3 Authentifizierungsverfahren (a) Im Unternehmen des Auftragsverarbeiters wird ein Passwortmanager verwendet. (b) Passwortmanager sollten einen angemessenen Sicherheitsstandard bieten (z. B. durch ausreichende Verschlüsselung), um sie konform und angemessen einsetzen zu können. (c) Im Unternehmen des Auftragsverarbeiters wird Multifaktor-Authentifizierung verwendet. (d) Im Unternehmen des Auftragsverarbeiters wird ein Single-Sign-On-Verfahren für die Anmeldung verwendet. (e) Im Unternehmen des Auftragsverarbeiters wird Multifaktor-Authentifizierung für die Anmeldung über Single Sign-On verwendet. (f) Im Unternehmen des Auftragsverarbeiters werden einzelnen Nutzern von IT-Systemen, die personenbezogene Daten verarbeiten, eindeutige Kennungen zugewiesen. (g) Im Unternehmen des Auftragsverarbeiters existieren keine unverschlüsselten Passwortlisten. 9 Organisation 9.1 Kontrolle von Unterauftragnehmern (a) Mit allen Dienstleistern, die einen Teil der Verarbeitung personenbezogener Daten auf Weisung des Auftragsverarbeiters durchführen, wurde ein Auftragsverarbeitungsvertrag geschlossen. (b) Weisungen zur Verarbeitung personenbezogener Daten werden an (Unter-)Auftragsverarbeiter nur schriftlich erteilt. 9.2 Softwareauswahl und -entwicklung (a) Im Unternehmen des Auftragsverarbeiters sind Produktiv- und Entwicklungs-/Testsysteme voneinander getrennt. (b) Im Unternehmen des Auftragsverarbeiters ist der Zugriff auf den Quellcode bei der Softwareentwicklung eingeschränkt. (c) Der Auftragsverarbeiter hat ein Berechtigungskonzept in den Test- und Entwicklungsumgebungen implementiert. (d) Die Software gewährleistet Mandantenfähigkeit. (e) In Test- und Entwicklungsumgebungen werden keine echten Nutzerdaten verwendet. (f) Beim Auftragsverarbeiter wird Software regelmäßig aktualisiert und Schwachstellen werden behoben. (g) Beim Auftragsverarbeiter werden Standardsoftware und Updates nur aus vertrauenswürdigen Quellen bezogen. 9.3 Sonstige organisatorische Maßnahmen (a) Es besteht ein Verfahren zur regelmäßigen Überprüfung, Bewertung und Evaluierung der Wirksamkeit der technischen und organisatorischen Maßnahmen. Im Unternehmen des Auftragsverarbeiters ist es möglich, personenbezogene Daten auf Anfrage einzuschränken und zu löschen. (b) Jede Verarbeitung personenbezogener Daten wird im Unternehmen protokolliert. Anlage 4 Liste der Unterauftragsverarbeiter Der Verantwortliche hat den Einsatz der folgenden Unterauftragsverarbeiter genehmigt: Unterauftragsverarbeiter (Name der Einrichtung, Adresse) Kategorien verarbeiteter Daten Anwendbarer Dienst (Verarbeitungsschritte / Zweck der Unterverarbeitung) ## Standort des Unterauftragsverarbeiters Salesforce.com Je nach Konfiguration des Kunden alle in Artikel 9 DSGVO aufgeführten Kategorien HRMS-Hosting Frankfurt AWS Je nach Konfiguration des Kunden alle in Artikel 9 DSGVO aufgeführten Kategorien Hosting des Mitarbeiterportals Frankfurt Yousign SAS Je nach Konfiguration des Kunden alle in Artikel 9 DSGVO aufgeführten Kategorien Nutzung von E-Signaturen Amazon Web Services EMA SARL (Frankreich) Textkernel BV Je nach Konfiguration des Kunden alle in Artikel 9 DSGVO aufgeführten Kategorien CV Parsing - Auswertung des Lebenslaufs und der Daten eines Kandidaten Amazon Web Services EMA SARL (Frankreich) Delighted Je nach Konfiguration des Kunden alle in Artikel 9 DSGVO aufgeführten Kategorien Feedback- und Umfrage-Tool Frankfurt Salesforce.com Erika-Mann-Str. 31 - 80636 - München Salesforce-Seite zur DSGVO-Konformität AWS Germany - Amazon Web Services Krausenstraße 38, 10117 Berlin DSGVO-Konformität bei der Nutzung von AWS-Diensten Delighted LLC 333 W. River Park Drive, Provo, UT 84604, Vereinigte Staaten von Amerika Delighted Datenschutzerklärung --- ## SaaS-Bestellformular URL: https://flair.hr/de/legal/flair-order-form-saas > SaaS-Bestellformular von flair.hr: Vorlage für die Bestellung der SaaS-Lösung, mit der auf Basis der AGB für SaaS ein verbindlicher Vertrag entsteht. # Bestellformular für die flair.hr SaaS-Lösung flair.hr flair.hr GmbH c/o The BYRO Müllerstrasse 27 80469 München Kunde [Name des Kunden] [Adresse] Dieses Bestellformular enthält die Bestellung des oben genannten Kunden an flair.hr hinsichtlich der Bereitstellung der folgenden SaaS-Lösungen durch flair.hr. Dieses Bestellformular stellt ein verbindliches Angebot des Kunden dar. Die Annahme dieses Bestellformulars sowie aller diesem Bestellformular beigefügten oder darin referenzierten Dokumente durch flair.hr stellt einen rechtsverbindlichen SaaS-Vertrag zwischen flair.hr und dem Kunden auf Grundlage der Allgemeinen Geschäftsbedingungen für SaaS von flair.hr dar. In diesem Bestellformular verwendete großgeschriebene Begriffe haben die ihnen in den Allgemeinen Geschäftsbedingungen für SaaS von flair.hr zugewiesene Bedeutung. Mit Ausstellung dieses Bestellformulars erklären Sie sich damit einverstanden, die Gebühren für die nachstehend angegebenen und referenzierten Leistungen zu zahlen, und stimmen ferner den Allgemeinen Geschäftsbedingungen für SaaS sowie allen Anlagen, Anhängen, Beilagen, Verzeichnissen und sonstigen Dokumenten zu, die diesem Bestellformular oder den Allgemeinen Geschäftsbedingungen für SaaS von flair.hr beigefügt sind. Leistungen: Bitte auswählen Lizenz Zusätzlich geltende Bestimmungen flair.hr Plattform Leistungsbeschreibung Service-Level-Vereinbarung flair.hr Recruiting Leistungsbeschreibung Service-Level-Vereinbarung (…) Leistungsbeschreibung Service-Level-Vereinbarung (…) Leistungsbeschreibung Service-Level-Vereinbarung (…) Leistungsbeschreibung Service-Level-Vereinbarung Preise/Gebühren: Lizenz Preis (Nutzer/Monat) Menge Rabatt Preis (Nutzer/Monat) Gesamtbetrag Laufzeit Die Anfängliche Laufzeit beträgt: [… Monate/Jahre] Die Anfängliche Laufzeit beginnt an folgendem Datum (Wirksamkeitsdatum): [TT.MM.JJJJ] Zusätzliche Bestimmungen Anhänge und Verweise Unterschriften Kunde: Datum: _______________ _____________________________ Name: […] Titel: […] [Name des Unternehmens] flair.hr: Datum: _______________ _____________________ Name: […] Titel: […] flair.hr GmbH --- ## Impressum URL: https://flair.hr/de/legal/imprint > Impressum und Datenschutzerklärung der flair.hr GmbH mit Sitz in München: Angaben zu Anbieter, Vertretung, Handelsregister und Datenverarbeitung. # Rechtliche Hinweise & Datenschutzerklärung (English) ## Rechtliche Hinweise **flair.hr GmbH** Müllerstraße 27 80469 München Deutschland **Vertreten durch die Geschäftsführer:** Evgenii Pavlov Romain Le Quéré **Kontakt:** E-Mail: hello@flair.hr Website: https://flair.hr **Handelsregister:** Amtsgericht München Handelsregisternummer: HRB 248644 ****Handelsregister:** Amtsgericht München Handelsregisternummer: HRB 248644** DE323800870 **Sitz der Gesellschaft:** München, Deutschland **Inhaltlich verantwortlich gemäß § 18 Abs. 2 MStV:** Evgenii Pavlov & Romain Le Quéré, (Anschrift wie oben) ## Datenschutzerklärung ### 1. Verantwortlicher flair.hr GmbH Müllerstraße 27 80469 München, Deutschland E-Mail: hello@flair.hr ### 2. Allgemeine Informationen Wir verarbeiten personenbezogene Daten nur, soweit dies zur Bereitstellung und Verbesserung unserer Website und Dienstleistungen erforderlich ist. ### 3. Beim Besuch erhobene Daten Beim Besuch unserer Website werden automatisch folgende Daten erfasst: - IP-Adresse - Datum und Uhrzeit des Zugriffs - Browsertyp und -version - Betriebssystem - Referrer-URL Diese Daten dienen der Sicherstellung der Funktionalität, Sicherheit und Stabilität unserer Website. ### 4. Cookies Wir verwenden Cookies, um die Benutzerfreundlichkeit zu verbessern. Sie können Cookies jederzeit in den Einstellungen Ihres Browsers verwalten oder deaktivieren. ### 5. Kontakt per E-Mail Wenn Sie uns per E-Mail kontaktieren, werden die von Ihnen übermittelten Daten zur Bearbeitung Ihrer Anfrage gespeichert. ### 6. Rechtsgrundlagen Die Verarbeitung erfolgt auf Basis von: - Art. 6 Abs. 1 lit. b DSGVO – Vertragserfüllung - Art. 6 Abs. 1 lit. f DSGVO – berechtigtes Interesse ### 7. Ihre Rechte Sie haben das Recht auf: - Auskunft (Art. 15 DSGVO) - Berichtigung (Art. 16 DSGVO) - Löschung (Art. 17 DSGVO) - Einschränkung der Verarbeitung (Art. 18 DSGVO) - Widerspruch (Art. 21 DSGVO) - Datenübertragbarkeit (Art. 20 DSGVO) Zur Ausübung Ihrer Rechte kontaktieren Sie bitte: hello@flair.hr ### 8. Dritte & Auftragsverarbeiter Sofern externe Dienstleister (z. B. Hosting-Anbieter) eingesetzt werden, erfolgt dies auf Grundlage von Auftragsverarbeitungsverträgen gemäß Art. 28 DSGVO. ### 9. Änderungen Wir behalten uns vor, diese Datenschutzerklärung bei rechtlichen oder technischen Änderungen anzupassen. --- ## Datenschutzerklärung URL: https://flair.hr/de/legal/privacy-policy > Datenschutzerklärung von flair: Informationen zum Verantwortlichen, zur Datenverarbeitung auf der Website, zu Cookies, Newsletter und Ihren Rechten. # Datenschutzerklärung Inhaltsverzeichnis I. Identität und Kontaktdaten des Verantwortlichen II. Kontaktdaten des Datenschutzbeauftragten III. Allgemeine Informationen zur Datenverarbeitung IV. Rechte der betroffenen Person V. Bereitstellung der Website und Erstellung von Logfiles VI. Verwendung von Cookies VII. Newsletter VIII. Kontaktaufnahme per E-Mail IX. Kontaktformular X. Bewerbung per E-Mail und Bewerbungsformular XI. Unternehmensauftritte in sozialen Netzwerken XII. Nutzung von Unternehmensprofilen in beruflich orientierten Netzwerken XIII. Hosting XIV. Content Delivery Networks XV. Nutzung von Plugins XVI. Einbindung von Plugins über externe Dienstleister I. Identität und Kontaktdaten des Verantwortlichen Der Verantwortliche im Sinne der Datenschutz-Grundverordnung (DSGVO) der Europäischen Union und anderer Datenschutzvorschriften ist: flair.hr GmbHMüllerstrasse 2780469 MünchenDeutschland +49 1515 7957797privacy@flair.hrhttps://flair.hr II. Kontaktdaten des Datenschutzbeauftragten Der benannte Datenschutzbeauftragte ist: DataCo GmbHDachauer Str. 6580335 MünchenDeutschland +49 89 7400 45840www.dataguard.de III. Allgemeine Informationen zur Datenverarbeitung 1. Umfang der Verarbeitung personenbezogener Daten Grundsätzlich verarbeiten wir personenbezogene Daten unserer Nutzer nur, soweit dies zur Bereitstellung einer funktionsfähigen Website mit unseren Inhalten und Leistungen erforderlich ist. Die regelmäßige Verarbeitung personenbezogener Daten erfolgt nur mit Einwilligung des Nutzers. Ausnahmen gelten in Fällen, in denen eine vorherige Einwilligung aus technischen Gründen nicht eingeholt werden kann und die Verarbeitung der Daten gesetzlich erlaubt ist. 2. Rechtsgrundlage für die Datenverarbeitung Soweit eine Einwilligung für die Verarbeitung personenbezogener Daten erforderlich ist, dient Art. 6 Abs. 1 S. 1 lit. a DSGVO als Rechtsgrundlage für die Einholung der Einwilligung der betroffenen Person zur Verarbeitung ihrer Daten. Für die Verarbeitung personenbezogener Daten, die zur Erfüllung eines Vertrags erforderlich ist, dessen Vertragspartei die betroffene Person ist, dient Art. 6 Abs. 1 S. 1 lit. b DSGVO als Rechtsgrundlage. Dies gilt auch für Verarbeitungsvorgänge, die zur Durchführung vorvertraglicher Maßnahmen erforderlich sind. Ist die Verarbeitung personenbezogener Daten zur Erfüllung einer rechtlichen Verpflichtung erforderlich, der unser Unternehmen unterliegt, dient Art. 6 Abs. 1 S. 1 lit. c DSGVO als Rechtsgrundlage. Erfordern lebenswichtige Interessen der betroffenen Person oder einer anderen natürlichen Person die Verarbeitung personenbezogener Daten, dient Art. 6 Abs. 1 S. 1 lit. d DSGVO als Rechtsgrundlage. Ist die Verarbeitung von Daten zur Wahrung der berechtigten Interessen unseres Unternehmens oder eines Dritten erforderlich und überwiegen die Grundrechte und Grundfreiheiten der betroffenen Person diese Interessen nicht, dient Art. 6 Abs. 1 S. 1 lit. f DSGVO als Rechtsgrundlage für die Verarbeitung der Daten. 3. Datenlöschung und Speicherdauer Die personenbezogenen Daten der betroffenen Person werden gelöscht oder eingeschränkt, sobald der Zweck ihrer Speicherung erreicht wurde. Eine darüber hinausgehende Speicherung kann erfolgen, wenn dies durch den europäischen oder nationalen Gesetzgeber in EU-Verordnungen, Gesetzen oder sonstigen einschlägigen Vorschriften, denen der Verantwortliche unterliegt, vorgesehen ist. Eine Einschränkung oder Löschung der Daten erfolgt auch dann, wenn eine durch die genannten Normen vorgeschriebene Speicherfrist abläuft, es sei denn, es besteht die Notwendigkeit einer weiteren Speicherung der Daten zum Zweck des Abschlusses oder der Erfüllung des jeweiligen Vertrags. IV. Rechte der betroffenen Person Werden Ihre personenbezogenen Daten verarbeitet, sind Sie betroffene Person im Sinne der DSGVO und haben folgende Rechte: 1. Auskunftsrecht (Art. 15 DSGVO) Sie können von dem Verantwortlichen eine Bestätigung darüber verlangen, ob personenbezogene Daten, die Sie betreffen, von diesem verarbeitet werden. Liegt eine solche Verarbeitung vor, können Sie von dem Verantwortlichen folgende Informationen verlangen: 1. Zwecke der Verarbeitung 2. Kategorien personenbezogener Daten, die verarbeitet werden. 3. Empfänger oder Kategorien von Empfängern, gegenüber denen die personenbezogenen Daten offengelegt wurden oder noch offengelegt werden. 4. Geplante Speicherdauer oder die Kriterien für die Festlegung dieser Dauer 5. Bestehen der Rechte auf Berichtigung, Löschung oder Einschränkung oder Widerspruch. 6. Bestehen des Rechts auf Beschwerde bei einer Aufsichtsbehörde. 7. Gegebenenfalls Herkunft der Daten, wenn diese bei einem Dritten erhoben wurden. 8. Gegebenenfalls Bestehen einer automatisierten Entscheidungsfindung einschließlich Profiling mit aussagekräftigen Informationen über die involvierte Logik, die Tragweite und die zu erwartenden Auswirkungen. 9. Gegebenenfalls Übermittlung personenbezogener Daten an ein Drittland oder eine internationale Organisation. 2. Recht auf Berichtigung (Art. 16 DSGVO) Sie haben ein Recht auf Berichtigung und/oder Änderung der Daten, wenn Ihre verarbeiteten personenbezogenen Daten unrichtig oder unvollständig sind. Der Verantwortliche muss die Daten unverzüglich berichtigen 3. Recht auf Einschränkung der Verarbeitung (Art. 18 DSGVO) Sie können unter folgenden Voraussetzungen die Einschränkung der Verarbeitung Ihrer personenbezogenen Daten verlangen: 1. Wenn Sie die Richtigkeit Ihrer personenbezogenen Daten für einen Zeitraum bestreiten, der es dem Verantwortlichen ermöglicht, die Richtigkeit Ihrer personenbezogenen Daten zu überprüfen. 2. Die Verarbeitung ist unrechtmäßig, und Sie lehnen die Löschung der personenbezogenen Daten ab und verlangen stattdessen die Einschränkung ihrer Nutzung. 3. Der Verantwortliche oder sein Vertreter benötigt die personenbezogenen Daten für die Zwecke der Verarbeitung nicht länger, Sie benötigen sie jedoch zur Geltendmachung, Ausübung oder Verteidigung von Rechtsansprüchen; oder 4. Wenn Sie Widerspruch gegen die Verarbeitung eingelegt haben und noch nicht feststeht, ob die berechtigten Interessen des Verantwortlichen Ihre Interessen überwiegen. 4. Recht auf Löschung („Recht auf Vergessenwerden“) (Art. 17 DSGVO) Wenn Sie von dem Verantwortlichen verlangen, Ihre personenbezogenen Daten unverzüglich zu löschen, ist dieser verpflichtet, dies unverzüglich zu tun, wenn einer der folgenden Gründe zutrifft: 1. Die Sie betreffenden personenbezogenen Daten sind für die Zwecke, für die sie erhoben oder verarbeitet wurden, nicht mehr erforderlich. 2. Sie widerrufen Ihre Einwilligung, auf der die Verarbeitung beruht, und es fehlt an einer anderweitigen Rechtsgrundlage für die Verarbeitung der Daten. 3. Sie legen Widerspruch gegen die Verarbeitung der Daten ein und es liegen keine vorrangigen berechtigten Gründe für die Verarbeitung mehr vor, oder Sie legen Widerspruch gemäß Art. 21 Abs. 2 DSGVO ein. 4. Ihre personenbezogenen Daten wurden unrechtmäßig verarbeitet. 5. Die personenbezogenen Daten müssen gelöscht werden, um einer rechtlichen Verpflichtung nach dem Unionsrecht oder dem Recht der Mitgliedstaaten nachzukommen, dem der Verantwortliche unterliegt. 6. Ihre personenbezogenen Daten wurden in Bezug auf angebotene Dienste der Informationsgesellschaft gemäß Art. 8 Abs. 1 DSGVO erhoben. Das Recht auf Löschung besteht nicht, wenn die Verarbeitung erforderlich ist 1. zur Ausübung des Rechts auf freie Meinungsäußerung und Information; 2. zur Erfüllung einer rechtlichen Verpflichtung, die nach dem Recht der Union oder der Mitgliedstaaten erforderlich ist, dem der Verantwortliche unterliegt, oder zur Wahrnehmung einer Aufgabe, die im öffentlichen Interesse liegt oder in Ausübung öffentlicher Gewalt erfolgt, die dem Vertreter übertragen wurde. 3. aus Gründen des öffentlichen Interesses im Bereich der öffentlichen Gesundheit. 4. für im öffentlichen Interesse liegende Archivzwecke, wissenschaftliche oder historische Forschungszwecke oder für statistische Zwecke. 5. zur Geltendmachung, Ausübung oder Verteidigung von Rechtsansprüchen. 5. Recht auf Datenübertragbarkeit Sie haben das Recht, Ihre personenbezogenen Daten, die Sie dem Verantwortlichen bereitgestellt haben, in einem strukturierten und maschinenlesbaren Format zu erhalten. Darüber hinaus haben Sie das Recht, diese Daten ohne Behinderung durch den Verantwortlichen, dem die Daten ursprünglich bereitgestellt wurden, an eine andere Person zu übermitteln, wenn: 6. Widerspruchsrecht Aus Gründen, die sich aus Ihrer besonderen Situation ergeben, haben Sie jederzeit das Recht, gegen die Verarbeitung Ihrer personenbezogenen Daten gemäß Art. 6 Abs. 1 S. 1 lit. e oder Art. 6 Abs. 1 S. 1 lit. f DSGVO Widerspruch einzulegen; dies gilt auch für ein auf diese Bestimmungen gestütztes Profiling. Werden die Sie betreffenden personenbezogenen Daten zum Zwecke der Direktwerbung verarbeitet, haben Sie jederzeit das Recht, gegen die Verarbeitung Ihrer personenbezogenen Daten in Bezug auf solche Werbung Widerspruch einzulegen; dies gilt auch für Profiling, soweit es mit solcher Direktwerbung verbunden ist. 7. Recht auf Beschwerde bei einer Aufsichtsbehörde Unbeschadet eines anderweitigen verwaltungsrechtlichen oder gerichtlichen Rechtsbehelfs haben Sie das Recht, Beschwerde bei einer Aufsichtsbehörde einzulegen, wenn Sie der Ansicht sind, dass die Verarbeitung der Sie betreffenden personenbezogenen Daten gegen die DSGVO verstößt. Die Aufsichtsbehörde, bei der die Beschwerde eingereicht wurde, informiert den Beschwerdeführer über den Stand und das Ergebnis der Beschwerde einschließlich der Möglichkeit eines gerichtlichen Rechtsbehelfs gemäß Art. 78 DSGVO. Eine Liste der in Deutschland örtlich zuständigen Aufsichtsbehörden finden Sie auf der Website des Bundesbeauftragten für den Datenschutz unter folgendem Link: https://www.bfdi.bund.de/DE/Service/Anschriften/Laender/Laender-node.html Sie haben das Recht, Beschwerde über die Verarbeitung Ihrer personenbezogenen Daten bei einer Datenschutzaufsichtsbehörde einzulegen. Österreichische Datenschutzbehörde Barichgasse 40-42 1030 Wien Telefon: +43 1 52 152-0 E-Mail: dsb@dsb.gv.at V. Bereitstellung der Website und Erstellung von Logfiles 1. Beschreibung und Umfang der Datenverarbeitung Bei jedem Zugriff auf unsere Website erfasst unser System automatisch Daten und relevante Informationen vom Computersystem des aufrufenden Geräts. Folgende Daten werden erhoben: 1. Verwendeter Browsertyp und Version 2. Das Betriebssystem des Nutzers 3. Der Internetdienstanbieter des Nutzers 4. Die IP-Adresse des Nutzers 5. Datum und Uhrzeit des Zugriffs 6. Websites, von denen das System des Nutzers auf unsere Website gelangt ist 7. Websites, die vom System des Nutzers über unsere Website aufgerufen wurden Diese Daten werden in den Logfiles unseres Systems gespeichert. Eine Speicherung dieser Daten zusammen mit anderen personenbezogenen Daten des Nutzers findet nicht statt. 2. Zweck der Datenverarbeitung Die vorübergehende Speicherung der IP-Adresse durch das System ist erforderlich, um die Website an den Computer des Nutzers auszuliefern. Zu diesem Zweck muss die IP-Adresse des Nutzers für die Dauer der Sitzung gespeichert bleiben. Die Speicherung in Logfiles erfolgt, um die Funktionalität der Website sicherzustellen. Außerdem dienen die Daten der Optimierung der Website und der Sicherstellung der Sicherheit unserer IT-Systeme. Eine Auswertung der Daten zu Marketingzwecken findet nicht statt. Für die vorgenannten Zwecke liegt unser berechtigtes Interesse an der Datenverarbeitung gemäß Art. 6 Abs. 1 S. 1 lit. f DSGVO. 3. Rechtsgrundlage für die Datenverarbeitung Rechtsgrundlage für die vorübergehende Speicherung der Daten und Logfiles ist Art. 6 Abs. 1 S. 1 lit. f DSGVO. 4. Dauer der Speicherung Die Daten werden gelöscht, sobald sie für den Zweck ihrer Erhebung nicht mehr erforderlich sind. Die Sitzung ist beendet, wenn die Erhebung der Daten zur Bereitstellung der Website abgeschlossen ist. Werden die Daten in Logfiles gespeichert, ist dies spätestens nach sieben Tagen der Fall. Eine darüber hinausgehende Speicherung ist möglich. In diesem Fall werden die IP-Adressen der Nutzer gelöscht oder verfremdet, sodass eine Zuordnung des aufrufenden Clients nicht mehr möglich ist. 5. Widerspruch und Beseitigung Die Erhebung der Daten zur Bereitstellung der Website und die Speicherung der Daten in Logfiles ist für den Betrieb der Website zwingend erforderlich. Der Nutzer kann dem widersprechen. Ob der Widerspruch erfolgreich ist, ist im Rahmen einer Interessenabwägung zu bestimmen. VI. Verwendung von Cookies 1. Beschreibung und Umfang der Datenverarbeitung Wenn Sie unsere Website besuchen, verwenden wir technische Tools für verschiedene Funktionen, insbesondere Cookies, die auf Ihrem Gerät gespeichert werden können. Beim erstmaligen Besuch unserer Website und jederzeit später haben Sie die Wahl, ob Sie das Setzen von Cookies generell erlauben oder welche einzelnen zusätzlichen Funktionen Sie auswählen möchten. Änderungen können Sie in Ihren Browsereinstellungen oder über unseren Consent Manager vornehmen. Cookies sind Textdateien oder Informationen in einer Datenbank, die auf Ihrer Festplatte gespeichert und dem von Ihnen verwendeten Browser zugeordnet werden, sodass bestimmte Informationen an die Stelle übermittelt werden können, die das Cookie setzt. Nachfolgend beschreiben wir, welche Art von Cookies wir verwenden: Wir verwenden technisch notwendige Cookies, die für den technischen Aufbau der Website erforderlich sind. Ohne diese Cookies kann unsere Website nicht oder nicht vollständig korrekt angezeigt werden oder die Supportfunktionen sind nicht möglich. Folgende Daten werden in den technisch notwendigen Cookies gespeichert und übermittelt: 1. Speicherung von Suchanfragen 2. Funktionalität der Website Wir verwenden auf unserer Website Cookies, die technisch nicht notwendig sind. Technisch nicht notwendige Cookies sind Textdateien, die nicht nur für die Funktionalität der Website verwendet werden, sondern auch weitere Daten erheben. Dadurch werden folgende Daten verarbeitet: 1. IP-Adresse 2. Standort des Internetnutzers 3. Datum und Uhrzeit des Website-Besuchs 4. Tracking des Surfverhaltens 5. Verknüpfung des Website-Besuchs mit anderen Social-Media-Plattformen 2. Zweck der Datenverarbeitung Der Zweck der Verwendung technisch notwendiger Cookies besteht darin, die Funktionalität unserer Website sicherzustellen. Einige Funktionen unserer Website können ohne den Einsatz von Cookies nicht angeboten werden. Für diese ist es erforderlich, dass der Browser auch nach einem Seitenwechsel wiedererkannt wird. Wir benötigen technisch notwendige Cookies für folgende Zwecke: 1. Funktionalität der Website Der Einsatz technisch nicht notwendiger Cookies erfolgt zum Zweck der Verbesserung der Qualität unserer Website, ihrer Inhalte und damit unserer Reichweite und Wirtschaftlichkeit. Durch das Setzen dieser Cookies erfahren wir, wie die Website genutzt wird, und können unser Angebot dadurch kontinuierlich optimieren. Diese Cookies dienen uns insbesondere folgenden Zwecken: Technisch nicht notwendige Cookies werden zur Verbesserung von Website Journeys, UX und Marketing eingesetzt 3. Rechtsgrundlage für die Datenverarbeitung Für die Speicherung von Informationen in der Endeinrichtung des Endnutzers und/oder den Zugriff auf bereits in der Endeinrichtung des Endnutzers gespeicherte Informationen sind die Regelungen des Telekommunikation-Telemedien-Datenschutz-Gesetzes (TTDSG) relevant. Ist das Setzen und Auslesen von Cookies technisch erforderlich, erfolgt dies zur Sicherstellung der Funktionalität unserer Website. In diesem Fall erfolgt die Speicherung von und der Zugriff auf Cookies auf Ihrer Endeinrichtung auf Grundlage von § 25 Abs. 2 Nr. 2 TTDSG. Diese Speicherung von und dieser Zugriff auf Informationen in Ihrer Endeinrichtung dient dazu, Ihnen die Nutzung unserer Website zu erleichtern und Ihnen unsere Dienste so anbieten zu können, wie Sie sie angefordert haben. Einige Funktionen unserer Website funktionieren ohne die Verwendung dieser Cookies ebenfalls nicht und könnten daher nicht angeboten werden. Die Cookies werden grundsätzlich nach Ende der Sitzung, z. B. durch Abmelden oder Schließen des Browsers, oder nach Ablauf einer festgelegten Dauer gelöscht. Informationen zu unterschiedlichen Speicherfristen für Cookies finden Sie in den folgenden Abschnitten dieser Datenschutzerklärung. Soweit Cookies gesetzt werden, die technisch nicht notwendig sind, erfolgt dies auf Grundlage Ihrer ausdrücklichen Einwilligung, die Sie über das Cookie-Banner erteilen können. Grundlage für die Speicherung von und den Zugriff auf Informationen ist in diesem Fall § 25 Abs. 1 TTDSG in Verbindung mit Art. 6 Abs. 1 S. 1 lit. a, Art. 7 DSGVO. Sie können Ihre Einwilligung jederzeit mit Wirkung für die Zukunft widerrufen oder nachträglich erneut erteilen, indem Sie Ihre Einstellungen für Cookies entsprechend konfigurieren. Alternativ können Sie die Speicherung von Cookies durch entsprechende Einstellungen in Ihrer Browser-Software verhindern. Bitte beachten Sie, dass die von Ihnen vorgenommenen Browsereinstellungen nur den jeweils verwendeten Browser betreffen. Werden nach der Speicherung von und dem Zugriff auf Informationen auf Ihrer Endeinrichtung personenbezogene Daten verarbeitet, sind die Bestimmungen der DSGVO relevant. Informationen hierzu finden Sie in den folgenden Abschnitten dieser Datenschutzerklärung. VII. Newsletter 1. Beschreibung und Umfang der Datenverarbeitung Sie können auf unserer Website kostenlos einen Newsletter abonnieren. Bei der Anmeldung zum Newsletter werden die Daten aus der Eingabemaske an uns übermittelt. 1. E-Mail-Adresse 2. Nachname 3. Vorname 4. Telefon-/Mobiltelefonnummer 5. Datum und Uhrzeit der Registrierung Im Zusammenhang mit der Datenverarbeitung für den Versand von Newslettern werden keine Daten an Dritte weitergegeben. Die Daten werden ausschließlich für den Versand des Newsletters verwendet. 2. Zweck der Datenverarbeitung Die E-Mail-Adresse des Nutzers wird erhoben, um den Newsletter an den Empfänger zuzustellen. Weitere personenbezogene Daten im Rahmen des Registrierungsvorgangs werden erhoben, um einen Missbrauch der Dienste oder der E-Mail-Adresse zu verhindern. 3. Rechtsgrundlage für die Datenverarbeitung Rechtsgrundlage für die Verarbeitung der vom Nutzer nach Anmeldung zum Newsletter bereitgestellten Daten ist bei Vorliegen einer Einwilligung des Nutzers Art. 6 Abs. 1 S. 1 lit. a DSGVO. 4. Dauer der Speicherung Die Daten werden gelöscht, sobald sie für die Erreichung des Zwecks, für den sie erhoben wurden, nicht mehr erforderlich sind. Die E-Mail-Adresse des Nutzers wird daher gespeichert, solange das Newsletter-Abonnement aktiv ist. Die sonstigen im Rahmen des Registrierungsvorgangs erhobenen personenbezogenen Daten werden in der Regel nach sieben Tagen gelöscht. 5. Widerspruch Das Abonnement des Newsletters kann durch die betroffene Person jederzeit gekündigt werden. Zu diesem Zweck enthält jeder Newsletter einen Abmeldelink. Hierdurch ist auch der Widerruf der Einwilligung zur Speicherung der im Rahmen des Registrierungsvorgangs erhobenen personenbezogenen Daten möglich. VIII. Kontaktaufnahme per E-Mail 1. Beschreibung und Umfang der Datenverarbeitung Sie können uns über die auf unserer Website bereitgestellte E-Mail-Adresse kontaktieren. In diesem Fall werden die mit der E-Mail übermittelten personenbezogenen Daten des Nutzers gespeichert. Die Daten werden ausschließlich zur Verarbeitung der Konversation verwendet. 2. Zweck der Datenverarbeitung Nehmen Sie per E-Mail Kontakt mit uns auf, liegt hierin auch das erforderliche berechtigte Interesse an der Verarbeitung der Daten. 3. Rechtsgrundlage für die Datenverarbeitung Rechtsgrundlage für die Verarbeitung der Daten, die im Zuge des Versands einer E-Mail übermittelt werden, ist Art. 6 Abs. 1 lit. f DSGVO. Unser berechtigtes Interesse besteht darin, Ihre Anfrage, die Sie per E-Mail an uns senden, optimal zu beantworten. Zielt die E-Mail-Kontaktaufnahme auf den Abschluss eines Vertrags ab, ist zusätzliche Rechtsgrundlage für die Verarbeitung Art. 6 Abs. 1 lit. b DSGVO. 4. Dauer der Speicherung Die Daten werden gelöscht, sobald sie für die Erreichung des Zwecks, für den sie erhoben wurden, nicht mehr erforderlich sind. Für personenbezogene Daten, die per E-Mail übermittelt wurden, ist dies der Fall, wenn die jeweilige Konversation mit dem Nutzer beendet ist. Die Konversation ist beendet, wenn sich aus den Umständen entnehmen lässt, dass der betreffende Sachverhalt abschließend geklärt ist. Die während des Sendevorgangs zusätzlich erhobenen personenbezogenen Daten werden spätestens nach sieben Tagen gelöscht. 5. Widerspruch und Beseitigung Der Nutzer hat jederzeit die Möglichkeit, seine Einwilligung zur Verarbeitung seiner personenbezogenen Daten zu widerrufen. Nimmt der Nutzer per E-Mail Kontakt mit uns auf, kann er der Speicherung seiner personenbezogenen Daten jederzeit widersprechen. Zum Widerruf der Einwilligung und zum Widerspruch gegen die Speicherung Ihrer Daten senden Sie bitte eine E-Mail an privacy@flair.hr In diesem Fall werden alle personenbezogenen Daten gelöscht, die im Zuge der Kontaktaufnahme gespeichert wurden. IX. Kontaktformular 1. Beschreibung und Umfang der Datenverarbeitung Auf unserer Website ist ein Kontaktformular vorhanden, das für die elektronische Kontaktaufnahme genutzt werden kann. Macht ein Nutzer von dieser Möglichkeit Gebrauch, werden die in der Eingabemaske eingegebenen Daten an uns übermittelt und gespeichert. Beim Absenden der Nachricht werden außerdem folgende Daten gespeichert: 1. E-Mail-Adresse 2. Nachname 3. Vorname 4. Telefon-/Mobiltelefonnummer 5. IP-Adresse des Geräts des Nutzers 6. Datum und Uhrzeit der Kontaktaufnahme 2. Zweck der Datenverarbeitung Die Verarbeitung der personenbezogenen Daten aus der Eingabemaske sowie bei Kontaktaufnahme per E-Mail dient uns ausschließlich zum Zweck der Kontaktaufnahme. Die sonstigen während des Sendevorgangs verarbeiteten personenbezogenen Daten dienen dazu, einen Missbrauch des Kontaktformulars zu verhindern und die Sicherheit unserer informationstechnischen Systeme sicherzustellen. 3. Rechtsgrundlage für die Datenverarbeitung Rechtsgrundlage für die Verarbeitung der beim Versand einer E-Mail übermittelten Daten ist Art. 6 Abs. 1 S. 1 lit. f DSGVO. Unser berechtigtes Interesse besteht darin, Ihnen die bestmögliche Antwort auf die Anfrage zu geben, die Sie uns über das Kontaktformular senden. Zielt die E-Mail-Kontaktaufnahme auf den Abschluss eines Vertrags ab, ist zusätzliche Rechtsgrundlage für die Verarbeitung Art. 6 Abs. 1 S. 1 lit. b DSGVO. 4. Dauer der Speicherung Die Daten werden gelöscht, sobald sie für die Erreichung des Zwecks, für den sie erhoben wurden, nicht mehr erforderlich sind. Für die personenbezogenen Daten aus der Eingabemaske des Kontaktformulars und diejenigen, die per E-Mail gesendet wurden, ist dies der Fall, wenn die jeweilige Konversation mit dem Nutzer beendet ist. Die Konversation ist beendet, wenn sich aus den Umständen entnehmen lässt, dass der betreffende Sachverhalt abschließend geklärt ist. Die während des Sendevorgangs zusätzlich erhobenen personenbezogenen Daten werden spätestens nach sieben Tagen gelöscht. 5. Widerspruch und Beseitigung Nimmt der Nutzer über die Eingabemaske im Kontaktformular oder per E-Mail Kontakt mit uns auf, kann der Nutzer der Speicherung seiner personenbezogenen Daten jederzeit widersprechen. Zum Widerruf der Einwilligung und zum Widerspruch gegen die Speicherung Ihrer Daten senden Sie bitte eine E-Mail an privacy@flair.hr In diesem Fall werden alle personenbezogenen Daten gelöscht, die im Zuge der Kontaktaufnahme gespeichert wurden. X. Bewerbung per E-Mail und Bewerbungsformular 1. Umfang der Verarbeitung personenbezogener Daten Auf unserer Website befindet sich ein Formular, das für elektronische Bewerbungen genutzt werden kann. Macht ein Bewerber von dieser Möglichkeit Gebrauch, werden die in der Eingabemaske eingegebenen Daten an uns übermittelt und gespeichert. Die Daten sind: 1. Vorname 2. Nachname 3. E-Mail-Adresse 4. Gehaltsvorstellungen 5. Lebenslauf 6. Salesforce-Kenntnisse, LinkedIn-Profil Alternativ können Sie uns Ihre Bewerbung per E-Mail senden. In diesem Fall erheben wir Ihre E-Mail-Adresse und die Informationen, die Sie in der E-Mail bereitstellen. Nach dem Absenden Ihrer Bewerbung erhalten Sie von uns per E-Mail eine Bestätigung über den Eingang Ihrer Bewerbungsunterlagen. Ihre Daten werden nicht an Dritte weitergegeben. Die Daten werden ausschließlich zur Bearbeitung Ihrer Bewerbung verwendet. 2. Zweck der Datenverarbeitung Die Verarbeitung personenbezogener Daten aus dem Bewerbungsformular dient uns ausschließlich zur Bearbeitung Ihrer Bewerbung. Wenn Sie uns per E-Mail kontaktieren, liegt hierin auch das erforderliche berechtigte Interesse an der Verarbeitung der Daten. Die sonstigen während des Sendevorgangs verarbeiteten personenbezogenen Daten dienen dazu, einen Missbrauch des Bewerbungsformulars zu verhindern und die Sicherheit unserer informationstechnischen Systeme sicherzustellen. 3. Rechtsgrundlage für die Datenverarbeitung Rechtsgrundlage für die Verarbeitung der Daten ist die Anbahnung des Vertragsverhältnisses auf Anfrage der betroffenen Person, Art. 6 Abs. 1 S. 1 lit. b Alt. 1 DSGVO und § 26 Abs. 1 S. 1 BDSG (Bundesdatenschutzgesetz). Rechtsgrundlage für die Verarbeitung von Daten im Rahmen des Bewerberpools ist die ausdrückliche Einwilligung des Bewerbers, Art. 6 Abs. 1 S. 1 lit. a DSGVO. 4. Dauer der Speicherung Nach Abschluss des Bewerbungsverfahrens werden die Daten bis zu sechs Monate gespeichert. Ihre Daten werden spätestens nach sechs Monaten gelöscht. Im Falle einer gesetzlichen Verpflichtung werden die Daten im Rahmen der geltenden Bestimmungen gespeichert. Die während des Sendevorgangs zusätzlich erhobenen personenbezogenen Daten werden spätestens nach sieben Tagen gelöscht. 5. Ausübung Ihrer Rechte XI. Unternehmensauftritte in sozialen Netzwerken Nutzung von Unternehmensprofilen in sozialen Netzwerken Instagram: Instagram, Teil von Meta Platforms Ireland Ltd., 4 Grand Canal Square Grand Canal Harbour, Dublin 2 Irland Auf unserem Unternehmensprofil stellen wir Informationen bereit und bieten Instagram-Nutzern die Möglichkeit zur Kommunikation. Wenn Sie auf unserem Instagram-Unternehmensprofil eine Handlung vornehmen, z. B. Kommentare, Beiträge, Likes usw., können Sie personenbezogene Daten, z. B. Klarnamen oder Foto Ihres Nutzerprofils, öffentlich machen. Da wir jedoch generell oder weitgehend keinen Einfluss auf die Verarbeitung Ihrer personenbezogenen Daten durch Instagram haben, können wir keine verbindlichen Angaben zu Zweck und Umfang der Verarbeitung Ihrer Daten machen. Unser Unternehmensprofil in sozialen Netzwerken wird zur Kommunikation und zum Informationsaustausch mit (potenziellen) Kunden genutzt. Wir verwenden das Unternehmensprofil für: flair nutzt soziale Medien und berufliche Netzwerke, um Informationen über die flair-Lösung, neue und kommende Funktionen, HR-Themen, HR-Technologie, Wettbewerbe, Veranstaltungen, Webinare und zusätzliche Ressourcen zu teilen Veröffentlichungen auf dem Unternehmensprofil können folgende Inhalte enthalten: 1. Informationen über Produkte 2. Informationen über Dienstleistungen 3. Werbung Jeder Nutzer kann personenbezogene Daten veröffentlichen. Soweit wir Ihre personenbezogenen Daten verarbeiten, um Ihr Online-Verhalten auszuwerten, Ihnen Gewinnspiele anzubieten oder Lead-Kampagnen durchzuführen, erfolgt dies auf Grundlage Ihrer ausdrücklichen Einwilligungserklärung, Art. 6 Abs. 1 S. 1 lit. a, Art. 7 DSGVO. Rechtsgrundlage für die Verarbeitung personenbezogener Daten zum Zweck der Kommunikation mit Kunden und Interessenten ist Art. 6 Abs. 1 S. 1 lit. f DSGVO. Unser berechtigtes Interesse besteht dabei darin, Ihre Anfrage optimal zu beantworten oder die angeforderten Informationen bereitstellen zu können. Zielt die Kontaktaufnahme auf den Abschluss eines Vertrags ab, ist zusätzliche Rechtsgrundlage für die Verarbeitung Art. 6 Abs. 1 S. 1 lit. b DSGVO. Wir speichern Ihre Aktivitäten und personenbezogenen Daten, die auf unserem Instagram-Unternehmensprofil veröffentlicht wurden, bis Sie Ihre Einwilligung widerrufen. Darüber hinaus halten wir die gesetzlichen Aufbewahrungsfristen ein. Wir verarbeiten Daten aus unserem Unternehmens-Webprofil auch in unseren eigenen Systemen. Die Daten werden dort für folgenden Zeitraum gespeichert: flair speichert alle Daten, die in Kommentaren oder Ähnlichem geteilt werden Für die Verarbeitung Ihrer personenbezogenen Daten in Drittländern haben wir geeignete Garantien in Form von Standarddatenschutzklauseln gemäß Art. 46 Abs. 2 lit. c DSGVO vorgesehen. Eine Kopie der Standarddatenschutzklauseln kann bei uns angefordert werden. Sie können der Verarbeitung Ihrer personenbezogenen Daten, die wir im Rahmen Ihrer Nutzung unseres Instagram-Unternehmensprofils erheben, jederzeit widersprechen und Ihre unter IV. dieser Datenschutzerklärung genannten Rechte als betroffene Person geltend machen. Bitte senden Sie uns hierzu eine formlose E-Mail an privacy@flair.hr. Weitere Informationen zur Verarbeitung Ihrer personenbezogenen Daten durch Instagram und zu den entsprechenden Widerspruchsmöglichkeiten finden Sie hier: Instagram: https://help.instagram.com/519522125107875 Twitter: Twitter International Company, One Cumberland Place, Fenian Street, Dublin 2, Irland Auf unserem Unternehmensprofil stellen wir Informationen bereit und bieten Instagram-Nutzern die Möglichkeit zur Kommunikation. Wenn Sie auf unserem Instagram-Unternehmensprofil eine Handlung vornehmen, z. B. Kommentare, Beiträge, Likes usw., können Sie personenbezogene Daten, z. B. Klarnamen oder Foto Ihres Nutzerprofils, öffentlich machen. Da wir jedoch generell oder weitgehend keinen Einfluss auf die Verarbeitung Ihrer personenbezogenen Daten durch Instagram haben, können wir keine verbindlichen Angaben zu Zweck und Umfang der Verarbeitung Ihrer Daten machen. Unser Unternehmensprofil in sozialen Netzwerken wird zur Kommunikation und zum Informationsaustausch mit (potenziellen) Kunden genutzt. Wir verwenden das Unternehmensprofil für: flair nutzt soziale Medien und berufliche Netzwerke, um Informationen über die flair-Lösung, neue und kommende Funktionen, HR-Themen, HR-Technologie, Wettbewerbe, Veranstaltungen, Webinare und zusätzliche Ressourcen zu teilen Veröffentlichungen auf dem Unternehmensprofil können folgende Inhalte enthalten: 1. Informationen über Produkte 2. Informationen über Dienstleistungen 3. Werbung Jeder Nutzer kann personenbezogene Daten veröffentlichen. Soweit wir Ihre personenbezogenen Daten verarbeiten, um Ihr Online-Verhalten auszuwerten, Ihnen Gewinnspiele anzubieten oder Lead-Kampagnen durchzuführen, erfolgt dies auf Grundlage Ihrer ausdrücklichen Einwilligungserklärung, Art. 6 Abs. 1 S. 1 lit. a, Art. 7 DSGVO. Rechtsgrundlage für die Verarbeitung personenbezogener Daten zum Zweck der Kommunikation mit Kunden und Interessenten ist Art. 6 Abs. 1 S. 1 lit. f DSGVO. Unser berechtigtes Interesse besteht dabei darin, Ihre Anfrage optimal zu beantworten oder die angeforderten Informationen bereitstellen zu können. Zielt die Kontaktaufnahme auf den Abschluss eines Vertrags ab, ist zusätzliche Rechtsgrundlage für die Verarbeitung Art. 6 Abs. 1 S. 1 lit. b DSGVO. Wir speichern Ihre Aktivitäten und personenbezogenen Daten, die auf unserem Twitter-Unternehmensprofil veröffentlicht wurden, bis Sie Ihre Einwilligung widerrufen. Darüber hinaus halten wir die gesetzlichen Aufbewahrungsfristen ein. Wir verarbeiten Daten aus unserem Unternehmens-Webprofil auch in unseren eigenen Systemen. Die Daten werden dort für folgenden Zeitraum gespeichert: flair speichert alle Daten, die in Kommentaren oder Ähnlichem geteilt werden Für die Verarbeitung Ihrer personenbezogenen Daten in Drittländern haben wir geeignete Garantien in Form von Standarddatenschutzklauseln gemäß Art. 46 Abs. 2 lit. c DSGVO vorgesehen. Eine Kopie der Standarddatenschutzklauseln kann bei uns angefordert werden. Sie können der Verarbeitung Ihrer personenbezogenen Daten, die wir im Rahmen Ihrer Nutzung unseres Twitter-Unternehmensprofils erheben, jederzeit widersprechen und Ihre unter IV. dieser Datenschutzerklärung genannten Rechte als betroffene Person geltend machen. Bitte senden Sie uns hierzu eine formlose E-Mail an privacy@flair.hr. Weitere Informationen zur Verarbeitung Ihrer personenbezogenen Daten durch Twitter und zu den entsprechenden Widerspruchsmöglichkeiten finden Sie hier: Twitter: https://twitter.com/de/privacy XII. Nutzung von Unternehmensprofilen in beruflich orientierten Netzwerken 1. Umfang der Datenverarbeitung Wir nutzen Unternehmensprofile in beruflich orientierten Netzwerken. Wir unterhalten eine Unternehmenspräsenz in folgenden beruflich orientierten Netzwerken: LinkedIn: LinkedIn, Unlimited Company Wilton Place, Dublin 2, Irland Auf unserer Seite stellen wir Informationen bereit und bieten Nutzern die Möglichkeit zur Kommunikation. Das Unternehmensprofil wird für Bewerbungen, Informationen, Öffentlichkeitsarbeit und Active Sourcing genutzt. Wir haben keine Informationen über die Verarbeitung Ihrer personenbezogenen Daten durch die gemeinsam für das Unternehmensprofil verantwortlichen Unternehmen. Weitere Informationen finden Sie in der Datenschutzerklärung von: LinkedIn: https://www.linkedin.com/legal/privacy-policy Wenn Sie auf unserem Unternehmensprofil eine Handlung vornehmen, z. B. Kommentare, Beiträge, Likes usw., können Sie personenbezogene Daten, z. B. Klarnamen oder Foto Ihres Nutzerprofils, öffentlich machen. 2. Rechtsgrundlage für die Datenverarbeitung Rechtsgrundlage für die Verarbeitung personenbezogener Daten zum Zweck der Kommunikation mit Kunden und Interessenten ist Art. 6 Abs. 1 S. 1 lit. f DSGVO. Unser berechtigtes Interesse besteht darin, Ihre Anfrage optimal zu beantworten oder die angeforderten Informationen bereitstellen zu können. Zielt die Kontaktaufnahme auf den Abschluss eines Vertrags ab, ist zusätzliche Rechtsgrundlage für die Verarbeitung Art. 6 Abs. 1 S. 1 lit. b DSGVO. 3. Zweck der Datenverarbeitung Unser Unternehmens-Webprofil dient dazu, Nutzer über unsere Leistungen zu informieren. Jeder Nutzer kann personenbezogene Daten veröffentlichen. 4. Dauer der Speicherung Wir speichern Ihre Aktivitäten und personenbezogenen Daten, die über unser Unternehmens-Webprofil veröffentlicht wurden, bis Sie Ihre Einwilligung widerrufen. Darüber hinaus halten wir die gesetzlichen Aufbewahrungsfristen ein. 5. Widerspruch und Beseitigung Sie können der Verarbeitung Ihrer personenbezogenen Daten, die wir im Rahmen Ihrer Nutzung unseres Unternehmens-Webprofils erheben, jederzeit widersprechen und Ihre unter IV. dieser Datenschutzerklärung genannten Rechte als betroffene Person geltend machen. Bitte senden Sie uns hierzu eine formlose E-Mail an die in dieser Datenschutzerklärung angegebene E-Mail-Adresse. Weitere Informationen zu Widerspruchs- und Beseitigungsmöglichkeiten finden Sie hier: LinkedIn: https://www.linkedin.com/legal/privacy-policy XIII. Hosting Die Website wird auf Servern eines von uns beauftragten Dienstleisters gehostet. Unser Dienstleister ist: Cloudflare, Inc. Die Server erheben und speichern automatisch Informationen in sogenannten Server-Logfiles, die Ihr Browser beim Besuch der Website automatisch übermittelt. Die gespeicherten Informationen sind: 1. Browsertyp und Browserversion 2. Verwendetes Betriebssystem 3. Referrer-URL 4. Hostname des zugreifenden Computers 5. Uhrzeit und Datum der Serveranfrage 6. IP-Adresse des Geräts des Nutzers Diese Daten werden nicht mit anderen Datenquellen zusammengeführt. Die Daten werden auf Grundlage von Art. 6 Abs. 1 S. 1 lit. f DSGVO erhoben. Der Websitebetreiber hat ein berechtigtes Interesse an der technisch fehlerfreien Darstellung und Optimierung seiner Website – daher werden Server-Logfiles erfasst. Der Server der Website befindet sich geografisch in folgendem Drittland: Kanada - E-Mail-Adresse - Nachname XIV. Content Delivery Networks Amazon CloudFront 1. Beschreibung und Umfang der Datenverarbeitung Wir nutzen Funktionen des Content Delivery Networks Amazon CloudFront von Amazon Web Service Inc, 410 Terry Avenue North, Seattle WA 98109, USA (nachfolgend „Amazon CloudFront“). Ein Content Delivery Network (CDN) ist ein Netzwerk regional verteilter Server, die über das Internet verbunden sind, um Inhalte, insbesondere große Mediendateien wie Videos, auszuliefern. Amazon CloudFront stellt Weboptimierungs- und Sicherheitsdienste bereit, die wir nutzen, um die Ladezeiten unserer Website zu verbessern und sie vor Missbrauch zu schützen. Wenn Sie unsere Website besuchen, wird beispielsweise eine Verbindung zu den Servern von Amazon CloudFront hergestellt, um Inhalte abzurufen. Dadurch können personenbezogene Daten in Server-Logfiles gespeichert und ausgewertet werden, insbesondere die Aktivität des Nutzers, insbesondere welche Seiten besucht wurden, sowie Geräte- und Browserinformationen, insbesondere die IP-Adresse und das Betriebssystem. Weitere Informationen zur Erhebung und Speicherung von Daten durch Amazon CloudFront finden Sie unter: https://aws.amazon.com/privacy/?nc1=h_ls Für die Verarbeitung Ihrer personenbezogenen Daten in Drittländern haben wir geeignete Garantien in Form von Standarddatenschutzklauseln gemäß Art. 46 Abs. 2 lit. c DSGVO vorgesehen. Eine Kopie der Standarddatenschutzklauseln kann bei uns angefordert werden. 2. Zweck der Datenverarbeitung Die Funktionen von Amazon CloudFront werden zur Auslieferung und Beschleunigung von Online-Anwendungen und Inhalten verwendet. 3. Rechtsgrundlage für die Datenverarbeitung Die Daten werden auf Grundlage von Art. 6 Abs. 1 S. 1 lit. f DSGVO erhoben. Der Websitebetreiber hat ein berechtigtes Interesse an der technisch fehlerfreien Darstellung und Optimierung seiner Website – daher werden Server-Logfiles erfasst. 4. Dauer der Speicherung Ihre personenbezogenen Informationen werden so lange gespeichert, wie es zur Erfüllung der in dieser Datenschutzerklärung beschriebenen Zwecke erforderlich ist oder gesetzlich vorgeschrieben wird. 5. Widerspruch und Beseitigung Informationen zu Widerspruchs- und Beseitigungsmöglichkeiten in Bezug auf Amazon CloudFront finden Sie unter: https://aws.amazon.com/privacy/?nc1=h_ls 1. Nutzung von Plugins Wir nutzen Plugins für verschiedene Zwecke. Die verwendeten Plugins sind nachfolgend aufgeführt: Verwendung von Google AdWords1. Umfang der Verarbeitung personenbezogener DatenWir nutzen Google AdWords von Google LLC, 1600 Amphitheatre Parkway, Mountain View, CA 94043, USA und dessen Vertreter in der Union Google Ireland Ltd., Gordon House, Barrow Street, D04 E5W5, Dublin, Irland (nachfolgend „Google“). Mit diesem Dienst schalten wir Werbeanzeigen. Google setzt ein Cookie auf Ihrem Computer. Dadurch können personenbezogene Daten gespeichert und ausgewertet werden, insbesondere die Aktivität des Nutzers, insbesondere welche Seiten besucht und welche Elemente angeklickt wurden, Geräte- und Browserinformationen, insbesondere die IP-Adresse und das Betriebssystem, Daten über die angezeigten Werbeanzeigen, insbesondere welche Anzeigen angezeigt wurden und ob der Nutzer darauf geklickt hat, sowie Daten von Werbepartnern, insbesondere pseudonymisierte Nutzer-IDs.Weitere Informationen zur Erhebung und Speicherung von Daten durch Google finden Sie hier:https://policies.google.com/privacy?hl=en-GB 2. Zweck der DatenverarbeitungWir erhalten lediglich Kenntnis von der Gesamtzahl der Nutzer, die auf unsere Anzeige reagiert haben. Wir geben keine Informationen weiter, mit denen Sie identifiziert werden könnten. Die Nutzung dient nicht der Nachverfolgbarkeit. 3. Rechtsgrundlage für die Verarbeitung personenbezogener DatenRechtsgrundlage für die Verarbeitung personenbezogener Daten ist die vom Nutzer erteilte Einwilligung gemäß Art. 6 Abs. 1 S. 1 lit. a DSGVO. 4. Dauer der SpeicherungIhre personenbezogenen Informationen werden so lange gespeichert, wie es zur Erfüllung der in dieser Datenschutzerklärung beschriebenen Zwecke erforderlich ist oder gesetzlich vorgeschrieben wird, z. B. für Steuer- und Buchhaltungszwecke. 5. Möglichkeit des Widerrufs der Einwilligung und BeseitigungSie haben das Recht, Ihre datenschutzrechtliche Einwilligungserklärung jederzeit zu widerrufen. Der Widerruf der Einwilligung berührt nicht die Rechtmäßigkeit der bis zum Widerruf auf Grundlage der Einwilligung erfolgten Verarbeitung.Sie können die Erhebung und Verarbeitung Ihrer personenbezogenen Daten durch Google verhindern, indem Sie die Speicherung von Cookies Dritter auf Ihrem Computer verhindern, die „Do Not Track“-Funktion eines unterstützenden Browsers verwenden, die Ausführung von Script-Code in Ihrem Browser deaktivieren oder einen Script-Blocker wie z. B. NoScript (https://noscript.net/) oder Ghostery (https://www.ghostery.com) in Ihrem Browser installieren.Mit folgendem Link können Sie die Nutzung Ihrer personenbezogenen Daten durch Google deaktivieren:https://adssettings.google.comWeitere Informationen zu Widerspruchs- und Beseitigungsmöglichkeiten gegenüber Google finden Sie unter:\https://policies.google.com/privacy?gln=EN&hl=en Verwendung von Google Analytics1. Umfang der Verarbeitung personenbezogener Daten. Wir nutzen Google Analytics, einen Webanalysedienst von Google LLC, 1600 Amphitheatre Parkway, Mountain View, CA 94043, USA und des Vertreters in der Union Google Ireland Ltd, Gordon House, Barrow Street, D04 E5W5, Dublin, Irland (nachfolgend: Google). Google Analytics untersucht unter anderem die Herkunft der Besucher, deren Verweildauer auf einzelnen Seiten und die Nutzung von Suchmaschinen und ermöglicht dadurch eine bessere Erfolgskontrolle von Werbekampagnen. Google setzt ein Cookie auf Ihrem Computer. Dadurch können personenbezogene Daten gespeichert und ausgewertet werden, insbesondere die Aktivität des Nutzers, insbesondere welche Seiten besucht und welche Elemente angeklickt wurden, Geräte- und Browserinformationen, insbesondere die IP-Adresse und das Betriebssystem, Daten über die angezeigten Werbeanzeigen, insbesondere welche Anzeigen angezeigt wurden und ob der Nutzer darauf geklickt hat, sowie Daten von Werbepartnern, insbesondere pseudonymisierte Nutzer-IDs. Wir verwenden Google Analytics (Universal Analytics), um Ihre Nutzung unserer Online-Präsenz auszuwerten, Berichte über Ihre Aktivitäten zu erstellen und weitere mit der Nutzung unserer Online-Präsenz und Internetnutzung verbundene Google-Dienste zu nutzen.Wir haben die Anonymisierung von IP-Adressen angefordert, was bedeutet, dass Google Ihre IP-Adresse technisch so schnell wie möglich kürzt. Es kann jedoch nicht ausgeschlossen werden, dass Ihre Daten an Server der Google LLC mit Sitz in den USA übermittelt werden. Im Auftrag des Betreibers dieser Online-Präsenz wird Google diese Informationen verwenden, um Ihre Nutzung der Online-Präsenz auszuwerten, Berichte über die Aktivitäten der Online-Präsenz zusammenzustellen und weitere mit der Nutzung der Online-Präsenz und der Internetnutzung verbundene Dienstleistungen gegenüber dem Betreiber der Online-Präsenz zu erbringen. Weitere Informationen zur Verarbeitung von Daten durch Google finden Sie hier: https://policies.google.com/privacy?hl=en-GB 2. Zweck der DatenverarbeitungDer Zweck der Verarbeitung personenbezogener Daten besteht darin, gezielt eine Zielgruppe anzusprechen, die durch den Besuch der Seite bereits ein erstes Interesse bekundet hat. 3. Rechtsgrundlage für die Verarbeitung personenbezogener DatenRechtsgrundlage für die Verarbeitung personenbezogener Daten ist die vom Nutzer erteilte Einwilligung gemäß Art. 6 Abs. 1 S. 1 lit. a DSGVO. 4. Dauer der SpeicherungIhre personenbezogenen Informationen werden so lange gespeichert, wie es zur Erfüllung der in dieser Datenschutzerklärung beschriebenen Zwecke erforderlich ist oder gesetzlich vorgeschrieben wird. 5. WiderrufsmöglichkeitSie haben das Recht, Ihre datenschutzrechtliche Einwilligungserklärung jederzeit zu widerrufen. Der Widerruf der Einwilligung berührt nicht die Rechtmäßigkeit der bis zum Widerruf auf Grundlage der Einwilligung erfolgten Verarbeitung.Sie können die Erhebung sowie die Verarbeitung Ihrer personenbezogenen Daten durch Google verhindern, indem Sie die Speicherung von Cookies Dritter auf Ihrem Computer verhindern, die „Do Not Track“-Funktion eines unterstützenden Browsers verwenden, die Ausführung von Script-Code in Ihrem Browser deaktivieren oder einen Script-Blocker wie NoScript (https://noscript.net/) oder Ghostery (https://www.ghostery.com) in Ihrem Browser installieren. Sie können außerdem die Erfassung der durch das Cookie erzeugten und auf Ihre Nutzung der Online-Präsenz bezogenen Daten, einschließlich Ihrer IP-Adresse, an Google sowie die Verarbeitung dieser Daten durch Google verhindern, indem Sie das unter folgendem Link verfügbare Browser-Plugin herunterladen und installieren:https://tools.google.com/dlpage/gaoptout?hl=deSie können die Nutzung Ihrer personenbezogenen Daten durch Google über folgenden Link deaktivieren:https://adssettings.google.deWeitere Informationen zu Widerspruchs- und Beseitigungsmöglichkeiten gegenüber Google finden Sie unter:https://policies.google.com/privacy?gl=DE&hl=de\6. GefahrenhinweisIhre personenbezogenen Daten werden auch in die USA übermittelt. Für die USA liegt kein Angemessenheitsbeschluss gemäß Art. 45 Abs. 3 DSGVO vor. Wir weisen darauf hin, dass eine Datenübermittlung ohne Angemessenheitsbeschluss bestimmte Risiken mit sich bringt, über die wir Sie nachfolgend informieren möchten:Nachrichtendienste in den USA verwenden bestimmte Online-Kennungen, wie die IP-Adresse oder eindeutige Identifikationsnummern, als Ausgangspunkt für die Überwachung von Personen. Insbesondere kann nicht ausgeschlossen werden, dass diese Nachrichtendienste bereits Informationen über Sie gesammelt haben, mit deren Hilfe die hier übermittelten Daten auf Sie zurückgeführt werden können.Anbieter elektronischer Kommunikationsdienste mit Sitz in den USA unterliegen gemäß 50 U.S. Code § 1881a („FISA 702“) der Überwachung durch US-Nachrichtendienste. Entsprechend sind Anbieter elektronischer Kommunikationsdienste mit Sitz in den USA verpflichtet, US-Behörden gemäß 50 U.S. Code § 1881a personenbezogene Informationen bereitzustellen, ohne dass Ihnen hiergegen ein Rechtsbehelf zur Verfügung steht. Selbst eine Verschlüsselung von Daten in den Rechenzentren des Anbieters elektronischer Kommunikationsdienste bietet möglicherweise keinen ausreichenden Schutz, da ein Anbieter elektronischer Kommunikationsdienste hinsichtlich importierter Daten, die sich in seinem Besitz, Gewahrsam oder unter seiner Kontrolle befinden, unmittelbar verpflichtet ist, Zugang zu diesen Daten zu gewähren oder diese herauszugeben. Diese Verpflichtung kann sich ausdrücklich auch auf kryptografische Schlüssel erstrecken, ohne die die Daten nicht gelesen werden können.Dass es sich hierbei nicht nur um ein „theoretisches Risiko“ handelt, zeigt das Urteil des EuGH vom 16. Juli 2020 (Rechtssache C 311/18, „Schrems II“).Mit Google haben wir Garantien in Form von Standarddatenschutzklauseln gemäß Art. 46 Abs. 2 lit. c DSGVO abgeschlossen. Eine Kopie der Standarddatenschutzklauseln kann bei uns angefordert werden. Verwendung von Google ReCaptcha1. Umfang der Verarbeitung personenbezogener DatenWir verwenden Google ReCaptcha des Anbieters Google LLC, 1600 Amphitheatre Parkway, Mountain View, CA 94043, USA und des Vertreters in der Union Google Ireland Ltd., Gordon House, Barrow Street, D04 E5W5, Dublin, Irland. Zweck dieses Tools ist es zu überprüfen, ob eine Dateneingabe regelkonform ist und nicht von einem Bot vorgenommen wurde, indem das Verhalten eines Besuchers der Online-Präsenz anhand verschiedener Merkmale analysiert und authentifiziert wird. Dadurch können personenbezogene Daten gespeichert und ausgewertet werden, insbesondere die Aktivität des Nutzers, insbesondere Mausbewegungen und welche Elemente angeklickt wurden, sowie Geräte- und Browserinformationen, insbesondere Uhrzeit, IP-Adresse und Betriebssystem.Die Daten werden nicht mit Daten verknüpft, die im Zusammenhang mit der parallelen Nutzung authentifizierter Google-Dienste wie Gmail erhoben oder verwendet werden können.Weitere Informationen zur Erhebung und Speicherung von Daten durch Google finden Sie unter:https://policies.google.com/privacy?hl=en-GB 2. Zweck der DatenverarbeitungDie Verwendung von Google ReCaptcha dient dem Schutz unserer Online-Präsenz vor Missbrauch. 3. Rechtsgrundlage für die Verarbeitung personenbezogener DatenRechtsgrundlage für die Verarbeitung personenbezogener Daten ist die vom Nutzer erteilte Einwilligung gemäß Art. 6 Abs. 1 S. 1 lit. a DSGVO. 4. Dauer der SpeicherungIhre personenbezogenen Informationen werden so lange gespeichert, wie es zur Erfüllung der in dieser Datenschutzerklärung beschriebenen Zwecke erforderlich ist oder gesetzlich vorgeschrieben wird, z. B. für Steuer- und Buchhaltungszwecke. 5. Möglichkeit des Widerrufs der Einwilligung und BeseitigungSie haben das Recht, Ihre datenschutzrechtliche Einwilligungserklärung jederzeit zu widerrufen. Der Widerruf der Einwilligung berührt nicht die Rechtmäßigkeit der bis zum Widerruf auf Grundlage der Einwilligung erfolgten Verarbeitung.Sie können die Erhebung und Verarbeitung Ihrer personenbezogenen Daten durch Google verhindern, indem Sie die Speicherung von Cookies Dritter auf Ihrem Computer verhindern, die „Do Not Track“-Funktion eines unterstützenden Browsers verwenden, die Ausführung von Script-Code in Ihrem Browser deaktivieren oder einen Script-Blocker wie z. B. NoScript (https://noscript.net/) oder Ghostery (https://www.ghostery.com) in Ihrem Browser installieren.Mit folgendem Link können Sie die Nutzung Ihrer personenbezogenen Daten durch Google deaktivieren:https://adssettings.google.comWeitere Informationen zu Widerspruchs- und Beseitigungsmöglichkeiten gegenüber Google finden Sie unter:https://policies.google.com/privacy?hl=en-GB Verwendung von Hotjar1. Umfang der Verarbeitung personenbezogener DatenWir nutzen den Webanalysedienst Hotjar der Hotjar Ltd, Level 2, St Julian's Business Centre, 3, Elia Zammit Street, St Julian's STJ 1000, Malta (nachfolgend: Hotjar). Hotjar verwendet Cookies, d. h. kleine Textdateien, die lokal im Cache Ihres Webbrowsers auf Ihrem Endgerät gespeichert werden und eine Analyse Ihrer Nutzung unserer Online-Präsenz ermöglichen. Dadurch können personenbezogene Daten gespeichert und ausgewertet werden, insbesondere die Aktivität des Nutzers, insbesondere welche Seiten besucht und welche Elemente angeklickt wurden, Geräte- und Browserinformationen, insbesondere die IP-Adresse und das Betriebssystem, sowie ein Tracking-Code, pseudonymisierte Nutzer-ID. Die so erhobenen Informationen werden von Hotjar an einen Server in Irland übertragen und dort in anonymisierter Form gespeichert. Weitere Informationen zur Erhebung und Speicherung von Daten durch Hotjar finden Sie unter:https://www.hotjar.com/legal/policies/privacy 2. Zweck der DatenverarbeitungDie Verwendung des Hotjar-Plugins dient dazu, die Bedürfnisse unserer Nutzer besser zu verstehen und das Angebot auf dieser Online-Präsenz zu optimieren. 3. Rechtsgrundlage für die Verarbeitung personenbezogener DatenRechtsgrundlage für die Verarbeitung personenbezogener Daten ist die vom Nutzer erteilte Einwilligung gemäß Art. 6 Abs. 1 S. 1 lit. a DSGVO. 4. Dauer der SpeicherungIhre personenbezogenen Informationen werden so lange gespeichert, wie es zur Erfüllung der in dieser Datenschutzerklärung beschriebenen Zwecke erforderlich ist oder gesetzlich vorgeschrieben wird. 5. Möglichkeit des Widerrufs der Einwilligung und BeseitigungSie haben das Recht, Ihre datenschutzrechtliche Einwilligungserklärung jederzeit zu widerrufen. Der Widerruf der Einwilligung berührt nicht die Rechtmäßigkeit der bis zum Widerruf auf Grundlage der Einwilligung erfolgten Verarbeitung.Sie können verhindern, dass Hotjar Ihre personenbezogenen Daten erhebt und verarbeitet, indem Sie die Speicherung von Cookies Dritter auf Ihrem Computer verhindern, die „Do Not Track“-Funktion eines unterstützenden Browsers verwenden, die Ausführung von Script-Code in Ihrem Browser deaktivieren oder einen Script-Blocker wie z. B. NoScript (https://noscript.net/) oder Ghostery (https://www.ghostery.com) in Ihrem Browser installieren.Mit folgendem Link können Sie die Nutzung Ihrer personenbezogenen Daten durch Hotjar deaktivieren:https://www.hotjar.com/legal/compliance/opt-out Weitere Informationen zu Widerspruchs- und Beseitigungsmöglichkeiten gegenüber Hotjar finden Sie unter:https://www.hotjar.com/legal/policies/privacy Verwendung von Salesforce - Web-to-Lead1. Umfang der Verarbeitung personenbezogener DatenWir nutzen Web-to-Lead, ein Add-on der salesforce.com Germany GmbH, Erika-Mann-Str. 31, 80636 München, Deutschland (nachfolgend „Salesforce“). Dies ermöglicht Nutzern, ihre Kontaktdaten dem Unternehmen zur Verfügung zu stellen, das die Online-Präsenz betreibt. Die Web-to-Lead-Funktion in Salesforce kann genutzt werden, um Lead-Informationen von Website-Besuchern zu generieren. Zu diesem Zweck wird ein Formular zur Eingabe von Vorname, Nachname, E-Mail-Adresse, Unternehmen, Stadt und Bundesland/Provinz erstellt. Darüber hinaus können personenbezogene Daten wie Geräte- und Browserinformationen, insbesondere die IP-Adresse und das Betriebssystem des Nutzers, gespeichert und ausgewertet werden.Weitere Informationen zur Erhebung und Speicherung von Daten durch Salesforce finden Sie unter:https://www.salesforce.com/company/privacy/full_privacy 2. Zweck der DatenverarbeitungDas Kontaktformular dient der Gewinnung potenzieller Neukunden und deren Kontaktdaten. 3. Rechtsgrundlage für die Verarbeitung personenbezogener DatenRechtsgrundlage für die Verarbeitung personenbezogener Daten ist die vom Nutzer erteilte Einwilligung gemäß Art. 6 Abs. 1 S. 1 lit. a DSGVO. 4. Dauer der SpeicherungIhre personenbezogenen Informationen werden so lange gespeichert, wie es zur Erfüllung der in dieser Datenschutzerklärung beschriebenen Zwecke erforderlich ist oder gesetzlich vorgeschrieben wird, z. B. für Steuer- und Buchhaltungszwecke. 5. Möglichkeit des Widerrufs der Einwilligung und BeseitigungSie haben das Recht, Ihre datenschutzrechtliche Einwilligungserklärung jederzeit zu widerrufen. Der Widerruf der Einwilligung berührt nicht die Rechtmäßigkeit der bis zum Widerruf auf Grundlage der Einwilligung erfolgten Verarbeitung.Sie können verhindern, dass Salesforce Ihre personenbezogenen Daten erhebt und verarbeitet, indem Sie die Speicherung von Cookies Dritter auf Ihrem Computer verhindern, die „Do Not Track“-Funktion eines unterstützenden Browsers verwenden, die Ausführung von Script-Code in Ihrem Browser deaktivieren oder einen Script-Blocker wie z. B. NoScript (https://noscript.net/) oder Ghostery (https://www.ghostery.com) in Ihrem Browser installieren.\Weitere Informationen zu Widerspruchs- und Beseitigungsmöglichkeiten gegenüber Salesforce finden Sie unter:https://www.salesforce.com/company/privacy/full_privacy/ Verwendung von Wistia1. Umfang der Verarbeitung personenbezogener DatenWir nutzen Funktionen der Wistia Inc., 17 Tudor Street, Cambridge, Massachusetts, 02139, USA (nachfolgend „Wistia“). Wenn Sie unsere Seite besuchen, wird ein Wistia-Cookie auf Ihrem Computer gespeichert. Insbesondere werden folgende Daten von Wistia verarbeitet:- IP-Adresse- Cookie-Informationen- Die von Ihnen angeforderte Seite- Einstellungen, Präferenzen und Nutzung des PluginsWir weisen darauf hin, dass wir als Anbieter der Seiten keine Kenntnis vom Inhalt der übermittelten Daten oder deren Nutzung durch Wistia haben.\Weitere Informationen zur Erhebung und Speicherung von Daten durch Wistia finden Sie hier:https://wistia.com/privacy 2. Zweck der DatenverarbeitungDie Verwendung des Wistia-Plugins dient der Verbesserung der Nutzerfreundlichkeit unserer Online-Präsenz und unseres Dienstes. Wir verwenden dieses Plugin, um einen eingebetteten Videoplayer anzubieten. 3. Rechtsgrundlage für die Verarbeitung personenbezogener DatenRechtsgrundlage für die Verarbeitung personenbezogener Daten ist die vom Nutzer erteilte Einwilligung gemäß Art. 6 Abs. 1 S. 1 lit. a DSGVO. 4. Dauer der SpeicherungIhre personenbezogenen Informationen werden so lange gespeichert, wie es zur Erfüllung der in dieser Datenschutzerklärung beschriebenen Zwecke erforderlich ist oder gesetzlich vorgeschrieben wird, z. B. für Steuer- und Buchhaltungszwecke. 5. Möglichkeit des Widerrufs der Einwilligung und BeseitigungSie haben das Recht, Ihre datenschutzrechtliche Einwilligungserklärung jederzeit zu widerrufen. Der Widerruf der Einwilligung berührt nicht die Rechtmäßigkeit der bis zum Widerruf auf Grundlage der Einwilligung erfolgten Verarbeitung.Sie können verhindern, dass Wistia Ihre personenbezogenen Daten erhebt und verarbeitet, indem Sie die Speicherung von Cookies Dritter auf Ihrem Computer verhindern, die „Do Not Track“-Funktion eines unterstützenden Browsers verwenden, die Ausführung von Script-Code in Ihrem Browser deaktivieren oder einen Script-Blocker wie NoScript (https://noscript.net/) oder Ghostery (https://www.ghostery.com) in Ihrem Browser installieren.\Weitere Informationen zu Widerspruchs- und Beseitigungsmöglichkeiten von Wistia finden Sie unter:https://wistia.com/privacy Verwendung von LinkedIn Analytics1. Umfang der Verarbeitung personenbezogener DatenWir nutzen den Dienst LinkedIn Analytics der LinkedIn Ireland Unlimited Company, Wilton Place, Dublin 2, Irland (nachfolgend „LinkedIn“). Durch die Nutzung von LinkedIn Analytics werden pseudonymisierte Nutzerprofile erstellt. Die Profile werden zur Analyse des Nutzerverhaltens und zur Optimierung unserer Dienste verwendet. Folgende Daten werden verarbeitet:- Informationen zum Betriebssystem- Geräte-ID- Internetdienstanbieter- IP-Adresse- Referrer-URL- BrowserinformationenWeitere Informationen zur Erhebung und Speicherung von Daten durch LinkedIn finden Sie hier:https://www.linkedin.com/legal/privacy-policy 2. Zweck der DatenverarbeitungDie Verarbeitung personenbezogener Daten der Nutzer durch LinkedIn Analytics ermöglicht uns die Analyse des Surfverhaltens unserer Nutzer. Durch die Auswertung der gewonnenen Daten sind wir in der Lage, Informationen über die Nutzung der einzelnen Bestandteile unseres Angebots zusammenzustellen. Dies hilft uns, unsere Online-Präsenz kontinuierlich zu verbessern und in diesem Zusammenhang auch die Nutzerfreundlichkeit zu erhöhen 3. Rechtsgrundlage für die Verarbeitung personenbezogener DatenRechtsgrundlage für die Verarbeitung personenbezogener Daten ist die vom Nutzer erteilte Einwilligung gemäß Art. 6 Abs. 1 S. 1 lit. a DSGVO. 4. Dauer der SpeicherungIhre personenbezogenen Informationen werden so lange gespeichert, wie es zur Erfüllung der in dieser Datenschutzerklärung beschriebenen Zwecke erforderlich ist oder gesetzlich vorgeschrieben wird. 5. Möglichkeit des Widerrufs der Einwilligung und BeseitigungSie haben das Recht, Ihre datenschutzrechtliche Einwilligungserklärung jederzeit zu widerrufen. Der Widerruf der Einwilligung berührt nicht die Rechtmäßigkeit der bis zum Widerruf auf Grundlage der Einwilligung erfolgten Verarbeitung.Sie können verhindern, dass LinkedIn Ihre personenbezogenen Daten erhebt und verarbeitet, indem Sie die Speicherung von Cookies Dritter auf Ihrem Computer verhindern, die „Do Not Track“-Funktion eines unterstützenden Browsers verwenden, die Ausführung von Script-Code in Ihrem Browser deaktivieren oder einen Script-Blocker wie NoScript (https://noscript.net/) oder Ghostery (https://www.ghostery.com) in Ihrem Browser installieren.Mit folgendem Link können Sie die Nutzung Ihrer personenbezogenen Daten durch LinkedIn deaktivieren:https://www.linkedin.com/help/linkedin/answer/62931/manage-advertising-preferencesWeitere Informationen zu Widerspruchs- und Beseitigungsmöglichkeiten gegenüber LinkedIn finden Sie unter:https://www.linkedin.com/legal/privacy-policy Verwendung von MyFonts Webfonts1. Umfang der Verarbeitung personenbezogener DatenWir nutzen die MyFonts-Webfonts der Monotype Imaging Holdings Inc., 600 Unicorn Park Drive, Woburn, Massachusetts, 01801, USA (nachfolgend „Monotype“). Die Webfonts werden beim Aufruf der Seite von unseren Servern in den Cache des Browsers übertragen, um sie für die optisch verbesserte Darstellung verschiedener Informationen verwenden zu können. Unterstützt der Browser die Webfonts nicht oder verhindert er den Zugriff, wird der Text in einer Standardschrift angezeigt. Beim Zugriff des Besuchers auf die Seite werden keine Cookies gespeichert. Es werden lediglich Lizenzdaten, die im Zusammenhang mit dem Seitenaufruf übermittelt werden müssen, an ressourcenspezifische Domains wie hello.myfonts.net gesendet, insbesondere die Identifikationsnummer des Webfont-Projekts (anonymisiert), die URL der lizenzierten Website, die mit unserer Kundennummer verknüpft ist, um den Lizenznehmer und die lizenzierten Webfonts zu identifizieren, sowie die Referrer-URL.\Weitere Informationen zur Erhebung und Speicherung von Daten durch Monotype finden Sie hier:https://www.monotype.com/legal/privacy-policy/web-font-tracking-privacy-policy/ 2. Zweck der DatenverarbeitungDie Verwendung von MyFonts Webfonts ermöglicht eine ansprechende Darstellung unserer Texte. Wenn Ihr Browser diese Funktion nicht unterstützt, wird eine Standardschrift Ihres Computers zur Anzeige verwendet. 3. Rechtsgrundlage für die Verarbeitung personenbezogener DatenRechtsgrundlage für die Verarbeitung personenbezogener Daten ist die vom Nutzer erteilte Einwilligung gemäß Art. 6 Abs. 1 S. 1 lit. a DSGVO. 4. Dauer der SpeicherungDie anonyme Identifikationsnummer des Webfont-Projekts wird 30 Tage lang in verschlüsselten Logfiles gespeichert, um die monatliche Anzahl der Seitenaufrufe zu bestimmen. Nach dieser Extraktion und Speicherung der Anzahl der Seitenaufrufe werden die Logfiles gelöscht 5. Möglichkeit des Widerrufs der Einwilligung und BeseitigungSie haben das Recht, Ihre datenschutzrechtliche Einwilligungserklärung jederzeit zu widerrufen. Der Widerruf der Einwilligung berührt nicht die Rechtmäßigkeit der bis zum Widerruf auf Grundlage der Einwilligung erfolgten Verarbeitung.Weitere Informationen zur Datenschutzerklärung von Monotype finden Sie unter:https://www.monotype.com/legal/privacy-policy/web-font-tracking-privacy-policy/. Verwendung von Cookiebot1. Umfang der Verarbeitung personenbezogener DatenWir nutzen Funktionalitäten der Cookie-Consent-Lösung Cookiebot von Cybot A/S, Havnegade 39, 1058 Kopenhagen, Dänemark (nachfolgend „Cybot“). Cookiebot bietet eine Softwarelösung, die die Einholung von Einwilligungen zur Cookie-Nutzung und zum Tracking von Online-Nutzern übernimmt. Cookiebot informiert die Nutzer unserer Website über die auf unserer Website verwendeten Cookies. Sie haben außerdem die Möglichkeit, Cookie-Gruppen mit Ausnahme funktionaler Cookies, die für die reibungslose Anzeige unserer Website erforderlich sind, zu deaktivieren. Wir sind verpflichtet, Ihre Einwilligung oder Ablehnung gemäß Art. 7 Abs. 1 DSGVO zu dokumentieren. Folgende personenbezogene Daten werden von Cybot verarbeitet: - Die IP-Nummer des Endnutzers in anonymisierter Form, wobei die letzten drei Ziffern auf „0“ gesetzt werden. - Datum und Uhrzeit der erteilten Einwilligung. - Browser des Nutzers. - Die URL, auf der die Einwilligung erteilt wurde. - Ein anonymer, zufälliger und verschlüsselter Schlüssel.- Der Einwilligungsstatus des Endnutzers, der als Nachweis der Einwilligung dient.Cookies von Cybot werden auf Ihrem Gerät gespeichert.Der Schlüssel und der Einwilligungsstatus werden außerdem im Browser des Nutzers im Cookie von Cybot mit dem Namen „CookieConsent“ gespeichert. Dadurch kann die Website die Einwilligung des Endnutzers bei allen nachfolgenden Seitenaufrufen und zukünftigen Nutzersitzungen für bis zu 12 Monate automatisch lesen und berücksichtigen. Der Schlüssel wird für den Nachweis der Einwilligung und für eine zusätzliche Möglichkeit verwendet, zu prüfen, ob der im Browser des Nutzers gespeicherte Einwilligungsstatus im Vergleich zur ursprünglichen an Cybot übermittelten Einwilligung unverändert ist.Wenn die Funktion „Collective Consent“ aktiviert ist, um die Einwilligung für mehrere Webseiten über eine einzige Nutzereinwilligung zu steuern, speichert Cybot außerdem eine weitere separate, zufällige, eindeutige ID mit der Einwilligung des Nutzers. Wenn alle folgenden Kriterien erfüllt sind, wird dieser Schlüssel in verschlüsselter Form im Cookie „CookieConsentBulkTicket“ im Browser des Nutzers gespeichert.Alle Daten werden in einem Azure-Rechenzentrum des Cloud-Anbieters Microsoft Ireland Operations Ltd, South County Business Park, One Microsoft Court, Carmanhall and Leopardstown, Dublin, D18 P521, Irland, gehostet. Weitere Informationen zur Verarbeitung von Daten durch Cybot finden Sie hier:https://www.cookiebot.com/en/privacy-policy/ 2. Zweck der DatenverarbeitungWir verwenden Cookiebot, um Cookie-Erklärungen für Nutzer zu erstellen und anzuzeigen sowie Cookie-Scan-Berichte in der Datenschutzerklärung zu speichern und anzuzeigen. Dadurch können wir unseren Informationspflichten gegenüber den Nutzern unserer Website gemäß Art. 13, 14 DSGVO nachkommen und Einwilligungen zur Nutzung von Cookies datenschutzkonform einholen und dokumentieren. Darüber hinaus verwenden wir Cookiebot, um aggregierte Informationen über die Auswahlentscheidungen der Nutzer hinsichtlich akzeptierter Cookie-Arten zu erhalten und diese im Service-Manager grafisch darzustellen. 3. Rechtsgrundlage für die Verarbeitung personenbezogener DatenRechtsgrundlage für die Datenverarbeitung ist Art. 6 Abs. 1 S. 1 lit. f DSGVO. Unser berechtigtes Interesse liegt hierbei in den unter 2. genannten Zwecken der Datenverarbeitung. Die Interessen und Rechte der Nutzer werden durch die Anonymisierung der IP-Adresse entsprechend berücksichtigt. 4. Dauer der SpeicherungIhre personenbezogenen Informationen werden von Cybot so lange gespeichert, wie es zur Erfüllung der in dieser Datenschutzerklärung beschriebenen Zwecke erforderlich ist oder gesetzlich vorgeschrieben wird, z. B. für Steuer- und Buchhaltungszwecke. Die von Cookiebot verwendeten Cookies werden auf dem Gerät der Nutzer bis zu 12 Monate gespeichert. 5. Möglichkeit des Widerrufs der Einwilligung und BeseitigungSie können die Erhebung und Verarbeitung Ihrer personenbezogenen Daten durch Cybot verhindern, indem Sie die Speicherung von Cookies Dritter auf Ihrem Computer verhindern, die „Do Not Track“-Funktion eines unterstützenden Browsers verwenden, die Ausführung von Script-Code in Ihrem Browser deaktivieren oder einen Script-Blocker wie NoScript (https://noscript.net/) oder Ghostery (https://www.ghostery.com) in Ihrem Browser installieren. Weitere Informationen zu Widerspruchs- und Beseitigungsmöglichkeiten gegenüber Cybot finden Sie unter:https://www.cookiebot.com/en/privacy-policy/ Verwendung von LinkedIn Insight Tag1. Umfang der Verarbeitung personenbezogener DatenWir nutzen Funktionalitäten des Marketing-Plugins LinkedIn Insight Tag der LinkedIn Ireland Unlimited Company, Wilton Place, Dublin 2, Irland (nachfolgend „LinkedIn“). Das Plugin ermöglicht es uns, Informationen über Website-Besucher zu erhalten und detaillierte Kampagnenberichte zu führen. Insbesondere werden folgende personenbezogene Daten von LinkedIn verarbeitet: - URL- Referrer-URL - gekürzte oder gehashte IP-Adresse- Geräte- und Browsereigenschaften (User Agent) und Zeitstempel. Cookies von LinkedIn werden auf Ihrem Endgerät gespeichert. Weitere Informationen zu den verwendeten Cookies finden Sie hier: https://www.linkedin.com/legal/cookie-policy LinkedIn gibt keine personenbezogenen Informationen an uns weiter, sondern stellt lediglich aggregierte Zielgruppenberichte und Anzeigen bereit. LinkedIn bietet außerdem eine Remarketing-Funktion, die es uns ermöglicht, gezielte personalisierte Werbung außerhalb unserer Website anzuzeigen, ohne Ihre Identität offenzulegen.Weitere Informationen zur Verarbeitung der Daten durch LinkedIn finden Sie hier: https://www.linkedin.com/legal/privacy-policy 2. Zweck der DatenverarbeitungWir verwenden LinkedIn Insight Tag, um Informationen über Besucher unserer Website zu erheben. 3. Rechtsgrundlage für die Verarbeitung personenbezogener DatenRechtsgrundlage für die Verarbeitung personenbezogener Daten ist die vom Nutzer erteilte Einwilligung gemäß Art. 6 Abs. 1 S. 1 lit. a DSGVO. 4. Dauer der SpeicherungDie direkten Kennungen von Mitgliedern werden innerhalb von sieben Tagen entfernt, um die Daten zu pseudonymisieren. Diese verbleibenden pseudonymisierten Daten werden anschließend innerhalb von 180 Tagen gelöscht. 5. Möglichkeit des Widerrufs und der BeseitigungSie haben das Recht, Ihre datenschutzrechtliche Einwilligungserklärung jederzeit zu widerrufen. Der Widerruf Ihrer Einwilligung berührt nicht die Rechtmäßigkeit der Verarbeitung, die bis zum Widerruf auf Grundlage Ihrer Einwilligung erfolgt ist. Sie können verhindern, dass LinkedIn Ihre personenbezogenen Informationen erhebt und verarbeitet, indem Sie die Speicherung von Cookies Dritter auf Ihrem Computer verhindern, die „Do Not Track“-Funktion eines unterstützenden Browsers verwenden, die Ausführung von Script-Code in Ihrem Browser deaktivieren oder einen Script-Blocker wie NoScript (https://noscript.net/) oder Ghostery (https://www.ghostery.com) in Ihrem Browser installieren. Weitere Informationen zu Widerspruchs- und Beseitigungsmöglichkeiten gegenüber Linked Insight Tag finden Sie unter: https://www.linkedin.com/legal/privacy-policy XVI. Einbindung von Plugins über externe Dienstleister 1. Beschreibung und Umfang der Datenverarbeitung Wir binden bestimmte Plugins auf unserer Website über externe Dienstleister in Form von Content Delivery Networks ein. Wenn Sie unsere Website aufrufen, wird eine Verbindung zu den Servern der von uns verwendeten Anbieter hergestellt, um Inhalte abzurufen und im Cache des Browsers des Nutzers zu speichern. Dadurch können personenbezogene Daten in Server-Logfiles gespeichert und ausgewertet werden, insbesondere Geräte- und Browserinformationen, z. B. IP-Adresse und Betriebssystem. Wir verwenden folgende Dienste: 1. Storyblok - AWS CloudFront 2. Zweck der Datenverarbeitung Die Nutzung der Funktionen dieser Dienste dient der Auslieferung und Beschleunigung von Online-Anwendungen und Inhalten. 3. Rechtsgrundlage für die Datenverarbeitung Diese Daten werden auf Grundlage von Art. 6 Abs. 1 S. 1 lit. f DSGVO erhoben. Der Websitebetreiber hat ein berechtigtes Interesse an der technisch korrekten Darstellung und Optimierung der Website. 4. Dauer der Speicherung Ihre personenbezogenen Informationen werden so lange gespeichert, wie es zur Erfüllung der in dieser Datenschutzerklärung beschriebenen Zwecke erforderlich ist oder gesetzlich vorgeschrieben wird. 5. Widerspruch und Beseitigung Diese Datenschutzerklärung wurde mit Unterstützung von DataGuard erstellt. --- ## Beschreibung des SaaS-Dienstes URL: https://flair.hr/de/legal/saas-service-description > Leistungsbeschreibung der flair.hr SaaS-Lösung: Überblick über die Funktionen der cloudbasierten HR-Software, deren Daten auf Salesforce gespeichert werden. # Leistungsbeschreibung (Service Description) Übersicht über die SaaS-Funktionen der flair.hr GmbH, Stand 02/2025 flair.hr ist eine umfassende cloudbasierte HR-Softwarelösung, die speziell entwickelt wurde, um komplexe Unternehmensstrukturen effizient zu verwalten und zu optimieren. Unsere Plattform bietet eine breite Palette an Funktionen zur Unterstützung von HR-Abteilungen und des Managements ihrer Mitarbeitenden. Die Daten werden auf der Salesforce-Plattform gespeichert, die die Grundlage für die flair.hr-Lösung bildet und höchste Sicherheitsstandards gewährleistet. flair HR bietet eine flexible und skalierbare Lösung, die sich an die spezifischen Anforderungen Ihrer Organisation anpasst und gleichzeitig eine benutzerfreundliche und effiziente Verwaltung Ihrer HR-Prozesse sowie der zugehörigen Personaldaten ermöglicht. ## 1.1 Modul: Zeitwirtschaft und Anwesenheit ● Self-Service-Portal für Mitarbeitende: Ermöglicht Mitarbeitenden die eigenständige Verwaltung ihrer Arbeitszeiten und Abwesenheiten. ● Abwesenheits- und Urlaubsverwaltung: Verwaltung von Urlaubsanträgen und Abwesenheiten. ● Zeiterfassung und Projektzeiterfassung: Erfassung von Arbeitszeiten und Zuordnung zu Projekten. ● Digitale Personalakte und Stammdatenverwaltung: Zentrale Verwaltung von Mitarbeiterinformationen. ● flair Mobile App: Verfügbar für iOS und Android zur mobilen Zeiterfassung und Verwaltung. ## 1.2 Modul: HR-Administration ● Workflow-Management: Automatisierte Workflows für HR-Prozesse wie Onboarding und Offboarding. ● Dokumentenmanagement & E-Signing: Verwaltung von Dokumenten und digitale Signaturfunktionen. ● Stellenmanagement und Organigramm: Verwaltung von Positionen und Organisationsstrukturen. ● Inventarverwaltung: Verwaltung von Unternehmensressourcen. ● Organigramm und Intranet: Organigramm und internes Kommunikationsportal. ● HR-Helpdesk und Ticketing inkl. Hinweisgeberfunktion: Supportsystem für HR-Anfragen und Meldungen. ● Reports und Dashboards: Analysen und Berichte zu HR-Kennzahlen. ## 1.3 Modul: Performance Management ● Leistungsbeurteilungen: Bewertung der Leistung von Mitarbeitenden. ● Feedbackzyklen: Regelmäßige Feedbackrunden und Bewertungen. ● Unternehmensziele und OKRs: Verwaltung und Nachverfolgung von Unternehmens-, Abteilungs- und persönlichen Zielen (OKRs). ● Mitarbeiterumfragen und Check-ins: Umfragen und regelmäßige Statusabfragen. ● Skill-Management: Verwaltung von Mitarbeiterkompetenzen. ● Peer Reviews: Kollegiale Bewertungen und 360°-Feedback. ● Employee Recognition: Anerkennung von Mitarbeiterleistungen. ● Intranet und Ankündigungen: Bekanntmachungen und Benachrichtigungen/Intranet-Funktion. ## 1.4 Modul: Recruiting ● Bewerbermanagement und Talentpool: Verwaltung von Bewerbenden und Talenten. ● Stellenmanagement: Verwaltung von Positionen, Hierarchien und Vakanzen. ● Vertrags- und Angebotsmanagement sowie E-Signing: Verwaltung und digitale Unterzeichnung von Verträgen, Zusatzvereinbarungen und Angeboten. ● Karriereportal: Individuell anpassbare Karriereseite für Bewerbende zur Registrierung von Bewerbungen (inklusive: 250 aktive Stellenanzeigen pro Monat). ## 1.5 Recruiting Plus Add-on ● Multiposting: Erweiterte Funktionen zur Veröffentlichung organischer Stellenanzeigen (inklusive: 100 aktive Stellenanzeigen pro Monat). ● Bring your Contract: Integration bestehender Verträge aus Karriereportalen für Stellenanzeigen. ○ Nutzung von Drittanbieterprodukten: VONQ ● CV-Parsing: Automatisierte Verarbeitung von Lebensläufen (inklusive: 100 Parsings pro Monat). ● Skill-Management: Automatisiertes Skill-Screening und Bewertung von Kandidaten. ## 1.6 Modul: Payroll ● DATEV-Export: Nahtloser Importprozess mit vorbereitender DATEV-Datei. ● Vorbereitende Lohn- und Gehaltsabrechnung: Unterstützung bei der Entgeltabrechnung. ● Payroll Territories: Verwaltung von Gehaltsabrechnungen in verschiedenen Unternehmen, Regionen oder Ländern. ● Lohnarten: Verwaltung verschiedener Vergütungsarten. ● Kostenstellen: Zuordnung von Gehaltskosten. ● Datenexport: Export von Gehaltsdaten über CSV, ASCII, PDF und weitere Formate. ● Spesenmanagement: Verwaltung von Ausgaben und Belegen. ## 1.7 Modul: Schichtplanung ● Schichtmanagement: Planung und Verwaltung von Schichten. ● Skill-Management: Zuweisung von Mitarbeitenden basierend auf Kompetenzen. ● Self-Service-Portal: Mitarbeitende können ihre Schichten selbst verwalten. ● Export- und Druckversion: Export und Druck von Schichtplänen. ● Standortverwaltung: Ermöglicht die Zuordnung von Schichten und Standorten. ## 1.8 Zusätzliche Funktionen der Softwareplattform ● Individuelle Berechtigungsprofile für Nutzer: Individuell abgestufte Zugriffsrechte. ● Unterstützung von Single Sign-on (Microsoft und Google): Vereinfachte Anmeldung über bestehende Konten. ● Persönliche Salesforce-Instanz (für OEM-Kunden): Integration mit der Salesforce-Plattform. ● Unterstützung für Massen-Upload von Dokumenten über die Salesforce-API: Effizientes Hochladen von Dokumenten. ● Datenexport nach Excel und CSV: Einfache Datenverarbeitung. --- ## Service Level Agreement für die SaaS-Lösung flair.hr URL: https://flair.hr/de/legal/service-level-agreement-for-flair-hr-saas-solution > Service Level Agreement für die SaaS-Lösung flair.hr: Die Vereinbarung legt Service-Levels und Standardsupport als Teil des SaaS-Vertrags fest. # Service-Level-Vereinbarung für die flair.hr SaaS-Lösung flair.hr: Flair.hr GmbH c/o The BYRO Müllerstrasse 27 80469 München Kunde: [Name des Kunden] [Adresse] Diese Service-Level-Vereinbarung (SLA) ist Bestandteil des SaaS-Vertrags zwischen flair.hr und dem oben genannten Kunden über die Bereitstellung der flair.hr SaaS-Lösung auf Grundlage der Allgemeinen Geschäftsbedingungen für SaaS von flair.hr und umfasst die Service-Levels für die flair.hr SaaS-Lösung sowie den Standardsupport. Premium-Support unterliegt einer separaten Vereinbarung. In dieser Service-Level-Vereinbarung verwendete großgeschriebene Begriffe haben die ihnen in den Allgemeinen Geschäftsbedingungen für SaaS von flair.hr oder in dieser Service-Level-Vereinbarung zugewiesene Bedeutung. 1. Verfügbarkeit (a) Verfügbarkeit der SaaS-Lösung flair.hr bietet eine Mindestverfügbarkeit der SaaS-Lösung von 99,5 % pro Jahr (nachfolgend „Vereinbarte Verfügbarkeitszeit“). „Ausfallzeit“ bezeichnet den Zeitraum zwischen dem Beginn der Nichtverfügbarkeit der SaaS-Lösung und dem Ende der Nichtverfügbarkeit der SaaS-Lösung. Ausfallzeiten aus den in Abschnitt 15.2. der Allgemeinen Geschäftsbedingungen für SaaS beschriebenen Gründen werden nicht berücksichtigt. Die Verfügbarkeitsrate wird wie folgt berechnet: (Vereinbarte Verfügbarkeitszeit - Ausfallzeit) Vereinbarte Verfügbarkeitszeit (b) Servicegutschriften Wenn flair.hr die Vereinbarte Verfügbarkeitszeit nicht einhält, gewährt flair.hr Servicegutschriften gemäß der nachstehenden Tabelle. Servicegutschriften werden als Prozentsatz der jeweiligen monatlichen Gebühr berechnet. Servicegutschriften können auf nachfolgende Gebühren angerechnet werden. Verfügbarkeit Servicegutschrift 99,50 % - 100,00 % 0 % 98,00 % - 99,49 % 5 % 95,00 % - 97,99 % 10 % 90,00 % - 94,99 % 35 % Weniger als 90,00 % 50 % 2. Support (a) Supportzeiten des Nutzer-Helpdesks flair.hr stellt während der folgenden Geschäftszeiten einen Nutzer-Helpdesk bereit (nachfolgend „Supportzeiten“): Montag bis Donnerstag von 09:00 bis 17:00 Uhr (MEZ/MESZ), Freitag von 09:00 bis 16:00 Uhr (MEZ/MESZ). An gesetzlichen Feiertagen in München / Deutschland wird kein Nutzer-Helpdesk bereitgestellt. (b) Kontakt zum Nutzer-Helpdesk Der Kunde kann den Nutzer-Helpdesk wie folgt kontaktieren: E-Mail: support@flair.hr Kundenportal: https://flair.hr/de/support/ (c) Bearbeitung von Tickets durch den Nutzer-Helpdesk Der Kunde kann jederzeit per E-Mail einen Mangel oder eine Anfrage melden (nachfolgend „Ticket“). flair.hr bearbeitet Tickets während der Supportzeiten. Jedes Ticket wird einer der folgenden Kategorien zugeordnet: Kategorie 1 (Mängel) Jede Anfrage, die als Sachmangel oder Rechtsmangel im Sinne der Allgemeinen Geschäftsbedingungen für SaaS von flair.hr einzustufen ist Kategorie 2 (Supportanfragen) Jede sonstige Supportanfrage, z. B. hinsichtlich Nutzererfahrung, Funktionalitäten oder betrieblichen Details Im Falle einer Zuordnung zu Kategorie 2 kann flair.hr dem Kunden zusätzliche Supportleistungen gemäß Abschnitt 7.4 der Allgemeinen Geschäftsbedingungen für SaaS anbieten. Zusätzliche Supportleistungen unterliegen den Allgemeinen Geschäftsbedingungen für Support- und Zusatzleistungen von flair.hr und werden gesondert berechnet. Im Falle einer Zuordnung zu Kategorie 1 wird der Nutzer-Helpdesk von flair.hr jedes Ticket einer der folgenden Mangelklassen zuordnen: Mangelklasse Folgen Auswirkung Schweregradklasse 1 Ausfall Mangel in der proprietären Software führt zum Ausfall oder zur Nichtverfügbarkeit der SaaS-Lösung insgesamt Schweregradklasse 2 Schwere Beeinträchtigung Mangel in der proprietären Software führt zum Ausfall eines wesentlichen Teils oder einzelner wesentlicher Funktionen der SaaS-Lösung und kann nicht durch einen Workaround behoben werden. Schweregradklasse 3 Beeinträchtigungen, aber wesentliche Abläufe laufen weiter Der Kunde kann die SaaS-Lösung mit eingeschränkter Funktionalität nutzen. Der Gesamtprozess ist nicht gefährdet. Schweregradklasse 4 Unerhebliche Beeinträchtigung Es gibt einen Workaround oder der Kunde kann Maßnahmen ergreifen, um den Mangel zu umgehen. (d) Reaktionszeiten des Nutzer-Helpdesks flair.hr stellt Workarounds, Patches, Bugfixes oder andere Releases zur Behebung eines Mangels der Kategorie 1 gemäß den Bestimmungen der Allgemeinen Geschäftsbedingungen für SaaS bereit (nachfolgend „Mängelbehebung“). Die folgenden unverbindlichen Reaktionszeiten gelten: Mangelkategorie Reaktionszeit Mängelbehebungszeit 2 [5 Stunden] Unverzüglich 1 Arbeitstag 5 Arbeitstage 1 Arbeitstag 2 - 4 Wochen 2 Arbeitstage n/a „Reaktionszeit“ bezeichnet die oben angegebene Zeit, innerhalb derer flair.hr abhängig von der Mangelkategorie auf Tickets reagiert, z. B. durch Kategorisierung des Mangels oder durch einen ersten Vorschlag zur Behebung des Mangels. Die Reaktionszeit beginnt mit Eingang der Mangelmeldung innerhalb der Servicezeiten und läuft nur während der Servicezeiten. Geht die Meldung außerhalb der Servicezeiten ein, beginnt die Reaktionszeit mit Beginn der nächsten Servicezeit. „Mängelbehebungszeit“ bezeichnet die Zeit, innerhalb derer flair.hr eine Mängelbehebung durchführt. abhängig von der Mangelkategorie. --- ## Allgemeine Geschäftsbedingungen für den Implementations Services URL: https://flair.hr/de/legal/terms-and-conditions-for-implementation-services > AGB für Implementierungsleistungen: Geltungsbereich, Vertragsgegenstand und Bedingungen für die Einführung der SaaS-Lösung von flair.hr beim Kunden. # Allgemeine Geschäftsbedingungen für Implementierungsleistungen ## 1 Geltungsbereich und Vertragsgegenstand ### 1.1 Anwendbarkeit. Diese Allgemeinen Geschäftsbedingungen für Implementierungsleistungen („Implementierungsbedingungen“) gelten für jede Vereinbarung zwischen dem Dienstleister (wie unten definiert) und dem im Bestellformular angegebenen Kunden („Kunde“) über Implementierungsleistungen (wie unten definiert) („Implementierungsvertrag“) für die SaaS-Lösung von flair.hr (wie in den Allgemeinen Geschäftsbedingungen für SaaS von flair.hr definiert). ### 1.2 Dienstleister. Implementierungsleistungen können von flair.hr, einem Verbundenen Unternehmen von flair.hr oder einem Autorisierten Anbieter erbracht werden (jeweils ein „Dienstleister“). „flair.hr“ bezeichnet die flair.hr GmbH, c/o The BYRO, Müllerstrasse 27, 80469 München. „Verbundenes Unternehmen“ bezeichnet jede Kapitalgesellschaft oder sonstige Einheit, die flair.hr kontrolliert, von flair.hr kontrolliert wird oder unter gemeinsamer Kontrolle mit flair.hr oder einer Nachfolgeeinheit steht. Eine Kapitalgesellschaft oder sonstige Einheit gilt als kontrollierend gegenüber einer anderen Kapitalgesellschaft oder Einheit, wenn sie (i) direkt oder indirekt fünfzig Prozent (50 %) oder mehr der stimmberechtigten Anteile oder sonstigen Beteiligungen hält, (ii) die Befugnis hat, mehr als die Hälfte der Geschäftsführer oder Vorstandsmitglieder einer solchen anderen Kapitalgesellschaft oder Einheit zu wählen, oder (iii) aufgrund eines Vertrags oder anderweitig die Möglichkeit hat, die Geschäfte einer solchen anderen Kapitalgesellschaft oder Einheit zu bestimmen. „Autorisierter Anbieter“ bezeichnet jede Person oder Einheit, die von flair.hr autorisiert und beauftragt wurde, Implementierungsleistungen gemäß diesen Implementierungsbedingungen zu erbringen. ### 1.3 Zusätzliche Bedingungen. Zusätzlich zu den Implementierungsleistungen, die unter diesen Implementierungsbedingungen erbracht werden, kann flair.hr weitere Leistungen erbringen, die anderen Geschäftsbedingungen unterliegen, wie nachstehend angegeben: #### (a) Die Bereitstellung der flair.hr SaaS-Lösung unterliegt den Allgemeinen Geschäftsbedingungen für SaaS von flair.hr. #### (b) Die Erbringung von Support- und Zusatzleistungen, sofern vorhanden, unterliegt den Allgemeinen Geschäftsbedingungen für Support- und Zusatzleistungen. ### 1.4 Geschäftliche Nutzung. Diese Implementierungsbedingungen gelten ausschließlich für Unternehmen, unabhängig davon, ob es sich um natürliche oder juristische Personen oder Personengesellschaften mit Rechtsfähigkeit im Sinne von § 14 des Bürgerlichen Gesetzbuches handelt, die in Ausübung ihrer gewerblichen oder beruflichen Tätigkeit handeln, für juristische Personen des öffentlichen Rechts und öffentlich-rechtliche Sondervermögen im Sinne von § 310 Abs. 1 des Bürgerlichen Gesetzbuches sowie für sonstige gewerbliche oder berufliche Kunden. ### 1.5 Ausschluss von Bedingungen des Kunden. Diese Implementierungsbedingungen gelten ausschließlich. Abweichende, entgegenstehende oder ergänzende Allgemeine Geschäftsbedingungen werden nur dann und insoweit Bestandteil des Implementierungsvertrags, als der Dienstleister ihrer Geltung zuvor ausdrücklich zugestimmt hat. Dieses Zustimmungserfordernis muss mindestens in Textform durch einen ordnungsgemäß bevollmächtigten Vertreter von flair.hr erfolgen und gilt in jedem Fall, auch wenn der Dienstleister Leistungen vorbehaltlos erbringt, obwohl der Dienstleister Kenntnis von den Allgemeinen Geschäftsbedingungen des Kunden hat. ## 2 Implementierungsvertrag ### 2.1 Implementierungsvertrag. Im Sinne dieser Implementierungsbedingungen bezeichnet ein Implementierungsvertrag diese Implementierungsbedingungen zusammen mit den folgenden Dokumenten: #### (a) dem Bestellformular („Bestellformular“); #### (b) allen Dokumenten, auf die in diesen Implementierungsbedingungen oder im Bestellformular Bezug genommen wird. ### 2.2 Bestellformular. Der Dienstleister stellt dem Kunden ein Bestellformular zur Verfügung, das an den Dienstleister übermittelt werden kann, um eine Bestellung aufzugeben. Alle vom Dienstleister in einem Bestellformular abgegebenen Angebote sind freibleibend und unverbindlich. Sie werden mit der Annahme des Bestellformulars durch den Dienstleister gemäß Abschnitt 2.3 verbindlich. ### 2.3 Vertragsschluss. Der Kunde kann durch Übermittlung eines Bestellformulars unter Bezugnahme auf diese Implementierungsbedingungen ein Angebot abgeben. Der Implementierungsvertrag kommt mit Annahme des Bestellformulars durch den Dienstleister zustande und gilt ab dem Wirksamkeitsdatum. ### 2.4 Zusätzliche Vereinbarungen und Änderungen. Jede zusätzliche Vereinbarung zum Implementierungsvertrag muss zu ihrer Wirksamkeit in Textform und unter ausdrücklicher Bezugnahme auf den jeweiligen Implementierungsvertrag geschlossen werden. Jede Änderung eines vom Dienstleister angenommenen Bestellformulars bedarf der Textform und gilt nur für das jeweilige Bestellformular, für das die Änderung vereinbart wurde. Leistungen, die nicht von diesen Implementierungsbedingungen erfasst sind, bedürfen einer gesonderten Vereinbarung zwischen dem Dienstleister und dem Kunden. ### 2.5 Widersprüche. Im Falle eines Widerspruchs zwischen diesen Implementierungsbedingungen und einem der in Abschnitt 2.1 genannten Dokumente haben die Bestimmungen im Bestellformular Vorrang vor diesen Implementierungsbedingungen. ## 3 Implementierungsleistungen und Zeitraum ### 3.1 Implementierungsleistungen. Der Dienstleister erbringt die im jeweiligen Implementierungsvertrag festgelegten Implementierungsleistungen, um dem Kunden die Migration zur SaaS-Lösung und/oder deren Nutzung im Zusammenhang mit der IT-Infrastruktur des Kunden zu ermöglichen. Implementierungsleistungen können beispielsweise die erstmalige technische Einrichtung und Anpassung der SaaS-Lösung, Onboarding-Leistungen, Schulungen für Administratoren, Projektmanagementleistungen und grundlegende Supportleistungen während des Implementierungszeitraums (wie unten definiert) umfassen. Jede dieser Leistungen stellt eine Teilleistung der Implementierungsleistungen dar. Der genaue Umfang der Implementierungsleistungen, die die Verpflichtungen des Dienstleisters im Rahmen des Implementierungsvertrags bestimmen, ist im Bestellformular und allen beigefügten oder darin referenzierten Dokumenten beschrieben. Jede Beschreibung der Implementierungsleistungen stellt keine Zusicherung bestimmter Eigenschaften und keine Garantie dar und darf in keinem Fall als solche ausgelegt werden. ### 3.2 Implementierungszeitraum. Implementierungsleistungen werden nur innerhalb des Zeitraums erbracht, der erforderlich ist, um die SaaS-Lösung für die Nutzung durch den Kunden einzurichten und anzupassen, wie im Bestellformular angegeben („Implementierungszeitraum“). Nach Abschluss des Implementierungszeitraums werden weitere Konfigurationen, Anpassungen oder Änderungen der IT-Infrastruktur und/oder anderer Software, die der Kunde in Verbindung mit der SaaS-Lösung verwendet, sowie weitere Schulungen und Supportleistungen gesondert berechnet und unterliegen einer separaten Vereinbarung gemäß den Allgemeinen Geschäftsbedingungen für Support- und Zusatzleistungen. ## 4 Projektmanagement ### 4.1 Ansprechpartner. Die Parteien benennen sich gegenseitig Ansprechpartner und deren Stellvertretungen, die für die Steuerung der Erfüllung der Verpflichtungen der jeweiligen Partei verantwortlich und befugt sind. Ansprechpartner des Dienstleisters ist der Implementierungsmanager („Implementierungsmanager“) und verantwortlich für alle während des Projekts auftretenden Fragen sowie für die Anforderung und Entgegennahme sämtlicher Informationen vom Kunden. Der Implementierungsmanager wird den Kunden unverzüglich über alle projektbezogenen Informationen informieren und regelmäßig die Einhaltung des Zeitrahmens und des Projektumfangs gemäß Bestellformular und den darin referenzierten Dokumenten sowie die Qualität der durchgeführten Implementierung überwachen. ### 4.2 Änderungen beim Personal. Die Parteien werden sich gegenseitig unverzüglich über Änderungen des benannten Personals informieren. Bis zum Eingang einer solchen Mitteilung gelten die vorgenannten Ansprechpartner und/oder deren Stellvertretungen weiterhin als befugt, Erklärungen im Rahmen ihrer bisherigen Vertretungsmacht abzugeben und entgegenzunehmen. ### 4.3 Änderungen der vereinbarten Leistungen. Vereinbarte Änderungen der Implementierungsleistungen werden vom Implementierungsmanager dokumentiert und vom Kunden bestätigt. Die Dokumentation muss schriftlich erfolgen (Textform genügt). ## 5 Mitwirkung und Pflichten des Kunden ### 5.1 Mitwirkung. Die Parteien verpflichten sich, während des Implementierungszeitraums eng, effizient sowie im gegenseitigen Vertrauen und nach Treu und Glauben zusammenzuarbeiten. Der Kunde wird insbesondere (i) die Anforderungen an die Implementierungsleistungen ausreichend spezifizieren; (ii) ordnungsgemäße Hinweise, Dokumentationen und Informationen bereitstellen, die für die Implementierung erforderlich sind, insbesondere eine Analyse bestehender HR-Prozesse und wie und in welchem Umfang diese automatisiert werden sollen; (iii) die erforderlichen Materialien und Daten bereitstellen; (iv) Testdaten bereitstellen sowie die Testumgebung vorbereiten und zur Verfügung stellen; (v) Fehler, die während des Test- oder Produktivbetriebs der bereitgestellten Leistungen festgestellt werden, unverzüglich in reproduzierbarer und in jedem Fall nachvollziehbarer Form dokumentieren und dem Dienstleister mitteilen; (vi) auf eigene Kosten alle Einrichtungen, Geräte und ausreichend qualifiziertes Personal bereitstellen, soweit dies für die Erbringung der Implementierungsleistungen erforderlich ist; und (vii) diese Verpflichtungen und sämtliche Mitwirkungshandlungen fristgerecht erfüllen sowie Erklärungen innerhalb der vorgesehenen Fristen abgeben. Wird einer Partei bekannt, dass Informationen und Anforderungen, unabhängig davon, ob sie von ihr selbst oder von der anderen Partei bereitgestellt wurden, fehlerhaft, unvollständig, mehrdeutig oder nicht praktikabel sind, wird sie die andere Partei unverzüglich darüber sowie über die festgestellten Folgen informieren. ### 5.2 Backups. Es liegt in der Verantwortung des Kunden, Sicherungskopien seiner Daten aufzubewahren. Der Kunde wird insbesondere vor jeder Implementierungsleistung und/oder jedem Zugriff durch den Dienstleister oder vom Dienstleister beauftragte Dritte auf seine Systeme eine vollständige Datensicherung aller System- und Anwendungsdaten erstellen. ### 5.3 Fristen. Die Parteien vereinbaren im Bestellformular und den darin referenzierten Dokumenten, ob Fristen als verbindlich oder unverbindlich gelten sollen. Treffen die Parteien hierzu keine Regelung, gelten die Fristen als unverbindlich. Darüber hinaus steht die Erbringung sämtlicher Implementierungsleistungen durch den Dienstleister unter dem Vorbehalt der richtigen und rechtzeitigen Belieferung durch dessen Lieferanten sowie der Erfüllung und Durchführung der Pflichten und Mitwirkungshandlungen durch den Kunden. ### 5.4 Verzug des Kunden. Kommt der Kunde den ihm obliegenden Mitwirkungshandlungen nicht nach, werden die Verpflichtungen des Dienstleisters, die ohne eine solche Mitwirkung nicht oder nur mit unverhältnismäßigem Mehraufwand erbracht werden können, für die Dauer dieses Verzugs ausgesetzt. Hierdurch verursachte zusätzliche Aufwendungen sind vom Kunden zusätzlich zu den vereinbarten Gebühren gemäß Abschnitt 10 zu erstatten. Gesetzliche Rechte des Dienstleisters zur Kündigung des Implementierungsvertrags bleiben hiervon unberührt. ## 6 Abnahme ### 6.1 Abnahme. Soweit gesetzlich vorgesehen oder im Implementierungsvertrag vereinbart, bedürfen abgeschlossene Implementierungsleistungen der Abnahme, die gemäß den folgenden Bedingungen durchgeführt wird. Dies gilt nicht für die Erbringung von Dienstleistungen im Sinne von § 611 BGB, insbesondere Beratungs- und Supportleistungen, es sei denn, die Abnahme der Leistung ist ausdrücklich im Implementierungsvertrag vorgesehen. Die Abnahme eines Arbeitsergebnisses erfolgt nach den folgenden Bestimmungen dieses Abschnitts. ### 6.2 Verfahren und Voraussetzungen. Der Dienstleister informiert den Kunden darüber, dass die betreffende Leistung oder Teilleistung zur Abnahme bereitsteht. Unverzüglich, spätestens jedoch innerhalb von 14 Kalendertagen nach Erhalt der Mitteilung, führen der Kunde und der Dienstleister eine Abnahmeprüfung durch. Nach erfolgreichem Abschluss der Abnahmeprüfung muss der Kunde die Abnahme unverzüglich schriftlich erklären (Textform genügt). Die Abnahmeprüfung gilt als erfolgreich abgeschlossen, wenn die Leistung oder Teilleistung alle wesentlichen Anforderungen erfüllt, die im jeweiligen Bestellformular oder den beigefügten Dokumenten festgelegt sind. ### 6.3 Fehler. Bei der Prüfung der Leistung oder Teilleistung festgestellte Fehler werden in die folgenden Fehlerkategorien eingeteilt: (a) Fehlerkategorie 1: Aufgrund des Fehlers kann das System insgesamt oder der geprüfte Teil des Systems nicht genutzt werden; (b) Fehlerkategorie 2: Der Fehler führt zu erheblichen Einschränkungen bei der Nutzung wichtiger Funktionen, die aus Sicht des Kunden nicht durch geeignete Maßnahmen innerhalb angemessener Zeit umgangen werden können; (c) Fehlerkategorie 3: Alle sonstigen Fehler. ### 6.4 Verweigerung der Abnahme und Rücktrittsrecht. Der Kunde ist nur aufgrund von Fehlern der Fehlerkategorien 1 und 2 berechtigt, die Abnahme zu verweigern. Fehler der Kategorie 3 verhindern die Abnahme nicht, sondern werden im Rahmen der Mängelrechte behoben. Solche Fehler sind in der schriftlichen Abnahmeerklärung als Mängel zu dokumentieren. Wird die Abnahme verweigert, wird der Dienstleister die abnahmehindernden Fehler unverzüglich beheben und die betreffende Leistung oder Teilleistung erneut zur Abnahme vorlegen. Wird der Fehler nicht innerhalb einer ersten Frist behoben, setzt der Kunde eine angemessene zweite Frist. Wird der Fehler nicht innerhalb der zweiten Frist behoben oder war eine angemessene Anzahl von Nachbesserungsversuchen erfolglos, kann der Kunde vorbehaltlich der geltenden gesetzlichen Bestimmungen vom Implementierungsvertrag zurücktreten. ### 6.5 Protokolle. Auf Wunsch einer Partei wird am Ende der Abnahmeprüfung ein schriftliches Protokoll erstellt und von beiden Parteien unterzeichnet (elektronische Form mit elektronischer Signatur beider Parteien genügt). Festgestellte Fehler sind im Protokoll zu beschreiben, den Fehlerkategorien zuzuordnen und die Gründe für eine etwaige Verweigerung der Abnahme anzugeben. ### 6.6 Frist. Gibt der Kunde die Abnahme nicht unverzüglich ab, kann der Dienstleister eine Frist von sieben Kalendertagen zur Abgabe dieser Erklärung setzen. Die Abnahme gilt als erfolgt, wenn der Kunde innerhalb dieser Frist die Gründe für die Verweigerung der Abnahme nicht schriftlich mitteilt. ### 6.7 Zurückbehaltungsrecht hinsichtlich Implementierungsleistungen. Der Dienstleister ist berechtigt, Implementierungsleistungen zurückzuhalten, wenn sich der Kunde mit der Abnahme einer Leistung oder Teilleistung in Verzug befindet. ## 7 Mängel nach Abnahme ### 7.1 Die vom Dienstleister erbrachten Implementierungsleistungen entsprechen im Wesentlichen der Beschreibung im jeweiligen Implementierungsvertrag. Im Falle von Mängeln sind die Rechte des Kunden ausgeschlossen, (i) bei geringfügigen oder unwesentlichen Abweichungen von den vereinbarten oder vorausgesetzten Eigenschaften und (ii) bei nur unerheblicher Beeinträchtigung der Nutzung. ### 7.2 Im Falle eines Mangels kann der Kunde Nacherfüllung verlangen. Soweit möglich, hat der Dienstleister das Recht, zwischen Nachbesserung und Nachlieferung zu wählen. Wird der Mangel nicht innerhalb einer ersten Frist behoben, setzt der Kunde eine angemessene zweite Frist. Wird der Mangel nicht innerhalb der zweiten Frist behoben oder war eine angemessene Anzahl von Nachbesserungsversuchen erfolglos, kann der Kunde vorbehaltlich der geltenden gesetzlichen Bestimmungen vom Implementierungsvertrag zurücktreten. ### 7.3 Mängel sind dem Dienstleister mit einer detaillierten Beschreibung der Auswirkungen des Mangels mitzuteilen. ### 7.4 Schadensersatzansprüche unterliegen den in Abschnitt 8 festgelegten Beschränkungen. ### 7.5 Änderungen oder Ergänzungen der Implementierungsleistungen oder gelieferten Gegenstände, die der Kunde selbst oder durch Dritte vornimmt, führen zum Ausschluss der Mängelrechte des Kunden, sofern der Kunde nicht nachweist, dass die Änderung oder Ergänzung den Mangel nicht verursacht hat. Die Verantwortung und Haftung des Dienstleisters für Mängel, die durch unsachgemäße Nutzung oder Bedienung oder durch die Verwendung ungeeigneter Betriebsmittel durch den Kunden verursacht wurden, ist ausgeschlossen. ### 7.6 Der Dienstleister kann die Mängelbeseitigung oder Ersatzlieferung verweigern, bis der Kunde die vereinbarten Gebühren an den Dienstleister gezahlt hat, abzüglich eines Betrags, der dem wirtschaftlichen Wert des Mangels entspricht. ## 8 Haftung ### 8.1 Haftung. Der Dienstleister haftet unbeschränkt für Schäden, die durch Vorsatz oder grobe Fahrlässigkeit verursacht wurden. Bei leicht fahrlässiger Verletzung einer Hauptpflicht oder einer Nebenpflicht, deren Verletzung die Erreichung des Vertragszwecks gefährdet oder deren Erfüllung die ordnungsgemäße Durchführung des Implementierungsvertrags überhaupt erst ermöglicht und auf deren Erfüllung der Kunde vernünftigerweise vertrauen durfte („Wesentliche Pflicht“ – Kardinalpflicht), ist die Haftung des Dienstleisters auf den bei Vertragsschluss vorhersehbaren und vertragstypischen Schaden beschränkt (vertragstypischer vorhersehbarer Schaden). Die Parteien verstehen, dass der typische vorhersehbare Schaden regelmäßig das jährliche Vertragsvolumen nicht übersteigt. ### 8.2 Haftungsausschluss. Der Dienstleister haftet nicht für leicht fahrlässige Verletzungen von Nebenpflichten, die keine Wesentlichen Pflichten sind. Soweit die Haftung des Dienstleisters ausgeschlossen oder beschränkt ist, gilt dies auch für die persönliche Haftung der Mitarbeitenden, Angestellten, Vertreter und Erfüllungsgehilfen des Dienstleisters. ### 8.3 Ausschlüsse. Die vorstehenden Haftungsausschlüsse und Haftungsbeschränkungen gelten nicht im Falle arglistigen Verschweigens von Mängeln oder einer Beschaffenheitsgarantie, für die Haftung für Ansprüche nach dem Produkthaftungsgesetz sowie für Ansprüche wegen Verletzung von Leben, Körper oder Gesundheit. Eine Umkehr der Beweislast zum Nachteil des Kunden ist damit nicht verbunden. ## 9 Laufzeit und Kündigung ### 9.1 Laufzeit. Der Implementierungsvertrag wird ab dem im Bestellformular angegebenen Wirksamkeitsdatum („Wirksamkeitsdatum“) wirksam und bleibt während des im Bestellformular angegebenen Implementierungszeitraums („Laufzeit“) wirksam. ### 9.2 Kündigung durch beide Parteien. Jede Partei kann den Implementierungsvertrag nur aus wichtigem Grund kündigen (Kündigung aus wichtigem Grund). Eine Kündigung des Implementierungsvertrags aus wichtigem Grund kann insbesondere aus einem der folgenden Gründe oder aus einem anderen Grund erfolgen: #### (a) Vertragsverletzung: Aufgrund einer wesentlichen Vertragsverletzung durch die andere Partei. Außer in Fällen, in denen die Leistung einer Partei dauerhaft unmöglich ist, kann die nicht vertragsbrüchige Partei den Implementierungsvertrag nur kündigen, wenn sie der anderen Partei schriftlich Mitteilung macht und der anderen Partei eine angemessene Frist von mindestens dreißig (30) Kalendertagen zur Behebung der wesentlichen Vertragsverletzung einräumt und diese wesentliche Vertragsverletzung nicht innerhalb der von der nicht vertragsbrüchigen Partei gesetzten Frist behoben wird. Für Fehler und Mängel der Implementierungsleistungen gelten die besonderen Bestimmungen zu Nachbesserungsfristen in Abschnitt 6.4 und Abschnitt 7.2. Jede Verletzung der Zahlungspflicht durch den Kunden stellt eine wesentliche Vertragsverletzung dar; oder #### (b) Zahlungsunfähigkeit: Wenn über die andere Partei ein Insolvenzverfahren eröffnet wird, insbesondere bei Zahlungseinstellung, Insolvenzantrag oder Abwicklungsverfahren. ### 9.3 Kündigung durch den Dienstleister. Darüber hinaus kann der Dienstleister den Implementierungsvertrag während der Laufzeit aus wichtigem Grund unverzüglich kündigen, wenn der Kunde gegen Abschnitt 11 (Geistige Eigentumsrechte) oder Abschnitt 13 (Vertraulichkeit und Datenschutz) verstößt. ### 9.4 Wird der Implementierungsvertrag vor Abschluss der Implementierungsleistungen beendet, ist der Dienstleister berechtigt, einen Betrag in Rechnung zu stellen, der den bis zur Beendigung des Implementierungsvertrags erbrachten Implementierungsleistungen entspricht. ### 9.5 Form. Jede Kündigungserklärung bedarf mindestens der Textform. ### 9.6 Gesetzliche Rücktrittsrechte. Gesetzliche Rücktrittsrechte bleiben im Rahmen der Bestimmungen in Abschnitt 6.4 und Abschnitt 7.2 unberührt. ## 10 Gebühren und Zahlung ### 10.1 Gebühren. Der Kunde zahlt dem Dienstleister die Gebühren für die Implementierungsleistungen gemäß dem Bestellformular sowie alle weiteren darin genannten Gebühren („Gebühren“). ### 10.2 Rechnungsstellung. Die Gebühren werden dem Kunden gemäß den im angenommenen Bestellformular festgelegten Anforderungen und den Bestimmungen dieser Implementierungsbedingungen in Rechnung gestellt. ### 10.3 Fälligkeit. Sofern nicht anders vereinbart, sind Rechnungen 14 Kalendertage nach Rechnungsdatum fällig und ohne Abzug auf das im Bestellformular angegebene Konto des Dienstleisters zu zahlen. Alle Beträge verstehen sich ohne Steuern und sonstige Abgaben. ### 10.4 Aussetzung der Implementierungsleistungen. Befindet sich der Kunde mit einer Zahlung gemäß den in diesen Implementierungsbedingungen festgelegten Zahlungsbedingungen in Verzug, ist der Dienstleister nach vorheriger Mahnung mit angemessener Frist berechtigt, sämtliche Implementierungsleistungen auszusetzen, solange die Zahlung aussteht. Der Dienstleister wird den Kunden in der Mahnung über die drohenden Folgen des Verzugs informieren. Die Verpflichtung zur Zahlung der Gebühren bleibt während der Aussetzung der Implementierungsleistungen aufgrund von Zahlungsverzug bestehen. ### 10.5 Zinsen. Auf Beträge, die nicht innerhalb von 14 Kalendertagen nach Rechnungsdatum vollständig bezahlt wurden, fallen ab dem 14. Kalendertag nach Rechnungsdatum bis zur vollständigen Zahlung täglich Zinsen in Höhe von neun Prozentpunkten über dem jeweils geltenden Basiszinssatz an. ### 10.6 Aufrechnung. Der Kunde darf nur mit unbestrittenen oder rechtskräftig festgestellten Forderungen aufrechnen und ein Zurückbehaltungsrecht nur auf unbestrittene oder rechtskräftig festgestellte Forderungen stützen. ## 11 Geistige Eigentumsrechte ### 11.1 Geistiges Eigentum. Sämtliche Arbeitsergebnisse aus den Implementierungsleistungen sind durch geistige Eigentumsrechte wie Urheberrechte geschützt. Der Dienstleister bleibt alleiniger Eigentümer und Inhaber sämtlicher geistiger Eigentumsrechte an den im Rahmen der Implementierungsleistungen geschaffenen urheberrechtlich geschützten Arbeitsergebnissen. Soweit Änderungen an der SaaS-Lösung vorgenommen werden, bleibt flair.hr alleiniger Eigentümer der bereitzustellenden SaaS-Lösung und Inhaber aller Rechte daran, mit Ausnahme etwaiger Drittkomponenten und der darauf bezogenen Rechte. ### 11.2 Rechteeinräumung. Vorbehaltlich der Einhaltung dieser Implementierungsbedingungen und des Implementierungsvertrags gewährt der Dienstleister dem Kunden ein nicht ausschließliches, nicht unterlizenzierbares und nicht übertragbares Recht, beschränkt auf die Laufzeit des SaaS-Vertrags zwischen dem Kunden und flair.hr, die Arbeitsergebnisse der Implementierungsleistungen im Zusammenhang mit und ausschließlich zum Zweck der Nutzung der von flair.hr bereitgestellten SaaS-Lösung zu verwenden. ### 11.3 Dritttechnologie. Soweit die Implementierungsleistungen Dritttechnologie enthalten, wie proprietäre Software oder Open-Source-Software, unterliegt diese Dritttechnologie den für diese Technologie geltenden Bedingungen Dritter. Der Dienstleister kann den Kunden über Bedingungen Dritter informieren, indem diese im Implementierungsvertrag referenziert werden, durch andere schriftliche oder elektronische Mitteilungen von Zeit zu Zeit oder durch den jeweiligen Dritten. Die Geltung von Bedingungen Dritter ersetzt in Bezug auf solche Dritttechnologie sämtliche Bestimmungen dieser Implementierungsbedingungen oder darunter geschlossener Implementierungsverträge zwischen dem Dienstleister und dem Kunden. Der Dienstleister ist nicht verantwortlich für solche Dritttechnologie, und solche Bedingungen Dritter regeln nicht die Implementierungsleistungen des Dienstleisters. Der Kunde verpflichtet sich, solche Bedingungen Dritter einzuhalten, wie sie von Zeit zu Zeit durch den Dritten aktualisiert werden. Sofern die Dritttechnologie nicht vom Dienstleister in die SaaS-Lösung integriert wurde und einen untrennbaren Bestandteil davon bildet, liegt es in der alleinigen Verantwortung des Kunden, auf eigene Kosten angemessene Lizenzen für Dritttechnologie direkt von den jeweiligen Dritten zu erwerben. ## 12 Subunternehmer. Der Dienstleister ist berechtigt, Subunternehmer für die Erbringung der Implementierungsleistungen einzusetzen. Der Einsatz von Subunternehmern entbindet den Dienstleister nicht von seinen Verpflichtungen gegenüber dem Kunden. ## 13 Vertraulichkeit und Datenschutz ### 13.1 Vertrauliche Informationen. „Vertrauliche Informationen“ bezeichnet sämtliche Informationen und Daten technischer, finanzieller oder geschäftlicher Art, die vom Dienstleister oder flair.hr erhalten werden und als vertraulich gekennzeichnet oder anderweitig als vertraulich bezeichnet sind oder die vom Kunden vernünftigerweise als vertrauliche Informationen erkannt werden können. Vertrauliche Informationen umfassen insbesondere, aber nicht ausschließlich, technische Informationen, z. B. Computercode, Erfindungen, Algorithmen, Know-how und Ideen, sowie geschäftliche, finanzielle und sonstige Informationen, unabhängig davon, ob sie schriftlich, mündlich, grafisch, maschinenlesbar, als Muster oder visuell vorliegen. Der Kunde verpflichtet sich, keine Vertraulichen Informationen, von denen der Kunde Kenntnis erlangt hat oder die der Kunde vom Dienstleister oder flair.hr erhalten hat, gegenüber Dritten oder der Öffentlichkeit offenzulegen. Der Kunde schützt die Vertraulichen Informationen so, dass ein Missbrauch durch Dritte verhindert wird, und entsprechend den eigenen Schutzmaßnahmen des Kunden für seine eigenen vertraulichen Informationen, mindestens jedoch entsprechend dem zum Zeitpunkt des Schutzes aktuellen Stand der Technik. ### 13.2 Ausschlüsse. Die Verpflichtung zur Vertraulichkeit gilt nicht für Informationen und Dokumente, die zum Zeitpunkt der Offenlegung öffentlich bekannt und allgemein verfügbar waren oder den empfangenden Parteien zum Zeitpunkt der Offenlegung bereits bekannt waren oder die der empfangenden Partei später rechtmäßig durch Dritte zugänglich gemacht wurden. ### 13.3 Datenschutz. Jede Partei wird alle geltenden Datenschutzvorschriften – einschließlich, aber nicht beschränkt auf die Datenschutz-Grundverordnung (DSGVO) und das Bundesdatenschutzgesetz – im Zusammenhang mit der Durchführung des Implementierungsvertrags einhalten. Soweit nach geltendem Recht erforderlich, wird jede Partei ihren Mitarbeitenden und eingesetzten Subunternehmern die gesetzlichen Datenschutzpflichten auferlegen. ## 14 Sonstiges ### 14.1 Form. Jeder Implementierungsvertrag wird in Textform im Sinne von § 126b des Bürgerlichen Gesetzbuches („Textform“) geschlossen, und jede Änderung eines Implementierungsvertrags bedarf der Textform. ### 14.2 Sprache und Auslegung. Diese Implementierungsbedingungen wurden in englischer Sprache erstellt, und die englische Fassung ist für die Parteien des Implementierungsvertrags allein verbindlich. Jede Übersetzung dieser Implementierungsbedingungen gilt als unverbindliche Übersetzung zu Informationszwecken und ist für die Parteien des Implementierungsvertrags nicht bindend. Soweit diese Implementierungsbedingungen deutsche Rechtsbegriffe in Klammern enthalten, sind diese Rechtsbegriffe für die Auslegung dieser Implementierungsbedingungen und des auf diesen Implementierungsbedingungen beruhenden Implementierungsvertrags maßgeblich. ### 14.3 Anwendbares Recht. Diese Implementierungsbedingungen und jeder darauf beruhende Implementierungsvertrag unterliegen dem Recht der Bundesrepublik Deutschland. ### 14.4 Gerichtsstand. Gerichtsstand für alle Streitigkeiten, die sich aus oder im Zusammenhang mit Implementierungsverträgen unter diesen Implementierungsbedingungen ergeben, ist der eingetragene Sitz von flair.hr in Deutschland. ### 14.5 Abtretung. Weder der Implementierungsvertrag noch Rechte oder Pflichten daraus dürfen von einer Partei ganz oder teilweise ohne vorherige schriftliche Zustimmung der anderen Partei abgetreten oder anderweitig übertragen werden. Soweit flair.hr den Implementierungsvertrag auf Grundlage dieser Implementierungsbedingungen abgeschlossen hat, darf flair.hr den Implementierungsvertrag und seine Verpflichtungen aus diesen Implementierungsbedingungen auf ein Verbundenes Unternehmen von flair.hr übertragen und abtreten. ### 14.6 Salvatorische Klausel. Sollte eine Bestimmung dieser Implementierungsbedingungen oder eines darauf beruhenden Implementierungsvertrags unwirksam, rechtswidrig oder nicht durchsetzbar sein, wird die Wirksamkeit, Rechtmäßigkeit und Durchsetzbarkeit der übrigen Bestimmungen dadurch in keiner Weise berührt oder beeinträchtigt, und diese Bestimmung gilt als so neu gefasst, dass sie die ursprünglichen Absichten der Parteien im nach anwendbarem Recht größtmöglichen Umfang widerspiegelt. ### 1. *** --- ## Allgemeine Geschäftsbedingungen für SaaS (Software-as-a-Service) URL: https://flair.hr/de/legal/terms-and-conditions-for-saas > Allgemeine Geschäftsbedingungen für SaaS von flair.hr: Anwendbarkeit, Vertragsgegenstand und Regelungen für die Nutzung der SaaS-Lösung von flair. # Allgemeine Geschäftsbedingungen für SaaS ## 1 Anwendbarkeit und Vertragsgegenstand ### 1.1 Anwendbarkeit Diese Allgemeinen Geschäftsbedingungen für Support- und Zusatzleistungen („Support-Bedingungen“) gelten für jede Vereinbarung („Support-Vertrag“) zwischen dem Dienstleister (wie unten definiert) und dem Kunden gemäß Bestellformular („Kunde“) in Bezug auf Support- und/oder Zusatzleistungen (wie unten definiert) für die SaaS-Lösung von flair.hr (wie in den Allgemeinen Geschäftsbedingungen für SaaS von flair.hr definiert). ### 1.2 Dienstleister Leistungen können durch flair.hr, ein verbundenes Unternehmen von flair.hr oder einen autorisierten Anbieter erbracht werden (jeweils ein „Dienstleister“). „flair.hr“ bezeichnet die flair.hr GmbH, c/o The BYRO, Müllerstraße 27, 80469 München. „Verbundenes Unternehmen“ bezeichnet jedes Unternehmen oder jede juristische Person, die flair.hr kontrolliert, von flair.hr kontrolliert wird oder unter gemeinsamer Kontrolle mit flair.hr steht oder eine Rechtsnachfolge-Einheit davon ist. Ein Unternehmen gilt als kontrollierend, wenn es (i) direkt oder indirekt 50 % oder mehr der Stimmrechte oder Beteiligungen hält, (ii) mehr als die Hälfte der Geschäftsführer bestellen kann oder (iii) durch Vertrag oder anderweitig die Geschäfte des Unternehmens steuern kann. „Autorisierter Anbieter“ bezeichnet jede Person oder jedes Unternehmen, das von flair.hr zur Erbringung von Leistungen gemäß diesen Support-Bedingungen autorisiert wurde. ### 1.3 Geschäftskunden Diese Support-Bedingungen gelten ausschließlich für Unternehmen, juristische Personen des öffentlichen Rechts sowie öffentlich-rechtliche Sondervermögen im Sinne des § 310 Abs. 1 BGB sowie für gewerbliche oder freiberufliche Kunden. ### 1.4 Ausschluss von Kundenbedingungen Diese Support-Bedingungen gelten ausschließlich. Abweichende oder ergänzende Bedingungen des Kunden werden nur Vertragsbestandteil, wenn der Dienstleister diesen ausdrücklich vorab schriftlich zugestimmt hat. ### 1.5 Zusätzliche Bedingungen Zusätzlich zu den Leistungen nach diesen Support-Bedingungen können weitere Leistungen mit eigenen Bedingungen erbracht werden: #### (a) SaaS-Leistungen unterliegen den SaaS-AGB von flair.hr. #### (b) Implementierungsleistungen unterliegen den entsprechenden AGB für Implementierungsleistungen. #### (c) Der Zugriff auf und die Nutzung der Salesforce-Plattform sowie die Nutzung von Salesforce-Produkten und -Dienstleistungen unterliegen den Vereinbarungen und Nutzungsbedingungen für Produkte und Dienstleistungen von Salesforce, die unter https://www.salesforce.com/company/legal/customer-agreements/ verfügbar sind („Salesforce-Bedingungen“). Falls der Kunde noch kein Salesforce-Kunde ist und flair.hr mit der Einrichtung eines Salesforce-Kontos beauftragt hat, damit der Kunde die flair.hr SaaS-Lösung nutzen kann, gelten die entsprechenden Salesforce-Bedingungen ebenfalls und werden mit der Übermittlung des Bestellformulars an flair.hr rechtsverbindlich für den Kunden. ## 2 Support-Vertrag ### 2.1 Support-Vertrag. Ein Support-Vertrag besteht aus diesen Support-Bedingungen sowie (sofern anwendbar): #### (a) dem Bestellformular („Order Form“); #### (b) dem Leistungsumfang („SOW“); #### (c) dem Service Level Agreement für Premium Support („PSLA“) #### (d) dem Auftragsverarbeitungsvertrag („DPA“) #### (e) allen darin referenzierten Dokumenten ### 2.2 Widersprüche. Im Falle eines Widerspruchs zwischen diesen SaaS-Bedingungen und einem der in Abschnitt 2.1 genannten Dokumente haben die Regelungen im Bestellformular Vorrang vor diesen SaaS-Bedingungen. Die Regelungen im Service Level Agreement haben Vorrang vor den Bestimmungen dieser SaaS-Bedingungen, soweit Service Levels betroffen sind. Mit Ausnahme des DPA haben diese SaaS-Bedingungen Vorrang vor allen anderen in diesen SaaS-Bedingungen genannten Dokumenten. ### 2.3 Mehr anzeigenWeniger anzeigenLeistungsbeschreibung. Umfang, Art und Eigenschaften der Leistungen sind in einer Leistungsbeschreibung oder anderen Dokumenten beschrieben, die dem jeweiligen Bestellformular beigefügt oder darin referenziert sind („Leistungsbeschreibung“). Die Leistungsbeschreibung stellt keine Zusicherung bestimmter Eigenschaften und keine Garantie dar und darf in keinem Fall entsprechend ausgelegt werden. ## 3 Abschluss des Support-Vertrags ### 3.1 Vertragsparteien Für die Nutzung der von flair.hr bereitgestellten Leistungen schließt der Kunde den Vertrag ausschließlich mit flair.hr ab. Salesforce, Inc. ist keine Vertragspartei in Bezug auf die von flair.hr angebotenen und erbrachten Leistungen. ### 3.2 Bestellformular flair.hr stellt dem Kunden ein Bestellformular („Order Form“) zur Verfügung, das zur Aufgabe einer Bestellung an flair.hr übermittelt werden kann. Alle von flair.hr in einem Bestellformular abgegebenen Angebote sind freibleibend und unverbindlich. Sie werden erst mit der Annahme des Bestellformulars durch flair.hr gemäß Abschnitt 3.3 verbindlich. ### 3.3 Vertragsschluss Der Kunde kann durch Übermittlung eines Bestellformulars unter Bezugnahme auf diese SaaS-Bedingungen ein Angebot abgeben. Der SaaS-Vertrag kommt mit der Annahme des jeweiligen Bestellformulars durch flair.hr zustande und gilt ab dem Wirksamkeitsdatum („Effective Date“). ### 3.4 Zusatzvereinbarungen und Änderungen Zusätzliche Vereinbarungen zum SaaS-Vertrag bedürfen zu ihrer Wirksamkeit der Textform sowie eines ausdrücklichen Verweises auf den jeweiligen SaaS-Vertrag. Änderungen eines von flair.hr angenommenen Bestellformulars bedürfen ebenfalls der Textform und gelten ausschließlich für das jeweilige Bestellformular, für das die Änderung vereinbart wurde. Leistungen, die nicht von diesen SaaS-Bedingungen umfasst sind, bedürfen einer gesonderten Vereinbarung zwischen flair.hr und dem Kunden. ## 4 Gebühren und Zahlung ### 4.1 Gebühren Der Kunde zahlt die Gebühren für die SaaS-Lösung gemäß Bestellformular sowie alle dort aufgeführten weiteren Gebühren („Gebühren“). ### 4.2 Rechnungsstellung Die Gebühren werden dem Kunden gemäß den Bedingungen des angenommenen Bestellformulars sowie diesen SaaS-Bedingungen in Rechnung gestellt. ### 4.3 Fälligkeit Sofern nicht anders vereinbart, sind Rechnungen innerhalb von 30 Tagen ab Rechnungsdatum ohne Abzug auf das im Bestellformular angegebene Konto von flair.hr zu zahlen. Alle Beträge verstehen sich zuzüglich Steuern und sonstiger Abgaben. ### 4.4 Aussetzung der Leistungen Befindet sich der Kunde gemäß diesen SaaS-Bedingungen mit einer Zahlung in Verzug, ist flair.hr nach vorheriger Mahnung unter Setzung einer angemessenen Frist berechtigt, sämtliche Leistungen aus dem SaaS-Vertrag auszusetzen, solange der Zahlungsrückstand besteht. flair.hr wird den Kunden in der Mahnung auf die drohenden Folgen des Zahlungsverzugs hinweisen. Die Verpflichtung zur Zahlung der Gebühren bleibt während der Aussetzung der Leistungen bestehen. ### 4.5 Verzugszinsen Der Kunde schuldet für die Dauer des Verzugs Verzugszinsen. Der Zinssatz beträgt neun Prozentpunkte über dem jeweils geltenden Basiszinssatz. ### 4.6 Aufrechnung Der Kunde ist nur berechtigt, mit unbestrittenen oder rechtskräftig festgestellten Forderungen aufzurechnen oder ein Zurückbehaltungsrecht auf solche Forderungen zu stützen. ### 4.7 Preisänderungen flair.hr behält sich das Recht vor, die Preise für die Leistungen einseitig festzulegen und anzupassen. Soweit der Kunde einen gültigen SaaS-Vertrag mit flair.hr abgeschlossen hat, kann flair.hr die Gebühren nach billigem Ermessen einmal jährlich entsprechend der Entwicklung der für die Gebührenkalkulation maßgeblichen Kosten erhöhen, jedoch um höchstens 10 %. Eine Gebührenerhöhung kann insbesondere erfolgen, wenn sich Kosten für Hosting-Anbieter oder Beschaffung verändern. Kostensteigerungen in einem Bereich (z. B. Hosting-Gebühren) dürfen nur insoweit berücksichtigt werden, als sie nicht durch sinkende Kosten in anderen Bereichen (z. B. Personalkosten) ausgeglichen werden. Bei Kostensenkungen wird flair.hr die Gebühren entsprechend reduzieren, soweit diese nicht durch Kostensteigerungen in anderen Bereichen kompensiert werden. flair.hr informiert den Kunden mindestens drei Monate vor Inkrafttreten einer Gebührenerhöhung in Textform über die Änderung. Widerspricht der Kunde der Erhöhung nicht, kann er den SaaS-Vertrag innerhalb von vier Wochen nach Zugang der Mitteilung in Textform außerordentlich zum Zeitpunkt des Wirksamwerdens der Gebührenerhöhung kündigen („Sonderkündigungsrecht“). Kündigt der Kunde den SaaS-Vertrag nicht innerhalb dieser Frist, gilt die Gebührenerhöhung als akzeptiert und die erhöhten Gebühren gelten für die verbleibende Laufzeit des SaaS-Vertrags. ## 5Bereitstellung der SaaS-Lösung ### 5.1 Bereitstellung der SaaS-Lösung flair.hr stellt dem Kunden die SaaS-Lösung für die Dauer der Laufzeit des SaaS-Vertrags zur Verfügung und ermöglicht dem Kunden sowie der im Bestellformular vereinbarten Anzahl autorisierter Nutzer („Autorisierte Nutzer“), die SaaS-Lösung und deren Funktionen zu nutzen, Daten zu speichern und zu verarbeiten sowie die daraus resultierenden Ergebnisse abzurufen. ### 5.2 Hosting und Übergabepunkt flair.hr betreibt die SaaS-Lösung auf Servern in Rechenzentren, die über das Internet für den Kunden erreichbar sind. Der Übergabepunkt für die von flair.hr bereitgestellte SaaS-Lösung ist der Routerausgang zum Internet der von flair.hr genutzten Rechenzentren. flair.hr ist nicht verantwortlich für die Internetanbindung des Kunden, die Aufrechterhaltung der Netzwerkverbindung oder die Beschaffung und Installation der vom Kunden benötigten Hard- und Software. ### 5.3 Dokumentation flair.hr stellt dem Kunden eine allgemeine Dokumentation zur Nutzung der SaaS-Lösung zur Verfügung. ### 5.4 Wartung und Support Wartung und Support im Zusammenhang mit der SaaS-Lösung richten sich nach den Bestimmungen in Abschnitt 7. ### 5.5 Versionen und Updates flair.hr stellt dem Kunden die SaaS-Lösung in der jeweils aktuellen Programmversion zur Verfügung. Der Funktionsumfang der SaaS-Lösung zum Zeitpunkt des Vertragsschlusses ergibt sich aus dem Bestellformular und der Leistungsbeschreibung. flair.hr entwickelt die SaaS-Lösung fortlaufend weiter und verbessert sie durch neue Programmversionen (Updates, Releases). flair.hr stellt die Updates und/oder Upgrades bereit, die erforderlich sind, um die Vertragskonformität der SaaS-Lösung aufrechtzuerhalten. Dies umfasst insbesondere Sicherheitsupdates und Sicherheitsupgrades. ### 5.6 Änderungen flair.hr ist berechtigt, jedoch nicht verpflichtet, die SaaS-Lösung zu ändern, insbesondere um sie an den technologischen Fortschritt anzupassen. flair.hr behält sich das Recht vor, einzelne Teile der Leistungen zu ändern oder einzustellen. flair.hr kann die SaaS-Lösung jederzeit ändern, sofern dadurch Funktionalität oder Sicherheitsmerkmale nicht beeinträchtigt werden. Der Kunde wird von flair.hr per E-Mail über wesentliche Updates informiert. flair.hr wird den Kunden mindestens zwei (2) Wochen im Voraus über wesentliche Änderungen informieren, die die Funktionalität der SaaS-Lösung betreffen. ### 1. Bei laufenden Abonnements darf flair.hr die Funktionalität der SaaS-Lösung nur verschlechtern oder die SaaS-Lösung nur einstellen, wenn: (i) gesetzliche Anforderungen dies erforderlich machen; (ii) eine Vertragsbeziehung mit einem Anbieter von Software und/oder Dienstleistungen endet, die für die Leistungserbringung wesentlich sind; und/oder (iii) Sicherheitsrisiken bestehen. flair.hr wird den Kunden mindestens sechzig (60) Tage vor Inkrafttreten einer wesentlichen Funktionseinschränkung oder Einstellung der SaaS-Lösung informieren. Der Kunde kann die Nutzung der geänderten SaaS-Lösung bis dreißig (30) Tage vor Inkrafttreten der Änderung kündigen. Im Falle einer Kündigung oder Einstellung der SaaS-Lösung erstattet flair.hr keine bereits im Voraus gezahlten Beträge für die verbleibende Laufzeit des Abonnements. flair.hr ist nicht verpflichtet, frühere Versionen der SaaS-Lösung vorzuhalten. ### 5.7 Überwachung flair.hr darf die Nutzung der SaaS-Lösung durch den Kunden zu internen Zwecken überwachen, insbesondere: (i) aus Sicherheits- und Verfügbarkeitsgründen; (ii) zur Sicherstellung der Einhaltung dieser SaaS-Bedingungen oder eines SaaS-Vertrags; (iii) zur Erkennung, Verhinderung und Unterbindung einer Nutzung der SaaS-Lösung, die gegen Nutzungsbeschränkungen verstößt; und (iv) um dem Kunden – im Einklang mit geltendem Recht – weitere Produkte oder Dienstleistungen anzubieten, die noch nicht Teil der SaaS-Lösung sind. flair.hr kann Nutzungsinformationen außerdem in aggregierter Form verwenden, um die SaaS-Lösung oder andere Produkte und Dienstleistungen von flair.hr zu verbessern. ### 5.8 Einschränkungen Die Verpflichtungen gemäß den Abschnitten 5.1 bis 5.5 gelten nicht, soweit eine Nichtkonformität darauf zurückzuführen ist, dass die SaaS-Lösung entgegen den Anweisungen von flair.hr genutzt wurde oder Änderungen bzw. Anpassungen an der SaaS-Lösung durch andere Parteien als flair.hr oder deren autorisierte Auftragnehmer oder Vertreter vorgenommen wurden. ## 6 Pflichten des Kunden ### 6.1 Datenverbindung Der Kunde richtet auf eigene Kosten die Datenverbindung über das Internet zwischen seiner Hardware und dem von flair.hr definierten Übergabepunkt ein. Der Kunde ist allein verantwortlich für den Betrieb und die Wartung dieser Datenverbindung und trägt sämtliche damit verbundenen Kosten. ### 6.2 Zugang Der Kunde verpflichtet sich: (i) Zugangsdaten sorgfältig aufzubewahren, vor unbefugtem Zugriff zu schützen und eine Nutzung durch Dritte zu untersagen; (ii) auf die Leistungen ausschließlich über das von flair.hr im Rahmen des SaaS-Vertrags bereitgestellte Kundenkonto zuzugreifen; (iii) keine Authentifizierungs- oder Sicherheitsmaßnahmen zu umgehen oder offenzulegen; und (iv) keine falsche Identität oder Zugangsdaten anderer Personen zu verwenden, um Zugriff auf Konten zu erhalten. Erhält der Kunde Kenntnis davon, dass Zugangsdaten unrechtmäßig erlangt wurden oder missbräuchlich verwendet werden könnten, hat er flair.hr unverzüglich zu informieren. ### 6.3 Unzulässige Nutzung Der Kunde darf die Leistungen ausschließlich zu rechtmäßigen Zwecken und nicht unter Verstoß gegen geltende Gesetze oder Vorschriften nutzen. Darüber hinaus ist es dem Kunden untersagt, die Leistungen: (a) zur Schädigung, Belästigung, Beleidigung oder Einschüchterung von Personen zu verwenden; (b) für Inhalte zu nutzen, die nicht den Anforderungen gemäß Abschnitt 6.4 entsprechen; (c) für unerwünschte Werbung oder Spam zu verwenden; (d) vorbehaltlich dieser SaaS-Bedingungen die SaaS-Lösung an Dritte zu lizenzieren, zu vermieten, zu verkaufen oder anderweitig kommerziell zugänglich zu machen; (e) unbefugten Zugriff auf die SaaS-Lösung zu erlangen oder Dritten dabei zu helfen; (f) konkurrierende Produkte oder Dienstleistungen auf Basis der SaaS-Lösung zu entwickeln oder die SaaS-Lösung zu dekompilieren, zurückzuentwickeln oder anderweitig zu analysieren; oder (g) flair.hr Schäden oder Haftungsrisiken zu verursachen. Der Kunde darf die SaaS-Lösung oder Teile davon nicht vervielfältigen, kopieren oder weiterverkaufen und keine Systeme oder Netzwerke beeinträchtigen, auf denen die SaaS-Lösung betrieben wird. flair.hr behält sich das Recht vor, bei Verstößen gegen diese Regelung den Zugriff des Kunden oder autorisierter Nutzer auf die Leistungen auszusetzen. ### 6.4 Hochladen von Inhalten Der Kunde verpflichtet sich, keine Inhalte hochzuladen oder die SaaS-Lösung in einer Weise zu nutzen, die: (a) Rechte Dritter verletzt; (b) betrügerisch ist oder den Verkauf gefälschter oder gestohlener Waren umfasst; (c) gegen Gesetze oder Vorschriften verstößt; (d) falsch oder irreführend ist; (e) zu einer Haftung von flair.hr führt oder dazu führt, dass Dienstleister ihre Leistungen einstellen; (f) verleumderisch, bedrohend oder belästigend ist; oder (g) als rechtswidrig, beleidigend oder anstößig angesehen werden könnte. Der Kunde haftet für sämtliche Inhalte, die von autorisierten Nutzern im Zusammenhang mit dem Kunden hochgeladen werden. Hinweise oder Ansprüche Dritter wegen Rechtsverletzungen sind vom Kunden ordnungsgemäß zu bearbeiten. ### 6.5 Kundendaten Der Kunde ist allein verantwortlich für die Nutzung seiner Daten im Zusammenhang mit den Leistungen sowie für die Art und Weise, wie diese Daten erhoben und mit Dritten geteilt werden. Dies umfasst insbesondere geeignete Sicherheitsmaßnahmen, regelmäßige Backups sowie gesetzlich erforderliche Aufbewahrungs- und Archivierungspflichten. ### 6.6 Systemanforderungen Der Kunde erfüllt die für die Nutzung der SaaS-Lösung erforderlichen Systemanforderungen gemäß Bestellformular und referenzierten Dokumenten. flair.hr kann diese Anforderungen im Rahmen der Weiterentwicklung der SaaS-Lösung ändern und wird den Kunden darüber informieren. ### 6.7 Viren Der Kunde darf keine Viren oder sonstige schädliche Software absichtlich über die SaaS-Lösung verbreiten oder speichern. Der Kunde muss angemessene Maßnahmen treffen, um dies zu verhindern, insbesondere durch den Einsatz aktueller Virenschutzsoftware. ### 6.8 Verantwortung für autorisierte Nutzer Der Kunde ist für die Nutzung der Leistungen durch seine autorisierten Nutzer verantwortlich. ### 6.9 Änderungen Der Kunde informiert flair.hr in Textform über Änderungen seines Unternehmens, die für die Erbringung der Leistungen relevant sind. Dazu gehören insbesondere Änderungen der Geschäftsadresse, Firma, Rechtsform oder Ansprechpartner. ## 7 Wartung und Support ### 7.1 Wartung flair.hr erbringt Wartungsleistungen für die SaaS-Lösung gemäß den nachfolgenden Bestimmungen. Die Wartung umfasst: (i) die Behebung von Mängeln („Defects“) gemäß Abschnitt 7.2; (ii) die Bereitstellung neuer Versionen der SaaS-Lösung gemäß Abschnitt 5.5 sowie entsprechend gesetzlicher Anforderungen; und (iii) die Bereitstellung eines Benutzer-Helpdesks (vorbehaltlich der Bestimmungen in Abschnitt 7.3). ### 7.2 Meldung von Mängeln Der Kunde hat jeden Mangel (Sachmangel im Sinne von Abschnitt 8 oder Rechtsmangel im Sinne von Abschnitt 9, zusammen „Mangel“) unverzüglich über den von flair.hr bereitgestellten Benutzer-Helpdesk gemäß Abschnitt 7.3 zu melden. Der Kunde hat die Auswirkungen des Mangels detailliert zu beschreiben. ### 7.3 Benutzer-Helpdesk flair.hr stellt dem Kunden einen Benutzer-Helpdesk zur Verfügung. Jeder gemeldete Mangel sowie jede Support-Anfrage wird entsprechend den in Abschnitt 7.4 definierten Kategorien eingestuft. Abhängig von der jeweiligen Kategorisierung ergreift flair.hr die entsprechenden Maßnahmen innerhalb der im jeweiligen Service Level Agreement festgelegten Reaktionszeiten. Die Kontaktdaten des Benutzer-Helpdesks sind im Service Level Agreement angegeben. ### 7.4Kategorisierung von Anfragen Wird eine Anfrage als Mangel eingestuft, behebt flair.hr den Mangel gemäß den entsprechenden Regelungen in Abschnitt 8 und Abschnitt 9. Wird eine Anfrage nicht als Mangel eingestuft, ist flair.hr nicht verpflichtet, zusätzliche Supportleistungen zu erbringen, es sei denn, der Kunde hat einen gesonderten Supportvertrag über zusätzliche Supportleistungen abgeschlossen. Solche zusätzlichen Supportleistungen werden gesondert vergütet und unterliegen den Support-Bedingungen (siehe Abschnitt 1.5(b)). ### 7.5 Ausschlüsse Der Kunde hat keine Ansprüche wegen Mängeln der SaaS-Lösung, soweit diese auf unautorisierte Änderungen der SaaS-Lösung durch den Kunden zurückzuführen sind oder der Kunde die SaaS-Lösung nicht entsprechend der jeweils geltenden Dokumentation genutzt hat. Soweit der Kunde Drittanbieterleistungen im Zusammenhang mit der SaaS-Lösung nutzt, übernimmt flair.hr keine Verantwortung für Mängel, die auf solche Drittanbieterleistungen oder Drittsoftware zurückzuführen sind, insbesondere nicht für die fehlerfreie Funktionsweise der SaaS-Lösung. ## 8 Sachmängel ### 8.1 Sachmangel Ein „Sachmangel“ liegt vor, wenn die SaaS-Lösung nicht die vertraglich vereinbarte Beschaffenheit aufweist, die sich aus dem jeweiligen Bestellformular und den darin referenzierten Dokumenten ergibt. Soweit keine Beschaffenheit vereinbart wurde, richtet sich die Beurteilung nach den gesetzlichen Vorschriften. ### 8.2 Mangelbeseitigung flair.hr kategorisiert eingereichte Meldungen gemäß Abschnitt 7.4. Wird eine Anfrage als Sachmangel eingestuft, wird flair.hr nach eigenem angemessenen Ermessen eine der folgenden Maßnahmen zur Behebung des Mangels ergreifen: #### (a) Bereitstellung eines Updates oder Releases; #### (b) Erteilung von Anweisungen an den Kunden zur Umgehung des Problems oder zur Behebung des Mangels. Der Kunde hat sicherzustellen, soweit dies zumutbar ist, dass diese Anweisungen durch fachkundiges Personal umgesetzt werden. ## 9 Rechtsmängel ### 9.1 Rechtsmangel Ein „Rechtsmangel“ liegt vor, wenn dem Kunden die für die Nutzung der SaaS-Lösung erforderlichen Rechte nicht wirksam eingeräumt werden können. ### 9.2 Mangelbeseitigung flair.hr kategorisiert eingereichte Meldungen gemäß Abschnitt 7.4. Wird eine Anfrage als Rechtsmangel eingestuft, wird flair.hr dem Kunden eine rechtlich unanfechtbare Möglichkeit zur Nutzung der SaaS-Lösung verschaffen. flair.hr kann die betreffende Leistung durch eine gleichwertige Leistung ersetzen, sofern dies für den Kunden zumutbar ist. Machen Dritte gegenüber dem Kunden Ansprüche wegen der Verletzung von Schutzrechten geltend, hat der Kunde flair.hr unverzüglich in Textform zu informieren. flair.hr wird solche Ansprüche nach eigenem Ermessen und in Abstimmung mit dem Kunden abwehren oder beilegen. Der Kunde wird flair.hr unverzüglich alle zur Verteidigung erforderlichen Informationen zur Verfügung stellen. Der Kunde darf Ansprüche Dritter nicht eigenständig anerkennen. flair.hr übernimmt die Verteidigung der Ansprüche auf eigene Kosten und stellt den Kunden von allen angemessenen und rechtmäßigen Kosten sowie Schäden frei, die im Zusammenhang mit der Verteidigung entstehen, soweit diese nicht auf einer Pflichtverletzung des Kunden beruhen. ## 10 Verfügbarkeit ### 1.1 Verfügbarkeit flair.hr gewährleistet die Verfügbarkeitsrate gemäß dem jeweils geltenden Service Level Agreement. ### 1.2 Berechnung Bei der Berechnung der Verfügbarkeit der SaaS-Lösung im Rahmen des jeweiligen Service Level Agreements werden folgende Fälle der Nichtverfügbarkeit oder eingeschränkten Verfügbarkeit nicht berücksichtigt: ##### (a) Jegliche zuvor angekündigte Nichtverfügbarkeit oder eingeschränkte Verfügbarkeit der SaaS-Lösung aufgrund geplanter Wartungsarbeiten; ##### (b) Jegliche Nichtverfügbarkeit oder eingeschränkte Verfügbarkeit der SaaS-Lösung zur Vermeidung möglicher Schäden, Störungen oder sonstiger schwerwiegender Folgen für flair.hr oder den Kunden; ##### (c) Jegliche Nichtverfügbarkeit oder eingeschränkte Verfügbarkeit der SaaS-Lösung, die auf Drittsoftware von Salesforce zurückzuführen ist; ##### (d) Jegliche Nichtverfügbarkeit oder eingeschränkte Verfügbarkeit der SaaS-Lösung infolge unvorhersehbarer Ereignisse außerhalb des zumutbaren Einflussbereichs von flair.hr, die auch bei Anwendung angemessener Sorgfalt nicht vermeidbar sind, insbesondere Naturkatastrophen, Epidemien, Pandemien, Krieg, Blockaden, Embargos, Energieversorgungs- oder Betriebsstörungen, Energiemangel, behördliche Anordnungen, gesetzliche Verbote, Arbeitskämpfe oder sonstige Fälle höherer Gewalt. ### 1.3 Im Falle geplanter Wartungsarbeiten wird flair.hr versuchen, die Dauer der Unterbrechung so gering wie möglich zu halten und Wartungsarbeiten nach Möglichkeit außerhalb der üblichen Geschäftszeiten durchzuführen. Bei ungeplanter Nichtverfügbarkeit oder eingeschränkter Verfügbarkeit informiert flair.hr den Kunden unverzüglich und teilt die voraussichtliche Dauer mit. Der Kunde wird mit flair.hr zusammenarbeiten, um die Ursache eines Problems zu identifizieren, sofern diese im Verantwortungsbereich des Kunden liegt. Ist flair.hr aufgrund höherer Gewalt an der Erbringung von Leistungen gehindert, wird auch der Kunde von seinen Leistungspflichten befreit. ## 11 Vorübergehende Aussetzung ### 11.1 Aussetzung flair.hr ist berechtigt, die Nutzung der Leistungen durch den Kunden mit sofortiger Wirkung auszusetzen oder einzuschränken, wenn flair.hr nach vernünftigem Ermessen feststellt, dass ein wesentlicher Verstoß gegen die Verpflichtungen des Kunden aus diesen SaaS-Bedingungen oder dem SaaS-Vertrag vorliegt oder ein Sicherheitsvorfall bzw. eine Bedrohung der Sicherheit der Leistungen im Zusammenhang mit dem Zugriff oder der Nutzung durch den Kunden besteht; oder wenn eine solche Aussetzung oder Einschränkung gesetzlich, durch gerichtliche Entscheidung oder durch Anordnung einer Behörde erforderlich ist. Insbesondere Verstöße wegen Nichtzahlung fälliger Gebühren gemäß diesen SaaS-Bedingungen oder Verstöße gegen Abschnitt 6.3 (Unzulässige Nutzung), Abschnitt 14 (Freistellung), Abschnitt 15 (Geistige Eigentumsrechte) und Abschnitt 18 (Vertraulichkeit) gelten als wesentliche Vertragsverletzungen. Das Recht von flair.hr zur Kündigung eines SaaS-Vertrags gemäß Abschnitt 12 sowie alle weiteren Rechte und Rechtsbehelfe von flair.hr bleiben unberührt. ### 11.2 Pflichten des Kunden während der Aussetzung Im Falle einer Aussetzung oder Einschränkung bleibt die Verpflichtung des Kunden zur Zahlung der Gebühren gemäß Abschnitt 4 bestehen. ### 11.3 Reaktivierung der Leistungen Kann der Kunde die Ursache der Aussetzung oder Einschränkung in zumutbarer Weise beseitigen, wird flair.hr den Kunden über die erforderlichen Maßnahmen zur Wiederherstellung des Zugangs zu den Leistungen informieren. Die Aussetzung oder Einschränkung wird aufgehoben, sobald der Grund hierfür nicht mehr besteht. flair.hr behält sich das Recht vor, eine angemessene Reaktivierungsgebühr zu erheben. ## 12 Laufzeit und Kündigung ### 12.1 Laufzeit Der SaaS-Vertrag tritt mit dem im Bestellformular angegebenen Wirksamkeitsdatum („Effective Date“) in Kraft und bleibt für die im Bestellformular festgelegte anfängliche Vertragslaufzeit („Initial Term“) gültig. Die anfängliche Laufzeit verlängert sich nach Ablauf der Initial Term oder einer jeweiligen Verlängerungslaufzeit automatisch um weitere 12 Monate (jeweils eine „Renewal Term“), sofern nicht eine Partei den SaaS-Vertrag mit einer Frist von sechs Wochen zum Ende der jeweiligen Laufzeit kündigt (die Initial Term zusammen mit jeder Renewal Term nachfolgend gemeinsam die „Laufzeit“). ### 12.2 Kündigung durch beide Parteien Jede Partei kann den SaaS-Vertrag aus wichtigem Grund kündigen („Kündigung aus wichtigem Grund“). Ein wichtiger Grund liegt insbesondere in folgenden Fällen vor: #### (a) Vertragsverletzung bei einer wesentlichen Vertragsverletzung durch die andere Partei. Sofern die Leistungserbringung nicht dauerhaft unmöglich ist, darf die nicht vertragsbrüchige Partei den SaaS-Vertrag nur kündigen, wenn sie die andere Partei schriftlich abmahnt, ihr eine angemessene Frist von mindestens dreißig Kalendertagen zur Behebung der wesentlichen Vertragsverletzung setzt und die Vertragsverletzung innerhalb dieser Frist nicht behoben wird. Jeder Verstoß des Kunden gegen seine Zahlungspflichten gilt als wesentliche Vertragsverletzung. #### (b) Zahlungsunfähigkeit wenn gegen die andere Partei ein Insolvenzverfahren eröffnet wird, Zahlungen eingestellt werden oder ein Antrag auf Insolvenz, Konkurs, Liquidation oder ein vergleichbares Verfahren gestellt wird. ### 12.3 Kündigung durch flair.hr Darüber hinaus kann flair.hr den SaaS-Vertrag während der Laufzeit aus wichtigem Grund mit sofortiger Wirkung kündigen, wenn: #### (a) der Kunde gegen Abschnitt 14 (Freistellung), Abschnitt 15 (Geistige Eigentumsrechte) oder Abschnitt 18 (Vertraulichkeit) verstößt; oder #### (b) beim Kunden ein Kontrollwechsel stattfindet, beispielsweise durch die Übertragung der Mehrheit seiner Anteile oder Vermögenswerte (oder der Anteile bzw. Vermögenswerte seiner direkten oder indirekten Muttergesellschaft) oder durch eine Verschmelzung oder Zusammenlegung mit einem anderen Unternehmen. ### 12.4 Gebühren und Rückerstattungen Mit Beendigung des SaaS-Vertrags werden sämtliche offenen Gebühren sofort fällig und zahlbar. Der Kunde hat keinen Anspruch auf Rückerstattung bereits gezahlter Beträge im Rahmen dieser SaaS-Bedingungen. Die Kündigung entbindet den Kunden nicht von seiner Verpflichtung zur Zahlung bereits fälliger Beträge an flair.hr. ### 12.5 Form Jede Kündigung bedarf mindestens der Textform. ## 13 Haftung ### 13.1 Haftung. flair.hr haftet unbeschränkt für Schäden, die durch Vorsatz oder grobe Fahrlässigkeit verursacht wurden. Im Falle einer leicht fahrlässigen Verletzung einer Hauptpflicht oder einer Nebenpflicht, deren Verletzung die Erreichung des Vertragszwecks gefährdet oder deren Erfüllung für die ordnungsgemäße Durchführung des SaaS-Vertrags wesentlich ist und auf deren Erfüllung der Kunde vernünftigerweise vertrauen durfte („Wesentliche Verpflichtungen“ – Kardinalpflicht), ist die Haftung von flair.hr auf den bei Vertragsschluss vorhersehbaren und vertragstypischen Schaden begrenzt. Die Parteien sind sich darüber einig, dass der typische vorhersehbare Schaden regelmäßig das jährliche Vertragsvolumen nicht übersteigt. ### 13.2 Haftungsausschluss. flair.hr haftet nicht für leicht fahrlässige Verletzungen von Nebenpflichten, die keine Wesentlichen Verpflichtungen sind. Soweit die Haftung von flair.hr ausgeschlossen oder beschränkt ist, gilt dies auch für die persönliche Haftung der Mitarbeitenden, Mitarbeiter, Vertreter und Erfüllungsgehilfen von flair.hr. ### 13.3 Ausnahmen. Die vorstehenden Haftungsausschlüsse und -beschränkungen gelten nicht im Falle des arglistigen Verschweigens von Mängeln oder einer Beschaffenheitsgarantie, für die Haftung für Ansprüche nach dem Produkthaftungsgesetz und für Ansprüche aufgrund von Personenschäden (Leben, Körper oder Gesundheit). Dies führt nicht zu einer Umkehr der Beweislast zum Nachteil des Kunden. ## 14 Freistellung ### 2. Der Kunde stellt flair.hr, dessen Lieferanten und Auftragnehmer sowie deren jeweilige Mitarbeitende, leitende Angestellte, Geschäftsführer und Vertreter von sämtlichen Ansprüchen, Schäden, Verbindlichkeiten, Verlusten, Kosten und Aufwendungen (einschließlich angemessener Rechtsanwaltsgebühren) frei, die entstehen aus oder im Zusammenhang stehen mit: (i) der Nutzung der Leistungen durch den Kunden, die nicht im Einklang mit dem SaaS-Vertrag steht; (ii) einem Verstoß gegen Gesetze oder Rechte Dritter durch die Nutzung der Leistungen durch den Kunden; (iii) einem Verstoß durch den Kunden oder einen seiner Mitarbeitenden; (iv) dem Betrieb, der Kombination oder der Nutzung der Leistungen in Verbindung mit eigenen Daten, Informationen, Inhalten, Software, Materialien oder Dienstleistungen des Kunden und/oder in Verbindung mit Daten, Informationen, Inhalten, Software, Materialien oder Dienstleistungen Dritter; (v) einer vom Kunden vorgenommenen oder veranlassten Anpassung oder abweichenden Konfiguration der Leistungen oder einer Anpassung oder abweichenden Konfiguration durch einen Dritten, dem der Kunde den Zugriff auf die Leistungen ermöglicht oder gestattet; (vi) Ansprüchen eines Mitglieds oder Mitarbeitenden des Kunden oder eines Auftragnehmers oder sonstigen Dritten, dem der Kunde den Zugriff auf die Leistungen ermöglicht oder gestattet; und (vii) der unbefugten Nutzung von Marken, Bezeichnungen und Logos von flair.hr durch den Kunden. Nach Wahl von flair.hr verteidigt der Kunde flair.hr gegen solche Ansprüche. ## 15 Rechte des geistigen Eigentums ### 15.1 Geistiges Eigentum. Die SaaS-Lösung ist durch Urheberrechte und andere Rechte des geistigen Eigentums geschützt. flair.hr und seine Lizenzgeber behalten ausschließlich alle Rechte, Titel und Ansprüche an der SaaS-Lösung und Dokumentation sowie an allen Rechten des geistigen Eigentums, die im Zusammenhang mit den Leistungen ausgeübt werden können. Der Kunde erwirbt keinerlei Rechte, außer den in Abschnitt 15.2 ausdrücklich beschriebenen. ### 15.2 Rechtseinräumung. Vorbehaltlich der Einhaltung der Bestimmungen dieser SaaS-Bedingungen und SaaS-Verträge gewährt flair.hr dem Kunden ein nicht ausschließliches, nicht unterlizenzierbares und nicht übertragbares Recht, beschränkt auf die Laufzeit und die Anzahl der autorisierten Nutzer, die SaaS-Lösung im festgelegten Umfang über das Internet als Cloud-Lösung sowie die entsprechende Dokumentation zu nutzen. Weitere Beschränkungen können im jeweiligen SaaS-Vertrag aufgeführt sein. ### 15.3 Dritttechnologie. Soweit die Leistungen Dritttechnologie enthalten (wie proprietäre Software oder Open-Source-Software), unterliegt diese Dritttechnologie den Geschäftsbedingungen Dritter, die diese Technologie regeln. flair.hr wird den Kunden über Geschäftsbedingungen Dritter informieren, indem in dem SaaS-Vertrag darauf Bezug genommen wird oder indem eine andere schriftliche oder elektronische Mitteilung bereitgestellt wird. In Bezug auf diese Dritttechnologie ersetzen die anwendbaren Geschäftsbedingungen Dritter alle Bestimmungen dieser SaaS-Bedingungen oder der darunter zwischen flair.hr und dem Kunden geschlossenen SaaS-Verträge. flair.hr ist nicht für diese Dritttechnologie verantwortlich, und diese Drittbedingungen regeln nicht die Leistungen von flair.hr. Der Kunde erklärt sich damit einverstanden, diese Geschäftsbedingungen Dritter einzuhalten, wie sie von Zeit zu Zeit durch den Dritten aktualisiert werden. Sofern die Dritttechnologie nicht von flair.hr in die SaaS-Lösung integriert wird und einen untrennbaren Bestandteil davon bildet, liegt es in der alleinigen Verantwortung des Kunden, auf eigene Kosten angemessene Lizenzen für Dritttechnologie direkt von den jeweiligen Dritten zu erwerben und die von diesem Dritten genannten Lizenzanforderungen einzuhalten. ## 16 Kundendaten, Rückgabe von Daten ### 16.1 Kundendaten. Der Kunde behält das Eigentum an oder die ausschließlichen Rechte an seinen Daten, die auf dem von flair.hr bereitgestellten Speicherplatz des Kunden gespeichert sind (nachfolgend „Kundendaten“), und kann während der Laufzeit vorbehaltlich dieser SaaS-Bedingungen und des Bestellformulars jederzeit auf Kundendaten zugreifen. ### 16.2 Rückgabe von Kundendaten. Nach Ablauf oder Beendigung des SaaS-Vertrags erfolgt die Rückgabe der Kundendaten durch Bereitstellung einer Internet-Download-Option in einem von flair.hr zu bestimmenden Format. Der Kunde muss flair.hr mindestens 14 Kalendertage vor Ende des SaaS-Vertrags in Textform informieren, wenn der Kunde die Kundendaten zum Ende des SaaS-Vertrags erhalten möchte. Der Kunde hat flair.hr innerhalb von 14 Kalendertagen nach Erhalt der Kundendaten von flair.hr über etwaige Probleme mit den bereitgestellten Kundendaten zu informieren. Versäumt es der Kunde, flair.hr innerhalb der genannten Fristen über die Absicht zu informieren, Kundendaten zu erhalten, oder über ein Problem mit den erhaltenen Kundendaten zu informieren, ist flair.hr berechtigt, Kundendaten 90 Kalendertage nach Ablauf oder Beendigung des SaaS-Vertrags zu löschen. 16.3 Feedback und Kundenumfragen. Der Kunde erkennt hiermit an und stimmt zu, dass flair.hr von Zeit zu Zeit Feedback einholen und Umfragen zur Nutzung der Leistungen durch den Kunden, zur Kundenzufriedenheit, zu Funktionswünschen, zur Nutzererfahrung und zu anderen Themen durchführen kann, die für die Verbesserung und Optimierung der Leistungen relevant sind. Solche Umfragen können per E-Mail, In-App-Benachrichtigung, Telefon oder auf anderem elektronischen Wege durchgeführt werden, und flair.hr stellt sicher, dass alle Umfragekommunikationen eindeutig als von flair.hr stammend gekennzeichnet sind. Der Kunde ermächtigt flair.hr hiermit, Drittanbieter-Umfragetools zu verwenden, die mit der API von Salesforce integriert sind, um Umfragen durchzuführen, vorausgesetzt, dass diese Tools nur verschlüsselte oder tokenisierte Daten erhalten und keinen direkten Zugriff auf die Rohdaten des Kunden haben, die innerhalb der Leistungen gespeichert sind. flair.hr bleibt vollständig verantwortlich für die Sicherheit und Compliance aller verwendeten Drittanbieter-Umfragetools und stellt sicher, dass alle diese Tools Vertraulichkeits- und Datenschutzbedingungen unterliegen, die nicht weniger schützend sind als die in dieser Vereinbarung enthaltenen Bedingungen. Alle Feedback-Erhebungs- und Umfrageaktivitäten werden in Übereinstimmung mit der Datenschutzrichtlinie von flair.hr und den anwendbaren Datenschutzgesetzen durchgeführt. flair.hr wird spezifisches Feedback nicht ohne vorherige schriftliche Zustimmung des Kunden öffentlich dem Kunden zuordnen und alle für Marketing- oder öffentlich zugängliche Materialien verwendeten Umfragedaten anonymisieren. Der Kunde hat das Recht, die Löschung historischer Umfrageantworten gemäß den anwendbaren Datenschutzgesetzen zu verlangen, vorbehaltlich der berechtigten geschäftlichen Interessen von flair.hr und gesetzlicher Anforderungen an die Datenaufbewahrung. ### 16.4 Löschung von Kundendaten. flair.hr löscht Kundendaten, die ihm noch zur Verfügung stehen, 90 Kalendertage nach Rückgabe der Daten an den Kunden nach Vertragsende, sofern der Kunde flair.hr nicht innerhalb dieses Zeitraums mitteilt, dass die dem Kunden bereitgestellten Daten nicht lesbar oder unvollständig sind. ## 17 Subunternehmer flair.hr ist berechtigt, Subunternehmer für die Erbringung der Leistungen einzusetzen, z. B. Anbieter von Cloud-Speicherplatz und Datenhosting. Der Einsatz von Subunternehmern entbindet flair.hr nicht von seiner Verpflichtung gegenüber dem Kunden. ## 18 Vertraulichkeit ### 18.1 Vertrauliche Informationen. „Vertrauliche Informationen“ bezeichnet sämtliche Informationen und Daten – technischer, finanzieller oder geschäftlicher Art –, die von flair.hr erhalten werden und als vertraulich gekennzeichnet oder anderweitig als vertraulich bezeichnet sind oder vom Kunden vernünftigerweise als vertrauliche Informationen erkannt werden können. Vertrauliche Informationen umfassen unter anderem technische Informationen (z. B. Computercode, Erfindungen, Algorithmen, Know-how und Ideen), geschäftliche, finanzielle und sonstige Informationen (ob schriftlich, mündlich, grafisch, maschinenlesbar, als Muster oder visuell). Der Kunde verpflichtet sich, keine vertraulichen Informationen, von denen der Kunde Kenntnis erlangt hat oder die der Kunde von flair.hr erhalten hat, gegenüber Dritten oder der Öffentlichkeit offenzulegen. Der Kunde schützt die vertraulichen Informationen so, dass ein Missbrauch durch Dritte verhindert wird, und entsprechend den eigenen Schutzmaßnahmen des Kunden für seine eigenen vertraulichen Informationen, mindestens jedoch entsprechend dem zum Zeitpunkt des Schutzes aktuellen Stand der Technik. ### 18.2 Ausnahmen. Die Verpflichtung zur Wahrung der Vertraulichkeit gilt nicht für Informationen und Dokumente, die zum Zeitpunkt der Offenlegung öffentlich bekannt und allgemein verfügbar waren oder den empfangenden Parteien zum Zeitpunkt der Offenlegung bereits bekannt waren oder der empfangenden Partei später rechtmäßig von Dritten zugänglich gemacht wurden. ## 19 Datenschutz ### 19.1 Datenschutz. flair.hr hält alle anwendbaren Datenschutzvorschriften ein, einschließlich, aber nicht beschränkt auf die Datenschutz-Grundverordnung (DSGVO) und das Bundesdatenschutzgesetz. flair.hr und der Kunde verpflichten jeweils ihre Mitarbeitenden und etwaige beauftragte Subunternehmer zur Einhaltung ihrer jeweiligen gesetzlichen Datenschutzpflichten. ### 19.2 Datenanalyse. Der Kunde stimmt der Analyse von Nutzungsdaten in anonymisierter Form zum Zweck der Verbesserung der SaaS-Lösung, der Nutzererfahrung und der Sicherheit zu. Diese Zustimmung umfasst die Einräumung des Rechts an flair.hr, die Ergebnisse in anonymisierter Form zugunsten anderer Kunden von flair.hr zu verwenden. ### 19.3 Auftragsverarbeitungsvereinbarung. Für die Verarbeitung personenbezogener Daten durch flair.hr im Auftrag des Kunden im Anwendungsbereich der DSGVO schließen die Parteien eine Auftragsverarbeitungsvereinbarung gemäß Art. 28 DSGVO ab. Der Kunde teilt flair.hr die zur Erteilung von Weisungen berechtigten Personen mit. Die Auftragsverarbeitungsvereinbarung hat Vorrang vor den Bestimmungen dieser SaaS-Bedingungen (siehe Abschnitt 2.2). ## 20 Sonstiges ### 20.1 Form. Jeder SaaS-Vertrag ist in Textform im Sinne von § 126b des Bürgerlichen Gesetzbuchs („Textform“) abzuschließen, und jede Änderung eines SaaS-Vertrags bedarf der Textform. ### 20.2 Sprache und Auslegung. Diese SaaS-Bedingungen wurden in englischer Sprache erstellt, und die englischsprachige Fassung ist für die Parteien des SaaS-Vertrags allein verbindlich. Jede Übersetzung dieser SaaS-Bedingungen gilt als reine Gefälligkeitsübersetzung und ist für die Parteien des SaaS-Vertrags nicht verbindlich. Soweit diese SaaS-Bedingungen deutsche Rechtsbegriffe in Klammern enthalten, sind diese Rechtsbegriffe für die Auslegung dieser SaaS-Bedingungen und des auf diesen SaaS-Bedingungen beruhenden SaaS-Vertrags heranzuziehen. ### 20.3 Änderungen. flair.hr behält sich das Recht vor, die SaaS-Bedingungen unter Berücksichtigung der berechtigten Interessen der Parteien des SaaS-Vertrags zu ändern. Im Falle einer Änderung der SaaS-Bedingungen wird flair.hr den Kunden in Textform über die Änderungen der SaaS-Bedingungen informieren („Mitteilung“). Die Änderungen werden gegenüber dem Kunden wirksam, und das Vertragsverhältnis wird zu den geänderten Bedingungen fortgesetzt, wenn der Kunde diesen Änderungen nicht innerhalb von vier Wochen nach Erhalt der Mitteilung durch flair.hr in Textform widerspricht. Zur Wahrung dieser Frist genügt die rechtzeitige Absendung des Widerspruchs an flair.hr. Im Falle eines Widerspruchs sind beide Parteien berechtigt, den SaaS-Vertrag aus besonderem Grund zu kündigen („Sonderkündigungsrecht“). flair.hr wird den Kunden über das Kündigungsrecht des Kunden und die Folgen eines unterlassenen Widerspruchs gegen die Mitteilung informieren. ### 20.4 Anwendbares Recht. SaaS-Verträge und diese SaaS-Bedingungen unterliegen dem Recht der Bundesrepublik Deutschland. ### 20.5 Gerichtsstand. Gerichtsstand für alle Streitigkeiten aus oder im Zusammenhang mit SaaS-Verträgen gemäß diesen SaaS-Bedingungen ist der eingetragene Sitz von flair.hr in Deutschland. ### 20.6 Abtretung. Weder der SaaS-Vertrag noch Rechte oder Pflichten daraus dürfen von einer Partei ganz oder teilweise ohne vorherige schriftliche Zustimmung der anderen Partei abgetreten oder anderweitig übertragen werden. flair.hr darf den SaaS-Vertrag und seine Verpflichtungen aus diesen SaaS-Bedingungen auf ein verbundenes Unternehmen von flair.hr übertragen und abtreten. „Verbundenes Unternehmen“ bezeichnet jede Kapitalgesellschaft oder sonstige Einheit, die flair.hr oder eine Nachfolgeeinheit kontrolliert, von flair.hr oder einer Nachfolgeeinheit kontrolliert wird oder unter gemeinsamer Kontrolle mit flair.hr oder einer Nachfolgeeinheit steht. Eine Kapitalgesellschaft oder sonstige Einheit gilt als kontrollierend gegenüber einer anderen Kapitalgesellschaft oder Einheit, wenn sie (i) direkt oder indirekt fünfzig Prozent (50 %) oder mehr der stimmberechtigten Anteile oder sonstigen Beteiligungen hält, (ii) die Befugnis hat, mehr als die Hälfte der Geschäftsführer oder Vorstandsmitglieder dieser anderen Kapitalgesellschaft oder Einheit zu wählen, oder (iii) aufgrund eines Vertrags oder auf andere Weise in der Lage ist, die Angelegenheiten dieser anderen Kapitalgesellschaft oder Einheit zu steuern. ### 20.7 Salvatorische Klausel. Sollte eine Bestimmung dieser SaaS-Bedingungen oder eines darunter geschlossenen SaaS-Vertrags unwirksam, rechtswidrig oder nicht durchsetzbar sein, bleibt die Wirksamkeit, Rechtmäßigkeit und Durchsetzbarkeit der übrigen Bestimmungen hiervon unberührt und unbeeinträchtigt, und diese Bestimmung gilt als so neu gefasst, dass sie die ursprünglichen Absichten der Parteien im Einklang mit dem anwendbaren Recht so weit wie möglich widerspiegelt. ### 3. *** --- ## Support- und Zusatzleistungen – Allgemeine Bedingungen URL: https://flair.hr/de/legal/terms-and-conditions-for-support-and-additional-services > AGB für Support und Zusatzleistungen: Diese Bedingungen regeln Support- und zusätzliche Dienstleistungen zur SaaS-Lösung von flair.hr für Kunden. # Allgemeine Geschäftsbedingungen für Support und zusätzliche Dienstleistungen ## 1 Anwendbarkeit und Vertragsgegenstand ### 1.1 Anwendbarkeit. Diese Allgemeinen Geschäftsbedingungen für Support und zusätzliche Dienstleistungen („Support-Bedingungen“) gelten für jede Vereinbarung („Support-Vereinbarung“) zwischen dem Dienstleister (wie unten definiert) und dem im Bestellformular genannten Kunden („Kunde“) über Support und/oder zusätzliche Dienstleistungen (wie unten definiert) für die SaaS-Lösung von flair.hr (wie in den Allgemeinen Geschäftsbedingungen für SaaS von flair.hr definiert). ### 1.2 Dienstleister. Dienstleistungen können von flair.hr, einem verbundenen Unternehmen von flair.hr oder einem autorisierten Anbieter erbracht werden (jeweils ein „Dienstleister“). „flair.hr“ bezeichnet die flair.hr GmbH, c/o The BYRO, Müllerstrasse 27, 80469 München. „Verbundenes Unternehmen“ bezeichnet jede Kapitalgesellschaft oder sonstige Einheit, die flair.hr oder eine Nachfolgeeinheit kontrolliert, von flair.hr oder einer Nachfolgeeinheit kontrolliert wird oder unter gemeinsamer Kontrolle mit flair.hr oder einer Nachfolgeeinheit steht. Eine Kapitalgesellschaft oder sonstige Einheit gilt als kontrollierend gegenüber einer anderen Kapitalgesellschaft oder Einheit, wenn sie (i) direkt oder indirekt fünfzig Prozent (50 %) oder mehr der stimmberechtigten Anteile oder sonstigen Beteiligungen hält, (ii) die Befugnis hat, mehr als die Hälfte der Geschäftsführer oder Vorstandsmitglieder dieser anderen Kapitalgesellschaft oder Einheit zu wählen, oder (iii) aufgrund eines Vertrags oder auf andere Weise in der Lage ist, die Angelegenheiten dieser anderen Kapitalgesellschaft oder Einheit zu steuern. „Autorisierter Anbieter“ bezeichnet jede Person oder Einheit, die von flair.hr autorisiert und beauftragt wurde, Dienstleistungen gemäß diesen Support-Bedingungen zu erbringen. ### 1.3 Geschäftliche Nutzung. Diese Support-Bedingungen gelten ausschließlich für Unternehmer, unabhängig davon, ob es sich um eine natürliche oder juristische Person oder eine rechtsfähige Personengesellschaft im Sinne von § 14 des Bürgerlichen Gesetzbuchs handelt, die bei Abschluss des Rechtsgeschäfts in Ausübung ihrer gewerblichen oder selbständigen beruflichen Tätigkeit handelt, für juristische Personen des öffentlichen Rechts und öffentlich-rechtliche Sondervermögen im Sinne von § 310 Abs. 1 des Bürgerlichen Gesetzbuchs sowie für sonstige gewerbliche oder berufliche Kunden. ### 1.4 Ausschluss der Geschäftsbedingungen des Kunden. Diese Support-Bedingungen gelten ausschließlich. Abweichende, entgegenstehende oder ergänzende Geschäftsbedingungen werden nur dann Bestandteil der Support-Vereinbarung, wenn und soweit der Dienstleister vorab ausdrücklich zugestimmt hat, dass diese Bedingungen auf die Support-Vereinbarung Anwendung finden. Dieses Erfordernis der vorherigen Zustimmung gilt in jedem Fall, auch wenn der Dienstleister mit der Erbringung von Dienstleistungen ohne Vorbehalt hinsichtlich der ihm bekannten Geschäftsbedingungen des Kunden beginnt. ### 1.5 Zusätzliche Bedingungen. Zusätzlich zu den gemäß diesen Support-Bedingungen erbrachten Dienstleistungen kann der Dienstleister weitere Dienstleistungen erbringen, die besonderen Bedingungen unterliegen. #### (a) Die Bereitstellung von SaaS-Lösungen unterliegt den Allgemeinen Geschäftsbedingungen für SaaS von flair.hr. #### (b) Die Erbringung von Implementierungsleistungen unterliegt den Allgemeinen Geschäftsbedingungen für Implementierungsleistungen. ## 2 Support-Vereinbarung ### 2.1 Support-Vereinbarung. Im Sinne dieser Support-Bedingungen bezeichnet eine Support-Vereinbarung diese Support-Bedingungen zusammen mit einem oder mehreren der folgenden Dokumente (soweit anwendbar): #### (a) dem Bestellformular („Bestellformular“); #### (b) der Leistungsbeschreibung („SOW“); #### (c) der Service-Level-Vereinbarung für Premium-Support („PSLA“); #### (d) der Auftragsverarbeitungsvereinbarung („DPA“); #### (e) allen Dokumenten, auf die in den Dokumenten Bezug genommen wird. ### 2.2 Widersprüche. Im Falle eines Widerspruchs zwischen diesen Support-Bedingungen und einem der in Ziffer 2.1 genannten Dokumente haben die Bestimmungen im Bestellformular Vorrang vor den Bestimmungen dieser Support-Bedingungen und der SOW, und die Bestimmungen der SOW haben Vorrang vor diesen Support-Bedingungen. Mit Ausnahme der DPA haben diese Support-Bedingungen Vorrang vor allen anderen Dokumenten, auf die in diesen Support-Bedingungen Bezug genommen wird. ## 3 Abschluss der Support-Vereinbarung ### 3.1 Vertragsparteien. Für die Nutzung der vom Dienstleister gemäß den Support-Bedingungen erbrachten Dienstleistungen schließt der Kunde den Vertrag ausschließlich mit dem Dienstleister. Salesforce, Inc. ist keine Vertragspartei in Bezug auf die vom Dienstleister gemäß den Support-Bedingungen angebotenen und erbrachten Dienstleistungen. ### 3.2 Bestellformular. Der Dienstleister stellt dem Kunden ein Bestellformular zur Verfügung, das beim Dienstleister zur Aufgabe einer Bestellung eingereicht werden kann. Alle vom Dienstleister in einem Bestellformular abgegebenen Angebote sind freibleibend und unverbindlich. Sie werden mit Annahme des Bestellformulars durch den Dienstleister gemäß Ziffer 3.3 verbindlich. ### 3.3 Abschluss. Der Kunde kann durch Einreichung eines Bestellformulars unter Bezugnahme auf diese Support-Bedingungen ein Angebot abgeben. Die Support-Vereinbarung kommt mit Annahme des jeweiligen Bestellformulars durch den Dienstleister zustande und gilt ab dem Wirksamkeitsdatum. ### 3.4 Zusätzliche Vereinbarungen und Änderungen. Jede zusätzliche Vereinbarung zur Support-Vereinbarung bedarf zu ihrer Wirksamkeit der Textform und muss ausdrücklich auf die jeweilige Support-Vereinbarung Bezug nehmen. Jede Änderung eines vom Dienstleister angenommenen Bestellformulars bedarf der Textform und gilt nur für das betreffende Bestellformular, für das die Änderung vereinbart wurde. Dienstleistungen, die nicht von diesen Support-Bedingungen umfasst sind, bedürfen einer gesonderten Vereinbarung zwischen Dienstleister und Kunde. ## 4 Umfang der Dienstleistungen ### 4.1 Dienstleistungen. Der Dienstleister erbringt für den Kunden technischen Support („Support-Dienstleistungen“) und/oder zusätzliche Dienstleistungen („Zusätzliche Dienstleistungen“) gemäß Bestellformular und SOW (zusammen die „Dienstleistungen“). Support-Dienstleistungen im Sinne dieser Bedingungen umfassen die im Bestellformular und in der PSLA genannten Dienstleistungen und werden nachfolgend näher beschrieben. Zusätzliche Dienstleistungen im Sinne dieser Bedingungen umfassen die im Bestellformular und in der SOW genannten Dienstleistungen und können beispielsweise die Entwicklung und Implementierung zusätzlicher Funktionen, weitere Anpassungen der SaaS-Lösung und individuelle Schulungen umfassen. Der Nutzer-Helpdesk (Ziffer 4.5) als erste Anlaufstelle für jede Erst Anfrage wird stets von flair.hr gemäß den Allgemeinen Geschäftsbedingungen für SaaS von flair.hr bereitgestellt. ### 4.2 Beschreibung der Dienstleistungen. Der Umfang, die Art und die Eigenschaften der in dem jeweiligen Bestellformular, der SOW, der PSLA oder einem anderen auf die Support-Vereinbarung anwendbaren Dokument beschriebenen Dienstleistungen stellen keine Zusicherung bestimmter Eigenschaften und keine Garantie dar und dürfen unter keinen Umständen als solche ausgelegt werden. ### 4.3 Standard-Support. Soweit Support im Rahmen der SaaS-Vereinbarung erbracht wird, die auf Grundlage der Allgemeinen Geschäftsbedingungen für SaaS von flair.hr geschlossen wurde, unterliegt dieser Support nicht diesen Support-Bedingungen. Jede Mängelbeseitigung und jede Standardwartung der SaaS-Lösung gelten nicht als Support-Dienstleistungen im Sinne dieser Support-Bedingungen und werden von flair.hr gemäß und vorbehaltlich der Allgemeinen Geschäftsbedingungen für SaaS von flair.hr erbracht. ### 4.4 Premium-Support. Soweit im Bestellformular ausgewählt, erbringt der Dienstleister Premium-Support als Teil der Support-Dienstleistungen auf Grundlage dieser Support-Bedingungen und der anwendbaren PSLA. ### 4.5 Nutzer-Helpdesk. Zur Bestimmung der Art und zur Nachverfolgung von Kundenanfragen stellt flair.hr dem Kunden einen Nutzer-Helpdesk bereit, der den Allgemeinen Geschäftsbedingungen für SaaS von flair.hr unterliegt. Der Nutzer-Helpdesk ist die erste Anlaufstelle für jede Kundenanfrage. Jede vom Kunden an den Nutzer-Helpdesk übermittelte Anfrage wird wie nachstehend beschrieben kategorisiert. Entsprechend der Kategorisierung der Anfrage werden die jeweiligen Maßnahmen durchgeführt. Der Nutzer-Helpdesk kategorisiert Anfragen wie folgt: #### (a) Kategorisierung als Mangel: Wird die Anfrage als Mangel kategorisiert, reagiert flair.hr auf die Anfrage und beseitigt den Mangel gemäß und im Rahmen der Allgemeinen Geschäftsbedingungen für SaaS von flair.hr. #### (b) Kategorisierung als Support-Anfrage: Wird die Anfrage nicht als Mangel im vorstehenden Sinne kategorisiert, handelt es sich jedoch um eine Anfrage nach technischem Support (z. B. eine allgemeine Anfrage zur Nutzung der SaaS-Lösung oder einer ihrer Funktionen, Pläne zur Implementierung neuer Funktionen oder technische Probleme, die keinen Mangel der SaaS-Lösung darstellen), wird diese Anfrage von flair.hr als Support-Anfrage kategorisiert. Soweit eine Anfrage vom Nutzer-Helpdesk als Support-Anfrage kategorisiert wird, erbringt der Dienstleister Premium-Support in dem im Bestellformular ausgewählten Umfang und vorbehaltlich dieser Support-Bedingungen. ## 5 Gebühren und Zahlung ### 5.1 Gebühren. Der Kunde zahlt die Gebühren für die Dienstleistungen gemäß Bestellformular sowie alle weiteren dort genannten Gebühren („Gebühren“). ### 5.2 Rechnungsstellung. Die Gebühren werden dem Kunden gemäß den im angenommenen Bestellformular festgelegten Bedingungen und den Bestimmungen dieser Support-Bedingungen in Rechnung gestellt. ### 5.3 Fälligkeit. Sofern nichts anderes vereinbart ist, sind Rechnungen 14 Kalendertage nach Rechnungsdatum fällig und ohne Abzug auf das im Bestellformular angegebene Konto des Dienstleisters zu zahlen. Alle Beträge verstehen sich zuzüglich Steuern und sonstiger Abgaben. ### 5.4 Aussetzung der Dienstleistungen. Befindet sich der Kunde gemäß den in diesen Support-Bedingungen festgelegten Zahlungsbedingungen mit einer Zahlung in Verzug, ist der Dienstleister nach einer Mahnung mit angemessener Frist berechtigt, sämtliche Dienstleistungen auszusetzen, solange die Zahlung aussteht. Der Dienstleister informiert den Kunden in der Mahnung über die drohenden Folgen des Verzugs. Die Verpflichtung zur Zahlung der Gebühren bleibt während der Aussetzung der Dienstleistungen aufgrund des Zahlungsverzugs bestehen. ### 5.5 Zinsen. Auf jeden Betrag, der nicht innerhalb von 14 Kalendertagen nach Rechnungsdatum vollständig bezahlt wurde, fallen täglich Zinsen in Höhe von jährlich neun Prozentpunkten über dem jeweils geltenden Basiszinssatz an, beginnend 14 Kalendertage nach Rechnungsdatum und fortlaufend bis zur vollständigen Zahlung. ### 5.6 Aufrechnung. Der Kunde darf nur mit unbestrittenen oder rechtskräftig festgestellten Forderungen aufrechnen und ein Zurückbehaltungsrecht nur auf unbestrittene oder rechtskräftig festgestellte Forderungen stützen. ## 6 Zusammenarbeit und Pflichten des Kunden ### 6.1 Zusammenarbeit. Die Parteien vereinbaren, eng und effizient im Geist gegenseitigen Vertrauens und nach Treu und Glauben zusammenzuarbeiten. Der Kunde wird insbesondere (i) die Anforderungen an die Dienstleistungen in ausreichendem Umfang spezifizieren; (ii) ordnungsgemäße Hinweise, Dokumentationen und Informationen bereitstellen, die für die Dienstleistungen erforderlich sind; (iii) die erforderlichen Materialien und Daten bereitstellen; (iv) Testdaten bereitstellen sowie die Testumgebung vorbereiten und bereitstellen; (v) Fehler, die im Rahmen des Test- oder Produktivbetriebs der erbrachten Dienstleistungen festgestellt werden, unverzüglich in reproduzierbarer und in jedem Fall nachvollziehbarer Form dokumentieren und dem Dienstleister mitteilen; (vi) auf eigene Kosten alle Einrichtungen, Geräte und angemessen qualifiziertes Personal für die Zusammenarbeit bereitstellen, soweit dies für die Erbringung der Dienstleistungen erforderlich ist; und (vii) diese Verpflichtungen und alle Mitwirkungshandlungen rechtzeitig erfüllen und Erklärungen innerhalb der Fristen abgeben. Wird einer Partei bekannt, dass Informationen und Anforderungen, gleich ob von ihr selbst oder von der anderen Partei bereitgestellt, fehlerhaft, unvollständig, mehrdeutig oder undurchführbar sind, hat sie die andere Partei unverzüglich darüber sowie über die von ihr erkannten Folgen zu informieren. ### 6.2 Backups. Es liegt in der Verantwortung des Kunden, Sicherungskopien der Kundendaten aufzubewahren. Der Kunde hat insbesondere vor jeder Dienstleistung und/oder jedem Zugriff durch den Dienstleister oder durch vom Dienstleister beauftragte Dritte auf seine Systeme eine vollständige Datensicherung aller System- und Anwendungsdaten vorzunehmen. ### 6.3 Fristen. Die Parteien vereinbaren im Bestellformular und den darin in Bezug genommenen Dokumenten, ob Fristen als verbindlich oder unverbindlich gelten sollen. Treffen die Parteien hierzu keine Regelung, sind die Fristen unverbindlich. Darüber hinaus steht die Erbringung sämtlicher Dienstleistungen durch den Dienstleister unter dem Vorbehalt der richtigen und rechtzeitigen Belieferung durch seine Lieferanten sowie der Erfüllung und Durchführung der Pflichten und Mitwirkungshandlungen durch den Kunde. ### 6.4 Verzug des Kunden. Erbringt der Kunde die von ihm zu verantwortenden Tätigkeiten nicht, werden die Verpflichtungen des Dienstleisters, die ohne diese Tätigkeit nicht oder nur mit unverhältnismäßigem Mehraufwand erbracht werden können, für die Dauer dieses Verzugs ausgesetzt. Dadurch verursachte zusätzliche Aufwendungen sind vom Kunden zusätzlich zu den vereinbarten Gebühren gemäß Ziffer 4 an den Dienstleister zu erstatten. Gesetzliche Rechte des Dienstleisters zur Kündigung der Support-Vereinbarung bleiben hiervon unberührt. ## 7 Abnahme ### 7.1 Abnahme. Soweit gesetzlich vorgesehen oder in der Support-Vereinbarung vereinbart, bedürfen abgeschlossene Dienstleistungen der Abnahme, die gemäß den folgenden Bedingungen durchgeführt wird. Dies gilt nicht für die Erbringung von Dienstleistungen im Sinne von § 611 des Bürgerlichen Gesetzbuchs, insbesondere Beratungs- und Supportleistungen, es sei denn, das Erfordernis der Abnahme der Dienstleistung ist in der Support-Vereinbarung ausdrücklich vorgesehen. Die Abnahme eines Arbeitsergebnisses, z. B. der Entwicklung einer neuen Funktion, erfolgt gemäß den folgenden Bestimmungen dieser Ziffer. ### 7.2 Verfahren und Bedingungen. Der Dienstleister informiert den Kunden, dass die betreffende Leistung oder Teilleistung abnahmebereit ist. Unverzüglich, spätestens jedoch innerhalb von 14 Kalendertagen nach Erhalt der Mitteilung, führen Kunde und Dienstleister eine Abnahmeprüfung durch. Nach erfolgreichem Abschluss der Abnahmeprüfung muss der Kunde seine Abnahme unverzüglich schriftlich erklären (Textform genügt). Die Abnahmeprüfung gilt als erfolgreich abgeschlossen, wenn die Leistung oder Teilleistung alle wesentlichen Anforderungen erfüllt, die im jeweiligen Bestellformular und den diesem beigefügten oder darin in Bezug genommenen Dokumenten, insbesondere der SOW, festgelegt sind. ### 7.3 Fehler. Fehler, die in der zu prüfenden Leistung oder Teilleistung festgestellt werden, werden in die folgenden Fehlerkategorien eingeteilt: (a) Fehlerkategorie 1: Aufgrund des Fehlers kann das System insgesamt oder der zu prüfende Teil des Systems nicht genutzt werden; (b) Fehlerkategorie 2: Der Fehler verursacht erhebliche Einschränkungen bei der Nutzung wichtiger Funktionen, die aus Sicht des Kunden für einen angemessenen Zeitraum nicht durch geeignete Maßnahmen umgangen werden können; (c) Fehlerkategorie 3: Alle sonstigen Fehler. ### 7.4 Verweigerung der Abnahme und Rücktrittsrecht. Der Kunde ist nur berechtigt, die Abnahme aufgrund von Fehlern der Fehlerkategorien 1 und 2 zu verweigern. Fehler der Kategorie 3 hindern die Abnahme nicht, werden jedoch im Rahmen der Mängelrechte behoben. Solche Fehler sind in der schriftlichen Abnahmeerklärung als Mängel aufzunehmen. Wird die Abnahme verweigert, beseitigt der Dienstleister die abnahmehindernden Fehler unverzüglich und legt die betreffende Leistung oder Teilleistung erneut zur Abnahme vor. Wird der Fehler nicht innerhalb einer ersten Frist behoben, setzt der Kunde eine angemessene zweite Frist. Wird der Fehler nicht innerhalb der zweiten Frist behoben oder ist eine angemessene Anzahl von Nachbesserungsversuchen erfolglos geblieben, kann der Kunde vorbehaltlich der anwendbaren gesetzlichen Bestimmungen von der Support-Vereinbarung zurücktreten. ### 7.5 Protokolle. Auf Verlangen einer Partei wird am Ende der Abnahmeprüfung ein schriftliches Protokoll erstellt und von beiden Parteien unterzeichnet (die von beiden Parteien elektronisch unterzeichnete elektronische Form genügt). Festgestellte Fehler sind im Protokoll zu beschreiben, in Fehlerkategorien einzuteilen, und die Gründe für eine etwaige Verweigerung der Abnahme sind anzugeben. ### 7.6 Erklärt der Kunde die Abnahme nicht unverzüglich, kann der Dienstleister schriftlich eine Frist von sieben Kalendertagen zur Abgabe dieser Erklärung setzen. Die Abnahme gilt als erfolgt, wenn der Kunde innerhalb dieser Frist nicht schriftlich die Gründe für die Verweigerung der Abnahme angibt. ### 7.7 Recht zur Zurückhaltung von Dienstleistungen. Der Dienstleister ist berechtigt, Dienstleistungen zurückzuhalten, wenn sich der Kunde mit der Abnahme einer Leistung oder Teilleistung in Verzug befindet. ## 8 Mängel nach Abnahme ### 8.1 Die vom Dienstleister erbrachten Dienstleistungen entsprechen im Wesentlichen der Beschreibung in der jeweiligen Support-Vereinbarung. Im Falle von Mängeln sind die Rechte des Kunden ausgeschlossen (i) bei geringfügigen oder unerheblichen Abweichungen von den vereinbarten oder vorausgesetzten Eigenschaften und (ii) bei nur geringfügiger Beeinträchtigung der Nutzung. ### 8.2 Im Falle eines Mangels kann der Kunde Nacherfüllung verlangen. Der Dienstleister hat das Recht, zwischen Nachbesserung und Ersatzlieferung zu wählen. Wird der Mangel nicht innerhalb einer ersten Frist behoben, setzt der Kunde eine angemessene zweite Frist. Wird der Mangel nicht innerhalb der zweiten Frist behoben oder ist eine angemessene Anzahl von Nachbesserungsversuchen erfolglos geblieben, kann der Kunde vorbehaltlich der anwendbaren gesetzlichen Bestimmungen von der Support-Vereinbarung zurücktreten. ### 8.3 Mängel sind dem Dienstleister mit einer detaillierten Beschreibung der Auswirkungen des Mangels mitzuteilen. ### 8.4 Etwaige Schadensersatzansprüche unterliegen den in Ziffer 9 festgelegten Beschränkungen. ### 8.5 Änderungen oder Ergänzungen der Dienstleistungen, die der Kunde selbst oder durch Dritte vornimmt, führen zum Wegfall der Mängelrechte des Kunden, es sei denn, der Kunde weist nach, dass die Änderung oder Ergänzung den Mangel nicht verursacht hat. Der Dienstleister ist ebenfalls nicht verantwortlich für Mängel, die durch unsachgemäße Nutzung oder unsachgemäßen Betrieb oder durch die Verwendung ungeeigneter Betriebsmittel durch den Kunden verursacht werden. ### 8.6 Der Dienstleister kann die Beseitigung von Mängeln oder die Lieferung von Ersatz verweigern, bis der Kunde die vereinbarten Gebühren an den Dienstleister gezahlt hat, abzüglich eines Betrags, der dem wirtschaftlichen Wert des Mangels entspricht. ## 9 Haftung ### 9.1 Haftung. Der Dienstleister haftet unbeschränkt für Schäden, die durch Vorsatz oder grobe Fahrlässigkeit verursacht wurden. Im Falle einer leicht fahrlässigen Verletzung einer Hauptpflicht oder einer Nebenpflicht, deren Verletzung die Erreichung des Vertragszwecks gefährdet oder deren Erfüllung die ordnungsgemäße Durchführung der Support-Vereinbarung überhaupt erst ermöglicht und auf deren Erfüllung der Kunde vernünftigerweise vertrauen durfte („Wesentliche Verpflichtung“ – Kardinalpflicht), ist die Haftung des Dienstleisters auf den bei Vertragsschluss vorhersehbaren und vertragstypischen Schaden begrenzt. Die Parteien verstehen, dass der typische vorhersehbare Schaden regelmäßig das jährliche Vertragsvolumen nicht übersteigt. ### 9.2 Haftungsausschluss. Der Dienstleister haftet nicht für leicht fahrlässige Verletzungen von Nebenpflichten, die keine wesentlichen Verpflichtungen sind. Soweit die Haftung des Dienstleisters ausgeschlossen oder beschränkt ist, gilt dies auch für die persönliche Haftung der Mitarbeitenden, Mitarbeiter, Vertreter und Erfüllungsgehilfen des Dienstleisters. ### 9.3 Ausnahmen. Die vorstehenden Haftungsausschlüsse und -beschränkungen gelten nicht im Falle des arglistigen Verschweigens von Mängeln oder einer Beschaffenheitsgarantie, für die Haftung nach dem Produkthaftungsgesetz und für Ansprüche aufgrund von Personenschäden (Leben, Körper oder Gesundheit). Eine Umkehr der Beweislast zum Nachteil des Kunden ist damit nicht verbunden. ## 10 Laufzeit und Kündigung ### 10.1 Laufzeit. Die Support-Vereinbarung wird ab dem im Bestellformular angegebenen Wirksamkeitsdatum („Wirksamkeitsdatum“) wirksam und bleibt während der im Bestellformular angegebenen anfänglichen Vertragslaufzeit („Anfängliche Laufzeit“) wirksam. Die anfängliche Laufzeit verlängert sich nach Ablauf der anfänglichen Laufzeit oder einer Verlängerungslaufzeit automatisch um weitere 12 Monate (jeweils eine „Verlängerungslaufzeit“), sofern nicht eine Partei die Support-Vereinbarung mit einer Frist von sechs Wochen zum Ende der jeweiligen anfänglichen Laufzeit oder Verlängerungslaufzeit kündigt (die anfängliche Laufzeit zusammen mit jeder Verlängerungslaufzeit zusammen die „Laufzeit“). ### 10.2 Kündigung durch jede Partei. Jede Partei kann die Support-Vereinbarung aus wichtigem Grund kündigen. Eine Kündigung der Support-Vereinbarung aus wichtigem Grund kann insbesondere aus einem der folgenden Gründe oder aus einem anderen Grund erfolgen: #### (a) Vertragsverletzung: Aufgrund einer wesentlichen Vertragsverletzung durch die andere Partei. Außer in Fällen, in denen die Leistung durch eine Partei dauerhaft unmöglich ist, darf die nicht verletzende Partei die Support-Vereinbarung nur kündigen, wenn sie der anderen Partei eine schriftliche Mitteilung zukommen lässt und der anderen Partei eine angemessene Frist von mindestens dreißig Kalendertagen zur Behebung der wesentlichen Vertragsverletzung einräumt und diese wesentliche Vertragsverletzung nicht innerhalb der von der nicht verletzenden Partei in der Inverzugsetzung gewährten Frist behoben wird. Für Fehler und Mängel der Dienstleistungen gelten die besonderen Bestimmungen zu Nachbesserungsfristen in Ziffer 7.4 und Ziffer 8.2. Jede Verletzung der Zahlungspflicht durch den Kunden stellt eine wesentliche Vertragsverletzung dar; oder #### (b) Fehlende Mittel: wenn über das Vermögen der anderen Partei ein Insolvenzverfahren eröffnet wird, diese Zahlungen einstellt oder einen Antrag auf Insolvenz, Liquidation oder ein ähnliches Verfahren stellt. ### 10.3 Kündigung durch den Dienstleister. Darüber hinaus kann der Dienstleister die Support-Vereinbarung während der Laufzeit aus wichtigem Grund mit sofortiger Wirkung kündigen, wenn der Kunde gegen Ziffer 11 (Freistellung), Ziffer 12 (Rechte des geistigen Eigentums) oder Ziffer 14 (Vertraulichkeit) verstößt; oder ### 10.4 Gebühren. Wird die Support-Vereinbarung vor Abschluss der Dienstleistungen oder einzelner Arbeitsergebnisse gekündigt, ist der Dienstleister berechtigt, einen Betrag zu berechnen, der den Dienstleistungen oder Arbeitsergebnissen entspricht, die er bis zur Kündigung der Support-Vereinbarung erbracht hat. Mit Kündigung der Support-Vereinbarung werden alle unbezahlten Gebühren sofort fällig und zahlbar, und der Kunde hat keinen Anspruch auf Rückerstattung von Gebühren, die für eine vordefinierte Laufzeit im Voraus gezahlt wurden, z. B. jährliche Supportgebühren; diese sind nicht erstattungsfähig. ### 10.5 Form. Jede Kündigungserklärung bedarf mindestens der Textform. ### 10.6 Gesetzliche Rücktrittsrechte. Gesetzliche Rücktrittsrechte bleiben in dem in Ziffer 7.4 und Ziffer 8.2 angegebenen Umfang unberührt. ## 11 Freistellung ### 1. Der Kunde stellt den Dienstleister, dessen Lieferanten und Anbieter sowie deren jeweilige Mitarbeitende, leitende Angestellte, Geschäftsführer und Vertreter von allen Ansprüchen, Schäden, Verbindlichkeiten, Verlusten, Kosten und Aufwendungen (einschließlich angemessener Rechtsanwaltsgebühren) frei, die entstehen aus oder im Zusammenhang stehen mit: (i) der Nutzung der Dienstleistungen durch den Kunden, die nicht im Einklang mit der Support-Vereinbarung steht; (ii) einem Verstoß gegen Gesetze oder Rechte Dritter durch die Nutzung der Dienstleistungen durch den Kunden; (iii) einem Verstoß durch den Kunden oder einen seiner Mitarbeitenden; (iv) dem Betrieb, der Kombination oder der Nutzung der Dienstleistungen in Verbindung mit eigenen Daten, Informationen, Inhalten, Software, Materialien oder Dienstleistungen des Kunden und/oder in Verbindung mit Daten, Informationen, Inhalten, Software, Materialien oder Dienstleistungen Dritter; (v) einer Anpassung oder abweichenden Konfiguration der Dienstleistungen, die vom Kunden vorgenommen oder veranlasst wurde, oder von einem Dritten, dem der Kunde den Zugriff auf die Dienstleistungen ermöglicht oder gestattet; (vi) Ansprüchen eines Mitglieds oder Mitarbeitenden des Kunden oder eines Dienstleisters oder sonstigen Dritten, dem der Kunde den Zugriff auf die Dienstleistungen ermöglicht oder gestattet; und (vii) der unbefugten Nutzung von Marken, Bezeichnungen und Logos des Dienstleisters durch den Kunden. Nach Wahl des Dienstleisters verteidigt der Kunde den Dienstleister gegen solche Ansprüche. ## 12 Rechte des geistigen Eigentums ### 12.1 Geistiges Eigentum. Alle Arbeitsergebnisse auf Grundlage der Dienstleistungen sind durch Rechte des geistigen Eigentums, wie Urheberrechte, geschützt. Der Dienstleister ist und bleibt alleiniger Eigentümer und Inhaber aller Rechte des geistigen Eigentums an den im Rahmen der Dienstleistungen erstellten urheberrechtlich geschützten Arbeitsergebnissen. Die SaaS-Lösung ist durch Urheberrechte und andere Rechte des geistigen Eigentums geschützt. flair.hr und seine Lizenzgeber behalten ausschließlich alle Rechte, Titel und Ansprüche an der SaaS-Lösung. Der Kunde erwirbt keinerlei Rechte, außer den in Ziffer 12.2 ausdrücklich beschriebenen. Werden im Rahmen der Dienstleistungen gemäß diesen Support-Bedingungen Änderungen an der SaaS-Lösung zugunsten des Kunden vorgenommen, bleibt flair.hr alleiniger Eigentümer der geänderten oder angepassten SaaS-Lösung sowie rechtlicher Eigentümer und Inhaber aller Rechte daran, mit Ausnahme etwaiger Dritttechnologie (siehe Ziffer 12.3). ### 12.2 Rechtseinräumung. Vorbehaltlich der vollständigen Einhaltung der Support-Vereinbarung zwischen dem Dienstleister und dem Kunden auf Grundlage der Support-Bedingungen gewährt der Dienstleister dem Kunden ein nicht ausschließliches, nicht unterlizenzierbares und nicht übertragbares Recht, zeitlich beschränkt auf die Laufzeit der Support-Vereinbarung, zur Nutzung der auf Grundlage der Dienstleistungen gemäß der Support-Vereinbarung erstellten Arbeitsergebnisse. Weitere Beschränkungen können in der jeweiligen Support-Vereinbarung aufgeführt sein. ### 12.3 Dritttechnologie. Soweit die Dienstleistungen Dritttechnologie enthalten (wie proprietäre Software oder Open-Source-Software), unterliegt diese Dritttechnologie den Geschäftsbedingungen Dritter, die diese Technologie regeln. Der Dienstleister kann den Kunden über Geschäftsbedingungen Dritter informieren, indem er in der Support-Vereinbarung darauf verweist, von Zeit zu Zeit eine andere schriftliche oder elektronische Mitteilung bereitstellt oder durch den jeweiligen Dritten. Die Anwendbarkeit von Geschäftsbedingungen Dritter ersetzt in Bezug auf diese Dritttechnologie alle Bestimmungen dieser Support-Bedingungen oder der darunter zwischen Dienstleister und Kunde geschlossenen Support-Vereinbarungen. Der Dienstleister ist nicht für diese Dritttechnologie verantwortlich, und diese Drittbedingungen regeln nicht die Dienstleistungen des Dienstleisters. Der Kunde erklärt sich damit einverstanden, diese Geschäftsbedingungen Dritter einzuhalten, wie sie von Zeit zu Zeit durch den Dritten aktualisiert werden. Sofern die Dritttechnologie nicht vom Dienstleister in die SaaS-Lösung integriert wird und einen untrennbaren Bestandteil davon bildet, liegt es in der alleinigen Verantwortung des Kunden, auf eigene Kosten angemessene Lizenzen für Dritttechnologie direkt von den jeweiligen Dritten zu erwerben. ## 13 Subunternehmer Der Dienstleister ist berechtigt, Subunternehmer für die Erbringung der Dienstleistungen einzusetzen. Der Einsatz von Subunternehmern entbindet den Dienstleister nicht von seiner Verpflichtung gegenüber dem Kunden. ## 14 Vertraulichkeit ### 14.1 Vertrauliche Informationen. „Vertrauliche Informationen“ bezeichnet sämtliche Informationen und Daten – technischer, finanzieller oder geschäftlicher Art –, die vom Dienstleister erhalten werden und als vertraulich gekennzeichnet oder anderweitig als vertraulich bezeichnet sind oder vom Kunden vernünftigerweise als vertrauliche Informationen erkannt werden können. Vertrauliche Informationen umfassen unter anderem technische Informationen (z. B. Computercode, Erfindungen, Algorithmen, Know-how und Ideen), geschäftliche, finanzielle und sonstige Informationen (ob schriftlich, mündlich, grafisch, maschinenlesbar, als Muster oder visuell). Der Kunde verpflichtet sich, keine vertraulichen Informationen, von denen der Kunde Kenntnis erlangt hat oder die der Kunde vom Dienstleister erhalten hat, gegenüber Dritten oder der Öffentlichkeit offenzulegen. Der Kunde schützt die vertraulichen Informationen so, dass ein Missbrauch durch Dritte verhindert wird, und entsprechend den eigenen Schutzmaßnahmen des Kunden für seine eigenen vertraulichen Informationen, mindestens jedoch entsprechend dem zum Zeitpunkt des Schutzes aktuellen Stand der Technik. ### 14.2 Ausnahmen. Die Verpflichtung zur Wahrung der Vertraulichkeit gilt nicht für Informationen und Dokumente, die zum Zeitpunkt der Offenlegung öffentlich bekannt und allgemein verfügbar waren oder den empfangenden Parteien zum Zeitpunkt der Offenlegung bereits bekannt waren oder der empfangenden Partei später rechtmäßig von Dritten zugänglich gemacht wurden. ## 15 Datenschutz ### 15.1 Datenschutz. Jede Partei hält im Zusammenhang mit der Durchführung der Support-Vereinbarung alle anwendbaren Datenschutzvorschriften ein – einschließlich, aber nicht beschränkt auf die Datenschutz-Grundverordnung (DSGVO) und das Bundesdatenschutzgesetz. Soweit nach anwendbarem Recht erforderlich, verpflichtet jede Partei ihre Mitarbeitenden und etwaige beauftragte Subunternehmer zur Einhaltung der gesetzlichen Datenschutzpflichten. ### 15.2 Auftragsverarbeitungsvereinbarung. In Bezug auf die Verarbeitung personenbezogener Daten durch den Dienstleister im Auftrag des Kunden im Rahmen und soweit nach der DSGVO erforderlich, schließen die Parteien eine Auftragsverarbeitungsvereinbarung gemäß Art. 28 DSGVO ab oder ändern gegebenenfalls eine bestehende gültige DPA. Der Kunde muss dem Dienstleister die zur Erteilung von Weisungen berechtigten Personen direkt mitteilen. Die Auftragsverarbeitungsvereinbarung hat Vorrang vor den Bestimmungen dieser Support-Bedingungen. ## 16 Sonstiges ### 16.1 Form. Jede Support-Vereinbarung ist in Textform im Sinne von § 126b des Bürgerlichen Gesetzbuchs („Textform“) abzuschließen, und jede Änderung einer Support-Vereinbarung bedarf der Textform. ### 16.2 Sprache und Auslegung. Diese Support-Bedingungen wurden in englischer Sprache erstellt, und die englischsprachige Fassung ist für die Parteien der Support-Vereinbarung allein verbindlich. Jede Übersetzung dieser Support-Bedingungen gilt als reine Gefälligkeitsübersetzung und ist für die Parteien der Support-Vereinbarung nicht verbindlich. Soweit diese Support-Bedingungen deutsche Rechtsbegriffe in Klammern enthalten, sind diese Rechtsbegriffe für die Auslegung dieser Support-Bedingungen und der auf diesen Support-Bedingungen beruhenden Support-Vereinbarung heranzuziehen. ### 16.3 Anwendbares Recht. Support-Vereinbarungen und diese Support-Bedingungen unterliegen dem Recht der Bundesrepublik Deutschland. ### 16.4 Gerichtsstand. Gerichtsstand für alle Streitigkeiten aus oder im Zusammenhang mit Support-Vereinbarungen gemäß diesen Support-Bedingungen ist der eingetragene Sitz von flair.hr in Deutschland. ### 16.5 Abtretung. Weder die Support-Vereinbarung noch Rechte oder Pflichten daraus dürfen von einer Partei ganz oder teilweise ohne vorherige schriftliche Zustimmung der anderen Partei abgetreten oder anderweitig übertragen werden. Soweit flair.hr die Support-Vereinbarung auf Grundlage dieser Support-Bedingungen geschlossen hat, darf flair.hr seine Support-Vereinbarung und seine Verpflichtungen aus diesen Support-Bedingungen auf ein verbundenes Unternehmen von flair.hr übertragen und abtreten. ### 16.6 Salvatorische Klausel. Sollte eine Bestimmung dieser Support-Bedingungen oder einer darunter geschlossenen Support-Vereinbarung unwirksam, rechtswidrig oder nicht durchsetzbar sein, bleibt die Wirksamkeit, Rechtmäßigkeit und Durchsetzbarkeit der übrigen Bestimmungen hiervon unberührt und unbeeinträchtigt, und diese Bestimmung gilt als so neu gefasst, dass sie die ursprünglichen Absichten der Parteien im Einklang mit dem anwendbaren Recht so weit wie möglich widerspiegelt. ### 2. *** --- ## HR-Software für global aufgestellte Unternehmen URL: https://flair.hr/de/localization > Internationale HR-Software für Multi-Legislation-Setups: Automatisieren Sie mit flair HR-Prozesse und bleiben Sie an allen Standorten gesetzeskonform. Entwickelt für internationale Unternehmen HR international organisieren Mit flair können Sie Ihre HR-Prozesse automatisieren und die Einhaltung von Vorschriften an allen Standorten sicherstellen. Demo anfragen flair ist für **Multi-Legislation Setups** konzipiert Expandieren Sie in neue Länder und bleiben Sie dabei gesetzeskonform und flexibel. --- ## HR Software für australische Unternehmen URL: https://flair.hr/de/localization/australia > HR-Software für australische Unternehmen: flair vereint HR und Recruiting auf einer Plattform und hilft Ihnen, lokale Arbeitsgesetze einzuhalten. HR-Software für australische Unternehmen Ihre HR in Australien – einfach und effizient flair HR ist die All-in-One-Plattform für HR und Recruiting, auf die sich Unternehmen in Australien verlassen – und die Ihnen hilft, lokale Arbeitsgesetze einzuhalten. Demo anfragen Die **intelligenteste Art**, Ihre Mitarbeitenden zu verwalten Erleben Sie die Zukunft des HR-Managements – mit der rechtssicheren Lösung von flair HR. **Flexibel** – die intuitive Plattform von flair passt sich Ihren Bedürfnissen an. **Effizient** – Optimieren Sie Ihre Prozesse und steigern Sie Ihre Produktivität. **Sicher** – Ihre Daten sind durch die Salesforce-Sicherheitsmaßnahmen geschützt. Optimiert für australische Vorschriften Unsere Software unterstützt Sie dabei, die australischen Arbeitsgesetze einzuhalten – darunter der Fair Work Act, der Work Health and Safety Act 2011 und das Superannuation Guarantee Gesetz. Finden Sie die besten Talente in Australien Finden Sie qualifizierte Talente in Australien schneller – mit flair und hilfreichen Integrationen wie SEEK. Managen Sie Ihre Gehaltsabrechnung lokal flair integriert sich mit der australischen, Salesforce-nativen Payroll-Plattform 2cloudnine und hilft dir, Gehaltsabrechnungen effizient und rechtskonform abzuwickeln. --- ## HR-Software für deutsche Unternehmen URL: https://flair.hr/de/localization/germany > HR-Software für deutsche Unternehmen: flair ist die All-in-One-Plattform für digitale, zuverlässige und rechtssichere HR-Prozesse in Deutschland. HR-Software für deutsche Unternehmen Bringen Sie Ihre HR auf das nächste Level flair ist die All-in-One-Plattform für digitale, zuverlässige und rechtssichere HR-Prozesse in Deutschland. Demo anfragen Der Schlüssel zu **smarter HR** Eine moderne HR-Lösung – entwickelt für Ihr Team Zeiterfassung rechtssicher umsetzen In Deutschland sind Unternehmen verpflichtet, Arbeitszeiten zu erfassen. Mit dem digitalen Time Tracker von flair erfüllen Sie diese Vorgabe ganz einfach. Gehaltsabrechnung gesetzeskonform umsetzen Um Ihre Gehaltsabrechnung effizienter zu gestalten, integriert sich flair z. B. direkt mit DATEV – der führenden Payroll-Software in Deutschland. Maximale Datensicherheit gewährleisten Mit flair sind Ihre Daten durch die bewährte Sicherheitstechnologie von Salesforce geschützt und erfüllen alle Anforderungen der DSGVO. --- ## HR-Software für niederländische Unternehmen URL: https://flair.hr/de/localization/netherlands > HR-Software für Unternehmen in den Niederlanden: flair ist die All-in-One-Lösung für effiziente, unkomplizierte und gesetzeskonforme HR-Prozesse vor Ort. HR-Software für niederländische Unternehmen HR individuell für die Niederlande Für effiziente, unkomplizierte und gesetzeskonforme HR-Prozesse in den Niederlanden ist flair die All-in-One-Lösung. Demo anfragen **Einfaches und effizientes** HR für die Niederlande Optimieren Sie Ihre HR-Prozesse mit flair – Ihre All-in-One-Lösung für Unternehmen in den Niederlanden. Gehaltsabrechnung im Einklang mit Vorschriften flair integriert sich mit niederländischen Payroll-Tools wie AFAS, damit Sie gesetzliche Vorgaben einhalten und Ihre Gehaltsabrechnung effizienter gestalten. Einfache Zeiterfassung Die intuitive und präzise Zeiterfassung von flair erfüllt die niederländischen Vorgaben des Arbeitszeitgesetzes. Abwesenheiten flexibel verwalten Definieren Sie Abwesenheitsarten flexibel, erfüllen Sie gesetzliche Anforderungen und geben Sie Ihrem Team genau die Auszeiten, die es braucht. --- ## Die HR-Software für Unternehmen in Nigeria URL: https://flair.hr/de/localization/nigeria > HR-Software für Unternehmen in Nigeria: Automatisieren Sie HR und Recruiting mit flair auf Salesforce und erfüllen Sie dabei lokale Anforderungen. Die HR-Software für Unternehmen in Nigeria Bringen Sie Ihr HR-Management in Nigeria auf das nächste Level Mit flair automatisieren und vereinfachen Sie Ihre HR- und Recruiting-Prozesse, arbeiten effizienter und erfüllen alle lokalen Anforderungen in Nigeria. Demo anfragen **Alles in einem** HR und Recruiting für Nigeria Modernisieren Sie Ihre People-Prozesse in Nigeria – mit einer leistungsstarken HR-Lösung auf Basis von Salesforce. Sichern Sie sich die besten Talente Im wettbewerbsintensiven Arbeitsmarkt in Nigeria hilft Ihnen flair dabei, Top-Talente zu gewinnen und langfristig zu binden. Erstellen Sie intuitive Karriereseiten, schalten Sie zielgerichtete Stellenanzeigen und verwalten Sie Bewerbungen effizient. Gesetzliche Anforderungen erfüllen flair richtet sich nach den gesetzlichen Vorgaben in Nigeria und unterstützt dabei, Regelungen zu Arbeitszeiten und Urlaub gemäß dem Nigeria Labour Act einzuhalten. Steuern Sie die Leistung Ihres Teams effektiv Erhalten Sie einen klaren Überblick über die Leistung Ihres Teams. flair hilft dabei, Performance-Prozesse zu strukturieren und zu automatisieren – für weniger Aufwand und mehr Konsistenz. --- ## Bessere Zusammenarbeit mit einem klaren Organigramm URL: https://flair.hr/de/org-chart > Organigramm-Software von flair: Visualisieren Sie Hierarchien in Echtzeit, verbessern Sie die Kommunikation und beschleunigen Sie Entscheidungsprozesse. Organigramme in Echtzeit Unternehmensstruktur visualisieren Verschaffen Sie sich mit dem Org-Diagramm in flair einen einfachen Überblick über die Hierarchien Ihres Unternehmens. Verbessern Sie die Kommunikation und optimieren Sie Entscheidungsprozesse für mehr Effizienz. Termin anfragen Erstellen Sie übersichtliche Organigramme für mehr Klarheit im Unternehmen Schaffen Sie Verständnis und Transparenz, was zu reibungslosen Arbeitsabläufen und einer verbesserten Entscheidungsfindung führt. Nutzen Sie ein interaktives Diagramm, um die Hierarchien Ihres Unternehmens übersichtlich darzustellen. Organigramme in Echtzeit Die Organigramme in flair werden automatisch auf Basis der Mitarbeiterdaten in Salesforce aktualisiert. Flexibel gestaltbare Organigramme Passen Sie Mitarbeiterdaten und das Organigramm flexibel an die Anforderungen Ihres Unternehmens an. Datenbasierte Organigramme Verbessern Sie die Kommunikation mit durchsuchbaren Organigrammen, die alle relevanten Arbeitsinformationen enthalten. Mitarbeiter:innen Hub Vereinfachen Sie tägliche HR-Aufgaben mit dem Self-Service Employee Hub für Zeiterfassung, Abwesenheitsanträge, Dokumente, Mitarbeiterengagement und vieles mehr. Benutzerfreundliche Onboarding-Software für Mitarbeitende Onboarding Software Optimieren Sie Ihr Onboarding Stärke die Zusammenarbeit im Team Die übersichtliche Organigramm-Funktion von flair hilft Ihnen, Hierarchien und Kommunikationswege jederzeit klar zu erkennen. ``` ``` Verstehen Sie Berichtslinien auf einen Blick, erkennen Sie, wie Abteilungen zusammenarbeiten, identifizieren Sie potenzielle Führungskräfte für die Nachfolgeplanung und informieren Sie Ihr Team zuverlässig über Veränderungen im Unternehmen. Einfaches Navigieren zwischen den Mitarbeitern Mit dem interaktiven Organigramm von flair können Führungskräfte, Personalverantwortliche, Manager und Mitarbeiter das Unternehmenswachstum und ihre direkten Mitarbeiter im Blick behalten. ``` ``` Finden Sie Mitarbeitende standortübergreifend schnell und unkompliziert, greifen Sie auf die Kontaktdaten von Kollegen zu und helfen Sie neuen Mitarbeitenden dabei, die Unternehmensstruktur kennenzulernen. Personalisieren Sie die Unternehmensübersicht Passen Sie das Organigramm an spezifische Bedürfnisse und Präferenzen an, sodass es die einzigartige Struktur und Dynamik Ihres Unternehmens widerspiegelt, und fügen Sie Avatare, Namen, Positionen und Abteilungen hinzu, um die Darstellung visuell ansprechend und leicht verständlich zu gestalten. Organigramme für jede Branche Das Verständnis der Organisationsstruktur ist für Unternehmen aller Branchen entscheidend. Verbessern Sie die Sichtbarkeit Ihres medizinischen Netzwerks Finden, überprüfen und managen Sie medizinisches Personal effizient – standortübergreifend und in einem zentralen System. Organisieren Sie Ihr Filialnetzwerk Erhalten Sie einen vollständigen Überblick über die Teams, die Ihre Filialen steuern. Planen Sie Nachfolgeprozesse im Tech-Bereich schnell und gezielt Nutzen Sie das Org-Diagramm von flair, um Führungskräfte zu identifizieren und die Nachfolgeplanung effektiv umzusetzen. --- ## CEO URL: https://flair.hr/de/roles/ceo > flair für die Geschäftsleitung: Modernes HR auf Salesforce steigert die Effizienz, fördert Talente gezielt und hilft, Kosten zu senken und den ROI zu erhöhen. flair für die Geschäftsleitung Modernes HR für strategisches Wachstum Steigern Sie die Effizienz Ihres Unternehmens, entwickeln Sie Talente gezielt weiter und erhöhen Sie Ihren ROI – mit der Salesforce-basierten Lösung von flair. Demo buchen Maximieren Sie Ihren ROI mit effektivem Personalmanagement. Ein optimiertes Personalmanagement hilft Ihnen, Kosten zu senken, die Produktivität zu steigern und die Rentabilität zu verbessern. Gewinnen Sie Zeit durch Automatisierung Automatisieren Sie Routineaufgaben und schaffen so mehr Zeit für Ihr Team. Fördern Sie nachhaltiges Wachstum Unsere Lösungen sorgen dafür, dass Ihre HR-Infrastruktur mitwächst – ganz ohne zusätzliche Komplexität. Optimiere Sie Ihre Finanzplanung Gewinnen Sie mehr Kontrolle über Ihre Personalkosten – mit detaillierten Einblicken in Gehälter und Ausgaben. Weniger Risiko, mehr Sicherheit Minimieren Sie rechtliche Risiken und halten Sie lokale Arbeitsgesetze ein – mit den entsprechenden Funktionen von flair. Individuell anpassbare HR-Analytics-Software HR-Analytics Software Gewinnen Sie Einblicke in Ihr Unternehmen Schütze deine Geschäftsdaten HR-Daten zuverlässig schützen Automatisieren Sie Ihre HR-Aufgaben flair automatisiert Routineaufgaben im HR – von Recruiting über Dokumentenerstellung bis hin zum Abwesenheitsmanagement – und reduziert so den manuellen Aufwand deutlich. ``` ``` Automatisieren Sie Payroll-Prozesse, optimieren Sie Workflows zwischen HR und anderen Abteilungen und steigern Sie die Effizienz mit KI-gestützter Kandidatenvorauswahl, automatisierten Onboarding-Workflows und E-Signaturen. Data Intelligence Verbesserte Entscheidungsfindung Mit Echtzeit-Daten zu Mitarbeiterleistung, Fluktuation und weiteren wichtigen Kennzahlen treffen Sie fundierte Entscheidungen und bringen Ihr Unternehmen voran. ``` ``` Behalten Sie mit klaren Dashboards Mitarbeiterleistung und Organisationsstruktur im Blick, verbinden Sie Mitarbeiter- und Unternehmensdaten in Salesforce und nutzen Sie die Visualisierungen von flair für eine vorausschauende Personalplanung. Einhaltung gesetzlicher Vorschriften sicherstellen Halten Sie Ihre Daten stets aktuell und automatisieren Sie wichtige Prozesse, um gesetzliche Vorgaben zuverlässig einzuhalten. ``` ``` Erstellen Sie Richtlinien und Erinnerungen (z. B. zu Pausenzeiten), schützen Sie Ihre HR- und Recruiting-Daten mit der bewährten Sicherheit von Salesforce und erstellen Sie alle erforderlichen Berichte, um gesetzliche Vorgaben nachzuweisen. Binden Sie Ihr Team aktiv ein Mit dem Self-Service-Portal und den Management-Tools von flair steigern Sie Engagement und Zufriedenheit und stärken gleichzeitig Mitarbeiterbindung und Unternehmenskultur. ``` ``` Geben Sie Ihrem Team Self-Service-Zugriff, vereinfachen Sie Feedback und Anerkennung mit individuellen Umfragen und der Cheers-Funktion und bleiben Sie im HR-Management und Recruiting dank regelmäßiger Updates immer auf dem neuesten Stand. --- ## Finanzbuchhaltung URL: https://flair.hr/de/roles/cfo > flair für die Finanzbuchhaltung: Planen und kontrollieren Sie Personalkosten, Lohnabrechnung und Zusatzleistungen und erstellen Sie bessere Budgetprognosen. flair für Finanzbuchhaltung HR-Kosten planen und kontrollieren Verwalten Sie Lohnabrechnung, Personalkosten und Zusatzleistungen und erstellen Sie bessere Budgetprognosen – alles in einer Salesforce-nativen Lösung mit flair. Demo anfragen Richten Sie Ihre HR-Strategie an Ihren finanziellen Zielen aus flair verschafft Ihnen mehr Transparenz über Ihre Personal- und Unternehmensdaten und ermöglicht so einen ganzheitlichen Blick auf die finanzielle Situation Ihres Unternehmens. Detaillierte HR-Prognosen Berücksichtigen Sie Bedarfsschwankungen für eine effektivere Ressourcenzuweisung. Mehr Effizienz und Produktivität Zentrales Datenmanagement Gewinnen Sie mehr Kontrolle, Transparenz und Konsistenz Ihrer Daten über mehrere Standorte hinweg. Verbesserte Compliance Managen Sie regulatorische Risiken mit einer flexiblen, konformen und sicheren HCM-Lösung. Gehaltsabrechnung einfach und übersichtlich organisiert Damit Gehaltszahlungen jedes Mal reibungslos laufen Individuell anpassbare HR-Analytics-Software HR-Analytics Software Gewinnen Sie Einblicke in Ihr Unternehmen Gehaltsabrechnung optimieren und automatisieren Mit flair haben Sie alle abrechnungsrelevanten Daten in einem System, gewinnen Zeit und vermeiden kostspielige Fehler. Mehr Transparenz bei den Personalkosten Mit Dashboards, Analysen und Prognosen hilft Ihnen flair, HR-Kosten in Ihrem gesamten Unternehmen zu überwachen, vorherzusagen und gezielt zu steuern. Analysen & Reporting Detaillierte Einblicke in die Belegschaft erhalten Überwachen, visualisieren und prognostizieren Sie finanzrelevante HR-Kennzahlen wie Personalkosten, Ausgaben, Cost-per-Hire, Überstunden und Fluktuation. Risiko & Compliance Die Einhaltung gesetzlicher Vorschriften überwachen Die HCM-Lösung von flair unterstützt Sie dabei, Risiken zu managen und die Compliance in Ihrem gesamten Unternehmen und über mehrere Regionen hinweg sicherzustellen. Weitere Tools für die Finanzbuchhaltung Sorgen Sie dafür, dass Ihre Lohnabrechnung jedes Mal reibungslos läuft Reibungslose Lohnabrechnung – jedes Mal Alle Arbeitsstunden im Blick behalten Behalten Sie alle Arbeitszeiten und Pausen im Blick Dateien sicher speichern, einsehen und teilen Individuelle Demo anfragen Entdecken Sie die Vorteile von flair HR! Lassen Sie sich von unseren Expert:innen in einer kostenlosen, unverbindlichen Demo durch die HR-Software führen und erfahren Sie, wie flair HR Ihre Personalprozesse optimieren kann. Demo anfragen Erleben Sie flair HR – zugeschnitten auf Ihre Prioritäten Wir begleiten Sie während des gesamten Prozesses --- ## COO URL: https://flair.hr/de/roles/coo > flair für COOs: Zentralisieren Sie Personaldaten, steuern Sie HR-Prozesse in einer Salesforce-nativen Lösung und optimieren Sie so Kosten und Effizienz. flair für COOs Optimiere HR-Kosten und -Effizienz Verschaffe dir einen ganzheitlichen Überblick über die Daten in deinem Unternehmen und verbessere die Entscheidungsfindung im Personalwesen mit der Salesforce-nativen HCM-Lösung von flair. Demo buchen Optimierte Personalprozesse und fundierte Entscheidungen flair hilft Ihnen, Ihre Personaldaten zu zentralisieren und Prozesse in einer Lösung zu steuern – so können Sie Ihr Unternehmen gezielt zum Erfolg führen. Vollständige Transparenz Treffen Sie fundierte strategische Entscheidungen auf Basis einer zentralen Plattform für Personaldaten. Ideal für komplexe Organisationsstrukturen Passen Sie Richtlinien, Prozesse und Berechtigungen standortübergreifend an unterschiedliche Organisationseinheiten an. Datensicherheit auf höchstem Niveau Schützen Sie Ihre HR-Daten mit Sicherheitslösungen auf Enterprise-Niveau von Salesforce. Flexibel genug für wachsende Anforderungen Bauen Sie Ihr Team, Ihre Standorte und Ihre Workflows Schritt für Schritt aus, während Ihr Unternehmen wächst. Individuell anpassbare HR-Analytics-Software HR-Analytics Software Gewinnen Sie Einblicke in Ihr Unternehmen Schütze deine Geschäftsdaten HR-Daten zuverlässig schützen Optimiere die täglichen Abläufe flair hilft dir, administrative Aufgaben zu automatisieren, um Zeit und Kosten zu sparen und Fehler durch manuelle Bearbeitung zu reduzieren. Talent- & Personalmanagement Organisiere und optimiere den Personalbestand Sichere den Erfolg deines Unternehmens mit leistungsstarken Funktionen für Personalplanung, Talentakquise und Mitarbeiterentwicklung. Risiko & Compliance Stärkung von Compliance und Risikomanagement Als Salesforce-native Lösung verfügt flair über integrierte Sicherheitsfunktionen für Unternehmen, mit denen Sie die geltenden Vorschriften einhalten können. Analysen und Berichte Die richtigen Entscheidungen auf Basis von Personaldaten Mit der weltweit führenden Technologieplattform von Salesforce können Sie mit flair Ihre Geschäftsdaten zentralisieren, visualisieren und analysieren. Entdecken Sie weitere flair Features Finde Top-Talente in kürzester Zeit Performance Reviews Stärken Sie die Leistung durch faires Feedback Sorgen Sie für eine reibungslose Lohnabrechnung – jedes Mal Häufig gestellte Fragen Wie unterstützt flair COOs? flair bietet ein breites Spektrum an nützlichen Tools für COOs und andere Führungskräfte. Als HCM-Lösung unterstützt flair viele wichtige Geschäftsbereiche, die in den Verantwortungsbereich des COOs fallen. Zum Beispiel kann flair Unternehmen dabei helfen, ihre Talentakquise und Einstellungsprozesse zu optimieren. Zu den Funktionen gehören ein Drag-and-Drop-Karriereportal, ein Applicant Tracking System (ATS), die Integration von Jobbörsen, Multiposting und ein KI-gestütztes Bewerberscreening. Diese helfen COOs und Recruitern, Kennzahlen wie die Qualität der Einstellungen, die Zeit bis zur Einstellung und die Kosten pro Einstellung zu verbessern. Darüber hinaus reduzieren umfassende HCM-Lösungen wie flair manuelle Verwaltungsaufgaben und Papierkram. Sich auf mehrere Einzellösungen oder Tabellenkalkulationen für HR-Prozesse zu verlassen, ist weniger skalierbar und wird mit dem Wachstum des Unternehmens zeitaufwändiger und fehleranfälliger. flair zentralisiert HR-bezogene Daten und bietet einen ganzheitlichen Überblick über die Abläufe. Außerdem werden sich wiederholende Aufgaben automatisiert, so dass weniger Daten manuell eingegeben werden müssen und mehr Zeit für wertschöpfende Initiativen zur Verfügung steht. Kann mein Unternehmen mit flair Geld sparen? Ja, flair kann auf verschiedene Weise helfen, die Betriebskosten zu senken. Erstens vereint flair viele wichtige HR- und Rekrutierungsfunktionen wie Bewerberverfolgung, Onboarding, Zeiterfassung, Abwesenheitsmanagement, Leistungsmanagement und Gehaltsabrechnung in einer einzigen Lösung. Das bedeutet, dass Unternehmen, die mehrere verschiedene Lösungen für diese Aufgaben nutzen, die Anzahl der Lizenzen und Abonnements, für die sie zahlen, reduzieren können. Auch für Unternehmen, die noch keine HR-Software einsetzen, kann flair Geld sparen. In mehreren Studien haben Personalverantwortliche berichtet, dass der Wechsel zu einer cloudbasierten HR-Software wie flair die Kosten senken kann. Außerdem berichteten 86% der Befragten von einer verbesserten Produktivität und 88% sahen Verbesserungen bei der Datensicherheit (Quelle: PwC). Die Digitalisierung führt bei vielen HR-Prozessen zu Kosteneinsparungen. Nehmen wir zum Beispiel Abwesenheitsanträge. Papierbasierte Krankmeldungen, manuelle Dateneingabe, Archivierung und Verwaltung verursachen höhere Kosten aufgrund von Produktivitätsverlusten. Mit flair können die Beschäftigten Abwesenheitsanträge von überall aus selbst einreichen. Manager können mit nur einem Klick auf die Anfragen reagieren. Beide Seiten werden in Echtzeit benachrichtigt und alle Abwesenheiten werden zentral in einem System gespeichert. Wie schützt flair meine Daten? Bei flair werden alle deine Daten auf Salesforce gespeichert. Diese weltweit führende CRM-Plattform verfügt über einige der fortschrittlichsten Sicherheitstechnologien auf dem Markt. Zum Beispiel verschlüsselt Salesforce Shield Encryption deine Daten im Ruhezustand und bei der Übertragung, was dir hilft, Vorschriften wie DSGVO und HIPAA einzuhalten. Mit den rollenbasierten Zugriffskontrollen und Berechtigungssätzen von Salesforce kannst Du genau steuern, wer welche Daten sehen darf. Dies ist besonders nützlich für Unternehmen mit komplexen Organisationsstrukturen und mehreren Niederlassungen. Außerdem befinden sich die Salesforce-Rechenzentren an mehreren Standorten auf der ganzen Welt, so dass Du die Gesetze zur Datenresidenz und Datenhoheit einhalten kannst. Tools zur Sicherheitsautomatisierung wie Bedrohungserkennung, Prüfpfade, Datensicherung und -wiederherstellung sowie Sicherheitsüberprüfungen helfen dir, Sicherheitsprobleme zu erkennen, zu verhindern und darauf zu reagieren. Dies hilft dir, Risiken effektiv zu managen und erleichtert die Einhaltung strenger Vorschriften für personenbezogene Daten. flair selbst ist SOC 2-konform und unterliegt als AppExchange-gelistete Lösung den strengen Qualitäts-, Sicherheits- und Leistungsstandards von Salesforce. Welche Reporting- und Analysemöglichkeiten bietet flair? flair verfügt über die Analyse-, Berichts- und KI-Funktionen der Salesforce-Plattform. Salesforce bietet eine große Auswahl an Standard-Dashboards und Berichten, und vorgefertigte Integrationen helfen dir dabei, deine Daten zu wertvollen Erkenntnissen zu veredeln. Die Analyseplattform von Salesforce, Tableau, lässt sich für tiefergehende Analysen problemlos mit flair integrieren. Mit der branchenführenden Einstein-Funktion von Salesforce erhältst Du intelligente Empfehlungen, Vorhersagen und Prognosen direkt auf der Plattform. Das macht es einfacher, in kürzerer Zeit die beste Vorgehensweise für dein Unternehmen zu finden. flair wird mit einer großen Auswahl an vorgefertigten Berichten speziell für HR und Recruiting geliefert. Dank der Flexibilität der zugrundeliegenden Salesforce-Plattform ist es aber auch einfach, eigene, auf die Bedürfnisse deines Unternehmens zugeschnittene Berichte und Dashboards zu erstellen. Wie skalierbar ist flair? Die Salesforce-Plattform, die flair zugrunde liegt, ist extrem skalierbar. Die Architektur von flair wurde so konzipiert, dass sie mit einer großen Anzahl von Nutzern umgehen und so schnell wie nötig erweitert werden kann. Wenn dein Unternehmen wächst, kann flair mit deinem Unternehmen mitwachsen und so viele neue Mitarbeiter, Standorte und Prozesse aufnehmen, wie Du brauchst. Das bedeutet, dass Du dein Unternehmen weiter ausbauen kannst, ohne dass Du deine Systeme grundlegend überarbeiten musst. ndividuelle Demo anfragen Entdecken Sie die Vorteile von flair HR! Lassen Sie sich von unseren Expert:innen in einer kostenlosen, unverbindlichen Demo durch die HR-Software führen und erfahren Sie, wie flair HR Ihre Personalprozesse optimieren kann. Demo anfordern Erleben Sie flair HR – zugeschnitten auf Ihre Prioritäten Wir begleiten Sie während des gesamten Prozesses --- ## Mitarbeitende URL: https://flair.hr/de/roles/employee > flair für Mitarbeitende: Abwesenheitsanträge, Zeiterfassung und Supportanfragen in einer benutzerfreundlichen App erledigen – für mehr Zeit fürs Wesentliche. flair für Mitarbeitende flair erleichtert Ihren Arbeitsalltag flair vereinfacht tägliche Aufgaben wie Abwesenheitsanträge, Zeiterfassung und Supportanfragen – so bleibt Ihnen mehr Zeit für die wirklich wichtigen Dinge. Demo anfragen Video ansehen Alles, was Sie brauchen, an einem Ort Sparen Sie Zeit bei täglichen HR-Anfragen und administrativen Aufgaben. flair bündelt alle wichtigen Funktionen in einer benutzerfreundlichen App und erleichtert die Kommunikation mit HR, Führungskräften und anderen Teams. Self-Service für Mitarbeitende Mit flair können Sie HR-Anfragen stellen und sofort auf die Informationen zugreifen, die Sie brauchen. Kommunizieren Sie einfacher und schneller Erhalten Sie Benachrichtigungen in Echtzeit, teilen Sie Kommentare und Dateien und greifen Sie in einer App auf Kontaktdaten zu. HR-Aufgaben bequem per App erledigen Erfassen Sie Ihre Arbeitszeit, beantragen Sie Abwesenheiten und greifen Sie unterwegs auf Ihre Dokumente zu. Steigern Sie Feedback und Mitarbeit Erhalten Sie konstruktives Feedback in Performance-Reviews und Umfragen in flair. Mitarbeiter:innen Hub Vereinfachen Sie tägliche HR-Aufgaben mit dem Self-Service Employee Hub für Zeiterfassung, Abwesenheitsanträge, Dokumente, Mitarbeiterengagement und vieles mehr. Mitarbeiterengagement Software Mehr Engagement, stärkere Mitarbeiterbindung Self-Service-Portal für Mitarbeitende Vereinfachen Sie Ihren Arbeitsalltag Der flair Employee Hub bündelt alle HR-relevanten Informationen an einem Ort – so müssen Sie nicht zwischen Apps wechseln oder grundlegende Informationen bei Führungskräften anfragen. Starten Sie optimal in Ihren Arbeitsalltag Mit flair Workflows können Führungskräfte und HR-Teams Aufgaben zuweisen und Dateien teilen – so finden sich neue Mitarbeitende schneller in ihren Rollen zurecht. HR Help Desk Erhalten Sie zügige Unterstützung bei Ihren HR-Fragen. Der flair HR Help Desk ermöglicht es Ihnen, Supportanfragen und Anliegen an HR und Führungskräfte zu senden – für schnellere Lösungen. Tragen Sie zu einer besseren Unternehmenskultur bei. flair hilft Ihnen, Ihre Unternehmenskultur zu stärken – mit fairen Leistungsbewertungen, Mitarbeiterbefragungen und Anerkennung für Ihr Team. Erleben Sie, wie flair für Sie arbeitet. Abwesenheiten einfach beantragen und genehmigen Mehr Erfahren Bearbeiten Sie HR-Anfragen schneller und übersichtlicher Mehr Erfahren Wichtige Dateien sicher speichern, einsehen und teilen Mehr Erfahren Individuelle Demo anfragen Entdecken Sie die Vorteile von flair HR! Lassen Sie sich von unseren Expert:innen in einer kostenlosen, unverbindlichen Demo durch die HR-Software führen und erfahren Sie, wie flair HR Ihre Personalprozesse optimieren kann. Demo anfragen Erleben Sie flair HR – zugeschnitten auf Ihre Prioritäten Wir begleiten Sie während des gesamten Prozesses --- ## HR URL: https://flair.hr/de/roles/hr-manager > flair für HR-Teams: Automatisieren Sie Verwaltungsaufgaben, entwickeln Sie Talente und treffen Sie bessere Entscheidungen mit HR-Daten direkt auf Salesforce. flair für HR-Teams Organisiertes HR für bessere Ergebnisse Automatisiere HR-Verwaltungsaufgaben, entwickle Talente und nutze deine HR-Daten für bessere Entscheidungen mit der Salesforce-Lösung von flair. Demo anfragen Video ansehen Entfalten Sie das volle Potenzial Ihrer Personalabteilung Die leistungsstarken HR- und Recruiting-Tools von flair verkürzen die Zeit bis zur Einstellung, minimieren manuelle Aufgaben und steigern die Gesamteffizienz. HR-Abläufe zentralisieren Verwalten Sie alle HR-Funktionen von einer einzigen Plattform aus und ermöglichen Sie einen einfachen Zugriff auf Daten. Verbesserte Entscheidungsfindung Nutzen Sie Salesforce-gestützte Analysen, um bessere Entscheidungen über Einstellungen, Weiterbildungen und mehr zu treffen. Zeitoptimierende HR-Automatisierungen Automatisieren Sie jeden HR-Prozess mit Salesforce-Workflows, um Zeit für wertvollere Aufgaben zu gewinnen. Klare Kommunikation fördern Ermöglichen Sie offene Kommunikation und Transparenz mit dem einfach zu bedienenden Employee Hub. Individuell anpassbare HR-Analytics-Software HR-Analytics Software Gewinnen Sie Einblicke in Ihr Unternehmen Erstellen Sie professionelle Karriereseiten in Minuten Ihre eigene Karriereseite Aktuelle Jobangebote teilen Vereinfachte Einstellungen & Onboarding Nutzen Sie die Recruiting-App von flair HR und den Employee Hub, um Ihre Einstellungsprozesse gezielt zu optimieren und neue Mitarbeitende strukturiert sowie effizient in Ihr Unternehmen zu integrieren. Employee Hub Ermöglichen Sie Ihren Mitarbeitenden, ihre Aufgaben effizienter zu gestalten Der Employee Hub von flair HR vereinfacht und beschleunigt HR-Aufgaben, indem er Mitarbeitenden Self-Service-Funktionen für Zeiterfassung, Abwesenheitsanträge, Gehaltsabrechnungen und vieles mehr bereitstellt. Dateien erstellen & organisieren Mit Unterstützung von Salesforce erleichtert flair HR die Organisation, den Zugriff und das Teilen von Bewerber- und Mitarbeiterdaten sowie von Compliance-Dokumenten. Richtlinien an Arbeitsgesetze anpassen Als native Lösung auf Salesforce bietet flair HR umfangreiche Anpassungsmöglichkeiten. Mit der HR-Admin-Funktion können Sie Gehaltsstrukturen, Abwesenheitsrichtlinien und weitere gesetzliche Vorgaben klar definieren und verwalten. Entdecke mehr flair Features Abwesenheitsanträge leicht gemacht Mehr Erfahren On- & Offboarding Ermögliche den besten Start Mehr Erfahren Geben Sie faires Feedback für eine bessere Leistung. Mehr Erfahren Individuelle Demo anfragen Entdecken Sie die Vorteile von flair HR! Lassen Sie sich von unseren Expert:innen in einer kostenlosen, unverbindlichen Demo durch die HR-Software führen und erfahren Sie, wie flair HR Ihre Personalprozesse optimieren kann. Individuelle Demo anfragen Erleben Sie flair HR – zugeschnitten auf Ihre Prioritäten. Wir begleiten Sie während des gesamten Prozesses. --- ## Recruiting URL: https://flair.hr/de/roles/recruiter > flair für Recruiter: Gewinnen Sie Talente schneller – mit KI-Unterstützung und Automatisierung, die manuelle Aufgaben im Recruiting reduziert. flair für Recruiter Gewinnen Sie effizient Top-Talente flair verbessert Ihren Recruiting-Prozess von Anfang bis Ende und hilft Ihnen dabei, talentierte Kandidat:innen schneller zu finden, einzustellen und einzuarbeiten. Demo anfragen Video ansehen Bringen Sie Ihr Recruiting mit KI und Automatisierung auf das nächste Level flair vereinfacht Ihre Recruiting-Prozesse, reduziert manuelle, wiederkehrende Aufgaben und verbessert Ihre Entscheidungsfindung durch KI-gestützte Unterstützung. Zeiteffiziente Automatisierung Erstellen Sie schnell Stellenbeschreibungen und Dokumente und identifizieren Sie vielversprechende Kandidat:innen mithilfe von KI. Erhöhte Sichtbarkeit von Stellenanzeigen Mehr anzeigenWeniger anzeigenErstellen Sie attraktive Karriereportale und veröffentlichen Sie Stellenanzeigen mit nur einem Klick auf mehreren Jobbörsen. Optimierte Verwaltungsprozesse Holen Sie elektronische Signaturen von erfolgreichen Bewerber:innen ein und erfassen Sie effizient alle erforderlichen Informationen für das Pre-Onboarding. Verbesserte Recruiting-Einblicke Überwachen und berichten Sie Kennzahlen wie Time-to-Hire, Mitarbeiterfluktuation und die Quelle von Bewerbungen. Smart Software für Top-Recruiting Recruitment Software Nutzen Sie KI für effizientes Recruiting Benutzerfreundliche Onboarding-Software für Mitarbeitende Onboarding Software Optimieren Sie Ihr Onboarding Gewinnen Sie die besten Talente Der intuitive Karriereportal-Builder von flair hilft Ihnen, Ihre offenen Stellen und Ihre Arbeitgebermarke optimal zu präsentieren und so die Anzahl der Bewerbungen zu steigern. KI & Multiposting Beschleunigen Sie den Einstellungsprozess Lassen Sie die KI-gestützten Tools von flair wiederkehrende und zeitaufwändige Aufgaben übernehmen – wie etwa die erste Vorauswahl von Kandidat:innen – und gewinnen Sie so mehr Zeit für strategische Arbeit. Dokumenten Management Gewinnen Sie mehr Zeit für wichtige Aufgaben Steigern Sie die Effizienz, reduzieren Sie Fehler und besetzen Sie offene Stellen schneller – mit optimierten Dokumenten-Workflows für Kandidat:innen. Neue Teammitglieder reibungslos einarbeiten Sorgen Sie mit Pre-Onboarding-Prozessen und automatisierten Workflows für einen reibungslosen und produktiven Start neuer Mitarbeitender. Treffen Sie fundierte Einstellungsentscheidungen mit flair Erstellen Sie Karriereseiten, die Talente anziehen Mehr Erfahren Gewinnen und rekrutieren Sie Top-Talente in kürzerer Zeit Mehr Erfahren Sorgen Sie für einen ansprechenden und produktiven Start neuer Mitarbeitender Mehr Erfahren Individuelle Demo anfragen Entdecken Sie die Vorteile von flair HR! Lassen Sie sich von unseren Expert:innen in einer kostenlosen, unverbindlichen Demo durch die HR-Software führen und erfahren Sie, wie flair HR Ihre Personalprozesse optimieren kann. Demo anfragen Erleben Sie flair HR – zugeschnitten auf Ihre Prioritäten Wir begleiten Sie während des gesamten Prozesses --- ## Success Hub URL: https://flair.hr/de/success-hub > Success Stories von flair: Lesen Sie, wie Unternehmen in Deutschland und der Schweiz ihre HR-Herausforderungen mit moderner HR-Software auf Salesforce meistern. Success Stories Erfolg beginnt mit modernem HR Erfahren Sie, wie flair für zahlreiche Unternehmen zum Schlüssel des Erfolgs wurde. Unsere Kundinnen und Kunden zeigen, wie sie mit flair ihre HR-Herausforderungen meistern. Demo anfragen Erfolgsgeschichten ansehen Unternehmen in Deutschland und der Schweiz entscheiden sich für uns. Unsere Bewertungen ansehen --- ## Support URL: https://flair.hr/de/support > Support für flair: Sie haben eine Frage zur Nutzung oder ein technisches Problem? Über unser Support-Formular erhalten Sie schnell eine Lösung für Ihr Anliegen. Support erhalten Sprechen Sie mit unserem Support-Team. Wir beantworten gerne Ihre Fragen und helfen Ihnen, Probleme mit flair zu lösen. Erhalten Sie schnelle Antworten auf Ihre Fragen zu flair. Melden Sie Fehler und technische Probleme an unser Team. Wir setzen alles daran, Ihr Anliegen so schnell wie möglich zu lösen. --- ## Umfragesoftware für HR-Teams URL: https://flair.hr/de/surveys > Mitarbeiterumfragen mit flair Surveys: Erfassen Sie die Stimmung im Team, messen Sie die Zufriedenheit und leiten Sie gezielte Maßnahmenpläne ab. Software für Mitarbeiterumfragen Gewinnen Sie wertvolles Feedback Ihrer Mitarbeitenden Erstellen Sie gezielte Maßnahmenpläne zur Verbesserung von Mitarbeiterbindung und -zufriedenheit. Mit flair Surveys organisieren Sie Feedback ganz einfach und behalten die Mitarbeiterstimmung im Blick. Termin anfragen Mitarbeiterzufriedenheit messen und überwachen flair Umfragen sind der effizienteste Weg, um die Stimmung Ihrer Mitarbeitenden zu erfassen und gezielte Verbesserungsmöglichkeiten zu identifizieren. Umfragen einfach erstellen und teilen Passen Sie Umfragen in wenigen Minuten an und sende diese gezielt an bestimmte Teams, Rollen und Standorte. Wählen Sie aus einer Vielzahl von Umfragetypen Versenden Sie eNPS-Umfragen, Smiley-Check-ins und Engagement-Fragebögen. Behalten Sie alle Umfrageantworten zentral im Blick Gewinnen Sie Zeit, indem Sie alle Umfrageantworten zentral in einem umfassenden HR-System bündeln Detaillierte Auswertungen und KPI-Tracking Nutzen Sie Salesforce-gestützte Reports, um tiefer in Ihre Personalkennzahlen einzutauchen und Trends im Blick zu behalten. Mitarbeiter:innen Hub Vereinfachen Sie tägliche HR-Aufgaben mit dem Self-Service Employee Hub für Zeiterfassung, Abwesenheitsanträge, Dokumente, Mitarbeiterengagement und vieles mehr. Mitarbeiterengagement Software Mehr Engagement, stärkere Mitarbeiterbindung Umfragen einfach erstellen und versenden Erstellen Sie verschiedene Umfragetypen mit nur wenigen Klicks. Legen Sie fest, ob sich die Umfrage automatisch wiederholt, fügen Sie Kommentare ein und bestimmen Sie, ob die Teilnahme verpflichtend ist. Mitarbeiterzufriedenheit erkennen Versenden Sie Umfragen, um Reaktionen Ihrer Mitarbeitenden auf bestimmte Maßnahmen und Ereignisse zu erfassen und ein schnelles Stimmungsbild zu erhalten. Die Ergebnisse helfen Ihnen, fundierte Entscheidungen zu treffen und gezielt die Mitarbeiterzufriedenheit zu verbessern. Datenbasierte HR-Entscheidungen Beobachten Sie Trends in wichtigen HR-Kennzahlen wie Mitarbeiterzufriedenheit und eNPS. Mit flair können Sie Umfrageergebnisse mit weiteren HR-Daten kombinieren, um ein umfassendes Bild Ihrer Organisation zu erhalten. Smarte Entscheidungen Passen Sie Umfragen an, um Ideen Ihrer Mitarbeitenden zu sammeln und so Ihre Unternehmenskultur zu gestalten und die Mitarbeiterbindung zu stärken. Ermöglichen Sie anonyme Antworten, um die Teilnahme zu erhöhen und ehrlicheres Feedback zu erhalten. Mitarbeiterfeedback ist in jeder Branche wichtig Gewinnen Sie neue Einblicke in Ihre Belegschaft. flair Umfragen lassen sich flexibel an Unternehmen in jeder Branche anpassen. Wohlbefinden der Mitarbeitenden erfassen Stelle das Wohlbefinden deines medizinischen Personals in den Mittelpunkt, indem du auf die Perspektiven deiner Mitarbeitenden hörst. Bauen Sie eine starke Tech-Kultur auf Überwachen Sie das Engagement Ihrer Mitarbeitenden und finden Sie heraus, wie gut Teams bei Projekten zusammenarbeiten. Personalplanung und Recruiting Steigern Sie das Engagement Ihrer Mitarbeitenden Handeln Sie auf Basis des Feedbacks Ihrer Recruiting-Spezialist:innen, um eine positive Arbeitsplatzkultur zu entwickeln. --- ## Individualisieren Sie Ihren Workflow URL: https://flair.hr/de/technology/customizations > Individuell anpassbare HR-Software: Dank Salesforce-Basis passt sich flair flexibel an jede Anforderung an – für eine zukunftssichere Personalverwaltung. Individuell anpassbare HR-Software Ihre Vision, unsere flexible Lösung Gestalten Sie Ihr Personalmanagement individuell mit unserer HR-Komplettlösung. flair basiert auf Salesforce und bietet Ihnen eine nahezu unvergleichliche Flexibilität, mit der Sie sich an jede Anforderung anpassen können. Demo anfragen Passen Sie Ihr HR flexibel an neue Anforderungen an Die Funktionen von flair basieren auf Salesforce und sorgen für ein nahtloses Datenmanagement, starke Integrationen und hohe Flexibilität – für eine zukunftssichere Personal- und Recruitingverwaltung. HR mit smarten Integrationen Integrieren Sie Ihr HR-System mit Ihren bevorzugten Tools und schaffen Sie programmübergreifende Workflows. Klare Workflow-Regeln Automatisieren Sie HR-Aufgaben, indem Sie Aktionen auf Basis von Dateneingaben definieren. Benutzerdefinierte Felder Gestalten Sie Ihre HR- und Recruiting-Datenstruktur nach Ihren Anforderungen für bessere Auswertungen. Leistungsstarke Dashboards Verwandeln Sie Ihre Daten mit individuellen Dashboards in aussagekräftige Erkenntnisse. Schütze deine Geschäftsdaten HR-Daten zuverlässig schützen Individuell anpassbare HR-Analytics-Software HR-Analytics Software Gewinnen Sie Einblicke in Ihr Unternehmen Smarte Automatisierung Wiederkehrende Verwaltungsaufgaben automatisieren Nutzen Sie die Salesforce-gestützten Automatisierungstools von flair, um Ihre HR- und Recruiting-Teams zu entlasten. Gewinnen Sie Zeit und schaffen Sie Freiraum für strategische Aufgaben. ``` ``` Versenden Sie Recruiting- und Onboarding-E-Mails automatisch, automatisieren Sie die Planung der Gehaltsabrechnung und vereinfachen Sie zeitintensive manuelle Aufgaben. Benutzerdefinierte Workflows HR und Recruiting flexibel weiterentwickeln Gestalten Sie Ihre Richtlinien flexibel und entwickeln Sie Personal- und Recruitingprozesse mit unserer modularen, skalierbaren Lösung weiter. ``` ``` Konfigurieren Sie Funktionen genau nach Ihren Anforderungen, verwalten Sie alles – von Abwesenheitsrichtlinien bis zur Gehaltsabrechnung – und fokussieren Sie sich auf die Kennzahlen, die für Sie wirklich relevant sind. flair Beratung Fachkundige HR-Unterstützung Starten Sie mit einem strukturierten Beratungsgespräch und definieren Sie gemeinsam mit uns Ihre Ziele in HR und Recruiting. Möchten Sie flair passgenau auf Ihre Anforderungen abstimmen? Unser erfahrenes, Salesforce-zertifiziertes Team begleitet Sie mit individueller Unterstützung. Vielseitige Integrationen Die wichtigsten Funktionen für Ihre Mitarbeitenden Machen Sie Ihre Abläufe zukunftssicher, indem Sie auf moderne Innovationen im HR- und Recruiting-Bereich setzen. flair lässt sich mit Hunderten von Apps integrieren – darunter Kommunikationstools wie Calendly, Google Calendar, Slack und viele mehr. --- ## Individuell anpassbare HR-Analytics-Software URL: https://flair.hr/de/technology/reporting > HR-Analytics-Software von flair: Reporting-Dashboards in Salesforce liefern Echtzeit-Einblicke in Belegschaft und Prozesse für fundierte Entscheidungen. HR-Analytics Software Gewinnen Sie Einblicke in Ihr Unternehmen Erkennen Sie strategischen Optimierungsbedarf und treffen Sie fundierte Entscheidungen mit modernen Reporting-Dashboards in Salesforce. Gewinnen Sie auf einen Blick die nötige Klarheit für Ihre Personalentscheidungen. Demo anfragen Steigern Sie die Performance Ihrer HR mit aussagekräftigen Analysen Positionieren Sie Ihre Personalabteilung als zentralen Treiber Ihres Unternehmens. Gewinnen Sie Echtzeit-Einblicke in Belegschaft, Organisation und Prozesse, um fundierte Entscheidungen zu treffen. Zentrale Datenbasis Erhalten Sie wertvolle Einblicke, indem Sie alle Personaldaten in Salesforce bündeln und intelligent miteinander verknüpfen. Datenanalyse & Insights Gewinnen Sie ein umfassendes Bild Ihrer Belegschaft mit Echtzeit-Metriken und übersichtlichen Visualisierungen. Individuelle Dashboards Strukturieren Sie Ihre HR-Daten und erstellen Sie Dashboards, die genau auf Ihre Anforderungen zugeschnitten sind. Konfigurierbare Zugriffsrechte Legen Sie mit Salesforce-Berechtigungen fest, wer auf welche Daten zugreifen kann. Individualisieren Sie Ihren Workflow Individuell anpassbare HR-Software Ihre Vision, unsere flexible Lösung Schütze deine Geschäftsdaten HR-Daten zuverlässig schützen Recruiting Analysen Entwickle eine datengestützte Einstellungsstrategie Analysieren Sie Ihre Daten, um den Erfolg Ihrer Einstellungen zu bewerten und Ihren Recruiting-Prozess gezielt zu optimieren. ``` ``` Identifizieren Sie die effektivsten Recruiting-Kanäle, decken Sie Qualifikationslücken auf und verstehen Sie Ihren Einstellungsbedarf sowie behalten Sie wichtige Recruiting-KPIs wie Time-to-Hire und Angebotsannahmequote im Blick. Zentrale HR-Analysen Behalten Sie Unternehmenskennzahlen im Blick Visualisieren Sie alle wichtigen HR-KPIs an einem Ort, um Ihre Personalstrategie gezielt zu stärken. flair bietet Ihnen vorgefertigte Berichte zu Personalbestand, Gehältern, Überstunden und vielem mehr. Gewinnen Sie zusätzliche Einblicke durch Auswertungen in Bereichen wie dem Abwesenheitsmanagement und verstehen Sie so das Gesamtbild. Von qualitativen Daten zu verwertbaren Erkenntnissen Behalten Sie Engagement und Zufriedenheit Ihrer Mitarbeitenden im Blick, um frühzeitig gezielt Maßnahmen zur Stärkung der Mitarbeiterbindung zu ergreifen. ``` ``` Erkennen Sie Risiken frühzeitig und wirken Sie Fluktuation proaktiv entgegen, analysieren Sie Trends aus eNPS-Umfragen und der durchschnittlichen Betriebszugehörigkeit und nutzen Sie Umfragen, um die wichtigsten Treiber für Engagement und Zufriedenheit zu identifizieren. Transparente Kennzahlen für Führungskräfte Geben Sie Teamleitenden die Grundlage für fundierte Entscheidungen. Vorgefertigte Diagramme und Analysen helfen ihnen, die wichtigsten Kennzahlen ihrer Teams jederzeit im Blick zu behalten. --- ## Vielen Dank URL: https://flair.hr/de/thank-you > Vielen Dank für deine Anfrage bei flair! Ein Mitglied unseres Teams meldet sich in Kürze bei dir, um die nächsten Schritte rund um flair zu besprechen. Vielen Dank! Ein Mitglied unseres Teams wird sich bei dir melden. --- ## HR-Ticketing Software URL: https://flair.hr/de/ticketing > HR-Ticketing-Software von flair: Bündeln Sie interne HR-Anfragen an einem Ort und lösen Sie Anliegen schneller – mit klarer Kommunikation im Team. Ticketing Software Optimieren Sie Ihre HR-Support-Prozesse Vereinfachen Sie interne HR-Anfragen und lösen Sie Anliegen schneller – mit klarer Kommunikation und effizienter Bearbeitung über unsere Ticketing-Software. Termin anfragen Lösen Sie HR-Anfragen schnell und zuverlässig Bündeln Sie HR-Anfragen an einem Ort und verbessern Sie die Kommunikation im Team – für schnellere Lösungen und ein besseres Mitarbeitererlebnis. Interne HR-Anfragen an einem Ort Speichern Sie alle internen HR-Anfragen und Antworten zentral auf einer Plattform. Volle Transparenz durch strukturierte Analysen Behalten Sie den Status jeder Anfrage im Blick und erkennen Sie Trends mithilfe von Auswertungen. Einheitliche Prozesse und klare Vorgaben Stellen Sie sicher, dass Ihr Team klare, hilfreiche und regelkonforme Antworten erhält. HR-Ticketing, das mit Ihnen wächst Nutze die Salesforce-Basis von flair, um Ihr HR-Helpdesk flexibel zu skalieren. Software für Bestandsmanagement Inventar zentral im Blick Behalten Sie alle internen Geräte im Blick und verwalten Sie sie einfach. Benutzerfreundliche Onboarding-Software für Mitarbeitende Onboarding Software Optimieren Sie Ihr Onboarding HR Help Desk Lösen Sie HR-Anfragen schnell und effizient Mit unserer Ticketing-Software richten Sie einen zentralen HR-Supportkanal ein und sorgen für eine klare, strukturierte Bearbeitung aller Anfragen. Bearbeitung von Anfragen Strukturieren Sie Ihre HR-Anfragen Ordnen Sie Anfragen automatisch den passenden Themen zu und leiten Sie sie direkt an die richtigen Ansprechpartner weiter. Erkennen Sie mithilfe der Kategorien schnell, wo es hakt und welche Themen häufiger auftreten. Rechtssichere Prozesse Schützen Sie Meldungen sicher und vertraulich Halten Sie arbeitsrechtliche Vorgaben ein – z. B. die EU-Whistleblower-Richtlinie – und bieten Sie einen sicheren Kanal für anonyme Meldungen zu Missständen oder Rechtsverstößen. Optimieren Sie Ihren HR-Support Verbessern Sie Ihren HR-Support mit moderner Ticketing-Software und sorgen Sie für reibungslose Abläufe – unabhängig von Ihrer Branche. Klarer HR-Support Stellen Sie sicher, dass Führungskräfte und Mitarbeitende dringende HR-Anfragen einfach kommunizieren und jederzeit nachverfolgen können. Mehr Erfahren Klare Prioritäten schaffen Bündeln Sie Anfragen in Warteschlangen und ermöglichen Sie Ihrem HR-Team, Antworten gezielt nach den Anforderungen Ihrer Beratung zu planen. Mehr Erfahren Ticketing & HR vereint Erstellen Sie aussagekräftige Berichte und gewinnen Sie wertvolle Einblicke aus Ihren Daten. Mehr Erfahren --- ## Neuigkeiten URL: https://flair.hr/de/whats-new > Neuigkeiten von flair: Entdecken Sie die neuesten Funktionen und Updates der HR-Software und erhalten Sie HR-Tipps und Trends per Newsletter. Entdecken Sie die neuesten Funktionen von flair Alle Updates rund um flair – kompakt, aktuell und direkt in Ihrem Postfach. Updates ansehen Tauchen Sie ein in die Welt des HR Melden Sie sich für den Newsletter von flair an und erhalten Sie die neuesten Tipps und Trends aus der HR-Welt. --- ## Urlaubsplaner 2027: kostenlose Vorlage (Excel & PDF) URL: https://flair.hr/de/flair-library/urlaubsplaner > Kostenloser Urlaubsplaner 2027 für Teams: Excel-Vorlage mit Feiertagen aller Bundesländer und Resturlaub-Berechnung, dazu ein PDF zum Ausdrucken. # Urlaubsplaner 2027: kostenlose Vorlage (Excel & PDF) Mit dem kostenlosen Urlaubsplaner 2027 von flair behalten Sie Urlaub, Krankheitstage und Sonderurlaub Ihres Teams im Blick: als Excel-Vorlage mit automatischer Resturlaub-Berechnung oder als PDF zum Ausdrucken. Ohne Anmeldung, direkt herunterladen. ## Das steckt in der Vorlage - **12 Monatsblätter** mit einer Spalte pro Tag für bis zu 25 Mitarbeitende, Wochenenden grau hinterlegt - **Alle gesetzlichen Feiertage 2027** für die 16 Bundesländer: Bundesland auswählen, die Feiertage werden in jedem Monat markiert - **Kürzel mit Auswahlliste:** U für Urlaub, H für einen halben Urlaubstag, K für Krankheit, S für Sonderurlaub, Z für Zeitausgleich - **Jahresübersicht:** Urlaubsanspruch, Resturlaub aus 2026, genommene und verbleibende Urlaubstage werden automatisch berechnet - **PDF-Version** (A4 quer): Feiertagstabelle nach Bundesland und ein Monatsblatt pro Seite ## So nutzen Sie den Urlaubsplaner 1. Excel-Datei herunterladen und in Excel oder einem kompatiblen Tabellenprogramm öffnen. 2. Auf dem Blatt „Start“ Ihr Bundesland auswählen. Maßgeblich ist der Arbeitsort Ihres Teams. 3. In der „Jahresübersicht“ Namen, Urlaubsanspruch 2027 und Resturlaub aus 2026 eintragen. 4. In den Monatsblättern Abwesenheiten mit Kürzel eintragen. Wochenenden und Feiertage zählen nicht als Urlaubstag. 5. Den verbleibenden Urlaub pro Person in der Jahresübersicht ablesen. Wie viele Urlaubstage jemandem zustehen, etwa bei Teilzeit oder Eintritt im laufenden Jahr, berechnen Sie mit dem [Urlaubsrechner](/de/urlaubsrechner). Alle Termine und die besten Brückentage finden Sie in der Übersicht [Feiertage Deutschland 2027](/de/blog/feiertage-deutschland). ## Wenn Excel nicht mehr reicht Ein Urlaubsplaner in Excel funktioniert gut für kleine Teams. Mit mehreren Standorten, Teilzeitmodellen und Urlaubsanträgen per E-Mail wird die Tabelle schnell unübersichtlich. Mit dem [Abwesenheitsmanagement von flair](/de/absence-management) stellen Mitarbeitende Urlaubsanträge per App, Führungskräfte genehmigen mit einem Klick, Feiertage werden pro Standort automatisch berücksichtigt und der Resturlaub ist jederzeit aktuell. Urlaubsplaner 2027 kostenlos herunterladen Nützliche Ressourcen für Ihren HR-Erfolg Häufige Fragen zum Urlaubsplaner Ist der Urlaubsplaner 2027 wirklich kostenlos? Ja. Excel-Vorlage und PDF können Sie ohne Anmeldung und ohne Angabe einer E-Mail-Adresse herunterladen, im Unternehmen nutzen und an Ihre Bedürfnisse anpassen. Welche Feiertage sind im Urlaubsplaner enthalten? Alle gesetzlichen Feiertage 2027, die in einem ganzen Bundesland gelten, für alle 16 Bundesländer. In der Excel-Vorlage wählen Sie Ihr Bundesland aus, das PDF enthält eine Tabelle mit allen Ländern. Feiertage, die nur örtlich gelten (Mariä Himmelfahrt in Teilen Bayerns, Fronleichnam in einzelnen Gemeinden in Sachsen und Thüringen, das Augsburger Friedensfest), sind als Hinweis vermerkt. Wie berechnet die Vorlage den Resturlaub? Verbleibender Urlaub = Urlaubsanspruch 2027 + Resturlaub aus 2026 − genommene Urlaubstage. Ein U zählt als ganzer, ein H als halber Urlaubstag. Gezählt werden nur Arbeitstage von Montag bis Freitag; Wochenenden und die Feiertage des gewählten Bundeslands werden automatisch ausgelassen. Kann ich den Urlaubsplaner für Teilzeitkräfte nutzen? Ja. Tragen Sie den anteiligen Urlaubsanspruch ein und markieren Sie Urlaub nur an den Tagen, an denen die Person tatsächlich arbeitet. Den Anspruch bei Teilzeit berechnen Sie mit dem [Urlaubsrechner](/de/urlaubsrechner). Wie erstelle ich einen Urlaubsplaner in Excel selbst? Sie brauchen eine Zeile pro Person, eine Spalte pro Tag, eine Formatierung für Wochenenden und Feiertage, eine Legende mit Kürzeln und eine Formel, die die Urlaubskürzel an Arbeitstagen zählt (z. B. mit SUMMENPRODUKT). Schneller geht es mit dieser fertigen Vorlage, die all das schon enthält. Welche Alternative gibt es zum Urlaubsplaner in Excel? Eine Software für Abwesenheitsmanagement. Mit [flair](/de/absence-management) laufen Urlaubsanträge, Genehmigungen, Feiertage pro Standort und Resturlaub automatisch, und alle sehen den Teamkalender in Echtzeit, ohne Tabellen per E-Mail zu verschicken. --- ## Software für Spesenmanagement | flair URL: https://flair.hr/de/spesenmanagement > Spesen per Web oder App einreichen, Belege per OCR auslesen, Fahrtstrecken automatisch berechnen und ganze Dienstreisen auf einmal freigeben – mit flair. Spesenabrechnung ohne Zettelwirtschaft Mitarbeitende reichen Belege im Employee Hub oder in der flair App ein, flair liest sie für Sie aus. Führungskräfte geben eine ganze Dienstreise in einem Schritt frei. Demo buchen Vom Beleg bis zur Erstattung Strukturierte Abrechnungen, automatische Berechnungen und klare Freigaben an einem Ort. Bündeln Sie alle Kosten einer Reise oder Veranstaltung in einer Gruppe. Einreichen, Freigabe und Ablehnung gelten für alle Ausgaben darin. Belegerkennung per OCR Laden Sie einen Beleg hoch: flair liest ihn aus, legt die Positionen an und ergänzt Händler, Kategorie und Beschreibung. Automatische Kilometerberechnung flair berechnet die Strecke zwischen Start- und Zieladresse und wendet Ihren hinterlegten Kilometersatz an. Einreichen per App Mitarbeitende fotografieren den Beleg und reichen Fahrtkosten, Verpflegungspauschalen oder Auslagen direkt in der flair App ein. Gehaltsabrechnung einfach und übersichtlich organisiert Damit Gehaltszahlungen jedes Mal reibungslos laufen Automatisieren Sie Gehalts- und Merit-Reviews mit klaren Genehmigungen, Sichtbarkeitseinstellungen und nachvollziehbaren Vergütungsdaten. Für Mitarbeitende Spesen in wenigen Minuten einreichen Mitarbeitende erfassen Ausgaben im Employee Hub oder in der flair App, hängen den Beleg an und speichern Entwürfe, bis alles vollständig ist. Eine Rechnung lässt sich in mehrere Positionen mit jeweils eigenem Händler aufteilen. - Reisen und Veranstaltungen als Spesengruppe bündeln - Belege automatisch per OCR auslesen - Fahrtstrecke aus den Adressen berechnen Für Führungskräfte Ganze Dienstreisen in einem Schritt freigeben Führungskräfte sehen offene Spesen unter My Team im Employee Hub und genehmigen oder lehnen eine komplette Spesengruppe auf einmal ab. Rückfragen klären Sie per Kommentar direkt an der Abrechnung, die Buchhaltung markiert genehmigte Spesen als erstattet. - Klare Status von Entwurf bis Erstattet - Kommentare mit Benachrichtigung aller Beteiligten - Spesendetails direkt in der Genehmigungsanfrage Für HR Ihre Reisekostenrichtlinie, automatisch angewendet Legen Sie Spesenregeln einmal in Salesforce fest, und flair berechnet Kilometergeld, Verpflegungsmehraufwand und weitere Pauschalen, sobald Mitarbeitende Positionen erfassen. Der Tax Manager ordnet jeder Ausgabenart den passenden Steuersatz zu. - Sätze pro Kilometer, Tag oder Übernachtung - Tages-, Wochen-, Monats- oder Jahreslimits - Regeln je Abteilung oder Land - Eigene Händler und Spesenkategorien Gehaltsabrechnung einfach und übersichtlich organisiert Damit Gehaltszahlungen jedes Mal reibungslos laufen Mobile App flair Mobile App Mehr Effizienz im HR – jederzeit und überall Mitarbeiter:innen Hub Vereinfachen Sie tägliche HR-Aufgaben mit dem Self-Service Employee Hub für Zeiterfassung, Abwesenheitsanträge, Dokumente, Mitarbeiterengagement und vieles mehr. Häufige Fragen zum Spesenmanagement Was ist eine Spesengruppe? Eine Spesengruppe bündelt zusammengehörige Ausgaben, zum Beispiel alle Kosten einer Dienstreise. Solange die Gruppe ein Entwurf ist, können Mitarbeitende Ausgaben hinzufügen und sie anschließend gesammelt einreichen. Freigabe oder Ablehnung gilt dann für jede Ausgabe in der Gruppe. Wie liest flair Belege aus? Sobald Ihre HR-Administration die Expenses-Integration aktiviert hat, liest flair hochgeladene Belege per OCR aus und legt die Positionen automatisch an. Leere Felder für Beschreibung, Kategorie und Händler werden ergänzt, bereits eingetragene Angaben bleiben unverändert. Können Mitarbeitende Spesen per Smartphone einreichen? Ja. In der flair App erfassen Mitarbeitende Fahrtkosten, Verpflegungspauschalen oder Auslagen, fotografieren den Beleg und reichen ihn zur Freigabe ein. Unvollständige Spesen lassen sich als Entwurf speichern und später einreichen. Wie werden Kilometergeld und Verpflegungsmehraufwand berechnet? Für Fahrten berechnet flair die Strecke zwischen Start- und Zieladresse, die Mitarbeitende bei Bedarf anpassen können. Mit aktivierten Spesenregeln multipliziert flair die Strecke mit Ihrem hinterlegten Satz und berechnet Verpflegungspauschalen aus der Anzahl der Tage und gestellten Mahlzeiten. Wie laufen Freigabe und Erstattung ab? Eingereichte Spesen erhalten den Status Ausstehend und durchlaufen das Genehmigungs-Framework von flair. Führungskräfte entscheiden im Employee Hub oder in Salesforce. Nach der Auszahlung wird die Ausgabe als erstattet markiert, sodass Mitarbeitende jederzeit den aktuellen Stand sehen. --- ## Software für Entgelttransparenz | flair URL: https://flair.hr/de/entgelttransparenz > Gender Pay Gap nach Entgeltquartilen analysieren, Arbeitnehmerkategorien und gleichwertige Arbeit dokumentieren und Gehaltsbänder aufbauen – mit flair. Faire Bezahlung messbar und nachvollziehbar machen flair analysiert Ihr geschlechtsspezifisches Entgeltgefälle nach Entgeltquartil und Arbeitnehmerkategorie und speichert jede Auswertung als Nachweis. Gehaltsbänder an Ihren Rollen machen Vergütungsentscheidungen nachvollziehbar. Demo buchen Die Bausteine für Entgelttransparenz Von der Vergütungsstruktur bis zur Entgeltanalyse, auf Basis der HR-Daten, die bereits in flair liegen. Analysieren Sie den Gender Pay Gap unternehmensweit nach Entgeltquartil und Arbeitnehmerkategorie und planen Sie jährliche Auswertungen ein. Fassen Sie Rollen zu Kategorien mit dokumentierten Kriterien gleichwertiger Arbeit zusammen. flair erstellt Entwürfe aus Ihren bestehenden Rollen. Gespeicherte Momentaufnahmen Speichern Sie für jede Kategorie eine Entgeltanalyse zum Stichtag – mit Anzahl nach Geschlecht, Durchschnitts- und Medianentgelt und Entgeltlücke. Bauen Sie Vergütungsgruppen, Gehaltsstufen und Level auf, verknüpfen Sie sie mit Karrierestufen und übertragen Sie sie auf jede Position. Automatisieren Sie Gehalts- und Merit-Reviews mit klaren Genehmigungen, Sichtbarkeitseinstellungen und nachvollziehbaren Vergütungsdaten. Vielseitige Zeiterfassungssoftware Time-Tracking Software Machen Sie jede Arbeitsstunde wertvoll. Equity Audits Den Gender Pay Gap mit wenigen Klicks analysieren Starten Sie eine Auswertung zum gewünschten Stichtag, flair analysiert Ihre aktive Belegschaft im Hintergrund. Die Ergebnisse zeigen das Entgeltgefälle nach Entgeltquartil und Arbeitnehmerkategorie, ausschließlich aggregiert und nie auf Ebene einzelner Gehälter. - Entgeltlücken ab 5 % werden gekennzeichnet - Kategorien mit weniger als sechs Personen eines Geschlechts werden nicht ausgewiesen - Abgeschlossene Auswertungen gespeichert und als CSV exportierbar Gleichwertige Arbeit Gleichwertige Arbeit sauber dokumentieren Ordnen Sie Rollen Arbeitnehmerkategorien zu und dokumentieren Sie für jede die vier Kriterien gleichwertiger Arbeit. flair erstellt Entwürfe für Beschreibungen und Kriterien aus Ihren bestehenden Rollen, markiert unpassende Rollen und Sie prüfen alles vor dem Speichern. - Kategorien werden automatisch auf Positionen und Mitarbeitende übertragen - Übersicht aktiver Mitarbeitender ohne Kategorie - Gespeicherte Entgeltanalysen je Kategorie Klare Gehaltsbänder von der Rolle bis zur Stellenanzeige Definieren Sie Vergütungsgruppen, Gehaltsstufen und Level und verknüpfen Sie sie mit Karrierestufen, damit jede Position ihr Gehaltsband erbt. Führungskräfte sehen das Band bei jedem Gehaltsvorschlag, und eine aus einer Position erstellte Stelle übernimmt die Gehaltsspanne aus dem Band. - Gehaltsband-Indikator mit Hinweis auf Abweichungen - Gehaltsbänder in Lohnrunden und einzelnen Gehaltsänderungen - Gehaltsspanne in neuen Stellenanzeigen vorausgefüllt und anpassbar Automatisieren Sie Gehalts- und Merit-Reviews mit klaren Genehmigungen, Sichtbarkeitseinstellungen und nachvollziehbaren Vergütungsdaten. Software zur Bestandsverwaltung Personalplanung einfacher gestalten Gehaltsabrechnung einfach und übersichtlich organisiert Damit Gehaltszahlungen jedes Mal reibungslos laufen Häufige Fragen zur Entgelttransparenz Wie unterstützt flair bei der EU-Entgelttransparenzrichtlinie? flair führt die nötigen Daten an einem Ort zusammen: Vergütungsstrukturen an Ihren Rollen, Arbeitnehmerkategorien mit dokumentierten Kriterien gleichwertiger Arbeit und Entgeltanalysen nach Entgeltquartil und Kategorie. flair zeigt, was Ihre Daten aussagen. Wie Sie Ihre rechtlichen Pflichten erfüllen, entscheiden Sie, idealerweise mit rechtlicher Beratung. Was zeigt eine Entgeltanalyse in flair? Jede Auswertung zeigt die Anzahl von Frauen und Männern in den Entgeltquartilen Q1 bis Q4 sowie die Quartilsgrenzen. Für jede Arbeitnehmerkategorie werden Anzahl, durchschnittliche und mediane Entgeltlücke und ein Befund ausgewiesen, der jede Lücke ab 5 % benennt. Lassen sich Analysen planen und frühere Ergebnisse aufbewahren? Ja. Sie starten eine Auswertung jederzeit oder planen jährliche Läufe ein. Jede abgeschlossene Auswertung wird mit Stichtag gespeichert, sodass der CSV-Export auch nach Änderungen in der Belegschaft den Stand zu diesem Datum wiedergibt. Was sind Arbeitnehmerkategorien? Arbeitnehmerkategorien fassen Rollen mit gleicher oder gleichwertiger Arbeit zusammen. In flair dokumentieren Sie die Kriterien je Kategorie, die Zuordnung wird automatisch auf Positionen und Mitarbeitende übertragen. Beschreibungen und die vier Kriterien gleichwertiger Arbeit kann flair aus Ihren bestehenden Rollen vorschlagen, Sie prüfen und passen sie an. Wer sieht die Ergebnisse der Entgeltanalyse? Nur HR-Admins mit der Berechtigung Pay Transparency Manager können den Bereich Equity Audits öffnen. Die Ergebnisse werden aggregiert und als Anzahl je Quartil ausgewiesen, nie als einzelne Gehälter, und kleine Kategorien werden nicht veröffentlicht. --- ## Überstundenmanagement Software | flair URL: https://flair.hr/de/ueberstundenmanagement > Zeitkonten führen, Überstunden per Self-Service auszahlen oder in Freizeit umwandeln und Mindestruhezeiten durchsetzen – mit flair. Überstunden, die sich selbst ausgleichen flair macht aus erfassten Stunden ein klares Zeitkonto und gleicht es so aus, wie Sie es festlegen: als Auszahlung, als Freizeitausgleich oder auf Wunsch Ihrer Mitarbeitenden. Demo buchen Jede Überstunde sauber verbucht Sie legen die Regeln einmal je Time Framework fest. flair berechnet das Zeitkonto, wendet Ihre Sätze an und übernimmt den Ausgleich. Auszahlung per Self-Service Mitarbeitende buchen Stunden von ihrem Zeitkonto im Employee Hub ab, als Auszahlung oder als Abwesenheitskontingent. Die Funktion bleibt aus, bis Sie sie aktivieren. Automatischer Ausgleich Zum Monats-, Quartals- oder Jahresende oder bei Freigabe der Stundenzettel gleicht flair das Konto aus: zum Festsatz, zum Überstundensatz oder zum Stundenlohn. Zeitarten und Zuschläge Zeitarten teilen Arbeitszeit im Stundenzettel in reguläre Stunden und Überstunden auf. Mit Zeitarten-Sätzen ergänzen Lohnläufe die passenden Lohnpositionen. Ruhezeiten und Pausen Legen Sie eine Mindestruhezeit seit dem letzten Ausstempeln fest und blockieren Sie zu frühe Einstempelungen. Beim Pausieren wählen Mitarbeitende Pausenarten wie Mittag oder Kaffee. Flexible Schichtplanungssoftware Optimieren Sie Ihre Personalplanung mit klaren Strukturen Machen Sie ein Android-Tablet zum Zeiterfassungsterminal, mit PIN, QR-Code und Kiosk-Pass in der App. Employee Hub Überstunden selbst auszahlen lassen Über das Dashboard oder die Zeiterfassung wählen Mitarbeitende, wie viel sie von ihrem Zeitkonto abbuchen und wohin. Sie bestimmen, welche Optionen erlaubt sind, und legen die Sätze je Time Framework fest. - Auszahlung oder Freizeitausgleich - Umrechnung wird vor dem Abbuchen angezeigt und bestätigt - Deaktiviert, bis HR sie freischaltet Zeitkonten im gewünschten Rhythmus ausgleichen Legen Sie fest, wann flair das Zeitkonto zurücksetzt und was daraus wird. Zahlen Sie zum Festsatz, zum individuellen Überstundensatz oder zum Stundenlohn aus, oder wandeln Sie Stunden in Freizeit um, bemessen an der vertraglichen Tageslänge jeder Person. - Monatlich, quartalsweise, jährlich oder bei Freigabe - Tageszuschläge, Schwellenwerte und Kappungsgrenzen - Lohnarten werden an die Lohnabrechnung übergeben Time Framework Ruhezeiten und Pausen, geprüft beim Einstempeln Hinterlegen Sie eine ununterbrochene Mindestruhezeit nach dem Ausstempeln und optional eine längere Ruhephase in einem rollierenden Zeitraum, etwa 36 Stunden innerhalb von 7 Tagen. Wer zu früh einstempelt, wird blockiert und sieht, wie viel Ruhezeit noch fehlt. - Pausenarten wie Mittag oder Kaffee mit eigenen Dauerregeln - Automatischer Abzug der gesetzlichen Pause Vielseitige Zeiterfassungssoftware Time-Tracking Software Machen Sie jede Arbeitsstunde wertvoll. Flexible Schichtplanungssoftware Optimieren Sie Ihre Personalplanung mit klaren Strukturen Gehaltsabrechnung einfach und übersichtlich organisiert Damit Gehaltszahlungen jedes Mal reibungslos laufen Häufige Fragen zum Überstundenmanagement Wie berechnet flair das Zeitkonto? flair vergleicht die erfasste Arbeitszeit mit der Sollzeit aus dem Arbeitszeitmodell der Person oder mit einem festen Tageswert, den Sie festlegen. Tageszuschläge, Schwellenwerte und Kappungsgrenzen bestimmen, welche Minuten zählen. Den aktuellen Stand sehen Mitarbeitende im Employee Hub. Können Mitarbeitende Überstunden selbst auszahlen lassen? Ja, sobald Sie die Self-Service-Abbuchung im Time Framework aktivieren. Mitarbeitende buchen dann im Employee Hub Stunden als Auszahlung, als Abwesenheitskontingent oder in die Option ab, die Sie freigegeben haben. Welche Sätze kann flair für die Auszahlung verwenden? Für die Auszahlung stehen ein fester Umrechnungssatz, der individuelle Überstundensatz oder der Stundenlohn zur Wahl. Wochen-, Monats- oder Jahresgehälter rechnet flair anhand der vertraglichen Arbeitsstunden in einen Stundenbetrag um. Was passiert mit einem negativen Zeitkonto? Das legen Sie je Time Framework fest: Übertrag in den nächsten Zeitraum, Zurücksetzen auf null oder Verrechnung mit der Vergütung und anschließendes Zurücksetzen. Unterstützt flair bei gesetzlichen Ruhezeiten? Sie können je Time Framework eine Mindestruhezeit hinterlegen. flair blockiert dann zu frühe Einstempelungen und zeigt an, wie viel Ruhezeit noch fehlt. Welche Regeln für Ihr Unternehmen gelten, bestimmen Sie, flair setzt sie beim Einstempeln durch. Manuell nachgetragene Einträge werden nicht blockiert. --- ## Zeiterfassungsterminal mit Tablet | flair URL: https://flair.hr/de/zeiterfassungsterminal > Android-Tablet als Stempeluhr: Einstempeln per PIN oder QR-Code, Terminals je Standort, Schichtplan auf dem Display und Kiosk-Pass in der App. Vor Ort in Sekunden einstempeln Richten Sie flair Kiosk auf einem Android-Tablet am Eingang ein. Mitarbeitende stempeln per PIN oder QR-Code ein, machen Pause und stempeln wieder aus. Demo buchen Zeiterfassung direkt am Arbeitsplatz Ein gemeinsames Terminal für Produktion, Lager und Empfang, zentral in Salesforce verwaltet. Terminal auf dem Android-Tablet Öffnen Sie die Kiosk-URL auf einem Android-Tablet und legen Sie sie auf den Startbildschirm. Je Terminal wählen Sie Bestätigung, Ein-Tipp oder automatisches Einstempeln. PIN, QR-Code und Kiosk-Pass Mitarbeitende melden sich per PIN oder QR-Code an. Der Kiosk-Pass in der flair App zeigt beides und funktioniert auch offline. Ein Terminal je Team oder Standort Segmentieren Sie jedes Terminal nach Standort, Abteilung oder anderen Feldern, damit es nur die vorgesehenen Mitarbeitenden bedient. Schichtplan auf dem Display Im Ruhezustand zeigt das Terminal die Schichten aus einem flair Scheduler für heute, zwei Tage oder die Woche. Zeitkonten führen, Überstunden als Geld oder Freizeit ausgleichen und Ruhezeiten durchsetzen. Arbeitszeitgesetz-konforme Zeiterfassung Ruhezeiten und gesetzliche Pausen durchsetzen, Zeiten einheitlich runden und Krankheit im Urlaub abbilden. flair Kiosk Schnelles Einstempeln, je Terminal eingestellt Legen Sie fest, wie jedes Terminal einstempelt: mit Bestätigungsschritt, mit einem Tipp oder automatisch, sobald die Person erkannt ist. Das Ausstempeln erfordert immer einen bewussten Tipp. - Optionaler Bestätigungston für Ein- und Ausstempeln sowie Pausen - Pausen per Pause starten und Pause beenden - Automatische Abmeldung bei Inaktivität flair App Der Stempelausweis auf dem Smartphone Mitarbeitende öffnen ihren Kiosk-Pass in der flair App und melden sich per QR-Code oder PIN am Terminal an. Der Pass funktioniert offline und zeigt die zuletzt gespeicherte PIN, bis das Smartphone wieder verbunden ist. - PINs werden in Salesforce erzeugt und erneuert - Der Pass erscheint nur bei Mitarbeitenden mit PIN Im Ruhezustand zeigen, wer im Dienst ist Machen Sie das Terminal zur Schichttafel. Es zeigt Schichten aus einem flair Scheduler für heute, zwei Tage oder die Woche, nur für Mitarbeitende aus den Segmenten des Terminals, und aktualisiert sich etwa alle fünf Minuten. - Ein Tipp auf den Bildschirm öffnet die Anmeldung - flair Scheduler ist ein kostenpflichtiges Add-on Vielseitige Zeiterfassungssoftware Time-Tracking Software Machen Sie jede Arbeitsstunde wertvoll. Flexible Schichtplanungssoftware Optimieren Sie Ihre Personalplanung mit klaren Strukturen Mobile App flair Mobile App Mehr Effizienz im HR – jederzeit und überall Häufige Fragen zum Zeiterfassungsterminal Welche Hardware brauche ich für flair Kiosk? Ein Android-Tablet mit Internetverbindung und einen aktivierten Employee Hub. Sie öffnen die Kiosk-URL aus Salesforce auf dem Tablet und legen flair Kiosk auf den Startbildschirm. Ist physische Zeiterfassung in Ihrem Tarif enthalten, bindet flair auch RFID- und Fingerabdruck-Terminals an. Wie melden sich Mitarbeitende am Terminal an? Mit einer persönlichen PIN oder einem QR-Code, den HR im Mitarbeiterdatensatz in Salesforce erzeugt. Alternativ zeigen Mitarbeitende ihren Kiosk-Pass in der flair App, mit PIN und scanbarem QR-Code, auch offline. Kann ich ein Terminal auf bestimmte Mitarbeitende beschränken? Ja. Jedes Terminal hat Mitarbeitersegmente nach Standort, Abteilung oder anderen Feldern. Wer nicht dazugehört, kann sich an diesem Terminal nicht anmelden. Kann flair zu frühes Einstempeln verhindern? Ja. Sie können je Time Framework eine Mindestruhezeit festlegen. Stempelt jemand vor deren Ende ein, blockiert flair die Einstempelung und zeigt an, wie viel Ruhezeit noch fehlt. Kann ein Terminal auf mehreren Geräten laufen? Jedes Terminal läuft auf genau einem Gerät gleichzeitig. Für einen zweiten Eingang oder Standort richten Sie ein weiteres Terminal ein, bei Bedarf mit eigenen Segmenten. --- ## Skill-Management Software | flair URL: https://flair.hr/de/skill-management > Erfassen Sie Skills nach Kategorie und Level, erkennen Sie Lücken zum Soll-Profil der Position und finden Sie mit flair die passenden Personen. Wissen, wer was kann Ein Skill-Katalog für Ihr gesamtes Unternehmen. Sehen Sie das Level jeder Person, vergleichen Sie es mit den Anforderungen der Position und besetzen Sie Projekte nach Kompetenz. Demo buchen Ein Skill-Katalog mit klarer Struktur Ersetzen Sie verstreute Tabellen durch strukturierte Kompetenzdaten, die Mitarbeitende, Führungskräfte und HR gemeinsam aktuell halten. Kategorien und Erfahrung Ordnen Sie Skills Kategorien wie Sprachen oder Zertifikaten zu, bewerten Sie sie von 1 bis 5 und erfassen Sie die Erfahrung in Monaten oder Jahren. Ähnliche Personen Führungskräfte und HR sehen Kolleginnen und Kollegen mit ähnlichem Skill-Profil, inklusive Übereinstimmung in Prozent und gemeinsamer Skills. Soll-Level und Skill-Lücken Legen Sie pro Position benötigte Skills und Soll-Level fest und sehen Sie, wo jede Person aktuell steht. Bearbeitung steuern Sperren Sie einzelne Skills für die Selbstbearbeitung, damit kritische Qualifikationen wie Ersthelfer korrekt bleiben. Definieren Sie Rollen, Rollenfamilien und Karrierestufen und verbinden Sie sie mit Positionen, Vergütung und Skills. Flexible Software für Leistungsbeurteilungen Evaluieren Sie Ihre Top-Talente Jeder Skill im Abgleich mit der Rolle Mitarbeitende sehen ihre Skills nach Kategorie gruppiert und ihren Fortschritt zum Soll-Profil der Position auf einer Skala von 1 bis 5. Führungskräfte sehen das ganze Team in einer Skill-Übersicht und erkennen Lücken sofort. - Soll-Level werden aus der Rolle übernommen - Skill-Lücken direkt in Mitarbeitergesprächen sichtbar - Gespeicherte Ansichten auf allen Geräten Projekte nach Kompetenz besetzen Hinterlegen Sie die benötigten Skills eines Projekts, optional mit gewünschtem Level. Die Ansicht Passende Mitarbeitende im Employee Hub bewertet jede Person anhand dieser Anforderungen und zeigt die besten Treffer zuerst. Katalog & Suche Ein Katalog in jeder Sprache Skill-Namen lassen sich pro Sprache pflegen, sodass alle Mitarbeitenden den Katalog in ihrer Sprache sehen. Die Suche findet Skills auch über Synonyme und Abkürzungen, etwa k8s für Kubernetes. - Skills aus Lebensläufen, die im Katalog fehlen, erscheinen als Vorschläge - Zertifikate können verknüpfte Skills vergeben und entziehen - Mit einem kostenpflichtigen flair AI Plan findet der Assistent Kolleginnen und Kollegen nach Skill Flexible Software für Leistungsbeurteilungen Evaluieren Sie Ihre Top-Talente Flexible Schichtplanungssoftware Optimieren Sie Ihre Personalplanung mit klaren Strukturen Smart Software für Top-Recruiting Recruitment Software Nutzen Sie KI für effizientes Recruiting Häufige Fragen zum Skill-Management Was ist eine Skill-Management-Software? Eine Skill-Management-Software hält fest, welche Kompetenzen Ihre Mitarbeitenden haben und wie gut sie diese beherrschen. flair bündelt diese Daten in einem Katalog, damit HR und Führungskräfte Skills mit den Anforderungen von Positionen vergleichen, Projekte passend besetzen und interne Mobilität fördern können. Können Mitarbeitende ihre Skills selbst pflegen? Ja. Im Employee Hub können Mitarbeitende Skills hinzufügen, bewerten und ihre Erfahrung erfassen. Pro Skill legen Admins fest, ob volle Selbstbedienung gilt, ob der Skill nur hinzugefügt oder entfernt werden darf oder ob ausschließlich HR und Führungskräfte ihn ändern. Wie zeigt flair Skill-Lücken an? Sie hinterlegen benötigte Skills und Soll-Level an der Position oder übernehmen sie aus der Rolle. flair vergleicht sie mit den aktuellen Leveln der Person im Skills-Tab und in Mitarbeitergesprächen, sodass Entwicklungsgespräche auf derselben Datenbasis starten. Wie finde ich die richtigen Personen für ein Projekt? Fügen Sie dem Projekt die benötigten Skills hinzu. Die Ansicht Passende Mitarbeitende ordnet Mitarbeitende danach, wie gut ihre Skills passen, und zeigt ihr Level neben dem geforderten Level. Zusätzlich zeigt die Karte Ähnliche Personen im Profil Kolleginnen und Kollegen mit ähnlichem Skill-Profil. Werden Skills auch in anderen Bereichen von flair genutzt? Ja. Skills lassen sich in der Schichtplanung nutzen, im Recruiting mit Stellen und Kandidaten abgleichen und mit Zertifikaten verknüpfen, sodass ein genehmigtes Zertifikat den passenden Skill vergibt. Abgelaufene Skills werden markiert und beim Matching nicht berücksichtigt. --- ## Karrierepfade und Karrieremodell Software | flair URL: https://flair.hr/de/karrierepfade > Bauen Sie ein Karrieremodell mit Rollen, Rollenfamilien und Karrierestufen auf, verknüpfen Sie Gehaltsstufen und Skills und erzeugen Sie Positionen. Jeden Karriereschritt sichtbar machen Machen Sie aus Jobtiteln ein klares Karrieremodell. Gruppieren Sie Rollen in Familien, ordnen Sie sie Karrierestufen zu und verbinden Sie sie mit Positionen, Vergütung und Skills. Demo buchen Ein Karrieremodell als Basis für Ihre Positionen Definieren Sie Rollen einmal und leiten Sie Positionen, Gehaltsstrukturen und Skill-Erwartungen daraus ab. Rollen und Rollenfamilien Beschreiben Sie jede Rolle mit Aufgaben und Erwartungen und fassen Sie verwandte Rollen in Familien zusammen. Ordnen Sie jede Rolle einer Karrierestufe zu, damit Entwicklungsschritte klar definiert sind statt nur über Jobtitel angedeutet. Vergütung nach Stufe Verknüpfen Sie Karrierestufen mit Gehaltsstufen, und die Positionen jeder Rolle übernehmen die Vergütungskonfiguration. Positionen aus Rollen Erzeugen Sie Positionen direkt aus einer Rolle oder duplizieren Sie bestehende Positionen, statt Angaben erneut einzugeben. Interne Mobilität Zeigen Sie Mitarbeitenden offene Stellen, ermöglichen Sie Empfehlungen und gleichen Sie Skills mit Rollen ab. Erfassen Sie die Kompetenzen Ihres Teams, vergleichen Sie sie mit Soll-Profilen und besetzen Sie Projekte passend. Den Karrierepfad auf einen Blick Wählen Sie eine Rollenfamilie, und flair zeigt ihre Rollen in der richtigen Reihenfolge, jeweils mit der zugehörigen Karrierestufe. Von links nach rechts gelesen ist die Entwicklung sofort klar. - Rollencode, Beschreibung, Aufgaben und Erwartungen - Gültigkeitszeitraum, aus dem flair ableitet, ob eine Rolle aktiv ist - Suche und aufklappbare Familien für wachsende Modelle Vergütung & Skills Stufen mit Vergütung und Skills verbinden Verknüpfen Sie jede Karrierestufe mit einer Gehaltsstufe, und die Konfiguration wird automatisch über die Rolle an die Position weitergegeben. Benötigte Skills und Soll-Level einer Rolle erscheinen im Skills-Tab aller Mitarbeitenden in dieser Rolle. Organigramm & Positionen Vom Karrieremodell zum Organigramm Erzeugen Sie Positionen aus Rollen und sehen Sie die Struktur im Organigramm. Filtern Sie nach Gesellschaft, Standort oder Abteilung oder springen Sie direkt zu einer Person. - Unbesetzte Positionen bleiben sichtbar - Positionen mit einem Klick duplizieren - Zielkategorien und Gewichtungen pro Position festlegen Software zur Bestandsverwaltung Personalplanung einfacher gestalten Bessere Zusammenarbeit mit einem klaren Organigramm Organigramme in Echtzeit Unternehmensstruktur visualisieren Automatisieren Sie Gehalts- und Merit-Reviews mit klaren Genehmigungen, Sichtbarkeitseinstellungen und nachvollziehbaren Vergütungsdaten. Häufige Fragen zu Karrierepfaden Was ist ein Karrieremodell? Ein Karrieremodell fasst verwandte Rollen in Familien zusammen und ordnet sie festen Karrierestufen zu. So wird klar, wie sich Mitarbeitende entwickeln können, und Vergütung sowie Entwicklung erhalten eine gemeinsame Struktur. In flair bauen Sie es im Rollen-Builder unter Unternehmensstruktur auf. Was ist der Unterschied zwischen Rolle und Position? Eine Rolle beschreibt eine Tätigkeit allgemein, zum Beispiel Backend Engineer. Eine Position ist die konkrete Stelle, auf die eine Person eingestellt wird. Eine Rolle kann die Grundlage für viele Positionen sein, und flair erzeugt Positionen direkt aus einer Rolle. Wie werden Karrierestufen mit der Vergütung verknüpft? Im Compensation Management legen Sie Gehaltsgruppen, Gehaltsstufen und Gehaltslevel an und verknüpfen sie mit Karrierestufen. Positionen übernehmen die Vergütungskonfiguration über ihre Rolle. Positionen außerhalb der Standardstruktur bleiben manuell bearbeitbar. Kann ich Skill-Erwartungen pro Rolle festlegen? Ja. Benötigte Skills und Soll-Level lassen sich an der Position festlegen oder aus der Rolle übernehmen. Mitarbeitende und Führungskräfte sehen dann im Skills-Tab die Lücke zwischen aktuellem Level und Soll-Level. Lassen sich Ziele mit Positionen verknüpfen? Ja. Mit dem Development Framework Add-on legen Sie Zielkategorien und Gewichtungen pro Position fest und lassen Änderungen an Zielen in definierten Phasen über einen Genehmigungsprozess laufen. --- ## Software für interne Kommunikation | flair URL: https://flair.hr/de/interne-kommunikation > Mitarbeiter-Chat, Ankündigungen mit Lesebestätigung, HR-Digest-E-Mails und Cheers im flair Employee Hub, mit Benachrichtigung per E-Mail, Slack und Push. Interne Kommunikation Alle Mitarbeitenden immer auf dem neuesten Stand Chatten Sie mit Kolleginnen und Kollegen, veröffentlichen Sie Unternehmensankündigungen und feiern Sie Erfolge im Employee Hub. Benachrichtigungen erreichen alle per E-Mail, Slack oder Push. Demo buchen Kommunikation dort, wo Ihr Team ohnehin arbeitet Bündeln Sie Unterhaltungen, Unternehmensnews und Anerkennung im Employee Hub, damit niemand mehr nach der letzten Info suchen muss. Direkt- und Gruppenchats mit Online-Status, Tippanzeige, Lesebestätigung und Dateianhängen. Veröffentlichen Sie an alle oder an ein Segment, heften Sie Wichtiges oben an und lassen Sie sich das Lesen bestätigen. Automatische E-Mails mit anstehenden Geburtstagen und Dienstjubiläen, täglich, wöchentlich oder monatlich an das zuständige HR-Team. Würdigen Sie Kolleginnen und Kollegen mit Bild, Video oder kurzer Nachricht, öffentlich oder privat. Umfragesoftware für HR-Teams Software für Mitarbeiterumfragen Gewinnen Sie wertvolles Feedback Ihrer Mitarbeitenden HR-Ticketing Software Ticketing Software Optimieren Sie Ihre HR-Support-Prozesse Chat im Employee Hub Austausch ohne den Hub zu verlassen Starten Sie im Chat-Bereich des Employee Hub einen Direktchat oder eine benannte Gruppe. Sie sehen, wer online ist, wer gerade schreibt und wer Ihre Nachricht gelesen hat. - Bis zu fünf Anhänge pro Nachricht, Bilder direkt in der Unterhaltung - Benachrichtigung per E-Mail, Slack und Mobile App bei ungelesenen Nachrichten - Gruppenadmins benennen Gruppen um und verwalten Mitglieder Ankündigungen, die wirklich ankommen HR erstellt Ankündigungen in Salesforce und richtet sie an alle Mitarbeitenden oder an ein Mitarbeitersegment nach Abteilung, Standort oder Rolle. Bei Veröffentlichung benachrichtigt flair per E-Mail, Mobile Push, Web Push und Slack. - Zeitkritische Infos oben im Feed anheften - Lesebestätigung anfordern und Rückmeldungen nachverfolgen - PDFs, Dokumente oder Bilder anhängen HR-Digest und Cheers Keinen Geburtstag und kein Jubiläum verpassen Der HR-Digest schickt HR-Teams eine Übersicht anstehender Geburtstage und Dienstjubiläen, eingegrenzt nach Team und Mitarbeitersegment. Mitarbeitende bedanken sich mit Cheers im Employee Hub oder in der flair Mobile App. - Versand täglich, wöchentlich oder monatlich - Öffentliche oder private Cheers mit Kommentaren - Geburtstags- und Jubiläums-Cheers auf Wunsch immer privat Mitarbeiter:innen Hub Vereinfachen Sie tägliche HR-Aufgaben mit dem Self-Service Employee Hub für Zeiterfassung, Abwesenheitsanträge, Dokumente, Mitarbeiterengagement und vieles mehr. Mitarbeiterengagement Software Mehr Engagement, stärkere Mitarbeiterbindung Slack Integration Häufig gestellte Fragen Können Mitarbeitende in Gruppen chatten? Ja. Im Chat-Bereich des Employee Hub starten Mitarbeitende Direktchats oder benannte Gruppenchats. Wer eine Gruppe erstellt, ist ihr erster Admin und kann sie umbenennen sowie Mitglieder hinzufügen oder entfernen. Neue Mitglieder sehen den bisherigen Verlauf. Wie werden Mitarbeitende über ungelesene Chatnachrichten informiert? flair benachrichtigt per E-Mail, Slack oder Mobile App über ungelesene Nachrichten. Wurde die Nachricht im Hub bereits gelesen, entfällt die Benachrichtigung. Jede Person legt die Kanäle selbst in den Benachrichtigungseinstellungen des Employee Hub fest. Kann ich eine Ankündigung nur an bestimmte Teams senden? Ja. Über ein Mitarbeitersegment erreichen Sie gezielt Mitarbeitende nach Abteilung, Standort, Rolle oder einer anderen Bedingung, zum Beispiel nur Führungskräfte in Berlin. Ohne Segment geht die Ankündigung an alle. Wie sehe ich, wer eine Ankündigung gelesen hat? Aktivieren Sie die Lesebestätigung für die Ankündigung. Mitarbeitende bestätigen das Lesen im Employee Hub, und HR verfolgt die Rückmeldungen direkt am Datensatz in Salesforce. Kann Anerkennung auch privat bleiben? Ja. Beim Senden eines Cheers wählen Mitarbeitende, ob er öffentlich im Feed erscheint oder nur für die empfangende Person sichtbar ist. Admins können Geburtstags- und Jubiläums-Cheers zudem immer privat zustellen lassen, damit der gemeinsame Feed übersichtlich bleibt. --- ## Recruiting-Postfach & Bewerberkommunikation | flair URL: https://flair.hr/de/recruiting-postfach > Bewerber-E-Mails direkt in flair: Recruiting-Postfach in Salesforce, Antworten aus dem Employee Hub, Vorlagen sowie Serien- und geplante E-Mails. Jede Bewerberkommunikation in einem Postfach Lesen, beantworten und planen Sie Bewerber-E-Mails, ohne flair zu verlassen. Recruiter arbeiten in Salesforce, Hiring Manager antworten im Employee Hub, alles im selben Verlauf. Demo buchen Bewerberkommunikation ohne Toolwechsel Jede E-Mail liegt direkt bei der Bewerbung, damit Recruiting und Hiring Manager immer mit demselben Verlauf arbeiten. Postfach wie in Gmail Ein zentrales Postfach und ein Posteingang-Tab pro Stelle. Antworten, allen antworten, weiterleiten oder neu schreiben an einem Ort. Hiring Manager eingebunden Hiring Manager lesen den gesamten Verlauf und antworten im Employee Hub, ganz ohne Salesforce-Zugang. Vorlagen und Serien-E-Mails Personalisieren Sie Vorlagen mit Platzhaltern und schreiben Sie viele Bewerbende auf einmal an, sofort oder zeitgesteuert. Definieren Sie Bewerbungsfelder oder Fragen als Knock-out-Kriterien. Wer sie nicht erfüllt, wird automatisch abgesagt. Erstellen Sie professionelle Karriereseiten in Minuten Ihre eigene Karriereseite Aktuelle Jobangebote teilen KI-Zusammenfassungen, Transkripte, AI Scores und Stellenbeschreibungen in flair Recruiting. Recruiting-Postfach in Salesforce Bewerber-E-Mails in vertrauter Ansicht Das Recruiting-Postfach holt die Bewerberkommunikation in einer Gmail-ähnlichen Ansicht in die Recruiting-App. Eine Karte auf der Startseite zeigt ungelesene Bewerber-E-Mails, und der Posteingang-Tab jeder Stelle nutzt dieselben Filter wie die Kandidatentabelle. - Antworten, allen antworten, weiterleiten oder neue E-Mails schreiben - Kandidaten einer Stelle nach Phase, Tags oder Quelle filtern - Filter als Ansicht speichern Employee Hub Hiring Manager antworten direkt Hiring Manager öffnen Bewerbende im Employee Hub, lesen alle gesendeten und empfangenen E-Mails und antworten über eine verifizierte Unternehmensadresse. Jede Nachricht bleibt im selben Verlauf, egal ob sie aus Salesforce oder dem Hub kommt. - Kein Salesforce-Zugang nötig - Empfänger in Cc und Bcc hinzufügen - Admins können die Bewerberkommunikation für ausgewählte Teams ausblenden Die richtige Nachricht zur richtigen Zeit Erstellen Sie wiederverwendbare Vorlagen mit Platzhaltern für Bewerbende, Stelle und Absender. Versenden Sie sie an einzelne Bewerbende oder eine ganze Auswahl, sofort oder geplant, und prüfen Sie jede E-Mail vorab in der Vorschau mit ausgefüllten Platzhaltern. - Einzelne Nachricht anpassen, ohne die Vorlage zu ändern - Beim Planen einer E-Mail gleich die Bewerbungsphase ändern - Serien-E-Mails auch an Mitarbeitende und Talente Smart Software für Top-Recruiting Recruitment Software Nutzen Sie KI für effizientes Recruiting Erstellen Sie professionelle Karriereseiten in Minuten Ihre eigene Karriereseite Aktuelle Jobangebote teilen Benutzerfreundliche Onboarding-Software für Mitarbeitende Onboarding Software Optimieren Sie Ihr Onboarding Häufig gestellte Fragen Brauchen Hiring Manager Zugang zu Salesforce, um Bewerbenden zu schreiben? Nein. Hiring Manager einer Stelle sehen im Employee Hub auf der Seite jeder Kandidatin und jedes Kandidaten den Bereich Kommunikation, lesen dort den Verlauf und antworten direkt. Für den Versand richtet Ihr Salesforce-Admin einmalig eine verifizierte organisationsweite E-Mail-Adresse ein. Kann ich dieselbe E-Mail an viele Bewerbende senden? Ja. Wählen Sie Bewerbende einer Stelle aus, starten Sie den E-Mail-Versand an Kandidaten, wählen Sie eine Vorlage und senden Sie sofort oder zu einem geplanten Zeitpunkt. Platzhalter personalisieren die Nachricht für alle Empfänger. Kann ich eine geplante E-Mail vor dem Versand prüfen? Ja. Die Vorschau zeigt geplante E-Mails an Bewerbende, Talente und Mitarbeitende mit ausgefüllten Platzhaltern. Betreff und Inhalt lassen sich vor dem Versand noch bearbeiten. Wie gelangen Bewerbungen per E-Mail in flair? Richten Sie über die Salesforce Email Services eine Recruiting-Adresse ein. flair legt daraus einen Kandidatendatensatz an, sendet eine automatische Antwort und benachrichtigt eine festgelegte Person. Eine zweite Adresse speichert eingehende oder per BCC gesendete E-Mails im Verlauf bestehender Kandidaten, auch per Weiterleitung aus Gmail oder Outlook. Wie funktionieren Knock-out-Kriterien? Markieren Sie ein Bewerbungsfeld oder eine eigene Frage mit einer Bedingung als Knock-out-Kriterium, etwa eine Gehaltsvorstellung über Ihrer Spanne oder eine fehlende Arbeitserlaubnis. Wer das Kriterium nicht erfüllt, wird etwa zehn Minuten nach der Bewerbung auf Abgelehnt gesetzt. Sie legen die Kriterien pro Karriereseite oder pro Stelle fest, und ohne Kriterien ändert sich nichts. --- ## Genehmigungsworkflows & Antragsformulare | flair URL: https://flair.hr/de/genehmigungsworkflows > Genehmigungsworkflows für HR: mehrstufige Freigaben, Antragsformulare, datumsbasierte Erinnerungen und mobile Freigaben für Abwesenheiten, Spesen und mehr. Jeder Antrag landet bei der richtigen Person Legen Sie Freigabeprozesse einmal fest: flair leitet Abwesenheiten, Dokumente, Spesen und Datenänderungen automatisch an die richtigen Genehmigenden weiter, mit lückenloser Historie. Demo buchen Freigaben, ohne hinterherzulaufen Ein Genehmigungsframework für das ganze Unternehmen: konfigurierbare Richtlinien, Antragsformulare im Self-Service und Benachrichtigungen dort, wo Ihre Führungskräfte arbeiten. Mehrstufige Genehmigungsrichtlinien Leiten Sie Anträge an Vorgesetzte, weitere Führungskräfte, Mitarbeitersegmente oder ein individuelles Feld, nacheinander oder parallel. Auch getrennt nach Gesellschaft. Antragsformulare für jede Änderung Mitarbeitende und Führungskräfte beantragen Datenänderungen oder neue Datensätze im Employee Hub. Sie legen fest, welche Felder, Begründungen und Anhänge nötig sind. Erinnerungen vor wichtigen Terminen Datumsbasierte Regeln benachrichtigen Mitarbeitende und Vorgesetzte, bevor eine Probezeit endet, ein Vertrag ausläuft oder ein Zertifikat abläuft. Von überall freigeben Genehmigende erhalten Benachrichtigungen per E-Mail, Slack, Employee Hub und Push und entscheiden direkt in der flair App. Arbeitszeitgesetz-konforme Zeiterfassung Ruhezeiten und gesetzliche Pausen durchsetzen, Zeiten einheitlich runden und Krankheit im Urlaub abbilden. Smart Software für Top-Recruiting Recruitment Software Nutzen Sie KI für effizientes Recruiting Ein Framework für alle Freigaben Genehmigungsrichtlinien legen fest, wer in welcher Reihenfolge und unter welchen Bedingungen freigibt. Richten Sie sie auf Mitarbeitersegmente oder ganze Gesellschaften aus, bei mehreren passenden Richtlinien entscheidet die Priorität. - Abwesenheiten, Dokumente, Zertifikate, Spesen, Datenänderungen, Ziele und Lohnrunden - Geschützte Standardrichtlinien, jederzeit aktivierbar, deaktivierbar oder klonbar - Offene Anträge wechseln bei einem Vorgesetztenwechsel automatisch zur neuen Führungskraft Anträge im Self-Service Strukturierte Anträge statt E-Mails Mit Antragsformularen beantragen Mitarbeitende und Führungskräfte Änderungen direkt im Employee Hub, von der neuen Bankverbindung bis zur Gehalts- oder Positionsänderung. Je nach Formular wird die Änderung sofort übernommen oder zur Freigabe weitergeleitet. - Datensätze aktualisieren oder neu anlegen, auch mit bestimmten Datensatztypen - Kategorien, Segmentierung und fertige Vorlagen auf Deutsch und Englisch - Aus dem Antrag ein Dokument erzeugen oder einen Workflow starten Alle Infos für eine schnelle Entscheidung Jede Genehmigungsanfrage zeigt, was für die Entscheidung zählt: Beträge und Belege bei Spesen, Zeitraum und Resturlaub bei Abwesenheiten, alte und neue Werte bei Datenänderungen. Der Genehmigungspfad zeigt, wer entschieden hat und wer als Nächstes dran ist. - Entscheiden im Employee Hub, in Slack oder in der App - Kommentare und Ablehnungsgründe bleiben in der Historie - Überschneidende Abwesenheiten im Team auf einen Blick Intelligentes Anwesenheitsmanagement Urlaubsanträge und Genehmigungen leicht gemacht HR Dokumentenmanagement-Software Speichern, verwalten und teilen Sie wichtige Dokumente sicher Mobile App flair Mobile App Mehr Effizienz im HR – jederzeit und überall Häufige Fragen zu Genehmigungsworkflows Welche Anträge können in flair einen Genehmigungsworkflow durchlaufen? Das Genehmigungsframework umfasst Abwesenheiten, Mitarbeiterdokumente, Zertifikate, Spesen, Änderungsanträge zu Mitarbeiterdaten, Schichtänderungen, Zieländerungen und Lohnrunden. Jede Antragsart kann einer eigenen Genehmigungsrichtlinie folgen. Können Gesellschaften oder Teams unterschiedliche Freigabeketten haben? Ja. Genehmigungsrichtlinien lassen sich auf Mitarbeitersegmente nach Abteilung, Standort, Position oder Gesellschaft ausrichten. Passen mehrere Richtlinien, verwendet flair die mit der höchsten Priorität. Was passiert, wenn sich während einer offenen Freigabe die Führungskraft ändert? flair überspringt die offene Anfrage der bisherigen Führungskraft, legt eine neue für die neue Führungskraft an und benachrichtigt sie. Der Wechsel wird im Genehmigungspfad dokumentiert, die Historie bleibt vollständig. Wie funktionieren Antragsformulare? HR legt fest, welche Felder ein Formular ändern darf, wer es nutzen kann und ob eine Begründung oder ein Anhang Pflicht ist. Je nach Einstellung übernimmt flair die Änderung sofort oder leitet sie zur Freigabe weiter. Zusätzlich kann ein Dokument erzeugt oder ein Workflow gestartet werden. Was sind datumsbasierte Erinnerungsregeln? Eine Regel überwacht ein Datum, etwa das Ende der Probezeit oder eines Vertrags, und benachrichtigt die Mitarbeitenden, ihre Vorgesetzten oder beide eine festgelegte Zeit davor oder danach. Regeln lassen sich auf bestimmte Gesellschaften, Standorte oder Abteilungen begrenzen und können auch bei Abwesenheiten auslösen. --- ## Leistungskalibrierung Software | flair URL: https://flair.hr/de/leistungskalibrierung > Leistungsbewertungen teamübergreifend abgleichen, bevor sie final sind: Kalibrierungsrunden auf Basis von Reviews und Zielen, mit Historie und Abschluss. Faire Bewertungen, in allen Teams abgestimmt Bringen Sie Führungskräfte zusammen, um Leistungsbewertungen abzustimmen, bevor sie final werden. So gilt für alle derselbe Maßstab. Demo buchen Kalibrierung, die jeder Nachfrage standhält Kalibrierungsrunden bauen auf Ihren Mitarbeitergesprächen und Zielen auf, geben allen Beteiligten die passenden Rechte und dokumentieren jede Änderung. Einheitliche Bewertungen Führungskräfte sehen die Bewertungen nebeneinander und passen sie gemeinsam an. So bedeutet eine Bewertung in jedem Team dasselbe. Kalibrierende und Beobachtende Laden Sie Kalibrierende ein, die Bewertungen ändern dürfen, und Beobachtende mit Leserechten. Direkte Vorgesetzte lassen sich automatisch hinzufügen. Vollständige Historie Jede Änderung hält fest, wer sie wann vorgenommen hat, den alten und neuen Wert sowie eine optionale Notiz. Festgeschriebene Ergebnisse Mit dem Abschluss einer Runde werden alle Bewertungen gesperrt. Die finalen Ergebnisse bleiben samt Historie abrufbar. Flexible Software für Leistungsbeurteilungen Evaluieren Sie Ihre Top-Talente Ziele & OKR Setzen Sie Unternehmens-, Team- und individuelle Ziele als OKR oder MBO, mit Ausrichtung, Gewichtung und Genehmigungen. Direkt aus Reviews und Zielen starten Erzeugen Sie Kalibrierungsthemen direkt aus einem Mitarbeitergespräch oder einem Zielzeitraum. flair übernimmt die passenden Mitarbeitenden und die Ausgangsbewertungen aus den Antworten der Führungskräfte. - Ein Thema pro Review-Abschnitt, Zielzeitraum oder Zielkategorie - Manuelle Themen ergänzen und Zuordnungen in einer Matrix anpassen - Vorgesetzte mit einem Klick als Kalibrierende hinzufügen Alle Bewertungen in einer Übersicht Kalibrierende arbeiten im Employee Hub in einer Tabelle mit Mitarbeitenden in den Zeilen und Themen in den Spalten. Sie wählen farbcodierte Bewertungen, ergänzen Notizen und speichern alle Änderungen auf einmal. - Nur eingeladene Teilnehmende sehen eine Runde - Hinweis, wenn eine andere Person dieselbe Bewertung geändert hat Jede Entscheidung bleibt nachvollziehbar Ein Klick auf eine Bewertung zeigt ihre gesamte Historie: Ausgangswert, jede Änderung, wer sie vorgenommen hat und warum. Nach Abschluss der Runde sind alle Bewertungen gesperrt und die finalen Ergebnisse bleiben dokumentiert. Flexible Software für Leistungsbeurteilungen Evaluieren Sie Ihre Top-Talente Automatisieren Sie Gehalts- und Merit-Reviews mit klaren Genehmigungen, Sichtbarkeitseinstellungen und nachvollziehbaren Vergütungsdaten. Kurse erstellen oder zuweisen, Mitarbeitende im Hub lernen lassen und Fortschritt sowie Compliance verfolgen – verbunden mit Ihren HR-Daten in flair. Häufige Fragen zur Leistungskalibrierung Was ist eine Leistungskalibrierung? Bei einer Kalibrierung prüfen Führungskräfte die Bewertungen einer Gruppe von Mitarbeitenden gemeinsam und stimmen sie ab, bevor sie final werden. Das gleicht unterschiedlich strenge Maßstäbe aus und macht Bewertungen teamübergreifend vergleichbar. Welche Bewertungen lassen sich in flair kalibrieren? Themen können aus Abschnitten eines Mitarbeitergesprächs, aus einem Zielzeitraum oder aus einzelnen Zielkategorien stammen. Zusätzlich sind manuelle Themen möglich. Bei Review-Abschnitten dient die Bewertung der Führungskraft als Ausgangspunkt. Wer kann Bewertungen in einer Runde sehen und ändern? Nur eingeladene Teilnehmende sehen eine Kalibrierungsrunde. Kalibrierende können Bewertungen ändern, solange die Runde läuft, Beobachtende haben nur Leserechte. Lässt sich eine Runde nach dem Start noch ändern? Mit dem Start sind Themen, Mitarbeitende und Teilnehmende festgelegt, und flair speichert die Ausgangsbewertungen. Mit dem Abschluss der Runde werden alle Bewertungen gesperrt. Wie hängt die Kalibrierung mit Mitarbeitergesprächen und Zielen zusammen? Die Kalibrierung baut auf den Mitarbeitergesprächen und Zielen auf, die Sie bereits in flair führen. Die finalen Bewertungen werden mit ihrer Historie in der Kalibrierungsrunde gespeichert, getrennt von den ursprünglichen Review-Antworten. --- ## Arbeitszeitgesetz in der Zeiterfassung | flair URL: https://flair.hr/de/arbeitszeitgesetz > Setzen Sie Mindestruhezeiten und gesetzliche Pausen durch, legen Sie Pausenarten und Rundung fest und wandeln Sie Urlaub automatisch in Krankheit um. Arbeitszeitregeln, geprüft bei jedem Einstempeln Hinterlegen Sie Ruhezeiten, gesetzliche Pausen und Rundung einmal je Time Framework. flair wendet sie direkt bei der Zeiterfassung an, statt dass HR Lücken erst Wochen später findet. Demo buchen Ihre Regeln, automatisch durchgesetzt Jedes Time Framework hat eigene Arbeitszeitregeln. So können Standorte und Mitarbeitergruppen unterschiedlichen Vorgaben folgen. Verlangen Sie eine ununterbrochene Ruhezeit seit dem letzten Ausstempeln, etwa 11 Stunden, und optional eine längere Ruhephase im rollierenden Zeitraum. Zu frühes Einstempeln wird blockiert. Gesetzliche Pausen Legen Sie Pausenregeln fest, etwa 30 Minuten nach 6 Stunden. flair erinnert an Pausen, schlägt fehlende Pausen vor und zieht nicht genommene Pausenzeit ab. Runden Sie Zeiteinträge und Pausen auf 1, 5, 10, 15 oder 30 Minuten, kaufmännisch, auf- oder abwärts, mit eigenen Regeln je Mitarbeitergruppe. Überlappende Abwesenheiten Wer im Urlaub krank wird, beantragt die Krankheit über den genehmigten Urlaub. Nach der Genehmigung beendet flair den Urlaub und schreibt die Tage gut. Machen Sie ein Android-Tablet zum Zeiterfassungsterminal, mit PIN, QR-Code und Kiosk-Pass in der App. Leiten Sie jeden Antrag an die richtigen Personen weiter, mit flexiblen Genehmigungsrichtlinien, Antragsformularen und Erinnerungen. Prüfung beim Einstempeln Einstempeln erst nach vollständiger Ruhezeit Hinterlegen Sie im Time Framework die ununterbrochene Ruhezeit nach dem Ausstempeln und optional eine längere Ruhephase in einem rollierenden Zeitraum, etwa 36 Stunden innerhalb von 7 Tagen. Wer zu früh einstempelt, wird blockiert und sieht, wie viel Ruhezeit noch fehlt. - Je Time Framework konfigurierbar - Tägliche und rollierende Regeln kombinierbar - Spätere Einstempelungen am selben Tag und manuell nachgetragene Einträge werden nicht blockiert Time Framework Gesetzliche Pausen und Pausenarten an einem Ort Legen Sie eine Mindestpausenlänge und Pausenregeln fest, etwa 30 Minuten nach 6 Stunden und 45 Minuten nach 9 Stunden. flair kann an Pausen erinnern, beim Ausstempeln eine Pause vorschlagen und nicht genommene Pausenzeit automatisch abziehen oder stets die volle gesetzliche Pause abziehen. - Pausenarten wie Mittag, Kaffee oder Rauchen mit eigenen Dauerregeln - Auswahl der Pausenart im Employee Hub oder in der mobilen App - Optionale Warnung, wenn eine Pause vor der Mindestlänge endet Urlaub in Krankheit umwandeln, ohne manuelle Korrektur Aktivieren Sie überlappende Abwesenheiten für eine Abwesenheitskategorie, dann können Mitarbeitende eine Krankmeldung über einen bereits genehmigten Urlaub beantragen. Nach der Genehmigung beendet flair den Urlaub automatisch und die Tage gehen zurück auf das Urlaubskonto. - Keine E-Mails an HR und keine manuellen Änderungen in Salesforce - Genehmigende sehen überlappende Abwesenheiten direkt beim Antrag - Zeiterfassung während genehmigter Abwesenheiten sperrbar Vielseitige Zeiterfassungssoftware Time-Tracking Software Machen Sie jede Arbeitsstunde wertvoll. Zeitkonten führen, Überstunden als Geld oder Freizeit ausgleichen und Ruhezeiten durchsetzen. Intelligentes Anwesenheitsmanagement Urlaubsanträge und Genehmigungen leicht gemacht Häufige Fragen zur Arbeitszeit-Compliance Macht flair mein Unternehmen arbeitszeitrechtlich konform? flair setzt die Regeln durch, die Sie konfigurieren: Ruhezeiten, Pausenregeln, Zeitlimits und Rundung. Welche Regeln für Ihr Unternehmen gelten, entscheiden Sie. flair wendet sie bei der Zeiterfassung einheitlich an. Was passiert, wenn jemand vor Ende der Ruhezeit einstempelt? flair blockiert das Einstempeln und zeigt an, wie viel Ruhezeit noch fehlt. Die Prüfung gilt für das erste Einstempeln nach der Ruhezeit; spätere Einstempelungen am selben Tag und manuell nachgetragene Einträge werden nicht blockiert. Wie funktioniert der automatische Pausenabzug? Standardmäßig zieht flair nur die Differenz zwischen genommener Pause und gesetzlichem Minimum ab. Bei 6 Std. 10 Min. Arbeit und 45 Minuten Pflichtpause werden 10 Minuten abgezogen, es bleiben 6 Stunden. Mit vollem Abzug zieht flair stets die gesamte gesetzliche Pause ab, es bleiben 5 Std. 25 Min. Welche Rundungsoptionen gibt es? Sie können auf 1, 5, 10, 15 oder 30 Minuten runden. Ein Intervall von 1 Minute entfernt nur die Sekunden; längere Intervalle runden kaufmännisch, auf- oder abwärts. Zeiteinträge und Pausen können für verschiedene Mitarbeitergruppen unterschiedlich gerundet werden. Kann ich die Einhaltung der Arbeitszeitregeln auswerten? Ja. Die Stundenzettel-Auswertungen enthalten einen Compliance-Bericht zur Einhaltung der Arbeitszeitregeln, und Sie können für jede Person und jeden Zeitraum einen Arbeitszeitbericht aus dem Mitarbeiterdatensatz in Salesforce drucken. --- ## KI-Interview-Aufzeichnung & Kandidatenbewertung | flair URL: https://flair.hr/de/interview-aufzeichnung > Online-Interviews mit dem flair AI Meeting Recorder aufzeichnen: Zusammenfassung und Transkript beim Kandidaten, AI Scores und KI-Stellenbeschreibungen. Konzentrieren Sie sich auf Bewerbende, nicht auf Notizen Der flair AI Meeting Recorder nimmt an Ihren Online-Interviews teil und speichert eine Zusammenfassung und das vollständige Transkript beim Kandidaten. AI Scores und KI-Stellenbeschreibungen beschleunigen den restlichen Prozess. Demo buchen KI-Unterstützung im gesamten Recruiting Von der ersten Stellenanzeige bis zur Interview-Zusammenfassung übernimmt flair AI wiederkehrende Arbeit, damit Ihr Team mehr Zeit für Bewerbende hat. Aktivieren Sie die Aufzeichnung für ein geplantes Online-Interview. Der Recorder tritt eine Minute vor Beginn bei. Zusammenfassung und Transkript flair speichert eine KI-Zusammenfassung als Kandidatennotiz und hängt das vollständige Transkript als Textdatei an. AI Score Jede neue Bewerbung erhält einen Wert von 0 bis 100, der Lebenslauf und Anschreiben mit den Anforderungen der Stelle vergleicht. Definieren Sie Bewerbungsfelder oder Fragen als Knock-out-Kriterien. Wer sie nicht erfüllt, wird automatisch abgesagt. Alle Bewerber-E-Mails in einem Postfach direkt in flair. Stellen direkt aus flair auf Jobbörsen und LinkedIn ausschreiben. flair AI Meeting Recorder Jedes Interview zusammengefasst beim Kandidaten Öffnen Sie ein geplantes Online-Interview im Kandidatendatensatz und wählen Sie Enable AI meeting recording. Der Recorder tritt eine Minute vor Beginn bei, und ein Status-Badge zeigt den Fortschritt, ohne dass Sie die Seite neu laden. Nach der Verarbeitung legt flair eine Kandidatennotiz für die aktuelle Bewerbungsphase an. - Überblick, Kernpunkte, Stärken, Bedenken und markante Zitate - Vollständiges Transkript als Textdatei Interview Transcript - Beim Verschieben wird ein neuer Recorder gebucht, beim Absagen entfernt Auf einen Blick sehen, wer zur Stelle passt Mit aktiviertem flair AI erhält jede neue Bewerbung über Ihre Karriereseite automatisch einen AI Score. Der Wert reicht von 0 bis 100: Je höher, desto besser passen Anforderungen der Stelle, Lebenslauf und Anschreiben zusammen. - Spalte AI Score in der Kandidatentabelle der Stelle - Zentrale Anforderungen mit Abgleich und Begründung - Gedacht für die erste Vorauswahl, die Entscheidung bleibt bei Ihrem Team Ein erster Entwurf für jede Stellenanzeige Geben Sie im Assistenten zum Anlegen einer Stelle einen Prompt für die Rolle ein und erzeugen Sie die Stellenbeschreibung direkt an Ort und Stelle. Der Entwurf kann Rollenüberblick, Aufgaben, Anforderungen und Benefits enthalten. Sie prüfen und bearbeiten ihn, bevor Sie die Stelle speichern. - Beschreibungen auch für bestehende Stellen erzeugen oder neu erzeugen - Genauigkeit, Ton, Anforderungen und Benefits vor dem Speichern prüfen - Bestehende Stellen mit allen Angaben duplizieren Smart Software für Top-Recruiting Recruitment Software Nutzen Sie KI für effizientes Recruiting Alle Bewerber-E-Mails in einem Postfach direkt in flair. Erstellen Sie professionelle Karriereseiten in Minuten Ihre eigene Karriereseite Aktuelle Jobangebote teilen Häufig gestellte Fragen Was enthält die KI-Zusammenfassung eines Interviews? flair speichert die Zusammenfassung als Kandidatennotiz für die aktuelle Bewerbungsphase. Sie umfasst einen Überblick über das Interview, die besprochenen Kernpunkte, die Stärken des Kandidaten, mögliche Bedenken und markante Zitate und ist als Ergebnis des flair AI Meeting Recorders gekennzeichnet. Das vollständige Transkript hängt als Textdatei Interview Transcript an. Welche Interviews lassen sich aufzeichnen? Online-Interviews, die in flair mit einer Meeting-URL geplant sind und den Status Scheduled oder Candidate Invited haben. Der Recorder tritt eine Minute vor dem geplanten Beginn bei. Wird das Interview verschoben, bucht flair einen neuen Recorder für den neuen Termin; wird es abgesagt, entfällt auch der Recorder automatisch. Wie funktioniert der AI Score? Sobald flair AI aktiviert ist, erhält jede neue Bewerbung einen AI Score von 0 bis 100. Ein höherer Wert steht für eine bessere Übereinstimmung zwischen Anforderungen der Stelle, Lebenslauf und Anschreiben. Nutzen Sie ihn nur für die erste Vorauswahl: Er ersetzt weder Ihre Prüfung der Unterlagen noch die menschliche Einschätzung bei der Einstellungsentscheidung. Wie funktionieren Knock-out-Kriterien? Markieren Sie ein Bewerbungsfeld oder eine eigene Frage mit einer Bedingung als Knock-out-Kriterium, etwa eine Gehaltsvorstellung über Ihrer Spanne oder eine fehlende Arbeitserlaubnis. Wer das Kriterium nicht erfüllt, wird etwa zehn Minuten nach der Bewerbung auf Abgelehnt gesetzt. Sie legen die Kriterien pro Karriereseite oder pro Stelle fest, und ohne Kriterien ändert sich nichts. Was benötige ich für diese Funktionen? AI Score und KI-Stellenbeschreibungen setzen die kostenpflichtige Funktion flair AI voraus, die ein HR-Admin unter HR Admin, Integrationen aktiviert. Für die Interview-Aufzeichnung wird zusätzlich die Integration Recruiting Communication für die Interviewplanung benötigt. Die Funktionen von flair AI befinden sich derzeit in der Beta-Phase. --- ## Software für interne Mobilität und Mitarbeiterempfehlungen | flair URL: https://flair.hr/de/interne-mobilitaet > Offene Stellen im Employee Hub, persönliche Empfehlungslinks für Mitarbeitende und Skill-Abgleich für Rollen und Personen mit flair. Interne Mobilität Stellen aus dem eigenen Team besetzen Geben Sie Mitarbeitenden einen Ort, an dem sie offene Stellen entdecken, Bekannte empfehlen und sehen, wer die benötigten Skills mitbringt. Demo buchen Ihre nächste Besetzung arbeitet vielleicht schon bei Ihnen Offene Stellen, Empfehlungen und Skill-Daten liegen im selben System wie Ihre Mitarbeiterdaten, sodass Sie interne Talente schnell finden. Mitarbeitende sehen offene Stellen im Employee Hub unter Recruiting, mit Beschreibung, Abteilung, Standort und Beschäftigungsart. Persönliche Empfehlungslinks Ein Klick kopiert einen Empfehlungslink zur Stelle. Bewirbt sich jemand darüber, hält flair fest, wer empfohlen hat. Skill-Abgleich pro Stelle Stellen enthalten benötigte Skills. Das Skill-Match-Badge erkennt gleichwertige Skills wie React und React.js, auch sprachübergreifend. Ähnliche Personen Führungskräfte und HR sehen Kolleginnen und Kollegen mit ähnlichem Skill-Profil, inklusive Übereinstimmung in Prozent und gemeinsamen Skills. Benutzerfreundliche Onboarding-Software für Mitarbeitende Onboarding Software Optimieren Sie Ihr Onboarding Definieren Sie Rollen, Rollenfamilien und Karrierestufen und verbinden Sie sie mit Positionen, Vergütung und Skills. Offene Stellen dort, wo Mitarbeitende ohnehin arbeiten Unter Career Opportunities im Employee Hub finden Mitarbeitende Ihre offenen Stellen. Jede Stellenseite zeigt die vollständige Beschreibung, die wichtigsten Eckdaten und die benötigten Skills. - Abteilung, Standort, Beschäftigungsart und Status auf einen Blick - Benötigte Skills werden an der Stelle in der flair Recruiting App hinterlegt - Ein Skill-Match-Badge, das auch übersetzte Skill-Namen abgleicht Empfehlungen ohne Formulare und Tabellen Mitarbeitende wählen an einer Stelle Get referrer link und fügen den Link in eine Nachricht ein. Die Person bewirbt sich wie alle anderen, und flair ordnet die Empfehlung automatisch zu. - Beim ersten Link wird für die Mitarbeiterin oder den Mitarbeiter ein Empfehlungsgeber-Datensatz angelegt - Empfohlene Kandidaten werden mit ihrem Empfehlungsgeber verknüpft - HR sieht, wer wen empfohlen hat, und kann Empfehlungen im Rahmen Ihres Programms honorieren Interne Talente Sehen, wer die Skills schon mitbringt Alle Mitarbeitenden pflegen ein Skill-Profil im Employee Hub. Im Profil einer Person finden Führungskräfte und HR die Karte Ähnliche Personen mit Kolleginnen und Kollegen, deren Skill-Profile sich überschneiden – ein guter Ausgangspunkt für Tandems, Rotation und interne Mobilität. Erfassen Sie die Kompetenzen Ihres Teams, vergleichen Sie sie mit Soll-Profilen und besetzen Sie Projekte passend. Definieren Sie Rollen, Rollenfamilien und Karrierestufen und verbinden Sie sie mit Positionen, Vergütung und Skills. Smart Software für Top-Recruiting Recruitment Software Nutzen Sie KI für effizientes Recruiting Häufige Fragen zur internen Mobilität Was bedeutet interne Mobilität? Interne Mobilität heißt, Stellen mit Menschen zu besetzen, die bereits für Sie arbeiten – durch Wechsel, Rotation oder Beförderung. flair unterstützt Sie dabei, indem offene Stellen im Employee Hub sichtbar sind, Mitarbeiterempfehlungen erfasst werden und Führungskräfte und HR Skill-Daten sehen. Wo finden Mitarbeitende offene Stellen? Im Employee Hub unter Recruiting → Career Opportunities. Jede Stelle zeigt Beschreibung, Abteilung, Standort, Beschäftigungsart, Status und benötigte Skills. Dort können Mitarbeitende auch einen Empfehlungslink zur Stelle abrufen. Wie funktionieren Mitarbeiterempfehlungen in flair? Mitarbeitende öffnen eine Stelle im Employee Hub, wählen Get referrer link und senden den kopierten Link an eine Person aus ihrem Umfeld. Die Stelle muss dafür auf einem verbundenen Karriereportal veröffentlicht sein. Bewirbt sich die Person über den Link, verknüpft flair sie mit dem Empfehlungsgeber-Datensatz, sodass HR sieht, wer wen empfohlen hat. Wie gleicht flair Skills mit Stellen ab? Recruiter hinterlegen benötigte Skills an der Stelle in der flair Recruiting App. Auf Stellenseiten im Employee Hub erkennt das Skill-Match-Badge gleichwertige Skills wie React und React.js, auch wenn sie in unterschiedlichen Sprachen erfasst sind. Im Kandidatendatensatz werden Skills in passende, fehlende und weitere Skills gruppiert. Können wir eine Stellenbörse nur für Mitarbeitende betreiben? Ja. Über die Einstellung Allowed IP Ranges am Karriereportal in Salesforce beschränken Sie den Zugriff auf die Netzwerke, die Sie hinterlegen, etwa Ihr Büro oder das Firmen-VPN. Erlaubt sind IPv4- und IPv6-Adressen sowie CIDR-Bereiche. Bleibt das Feld leer, ist das Portal für alle erreichbar. --- ## Multiposting & Stellenanzeigen auf Jobbörsen | flair URL: https://flair.hr/de/multiposting > Stellen aus flair ausschreiben: Jobbörsen-Kampagnen über VONQ, Direct Apply, Stellen-Feed für LinkedIn Recruiter und kostenlose organische Verbreitung. Erreichen Sie Bewerbende auf den richtigen Jobbörsen Buchen Sie Jobbörsen-Kampagnen, erhalten Sie Bewerbungen direkt von der Jobbörse und spielen Sie offene Stellen an LinkedIn aus, alles aus der Stelle in flair Recruiting. Demo buchen Eine Stelle, viele Kanäle Veröffentlichen Sie einmal in flair und entscheiden Sie, wie weit jede Stelle reicht: bezahlte Kampagnen, Direct Apply, LinkedIn Recruiter oder kostenlose organische Verbreitung. Durchsuchen Sie empfohlene Jobbörsen mit Preis und Laufzeit, legen Sie sie in den Warenkorb und buchen Sie die Kampagne direkt an der Stelle. Direct Apply Bewerbende bewerben sich direkt auf der Jobbörse. flair legt die Kandidatin oder den Kandidaten an, hängt den Lebenslauf an und speichert die Antworten. LinkedIn Job Wrapping Ein XML-Feed importiert Ihre offenen Stellen etwa alle sechs Stunden in LinkedIn Recruiter, ohne manuelles Neuveröffentlichen. Organisches Job-Posting Verbreiten Sie veröffentlichte Stellen kostenlos über ein Netzwerk aus Jobbörsen und Partner-Websites, zusätzlich zu bezahlten Kampagnen. KI-Zusammenfassungen, Transkripte, AI Scores und Stellenbeschreibungen in flair Recruiting. Benutzerfreundliche Onboarding-Software für Mitarbeitende Onboarding Software Optimieren Sie Ihr Onboarding flair Advertising Multiposting-Kampagne in wenigen Klicks buchen Verbinden Sie flair Advertising mit einer Stelle und öffnen Sie den Jobbörsen-Katalog. flair empfiehlt Jobbörsen anhand von Kategorie, Branche und Standort der Stelle und zeigt Beschreibung, Preis und Laufzeit jeder Jobbörse, bevor Sie sie in den Warenkorb legen. - Katalogpreis über Ihr flair-Abonnement, kein separater VONQ-Vertrag - Status, Kosten und Klicks jeder Kampagne im Blick - Warnungen nur für Felder, die eine Jobbörse verlangt Bewerbung auf der Jobbörse Bewerbende bleiben auf der Jobbörse, die Daten landen in flair Mit Direct Apply schließen Bewerbende ihre Bewerbung direkt auf der Jobbörse ab, statt auf ein separates Formular weitergeleitet zu werden. Fügen Sie beim Checkout Screening-Fragen hinzu, und flair legt die Bewerbung mit Lebenslauf und Antworten an der Stelle an. - Screening-Fragen mit den Typen und Grenzen der jeweiligen Jobbörse - Phasenwechsel, Einstellungen und Absagen werden an die Jobbörse zurückgemeldet - Aktivierung pro Jobbörse durch Ihre Ansprechperson LinkedIn und kostenlose Verbreitung Offene Stellen dort zeigen, wo Bewerbende suchen Mit einem LinkedIn-Recruiter-Vertrag importiert LinkedIn Job Wrapping Ihre offenen flair-Stellen etwa alle sechs Stunden aus einem Feed Ihrer Karriereseite. Organisches Job-Posting verbreitet veröffentlichte Stellen kostenlos über ein Netzwerk aus Jobbörsen und Partner-Websites, geschlossene Stellen verschwinden automatisch aus dem Feed. - Bewerbungen werden mit ihrer Herkunft für Kanal-Auswertungen markiert - Organisches Posting pro Karriereseite deaktivieren oder einzelne Stellen ausschließen - Anzahl der Bewerbenden auf der Organic-Karte der Stelle Smart Software für Top-Recruiting Recruitment Software Nutzen Sie KI für effizientes Recruiting Erstellen Sie professionelle Karriereseiten in Minuten Ihre eigene Karriereseite Aktuelle Jobangebote teilen Alle Bewerber-E-Mails in einem Postfach direkt in flair. Häufig gestellte Fragen Brauche ich einen eigenen VONQ-Vertrag? Nein. Sie zahlen flair den Katalogpreis, abgerechnet über die Zahlungsmethode Ihres flair-Abonnements. Einen bestehenden LinkedIn-Vertrag können Sie über diesen Katalog nicht nutzen. Was passiert, wenn sich jemand per Direct Apply bewirbt? flair legt die Bewerbung an der Stelle an, hängt den Lebenslauf an und speichert die Antworten unter Screening questions (Direct Apply). Wenn Sie die Phase ändern, jemanden einstellen, absagen oder löschen, meldet flair das an die Jobbörse zurück. Welche Jobbörsen verlangen Direct Apply? Ab Ende August 2026 verlangen LinkedIn, Indeed, SEEK, Naukri, InfoJobs und einige weitere Jobbörsen Direct Apply auf Plattformebene. Ihre Ansprechperson aktiviert Direct Apply pro Jobbörse; bis dahin erscheinen die Optionen beim Checkout nicht. Worin unterscheiden sich LinkedIn Job Wrapping und organisches Posting auf LinkedIn? Job Wrapping importiert Ihre offenen Stellen etwa alle sechs Stunden in LinkedIn Recruiter und setzt einen LinkedIn-Recruiter-Vertrag voraus. Organisches Posting veröffentlicht Stellen über das einfache Job-Posting von LinkedIn, sobald ein Admin der Unternehmensseite es aktiviert. Nutzen Sie pro Karriereseite nur eines davon, um doppelte Anzeigen zu vermeiden. Kann ich eine Kampagne stoppen oder eine Stelle vom organischen Posting ausnehmen? Bezahlte Kampagnen lassen sich jederzeit stoppen, können danach aber nicht wiederhergestellt werden und werden trotzdem berechnet. Organisches Posting können Sie für eine ganze Karriereseite oder für einzelne Stellen deaktivieren, geschlossene Stellen entfernt flair automatisch aus dem Feed. --- ## HR-Software für Unternehmensgruppen & mehrere Gesellschaften | flair URL: https://flair.hr/de/hr-software-fuer-unternehmensgruppen > Gesellschaften, Payroll-Territorien, Sichtbarkeit und Employee Hubs je Gesellschaft in einer Salesforce-nativen HR-Plattform verwalten – mit flair. HR für Unternehmensgruppen Eine HR-Plattform für alle Gesellschaften Ihrer Gruppe Holding, Tochtergesellschaften, mehrere Länder: flair führt Mitarbeitende, Payroll-Daten und Berechtigungen aller Gesellschaften in einer Salesforce-Org – und jede Gesellschaft behält ihre eigenen Regeln. Demo buchen Gemacht für Konzernstrukturen Gesellschaften, Länder und Zugriffsregeln – einmal in Salesforce konfiguriert. Ordnen Sie jeden Arbeitsvertrag, jede Stelle und jede Bewerbung einer Gesellschaft zu und nutzen Sie diese in Freigaben, Dokumenten und der Entgeltlückenanalyse. Fassen Sie Mitarbeitende in Payroll-Territorien mit eigenem Land und eigener Währung zusammen und bereiten Sie Abrechnungen je Territorium vor. Sichtbarkeit je Gesellschaft Visibility Scopes legen fest, welche Mitarbeiterdatensätze ein Nutzer nach Abteilung, Standort oder Gesellschaft sieht. Ein Employee Hub je Gesellschaft Geben Sie jeder Marke oder Gesellschaft einen eigenen Employee Hub mit eigener Domain, Login-Seite und eigenem Logo. Personalverwaltung Software Mitarbeiterdaten, Dokumente, Workflows und Berechtigungen in einem Salesforce-nativen System. HR-Software für den Mittelstand Eine HR-Plattform für Recruiting, Zeiten, Abwesenheiten, Payroll-Vorbereitung und Entwicklung – auf Salesforce. Gesellschaften & Organisation Ihre Gruppenstruktur in einem System Legen Sie für jede Gesellschaft Ihrer Gruppe eine Entität an und ordnen Sie sie im Arbeitsvertrag zu. flair nutzt die Gesellschaft überall dort, wo Sie Daten trennen oder zusammenführen möchten – vom Organigramm und Positionsmanagement bis zu Freigaben und Dokumenten. - Berichtslinien über Teams, Abteilungen, Standorte und Gesellschaften hinweg - Freigaberichtlinien für eine ganze Gesellschaft statt für jeden einzelnen Standort - Unternehmensdokumente nur für die Mitarbeitenden einer Gesellschaft Payroll & lokale Regeln Lokale Regeln für jedes Land Richten Sie für jedes Land oder jede Region ein Payroll-Territorium mit eigener Währung ein und konfigurieren Sie die Abrechnung nach lokalem Recht. Feiertagskalender decken die Länder und Regionen ab, in denen Ihre Mitarbeitenden arbeiten. - Payroll-Territorien mit Land und Währung - Abrechnungsdokumente und Exporte je Territorium, inklusive DATEV für deutsche Territorien - Entgeltlückenanalyse für das gesamte Unternehmen oder je Gesellschaft Berechtigungen & Employee Hubs Der richtige Zugriff für jede Gesellschaft Salesforce-Berechtigungssätze steuern, was jede Rolle tun darf. Visibility Scopes schränken Datensätze zusätzlich nach Abteilung, Standort oder Gesellschaft ein, sodass lokale HR-Teams mit ihren eigenen Mitarbeitenden arbeiten. Jede Marke oder Gesellschaft kann aus derselben flair-Org einen eigenen Employee Hub betreiben. - Visibility Scopes nach Abteilung, Standort oder Gesellschaft - Eigene Employee Hubs mit eigener Domain, eigenem Logo und SSO - Karriereportale mit Stellen nach Standort, Abteilung und Gesellschaft HR-Software für global aufgestellte Unternehmen Entwickelt für internationale Unternehmen HR international organisieren Software zur Bestandsverwaltung Personalplanung einfacher gestalten Gehaltsabrechnung einfach und übersichtlich organisiert Damit Gehaltszahlungen jedes Mal reibungslos laufen Häufige Fragen zu HR für Unternehmensgruppen Wie bildet flair mehrere Gesellschaften ab? In flair ist jede Gesellschaft Ihrer Gruppe ein Entitätsdatensatz in Salesforce. Sie ordnen die Gesellschaft im Arbeitsvertrag und optional an Stellen und Bewerbungen zu. Alle Gesellschaften liegen in einer flair-Salesforce-Org, sodass gruppenweite Reports und gesellschaftsspezifische Prozesse auf denselben Daten beruhen. Können HR-Teams nur die Mitarbeitenden ihrer eigenen Gesellschaft sehen? Ja. Nachdem Berechtigungssätze den Zugriff auf die Datensätze gewähren, schränken Visibility Scopes diese nach Abteilung, Standort oder Gesellschaft ein. Nutzer mit „View All“- oder „Modify All“-Zugriff, etwa Systemadministratoren, werden durch Visibility Scopes nicht eingeschränkt. Kann jede Gesellschaft einen eigenen Employee Hub haben? Ja. Organisationen mit mehreren Marken oder Gesellschaften können aus einer flair-Salesforce-Org getrennte Employee Hubs betreiben. Jeder Hub hat eine eigene Domain, Login-Seite, ein eigenes Logo und eigene Zuordnungen zu Gesellschaften; Mitarbeitende landen automatisch im Hub ihrer Gesellschaft. Wie unterstützt flair die Abrechnung in mehreren Ländern? Sie legen je Land oder Region ein Payroll-Territorium mit eigenem Land und eigener Währung an und ordnen Mitarbeitende zu. flair bündelt die Mitarbeiterdaten für jeden Abrechnungslauf, erstellt Abrechnungsdokumente und verbindet sich mit Finanz- und Payroll-Anwendungen, zum Beispiel DATEV für deutsche Payroll-Territorien. Brauchen wir Salesforce, um flair zu nutzen? flair ist nativ auf Salesforce entwickelt und eignet sich besonders für Unternehmen, die Salesforce bereits nutzen. Unternehmen ohne Salesforce können flair trotzdem ohne Einschränkungen im Funktionsumfang nutzen: Wir richten eine Salesforce-Instanz ein, über die sie auf flair zugreifen. --- ## Personalverwaltung Software: digitale Personalakte & mehr | flair URL: https://flair.hr/de/personalverwaltung-software > Personalverwaltung Software für Stammdaten, digitale Personalakte, On- und Offboarding und Berechtigungen – nativ auf Salesforce, mit Employee Hub. Personalverwaltung Software Personalverwaltung Software: alle Mitarbeiterdaten an einem Ort Stammdaten, Verträge, Dokumente und Organisationsstruktur in einem System. HR behält die vollständige Historie, Mitarbeitende pflegen ihre Daten selbst im Employee Hub – und jede Änderung läuft über Ihre Freigaben. Demo buchen Weniger Verwaltung, mehr Überblick Der Kern Ihrer Personalarbeit, einmal sauber in Salesforce strukturiert. Stammdaten mit Historie Jede Änderung an Gehalt, Position, Kontaktdaten oder Führungskraft wird protokolliert – Änderungen lassen sich mit Stichtag planen. Digitale Personalakte Verträge, Bescheinigungen und Gehaltsabrechnungen je Mitarbeitendem ablegen, Abrechnungen gesammelt hochladen und Sichtbarkeit je Dokument festlegen. On- & Offboarding Wiederverwendbare Workflow-Vorlagen verteilen Aufgaben, Uploads, Datenabfragen und Unterschriften relativ zum Eintritts- oder Austrittsdatum. Zugriff unter Kontrolle Berechtigungssätze und Visibility Scopes schränken Datensätze nach Abteilung, Standort oder Gesellschaft ein. HR-Software für den Mittelstand Eine HR-Plattform für Recruiting, Zeiten, Abwesenheiten, Payroll-Vorbereitung und Entwicklung – auf Salesforce. HR-Software für Unternehmensgruppen HR für Unternehmensgruppen HR für mehrere Gesellschaften, Standorte und Länder in einer Salesforce-Org. Ein Datensatz pro Mitarbeitendem – immer aktuell flair führt Stammdaten, Teams, Abteilungen und Berichtslinien an einem Ort. Die Mitarbeiterhistorie zeigt jede Änderung als Liste oder Zeitleiste, und geplante Änderungen greifen zum richtigen Stichtag für Abrechnung und Reports. - Massenänderungen per CSV mit dem Data Import Wizard - Austrittsdatum statt Löschung – Aufbewahrungsfristen bleiben gewahrt - Fertige Reports und eigene Auswertungen Personalakte & Dokumente Die Personalakte ohne Papier Organisieren Sie Unternehmens- und Mitarbeiterdokumente in verschachtelten Ordnern. Mitarbeitende finden Gehaltsabrechnungen und Bescheinigungen im Employee Hub und sehen nur die Ordner, für die sie berechtigt sind. - Massen-Upload, der Gehaltsabrechnungen per Dateiname zuordnet - Verträge und Schreiben aus Word-Vorlagen mit flair-Daten - Elektronische Signatur mit flair eSign (Add-on) Employee Hub & Freigaben Mitarbeitende halten ihre Daten selbst aktuell Im Profil des Employee Hub sehen und ändern Mitarbeitende ihre Kontakt-, Bank- und Steuerdaten. Profiländerungen und Dokument-Uploads laufen über das Freigabe-Framework – bei Bedarf mehrstufig. - Profil, Dokumente, Inventar und Spesen an einem Ort - Organigramm mit Filtern nach Gesellschaft, Standort und Abteilung - Teamhistorie für Führungskräfte unter „Mein Team“ HR Dokumentenmanagement-Software Speichern, verwalten und teilen Sie wichtige Dokumente sicher Bessere Zusammenarbeit mit einem klaren Organigramm Organigramme in Echtzeit Unternehmensstruktur visualisieren Mitarbeiter:innen Hub Vereinfachen Sie tägliche HR-Aufgaben mit dem Self-Service Employee Hub für Zeiterfassung, Abwesenheitsanträge, Dokumente, Mitarbeiterengagement und vieles mehr. Häufige Fragen zur Personalverwaltung Software Was ist eine Personalverwaltung Software? Eine Personalverwaltung Software verwaltet die Mitarbeiterdaten, die ein Unternehmen täglich braucht: Stammdaten, Verträge, Personalakten, Organisationsstruktur, Ein- und Austritte. Sie ersetzt Excel-Listen und Papierakten durch ein System, das Änderungen nachvollziehbar speichert und regelt, wer was sehen darf. Können Mitarbeitende ihre Daten selbst pflegen? Ja. Im Employee Hub sehen und ändern Mitarbeitende ihre Kontakt-, Bank- und Steuerdaten. Die Änderungen laufen über das Freigabe-Framework, bevor sie gespeichert werden. Wie bildet flair die digitale Personalakte ab? Dokumente werden je Mitarbeitendem und in Unternehmensordnern mit Sichtbarkeitsregeln abgelegt. Gehaltsabrechnungen lassen sich gesammelt hochladen und per Dateiname zuordnen, Verträge aus Vorlagen erstellen und Dokumente mit flair eSign, einem kostenpflichtigen Add-on, unterschreiben. Was passiert mit den Daten, wenn jemand das Unternehmen verlässt? flair empfiehlt, ein Austrittsdatum zu setzen, statt den Datensatz zu löschen. Beim Offboarding werden Enddaten für Mitarbeitende, Arbeitszeitmodell, Abwesenheitsrichtlinien, Gehälter und wiederkehrende Vergütungen gesetzt – so werden Salden neu berechnet und Daten mit gesetzlichen Aufbewahrungsfristen bleiben erhalten. Brauchen wir Salesforce, um flair zu nutzen? flair ist nativ auf Salesforce entwickelt und eignet sich besonders für Unternehmen, die Salesforce bereits nutzen. Unternehmen ohne Salesforce können flair trotzdem ohne Einschränkungen im Funktionsumfang nutzen: Wir richten eine Salesforce-Instanz ein, über die sie auf flair zugreifen. --- ## Lohnrunde Software | flair URL: https://flair.hr/de/lohnrunde > Software für Lohnrunden: Automatisieren Sie Gehalts- und Merit-Reviews mit flair, steuern Sie Freigaben zentral und dokumentieren Sie transparent. Software für Lohnrunden Automatisierte Lohnrunden für transparente Entscheidungen Gestalten Sie Gehalts- und Merit-Prozesse effizient: Sammeln Sie Feedback, steuern Sie Genehmigungen zentral und sorgen Sie für eine transparente Dokumentation aller Vergütungsentscheidungen. Demo buchen Mehr Struktur und Kontrolle in jeder Lohnrunde flair unterstützt HR-Teams dabei, Gehaltsreviews effizient zu steuern. Automatisierte Workflows, klare Freigabeprozesse und zentrale Vergütungsdaten sorgen für transparente und nachvollziehbare Entscheidungen. Gehalts- und Merit-Zyklen Erstellen Sie Lohnrunden mit klaren Zeitplänen, Stichtagen, Teilnahmebedingungen und Budgetübersicht. Starke Genehmigungsprozesse Leiten Sie Empfehlungen an die richtigen Stakeholder weiter, bevor Gehaltsänderungen finalisiert werden. Steuern Sie, wer Gehaltsdaten, Führungskräfte-Inputs, Review-Status und finale Entscheidungen sehen darf. Automatisierte Workflows Reduzieren Sie manuelle Nachverfolgung durch automatische Statuswechsel, Benachrichtigungen und Übergaben. Software für Spesenmanagement Belege erfassen, Spesengruppen gemeinsam freigeben und Auslagen schneller erstatten. Software für Entgelttransparenz Bereiten Sie sich mit Entgeltanalysen, dokumentierten Arbeitnehmerkategorien und klaren Gehaltsbändern auf die EU-Entgelttransparenz vor. Lohnrunden zentral steuern Verwalten Sie Gehaltsrunden an einem Ort. flair verbindet Mitarbeiterdaten, Vergütungsinformationen und Freigabeprozesse, damit HR-Teams Budgets, Entscheidungen und Gehaltsanpassungen transparent steuern können. Salesforce Review Merit-Anpassungen in Salesforce prüfen Mit Salesforce-nativen Ansichten steuern Sie Vergütungsentscheidungen effizient und transparent. HR-Teams behalten Gehaltsbänder, Budgets, Empfehlungen und Anpassungen im Blick und können Entscheidungen jederzeit nachvollziehen. Manager Hub Führungskräfte aktiv einbeziehen Binden Sie Führungskräfte direkt in den Gehaltsreview-Prozess ein. Eine zentrale Oberfläche stellt die relevanten Informationen bereit, während sensible Vergütungsdaten nur den richtigen Personen zugänglich sind. Genehmigungen & Sichtbarkeit Vergütungsprozesse transparent gestalten Klare Freigabeprozesse, rollenbasierte Zugriffsrechte und automatisierte Workflows sorgen für nachvollziehbare Vergütungsentscheidungen. Alle Änderungen und Genehmigungen werden zentral dokumentiert und schaffen die Grundlage für mehr Transparenz im Vergütungsprozess. Gehaltsabrechnung einfach und übersichtlich organisiert Damit Gehaltszahlungen jedes Mal reibungslos laufen Flexible Software für Leistungsbeurteilungen Evaluieren Sie Ihre Top-Talente flair für Recruiter Gewinnen Sie effizient Top-Talente Häufige Fragen zu Lohnrunden Was ist eine Lohnrunde? Eine Lohnrunde ist ein strukturierter Prozess zur Planung und Freigabe von Gehaltsanpassungen. Dabei werden Budgets, Empfehlungen und Genehmigungen zusammengeführt, um fundierte Vergütungsentscheidungen zu treffen. flair unterstützt Unternehmen dabei, diesen Prozess transparent und effizient abzubilden. Können Führungskräfte an Lohnrunden teilnehmen? Ja. Führungskräfte können aktiv an Gehaltsrunden teilnehmen und fundierte Empfehlungen abgeben. Eine zentrale Oberfläche stellt alle relevanten Informationen bereit, während sensible Vergütungsdaten nur für autorisierte Personen sichtbar bleiben. Wie schafft flair die Grundlage für mehr Entgelttransparenz? flair schafft die Grundlage für mehr Entgelttransparenz durch strukturierte Vergütungsprozesse, klare Freigabewege und eine zentrale Dokumentation von Gehaltsentscheidungen. So werden Entscheidungen nachvollziehbarer, Prozesse transparenter und relevante Informationen jederzeit zugänglich. So steuern Sie Lohnrunden effizient mit flair Von der Empfehlung bis zur Freigabe: Erfahren Sie, wie flair alle Beteiligten, Prozesse und Daten in einer zentralen Lösung zusammenbringt. Demo anfragen Einblick in den Employee Hub und die Führungskräfte-Ansicht Strukturierte Gehaltsreviews und Freigabeprozesse Transparente Entscheidungswege und Dokumentation Nahtlose Verbindung mit Ihren HR-Daten --- ## Legal URL: https://flair.hr/de/legal > Rechtliche Dokumente von flair im Überblick: AGB, Bestellformular, Service Level Agreement, Datenschutzerklärung und SaaS-Leistungsbeschreibung. # Rechtliches - [Allgemeine Geschäftsbedingungen für Support- und Zusatzleistungen](/en/legal/terms-and-conditions-for-support-and-additional-services) - [Allgemeine Geschäftsbedingungen für SaaS](/en/legal/terms-and-conditions-for-saas) - [Allgemeine Geschäftsbedingungen für Implementierungsleistungen](/en/legal/terms-and-conditions-for-implementation-services) - [Bestellformular SaaS](/en/legal/flair-order-form-saas) - [Service Level Agreement für die flair.hr SaaS-Lösung](/en/legal/service-level-agreement-for-flair-hr-saas-solution) - [Datenschutzerklärung](/en/legal/privacy-policy) - [SaaS-Leistungsbeschreibung](/en/legal/saas-service-description) - [flair Auftragsverarbeitungsvertrag (DPA)](/de/legal/flair-dpa) - [Implementierungsbeschreibung](https://deserving-broccoli-594d4e06a7.media.strapiapp.com/flair_implementation_description_en_b330a084_d92ed57ca9.pdf) - [Premium- / Zusatzleistungen Service Level Agreement](https://deserving-broccoli-594d4e06a7.media.strapiapp.com/psla_service_level_agreement_for_premium_support_3083b973_1ee9e9d1ee.pdf) --- ## Brainstorming-Vorlage für Teams URL: https://flair.hr/de/flair-library/brainstorming-session-template > Kostenlose Brainstorming-Vorlage für Teams: Planen Sie Sessions Schritt für Schritt, sammeln und priorisieren Sie Ideen und machen Sie daraus Projektpläne. ## Planen Sie effektive Brainstorming-Sessions mit dieser Vorlage Mit dieser strukturierten Vorlage planen und gestalten Sie Brainstorming-Sessions einfach und effektiv. Sie fördert Kreativität und Zusammenarbeit. Sie unterstützt Teams dabei, Ideen gezielt zu entwickeln und zu strukturieren. ### Diese Vorlage enthält: ``` ``` - Schritt-für-Schritt-Anleitungen zur Planung und Durchführung von Brainstorming-Sessions - Methoden zur Ideenfindung, Kategorisierung und Priorisierung - Tipps, wie Sie kreative Ansätze in umsetzbare Projektpläne überführen **Jetzt herunterladen** und die Kreativität Ihres Teams fördern sowie Ideen erfolgreich umsetzen! ## Das erwartet Sie Die Vorlage ist ein ausfüllbares Google-Dokument, das Sie von der Vorbereitung bis zur Nachbereitung durch eine Brainstorming-Session führt: - **Titel und Ziel der Session:** Felder für den Namen der Session (z. B. „Ideen für die Marketingkampagne im zweiten Quartal“) und das konkrete Ziel. - **Vorbereitung:** eine Materialliste (Whiteboard oder Flipchart, Haftnotizen oder ein digitales Tool wie Miro oder Jamboard, Stifte) und Vorbereitungsschritte, etwa Ziel und Agenda vorab an alle Teilnehmenden zu schicken. - **Schritt 1 – Problem definieren (10–15 Minuten):** Herausforderung beschreiben und Hintergrundinformationen geben, mit Beispielfrage. - **Schritt 2 – Ideen sammeln (20–30 Minuten):** drei Methoden – Mindmapping, Schnellrunde mit 10-Minuten-Timer und Reverse Brainstorming – sowie Grundregeln: Keine Idee ist zu verrückt, und Kritik ist in dieser Phase tabu. - **Schritt 3 – Clustern und priorisieren (15–20 Minuten):** ähnliche Ideen gruppieren und jede Idee auf einer Skala von 1 bis 5 nach Umsetzbarkeit und Wirkung bewerten. - **Schritt 4 – Maßnahmen planen (10–15 Minuten):** die 2–3 besten Ideen auswählen und nächste Schritte mit Verantwortlichen festlegen. - **Nachbereitung:** Ergebnisse und Zeitplan mit allen teilen und Feedback einholen: Was hat gut funktioniert, welche Ideen lohnen sich noch? ### Die wichtigsten Punkte - Ziel und Agenda vor der Session verschicken. - Ideenfindung und Bewertung strikt trennen, damit Kritik die Kreativität nicht bremst. - Ideen nach Umsetzbarkeit und Wirkung bewerten, um objektiv zu priorisieren. - Die Session mit 2–3 Ideen und klaren Verantwortlichen beenden. Laden Sie die vollständige Vorlage unten herunter und planen Sie Ihre nächste Brainstorming-Session Schritt für Schritt. Guide herunterladen Nützliche Ressourcen für Ihren HR-Erfolg --- ## 7 Wege, Mitarbeiter langfristig zu binden URL: https://flair.hr/de/flair-library/employee-turnover-guide > Mitarbeiterbindung stärken: Der kostenlose Leitfaden zeigt sieben Wege, Fluktuation zu senken – von Recruiting und Onboarding bis zu Benefits und Teamevents. ## Schaffen Sie eine Kultur, die Mitarbeiterbindung stärkt Eine hohe Mitarbeiterbindung sorgt dafür, dass Top-Talente länger im Unternehmen bleiben und reduziert gleichzeitig Kosten für Recruiting und Einarbeitung. Dieser Leitfaden zeigt Ihnen sieben Maßnahmen zur Reduzierung der Fluktuation: - Optimierung Ihrer Recruiting- und Onboarding-Prozesse - Förderung der Weiterentwicklung Ihrer Mitarbeitenden - Attraktive Vergütung, Benefits und Teambuilding-Maßnahmen ## Das erwartet Sie Der Leitfaden beschreibt sieben Schritte, mit denen Sie die Fluktuation in Ihrem Unternehmen senken. Zum Einstieg eine Zahl des Work Institute: Fast 38 % der Beschäftigten kündigen innerhalb des ersten Jahres. - **1. Recruiting optimieren:** zutreffende Stellenanzeigen, ein einfacher Bewerbungsprozess, schnelle Rückmeldungen und Feedback. Laut Harvard Business Review gehen 80 % der Fluktuation auf Fehlbesetzungen zurück. - **2. Onboarding ansprechend gestalten:** strukturierte Workflows, automatische Erinnerungen und ein Pre-Onboarding-Portal, über das sich neue Mitarbeitende schon vor dem ersten Tag vorbereiten. Laut Brandon Hall Group steigert gutes Onboarding die Bindung neuer Mitarbeitender um 82 % und die Produktivität um mehr als 70 %. - **3. Attraktive Vergütung und Benefits:** Mitarbeitende befragen, welche Benefits ihnen wichtig sind, und Betriebszugehörigkeit belohnen, etwa mit zusätzlichen Urlaubstagen nach einer bestimmten Anzahl an Jahren. Laut Gallup war das Gehalt für 16 % der Befragten der Hauptgrund für die Kündigung. - **4. Gesunde Work-Life-Balance:** Höchstarbeitszeiten, Mindestpausen, Pausenerinnerungen und eine Schichtplanung, die übermäßige Überstunden verhindert. Laut Gallup ist eine bessere Work-Life-Balance für 62 % ein sehr wichtiges Kriterium bei der Jobwahl. - **5. Weiterentwicklung fördern:** regelmäßige, strukturierte Feedbackgespräche und der Abgleich von Vorgesetzten- und Selbsteinschätzung. Laut LinkedIn bleiben 94 % länger bei Arbeitgebern, die in ihre Entwicklung investieren. - **6. Karrierepfade aufzeigen:** Organisationsstruktur und offene Stellen transparent machen, um interne Wechsel und Nachfolge zu planen. - **7. Engagement hochhalten:** regelmäßige eNPS-Umfragen, Stimmungschecks und ausführliche Engagement-Befragungen, deren Ergebnisse Sie über die Zeit verfolgen. Gallup verbindet höheres Engagement mit 21 % höherer Profitabilität. ### Die wichtigsten Punkte - Mitarbeiterbindung beginnt bei der Candidate Experience. - Die ersten Wochen entscheiden – strukturieren und automatisieren Sie das Onboarding. - Fragen Sie nach, welche Benefits wirklich gewünscht sind. - Sichtbare Karrierewege halten ambitionierte Mitarbeitende im Unternehmen. Laden Sie den vollständigen Leitfaden unten herunter – mit Praxisbeispielen zu allen sieben Schritten. Jetzt Leitfaden herunterladen Alles für Ihren HR-Erfolg --- ## Vorlagen für Willkommens-E-Mails für erfolgreiches Onboarding URL: https://flair.hr/de/flair-library/employee-welcome-email-scripts > Vorlagen für Willkommens-E-Mails: Begrüßen Sie neue Mitarbeitende vor dem Start und am ersten Tag professionell – anpassbar an die Tonalität Ihres Unternehmens. ## Sorgen Sie mit diesen Willkommensmails für einen starken ersten Eindruck Erfolgreiches Onboarding beginnt mit einem herzlichen Empfang. Diese E-Mail-Vorlagen helfen Ihnen, klar, professionell und freundlich zu kommunizieren und neue Mitarbeitende erfolgreich durch die ersten Schritte zu begleiten. ### Dieses Toolkit enthält: - Sofort einsetzbare Vorlagen für E-Mails vor dem Start, am ersten Tag und für allgemeine Willkommensnachrichten - Anpassbare Templates, abgestimmt auf Tonalität und Werte Ihres Unternehmens - Tipps für die richtige Ansprache und ein reibungsloses Onboarding **Jetzt herunterladen** und Ihr Onboarding effizient gestalten – damit sich neue Mitarbeitende vom ersten Tag an willkommen fühlen! ## Das erwartet Sie Der Download enthält drei editierbare Vorlagen für Willkommensmails und fünf Tipps, wie Sie diese wirkungsvoll formulieren. **Tipps für gelungene Willkommensmails** - **Persönlich ansprechen:** mit Namen, Position und Team der neuen Mitarbeiterin oder des neuen Mitarbeiters. - **Klare Erwartungen setzen:** Arbeitsbeginn, Ort bzw. Zugangsdaten fürs Homeoffice und ein Überblick über den ersten Arbeitstag. - **Vorfreude zeigen** und deutlich machen, welchen Beitrag die Person leisten wird. - **Praktische Unterlagen mitschicken,** etwa Onboarding-Dokumente, Aufgaben vor dem Start oder hilfreiche Links. - **Ansprechperson nennen,** an die man sich mit Fragen wenden kann, und sagen, wer am ersten Tag empfängt. **Die drei Vorlagen** - **Allgemeine Willkommensmail:** bestätigt Position und Startdatum, gibt einen Ausblick auf den ersten Tag (z. B. Begrüßung im Team, IT-Einrichtung, Projektüberblick) und nennt eine Ansprechperson. - **E-Mail vor dem ersten Arbeitstag:** Startdatum und Uhrzeit, Büroadresse oder Zugangsdaten, was mitzubringen ist (z. B. ein Lichtbildausweis) und wie das Kennenlernen im Team abläuft. - **E-Mail am ersten Arbeitstag:** wen die neue Kollegin oder der neue Kollege wann und wo trifft, die ersten drei Programmpunkte und Extras wie ein gemeinsames Mittagessen. Alle Vorlagen arbeiten mit Platzhaltern in eckigen Klammern – Sie ergänzen nur Namen, Daten und Details. Die Vorlagen selbst sind auf Englisch. ### Die wichtigsten Punkte - Schicken Sie mehr als eine E-Mail: eine vor dem Start, eine am ersten Tag. - Organisatorisches gehört immer hinein – Uhrzeit, Ort oder Zugang, Mitzubringendes. - Nennen Sie eine konkrete Ansprechperson. Laden Sie die Vorlagen unten herunter und begrüßen Sie neue Mitarbeitende einheitlich und persönlich. Jetzt Leitfaden herunterladen Nützliche Ressourcen für Ihren HR-Erfolg --- ## Tipps zur optimalen Urlaubsplanung URL: https://flair.hr/de/flair-library/holiday-calendar-planning > Urlaubsplanung leicht gemacht: Der Leitfaden hilft, Teamkalender mit Feiertagen abzustimmen, Stoßzeiten zu meistern und Konflikte zu vermeiden. ## Tipps für eine erfolgreiche Urlaubsplanung Die Planung von Urlaubszeiten kann komplex sein – dieser Leitfaden macht es einfacher. Erfahren Sie, wie Sie Teamkalender abstimmen, Urlaubsanträge effizient verwalten und wichtige Termine im Blick behalten. ### Dieser Leitfaden enthält: ``` ``` - Strategien zur Abstimmung von Teamplänen mit gesetzlichen Feiertagen - Tipps für den Umgang mit Stoßzeiten und zur Vermeidung von Planungskonflikten - Eine Checkliste für die Urlaubsplanung und reibungslose Abläufe **Jetzt herunterladen** und Ihre Urlaubsplanung vereinfachen – für ein gut organisiertes Team das ganze Jahr über! ## Das erwartet Sie Der einseitige Leitfaden, ursprünglich für das Kalenderjahr 2025 erstellt, gliedert die Urlaubsplanung in vier Bereiche – für Ihre eigene Planung ebenso wie für die Abwesenheitsplanung im Team. Das Dokument ist auf Englisch. - **1. Feiertags-Checkliste:** Urlaub mit gesetzlichen Feiertagen kombinieren, um Brückentage und lange Wochenenden optimal zu nutzen. - **2. Vorlagen für die Vertretungsplanung:** den Betrieb auch in der Hauptreisezeit sichern, indem Sie - Aufgaben verteilen, - die Arbeitslast ausgleichen und - sicherstellen, dass genügend Personen anwesend sind, während andere im Urlaub sind. - **3. Tipps für das Urlaubsmanagement:** einen fairen und effizienten Prozess aufsetzen, indem Sie - Teampläne aufeinander abstimmen, - kritische Zeiträume mit Mindestbesetzung priorisieren und - Mitarbeitende zu frühzeitiger Planung ermutigen. - **4. Leitfäden für die Eventplanung:** Weihnachtsfeiern und Teamevents organisieren – mit - Schritt-für-Schritt-Checklisten, - Tipps zur Terminfindung rund um Feiertage und - Ideen, wie Sie das Team zusammenbringen. ### Die wichtigsten Punkte - Beginnen Sie mit dem Feiertagskalender und planen Sie Urlaub darum herum. - Legen Sie die Mindestbesetzung für kritische Zeiten fest, bevor Sie Urlaubsanträge genehmigen. - Bitten Sie um frühzeitige Urlaubsanträge, damit Überschneidungen rechtzeitig auffallen. - Planen Sie Teamevents mit Blick auf Feiertage und Ferienzeiten. Laden Sie den Leitfaden unten herunter – für einen kompakten Überblick über die Urlaubs- und Abwesenheitsplanung in Ihrem Team. Jetzt Leitfaden herunterladen Nützliche Ressourcen für Ihren HR-Erfolg --- ## 7 Gründe für HR mit Salesforce URL: https://flair.hr/de/flair-library/hr-on-salesforce > Warum HR auf Salesforce? Der kostenlose Leitfaden nennt sieben Gründe, HR-Daten und Recruiting-Prozesse auf der führenden Enterprise-Plattform zu bündeln. ## Die Enterprise-Plattform für Ihr HR Salesforce ist die weltweit führende CRM-Plattform – und weit mehr als das. Mit ihrer leistungsstarken Technologie und den vielseitigen Möglichkeiten wird sie zur zentralen Lösung für moderne HR- und Recruiting-Prozesse. Entdecken Sie sieben überzeugende Gründe, warum Sie Ihre HR-Daten und -Prozesse auf Salesforce bündeln sollten. ## Das erwartet Sie Die Infografik geht von einem typischen Problem aus: Viele HR-Abteilungen arbeiten mit einer zersplitterten Tool-Landschaft. Wichtige Daten liegen in Tabellen oder auf Papier, Prozesse verteilen sich auf isolierte Insellösungen – mit viel Verwaltungsaufwand und uneinheitlichen Personaldaten als Folge. Darauf aufbauend nennt sie sieben Gründe für HR auf Salesforce (Dokument auf Englisch): - **1. Eine zentrale Plattform:** Personaldaten liegen neben den übrigen Kernprozessen des Unternehmens – eine verlässliche Datenquelle statt vieler getrennter Systeme und Dateien. - **2. Automatisierung und KI:** Workflow-Regeln automatisieren HR-Prozesse von der Zeiterfassung bis zur Lohnabrechnung; Salesforce Einstein AI liefert Empfehlungen und Prognosen für HR-Entscheidungen. - **3. Flexibilität und Anpassbarkeit:** Eigene Workflows, Felder, Objekte und Regeln passen Prozesse an Teams, Standorte und Gesellschaften an – ohne Workarounds. - **4. Leistungsstarke Auswertungen:** Standard- und individuelle Reports sowie Dashboards machen HR-Kennzahlen sichtbar und ermöglichen datenbasierte Entscheidungen. - **5. Hohe Skalierbarkeit:** Salesforce hat über 150.000 Kunden, darunter Spotify, Amazon Web Services und T-Mobile, und skaliert deutlich besser als Tabellen oder Einzellösungen. - **6. Hohe Datensicherheit:** Verschlüsselung, Bedrohungserkennung, Audit Trails, rollenbasierte Zugriffsrechte und Disaster Recovery schützen sensible Personaldaten. - **7. Zahlreiche Integrationen:** Mehr als 3.000 Apps und Komponenten im AppExchange erleichtern die Anbindung an ERP-, Finanz- und weitere Unternehmenssoftware. ### Die wichtigsten Punkte - Verstreute HR-Tools kosten Zeit und erzeugen inkonsistente Daten – eine zentrale Plattform löst beides. - Automatisierung, Reporting und Berechtigungskonzept von Salesforce lassen sich direkt auf HR übertragen. - Wer HR dort betreibt, wo das übrige Unternehmen bereits arbeitet, vereinfacht Integrationen. Laden Sie die Infografik unten herunter – mit allen sieben Gründen auf einer Seite. Jetzt Leitfaden herunterladen Alles für Ihren HR-Erfolg --- ## Fragenkatalog für Interviews zur optimalen Bewerberauswahl URL: https://flair.hr/de/flair-library/interview-questions-toolkit > Fragenkatalog für Bewerbungsgespräche: Bewerten Sie Fähigkeiten, Teamarbeit, Problemlösung und kulturelle Passung mit Interviewfragen aus sechs Kategorien. ## Finden Sie die besten Talente mit den richtigen Interviewfragen Die richtigen Kandidaten finden beginnt mit den richtigen Fragen. Dieses umfassende Interview-Toolkit bietet Ihnen eine sorgfältig zusammengestellte Auswahl an Fragen, mit denen Sie Fähigkeiten, kulturelle Passung und Potenzial gezielt bewerten können. ### Dieses Toolkit enthält: - 6 Kategorien von Interviewfragen für strukturierte und aussagekräftige Gespräche - Fragen zur Bewertung von Fähigkeiten, Problemlösung, Teamarbeit und Führungskompetenz - Tipps zur Anpassung der Fragen an Ihre individuellen Anforderungen **Jetzt herunterladen** und die besten Talente gezielt auswählen! ## Das erwartet Sie Das Toolkit enthält 30 Interviewfragen in sechs Kategorien mit jeweils fünf Fragen sowie Hinweise zum Einsatz im Bewerbungsgespräch. Die Fragen selbst sind auf Englisch formuliert. - **Einstieg und beruflicher Werdegang:** z. B. „Was hat Sie an dieser Stelle und unserem Unternehmen angesprochen?“ oder „Wie passt die Position zu Ihren langfristigen Karrierezielen?“ - **Fachliche Kompetenzen:** z. B. „Erzählen Sie von einer Situation, in der Sie sich schnell eine neue Fähigkeit aneignen mussten.“ - **Problemlösung und analytisches Denken:** z. B. „Wie priorisieren Sie mehrere Aufgaben unter Zeitdruck?“ oder „Haben Sie bei der Arbeit schon einmal einen Fehler gemacht, und wie sind Sie damit umgegangen?“ - **Teamarbeit und Zusammenarbeit:** z. B. „Wie gehen Sie mit Konflikten im Team um?“ - **Führung und Eigeninitiative:** z. B. „Beschreiben Sie eine Situation, in der Sie ohne Aufforderung die Initiative ergriffen haben.“ oder „Wie gehen Sie beim Delegieren vor?“ - **Kulturelle Passung und Werte:** z. B. „In welchem Arbeitsumfeld können Sie Ihr Bestes geben?“ oder „Was bedeuten Diversität, Chancengleichheit und Inklusion für Sie im Berufsalltag?“ ### So setzen Sie die Fragen ein - **An die Stelle anpassen:** Nicht jede Frage passt zu jeder Position – wählen Sie pro Kategorie die relevanten aus. - **Gespräch strukturieren:** etwa mit Einstiegsfragen beginnen, dann fachliche Kompetenzen und zum Schluss die kulturelle Passung. - **Auf die Person eingehen:** Bei Einstiegspositionen zählt das Lernpotenzial, bei Senior-Rollen stehen Führung und Problemlösung im Vordergrund. - **Gesprächscharakter bewahren:** Nutzen Sie die Liste als Leitfaden, nicht als Skript, und stellen Sie Rückfragen. - **Profi-Tipp:** Kombinieren Sie die Fragen mit einem strukturierten Bewertungsschema, um alle Bewerbenden einheitlich und fair zu beurteilen. Laden Sie das vollständige Toolkit unten herunter – mit allen 30 Fragen in einem editierbaren Dokument. Jetzt Leitfaden herunterladen Alles für Ihren HR-Erfolg --- ## Vorlagen für überzeugende Stellenanzeigen URL: https://flair.hr/de/flair-library/job-description-script-templates > Vorlagen für Stellenanzeigen: Erstellen Sie klare, inklusive Stellenbeschreibungen für verschiedene Rollen und finden Sie schneller passende Talente. ## Die perfekte Stellenbeschreibung – schnell und einfach erstellt Stellenbeschreibungen müssen nicht zeitaufwendig sein. Diese editierbaren Vorlagen helfen Ihnen, klare und ansprechende Texte zu erstellen, um passende Kandidaten für Ihr Team zu gewinnen. ### Dieses Toolkit enthält: - Einfach nutzbare Vorlagen mit anpassbaren Abschnitten für alle wichtigen Informationen - Leitlinien für inklusive und wirkungsvolle Stellenbeschreibungen - Flexible Vorlagen für verschiedene Rollen und Branchen **Jetzt herunterladen** und schneller passende Kandidaten finden! ## Das erwartet Sie Der Download enthält drei Lückentext-Vorlagen für Stellenbeschreibungen. Alle folgen demselben Aufbau – Einleitung, Aufgaben, Anforderungen, Benefits und ein Abschnitt „Über uns“ – mit Beispieltexten in eckigen Klammern zum Ersetzen. Die Vorlagen sind auf Englisch. - **Allgemeine Stellenbeschreibung:** flexibel für die meisten Positionen. Beispiele sind „Marketingkampagnen entwickeln und umsetzen“, „mindestens drei Jahre Erfahrung im Marketing oder einem verwandten Bereich“ sowie Benefits wie flexibles oder hybrides Arbeiten, Weiterbildungsangebote und Gesundheitsleistungen. - **Stellenbeschreibung für Kreativrollen:** für Design- und Content-Positionen, etwa „einheitliches Markenbild in allen visuellen Materialien sicherstellen“, ein aussagekräftiges Portfolio und Erfahrung mit Tools wie Photoshop und Illustrator. Als Benefits werden kreative Freiräume, Zugang zu Tools wie Adobe Suite oder Canva sowie Mentoring oder Portfolio-Reviews vorgeschlagen. - **Stellenbeschreibung für technische Rollen:** für Entwicklungspositionen, z. B. „hochwertige Softwarelösungen entwickeln, testen und warten“, Kenntnisse in JavaScript, Python oder AWS sowie ausgeprägte Debugging- und Analysefähigkeiten. Jede Vorlage endet mit einem Aufruf zur Bewerbung und einem Abschnitt „Über uns“, in dem Sie Mission, Unternehmenskultur und Werte beschreiben. ### Die wichtigsten Punkte - Beschreiben Sie den Zweck der Stelle in einem Satz, bevor Sie Aufgaben auflisten. - Beschränken Sie Aufgaben und Anforderungen auf je drei konkrete Punkte. - Verknüpfen Sie jeden Benefit mit seinem Nutzen für Bewerbende, z. B. flexibles Arbeiten für eine bessere Work-Life-Balance. - Nutzen Sie „Über uns“ für Kultur und Werte, nicht nur für Ihr Produkt. Laden Sie die Vorlagen unten herunter und erstellen Sie einheitliche Stellenanzeigen für allgemeine, kreative und technische Positionen. Guide downloaden Alles für Ihren HR-Erfolg --- ## Vorlagen für strukturierte Meetings und Präsentationen URL: https://flair.hr/de/flair-library/meeting-agenda-slide-templates > Agenda-Vorlagen für Meetings und Präsentationen: Editierbare Google-Slides-Vorlagen für Teammeetings, Strategieplanung und Brainstormings mit klarer Struktur. ## Vorlagen für Tagesordnungen für produktive Meetings und Präsentationen Gestalten Sie Ihre Meetings effektiver mit diesen editierbaren Vorlagen. Sie sorgen für klare Kommunikation und helfen Ihnen, fokussierte und überzeugende Präsentationen zu gestalten. ### Dieser Leitfaden enthält: - Eine Struktur für klar aufgebaute und wirkungsvolle Meetings - Professionelle Agenda-Vorlagen für Präsentationen - Google-Slides-Vorlagen für Teammeetings, Strategieplanung und Brainstormings **Jetzt herunterladen** und Präsentationen erstellen, die Ihr Team auf Kurs halten und optimal abstimmen! ## Das erwartet Sie Der Download ist eine editierbare Google-Slides-Präsentation mit einer Anleitung für eine gute Tagesordnung auf einer Folie und drei Agenda-Layouts, die Sie in Ihre eigenen Präsentationen übernehmen können. Die Folien sind auf Englisch. **Rezept für eine wirkungsvolle Agenda – sechs Zutaten** - **Ziel:** Halten Sie fest, was das Meeting erreichen soll. - **Teilnehmende:** Listen Sie die relevanten Personen und ihre Rollen auf. - **Themen:** Priorisieren Sie Themen nach Relevanz und Dringlichkeit. - **Zeitplanung:** Geben Sie jedem Thema ein festes Zeitfenster. - **Vorbereitung:** Verschicken Sie Agenda und Unterlagen vorab. - **Nächste Schritte:** Schließen Sie mit Aufgaben und Verantwortlichkeiten ab. **Drei Agenda-Vorlagen** - **Zielorientiertes Layout:** Zielblöcke mit kurzen Beschreibungen und Platz für Ihr Logo. - **Themen-Layout:** drei nummerierte Themen mit jeweils einer Beschreibung. - **Visuelles Layout:** drei Überschriften mit Kurztext und je einem Bildplatzhalter. Alle Folien enthalten Platzhalter für Text, Bilder und Logo – Sie ergänzen nur Ihre Inhalte und Ihr Branding. ### Die wichtigsten Punkte - Formulieren Sie das Ziel des Meetings, bevor Sie Themen auswählen. - Planen Sie für jedes Thema ein Zeitfenster ein, damit das Meeting im Zeitplan bleibt. - Verschicken Sie Agenda und Unterlagen rechtzeitig. - Beenden Sie jedes Meeting mit klaren Aufgaben und Verantwortlichen. Laden Sie die Folienvorlagen unten herunter und geben Sie Ihrem nächsten Team- oder Strategiemeeting eine klare Struktur. Jetzt Leitfaden herunterladen Alles für Ihren HR-Erfolg --- ## Die neue Rolle von HR | flair URL: https://flair.hr/de/flair-library/neue-rolle-hr > Wie HR-Teams Entgelttransparenz schaffen, Gehaltsanpassungen datenbasiert planen und Budget-Szenarien vergleichen – das Infoblatt zur neuen Rolle von HR. ## Mehr Transparenz, bessere Entscheidungen, stärkere Lohnrunden. Die Anforderungen an moderne HR-Teams steigen: Entgelttransparenz, faire Gehaltsentscheidungen und eine belastbare Budgetplanung sind heute wichtiger denn je. Das vorgestellte Sheet zeigt, wie Unternehmen Gehaltsanpassungen datenbasiert planen, verschiedene Budget-Szenarien vergleichen und die Auswirkungen von 3 % oder 5 % Gehaltserhöhungen auf Kosten, Wettbewerbsfähigkeit und Personalstrategie transparent bewerten können. ## Das erwartet Sie Das einseitige Sheet richtet sich an Enterprise-Unternehmen und den großen Mittelstand. Es zeigt, warum die nächste Lohnrunde mehr ist als die Frage „Wer bekommt wie viel Prozent?“ – und welche Fragen HR mit dem Entgelttransparenzgesetz datenbasiert beantworten können muss: - Wer verlässt das Unternehmen oder geht in Rente? - Welche Rollen brauchen wir zukünftig wirklich? - Wie unterscheiden sich Planstellen und Iststellen? - Welche Auswirkungen haben 3 % bzw. 5 % Gehaltserhöhung auf das Gesamtbudget und die Budgetplanung? - Wie lassen sich individuelle Gehaltsanpassungen fair und nachvollziehbar berechnen? - Wo liegt das Gehalt einer Person innerhalb des Unternehmens und im Branchenvergleich? ### Beispielrechnung: 3 % oder 5 %? Auf den ersten Blick wirken 2 Prozentpunkte Unterschied überschaubar. Das Sheet zeigt an einem Beispielunternehmen mit 1.234 Mitarbeitenden, was sie bedeuten: - **Gesamtbudget:** 12,45 Mio. € bei 3 % gegenüber 13,27 Mio. € bei 5 % – ein Plus von 0,82 Mio. €. - **Gehaltserhöhungen:** 8,67 Mio. € gegenüber 9,63 Mio. € (+0,96 Mio. €). - **Nebenkosten:** 2,01 Mio. € gegenüber 2,23 Mio. € (+0,22 Mio. €). - **Neueinstellungen:** in beiden Szenarien 1,77 Mio. €. Betroffen sind laut Sheet Budgets, Hiring-Pläne, interne Fairness, Wettbewerbsfähigkeit und zukünftige Stellenbesetzungen. Ergänzend zeigt ein Gehaltsbenchmarking, wo ein Beispielgehalt von 68.500 € in der Verteilung (10 %, 25 %, Median, 75 %, 90 %) liegt. ### Die Bausteine Stellenplanung, Gehaltsbänder, Budgetplanung, Szenario-Simulation und transparente Entscheidungen – damit sich Erhöhungsszenarien vor jeder Lohnrunde planen und vergleichen lassen. Laden Sie das vollständige Sheet unten herunter, um die Szenarien und das Gehaltsbenchmarking im Überblick zu sehen. Lade dir das Infoblatt herunter Hilfreiche Ressourcen für deinen HR-Erfolg --- ## Erfolgreich einstellen mit den richtigen Angebotsmails URL: https://flair.hr/de/flair-library/offer-letter-template-and-email-scripts > Vorlagen für Angebotsschreiben und Angebotsmails: Versenden Sie Jobangebote an Voll- und Teilzeitkräfte oder Praktikant:innen professionell und reibungslos. ## Vereinfachen Sie Ihren Einstellungsprozess mit Vorlagen für Angebots­schreiben Gestalten Sie Ihren Recruiting-Prozess einfacher – mit dieser umfassenden Sammlung an Vorlagen für Angebots­schreiben und E-Mail-Texte. Ob Vollzeitkräfte, Teilzeitmitarbeitende oder Praktikant:innen: Diese Vorlagen helfen Ihnen, einen professionellen und reibungslosen Ablauf zu schaffen. ### Dieser Leitfaden enthält: - E-Mail-Vorlagen für den professionellen Versand von Jobangeboten - Eine anpassbare Vorlage für Angebotsschreiben **Jetzt herunterladen** und Ihren Einstellungsprozess optimieren sowie einen starken ersten Eindruck hinterlassen! ## Das erwartet Sie Der Download enthält drei E-Mail-Vorlagen für Jobangebote und eine vollständige Vorlage für ein Angebotsschreiben – alle mit Platzhaltern in eckigen Klammern. Die Vorlagen sind auf Englisch und orientieren sich an internationalen Gepflogenheiten; prüfen Sie Inhalte wie Benefits vor dem Einsatz in Deutschland, Österreich oder der Schweiz. **E-Mail-Vorlagen** - **Vollzeitstelle:** Startdatum, Art der Beschäftigung, Vergütung (Jahresgehalt oder Stundenlohn und Auszahlungsrhythmus) und Benefits sowie die Bitte, das angehängte Angebot bis zu einer Frist zu unterschreiben. - **Teilzeit- oder Projektvertrag:** Startdatum, Vertragsart, Stundensatz oder Pauschalhonorar, erwartete Wochenstunden bzw. Projektdauer und zentrale Leistungen – mit dem Hinweis, dass Freelancer selbst für Steuern und Absicherung verantwortlich sind. - **Praktikum:** Startdatum, Dauer, Wochenarbeitszeit, Vergütung (oder Hinweis auf ein unbezahltes Praktikum), Betreuungsperson und eine kurze Aufgabenbeschreibung. **Vorlage für das Angebotsschreiben** - **Briefkopf:** Firmenlogo, Datum, Name und Adresse der Kandidatin oder des Kandidaten. - **Position:** Stellenbezeichnung, Abteilung, Startdatum und direkte Führungskraft. - **Vergütung:** Einstiegsgehalt pro Jahr, Monat oder Stunde sowie mögliche Boni oder Provisionen. - **Benefits:** z. B. Kranken- und Zusatzversicherungen, Altersvorsorge und bezahlter Urlaub. - **Bedingungen:** Voraussetzungen für das Angebot, eine Vertraulichkeitsvereinbarung und weitere nötige Vereinbarungen. - **Annahme:** Frist für die Rücksendung sowie Unterschriften- und Datumsfeld. ### Die wichtigsten Punkte - Nennen Sie Startdatum, Vergütung und Beschäftigungsart direkt in der E-Mail. - Setzen Sie immer eine Frist für die Annahme. - Verwenden Sie für Freelancer und Praktikant:innen eigene Vorlagen, da die Konditionen abweichen. Laden Sie die Vorlagen unten herunter, um Jobangebote für Vollzeit, Teilzeit, Projektverträge und Praktika einheitlich zu formulieren. Jetzt Leitfaden herunterladen Alles für Ihren HR-Erfolg --- ## Klassische Zeiterfassung: Methoden und Vorteile URL: https://flair.hr/de/flair-library/physical-time-tracking > Klassische Zeiterfassung im Überblick: Der Leitfaden erklärt die Kosten ineffizienter Erfassung, drei physische Methoden und die Vorteile integrierter Lösungen. ## Die zuverlässigste Methode zur Zeiterfassung Die Erfassung der Arbeitszeiten ist unerlässlich – doch wie genau sind Ihre Daten? Vergessene Stempelzeiten sowie Fehler bei der Eingabe oder Berechnung können schnell zu ungenauen Aufzeichnungen und falschen Abrechnungen führen. Dieser Leitfaden zeigt effektive Lösungen zur Zeiterfassung auf Basis der tatsächlichen Anwesenheit. Er umfasst: - Die Kosten ineffizienter Zeiterfassung - 3 Methoden der physischen Zeiterfassung - Die Vorteile integrierter Lösungen für die physische Zeiterfassung ## Das erwartet Sie Das Factsheet behandelt die physische Zeiterfassung: Hardware zum Ein- und Ausstempeln in Kombination mit Software, die die Daten speichert und auswertet. Es besteht aus vier Teilen (Dokument auf Englisch): - **Was ineffiziente Zeiterfassung kostet:** Manuelle Methoden wie Excel-Tabellen, Stempelkarten oder Papier führen zu - **Fehlern** – vergessene Pausen und falsch berechnete Stunden; laut einer zitierten Umfrage würden 49 % der Beschäftigten nach nur zwei Fehlern in der Gehaltsabrechnung kündigen (HR Daily Advisor), - **Arbeitszeitbetrug** – aufgerundete Stunden, nicht erfasste Pausen oder „Buddy Punching“, also Stempeln für Kolleg:innen; das kann bis zu 7 % des jährlichen Bruttogewinns kosten (Workpuls), - **Produktivitätsverlust** – 50 % der Fachkräfte empfinden manuelle Eingaben und Korrekturen als zeitaufwendigsten Teil der Zeiterfassung (Deloitte), - **fehlender Transparenz** – Stunden lassen sich kaum Kunden oder Projekten zuordnen. - **Drei Methoden der physischen Zeiterfassung:** - **RFID:** Stempeln per Transponder, Ausweis oder Karte. - **Biometrisch:** Fingerabdruck oder Gesichtserkennung – sehr schwer zu manipulieren. - **Touchscreen-Terminals:** Eingabe einer PIN auf einem Tablet am Eingang. - **Vier zentrale Vorteile:** verlässlichere Daten, weil die Person anwesend sein muss, keine manuelle Eingabe, einfacherer Nachweis der Einhaltung von Arbeitszeit- und Pausenregeln sowie Anbindung an Anwesenheit, Schichtplanung und Export in die Lohnabrechnung. - **Methoden kombinieren:** wie sich Browser-, App- und projektbezogene Zeiterfassung mit Fingerabdruck, RFID und Terminal für Büro, Homeoffice und hybride Teams verbinden lassen. ### Die wichtigsten Punkte - Tabellen sind schnell eingerichtet, werden mit wachsendem Team aber teuer und unzuverlässig. - Physisches Stempeln verknüpft die Zeiterfassung mit tatsächlicher Anwesenheit. - Den größten Zeitgewinn bringt die Integration mit Schichtplanung und Lohnabrechnung. Laden Sie das vollständige Factsheet unten herunter – mit allen Details zu den Methoden der physischen Zeiterfassung. Jetzt herunterladen Alles für Ihren HR-Erfolg --- ## Remote Work: Produktivität einfach steigern URL: https://flair.hr/de/flair-library/remote-work-cheat-sheet > Remote-Work-Spickzettel: Praktische Tipps für mehr Fokus im Homeoffice, einen ergonomischen Arbeitsplatz und bessere Kommunikation in verteilten Teams. ## Mehr Produktivität im Homeoffice Erfolgreiches Arbeiten im Homeoffice erfordert die richtigen Strategien, um organisiert und effizient zu bleiben. Von der Reduzierung von Ablenkungen bis hin zur optimalen Gestaltung Ihres Arbeitsplatzes – dieser Spickzettel bietet praktische Tipps für den Arbeitsalltag im Remote-Umfeld. ### Dieser Leitfaden enthält: - Bewährte Methoden für mehr Fokus und Produktivität - Tipps für einen ergonomischen und effizienten Arbeitsplatz - Strategien für bessere Kommunikation und Zusammenarbeit in Remote-Teams **Jetzt herunterladen** und Ihre Homeoffice-Routine optimieren sowie Ihre Ziele sicher erreichen! ## Das erwartet Sie Der Spickzettel bündelt 18 praktische Tipps für das Arbeiten im Homeoffice in sechs Bereichen (Dokument auf Englisch): - **1. Arbeitsplatz einrichten:** einen festen Arbeitsplatz schaffen (das Bett zählt nicht), für Tageslicht oder eine gute Lampe sorgen und Lärm mit Noise-Cancelling-Kopfhörern oder weißem Rauschen ausblenden. - **2. Tagesablauf strukturieren:** jeden Tag zur gleichen Zeit beginnen und aufhören, mit der Pomodoro-Technik arbeiten (25 Minuten Arbeit, 5 Minuten Pause) und sich jede Stunde kurz dehnen oder bewegen. - **3. Konzentriert bleiben:** Benachrichtigungen bei konzentrierter Arbeit stummschalten, jeden Morgen 3 Hauptaufgaben festlegen und sich nach jeder erledigten Aufgabe belohnen. - **4. Kommunikation:** Zeitzonen der Kolleg:innen respektieren, in virtuellen Meetings die Kamera einschalten und bei Fragen das Team ansprechen, statt allein zu grübeln. - **5. Spaß nicht vergessen:** virtuelle Kaffeepausen einplanen, Online-Quiz oder Multiplayer-Spiele fürs Teambuilding nutzen und kleine Erfolge mit dem Team feiern. - **6. Profi-Tipps:** den eigenen Arbeitsablauf flexibel anpassen, regelmäßige Check-ins mit Kolleg:innen oder Freunden einplanen, um Isolation zu vermeiden, und sich richtig anziehen – das kann das Selbstvertrauen stärken. ### Die wichtigsten Punkte - Ein fester Arbeitsplatz und feste Arbeitszeiten trennen Beruf und Privatleben. - Kurze, regelmäßige Pausen erhalten die Konzentration besser als lange Arbeitsblöcke. - Beschränken Sie sich auf drei Prioritäten pro Tag. - Remote-Teams brauchen bewusst geplanten sozialen Austausch. Laden Sie den vollständigen Spickzettel unten herunter und haben Sie alle 18 Tipps im Homeoffice griffbereit. Jetzt Leitfaden herunterladen Steigern Sie Ihre Produktivität im Homeoffice mit umsetzbaren Tipps und Strategien! Dieser Spickzettel hilft Ihnen, fokussiert, organisiert und erfolgreich zu bleiben. Jetzt bei flair herunterladen. --- ## So funktioniert HR-Zusammenarbeit URL: https://flair.hr/de/flair-library/team-collaboration-guide > HR-Zusammenarbeit neu denken: Erfahren Sie im kostenlosen Leitfaden, wie HR-Teams kollaborative Arbeitskulturen in Zeiten von Remote Work mitgestalten können. ## Teams besser zusammenarbeiten lassen Dank moderner Technologien gibt es heute mehr Möglichkeiten zur Zusammenarbeit als je zuvor. Gleichzeitig wächst mit der Zunahme von Remote Work der Bedarf, die Zusammenarbeit mit Kolleg:innen neu zu denken. In diesem Leitfaden zeigen wir, wie HR-Teams diesen Wandel hin zu kollaborativeren Arbeitskulturen aktiv mitgestalten können – und welche Rolle Software dabei spielt. ## Das erwartet Sie Der Leitfaden zeigt, wie HR die Zusammenarbeit über Abteilungen und Standorte hinweg fördern kann und welche Rolle Software dabei spielt. Er gliedert sich in fünf Kapitel (Dokument auf Englisch): - **Kolleg:innen vernetzen:** Wachsen Teams und ändern sich Arbeitsweisen, wird die Abstimmung zwischen Abteilungen und Standorten schwieriger – oft soll HR diese Lücken schließen. - **Die neue Rolle von HR:** HR kümmert sich nicht mehr nur um Lohnabrechnung und Personalakten, sondern gestaltet Unternehmenskultur und Zusammenarbeit aktiv mit. Zitiert werden ICW (Zusammenarbeit kann die Kundenzufriedenheit um 41 % steigern) und Gartner (die Nutzung von Collaboration-Tools stieg zwischen 2019 und 2021 um 44 %). - **Fünf typische Hürden für HR-Teams:** verteilte Teams durch Hybrid- und Remote-Arbeit, Informationsflut durch zu viele Apps und Benachrichtigungen, Wissenssilos, die beim Weggang erfahrener Mitarbeitender verloren gehen, fehlende Abstimmung über Teams und Hierarchieebenen hinweg sowie Zeitdruck durch Verwaltungsaufgaben. - **Wie Apps Zusammenarbeit unterstützen:** Eine Tabelle überträgt acht Collaboration-Funktionen auf HR – Kommentare direkt am Inhalt (z. B. an Stundenzetteln, Urlaubsanträgen und Mitarbeitergesprächen), Video- und Bildschirmaufnahmen, Workflows, Integrationen wie Slack und DocuSign, Dokumentenmanagement, rollenbasierte Zugriffsrechte, gemeinsame Abwesenheitskalender und Benachrichtigungen – jeweils mit ihrem Nutzen. - **Fünf Bereiche, in denen HR-Software die Zusammenarbeit verbessert:** Recruiting mit HR, Teamleitungen und Mitarbeitenden in der Bewertung, Onboarding-Workflows, schlanke Genehmigungen für Abwesenheiten, Spesen und Stundenzettel, transparente Ziele mit 360-Grad-Feedback sowie Mitarbeiterbefragungen für Feedback in beide Richtungen. ### Die wichtigsten Punkte - Weniger Apps und gebündelte Benachrichtigungen verringern die Informationsflut. - Kommentare direkt am Antrag oder Dokument beschleunigen Genehmigungen. - Ein gemeinsamer Abwesenheitskalender erleichtert die Teamplanung. - Dokumentiertes Wissen bleibt im Unternehmen, auch wenn erfahrene Mitarbeitende gehen. Laden Sie den vollständigen Leitfaden unten herunter – mit der kompletten Funktionstabelle und Praxisbeispielen. Jetzt Leitfaden herunterladen Erfolgreiches HR – einfach gemacht --- ## Homeoffice-Checkliste für mehr Produktivität URL: https://flair.hr/de/flair-library/work-from-home-setup-checklist > Homeoffice-Checkliste zum Ausdrucken: Richten Sie Ihren Arbeitsplatz komfortabel und produktiv ein – mit Tipps zu Ergonomie, Beleuchtung, Technik und Fokus. ## Optimieren Sie Ihren Arbeitsplatz mit dieser Homeoffice-Checkliste Schaffen Sie die besten Voraussetzungen für erfolgreiches Arbeiten im Homeoffice – mit dieser leicht verständlichen Checkliste. Sie hilft Ihnen dabei, einen komfortablen, effizienten und störungsfreien Arbeitsplatz einzurichten. Die druckbare Vorlage deckt alle wichtigen Aspekte ab. ### Diese Checkliste enthält: - 4 zentrale Bereiche für ein produktives Setup: Komfort, Technik, Fokus und Organisation - Tipps zur ergonomischen Einrichtung von Möbeln und optimaler Beleuchtung - Hinweise zur Optimierung Ihrer Internetverbindung und digitalen Tools für Remote Work **Jetzt herunterladen** und das ideale Homeoffice einrichten – für mehr Produktivität! ## Das erwartet Sie Die Checkliste zum Ausdrucken umfasst 16 Punkte für ein produktives Homeoffice in vier Bereichen (Dokument auf Englisch): - **1. Ergonomie** - Stuhl: ein verstellbarer, ergonomischer Bürostuhl, der Ihre Haltung unterstützt. - Schreibtisch: ein höhenverstellbarer Tisch für den Wechsel zwischen Sitzen und Stehen. - Tastatur und Maus: ergonomisches Zubehör, das die Handgelenke entlastet. - Bildschirm: auf Augenhöhe, um Nackenverspannungen vorzubeugen. - **2. Technik** - Schnelles Internet: eine stabile, schnelle Verbindung. - Mehrere Bildschirme: mehr Arbeitsfläche für mehr Produktivität. - Kabelmanagement: Kabelorganizer für einen aufgeräumten Arbeitsplatz. - Notstrom: eine USV oder ein Überspannungsschutz, der Geräte bei Stromausfällen schützt. - **3. Konzentrierte Arbeitsumgebung** - Ordnung: Organizer und wenig Deko. - Pflanzen: für bessere Luft und mehr Wohlbefinden. - Inspirationsboard: Ziele, Leitsätze oder ein Vision Board. - Schallschutz: Noise-Cancelling-Kopfhörer gegen Ablenkung. - **4. Beleuchtung** - Tageslicht: Schreibtisch in Fensternähe. - Arbeitsleuchte: eine Schreibtischlampe mit einstellbarer Helligkeit. - Blaulicht: eine Blaulichtfilterbrille für lange Bildschirmzeiten. ### Die wichtigsten Punkte - Beginnen Sie mit der Ergonomie: Stuhl, Tischhöhe und Bildschirmposition zählen an langen Arbeitstagen am meisten. - Schützen Sie Ihre Technik mit Überspannungsschutz oder USV. - Stellen Sie den Schreibtisch ans Fenster und ergänzen Sie eine dimmbare Arbeitsleuchte. Laden Sie die Checkliste unten herunter, drucken Sie sie aus und haken Sie beim Einrichten Ihres Homeoffice Punkt für Punkt ab. Unseren Leitfaden herunterladen Erfolgreiches HR – einfach gemacht --- ## Leitfaden zur verpflichtenden Zeiterfassung in der EU URL: https://flair.hr/de/flair-library/madatory-time-tracking > Leitfaden zur Zeiterfassungspflicht in der EU: Anforderungen, Methoden im Vergleich und die Vorteile digitaler Zeiterfassung kompakt erklärt. ## EU-Arbeitszeitregelungen Unternehmen in der Europäischen Union sind verpflichtet, die Arbeitszeiten ihrer Mitarbeitenden detailliert zu erfassen. Die Dokumentation in Tabellen oder auf Papier ist jedoch zeitaufwendig und fehleranfällig. Digitale Zeiterfassung vereinfacht nicht nur die Einhaltung der Vorgaben, sondern bietet auch zahlreiche Vorteile für Ihre Mitarbeitenden. Dieser Leitfaden enthält: - Eine Zusammenfassung der Anforderungen der EU-Regelungen - Einen Vergleich verschiedener Methoden zur Zeiterfassung - Eine Übersicht der Vorteile digitaler Zeiterfassungssysteme ## Das erwartet Sie Der Leitfaden erklärt, was die Pflicht zur Arbeitszeiterfassung in der EU für Arbeitgeber bedeutet. Er umfasst fünf Abschnitte (Dokument auf Englisch): - **Anforderungen des Urteils:** Im Mai 2019 hat der Europäische Gerichtshof (EuGH) entschieden, dass Arbeitgeber ein „objektives, verlässliches und zugängliches System“ einrichten müssen, das die tägliche Arbeitszeit und die Pausen jeder Person erfasst. Mitarbeitende müssen Zugriff auf ihre eigenen Daten haben; eine bestimmte Methode oder Technik ist nicht vorgeschrieben – Software und manuelle Aufzeichnungen sind gleichermaßen möglich. - **EU-Arbeitszeitrichtlinie (seit 2004 in Kraft):** höchstens 48 Wochenstunden inklusive Überstunden im Durchschnitt über vier Monate, mindestens 11 Stunden ununterbrochene tägliche Ruhezeit, mindestens 24 Stunden wöchentliche Ruhezeit im Schnitt über zwei Wochen und eine Pause bei mehr als 6 Stunden Arbeit pro Tag. - **Ausnahmen und nationale Unterschiede:** Ruhezeiten können verschoben werden, wenn ständige Anwesenheit nötig ist (z. B. Krankenhäuser, Feuerwehr, Landwirtschaft). Eine Tabelle zeigt Mindestpausen nach Land, etwa Deutschland 30 Minuten, Österreich 30, Schweiz 30 (nach 7 Stunden), Frankreich 20, Italien 10 Minuten. - **Vorteile und Sanktionen:** Gesundheitsschutz, nachprüfbare Aufzeichnungen, korrektere Lohnabrechnung und bessere Work-Life-Balance. Bei Verstößen drohen in Frankreich Bußgelder bis zu 2.000 € je betroffener Person, in Deutschland bis zu 30.000 €, dazu Rechtsstreitigkeiten und Reputationsschäden. - **Fünf Methoden im Vergleich:** Papier, Stempeluhr, Tabellenkalkulation, physische Zeiterfassung (Terminals, RFID- oder Barcode-Scanner, Fingerabdruck- oder Gesichtserkennung) und App-basierte Zeiterfassung – jeweils mit Vor- und Nachteilen. ### Die wichtigsten Punkte - Das System muss objektiv, verlässlich und für Mitarbeitende zugänglich sein. - Erfasst werden müssen auch Pausen, nicht nur Beginn und Ende. - Pausenregeln unterscheiden sich je Land – bei mehreren Standorten brauchen Sie lokale Einstellungen. Laden Sie den vollständigen Leitfaden unten herunter – mit Ländertabelle und dem kompletten Methodenvergleich. Der Leitfaden dient nur der Information und ist keine Rechtsberatung. Jetzt Leitfaden herunterladen Alles für Ihren HR-Erfolg --- ## Kündigung Formulierungsvorlage | flair URL: https://flair.hr/de/flair-library/kuendigungsschreiben > Die Vorlage ist für Arbeitgeber:innen, die sichergehen wollen, dass sie alle wichtigen Punkte für ihr Kündigungsschreiben berücksichtigt haben. ## Was enthält die Vorlage? Die Vorlage ist für Arbeitgeber:innen, die sichergehen wollen, dass sie alle wichtigen Punkte für ihr Kündigungsschreiben berücksichtigt haben. Zudem kannst Du effektiv Zeit sparen, da die Vorlage ein komplett ausformuliertes Schreiben darstellt, in dem nur noch die persönlichen Daten eingesetzt werden müssen. ## Das erwartet dich - **Fertig formuliertes Kündigungsschreiben** für die ordentliche Kündigung durch den Arbeitgeber, mit Platzhaltern für Namen, Daten und Fristen - **Optionale Bausteine** für die Anhörung des Betriebsrats, Freistellung, Resturlaub und die Rückgabe von Firmeneigentum - **Hinweis zur Arbeitsuchendmeldung** bei der Agentur für Arbeit (§ 38 SGB III) - **Empfangsbestätigung**, mit der du den Zugang der Kündigung nachweist - **Checkliste** zu Schriftform (§ 623 BGB), Kündigungsfristen (§ 622 BGB), Betriebsrat und Sonderkündigungsschutz - **Hinweise für Österreich und die Schweiz** zu Form und Fristen HR Admin Lade dir die Vorlage herunter Hilfreiche Ressourcen für deinen HR-Erfolg --- ## flair Roadmap: woran wir arbeiten URL: https://flair.hr/de/roadmap > Woran das flair Team gerade arbeitet, was als Nächstes kommt und was zuletzt erschienen ist. Die Prioritäten richten sich nach unseren Kunden. flair Roadmap Woran wir gerade arbeiten, was als Nächstes kommt und was wir zuletzt veröffentlicht haben. Unsere Prioritäten überprüfen wir regelmäßig anhand der Bedürfnisse unserer Kunden. Bewerbende sehen ihren Bewerbungsstatus, schreiben HR und erledigen Pre-Onboarding-Aufgaben, ganz ohne Passwort. Gehaltsreporting und Budgetplanung Gehaltsbudgets pro Position planen und die Ausgaben im Blick behalten. Schichtplanung für große Teams Schnellere Planung für große Standorte, Regelprüfungen und Schichttausch. Mehrere Gesellschaften, sauber abgebildet Gesellschaften werden fester Teil der Organisationsstruktur: Positionen, Organigramm und Datentrennung pro Firma. flair erkennt Lücken bei der Entgelttransparenz, Überstunden und andere HR-Risiken, bevor sie zum Problem werden. Automatische Schichtplanung Der Schichtplaner schlägt einen kompletten Plan auf Basis von Verfügbarkeiten und Regeln vor. Ein Kalender für alles Abwesenheiten, Schichten, Events und Interviews in einem Kalender. Monatsansicht in der Zeiterfassung Eine Monatsübersicht neben der Wochenansicht unter Verlauf & Überstunden. flair in Slack, Microsoft Teams und Google Chat Infos sehen und Anträge genehmigen, direkt im Chat-Tool, das Sie schon nutzen. KI-Notizen für Führungskräfte Notizen zu 1:1s und Meetings in der App, mit KI-Unterstützung. KI-Assistent fürs Recruiting Hilfe beim Schreiben von Stellenanzeigen, Sortieren von Bewerbungen und Planen von Interviews. Aufgaben im Hub Persönliche To-dos und Aufgaben, die Sie an Ihr Team vergeben können. Workflows durch Führungskräfte Führungskräfte starten Onboarding und andere Workflows für ihr Team. Bessere Mitarbeitersegmente Mitarbeitergruppen mit mehr Kriterien bilden. Mehrere Anstellungen, eine Position Mehrere Beschäftigungsverhältnisse einer Person auf derselben Position abbilden. Neues Organigramm Ein übersichtlicheres Organigramm, mit sichtbarer Trennung zwischen Gesellschaften. Dynamische Zusatzfelder Zusatzfelder, die sich aus anderen Daten berechnen oder anpassen. Klarere Nachtschichten Schichten über Mitternacht werden als 20:00 – 03:00 (+1) angezeigt. Umfragen und Reviews in der App Umfragen und Performance-Reviews direkt auf dem Smartphone beantworten. Inventar im Hub ausgeben Schlüssel oder Geräte ausgeben und zurücknehmen, ohne HR-Adminrechte. Abwesenheiten für weitere Vorgesetzte Offene, geplante und verbleibende Tage für alle, die Sie mitbetreuen. Hinweise für Zertifikate und Segmente Benachrichtigungsregeln für Zertifikate, gezielt für eine Gesellschaft oder Gruppe. Gruppenchat im Hub Benannte Gruppen, Dateien, Lesebestätigungen, Hinweise per Slack und E-Mail. E-Mails an viele Bewerbende Sammelnachrichten mit Vorlagen, Anhängen und Ihrer Signatur. Entgeltlücken-Analyse und Equity Audits Unternehmensweite Berichte zur Entgeltlücke, Warnungen bei überlappenden Gehaltsbändern, CSV-Export. Gehaltsrunden im großen Stil Gehaltsrunden im Hub durchführen, delegieren und Budgets auf Teams verteilen. Skills mit der Position vergleichen, auf einer Skala von 1 bis 5, für eine Person oder das ganze Team. Ein E-Mail-Verlauf mit Bewerbenden, in Salesforce und im Hub. Ruhezeiten und überlappende Abwesenheiten Rechtssichere Abwesenheiten für Stunden- und Schichtkräfte. Kiosk-PIN auf dem Smartphone Am Kiosk mit PIN oder QR-Code aus der App anmelden. Push-Benachrichtigungen in der App Benachrichtigungen aufs Smartphone, sobald etwas Ihre Aufmerksamkeit braucht. Direct Apply Bewerbung mit einem Klick direkt aus der Jobbörse. KI-Assistent im Hub Fragen zu Richtlinien, Salden und Zielen stellen. Berichte per Frage Einen Bericht in eigenen Worten beschreiben und im Hub teilen. Anpassbare Mitarbeiterlisten Spalten, Filter und gespeicherte Ansichten für Mitarbeitende und Personen. --- ## Eine bessere Alternative zu Workday HCM URL: https://flair.hr/de/compare/workday > Workday HCM vs. flair: Die intuitive Alternative auf Salesforce bietet HR und Recruiting auf Enterprise-Niveau – einfacher zu implementieren und anzupassen. Workday HCM vs. flair Der smarte Weg, Ihr HR zu modernisieren Erhalten Sie HR- und Recruiting-Software auf Enterprise-Niveau – ganz ohne Kopfschmerzen. flair ist eine intuitive, auf Salesforce basierende Alternative zu Workday HCM, die sich einfacher implementieren und anpassen lässt. Mehr Infos Guide downloaden Salesforce Appexchange Omr Reviews flair ist führend in allen Hauptkategorien Auf dem Software-Marktplatz G2 bewerten Nutzer flair in allen Hauptkategorien besser als Workday HCM – darunter Benutzerfreundlichkeit, einfache Implementierung und Qualität des Supports. STATS FROM G2 Einfache Einrichtung Einfache Administration Einfachere Einrichtung und Anpassung Mit flair können Sie bereits innerhalb von nur 4 bis 8 Wochen live gehen – im Vergleich zu langwierigen Workday-Implementierungen. Anpassungen und Administration sind weniger komplex und können problemlos intern durchgeführt werden. Implementierung & Anpassbarkeit Wählen Sie die Funktionen und Add-ons, die Sie benötigen, und implementieren Sie flair schrittweise entsprechend Ihren Prioritäten. Vereinfachen Sie die Administration mit hochwertigem Support durch unsere erfahrenen, Salesforce-erfahrenen Onboarding-Spezialisten und Partner. Profitieren Sie von mehr Flexibilität – passen Sie HR- und Recruiting-Prozesse in Salesforce an die Anforderungen Ihres Unternehmens an. Intuitivere Benutzererfahrung Die moderne Benutzeroberfläche von flair ist für Führungskräfte, HR-Teams und Mitarbeitende einfacher zu bedienen. Sparen Sie Zeit und Aufwand im Vergleich zur bekanntermaßen steilen Lernkurve von Workday. Benutzerfreundliche Lösung Personalisieren Sie unseren Self-Service Employee Hub ganz einfach, sodass nur die Funktionen angezeigt werden, die Sie tatsächlich benötigen. Integrieren Sie flair schnell mit Salesforce sowie mit Nicht-Salesforce-Tools und -Apps, die Ihrem Team bereits vertraut sind. Profitieren Sie von aussagekräftigen Reports und Dashboards, einer intuitiven Benutzeroberfläche sowie einer mobilen App für Mitarbeitende und Führungskräfte. Reibungsloseres Recruiting Viele Bewerber berichten von Herausforderungen im Bewerbungsprozess von Workday. flair bietet einen nahtlosen Recruiting-Prozess für Recruiter, Hiring Manager und Kandidaten. Talent Acquisition Erstellen Sie gebrandete Karriereportale und intuitive Bewerbungsformulare, die Top-Talente anziehen und die Candidate Experience verbessern. Nutzen Sie KI-gestützte Funktionen, um Top-Talente zu priorisieren, die Recruiting-Effizienz zu steigern und die Time-to-Hire zu verkürzen. Sorgen Sie für einen nahtlosen Prozess von der Bewerbung bis zum Onboarding und ermöglichen Sie neuen Mitarbeitenden einen erfolgreichen Start vom ersten Tag an. HR auf Enterprise-Niveau – mit weniger Komplexität Vollständige HR-Suite All-in-One-Lösung für HR und Recruiting All-in-one HR and recruiting solution Talent Acquisition Karriereportal, Job-Multiposting und Bewerbermanagementsystem (ATS) Schlechte Bewerbererfahrung Basierend auf der Salesforce-Plattform Salesforce-Integration nur über einen Connector Durchschnittliche Implementierungszeit 1-2 Monate 4-16 Monate Wie Unternehmen mit flair Mehrwert schaffen Flexible Software für Leistungsbeurteilungen Evaluieren Sie Ihre Top-Talente Automatisieren Sie Gehalts- und Merit-Reviews mit klaren Genehmigungen, Sichtbarkeitseinstellungen und nachvollziehbaren Vergütungsdaten. Software zur Bestandsverwaltung Personalplanung einfacher gestalten Häufig gestellte Fragen Was sind die wichtigsten Unterschiede zwischen Workday HCM und flair? Workday ist eine umfassende cloudbasierte Lösung für Finanzplanung und HR. Ursprünglich als Human-Capital-Management-System (HCM) gestartet, wurde die Plattform später um Finanz- und operative Planung sowie weitere Bereiche erweitert. Die HR-Lösung von Workday heißt Workday HCM und deckt alle zentralen Funktionen ab – von Talent Acquisition über Payroll bis hin zu Performance Management und Benefits. Ähnlich dazu ist flair eine cloudbasierte HR- und Recruiting-Plattform, die das gesamte Spektrum zentraler HR-Funktionen abdeckt. flair umfasst ein Bewerbermanagementsystem (ATS), eine App für wichtige HR-Prozesse wie Zeiterfassung und Workforce Management sowie ein benutzerfreundliches Self-Service-Portal für Mitarbeitende. Ein wesentlicher Unterschied zwischen den beiden Lösungen besteht darin, dass flair auf der Salesforce-Plattform basiert. Dadurch werden die in flair gespeicherten HR-Daten durch die robuste Datenschutztechnologie von Salesforce geschützt. Zudem lassen sich diese Daten mit anderen in Salesforce gespeicherten Informationen integrieren, um erweiterte Reporting-Möglichkeiten zu schaffen. Die Salesforce-Plattform ist außerdem hochgradig anpassbar, sodass Unternehmen jeder Größe flair individuell auf ihre Arbeitsweise abstimmen können. Sowohl flair als auch Workday basieren auf einem Abonnementmodell. Workday kann jedoch höhere Kosten verursachen und erfordert häufig einen Implementierungspartner, um die Einführung und Einrichtung des HR-Managements zu begleiten. Welche Vorteile bietet HR-Software, die auf Salesforce basiert? Salesforce ist die weltweit führende CRM-Plattform und wird von über 150.000 Unternehmen weltweit genutzt. Sie ist eine äußerst sichere, leistungsstarke und zuverlässige Plattform, die sich mit einer Vielzahl von Softwarelösungen integrieren lässt. Genau diese Vorteile machen Salesforce zur idealen Plattform für eine HR-Lösung. HR-Daten gehören zu den wichtigsten Unternehmensdaten, und ihre Speicherung auf einer zentralen Plattform wie Salesforce sorgt für mehr Struktur und erleichtert die Nutzung. Dank der Berechtigungskonzepte von Salesforce können Sie steuern, welche Nutzer Zugriff auf bestimmte Funktionen und Daten haben. So bleiben wichtige HR-Informationen sicher und gleichzeitig für autorisierte Personen zugänglich. Für welche Unternehmen eignen sich flair und Workday HCM am besten? Weniger anzeigenflair und Workday HCM eignen sich beide am besten für mittelständische bis große Unternehmen. Die vergleichsweise hohen Implementierungskosten von Workday können jedoch für einige kleinere mittelständische Unternehmen eine Hürde darstellen. flair ist ideal für Unternehmen, die bereits Salesforce nutzen. Aber auch Unternehmen, die Salesforce noch nicht eingeführt haben, können flair ohne Einschränkungen im Funktionsumfang verwenden. In diesem Fall richten wir eine Salesforce-Instanz ein, über die Kunden auf flair zugreifen können. Sowohl flair als auch Workday eignen sich gut für Unternehmen, die in mehreren Ländern tätig sind. Warum sollte ich flair anstelle von Workday HCM wählen? Wenn es um HR-Lösungen geht, gehört Workday HCM eher zum oberen Ende der Preisskala. Zusätzlich zu den Abonnementkosten kann die Implementierung komplex und zeitaufwendig sein und erfordert häufig spezialisierte Implementierungspartner. Auch die Administrationskosten können hoch ausfallen, da Unternehmen oft in Vollzeitberater investieren, um Mitarbeiterdaten und das gesamte HR-System zu verwalten. Zudem ist die Lernkurve steil, sodass häufig umfangreiche Schulungen erforderlich sind, um das volle Potenzial von Workday HCM auszuschöpfen. Im Vergleich dazu bietet flair eine schnellere und einfachere Implementierung zu geringeren Kosten. Auf Bewertungsplattformen wie Capterra und G2 schneidet flair in den Kategorien einfache Einrichtung, einfache Administration und Benutzerfreundlichkeit besser ab als Workday HCM – dank unserer benutzerfreundlichen Oberfläche. Unternehmen, die bereits Salesforce nutzen, profitieren besonders schnell von den Vorteilen von flair. Aber auch Kunden, die Salesforce noch nicht nutzen oder neu damit arbeiten, erhalten bei Bedarf Schulungen und umfassenden Kundensupport. Während Workday einen sehr umfangreichen Funktionsumfang bietet, kann die Lösung auch entsprechend komplex sein, sodass manche Nutzer die Navigation als herausfordernd empfinden. flair hingegen bietet eine intuitive Suite von HR-Tools mit Automatisierungsfunktionen und Vorlagen, die Mitarbeitenden und Führungskräften helfen, ihre Aufgaben in kürzerer Zeit zu erledigen. Mehrere HR- und Recruiting-Automatisierungsfunktionen innerhalb von flair tragen außerdem dazu bei, Workflows zu optimieren, das Finanzmanagement zu verbessern, die Payroll-Verarbeitung zu unterstützen, das Onboarding neuer Mitarbeitender zu beschleunigen und vieles mehr. Wie kann das Customer-Success-Team von flair beim Wechsel von Workday HCM unterstützen? Das Customer-Success-Team von flair sorgt für einen reibungslosen Wechsel von anderen Human-Resource-Management-Plattformen wie BambooHR, ADP, Oracle, Rippling und Workday zu flair, indem bestehende Mitarbeiter- und Payroll-Daten sicher integriert werden. Zu Beginn führen wir ein Erstgespräch durch, um Ihre spezifischen Anforderungen an den Datenimport zu verstehen. Anschließend übertragen unsere Experten Ihre Daten sicher, prüfen sie auf Vollständigkeit und Richtigkeit und integrieren sie in das flair-System. Unser Team unterstützt außerdem bei der Einrichtung des Systems entsprechend Ihren Anforderungen und bietet fortlaufenden Support, damit sich Ihr Team schnell mit der neuen Plattform vertraut macht. Wenn Sie beispielsweise Talent-Management- oder Employee-Engagement-Tools in einer speziell auf Ihr Unternehmen zugeschnittenen Weise einrichten möchten, unterstützen wir Sie dabei gerne. Dank unserer umfassenden Erfahrung bei der Migration von Daten aus unterschiedlichen HR-Systemen – einschließlich Personio – gestalten wir den Wechsel von Workday HCM zu flair nahtlos und sicher. Wie profitieren Unternehmen vom flexiblen Ansatz von flair im Vergleich zu Workday HCM? Die Preisstruktur von flair ist in sechs leicht verständliche Kategorien unterteilt: Funktionen für Zeitmanagement und Zeiterfassung, HR-Administration, Performance, Recruiting, Payroll und Schichtplanung. Jede Kategorie umfasst moderne Funktionen zur Optimierung Ihrer HR- und Recruiting-Prozesse und stellt sicher, dass Sie nur für die Funktionen bezahlen, die Sie tatsächlich benötigen. Der flexible Ansatz von flair ist insbesondere für Unternehmensgruppen mit mehreren Gesellschaften, mittelständische und große Unternehmen von Vorteil. flair bietet eine Reihe von HR-Modulen, die individuell an die spezifischen Anforderungen eines Unternehmens angepasst und flexibel skaliert werden können. Dadurch ist flair eine kosteneffiziente HR-Plattform im Vergleich zu Workday, dessen Implementierung häufig komplexer und teurer ist. Unsere Integration mit globalen Payroll-Lösungen wie DATEV und Sage stellt sicher, dass Mitarbeiterzahlungen und Steuerabrechnungen effizient und korrekt verarbeitet werden – unabhängig davon, wo sich Ihre Mitarbeitenden befinden. Diese globale Payroll-Funktion ist besonders wichtig für Unternehmen mit internationalen Teams und ermöglicht eine nahtlose sowie rechtskonforme Payroll-Abwicklung. Darüber hinaus integriert sich flair nahtlos mit ERP-Systemen wie Cloudteam Company und verbessert dadurch Geschäftsprozesse sowie den Datenfluss im gesamten Unternehmen. Unsere All-in-One-HR-Lösung deckt sämtliche wichtigen HR-Funktionen ab – von Recruiting und Mitarbeiterverwaltung bis hin zu Projektmanagement und Payroll-Lösungen – und bietet damit ein umfassendes HRIS (Human Resource Information System), das das Wachstum Ihres Unternehmens unterstützt. Eine der herausragenden Funktionen von flair ist das Employee-Self-Service-Portal. Mitarbeitende können damit HR-Aufgaben wie Urlaubsanträge oder Performance Reviews selbstständig verwalten, ohne ständig auf Unterstützung durch das HR-Team angewiesen zu sein. Das verbessert nicht nur die Employee Experience, sondern reduziert auch den administrativen Aufwand für HR-Abteilungen und erleichtert die Verwaltung wachsender Teams. Zusätzlich sorgt die Integration mit Salesforce dafür, dass sämtliche Mitarbeiterdaten sicher gespeichert und jederzeit leicht zugänglich sind, wodurch Entscheidungsprozesse verbessert werden. Die optimierten Workflows und das intuitive Design machen flair zur idealen Lösung für Unternehmensgruppen mit mehreren Gesellschaften, mittelständische und große Unternehmen, die ihre HR-Prozesse verbessern möchten, ohne an komplexe Systeme wie Workday HCM gebunden zu sein. Mit flair erhalten Unternehmen eine flexible, skalierbare und benutzerfreundliche HR-Lösung, die individuell auf ihre Anforderungen zugeschnitten ist und effizientes HR-Management sowie nachhaltiges Wachstum unterstützt. Wie verbessert flair das Performance Management von Mitarbeitenden im Vergleich zu Workday HCM? Weniger anzeigenÄhnlich wie Workday bietet auch flair umfassende Tools für das Performance Management, mit denen Unternehmen Ziele festlegen, Workforce Planning durchführen, Performance Reviews umsetzen und die Entwicklung von Mitarbeitenden nachverfolgen können. Das Employee-Self-Service-Portal von flair ermöglicht es Mitarbeitenden, aktiv am eigenen Performance-Management-Prozess teilzunehmen. Sie können persönliche Ziele festlegen, ihre Karriereentwicklung planen, Feedback erhalten und ihre Leistungskennzahlen in Echtzeit einsehen. Dadurch entsteht eine Kultur der kontinuierlichen Verbesserung und des Engagements. Als eine der Alternativen zu Workday unterstützt flair außerdem 360-Grad-Feedback. Führungskräfte, Kollegen und direkte Teammitglieder können Feedback zur Leistung eines Mitarbeitenden geben. Dieser ganzheitliche Ansatz ermöglicht eine ausgewogenere und präzisere Bewertung und schafft bessere Grundlagen für Entwicklungspläne und Karrierewachstum. Darüber hinaus ermöglicht die Integration mit Salesforce erweiterte Reporting- und Analysefunktionen, die Führungskräften wertvolle Einblicke in Performance-Trends und Verbesserungspotenziale geben. Dieser datengetriebene Ansatz unterstützt Unternehmen dabei, fundierte Entscheidungen zu treffen und den Unternehmenserfolg nachhaltig zu fördern. Mit flair können Unternehmen ein effektiveres und stärker auf Mitarbeitende ausgerichtetes Performance-Management-System implementieren, das die Mitarbeiterentwicklung unterstützt und die Gesamtproduktivität steigert. Vergleichen Sie flair mit anderen HR-Lösungen Workday Kosten im Überblick Wie Workday sein HCM-Abo laut eigenen Angaben bepreist und wie flair abrechnet. Workday Kosten im Überblick Workday Alternativen Worauf es bei einer Workday-Alternative ankommt, mit einem Überblick über gängige Anbieter. Workday Alternativen flair vs Personio Warum Ihnen der Wechsel zu flair Zugang zu einer flexibleren und besser anpassbaren HR-Lösung bietet. flair vs Personio flair vs Sage People flair ist die führende HR-Lösung auf dem Salesforce AppExchange. Finden Sie heraus, warum. flair vs Sage People flair vs Excel Zu viele Tabellen und manuelle Prozesse? Modernisieren Sie Ihr HR- und Recruiting-Management mit flair. flair vs Excel Workday vs. SAP SuccessFactors Wie sich Workday und SAP SuccessFactors bei Preismodell, Vertrag und Umfang unterscheiden, laut Angaben der Anbieter. Workday vs. SAP SuccessFactors Workday vs. ADP Wie sich Workday und ADP bei Preismodell, Vertrag und Umfang unterscheiden, laut Angaben der Anbieter. Workday vs. ADP Workday vs. UKG Wie sich Workday und UKG bei Preismodell, Vertrag und Umfang unterscheiden, laut Angaben der Anbieter. Workday vs. UKG --- ## Performance Management Software für Unternehmen | flair URL: https://flair.hr/de/performance-reviews > Leistungsbeurteilungen flexibel planen: Mit flair strukturieren Sie Feedback, Ziele und Aktionspläne und fördern gezielt die Entwicklung Ihrer Talente. Performance Management Software: Top-Talente gezielt fördern Mit der Performance Management Software von flair planen und führen Sie konstruktive Leistungsbeurteilungen durch. Strukturieren Sie Ihre Feedback- und Zielvereinbarungsprozesse, um die Produktivität Ihrer Mitarbeitenden zu verbessern. Termin vereinbaren Entfalten Sie das volle Potenzial Ihrer Arbeitskräfte Mit klaren Leistungsbewertungen, persönlichen Zielen und Aktionsplänen können Sie die Teamleistung optimieren. Anpassbare Bewertungszyklen Planen Sie regelmäßige Leistungsbeurteilungen, die zu den Zielen Ihres Unternehmens passen. Klare Zielvorgaben Setzen Sie sich individuelle, Team- und Unternehmensziele, um Leistung und Fortschritt zu messen. Überblick über Leistungsdaten Speichern Sie Leistungsnachweise in einem System, um die Entwicklung im Laufe der Zeit zu verfolgen. Gemeinsame Beurteilungsprozesse Vergleichen Sie Selbsteinschätzungen Ihrer Mitarbeiter mit Ihrem Feedback. Umfragesoftware für HR-Teams Software für Mitarbeiterumfragen Gewinnen Sie wertvolles Feedback Ihrer Mitarbeitenden Mitarbeiter:innen Hub Vereinfachen Sie tägliche HR-Aufgaben mit dem Self-Service Employee Hub für Zeiterfassung, Abwesenheitsanträge, Dokumente, Mitarbeiterengagement und vieles mehr. Ziele auf jeder Ebene festlegen Mit flair können Sie messbare Ziele und OKRs auf Einzel-, Team- oder Unternehmensebene festlegen. Setzen Sie klare, verständliche Ziele für jeden Mitarbeiter. Performance Management Strukturieren Sie Ihre Mitarbeiterbeurteilungen Gestalten Sie konsistente und gut geplante Beurteilungszyklen mit flair. Passen Sie die Beurteilungsprozesse an bestimmte Rollen, Teams und Standorte an, um produktivere Beurteilungen zu erhalten. Leistungsbeurteilungen optimieren Mit flair sparen Sie Zeit bei Leistungsbeurteilungen dank einfach auszufüllender Bewertungsformulare. Wählen Sie aus verschiedenen Fragetypen wie Bewertungen, Skalen, Multiple-Choice und Freitext, um ein detailliertes Bild der Leistung zu erhalten. Kollaboratives Feedback Hole konstruktives 360-Grad-Feedback ein Vergleichen Sie Selbsteinschätzungen von Mitarbeitenden mit Peer-Reviews und Feedback von Führungskräften, um Leistungen aus verschiedenen Perspektiven zu bewerten. Ergänzen Sie dies mit Entwicklungsplänen, um eine kontinuierliche Verbesserung sicherzustellen. Entwickle ein erstklassiges Team in deiner Branche Verfolge die Leistung deiner Mitarbeitenden und erstelle gezielte Entwicklungspläne, um ihre Fähigkeiten in jedem Bereich zu verbessern. Gestalten Sie Karrierewege, die Mitarbeitende langfristig motivieren Entwickeln und fördern Sie Fachkräfte im Gesundheitswesen gezielt weiter. Mit den Leistungsbewertungen von flair identifizieren Sie Potenziale und besetzen Schlüsselpositionen intern. Beraterfähigkeiten gezielt fördern und Potenziale entwickeln Identifizieren Sie vielversprechende Mitarbeitende, ordnen Sie ihnen Kompetenzen zu und bewerten Sie ihre Entwicklung. Mit flair bauen Sie ein starkes Team von Beratungsspezialist:innen auf. Fehler in wichtigen Dokumenten vermeiden Entwickeln Sie Ihr Team gezielt weiter und halten Sie Ihr Unternehmen mit klar definierten Zielen und messbaren KPIs auf Erfolgskurs. flair im Vergleich flair vs HiBob Vergleichen Sie HiBob mit der Salesforce-nativen HR- und Recruiting-Plattform von flair. flair vs HiBob flair vs Workday Stellen Sie das komplexe System von Workday der benutzerfreundlichen HR-Plattform von flair gegenüber. flair vs Workday flair vs SAP SuccessFactors Vergleichen Sie SAP SuccessFactors mit der Salesforce-nativen HR- und Recruiting-Plattform von flair. flair vs SAP SuccessFactors --- ## Personaleinsatzplanung Software & Schichtplanung | flair URL: https://flair.hr/de/shift-planner > Schichtplanungssoftware von flair: Teilen Sie Mitarbeitende kompetenzbasiert und automatisiert ein und stellen Sie sicher, dass jede Schicht abgedeckt ist. Personaleinsatzplanung Software Personaleinsatzplanung Software: Schichten mühelos koordinieren Mit der Personaleinsatzplanung Software von flair stellen Sie sicher, dass immer das passende Personal vorhanden ist. Teilen Sie Mitarbeitende kompetenzbasiert und automatisiert in Schichten ein. Termin vereinbaren Übersichtliche und intuitive Einsatzplanung Optimieren Sie Ihre Personalplanung mit flair und sorgen Sie dafür, dass jede Schicht zuverlässig abgedeckt ist. Wiederkehrende Schichten Weisen Sie mit nur einem Klick wiederkehrende Schichten zu, einschließlich aller relevanten Details und Notizen. Transparenter Schichtkalender Mehr anzeigenWeniger anzeigenErfassen Sie alle Schichten und Abwesenheiten in einer Kalenderansicht, um den wöchentlichen Personalbedarf zu ermitteln. Rechtzeitige Benachrichtigung Informieren Sie alle Mitarbeiter mit automatischen Benachrichtigungen über geplante und offene Schichten. Self-Service Schichtpläne Geben Sie qualifizierten Mitarbeitern die Möglichkeit, freie Schichten zu übernehmen oder bei Bedarf mit Kollegen zu tauschen. Intelligentes Anwesenheitsmanagement Urlaubsanträge und Genehmigungen leicht gemacht Gehaltsabrechnung einfach und übersichtlich organisiert Damit Gehaltszahlungen jedes Mal reibungslos laufen Erstellen von Schichtplänen in Minutenschnelle Verwenden Sie vordefinierte Schichten, um genaue Schichtpläne in kürzerer Zeit zu erstellen. Fügen Sie Informationen ein, damit sich die Mitarbeiter auf ihre Schichten vorbereiten können. Kompetenzbasierte Schichtplanung Verbessern Sie die Arbeitseffizienz Weisen Sie Schichten auf der Grundlage der Fähigkeiten und des Standorts Ihrer Mitarbeiter zu, um sicherzustellen, dass alle Standards und Anforderungen erfüllt werden. Mehr Flexibilität für Ihre Mitarbeitenden Reagieren Sie flexibel auf Personalbedarf – mit offenen Schichten und einfachem Schichttausch bei Abwesenheiten. Personaleinsatzplanung für jede Art von Organisation Der Schichtplaner von flair sorgt für mehr Transparenz und eine bessere Kapazitätsplanung in allen Organisationen mit Schichtbetrieb. Flexibel auf Nachfragen reagieren Stellen Sie sicher, dass bei schwankender Nachfrage immer das richtige Personal mit den passenden Qualifikationen verfügbar ist. Mehr Erfahren Optimieren Sie Ihre Fertigungsprozesse Sorgen Sie für qualifizierte Vertretungen bei Abwesenheiten, um einen reibungslosen Produktionsablauf sicherzustellen. Mehr Erfahren Terminplanung im Gesundheitswesen vereinfachen Setzen Sie auf kompetenzbasierte Planung, damit jederzeit qualifiziertes Personal verfügbar ist. Mehr Erfahren --- ## Bewerbermanagement Software mit KI | flair URL: https://flair.hr/de/recruiting > Recruiting-Software mit KI: Verkürzen Sie mit der Salesforce-nativen Lösung von flair die Time-to-Hire und bewerten Sie Kandidat:innen präziser. Bewerbermanagement Software Bewerbermanagement Software: mit KI effizient rekrutieren Erzielen Sie schnelle und präzise Einstellungsergebnisse mit der KI-gestützten Bewerbermanagement Software von flair. Verkürzen Sie die Time-to-Hire und erhöhen Sie die Genauigkeit bei der Bewertung von Kandidat:innen. Termin anfragen Bringen Sie die Talente von morgen in Ihr Team Unsere Salesforce-native Lösung vereinfacht und beschleunigt Ihr Recruiting – für schnellere Einstellungen und eine bessere Candidate Journey. Erstellen Sie aufmerksamkeitsstarke Karriereseiten Erstellen Sie No-Code-Karriereseiten, die Ihre Unternehmenskultur widerspiegeln und Talente anziehen. Stellenanzeigen optimieren Inseriere offene Stellen auf mehr als 2.500 Jobbörsen und erreiche so die passenden Kandidaten. Förderung von Talenten Verwalte die Bewerber in jeder Phase des Einstellungsprozesses optimal. Passgenaues Recruiting Nutze individualisierte Recruiting-Dashboards für datengesteuerte Einstellungsstrategien. Automatisierte Dokumentenerstellung HR Dokumentengenerator Erstellen Sie Dokumente in wenigen Sekunden E-Signaturen für HR-Dokumente – effizient und einfach Elektronische Signatur E-Signaturen für HR-Dokumente – effizient und einfach Erstellung der Karriereseite Rücke dein Unternehmen ins beste Licht Mit dem flair Karriereportal-Builder können Benutzer mühelos Karriereseiten erstellen, die Top-Talente anziehen. - Erstelle Karriereseiten für verschiedene Abteilungen und Bürostandorte - Erstelle moderne Landing Pages mit unserer Drag-and-Drop Funktion - Optimiert auch für Mobilgeräte Sicherung und Organisation von Bewerberdaten Verwalte Bewerberdetails, plane Vorstellungsgespräche, bewerte Kompetenzen und leite passende Kandidaten zum Onboarding weiter. - Speichere die Daten der Bewerber in Salesforce - Wähle benutzerdefinierter Bewertungsvorlagen für Kandidaten - Verfolge alle Bewerber durch die Phasen der Vorauswahl, des Vorstellungsgesprächs und der Einstellung Automatisiere repetitive Recruiting Aufgaben Nutze flair AI, um ansprechende und professionelle Stellenbeschreibungen zu erstellen. Unser umfangreiches KI-Sprachmodell kann auch bei der Bewertung von Bewerbern helfen. Analysiere Recruiting-Ergebnisse Bewerte zielgerichtet Einstellungsdaten, um die Effizienz und Effektivität zu verbessern. Nutze Salesforce-gestützte Dashboards für eine verbesserte Berichterstattung und Entscheidungsfindung. Anpassung an die sich wandelnden Qualifikationsanforderungen deiner Branche Die Prioritäten bei der Personalbeschaffung können sich schnell ändern. Löse den Fachkräftebedarf effektiv mit flexiblen, ganzheitlichen Recruiting-Tools. Due-Diligence und Einstellung von qualifiziertem Personal Erstelle detaillierte Bewertungen, die den Stellenanforderungen entsprechen, und stelle die besten Mitarbeiter für die ausgeschriebene Stelle ein. Mehr Erfahren Erstelle kollaborative Workflows für das Recruiting Kommuniziere zwischen verschiedenen Teams innerhalb der Plattform, um sicherzustellen, dass der Einstellungsbedarf der Berater erfüllt wird. Mehr Erfahren Individuelle Jobangebote für mehr Kompatibilität Teile den Stellensuchenden die Unternehmenswerte mit und stelle sicher, dass die Kandidaten zur Unternehmenskultur passen. Mehr Erfahren Erstellen Sie professionelle Karriereseiten in Minuten Ihre eigene Karriereseite Aktuelle Jobangebote teilen E-Signaturen für HR-Dokumente – effizient und einfach Elektronische Signatur E-Signaturen für HR-Dokumente – effizient und einfach flair im Vergleich flair vs Personio Warum Sie mit dem Wechsel zu flair eine flexiblere und individuell anpassbare HR-Lösung erhalten. flair vs Personio flair vs Workday Stellen Sie das komplexe System von Workday der benutzerfreundlichen HR-Plattform von flair gegenüber. flair vs Workday flair vs SAP SuccessFactors Vergleichen Sie SAP SuccessFactors mit der Salesforce-nativen HR- und Recruiting-Plattform von flair. flair vs SAP SuccessFactors --- ## Onboarding Software für neue Mitarbeitende | flair URL: https://flair.hr/de/onboarding > Onboarding-Software von flair: Integrieren Sie neue Mitarbeitende schnell und strukturiert ins Team – mit flexiblen Prozessen für Büro und Remote-Arbeit. Onboarding Software Onboarding Software: neue Mitarbeitende strukturiert einarbeiten Starten Sie in der Anfangsphase optimal und binden Sie Mitarbeitende frühzeitig – mit der Onboarding Software von flair integrieren Sie neue Kolleg:innen schnell und strukturiert ins Team. Termin anfragen Onboarding klar strukturieren und individuell gestalten Onboarding-Prozesse einfach gestalten, die neue Mitarbeitende motivieren, einarbeiten und gut abholen – egal ob im Büro oder remote. Vorlagen individuell anpassen Onboarding klar strukturieren und Aufgaben im Team verteilen, damit alle eingebunden sind Wiederkehrende Aufgaben automatisch erledigen Aufgaben und Erinnerungen automatisch versenden und weniger manuell nachhalten müssen Rollenbasierte Anpassung Aufgaben an Team und Standort anpassen, damit der Einstieg besser gelingt Wichtige Unterlagen jederzeit griffbereit Neue Mitarbeitende mit Unterlagen und Videos unterstützen, damit sie gut starten E-Signaturen für HR-Dokumente – effizient und einfach Elektronische Signatur E-Signaturen für HR-Dokumente – effizient und einfach Mitarbeiter:innen Hub Vereinfachen Sie tägliche HR-Aufgaben mit dem Self-Service Employee Hub für Zeiterfassung, Abwesenheitsanträge, Dokumente, Mitarbeiterengagement und vieles mehr. Mit anpassbaren Vorlagen Onboarding klar und flexibel aufsetzen Für einen klaren Start sorgen – Aufgaben passend zur Rolle definieren, Trainings planen und Ausstattung bereitstellen. So gelingt der Einstieg leichter. Den Grundstein für einen guten ersten Tag legen Das Bewerberportal von flair bietet einen einfachen Self-Service für neue Mitarbeitende. Kandidat:innen lassen sich mit einem Klick übernehmen, Infos werden vor dem ersten Tag gesammelt und alles für den Start wird früh vorbereitet – für einen guten Einstieg. Alle im Onboarding aufeinander abstimmen Erinnerungen automatisch versenden – per E-Mail, Chat oder App – damit Aufgaben nicht untergehen. Zuständigkeiten im Onboarding klar festlegen, damit alle wissen, wer was übernimmt. Routineaufgaben einfacher und klarer umsetzen flair hilft Ihnen dabei, nicht nur Onboarding, sondern auch andere wiederkehrende Prozesse klar zu strukturieren. Workflows für Trainings, wöchentliche Aufgaben oder Offboarding anlegen, Inhalte ergänzen und im Team zusammenarbeiten. Für einen reibungslosen Einstieg Unabhängig von der Branche lassen sich die flexiblen Onboarding-Prozesse so anpassen, dass neue Mitarbeitende schnell ins Team finden Onboarding im Gesundheitsbereich – passend zu allen Anforderungen Stellen Sie sicher, dass neue Mitarbeitende alle rechtlichen Vorgaben kennen. Mehr Erfahren Personalplanung und Recruiting Onboarding für Recruiting-Teams Unterstützen Sie neue Mitarbeitende dabei, alle rechtlichen Vorgaben zu kennen und notwendige Trainings abzuschließen. Mehr Erfahren Talente durch gutes Onboarding im Team halten Gestalten Sie das Onboarding so, dass neue Mitarbeitende schnell Teil des Teams werden. Mehr Erfahren Smart Software für Top-Recruiting Recruitment Software Nutzen Sie KI für effizientes Recruiting HR Dokumentenmanagement-Software Speichern, verwalten und teilen Sie wichtige Dokumente sicher Software für Bestandsmanagement Inventar zentral im Blick Behalten Sie alle internen Geräte im Blick und verwalten Sie sie einfach. flair im Vergleich flair vs HiBob Vergleichen Sie HiBob mit der Salesforce-nativen HR- und Recruiting-Plattform von flair. flair vs HiBob flair vs Personio Warum Sie mit dem Wechsel zu flair eine flexiblere und individuell anpassbare HR-Lösung erhalten. flair vs Personio flair vs Factorial Vergleichen Sie Factorial mit der Salesforce-nativen HR- und Recruiting-Plattform von flair. flair vs Factorial --- ## Personalplanung Software & Positionsmanagement | flair URL: https://flair.hr/de/position-management > Positionsverwaltung mit flair: Behalten Sie Rollen, Abteilungen, Berichtslinien und offene Stellen im Blick und planen Sie Ihr Personal vorausschauend. Personalplanung Software Personalplanung Software: Stellen und Rollen vorausschauend planen Mit der Personalplanung Software von flair entsteht ein klarer Überblick über Strukturen, offene Stellen und wer künftig welche Rollen übernehmen kann. Termin vereinbaren Die gesamte Unternehmensstruktur auf einen Blick Verbessern Sie Ihr Workforce Management und Ihre Entscheidungsfindung. Das Position Management von flair bietet Ihnen einen vollständigen Überblick über alle Rollen, Abteilungen und Berichtslinien. Automatische Echtzeit-Updates Automatisch synchronisierte Positionen und Hierarchien helfen dabei, Fehler und Unstimmigkeiten zu reduzieren. Effiziente Stellensteuerung Verbessern Sie Ihre Planung und Ihr Budget mit einem Überblick über vergangene, aktuelle und geplante Positionen. Unternehmensweit vernetzte Daten Verknüpfen Sie Mitarbeiter- und Positionsdaten mit Gehaltsabrechnung, Recruiting, Performance und mehr. Präzise Prognosen und Berichte Erstellen Sie Personal- und Budgetprognosen schneller und einfacher. Smart Software für Top-Recruiting Recruitment Software Nutzen Sie KI für effizientes Recruiting Bessere Zusammenarbeit mit einem klaren Organigramm Organigramme in Echtzeit Unternehmensstruktur visualisieren Organisationsstruktur klar visualisieren flair erleichtert das Verständnis und die Verwaltung von Berichtslinien über mehrere Teams, Abteilungen, Standorte und Geschäftseinheiten hinweg. Planen Sie Ihre Einstellungsstrategie Gestalten Sie Ihre Einstellungsplanung und antizipieren Sie zukünftigen Personalbedarf, indem Sie offene Stellen zu Ihrer Unternehmensstruktur und Ihrem Organigramm hinzufügen. Verbessern Sie Ihr HR-Reporting flair integriert Positionsmanagement mit Salesforce-gestützten Analysen sowie weiteren leistungsstarken HR- und Recruiting-Funktionen und schafft so eine zentrale, verlässliche Datenquelle („Single Source of Truth“). Fördern Sie Talente von morgen Machen Sie Ihre Organisation zukunftssicher und beugen Sie Qualifikationslücken proaktiv vor. flair Positionsmanagement hilft Ihnen dabei, Nachfolger:innen für Schlüsselpositionen vorzubereiten. Bringen Sie mehr Struktur in Ihre Organisation Entdecken Sie neue Möglichkeiten, Ihre Organisationsprozesse zu optimieren. flair Positionsmanagement lässt sich für Unternehmen in jeder Branche individuell anpassen. Talente gezielt fördern Bringen Sie schnell qualifizierte Neueinstellungen auf den Weg – mit integriertem Kompetenzmanagement und Onboarding. Stellen Sie komplexe Teamstrukturen anschaulich dar Behalten Sie einen klaren Überblick über Ihre Belegschaft, während Ihr Technologieunternehmen wächst und sich weiterentwickelt. Stellen Sie klare Berichtslinien sicher Stellen Sie sicher, dass Ihr Organigramm seine Struktur beibehält, auch wenn ein Mitarbeitender das Unternehmen verlässt. --- ## LMS Software für Lernmanagement | flair URL: https://flair.hr/de/lernmanagement > Kurse erstellen oder zuweisen, Mitarbeitende im Hub anmelden und Lernfortschritt, Zertifikate und Compliance verfolgen – verbunden mit Ihren HR-Daten. LMS Software LMS Software: Lernen integriert statt isoliert Mit der LMS Software von flair erstellen Sie Kurse, weisen fertige Inhalte zu und lassen Mitarbeitende direkt in flair lernen. Kurszuweisungen und Lernfortschritt bleiben mit Ihren HR-Daten verbunden – so wächst Ihr Team, ohne das System zu wechseln. Demo buchen Lernen, wo Arbeit stattfindet flair integriert Lernen direkt in Ihre HR-Prozesse. Schulungen, Zuweisungen und Lernfortschritte werden mit Personaldaten verknüpft, sodass Weiterbildung einfach verwaltet und gezielt gesteuert werden kann. Eigene Kurse erstellen Erstellen Sie Kurse mit Videos, eingebetteten Web-Inhalten, KI-generierten Lektionen und Tests wie Multiple Choice, Lückentexten und Zuordnungsaufgaben. Fertige Kurse nutzen Starten Sie mit einer Bibliothek vorhandener Kurse und weisen Sie sie Teams mit wenigen Klicks zu – ideal für Onboarding, Sicherheit und Compliance. Im Hub lernen Mitarbeitende sehen ihre zugewiesenen Kurse im Employee Hub und öffnen jeden Kurs mit einem Klick – automatisch angemeldet, ohne zusätzliches Passwort. Lernfortschritt verfolgen Der Fortschritt synchronisiert sich automatisch, Zertifikate haben Ablaufdaten und die automatische Neuanmeldung hält Pflichtschulungen aktuell. Ziele & OKR Setzen Sie Unternehmens-, Team- und individuelle Ziele als OKR oder MBO, mit Ausrichtung, Gewichtung und Genehmigungen. Mitarbeiterengagement Software Mehr Engagement, stärkere Mitarbeiterbindung Ein Learning-Bereich für alle Mitarbeitenden Mitarbeitende finden alle Kurse im Hub, gruppiert nach Fortschritt, mit Abschlussquote und aufgewendeter Zeit auf einen Blick. Ein Klick auf „Zum Kurs“ öffnet den Kurs und meldet sie automatisch an – kein separater Login nötig. Kurse & Inhalte Fertige Kurse oder eigene Inhalte Erstellen Sie Kurse mit Videos, Web-Inhalten, KI-generierten Lektionen und Tests oder nutzen Sie fertige Kurse für Onboarding, Führung und Datenschutz. Auch Präsenz- und Live-Trainings lassen sich problemlos verwalten. Sicht für Führungskräfte & HR Lernfortschritt im Team Führungskräfte und HR sehen in einer Schulungsmatrix, wer welchen Kurs abgeschlossen hat, gehen ins Detail einzelner Fortschritte und exportieren Berichte. Alles bleibt mit den Mitarbeiterdaten verbunden. Immer prüfungsbereit Pflichtschulungen aktuell halten Verwalten Sie Zertifikate und Wiederholungsschulungen automatisch. flair startet Folgeschulungen rechtzeitig vor dem Ablauf einer Zertifizierung und hilft Ihnen, Compliance-Anforderungen zuverlässig einzuhalten. Flexible Software für Leistungsbeurteilungen Evaluieren Sie Ihre Top-Talente Benutzerfreundliche Onboarding-Software für Mitarbeitende Onboarding Software Optimieren Sie Ihr Onboarding E-Signaturen für HR-Dokumente – effizient und einfach Elektronische Signatur E-Signaturen für HR-Dokumente – effizient und einfach Häufige Fragen zum Lernmanagement Können wir eigene Kurse erstellen? Ja. Erstellen Sie eigene Kurse mit Videos, eingebetteten Web-Inhalten, KI-generierten Lektionen und interaktiven Tests. Alternativ können Sie auf eine Bibliothek vorgefertigter Kurse zurückgreifen und diese direkt Ihren Mitarbeitenden zuweisen. Wie greifen Mitarbeitende auf ihre Kurse zu? Mitarbeitende öffnen den Learning-Bereich im Employee Hub, sehen ihre Kurse nach Fortschritt gruppiert und starten mit „Zum Kurs“. Sie werden automatisch angemeldet, ein separates Passwort ist nicht nötig. Wie wird der Lernfortschritt verfolgt? Der Kursfortschritt synchronisiert sich automatisch in regelmäßigen Abständen und lässt sich bei Bedarf manuell aktualisieren. Führungskräfte und HR sehen den Fortschritt in einer Schulungsmatrix und im Mitarbeiterprofil, inklusive exportierbarer Berichte. Unterstützt flair bei Compliance-Schulungen? Ja. Zertifikate können Ablaufdaten haben und die automatische Neuanmeldung startet die nächste Runde, bevor eine Zertifizierung abläuft – so bleiben Sicherheits-, Datenschutz- und andere Pflichtschulungen aktuell. Lernmanagement in flair entdecken Entdecken Sie, wie flair Lernen, Compliance und Personaldaten an einem Ort zusammenführt – von der Kurserstellung bis zur Zertifizierung. Demo anfragen Kurse erstellen oder fertige Inhalte bereitstellen Lernfortschritte und Zertifizierungen zentral verfolgen Compliance-Schulungen mit Ihren HR-Prozessen verbinden --- ## OKR Software für Zielmanagement (OKR & MBO) | flair URL: https://flair.hr/de/ziele-okr > Steuern Sie Ziele als OKR oder MBO in flair. Richten Sie individuelle Ziele an Unternehmenszielen aus, gewichten Sie Kategorien und nutzen Sie Genehmigungen. OKR Software OKR Software: Jedes Ziel mit dem großen Ganzen verbinden Mit der OKR Software von flair verwalten Sie Unternehmens-, Team- und individuelle Ziele an einem Ort. Arbeiten Sie mit OKR und Key Results oder mit MBO-Bewertung und zeigen Sie, wie jedes Ziel zur Strategie beiträgt. Demo buchen Zielmanagement, das zu Ihrer Arbeitsweise passt Wählen Sie Ihren Zielmodus, richten Sie Ziele über alle Ebenen aus und legen Sie fest, wer wann was ändern darf. OKR oder MBO Verfolgen Sie messbare Key Results mit automatischem Fortschritt oder bewerten Sie Ergebnisse mit vordefinierten Optionen, Bewertungsskalen und gewichteten Scores. Ausgerichtete Zielhierarchie Unternehmens-, Team- und Mitarbeiterziele mit Unterzielen und Ausrichtungen, die zeigen, wie individuelle Arbeit die Unternehmensstrategie unterstützt. Gewichtungen und Kategorien Gruppieren Sie Ziele in Kategorien, legen Sie Standardgewichtungen pro Position fest und lassen Sie flair prüfen, dass die Gewichtungen 100 % ergeben. Phasen und Genehmigungen Legen Sie für jede Phase eines Zeitraums fest, ob Zieländerungen erlaubt, verweigert oder genehmigungspflichtig sind, von der Einrichtung über die Umsetzung bis zur Bewertung. Gleichen Sie Leistungsbewertungen teamübergreifend ab, bevor sie final werden, mit lückenloser Historie jeder Änderung. Kurse erstellen oder zuweisen, Mitarbeitende im Hub lernen lassen und Fortschritt sowie Compliance verfolgen – verbunden mit Ihren HR-Daten in flair. Von Unternehmenszielen zu individuellen Zielen Mitarbeitende und Führungskräfte sehen ihre Ziele für den gewählten Zeitraum auf der Zielseite im Employee Hub. Richten Sie ein Ziel an einem oder mehreren Unternehmens- oder Teamzielen aus und verfolgen Sie die gesamte Kette im Widget Hierarchie-Struktur. - Unternehmens- oder Teamziele in die eigenen Ziele übernehmen - Ziele an Mitarbeitende in Ihrer Berichtslinie weitergeben - Jede Kopie bleibt mit ihrer Quelle verknüpft Gewichtung & Bewertung Gewichtete Ergebnisse, die alle nachvollziehen Im MBO-Modus übersetzen Bewertungsskalen das Ergebnis eines Ziels in einen Score, und gewichtete Scores ergeben einen Gesamtscore pro Mitarbeitenden. Führungskräfte sehen Ziele, Gewichtungen, Ergebnisse und Scores ihres Teams in der Zeitraum-Zielübersicht, Mitarbeitende öffnen ihre eigene Bewertungsübersicht. - Vordefinierte Ergebnisoptionen wie „Erfüllt die Erwartungen“ - Standardgewichtungen pro Position, anpassbar pro Mitarbeitenden - Gewichtungsregeln pro Mitarbeitenden oder pro Kategorie Phasen & Genehmigungen Änderungen im gesamten Zielzyklus steuern Jeder Zielzeitraum durchläuft Phasen wie Einrichtung, Umsetzung und Bewertung. Legen Sie pro Phase fest, ob Mitarbeitende Ziele anlegen, ändern oder löschen, Gewichtungen anpassen oder Fortschritt aktualisieren dürfen und ob eine Änderung zuerst genehmigt werden muss. - Erlauben, Verweigern oder Genehmigung pro Aktion - Ausstehende Änderungen neben den aktuellen Werten im Hub - Änderungen durch Führungskräfte und HR ohne Genehmigungsschritt Flexible Software für Leistungsbeurteilungen Evaluieren Sie Ihre Top-Talente Gleichen Sie Leistungsbewertungen teamübergreifend ab, bevor sie final werden, mit lückenloser Historie jeder Änderung. Definieren Sie Rollen, Rollenfamilien und Karrierestufen und verbinden Sie sie mit Positionen, Vergütung und Skills. Häufige Fragen zu Zielen und OKR Was ist der Unterschied zwischen OKR und MBO in flair? Der OKR-Modus nutzt messbare Key Results, aus denen flair den Fortschritt eines Ziels automatisch berechnet. Der MBO-Modus bewertet Ergebnisse am Ende eines Zeitraums über vordefinierte Ergebnisoptionen oder numerische Werte, mit Bewertungsskalen und gewichteter Bewertung über Kategorien. Den Modus wählen Sie pro Development Framework. Wie funktionieren Key Results? Jedes OKR-Ziel kann Key Results in drei Arten haben: numerisch (von einem Startwert zu einem Zielwert), prozentual oder Ja/Nein. Der Fortschritt eines Ziels ist der Durchschnitt seiner Key Results, und sein Status aktualisiert sich, sobald sich Key-Result-Werte ändern. Lassen sich individuelle Ziele an Unternehmenszielen ausrichten? Ja. Ziele gibt es auf Unternehmens-, Team- und Mitarbeiterebene, und Mitarbeiterziele können Unterziele haben. Sie können ein Ziel an einem oder mehreren Unternehmens- oder Teamzielen ausrichten, und Mitarbeitende können ein Unternehmens- oder Teamziel als verknüpfte Kopie in ihre eigenen Ziele übernehmen. Wer kann ein Ziel sehen? Jedes Ziel hat eine Sichtbarkeitseinstellung: das gesamte Unternehmen, nur Führungskräfte und HR oder geschützt, also nur explizit freigegebene Personen im OKR-Modus. Neue Ziele im Employee Hub sind standardmäßig nur für Führungskräfte und HR sichtbar. Können Ziele Teil von Leistungsbeurteilungen sein? Ja. Verknüpfen Sie einen Feedback-Zyklus mit einem Zielzeitraum und wählen Sie, wie Ziele im Review erscheinen: in einem eigenen Abschnitt mit Seitenleiste zur Ergebniseingabe oder direkt als Fragen. Das Development Framework, ein kostenpflichtiges Add-on, steuert, wer Ergebnisse während des Reviews aktualisieren darf. --- ## Salesforce HR: Native HR-Software auf der AppExchange | flair URL: https://flair.hr/de/salesforce-hr > flair ist die Salesforce-native HR-Software: Personalakte, Zeiten, Abwesenheiten, Payroll und Recruiting als Salesforce-Daten – mit Reports, Flows und Rechten. Salesforce HR Salesforce HR: HR-Software nativ in Ihrer Org flair bringt HR und Recruiting in Ihre Salesforce-Org. Personalakten, Freigaben, Automatisierungen und Auswertungen liegen auf der Plattform, der Sie bereits vertrauen – Mitarbeitende nutzen einfach den Employee Hub, die mobile App oder Slack. Demo buchen Warum HR auf Salesforce gehört Eine Plattform für Unternehmens- und Personaldaten – mit den Werkzeugen, die Ihre Admins schon kennen. Installiert über die AppExchange flair ist die Nr. 1 HR- und Recruiting-Lösung auf der Salesforce AppExchange und wird als Managed Package in Ihrer Org installiert. Ihr Datenmodell, erweitert Mitarbeiter-, Zeit-, Abwesenheits- und Recruiting-Daten sind Salesforce-Datensätze, die Sie mit eigenen Objekten und Feldern erweitern. Sicherheit auf Salesforce-Niveau Berechtigungssätze und Profile, die Hyperforce EU Operating Zone und Shield-Verschlüsselung schützen Ihre HR-Daten. Mitarbeitende brauchen kein Salesforce Mitarbeitende brauchen keine Salesforce-Lizenz: Sie arbeiten im Employee Hub, in der App oder in Slack. Salesforce-natives Datenmodell Personaldaten direkt neben Ihren Unternehmensdaten Weil flair auf Salesforce entwickelt ist, liegen Personalakten, Berechtigungen, Automatisierungen, Freigaben und Auswertungen auf einer Plattform. Zwischen HR-Tool und CRM muss nichts synchronisiert werden. - Eigene Objekte und Felder für Ihre HR- und Recruiting-Datenstruktur - Salesforce Flows und Workflow-Regeln, um HR-Aufgaben zu automatisieren - Eigene Reports und Dashboards sowie vorgefertigte Reports zu Headcount, Gehältern und Überstunden Auch Vertrieb und Service lassen sich anbinden: Mit der Sales Cloud entstehen Boni automatisch und landen in der Lohnabrechnung, sobald ein Deal gewonnen ist. Sicherheit & Compliance Aufgebaut auf dem Sicherheitskonzept von Salesforce flair übernimmt das Sicherheitsmodell von Salesforce, statt ein eigenes zu bauen. Wer welche HR-Daten sieht, legen Sie über Salesforce-Berechtigungssätze und Profile fest. - Als Lösung auf der AppExchange unterliegt flair ausführlichen Sicherheitsprüfungen durch Salesforce - Datenspeicherung über die Hyperforce EU Operating Zone und die globalen Rechenzentren von Salesforce - Shield Platform Encryption mit 256-Bit-AES, Event Monitoring und Field Audit Trail flair basiert auf Salesforce und unterstützt dabei, Vorgaben wie DSGVO und SOC 2 einzuhalten. Mehr dazu auf unserer Seite zur Datensicherheit. Kunden auf Salesforce Warum Salesforce-Teams sich für flair entscheiden Unternehmen, die mit Salesforce arbeiten, entscheiden sich für flair, weil HR damit Teil der Plattform wird, die sie ohnehin nutzen. „Da flair vollständig in Salesforce integriert ist, bot es uns eine All-in-One-Lösung.“ Britta Harder, WFO (zur Erfolgsgeschichte) „Außerdem war die Tatsache, dass flair auf Salesforce aufbaut, für uns eine Garantie für seine Qualität.“ Brennerei Wild (zur Erfolgsgeschichte) flair auf der Salesforce AppExchange ansehen. Headless HR HR für Salesforce Headless 360: Personaldaten und Workflows als APIs, MCP-Tools und CLI-Befehle. Sales Cloud-Integration Verknüpfen Sie Vertriebs- und HR-Daten Schütze deine Geschäftsdaten HR-Daten zuverlässig schützen Häufige Fragen zu Salesforce HR Hat Salesforce ein HR-Modul? Die Kern-Clouds von Salesforce sind auf Vertrieb, Service und Marketing ausgerichtet. HR und Recruiting kommen über Apps von der Salesforce AppExchange hinzu. flair ist eine native HR- und Recruiting-Suite auf der AppExchange und deckt Recruiting, Personalverwaltung, Zeiterfassung, Abwesenheiten, Payroll-Vorbereitung, Leistungsbeurteilung und Weiterbildung direkt in Ihrer Salesforce-Org ab. Was bedeutet Salesforce-nativ für HR-Daten? flair speichert HR-Daten als Salesforce-Datensätze in Ihrer Org. Sie werten sie mit Standard-Reports und Dashboards aus, automatisieren sie mit Flows, erweitern sie mit eigenen Feldern und Objekten und steuern den Zugriff über Berechtigungssätze und Profile – genau wie Ihre übrigen Salesforce-Daten. Brauchen Mitarbeitende eine Salesforce-Lizenz? Nein. Mitarbeitende brauchen keine Salesforce-Lizenz. Sie nutzen den webbasierten Employee Hub, die mobile App und Slack. Nur HR-Teams und Administratoren, die in den flair-Apps in Salesforce arbeiten, benötigen eine Salesforce-Lizenz. Brauchen wir Salesforce, um flair zu nutzen? flair ist nativ auf Salesforce entwickelt und eignet sich besonders für Unternehmen, die Salesforce bereits nutzen. Unternehmen ohne Salesforce können flair trotzdem ohne Einschränkungen im Funktionsumfang nutzen: Wir richten eine Salesforce-Instanz ein, über die sie auf flair zugreifen. Wie sicher sind HR-Daten in flair? flair baut auf dem Sicherheitskonzept von Salesforce auf: rollenbasierter Zugriff über Berechtigungssätze und Profile, Verschlüsselung im Ruhezustand und bei der Übertragung sowie Speicheroptionen wie die Hyperforce EU Operating Zone. Als AppExchange-Lösung unterliegt flair den Sicherheitsprüfungen von Salesforce. Details finden Sie unter Datensicherheit. --- ## HR Software: Module, HRIS & Auswahl-Checkliste | flair URL: https://flair.hr/de/hr-software > Was ist HR Software? Die wichtigsten Module, Personalmanagement Software und HRIS im Vergleich, eine Checkliste zur Auswahl – und flair auf Salesforce. HR Software HR-Software: Alle Personalprozesse in einer Plattform HR-Software ersetzt Excel-Listen und Insellösungen durch ein System für Personalverwaltung, Recruiting, Zeiten, Abwesenheiten, Payroll und Entwicklung. flair läuft nativ auf Salesforce, Mitarbeitende nutzen Employee Hub, App oder Slack. Demo buchen Die wichtigsten Module einer HR-Software Jedes Modul deckt einen Teil des Mitarbeiterlebenszyklus ab. In flair greifen alle auf dieselbe Datenbasis zu. Stammdaten, digitale Personalakte, Dokumente und Berechtigungen. Personalverwaltung Software Stellenanzeigen, Karriereseite und Bewerbermanagement bis zum unterschriebenen Vertrag. On- & Offboarding Checklisten und Workflows, damit neue Mitarbeitende ab Tag eins produktiv sind. Arbeitszeiten per App, Browser, Terminal oder Kiosk – inklusive Überstunden und ArbZG-Regeln. Urlaubsanträge, Freigaben, Feiertage je Bundesland und Teamkalender. Abrechnungsläufe in HR vorbereiten und an das Lohnbüro übergeben – auch per DATEV. Performance & Ziele Mitarbeitergespräche, Feedback und Ziele an einem Ort. Schulungen, Zertifikate und Entwicklungspfade für alle Mitarbeitenden. Was ist HR-Software? HR-Software (auch Personalsoftware) ist ein System, das die administrativen und strategischen Aufgaben der Personalabteilung digitalisiert. Statt Mitarbeiterdaten in Excel-Listen, E-Mails und einzelnen Tools zu pflegen, liegt alles in einer Datenbank: von der Bewerbung über Arbeitsvertrag, Arbeitszeiten und Abwesenheiten bis zum Mitarbeitergespräch. - Weniger manuelle Arbeit durch Workflows und Freigaben - Self-Service für Mitarbeitende und Führungskräfte - Verlässliche Daten für Reports und Lohnabrechnung Personalmanagement Software Von der Personalverwaltung zum Personalmanagement Eine Personalmanagement Software geht über die reine Verwaltung hinaus. Neben der Personalverwaltung unterstützt sie die Prozesse, die Mitarbeitende weiterbringen: Recruiting, Onboarding, Leistungsbeurteilung, Ziele und Weiterbildung. Der Mehrwert entsteht durch die Verknüpfung: Aus einer Einstellung wird eine Personalakte, aus einer Schulung eine Qualifikation, aus einem Mitarbeitergespräch die Grundlage für die nächste Lohnrunde. - Eine Personalakte für alle Prozesse - Freigabe-Workflows nach Gesellschaft, Abteilung oder Standort - Für wachsende Unternehmen: HR-Software für den Mittelstand Was ist ein HRIS? Ein HRIS (Human Resources Information System, auf Deutsch Personalinformationssystem) ist die Datenschicht einer HR-Software: das führende System für Mitarbeiterdaten, Organisationsstrukturen und deren Historie, auf dem alle weiteren HR-Prozesse und Auswertungen aufbauen. Heute werden HRIS, HRMS und HR-Software oft synonym verwendet. Bei flair ist dieses führende System Salesforce. Personaldaten liegen neben Ihren übrigen Unternehmensdaten, lassen sich mit Salesforce-Reports und -Dashboards auswerten und sind über Berechtigungssätze und Profile geschützt. Checkliste: So finden Sie die **passende HR-Software** Bevor Sie Anbieter vergleichen, halten Sie fest, was das System in zwei Jahren leisten muss – nicht nur heute. **Module:** Welche Prozesse soll die Software jetzt abdecken, welche später? **Schnittstellen:** Lohnabrechnung (z. B. DATEV), Slack, CRM und Identity Provider. **Datenschutz:** DSGVO, Auftragsverarbeitungsvertrag, Hosting-Region und ein feines Rechtekonzept. **Akzeptanz:** Self-Service im Web, per App und in den Tools, die Mitarbeitende ohnehin nutzen. **Flexibilität:** eigene Felder, Workflows und Reports ohne Projekt beim Anbieter. **Gesamtkosten:** Lizenzen, Einführung und Support. Worauf es ankommt, zeigt unser [HR-Software-Vergleich](/de/compare/hr-software-vergleich). HR-Software für den Mittelstand Eine HR-Plattform für Recruiting, Zeiten, Abwesenheiten, Payroll-Vorbereitung und Entwicklung – auf Salesforce. Personalverwaltung Software Mitarbeiterdaten, Dokumente, Workflows und Berechtigungen in einem Salesforce-nativen System. Worauf es beim Vergleich von HR-Software ankommt, mit einem Überblick über gängige Anbieter. Häufige Fragen zu HR-Software Was macht eine HR-Software? Eine HR-Software verwaltet Mitarbeiterdaten und Personalprozesse in einem System: Personalakte und Dokumente, Recruiting, Onboarding, Zeiterfassung, Abwesenheiten, Payroll-Vorbereitung, Leistungsbeurteilung und Weiterbildung. Mitarbeitende und Führungskräfte erledigen Anträge im Self-Service, statt Formulare und E-Mails an HR zu schicken. Was ist der Unterschied zwischen HR-Software, HRIS und Personalmanagement Software? Ein HRIS ist das führende System für Mitarbeiterdaten. Eine Personalmanagement Software (oft auch HRMS) ergänzt Prozesse wie Recruiting, Leistungsbeurteilung und Weiterbildung. In der Praxis überschneiden sich die Begriffe – moderne HR-Software deckt in der Regel beides ab. Wie vergleiche ich HR-Software-Anbieter? Gehen Sie von Ihren Prozessen und Schnittstellen aus und vergleichen Sie dann Funktionsumfang, Akzeptanz und Gesamtkosten. Bei der Auswahl helfen unser HR-Software-Vergleich, die Vergleichsübersicht, der Überblick zu den Personio Kosten und die Workday Alternativen. Warum ist flair auf Salesforce entwickelt? Auf Salesforce liegen Personaldaten neben Ihren übrigen Unternehmensdaten und profitieren vom Berechtigungskonzept, von Reports, Dashboards und Automatisierungen der Plattform. Mitarbeitende arbeiten dabei nicht in Salesforce, sondern im Employee Hub, in der mobilen App und in Slack. Mehr dazu auf unserer Seite zu HR auf Salesforce. Brauchen wir Salesforce, um flair zu nutzen? flair ist nativ auf Salesforce entwickelt und eignet sich besonders für Unternehmen, die Salesforce bereits nutzen. Unternehmen ohne Salesforce können flair trotzdem ohne Einschränkungen im Funktionsumfang nutzen: Wir richten eine Salesforce-Instanz ein, über die sie auf flair zugreifen. --- ## Zeiterfassung App für Mitarbeitende (iOS & Android) | flair URL: https://flair.hr/de/zeiterfassung-app > Zeiterfassung App für iOS und Android: per Klick ein- und ausstempeln, Pausen und Projekte erfassen, offline weiterstempeln und das ArbZG einhalten. Zeiterfassung App Zeiterfassung per App – mobil, offline und ArbZG-konform Mit der flair App stempeln Mitarbeitende ein, machen Pause und stempeln aus – egal, wo sie arbeiten, und auch ohne Netz. Ruhezeiten, Pausenregeln und Freigaben laufen in derselben App. Demo buchen Mobile Zeiterfassung, die vor Ort funktioniert Für Büro, Außendienst und gewerbliche Teams – auf iOS und Android. Per Klick einstempeln Zeit starten und stoppen, Pausen einlegen und Notizen, Projekte oder Kostenstellen direkt auf dem Startbildschirm erfassen. Offline weiterstempeln Ein- und Ausstempeln sowie Pausen werden auf dem Gerät gespeichert und automatisch übertragen, sobald wieder Netz da ist. Standort erfassen Wenn Sie es aktivieren, speichert flair den Standort nur beim Ein- und Ausstempeln und bei Pausen. Arbeitszeitgesetz im Blick Ruhezeiten, Pausenregeln und Tageshöchstgrenzen werden schon beim Stempeln geprüft – nicht erst Wochen später in der Abrechnung. Mobile Stempeluhr Unterwegs ein- und ausstempeln Mitarbeitende erfassen ihre Arbeitszeit in der flair App für iOS und Android. Die Tracker-Leiste auf dem Startbildschirm zeigt die laufende Zeit jederzeit an. - Ein- und ausstempeln, Pausen starten und die Pausenart wählen - Zeiten auf Projekte oder Kostenstellen buchen und Notizen ergänzen - Tägliche Arbeitszeit sowie Über- oder Unterstunden auf einen Blick Die App gibt es im App Store und bei Google Play. Offline-Modus & Geolokalisierung Kein Netz? Einfach weiterstempeln Auf der Baustelle, im Lager oder unterwegs: Verliert das Smartphone die Verbindung, erfasst die App die Zeiten trotzdem. Die Einträge bleiben auf dem Gerät und werden automatisch übertragen, sobald es wieder online ist. - Die Tracker-Leiste zeigt ohne Verbindung den Offline-Modus an - Geolokalisierung, je Arbeitszeitmodell aktivierbar - Der Standort wird nur beim Ein- und Ausstempeln und bei Pausen gespeichert Ruhezeiten, Pausen und Freigaben an einem Ort Administratoren legen die Regeln einmal im Arbeitszeitmodell (Time Framework) fest, die App wendet sie beim Stempeln an. Was das Arbeitszeitgesetz verlangt, prüft flair damit laufend. - Zu frühes Einstempeln nach Schichtende wird blockiert, bis die Ruhezeit (§ 5 ArbZG) vorbei ist - Pausenerinnerungen, Pausenvorschlag beim Ausstempeln und automatischer Abzug fehlender Pausenzeit (§ 4 ArbZG) - Korrekturen gehen als Änderungsantrag an die Führungskraft; Stundenzettel werden in der App, im Employee Hub oder in Salesforce freigegeben Vielseitige Zeiterfassungssoftware Time-Tracking Software Machen Sie jede Arbeitsstunde wertvoll. Machen Sie ein Android-Tablet zum Zeiterfassungsterminal, mit PIN, QR-Code und Kiosk-Pass in der App. Arbeitszeitgesetz-konforme Zeiterfassung Ruhezeiten und gesetzliche Pausen durchsetzen, Zeiten einheitlich runden und Krankheit im Urlaub abbilden. Häufige Fragen zur Zeiterfassung per App Ist eine Zeiterfassung per App rechtlich zulässig? Ja. Seit dem Beschluss des Bundesarbeitsgerichts vom 13. September 2022 (1 ABR 22/21) müssen Arbeitgeber in Deutschland die Arbeitszeit ihrer Beschäftigten systematisch erfassen. Eine bestimmte Form schreibt das Gesetz derzeit nicht vor – eine App ist ebenso zulässig wie ein Terminal oder die Erfassung im Browser. Wichtig ist, dass Beginn, Ende und Dauer der Arbeitszeit verlässlich dokumentiert werden. Mehr dazu lesen Sie in unserem Beitrag zur Pflicht zur Zeiterfassung. Funktioniert die flair App auch offline? Ja. Ein- und Ausstempeln sowie Pausen funktionieren wie gewohnt, auch wenn das Smartphone keine Verbindung hat. Die App speichert die Einträge auf dem Gerät und überträgt sie automatisch, sobald die Verbindung wieder steht. Tagesübersichten und Stundenzettel laden wieder, wenn das Gerät online ist. Erfasst die App den Standort meiner Mitarbeitenden? Nur, wenn Sie es aktivieren. Die Geolokalisierung ist eine Einstellung im Arbeitszeitmodell. Ist sie eingeschaltet, speichert flair den Standort ausschließlich beim Ein- und Ausstempeln sowie zu Beginn und Ende einer Pause in der App – eine dauerhafte Ortung gibt es nicht. Gibt es in Ihrem Unternehmen einen Betriebsrat, hat dieser bei der Einführung mitzubestimmen (§ 87 Abs. 1 Nr. 6 BetrVG). Auf welchen Geräten läuft die App? Die flair App gibt es für iOS im App Store und für Android bei Google Play. Mitarbeitende ohne Firmenhandy stempeln alternativ im Browser über den Employee Hub, in Slack oder an einem gemeinsamen Zeiterfassungsterminal. Ist die Zeiterfassung App kostenlos? Der Download ist kostenlos. Nutzen können die App die Mitarbeitenden von Unternehmen, die flair einsetzen – die Tarife finden Sie auf unserer Preisseite. --- ## Zeiterfassung Software für Unternehmen | flair URL: https://flair.hr/de/time-tracking > Zeiterfassung Software für Unternehmen: Arbeitszeiten per App, Terminal, RFID oder Slack erfassen und Überstunden im Blick behalten – nativ auf Salesforce. Zeiterfassung Software Zeiterfassung Software: Machen Sie jede Arbeitsstunde wertvoll Die Zeiterfassung sollte nicht zeitaufwendig sein. flair hilft Ihnen, das Zeitmanagement Ihrer Mitarbeitenden zu verbessern, Projekte zu verfolgen und die Arbeitszeiten präzise in Salesforce zu erfassen. Termin anfragen Video ansehen Einfache Zeiterfassung für effiziente Teams Ob im Büro, unterwegs oder im Homeoffice – unser Zeiterfassungstool sorgt dafür, dass die Arbeitszeiten Ihrer Mitarbeitenden zuverlässig und effizient erfasst werden. Benutzerfreundliche Zeiterfassung Stempeln Sie sich per Klick ein und aus, erfassen Sie Pausen und fügen Sie Notizen zu Zeiteinträgen hinzu. Legen Sie Regeln und Grenzen für Pausen und Überstunden fest – im Einklang mit Unternehmensrichtlinien und lokalen Gesetzen. Einfache Übersicht und Genehmigung Erhalten Sie eine schnelle und klare Übersicht über Arbeitszeiten und genehmigen Sie diese mit nur einem Klick. Mit Lohnabrechnung und Abwesenheiten verknüpft Korrekte Vergütung und Abwesenheitsansprüche – alles in einem System. Intelligentes Anwesenheitsmanagement Urlaubsanträge und Genehmigungen leicht gemacht Gehaltsabrechnung einfach und übersichtlich organisiert Damit Gehaltszahlungen jedes Mal reibungslos laufen Digitale Zeiterfassung Arbeitszeit effizient erfassen Befreien Sie sich von zeitaufwendigen manuellen Stundenzetteln. Die benutzerfreundliche Zeiterfassung von flair verbessert die Genauigkeit und spart Zeit bei der manuellen Zusammenführung von Arbeitsstunden. Mitarbeitende können ihre Arbeitszeiten ganz einfach erfassen. Erfassung per Browser oder Desktop-App, mobil per App oder automatisch per Schlüsselanhänger. Wie das Stempeln unterwegs funktioniert – auch offline –, zeigt unsere [Zeiterfassung App](/de/zeiterfassung-app). Zeiterfassung für Projekte Abrechenbare Stunden im Blick behalten Erfassen Sie Zeiten für Projekte und Kunden mit unserem einfachen projektbasierten Zeiterfassungstool. flair sorgt durch die klare Zuordnung von Arbeitsstunden für eine präzise Abrechnung, optimiert die Ressourcenplanung und Projektbudgetierung, hilft dabei, Verzögerungen und Budgetüberschreitungen frühzeitig zu erkennen, und ermöglicht die genaue Erfassung abrechenbarer Zeiten für exakte Projektkosten. Freigaben einfach und schnell Schnelle Freigaben für angepasste Zeiten Mit flair können Sie manuell erfasste und bearbeitete Zeiteinträge einfach prüfen und freigeben, sodass Ihre Zeitberichte stets korrekt und vollständig sind. Mitarbeitende können Kommentare hinzufügen, um Unstimmigkeiten zu erläutern, und Arbeitszeiten lassen sich sogar direkt über Slack freigeben. Detaillierte Berichte Alle Zeiten zentral im Blick Bündeln Sie alle Zeit- und Anwesenheitsdaten in aussagekräftigen Reports und Dashboards. So behalten Sie Überstunden im Blick und verbessern Ihre Ressourcenplanung. Unser Zeiterfassungssystem passt zu jedem Unternehmen Zeiterfassung ist für alle da. Unabhängig von Ihrer Branche steigert unsere Software die Produktivität und unterstützt die Einhaltung arbeitsrechtlicher Vorgaben. Compliance bei der Zeiterfassung gewährleisten Die präzise digitale Erfassung von Arbeits- und Pausenzeiten ist für Unternehmen im Gesundheitswesen entscheidend, um gesetzliche Vorgaben einzuhalten. Beratungsunternehmen nutzen unsere Zeiterfassung, um abrechenbare Stunden für Projekte und Kunden zu erfassen und so eine genauere Abrechnung zu ermöglichen. Fokus und Produktivität steigern Wir arbeiten mit Tech-Scale-ups zusammen, um mithilfe von Zeiterfassung die Arbeitsgewohnheiten von Mitarbeitenden zu analysieren und zu optimieren. Automatische Zeiterfassung per Terminal Mitarbeitende stempeln sich per Schlüsselanhänger oder Fingerabdruck ein. Wir unterstützen Sie bei der Einrichtung Ihrer Terminals Gespräch vereinbaren flair im Vergleich flair vs Personio Warum Sie mit dem Wechsel zu flair eine flexiblere und individuell anpassbare HR-Lösung erhalten. flair vs Personio flair vs Factorial Vergleichen Sie Factorial mit der Salesforce-nativen HR- und Recruiting-Plattform von flair. flair vs Factorial flair vs Excel Zu viele Tabellen im Einsatz? Modernisieren Sie Ihr HR und Recruiting mit flair. flair vs Excel --- ## Mobile App URL: https://flair.hr/de/mobile-app > Mobile HR-App von flair: Erfassen Sie Zeiten, beantragen Sie Abwesenheiten und sehen Sie Dokumente unterwegs ein – automatisch synchronisiert mit der Plattform. Mehr Effizienz im HR – jederzeit und überall Mit der mobilen App von flair können Sie auch unterwegs Zeiten erfassen, Abwesenheiten beantragen und Ihre Dokumente einsehen. Alles wird automatisch mit der flair-Plattform synchronisiert, sodass Sie wichtige Aufgaben auch ohne Schreibtisch schnell und einfach erledigen können. Unternehmen in Deutschland und der Schweiz entscheiden sich für uns. Alle wichtigen Informationen – jederzeit und überall verfügbar Erledigen Sie einfache Aufgaben und greifen Sie jederzeit auf die Informationen zu, die Sie benötigen – egal, wo Sie sind. Mehr Flexibilität im Arbeitsalltag Egal ob unterwegs oder im Homeoffice: Mit der mobilen flair App bleiben zentrale HR-Prozesse immer griffbereit. Immer informiert Sehen Sie auf einen Blick, welche Kolleg:innen fehlen, buchen Sie Abwesenheiten und verpassen Sie keine anstehenden Geburtstage mehr. Alles Wichtige auf einen Blick Greifen Sie unterwegs auf Ihre Dokumente zu und erhalten Sie Benachrichtigungen zu wichtigen Updates – mit der mobilen App von flair verpassen Sie nichts mehr. Alle wichtigen HR-Funktionen immer zur Hand Mit der mobilen App von flair gestalten Mitarbeitende und Manager:innen ihren Arbeitsalltag effizienter. Mit iOS 16 können Sie Ihren Time Tracker direkt auf dem Sperrbildschirm anzeigen. Geburtstage im Überblick Behalten Sie bevorstehende Geburtstage im Blick und vergessen Sie keinen besonderen Anlass mehr. Dokumente hochladen Wichtige Dateien sicher speichern und bequem mobil abrufen. Aktuelle Abwesenheiten Sehen Sie sofort, welche Kolleg:innen abwesend sind und wann sie zurückkehren. Abwesenheit beantragen Reichen Sie Abwesenheiten schnell und einfach ein, egal ob krankheitsbedingt oder für den nächsten Urlaub. Zeiterfassung jederzeit griffbereit Behalten Sie Ihre Arbeitszeit im Blick, legen Sie Pausen ein oder stempeln Sie sich flexibel aus. Top-Bewertungen von iOS- und Android-Usern Arbeitszeit immer im Blick Mit der mobilen App von flair können Mitarbeitende ihre Arbeitszeiten flexibel von überall aus erfassen. Übersichten und Analysen zeigen die tägliche Arbeitszeit sowie Über- oder Unterstunden auf einen Blick. Zuverlässige Zeiterfassung Behalten Sie im Blick, dass Mitarbeitende angemessene Arbeitszeiten haben und genügend Pausen einlegen. Im Einklang mit Arbeitsgesetzen Behalten Sie Arbeitszeiten präzise im Blick – unter Einhaltung lokaler Vorschriften. Abwesenheitsanträge effizient verwalten Mit dem mobilen Abwesenheitsmanagement planen Mitarbeitende einfacher und behalten verbleibende Urlaubstage sowie bevorstehende Abwesenheiten jederzeit im Blick. Erhalte Abwesenheitsanträge sofort, sobald sie in der App eingereicht werden. Klarere Abläufe Beseitige Unklarheiten bei Abwesenheitsansprüchen und bezahlter Freizeit. Dokumente jederzeit abrufbar Teile wichtige Dokumente wie Gehaltsabrechnungen und Verträge mit Mitarbeitenden und erhalte stets aktuelle persönliche Informationen, sobald sich die Daten eines Mitarbeitenden ändern. Hohe Sicherheit Arbeitsdokumente sicher in deiner Salesforce-Instanz speichern. Zuverlässige Datensätze Mitarbeitende können ihre persönlichen Daten jederzeit aktualisieren. Zeiterfassung App Ein- und ausstempeln, Pausen erfassen und Arbeitszeitregeln einhalten – per App, auch offline. Intelligentes Anwesenheitsmanagement Urlaubsanträge und Genehmigungen leicht gemacht Software für Spesenmanagement Belege erfassen, Spesengruppen gemeinsam freigeben und Auslagen schneller erstatten. Zugriff auf den Employee Hub – jederzeit und überall Erfasse deine Arbeitszeiten, beantrage Abwesenheiten und greife unterwegs auf Dokumente zu. Mit der flair Mobile App arbeitest du flexibler – jederzeit und überall. --- ## Urlaubsplaner & Abwesenheitsmanagement Software | flair URL: https://flair.hr/de/absence-management > Digitaler Urlaubsplaner für Ihr Team: Urlaub im Employee Hub oder in Slack beantragen, Feiertage je Bundesland, eAU-Abruf und Freigaben mit flair. Urlaubsplaner & Abwesenheitsmanagement Digitaler Urlaubsplaner: Abwesenheiten effizient verwalten Verbessern Sie die Kapazitätsplanung und sparen Sie Zeit durch vereinfachte Urlaubsanträge und Genehmigungen. Termin vereinbaren Video ansehen Erfassen Sie Abwesenheiten rechtssicher flair bietet alle Tools, um Ihr Abwesenheitsmanagement zu perfektionieren – von mühelosen Urlaubsanträgen bis hin zur präzisen Zeiterfassungsübersicht. Compliance für alle Standorte Einfaches Konfigurieren von Urlaubsrichtlinien zur Einhaltung der geltenden Arbeitsgesetze. Zeitsparende Genehmigungen Bearbeiten Sie Anträge auf Freistellung effizient mit nur einem Mausklick, ohne Ihre Arbeit zu unterbrechen. Bevorstehende Abwesenheiten Verschaffen Sie sich einen vollständigen Überblick über alle Abwesenheiten und Abwesenheitstrends. Transparenz bei Abwesenheiten Überprüfen Sie, welche Mitarbeitenden abwesend sind und wer remote oder im Büro arbeitet. Vielseitige Zeiterfassungssoftware Time-Tracking Software Machen Sie jede Arbeitsstunde wertvoll. Flexible Schichtplanungssoftware Optimieren Sie Ihre Personalplanung mit klaren Strukturen Einhaltung der Arbeitszeitregelung Definieren Sie Abwesenheitsrichtlinien für jede Art von bezahlter Freizeit, um lokale Standards und Arbeitsgesetze einzuhalten. Das spart Zeit und gewährleistet Konsistenz. ``` ``` Sie können Ihre Richtlinien auch so anpassen, dass Sie nach einer bestimmten Anzahl von Überstunden oder Dienstjahren zusätzlichen Urlaub gewähren. Wann Mutterschutz und Elternzeit beginnen und enden, zeigen unsere kostenlosen Rechner für [Mutterschutz](/de/mutterschutz-rechner) und [Elternzeit](/de/elternzeit-rechner). Abwesenheitsanträge effizienter bearbeiten Empfangen, prüfen und beantworten Sie alle Urlaubsanträge an einem Ort und erhalten Sie zeitnahe Benachrichtigungen per E-Mail oder Slack. Abwesenheiten jederzeit im Blick Koordiniere geplante Abwesenheiten besser mit einer klaren Kalenderübersicht und organisiere schnell eine Vertretung für abwesende Mitarbeitende. ``` ``` Erhalten Sie Benachrichtigungen über Abwesenheiten, identifizieren Sie überschneidende Abwesenheiten und überprüfen Sie, wann Mitarbeitende zurück sind. Für die Jahresplanung ohne Software gibt es unseren kostenlosen [Urlaubsplaner 2027 als Excel- und PDF-Vorlage](/de/flair-library/urlaubsplaner). Detaillierte Abwesenheitsberichte Analysiere Abwesenheitstrends Erstellen Sie präzise Salesforce-Berichte zur Überwachung der Anwesenheit und Analyse von Abwesenheitstrends, um eine effektive Personalverwaltung zu ermöglichen. Bringen Sie Struktur und Klarheit in Ihre Abwesenheitsprozesse flair kann Unternehmen in jeder Branche dabei helfen, Zeit bei manuellen Prozessen zu sparen und gleichzeitig die Einhaltung von Vorschriften zu erleichtern. Versicherungsschutz für Mitarbeitende Kompetenzorientierte Schichtplanung sorgt dafür, dass Sie immer über die benötigten qualifizierten Mitarbeitenden verfügen. Mehr Erfahren Plane die Verfügbarkeit von Beratern flair hilft dabei, die Genehmigungsprozesse für Freistellungen zu optimieren und die Verfügbarkeit von Beratern vorherzusagen. Mehr Erfahren Abwesenheitsanträge effizient managen Integrieren Sie flair in Messaging- und Kalender-Apps, um rechtzeitig Benachrichtigungen zu erhalten und auf Abwesenheitsanträge zu reagieren Mehr Erfahren flair im Vergleich flair vs Personio Warum Sie mit dem Wechsel zu flair eine flexiblere und individuell anpassbare HR-Lösung erhalten. flair vs Personio flair vs Factorial Vergleichen Sie Factorial mit der Salesforce-nativen HR- und Recruiting-Plattform von flair. flair vs Factorial flair vs Excel Zu viele Tabellen im Einsatz? Modernisieren Sie Ihr HR und Recruiting mit flair. flair vs Excel --- ## Arbeitsvertrag Muster 2026: kostenlose Vorlagen (Word) URL: https://flair.hr/de/flair-library/arbeitsvertrag-muster > Arbeitsvertrag Muster kostenlos als Word-Vorlage: unbefristet, befristet, Teilzeit und Minijob, mit allen Pflichtangaben nach dem Nachweisgesetz. # Arbeitsvertrag Muster 2026: kostenlose Vorlagen (Word) Mit diesen kostenlosen Mustern erstellen Sie einen Arbeitsvertrag, der alle Pflichtangaben nach dem Nachweisgesetz (NachwG) enthält: als Word-Datei für unbefristete, befristete, Teilzeit- und Minijob-Arbeitsverhältnisse. Ohne Anmeldung, direkt herunterladen. ## Das steckt in den Vorlagen - **Vier Varianten:** unbefristet in Vollzeit, befristet (mit oder ohne Sachgrund), Teilzeit und Minijob - **Alle 15 Pflichtangaben nach § 2 NachwG:** von Arbeitsort und Tätigkeit über Zusammensetzung und Fälligkeit des Entgelts, Arbeitszeit, Pausen und Ruhezeiten bis zum Kündigungsverfahren und der Klagefrist nach § 4 KSchG - **Gelb markierte Platzhalter** für alles, was Sie ausfüllen oder streichen müssen, mit Alternativen, etwa für Schichtarbeit, Überstunden oder betriebliche Altersversorgung - **Hinweise zur Verwendung** am Ende jedes Musters: Fristen, Form und typische Fehler, die Sie vor der Unterzeichnung löschen ## Welches Muster passt? - **Unbefristet:** der Standardfall für eine Festanstellung in Vollzeit, mit Probezeit von bis zu sechs Monaten. - **Befristet:** kalendermäßig befristet nach § 14 TzBfG, ohne Sachgrund (bis zu zwei Jahre, nur bei Neueinstellung) oder mit Sachgrund wie einer Elternzeitvertretung. Die ordentliche Kündigung ist ausdrücklich vorbehalten, sonst wäre sie während der Laufzeit ausgeschlossen (§ 15 Abs. 4 TzBfG). - **Teilzeit:** mit Verteilung der Arbeitszeit auf die Wochentage und anteiligem Urlaubsanspruch. - **Minijob:** mit Stundenlohn ab Mindestlohn (2026: 13,90 Euro, 2027: 14,60 Euro), Geringfügigkeitsgrenze (2026: 603 Euro, 2027: 633 Euro im Monat) und Hinweis auf die Befreiung von der Rentenversicherungspflicht. ## Form: Was seit 2025 gilt Seit dem 1. Januar 2025 darf der Nachweis der wesentlichen Arbeitsbedingungen in **Textform** erfolgen, zum Beispiel als PDF per E-Mail. Voraussetzung: Das Dokument ist für die neue Mitarbeiterin oder den neuen Mitarbeiter zugänglich, kann gespeichert und ausgedruckt werden, und Sie fordern mit dem Versand einen Empfangsnachweis an (§ 2 Abs. 1 Satz 2 NachwG). Für Branchen nach § 2a Schwarzarbeitsbekämpfungsgesetz, etwa Bau, Gastronomie, Logistik oder Gebäudereinigung, bleibt es bei der Papierform. Zwei Ausnahmen gelten für alle: Eine **Befristung** ist nur wirksam, wenn beide Seiten den Vertrag vor Arbeitsbeginn eigenhändig unterschreiben (§ 14 Abs. 4 TzBfG). Und **Kündigungen** brauchen weiterhin die Schriftform (§ 623 BGB). Mehr zu Inhalten und Arten von Verträgen lesen Sie im Beitrag [Arbeitsvertrag: Inhalte und Ausgestaltung](/de/blog/arbeitsvertrag), die Fristen im Überblick unter [Kündigungsfrist](/de/blog/kuendigungsfrist). ## So nutzen Sie das Muster 1. Passende Variante herunterladen und in Word, Pages oder Google Docs öffnen. 2. Alle gelb markierten Platzhalter ausfüllen; nicht passende Alternativen streichen. 3. Tarifverträge und Betriebsvereinbarungen prüfen: Sie können Urlaub, Arbeitszeit oder Kündigungsfristen abweichend regeln. 4. Die Hinweise am Ende löschen und den Vertrag von beiden Seiten unterschreiben lassen. Den Urlaubsanspruch bei Teilzeit berechnen Sie mit dem [Urlaubsrechner](/de/urlaubsrechner). ## Arbeitsverträge automatisch erstellen Wer regelmäßig einstellt, kopiert Namen, Gehälter und Daten nicht mehr von Hand in Word-Vorlagen. Mit der [Dokumentenerstellung von flair](/de/document-generation) entstehen Arbeitsverträge, Zusatzvereinbarungen und Bescheinigungen direkt aus den Mitarbeiterdaten, werden digital unterschrieben und landen automatisch in der Personalakte. *Die Vorlagen sind unverbindliche Muster (Stand Oktober 2026) und ersetzen keine Rechtsberatung. Passen Sie sie an Ihren Einzelfall, Tarifverträge und Betriebsvereinbarungen an.* Arbeitsvertrag Muster kostenlos herunterladen Nützliche Ressourcen für Ihren HR-Erfolg Häufige Fragen zum Arbeitsvertrag Muster Ist das Arbeitsvertrag Muster kostenlos? Ja. Alle vier Word-Vorlagen können Sie ohne Anmeldung herunterladen, anpassen und in Ihrem Unternehmen verwenden. Muss ein Arbeitsvertrag schriftlich geschlossen werden? Nein, ein unbefristeter Arbeitsvertrag ist auch mündlich wirksam. Die wesentlichen Arbeitsbedingungen müssen Sie aber nach dem Nachweisgesetz dokumentieren, seit 2025 in den meisten Branchen auch in Textform. Eine Befristung ist dagegen nur schriftlich wirksam (§ 14 Abs. 4 TzBfG); fehlt die Unterschrift, gilt der Vertrag als unbefristet. Welche Angaben muss ein Arbeitsvertrag nach dem Nachweisgesetz enthalten? § 2 Abs. 1 NachwG nennt 15 Punkte, unter anderem Vertragsparteien, Beginn und gegebenenfalls Ende, Arbeitsort, Tätigkeit, Probezeit, Zusammensetzung, Höhe und Fälligkeit des Entgelts, Arbeitszeit mit Pausen und Ruhezeiten, Überstunden, Urlaub, Fortbildung, betriebliche Altersversorgung, das Kündigungsverfahren mit der Klagefrist und anwendbare Tarifverträge. Alle Muster enthalten diese Angaben. Verstöße können mit bis zu 2.000 Euro Bußgeld geahndet werden. Darf ich den Arbeitsvertrag per E-Mail verschicken? Für unbefristete Verträge in den meisten Branchen ja, seit dem 1. Januar 2025: als speicher- und druckbares Dokument mit der Aufforderung, den Empfang zu bestätigen. Nicht erlaubt ist das in den Branchen nach § 2a SchwarzArbG und bei befristeten Verträgen, deren Befristung eigenhändig unterschrieben sein muss. Wie lange darf die Probezeit sein? Höchstens sechs Monate mit einer Kündigungsfrist von zwei Wochen (§ 622 Abs. 3 BGB). Bei befristeten Verträgen muss die Probezeit im Verhältnis zur Dauer der Befristung und zur Tätigkeit stehen (§ 15 Abs. 3 TzBfG). --- ## Arbeitszeugnis Muster: kostenlose Vorlage (Word) mit Notenskala URL: https://flair.hr/de/flair-library/arbeitszeugnis-muster > Arbeitszeugnis Muster kostenlos: qualifiziertes Zeugnis als Word-Vorlage, mit Formulierungen für jede Note von sehr gut bis mangelhaft. # Arbeitszeugnis Muster: kostenlose Vorlage (Word) Dieses Muster zeigt ein vollständiges qualifiziertes Arbeitszeugnis mit der Gesamtnote „gut“. Sie ersetzen die gelb markierten Beispieltexte durch Ihre Angaben und wählen für Leistung und Verhalten die Formulierungen, die zur tatsächlichen Bewertung passen. ## Aufbau des Arbeitszeugnisses 1. **Überschrift und Einleitung:** Name, Geburtsdatum, Dauer und Position 2. **Unternehmensbeschreibung:** ein bis zwei Sätze zum Arbeitgeber 3. **Aufgabenbeschreibung:** die wichtigsten Tätigkeiten, nach Bedeutung geordnet 4. **Leistungsbeurteilung:** Fachwissen, Weiterbildung, Engagement, Arbeitsweise, Ergebnisse, besondere Erfolge und die Zufriedenheitsformel 5. **Verhaltensbeurteilung:** Verhalten gegenüber Vorgesetzten, Kolleg:innen und Externen 6. **Schlussformel:** Beendigungsgrund, Bedauern, Dank und Zukunftswünsche 7. **Ort, Datum und Unterschrift** einer ranghöheren Person ## Zeugnissprache: die Zufriedenheitsformel nach Noten - **Sehr gut:** „stets zu unserer vollsten Zufriedenheit“ - **Gut:** „stets zu unserer vollen Zufriedenheit“ - **Befriedigend:** „zu unserer vollen Zufriedenheit“ - **Ausreichend:** „zu unserer Zufriedenheit“ - **Mangelhaft:** „im Großen und Ganzen zu unserer Zufriedenheit“ Beim Verhalten entspricht „stets vorbildlich“ der Note sehr gut und „stets einwandfrei“ oder „vorbildlich“ der Note gut. Werden Vorgesetzte erst nach den Kolleg:innen genannt, lesen Personaler:innen das als Kritik. Auch das Fehlen von Bedauern und Dank in der Schlussformel gilt als Abwertung. ## Rechtlicher Rahmen Nach § 109 GewO haben Arbeitnehmer:innen beim Ausscheiden Anspruch auf ein schriftliches Zeugnis, auf Wunsch qualifiziert, also mit Leistung und Verhalten. Es muss klar formuliert sein und darf keine versteckten Botschaften enthalten. In elektronischer Form dürfen Sie es nur mit Einwilligung ausstellen (§ 109 Abs. 3 GewO). Mehr dazu im Beitrag [Arbeitszeugnis: Alles Wichtige auf einen Blick](/de/blog/arbeitszeugnis). ## Zeugnisse schneller schreiben Mit der [Dokumentenerstellung von flair](/de/document-generation) übernehmen Zeugnisse Name, Eintrittsdatum, Position und Aufgaben direkt aus der Personalakte, sodass Sie sich auf die Beurteilung konzentrieren können. *Die Vorlagen sind unverbindliche Muster (Stand Oktober 2026) und ersetzen keine Rechtsberatung. Passen Sie sie an Ihren Einzelfall, Tarifverträge und Betriebsvereinbarungen an.* Arbeitszeugnis Muster kostenlos herunterladen Nützliche Ressourcen für Ihren HR-Erfolg Häufige Fragen zum Arbeitszeugnis Was ist der Unterschied zwischen einfachem und qualifiziertem Arbeitszeugnis? Das einfache Zeugnis nennt nur Art und Dauer der Tätigkeit. Das qualifizierte Zeugnis beurteilt zusätzlich Leistung und Verhalten (§ 109 Abs. 1 GewO). Arbeitnehmer:innen können wählen; üblich ist das qualifizierte Zeugnis. Welche Formulierung steht für die Note gut? „Sie/Er erledigte die übertragenen Aufgaben stets zu unserer vollen Zufriedenheit.“ Für sehr gut steht „stets zu unserer vollsten Zufriedenheit“, für befriedigend „zu unserer vollen Zufriedenheit“. Welches Datum trägt das Arbeitszeugnis? In der Regel den letzten Tag des Arbeitsverhältnisses, auch wenn es einige Tage später ausgestellt wird. Darf ein Arbeitszeugnis per E-Mail verschickt werden? Nur mit Einwilligung der Arbeitnehmerin oder des Arbeitnehmers in elektronischer Form (§ 109 Abs. 3 GewO). Sonst wird es auf Papier mit eigenhändiger Unterschrift ausgestellt. --- ## Abmahnung Muster für Arbeitgeber: kostenlose Vorlage (Word) URL: https://flair.hr/de/flair-library/abmahnung-muster > Abmahnung Muster für Arbeitgeber als Word-Vorlage: mit Hinweis-, Rüge- und Warnfunktion, Empfangsbestätigung und Checkliste. Kostenlos. # Abmahnung Muster für Arbeitgeber: kostenlose Vorlage (Word) Mit einer Abmahnung beanstanden Arbeitgeber eine konkrete Pflichtverletzung und warnen vor den Folgen im Wiederholungsfall. Sie ist in der Regel die Voraussetzung für eine spätere verhaltensbedingte Kündigung. Dieses Muster enthält alle Bausteine, die eine Abmahnung wirksam machen. ## Die drei Pflichtelemente einer Abmahnung 1. **Hinweisfunktion:** Das Fehlverhalten wird konkret beschrieben, mit Datum, Uhrzeit, Ort und Ablauf. „Sie kommen ständig zu spät“ reicht nicht. 2. **Rügefunktion:** Das Verhalten wird als Verstoß gegen eine bestimmte arbeitsvertragliche Pflicht beanstandet, verbunden mit der Aufforderung, sich künftig vertragsgemäß zu verhalten. 3. **Warnfunktion:** Für den Wiederholungsfall werden arbeitsrechtliche Konsequenzen bis hin zur Kündigung angedroht. Fehlt eines dieser Elemente, ist es keine Abmahnung, sondern eine Ermahnung, die eine spätere Kündigung nicht vorbereitet. ## Das steckt in der Vorlage - Abmahnungsschreiben mit Beispieltext (unentschuldigte Verspätung) und gelb markierten Platzhaltern - Hinweis auf die Personalakte und das Recht auf Gegendarstellung - Empfangsbestätigung zum Unterschreiben - Checkliste mit typischen Fehlern, die Sie vor der Übergabe löschen ## Tipps für die Praxis - **Pro Verstoß eine Abmahnung:** Enthält ein Schreiben mehrere Vorwürfe und trifft einer nicht zu, kann die gesamte Abmahnung aus der Personalakte entfernt werden müssen. - **Zeitnah handeln:** Wer wochenlang wartet, schwächt die Warnfunktion. - **Zustellung beweisbar machen:** persönlich gegen Empfangsbestätigung oder per Bote. - **Abmahnungsberechtigt** ist jede Person, die gegenüber der oder dem Beschäftigten weisungsbefugt ist. Vor einer außerordentlichen Kündigung wegen einer Pflichtverletzung verlangt § 314 Abs. 2 BGB grundsätzlich eine erfolglose Abmahnung. Hintergründe, auch zur Abmahnung im Zivilrecht, lesen Sie im Beitrag [Abmahnung: Alles Wissenswerte und Tipps](/de/blog/abmahnung), Fristen für eine spätere Kündigung unter [Kündigungsfrist](/de/blog/kuendigungsfrist). ## Abmahnungen sauber dokumentieren Mit der [Dokumentenerstellung von flair](/de/document-generation) erstellen Sie Schreiben wie Abmahnungen direkt aus den Mitarbeiterdaten und legen sie automatisch in der digitalen Personalakte ab, mit Zugriff nur für Berechtigte. *Die Vorlagen sind unverbindliche Muster (Stand Oktober 2026) und ersetzen keine Rechtsberatung. Passen Sie sie an Ihren Einzelfall, Tarifverträge und Betriebsvereinbarungen an.* Abmahnung Muster kostenlos herunterladen Nützliche Ressourcen für Ihren HR-Erfolg Häufige Fragen zur Abmahnung Muss eine Abmahnung schriftlich erfolgen? Nein, eine Abmahnung ist formfrei. Aus Beweisgründen sollten Sie sie aber schriftlich erteilen und den Zugang mit einer Empfangsbestätigung oder durch einen Boten nachweisen. Wie viele Abmahnungen braucht es vor einer Kündigung? Eine gesetzliche Zahl gibt es nicht. Oft reicht eine einschlägige Abmahnung für den gleichen oder einen gleichartigen Pflichtverstoß. Bei leichten Verstößen können mehrere nötig sein, bei schweren Verstößen kann sie ausnahmsweise entbehrlich sein. Wie lange bleibt eine Abmahnung in der Personalakte? Eine feste Frist gibt es nicht. Ihre Wirkung kann mit der Zeit nachlassen, wenn sich die Arbeitnehmerin oder der Arbeitnehmer danach lange vertragstreu verhält; maßgeblich sind die Umstände des Einzelfalls. Kann sich der oder die Beschäftigte gegen eine Abmahnung wehren? Ja, mit einer Gegendarstellung, die in die Personalakte aufgenommen wird, oder mit einer Klage auf Entfernung der Abmahnung, wenn sie unberechtigt oder fehlerhaft ist. --- ## Organigramm Vorlage: kostenlos in Excel URL: https://flair.hr/de/flair-library/organigramm-vorlage > Organigramm Vorlage kostenlos als Excel-Datei: Stellenliste pflegen, das Organigramm aktualisiert sich automatisch. Mit Anleitung. # Organigramm Vorlage: kostenlos in Excel Ein Organigramm zeigt auf einen Blick, wer an wen berichtet und wie Ihr Unternehmen aufgebaut ist. Mit dieser kostenlosen Excel-Vorlage erstellen Sie ein klassisches Einliniensystem in wenigen Minuten. ## Das steckt in der Vorlage - **Blatt „Organigramm“:** Geschäftsführung, vier Bereiche mit Leitung und je zwei Teams, verbunden mit Linien - **Blatt „Stellenliste“:** Position, Name, Berichtslinie, Bereich, Standort und E-Mail - **Automatische Übernahme:** Die Kästchen im Organigramm lesen Position und Namen aus der Stellenliste, Sie pflegen die Daten also nur an einer Stelle ## So erstellen Sie Ihr Organigramm 1. Vorlage herunterladen und in Excel oder einem kompatiblen Programm öffnen. 2. Auf dem Blatt „Stellenliste“ Positionen und Namen eintragen. 3. Bereiche umbenennen oder Kästchen kopieren, um weitere Teams anzulegen. 4. Organigramm als PDF exportieren oder ausdrucken. Welche Formen es gibt, vom Einliniensystem bis zur Matrixorganisation, und wofür sich ein Organigramm eignet, erklärt der Beitrag [Organigramme: Veranschaulichung deiner Unternehmensstruktur](/de/blog/organigramm). ## Wenn das Organigramm aktuell bleiben soll Ein Organigramm in Excel veraltet mit jeder Einstellung, jedem Wechsel und jedem Austritt. Das [Organigramm von flair](/de/org-chart) entsteht automatisch aus den Daten Ihrer Mitarbeitenden und ist damit immer aktuell, mit Fotos, Teams und Standorten. Organigramm Vorlage kostenlos herunterladen Nützliche Ressourcen für Ihren HR-Erfolg Häufige Fragen zur Organigramm Vorlage Ist die Organigramm Vorlage kostenlos? Ja. Sie können die Excel-Vorlage ohne Anmeldung herunterladen und beliebig anpassen. Wie erstelle ich ein Organigramm in Excel? Am einfachsten mit verbundenen Zellen als Kästchen und Rahmenlinien als Verbindungen, wie in dieser Vorlage. Alternativ bietet Excel unter Einfügen > SmartArt > Hierarchie eine Organigramm-Grafik, die sich aber nicht aus einer Liste befüllen lässt. Welche Arten von Organigrammen gibt es? Die häufigsten sind Einliniensystem (jede Person hat genau eine vorgesetzte Stelle), Mehrliniensystem, Stabliniensystem und Matrixorganisation. Die Vorlage bildet ein Einliniensystem ab, das Sie erweitern können. --- ## Dienstplan Vorlage & Schichtplan Vorlage: kostenlos in Excel URL: https://flair.hr/de/flair-library/dienstplan-vorlage > Dienstplan Vorlage und Schichtplan Vorlage kostenlos in Excel: Wochenplan mit Stundensumme, 4-Wochen-Schichtplan mit Ruhezeit-Warnung. # Dienstplan Vorlage & Schichtplan Vorlage: kostenlos in Excel Mit dieser kostenlosen Excel-Vorlage planen Sie Dienste für eine Woche und Schichten für vier Wochen im Voraus. Die Datei rechnet Stunden automatisch zusammen und warnt, wenn zwischen zwei Schichten zu wenig Ruhezeit liegt. ## Das steckt in der Vorlage - **Tab „Dienstplan“:** Wochenplan für bis zu 15 Personen mit Auswahlliste für die Schichtkürzel, Soll- und Ist-Stunden und Besetzung pro Tag - **Tab „Schichtplan“:** 4-Wochen-Plan mit Beispielrotation (Früh, Spät, Nacht), Zählung der Schichten und Nächte pro Person und Besetzung je Schicht und Tag - **Schichtzeiten anpassbar:** Beginn, Ende, Pause und bezahlte Stunden für Früh-, Spät-, Nacht- und Tagdienst legen Sie einmal fest - **Ruhezeit-Warnung:** Eine Frühschicht direkt nach einer Spät- oder Nachtschicht wird rot markiert, weil dann weniger als elf Stunden Ruhezeit bleiben (§ 5 ArbZG) ## So nutzen Sie die Vorlage 1. Datei herunterladen und in Excel oder einem kompatiblen Programm öffnen. 2. Im Tab „Dienstplan“ unten die Schichtzeiten Ihres Betriebs eintragen. 3. Namen und Soll-Stunden pro Woche eintragen, dann pro Tag ein Kürzel wählen. 4. Für längere Planung den Tab „Schichtplan“ nutzen und rote Felder auflösen. 5. Den fertigen Plan rechtzeitig bekannt geben, etwa per Aushang oder als PDF. Welche gesetzlichen Regeln gelten, von Höchstarbeitszeit bis Sonntagsruhe, erklärt der Beitrag [Dienstplan erstellen: Anleitung, Vorlage und gesetzliche Regeln](/de/blog/dienstplan-erstellen). ## Schichtplanung ohne Excel Sobald Tauschwünsche, Urlaub und Krankmeldungen dazukommen, wird die Tabelle unübersichtlich. Mit der [Schichtplanung von flair](/de/shift-planner) erstellen Sie Dienstpläne per Drag-and-drop, Abwesenheiten sind automatisch berücksichtigt, Mitarbeitende sehen ihre Schichten in der App, und die geleisteten Stunden fließen in die [Zeiterfassung](/de/time-tracking). Dienstplan Vorlage kostenlos herunterladen Nützliche Ressourcen für Ihren HR-Erfolg Häufige Fragen zur Dienstplan Vorlage Was ist der Unterschied zwischen Dienstplan und Schichtplan? Ein Dienstplan legt fest, wer wann arbeitet, oft für eine Woche. Ein Schichtplan ist ein Dienstplan für Betriebe mit festen Schichten wie Früh-, Spät- und Nachtschicht, meist mit Rotation über mehrere Wochen. Die Vorlage enthält beides. Wie viel Ruhezeit muss zwischen zwei Schichten liegen? Mindestens elf Stunden ununterbrochen (§ 5 Abs. 1 ArbZG). In einigen Branchen wie Krankenhäusern, Gastronomie oder Landwirtschaft darf sie um bis zu eine Stunde verkürzt werden, wenn das an anderer Stelle ausgeglichen wird. Wie berechnet die Vorlage die Stunden? Jedes Kürzel hat im Tab „Dienstplan“ eine Zahl bezahlter Stunden. Die Ist-Stunden pro Person sind die Summe der eingetragenen Schichten; Urlaub, Krankheit und freie Tage zählen mit 0, sofern Sie das nicht ändern. --- ## Mitarbeitergespräch Vorlage: Leistungsbeurteilung kostenlos (Word) URL: https://flair.hr/de/flair-library/mitarbeitergespraech-vorlage > Mitarbeitergespräch Vorlage als Word-Datei: Zielrückblick, Kompetenzbewertung, Selbsteinschätzung, Entwicklungsfelder und neue Ziele. Kostenlos. # Mitarbeitergespräch Vorlage: Leistungsbeurteilung kostenlos (Word) Ein gutes Mitarbeitergespräch blickt auf Ergebnisse zurück, bewertet Kompetenzen anhand einer gemeinsamen Skala und vereinbart, wie es weitergeht. Dieser kostenlose Beurteilungsbogen gibt Führungskräften und Mitarbeitenden dafür eine Struktur, damit Gespräche in allen Teams vergleichbar sind. ## Das steckt in der Vorlage - **Eckdaten:** Mitarbeiter:in, Position, Führungskraft und Beurteilungszeitraum - **Ziele aus dem letzten Gespräch:** Ergebnis, Nachweis und Bewertung je Ziel - **Sieben Kompetenzen,** bewertet von Mitarbeiter:in und Führungskraft auf einer 5-stufigen Skala von „erfüllt die Erwartungen nicht“ bis „herausragend“ - **Stärken und Entwicklungsfelder** mit konkreten Beispielen und angebotener Unterstützung - **Fragen zur Selbsteinschätzung** für die Vorbereitung - **Ziele für den nächsten Zeitraum** mit Erfolgskriterium und Termin - **Gesamtbewertung, Anmerkungen und Unterschriften** ## So führen Sie das Gespräch 1. Die Vorlage eine Woche vorher verschicken und um die Selbsteinschätzung bitten. 2. Die eigene Bewertung getrennt ausfüllen, mit einem Beispiel für jede Note. 3. Im Gespräch über die Unterschiede zwischen Selbst- und Fremdbild sprechen; dort liegt der eigentliche Erkenntnisgewinn. 4. Zwei bis drei Ziele für den nächsten Zeitraum gemeinsam festhalten. 5. Bewertungen vor Entscheidungen über Gehalt oder Beförderung mit anderen Führungskräften abgleichen. Ablauf, Anlässe und typische Fehler erklärt der Beitrag [Mitarbeitergespräch: So gelingt es als HR und Führungskraft](/de/blog/mitarbeitergespraech). Ergänzend lohnt sich [360-Grad-Feedback](/de/blog/360-grad-feedback). ## Mitarbeitergespräche mit flair Word-Vorlagen funktionieren für wenige Personen. Mit den [Mitarbeitergesprächen in flair](/de/performance-reviews) laufen Gesprächszyklen, Selbsteinschätzungen und Erinnerungen automatisch, und alle Ergebnisse liegen an einem Ort. Mitarbeitergespräch Vorlage kostenlos herunterladen Nützliche Ressourcen für Ihren HR-Erfolg Häufige Fragen zur Mitarbeitergespräch Vorlage Ist die Mitarbeitergespräch Vorlage kostenlos? Ja. Sie können die Word-Datei ohne Anmeldung herunterladen und an Ihre Bewertungsskala und Kompetenzen anpassen. Was gehört in ein Mitarbeitergespräch? Ein Rückblick auf Ziele und Ergebnisse, die Bewertung der für die Rolle wichtigen Kompetenzen, Stärken, Entwicklungsfelder, die Sicht der Mitarbeiterin oder des Mitarbeiters und vereinbarte Ziele für den nächsten Zeitraum. Die Vorlage deckt all das ab. Wie oft sollten Mitarbeitergespräche stattfinden? Üblich ist ein ausführliches Jahresgespräch, oft ergänzt um ein Halbjahresgespräch und regelmäßige 1:1s, damit im Jahresgespräch nichts überraschend kommt. Muss der Betriebsrat bei Beurteilungsbögen mitbestimmen? Ja, wenn ein Betriebsrat besteht: Allgemeine Beurteilungsgrundsätze bedürfen seiner Zustimmung (§ 94 Abs. 2 BetrVG). Stimmen Sie einen einheitlichen Bogen deshalb vor der Einführung ab. --- ## Onboarding Checkliste: kostenlose Excel-Vorlage URL: https://flair.hr/de/flair-library/onboarding-checkliste > Onboarding Checkliste kostenlos als Excel-Vorlage: 26 Aufgaben vom Preboarding bis zum 90-Tage-Gespräch, mit Verantwortlichen und Fälligkeiten. # Onboarding Checkliste: kostenlose Excel-Vorlage In den ersten Wochen entscheiden neue Mitarbeitende, ob sie die richtige Wahl getroffen haben. Mit dieser kostenlosen Onboarding Checkliste geht nichts verloren, vom unterschriebenen Vertrag bis zum Gespräch nach 90 Tagen. ## Das steckt in der Checkliste - **26 Aufgaben in sechs Phasen:** vor dem ersten Tag, erster Tag, erste Woche, erste 30 Tage, Tag 31 bis 60 und Tag 61 bis 90 - **Verantwortliche für jede Aufgabe:** HR, IT, Führungskraft, Buddy oder die neue Person selbst - **Automatische Fälligkeiten:** Startdatum einmal eintragen, jede Aufgabe bekommt ihr Datum - **Status und Fortschritt:** Aufgaben als offen, in Arbeit, erledigt oder entfällt markieren; überfällige Aufgaben werden rot, der Fortschritt in Prozent aktualisiert sich selbst ## Die sechs Phasen des Onboardings 1. **Vor dem ersten Tag (Preboarding):** Vertrag, Personaldaten, Ausstattung, Accounts, Buddy und eine Willkommensmail mit dem Ablauf des ersten Tages. 2. **Erster Tag:** Begrüßung, Übergabe der Ausstattung, Handbuch und Richtlinien, Formulare und ein gemeinsames Mittagessen. 3. **Erste Woche:** Erwartungen und 30-60-90-Tage-Plan, Kennenlernen wichtiger Ansprechpersonen, Pflichtschulungen und eine erste kleine Aufgabe. 4. **Erste 30 Tage:** erste Ziele, wöchentliche 1:1s und ein 30-Tage-Gespräch. 5. **Tag 31 bis 60:** erste wiederkehrende Aufgaben und eine Feedbackrunde. 6. **Tag 61 bis 90:** Fortschritt prüfen, Gespräch zum Ende der Probezeit oder nach 90 Tagen und eine Onboarding-Umfrage. Mehr zur Gestaltung des Prozesses lesen Sie im Beitrag [Optimierte Onboarding-Prozesse als Schlüssel zum Erfolg](/de/blog/onboarding). ## Onboarding automatisieren Für gelegentliche Einstellungen reicht eine Tabelle. Mit dem [Onboarding von flair](/de/onboarding) starten Checklisten automatisch, sobald ein Vertrag unterschrieben ist, Aufgaben gehen mit Erinnerungen an die richtigen Personen, und neue Mitarbeitende sehen ihre To-dos in der App. Onboarding Checkliste kostenlos herunterladen Nützliche Ressourcen für Ihren HR-Erfolg Häufige Fragen zur Onboarding Checkliste Ist die Onboarding Checkliste kostenlos? Ja. Laden Sie die Excel-Datei ohne Anmeldung herunter und passen Sie Aufgaben, Verantwortliche und Zeitpunkte an Ihr Unternehmen an. Wie lange dauert das Onboarding? Planen Sie mindestens 90 Tage ein. Formalitäten und Ausstattung sind nach der ersten Woche erledigt, bis neue Mitarbeitende produktiv und im Team angekommen sind, vergehen aber meist rund drei Monate. Deshalb endet die Checkliste mit dem 90-Tage-Gespräch. Was ist Preboarding? Alles zwischen der Vertragsunterschrift und dem ersten Arbeitstag: Vertrag und Personaldaten, Ausstattung und Accounts, ein Buddy und eine Willkommensnachricht. Gutes Preboarding sorgt dafür, dass neue Mitarbeitende am ersten Tag direkt loslegen können. --- ## flair Bibliothek – Tools & Vorlagen für HR und Recruiting URL: https://flair.hr/de/flair-library > Die flair Bibliothek bietet kostenlose HR- und Recruiting-Ressourcen: Leitfäden, Vorlagen, Checklisten und Fact Sheets zu wichtigen Personalthemen zum Download. flair Bibliothek Erweitern Sie Ihr HR-Wissen Unsere Auswahl an Downloads umfasst hilfreiche Leitfäden, Fact Sheets und weitere Ressourcen zu wichtigen Themen rund um HR und Recruiting. Demo anfragen Inhalte entdecken Durchsuchen Sie Kategorien oder wählen Sie einen Inhalt zum Download aus. Arbeitsvertrag Muster 2026: kostenlose Vorlagen (Word) Vier Word-Vorlagen für unbefristete, befristete, Teilzeit- und Minijob-Verträge, mit allen Pflichtangaben nach dem Nachweisgesetz. Ohne Anmeldung. Arbeitszeugnis Muster: kostenlose Vorlage (Word) mit Notenskala Qualifiziertes Arbeitszeugnis als Word-Vorlage, mit allen Bausteinen und den Formulierungen der Zeugnissprache für jede Note. Ohne Anmeldung. Abmahnung Muster für Arbeitgeber: kostenlose Vorlage (Word) Word-Vorlage für eine arbeitsrechtliche Abmahnung mit allen drei Pflichtelementen und Empfangsbestätigung. Ohne Anmeldung. Organigramm Vorlage: kostenlos in Excel Excel-Vorlage für ein Organigramm mit Geschäftsführung, vier Bereichen und Teams. Namen in der Stellenliste pflegen, die Grafik übernimmt sie. Ohne Anmeldung. Dienstplan Vorlage & Schichtplan Vorlage: kostenlos in Excel Excel-Vorlage mit Wochendienstplan samt Soll-Ist-Stunden und 4-Wochen-Schichtplan, der zu kurze Ruhezeiten rot markiert. Ohne Anmeldung. Mitarbeitergespräch Vorlage: Leistungsbeurteilung kostenlos (Word) Word-Vorlage für das jährliche Mitarbeitergespräch mit 5-stufiger Bewertungsskala, Kompetenzen, Selbsteinschätzung und Zielvereinbarung. Ohne Anmeldung. Onboarding Checkliste: kostenlose Excel-Vorlage Excel-Checkliste mit 26 Onboarding-Aufgaben vom Preboarding bis zum 90-Tage-Gespräch, Verantwortlichen, automatischen Fälligkeiten und Fortschritt. Ohne Anmeldung. Urlaubsplaner 2027: kostenlose Vorlage (Excel & PDF) Urlaub, Krankheit und Resturlaub im Team planen: Excel-Vorlage mit Feiertagen 2027 für alle 16 Bundesländer und PDF zum Ausdrucken. Ohne Anmeldung. Vorlagen für Willkommens-E-Mails an Mitarbeitende für ein erfolgreiches Onboarding Begrüßen Sie neue Mitarbeitende mit diesen sofort einsatzbereiten E-Mail-Vorlagen. Schaffen Sie ein herzliches und professionelles Onboarding-Erlebnis durch klare Kommunikation. Jetzt bei flair herunterladen! Vorlage für Brainstorming-Sessions im Team Steigern Sie Kreativität und Zusammenarbeit mit dieser Vorlage für Brainstorming-Sessions. Strukturieren Sie Ideen, priorisieren Sie Lösungen und planen Sie Projekte effizient. Jetzt bei flair herunterladen! Vorlagen für Stellenbeschreibungen für erfolgreiches Recruiting Erstellen Sie klare und überzeugende Stellenbeschreibungen mit diesen ausfüllbaren Vorlagen. Gewinnen Sie mühelos Top-Talente. Laden Sie jetzt Ihr Toolkit bei flair herunter! Checkliste für ein produktives Homeoffice | flair Erstellen Sie mit dieser druckbaren Checkliste einen produktiven Arbeitsplatz. Sie umfasst vier zentrale Bereiche, um Komfort, Technik und Fokus im Homeoffice zu optimieren. Jetzt herunterladen! Fragenkatalog für Interviews für bessere Einstellungsentscheidungen Optimieren Sie Ihren Recruiting-Prozess mit diesem Fragenkatalog für Interviews. Enthält sechs Kategorien mit sorgfältig ausgewählten Fragen, um Fähigkeiten, Passung und Potenzial zu bewerten. Jetzt herunterladen! Vorlagen für Meeting-Agenden für produktive Präsentationen Gestalten Sie Ihre Meetings effektiver mit Agenda-Vorlagen für produktive Präsentationen. Halten Sie Ihre Sitzungen fokussiert und wirkungsvoll. Jetzt bei flair herunterladen! Vorlagen für Einstellungsangebote & E-Mail-Skripte für die Personalgewinnung Vereinfachen Sie Ihren Einstellungsprozess mit anpassbaren Vorlagen für Angebotsbriefe und E-Mail-Skripten. Gewährleisten Sie einen professionellen Auftritt mit diesem praktischen Dokument von Flair. Leitfaden für Remote-Arbeit Steigern Sie Ihre Produktivität im Remote-Arbeitsalltag mit konkreten Tipps und Strategien. Dieser kompakte Leitfaden hilft Ihnen, fokussiert, organisiert und erfolgreich zu arbeiten. Physische Zeiterfassungssysteme einfach erklärt Von Touchscreen-Anwesenheitsterminals bis hin zu RFID-basierten Zeiterfassungsgeräten: Physische Zeiterfassungssysteme sind die zuverlässigste Methode zur Erfassung von Arbeitszeiten. Tipps zur effektiven Planung Ihres Urlaubskalenders Bleiben Sie organisiert mit diesen Tipps zur Planung Ihres Urlaubskalenders. Stimmen Sie Zeitpläne ab, verwalten Sie Abwesenheiten und bereiten Sie sich mühelos auf Spitzenzeiten vor. Jetzt bei Flair herunterladen! 7 Tipps zur Reduzierung der Mitarbeiterfluktuation Eine höhere Mitarbeiterbindung sorgt dafür, dass Top-Talente länger im Unternehmen bleiben und reduziert den Aufwand für Recruiting und Einarbeitung. In diesem Leitfaden erfahren Sie sieben Wege, Ihre Fluktuationsrate zu senken. Die Rolle von HR-Software in der Zusammenarbeit Da immer mehr Mitarbeitende remote arbeiten und Arbeitsplätze zunehmend digital werden, müssen HR-Teams die Unternehmenskultur neu denken und neue Wege der Zusammenarbeit finden. EU-weite Pflicht zur Zeiterfassung einfach erklärt Ein Überblick über die Anforderungen an die Zeiterfassung in der EU und wie Sie diese erfüllen. 7 Gründe für HR auf Salesforce Salesforce ist das führende CRM-System auf dem Markt und bietet eine zuverlässige Plattform, mit der Sie Ihre Prozesse und Mitarbeitenden an einem zentralen Ort verwalten können. Unabhängig von Ihrer aktuellen HR-Lösung kann es der einfachste, sicherste und leistungsstärkste Weg sein, eine herausragende Employee Experience zu schaffen. Die neue Rolle von HR Mehr Transparenz, bessere Entscheidungen, stärkere Lohnrunden. Die Anforderungen an moderne HR-Teams steigen: Entgelttransparenz, faire Gehaltsentscheidungen und eine belastbare Budgetplanung sind heute wichtiger denn je. --- ## Schütze deine Geschäftsdaten URL: https://flair.hr/de/technology/data-security > Datensicherheit mit flair: HR-Daten auf der sicheren Salesforce-Infrastruktur schützen und Vorgaben wie DSGVO und SOC 2 mit regelmäßigen Prüfungen einhalten. HR-Daten zuverlässig schützen HR-Daten sicher halten – mit höchsten Sicherheitsstandards. flair basiert auf Salesforce und unterstützt dabei, Vorgaben wie DSGVO und SOC 2 einzuhalten Demo anfragen Daten proaktiv schützen Regelmäßige Sicherheitsprüfungen sowie die sichere Infrastruktur von Salesforce schützen sensible Daten zuverlässig. Jährliche Sicherheitsprüfungen durch Salesforce Als Lösung auf dem AppExchange wird flair regelmäßig durch Salesforce auf Sicherheit geprüft. Sicherheitsmodell auf höchstem Niveau Salesforce nutzt ein mehrstufiges Sicherheitskonzept zum Schutz von Daten. Klare Datenschutzstandards Salesforce bietet Möglichkeiten, den Umgang mit Daten so zu gestalten, dass rechtliche Anforderungen weltweit erfüllt werden. Klare Datenschutzstandards Zusätzliche Sicherheitsfunktionen von Salesforce – mit Monitoring und Nachverfolgung von Änderungen. Individualisieren Sie Ihren Workflow Individuell anpassbare HR-Software Ihre Vision, unsere flexible Lösung Individuell anpassbare HR-Analytics-Software HR-Analytics Software Gewinnen Sie Einblicke in Ihr Unternehmen Daten sicher verschlüsseln HR-Daten zusätzlich schützen Salesforce sorgt mit Verschlüsselung dafür, dass Daten jederzeit geschützt sind – egal ob gespeichert oder übertragen. Sicherheitsprozesse automatisieren Sicherheit im HR-Bereich flexibel steuern Salesforce nutzt automatisierte Sicherheitsmechanismen, die Risiken erkennen und direkt darauf reagieren. Sicherheitsfunktionen flexibel anpassen Rollenbasierte Zugriffssteuerung Zugriffe nach Rollen steuern, damit Daten geschützt bleiben. Berechtigungen lassen sich je nach Rolle festlegen und bei Bedarf fein anpassen. Klare Regeln für den Umgang mit Daten Daten regelkonform speichern Salesforce stellt sicher, dass Daten in verschiedenen Regionen gemäß den jeweiligen Anforderungen gespeichert werden. Häufige Fragen zu Datensicherheit und Hosting Wo werden die HR-Daten in flair gespeichert? flair ist nativ auf Salesforce entwickelt: HR-Daten werden als Datensätze in der Salesforce-Instanz des Kunden gespeichert. Laut der Liste der Unterauftragsverarbeiter im Auftragsverarbeitungsvertrag (AVV) von flair erfolgt das Hosting der HR-Software bei Salesforce mit Standort Frankfurt, das Hosting des Mitarbeiterportals bei AWS, ebenfalls in Frankfurt. Für Unternehmen, deren Daten in der EU gespeichert und verarbeitet werden sollen, bietet Salesforce zusätzlich die Hyperforce EU Operating Zone an. Wie werden HR-Daten in flair verschlüsselt? Salesforce verschlüsselt die Daten im Ruhezustand und bei der Übertragung. Als Option steht Salesforce Shield zur Verfügung: Shield Platform Encryption verschlüsselt Felder und Dateien mit 256-Bit-AES, dazu kommen Event Monitoring und Field Audit Trail. Wer welche HR-Daten sehen und bearbeiten darf, legen Sie über Salesforce-Berechtigungssätze und Profile fest. Gibt es einen Auftragsverarbeitungsvertrag (AVV)? Ja. Der AVV von flair folgt Art. 28 DSGVO und basiert auf den EU-Standardvertragsklauseln (Durchführungsbeschluss (EU) 2021/915). Er enthält die technischen und organisatorischen Maßnahmen sowie die Liste der Unterauftragsverarbeiter, darunter Salesforce und AWS. Über geplante Änderungen an dieser Liste informiert flair mindestens 30 Tage im Voraus, damit Sie widersprechen können. Hilft flair bei der Einhaltung der DSGVO? Ja. flair basiert auf Salesforce und unterstützt dabei, Vorgaben wie DSGVO und SOC 2 einzuhalten: rollenbasierte Zugriffsrechte, Verschlüsselung, die Sicherheitsprüfungen von Salesforce für AppExchange-Lösungen und ein AVV nach Art. 28 DSGVO. Verantwortlicher im Sinne der DSGVO bleibt Ihr Unternehmen als Arbeitgeber; flair verarbeitet die Mitarbeiterdaten als Auftragsverarbeiter. --- ## HR-Software für Schweizer Unternehmen URL: https://flair.hr/de/localization/switzerland > HR-Software für Schweizer Unternehmen: flair bietet Ihnen alle Tools, um die HR-Anforderungen und Standards in der Schweiz zuverlässig zu erfüllen. HR-Software für Schweizer Unternehmen Einhaltung der Schweizer HR-Standards flair ist eine Salesforce-native HR-Software für Personalverwaltung, Zeiterfassung, Abwesenheiten, Recruiting und Performance. Schweizer Unternehmen wie betterview bilden damit ihren Employee Lifecycle ab. Demo anfragen Der Schlüssel zu **smarter HR** in der Schweiz Eine moderne HR-Lösung, die den Anforderungen in der Schweiz entspricht Datensicherheit einfach gemacht Die Sicherheitstechnologie von Salesforce schützt Ihre sensiblen HR-Daten. Gehostet wird laut flair-AVV in Frankfurt, und Deutschland gilt nach Anhang 1 DSV als Staat mit angemessenem Datenschutz im Sinne des DSG. Zeiterfassung leicht gemacht Mitarbeitende stempeln per Browser, App oder Terminal ein und aus und erfassen ihre Pausen. So dokumentieren Sie Arbeitszeiten und Pausen, wie es Art. 73 ArGV 1 verlangt. HR-Support nach Schweizer Anforderungen Regeln und Grenzen für Pausen und Überstunden, Abwesenheitsarten und Freigaben legen Sie selbst fest, passend zu Ihren Arbeitszeitmodellen und Verträgen in der Schweiz. Häufige Fragen zu HR-Software in der Schweiz Welche HR-Prozesse deckt flair für Schweizer Unternehmen ab? flair deckt Personalverwaltung, Zeiterfassung, Abwesenheiten, Schichtplanung, Recruiting, Onboarding, Performance und die vorbereitende Lohnabrechnung ab, nativ auf Salesforce. Mitarbeitende nutzen den Employee Hub, die mobile App oder Slack. Ein Beispiel aus der Schweiz ist der Augenspezialist betterview, der seinen Employee Lifecycle an mehreren Standorten in flair abbildet (zur Erfolgsgeschichte). Übernimmt flair die Lohnabrechnung in der Schweiz? flair übernimmt die vorbereitende Lohn- und Gehaltsabrechnung: Lohndaten, Lohnarten und Kostenstellen liegen zentral in flair, Zeiterfassung und Abwesenheiten fließen direkt ein. Die Daten exportieren Sie an Ihre Lohnbuchhaltung oder Ihren Abrechnungsdienstleister. Für jedes Land oder jede Region legen Sie ein eigenes Payroll Territory mit eigener Währung an. Die Entgeltabrechnung selbst läuft in Ihrer Lohnsoftware oder bei Ihrem Dienstleister. Wo werden die Daten gespeichert und was gilt nach dem DSG? Laut der Liste der Unterauftragsverarbeiter im AVV von flair erfolgt das Hosting der HR-Software bei Salesforce und das des Mitarbeiterportals bei AWS, jeweils mit Standort Frankfurt. Nach Art. 16 Abs. 1 DSG dürfen Personendaten ins Ausland bekanntgegeben werden, wenn der Bundesrat dem Staat einen angemessenen Datenschutz bescheinigt hat; Deutschland ist in Anhang 1 der Datenschutzverordnung (DSV) aufgeführt. Mehr zu Verschlüsselung und Zugriffsrechten unter Datensicherheit. Wie unterstützt flair die Arbeitszeiterfassung nach Schweizer Recht? Nach Art. 46 ArG und Art. 73 ArGV 1 dokumentieren Arbeitgeber unter anderem die tägliche und wöchentliche Arbeitszeit inklusive Ausgleichs- und Überzeitarbeit sowie Pausen von einer halben Stunde und mehr, und bewahren die Unterlagen mindestens fünf Jahre auf. In flair stempeln Mitarbeitende per Browser, App oder Terminal ein und aus und erfassen ihre Pausen; Regeln und Grenzen für Pausen und Überstunden legen Sie selbst fest. Mehr unter Zeiterfassung. Brauchen wir Salesforce, um flair zu nutzen? Nein, nicht zwingend. flair ist nativ auf Salesforce entwickelt und eignet sich besonders für Unternehmen, die Salesforce bereits nutzen. Unternehmen ohne Salesforce können flair trotzdem ohne Einschränkungen im Funktionsumfang nutzen: Wir richten eine Salesforce-Instanz ein, über die sie auf flair zugreifen. Mehr dazu unter Salesforce HR. --- ## BambooHR Alternativen für DACH & Unternehmensgruppen | flair URL: https://flair.hr/de/compare/bamboohr-alternativen > BambooHR-Alternative gesucht? Worauf es bei mehreren Gesellschaften, Ländern und Lohnabrechnung mit DATEV ankommt, plus gängige Anbieter im Überblick. BambooHR Alternativen BambooHR-Alternativen für Unternehmen in DACH und Europa Worauf Sie achten sollten, wenn BambooHR nicht mehr passt, und ein neutraler Überblick über gängige Anbieter, darunter flair, die HR- und Recruiting-Plattform nativ auf Salesforce. Demo buchen BambooHR im Überblick Quelle: Website von BambooHR (bamboohr.com), Stand Oktober 2026. Über 30.000 Unternehmen Laut BambooHR vertrauen über 30.000 Unternehmen jeder Größe auf die Software. Drei Pläne pro Mitarbeitendem Laut Preis-FAQ kostet Core ab 10,25 US-Dollar, Pro ab 17,50 und Elite ab 25 US-Dollar pro Mitarbeitendem und Monat; bis 25 Mitarbeitende gilt eine monatliche Pauschale. Payroll für US-Beschäftigte Die Add-ons Payroll und Benefits Administration von BambooHR gelten nur für Beschäftigte in den USA. Internationale Einstellungen über Remote Der eingebettete EOR-Service von BambooHR läuft über Remote; Lohnabrechnung und Benefits dieser Beschäftigten laufen in der Plattform von Remote. Payroll-Partner im Ausland Außerhalb der USA verbindet sich BambooHR mit lokalen Payroll-Partnern wie Remote, Deel, Papaya und Oyster. Hosting in USA, Kanada oder Irland BambooHR hostet Kundendaten in den USA, in Kanada oder in Irland, je nach Standort, Bedarf und geltendem Recht. Worauf es bei einer BambooHR-Alternative ankommt Mehrere Gesellschaften und Länder Lassen sich mehrere Gesellschaften, Standorte und Länder in einem System verwalten, mit getrennten Zugriffsrechten? Lohnabrechnung vor Ort Bereitet die Software die Lohnabrechnung für Ihre Länder vor, etwa mit DATEV in Deutschland, oder nur für US-Beschäftigte? Datenstandort und Compliance Wo liegen die HR-Daten, und deckt die Software lokale Vorgaben wie die Arbeitszeiterfassung ab? Schnittstellen zu Ihren Systemen Sind HR-Daten mit den Systemen Ihrer Teams verbunden, etwa dem CRM, oder braucht jede Verbindung eine eigene Schnittstelle? Kann Ihr Team Felder, Workflows und Reports selbst anpassen, wenn Prozesse komplexer werden? Vergleichen Sie Preis pro Mitarbeitendem, Mindestlaufzeit und Kosten für Add-ons wie Payroll bei Ihrer künftigen Mitarbeiterzahl. BambooHR-Alternativen im Überblick Basierend auf den Websites der Anbieter, Stand Oktober 2026. Nach flair in alphabetischer Reihenfolge. HR- und Recruiting-Plattform, nativ auf Salesforce entwickelt, für mittelständische und große Unternehmen, auch für Gruppen mit mehreren Gesellschaften und Ländern. HR-Software, die laut Factorial mit kleinen und mittelständischen Unternehmen im Sinn entwickelt wurde. Laut Preisseite ab 8 € pro Monat und User. HR-Plattform, die laut HiBob für moderne, schnell wachsende Unternehmen jeder Größe entwickelt ist, in den Stufen Growth, Scale und Enterprise. Preise individuell. HR-Software, die Personio als geeignet für Unternehmen mit 10 bis 10.000 Mitarbeitenden beschreibt. HR-Pläne ab 7,60 € pro Mitarbeitendem und Monat (ab 50 Mitarbeitenden); Apps kommen hinzu. SAP SuccessFactors Portfolio von HCM-Anwendungen für Core HR und Payroll, Talentmanagement und Learning. Public-Cloud-SaaS, von SAP gehostet, mit SAP S/4HANA integrierbar. HCM- und Finanz-Suite, die laut Workday über 11.500 Organisationen nutzen. Abos richten sich weitgehend nach der Mitarbeiterzahl und laufen drei Jahre oder länger. Häufig gestellte Fragen Was ist die beste Alternative zu BambooHR? Die eine beste BambooHR-Alternative gibt es nicht. Die richtige Wahl hängt von Ihrer Unternehmensgröße, den Ländern Ihrer Beschäftigten, Ihrer Lohnabrechnung, der Zahl Ihrer Gesellschaften und den Systemen ab, mit denen die Software zusammenarbeiten muss. Vergleichen Sie Anbieter mit Ihren eigenen Anforderungen und lassen Sie sich eine Demo mit Ihren echten Anwendungsfällen zeigen. Unterstützt BambooHR Beschäftigte außerhalb der USA? Laut BambooHR gelten die Add-ons Payroll und Benefits Administration nur für Beschäftigte in den USA. Für andere Länder bietet BambooHR einen eingebetteten EOR-Service über Remote, bei dem Lohnabrechnung und Benefits in der Plattform von Remote laufen, und verbindet sich mit lokalen Payroll-Partnern. Was macht flair anders? flair ist nativ auf Salesforce entwickelt, für mittelständische und große Unternehmen, auch für Gruppen mit mehreren Gesellschaften und Ländern. Sie können die Sichtbarkeit je Gesellschaft einschränken, einen Employee Hub je Marke oder Gesellschaft betreiben und Payroll-Territorien mit eigener Währung einrichten. Für die Lohnabrechnung in Deutschland verbindet sich flair mit DATEV. Was kostet flair? flair kostet ab 2,50 € pro Mitarbeitendem und Monat. Ihr Paket stellen Sie aus Modulen zusammen, zum Beispiel Personalverwaltung, Zeiterfassung, Recruiting, Performance, Payroll und Schichtplanung, plus optionale Add-ons. Wie unterstützt flair beim Wechsel von BambooHR? Wir starten mit einem Erstgespräch, um Ihre Anforderungen an den Datenimport zu verstehen. Anschließend übertragen unsere Expert:innen Ihre Mitarbeiterdaten sicher, prüfen sie auf Richtigkeit und Vollständigkeit und integrieren sie in flair. Unser Team hilft außerdem bei der Einrichtung nach Ihren Vorstellungen und unterstützt Sie fortlaufend. Vergleichen Sie flair mit anderen HR-Lösungen Worauf es beim Vergleich von HR-Software ankommt, mit einem Überblick über gängige Anbieter. Workday Alternativen Worauf es bei einer Workday-Alternative ankommt, mit einem Überblick über gängige Anbieter. Workday Alternativen Workday HCM erklärt Was Workday HCM umfasst, für wen es gebaut ist, und Alternativen für den Mittelstand. Workday HCM erklärt --- ## flair vs. Factorial: HR-Software im Vergleich 2026 | flair URL: https://flair.hr/de/compare/factorial > Factorial vs. flair: Zielgruppe, Lohnabrechnung, E-Signatur, Hosting und Preise im Vergleich, laut Websites der Anbieter. Für Mittelstand und Gruppen. Factorial vs. flair Die Factorial-Alternative für Mittelstand und Unternehmensgruppen Factorial beschreibt sich als HR-Software für kleine und mittelständische Unternehmen. flair ist eine HR- und Recruiting-Plattform, nativ auf Salesforce entwickelt, für Mittelstand, große Unternehmen und Gruppen mit mehreren Gesellschaften. Demo buchen Factorial im Überblick Quelle: Websites von Factorial (factorialhr.de, trust.factorial.co), Stand Oktober 2026. Für KMU entwickelt Factorial wurde laut eigener Aussage mit kleinen und mittelständischen Unternehmen im Sinn entwickelt. Ab 8 € pro User Laut Preisseite startet Factorial ab 8 € pro Monat und User; den Plan stellt Factorial individuell zusammen. Lohnabrechnung vorbereitet, nicht berechnet Factorial berechnet die Lohnabrechnung laut eigener FAQ nicht selbst, sondern hilft bei der Vorbereitung, mit Anbindung an DATEV LODAS sowie Lohn und Gehalt. E-Signatur über Signaturit Die elektronische Signatur ist in allen Paketen enthalten und läuft über den Drittanbieter Signaturit; für Dokumente mit QES-Pflicht ist sie nicht gedacht. Spesen und Firmenkarten Belege per OCR, Pauschalen nach den BMF-Vorgaben sowie physische und virtuelle Firmenkarten. Hosting in der EU Daten werden laut Factorial in der EU gehostet; das Trust Center nennt AWS in Frankfurt, ISO/IEC 27001 und SOC 2 Type 2. flair im Überblick flair ist eine HR- und Recruiting-Plattform, die nativ auf Salesforce entwickelt ist. Nativ auf Salesforce HR-Daten liegen in derselben Salesforce-Org wie Ihr CRM. Ohne Salesforce richten wir eine Instanz ein, über die Sie flair nutzen. Gemacht für Unternehmensgruppen Sichtbarkeit je Gesellschaft einschränken, einen Employee Hub je Marke oder Gesellschaft betreiben und Payroll-Territorien mit eigener Währung einrichten. Lohnabrechnung mit DATEV flair bündelt die Daten für Abrechnungsläufe, erstellt Abrechnungsdokumente, stellt Gehaltsabrechnungen bereit und verbindet sich mit DATEV. Berechtigungen mit Salesforce Berechtigungssätze und Visibility Scopes schränken Datensätze nach Abteilung, Standort oder Gesellschaft ein. Vom Mitarbeitergespräch zur Lohnrunde Mitarbeitergespräche, Ziele als OKR oder MBO, Kalibrierungsrunden mit vollständiger Historie und Lohnrunden in einem System. Module nach Bedarf Ab 2,50 € pro Mitarbeitendem und Monat. Module nach Bedarf, plus Add-ons wie flair eSign. HR und CRM auf **einer Plattform** Nativ auf der Salesforce-Plattform entwickelt Nicht auf der Salesforce-Plattform entwickelt HR- und CRM-Daten HR-Daten in derselben Salesforce-Org wie Ihr CRM HR-Daten in einem von Ihrem Salesforce-CRM getrennten System Salesforce-Berechtigungssätze, Profile und Visibility Scopes Keine Salesforce-Berechtigungssätze oder -Profile Häufig gestellte Fragen Was sind die wichtigsten Unterschiede zwischen Factorial und flair? Factorial beschreibt sich als HR-Software, die mit kleinen und mittelständischen Unternehmen im Sinn entwickelt wurde, mit Modulen für Personalverwaltung, Zeiterfassung, Recruiting, Performance und Spesen. Die Daten werden in der EU gehostet, laut Trust Center bei AWS in Frankfurt. Auch flair deckt den gesamten Mitarbeiterlebenszyklus ab, von Recruiting und Onboarding über Zeiterfassung, Abwesenheiten und Performance bis zur Vorbereitung der Lohnabrechnung. Der wichtigste Unterschied ist die Plattform: flair ist nativ auf Salesforce entwickelt. HR-Daten werden auf Salesforce gespeichert, durch Salesforce-Sicherheit geschützt und lassen sich für Reports mit anderen Daten in Ihrer Salesforce-Org kombinieren. flair ist für mittelständische und große Unternehmen gemacht, auch für Gruppen mit mehreren Gesellschaften. Für welche Unternehmen eignet sich flair? flair ist für mittelständische und große Unternehmen gemacht, auch für Gruppen mit mehreren Gesellschaften, Standorten und Ländern. Ideal ist flair für Unternehmen, die Salesforce bereits nutzen. Unternehmen ohne Salesforce können flair trotzdem ohne Einschränkungen im Funktionsumfang nutzen: Wir richten eine Salesforce-Instanz ein, über die sie auf flair zugreifen. Mehr dazu auf der Seite HR-Software für den Mittelstand. Wie unterstützen Factorial und flair die Lohnabrechnung in Deutschland? Factorial gibt an, die Lohnabrechnung nicht selbst zu berechnen, sondern bei der Vorbereitung zu helfen, und ist an DATEV LODAS sowie DATEV Lohn und Gehalt angebunden. Auch flair bündelt die Mitarbeiterdaten für Abrechnungsläufe, erstellt Abrechnungsdokumente, stellt Gehaltsabrechnungen im Employee Hub bereit und verbindet sich für deutsche Payroll-Territorien mit DATEV. Wie unterscheiden sich die Preise? Laut Preisseite (Stand Oktober 2026) startet Factorial ab 8 € pro Monat und User und erstellt einen individuellen Plan. flair kostet ab 2,50 € pro Mitarbeitendem und Monat. Ihr Paket stellen Sie aus Modulen zusammen, zum Beispiel Personalverwaltung, Zeiterfassung, Recruiting, Performance, Payroll und Schichtplanung, plus optionale Add-ons. Wie unterstützt flair beim Wechsel von Factorial? Wir starten mit einem Erstgespräch, um Ihre Anforderungen an den Datenimport zu verstehen. Anschließend übertragen unsere Experten Ihre Mitarbeiterdaten sicher, prüfen sie auf Richtigkeit und Vollständigkeit und integrieren sie in flair. Unser Team unterstützt Sie außerdem bei der Einrichtung und begleitet Sie laufend. Vergleichen Sie flair mit anderen HR-Lösungen Factorial Alternativen und Preise Was Factorial laut Preisseite kostet, mit einem Überblick über Alternativen. Factorial Alternativen und Preise flair vs HiBob Vergleichen Sie HiBob mit der Salesforce-nativen HR- und Recruiting-Plattform von flair. flair vs HiBob flair vs Personio Warum Ihnen der Wechsel zu flair Zugang zu einer flexibleren und besser anpassbaren HR-Lösung bietet. flair vs Personio Worauf es beim Vergleich von HR-Software ankommt, mit einem Überblick über gängige Anbieter. Personio Kosten im Überblick Was Personio laut eigener Preisseite kostet und wie die Preisgestaltung bei flair funktioniert. Personio Kosten im Überblick --- ## Factorial Alternativen & Preise 2026: Kosten im Überblick | flair URL: https://flair.hr/de/compare/factorial-alternativen > Factorial-Alternative gesucht? Factorial Preise laut Preisseite (ab 8 € pro User und Monat), Abrechnung und Kündigung, plus HiBob, Personio, rexx und flair. Factorial Alternativen Factorial-Alternativen und Preise im Überblick Was Factorial laut Preisseite kostet, welche Alternativen es gibt und wie die Preisgestaltung bei flair funktioniert, der HR- und Recruiting-Plattform nativ auf Salesforce. Demo buchen Factorial Preise im Überblick Quelle: factorialhr.de/preise, Stand 9. Oktober 2026. Factorial erstellt individuelle Angebote. Ab 8 € pro User Laut Preisseite startet Factorial ab 8 € pro Monat und User. Individueller Plan Sie wählen die Produkte, die Sie brauchen, von Zeit und Talent bis Finanzen und IT, und Factorial stellt einen individuellen Plan zusammen. Factorial Core inklusive Alle Pakete enthalten Factorial Core, etwa Mitarbeiterverzeichnis, Onboarding- und Offboarding-Vorlagen und elektronische Signatur. Monats- oder Jahrestarif Bei Monatstarifen zählt die Mitarbeiterzahl zu Monatsbeginn. Bei Jahrestarifen wird nur dann extra abgerechnet, wenn die aktiven Mitarbeitenden den Tarif übersteigen. Jederzeit kündbar Laut Factorial können Sie jederzeit kündigen; das Abo verlängert sich dann nicht, und Sie nutzen Factorial bis zum Verlängerungsdatum. Lohnabrechnung vorbereitet Factorial berechnet die Lohnabrechnung laut eigener FAQ nicht selbst, sondern hilft bei der Vorbereitung, mit Anbindung an DATEV LODAS sowie Lohn und Gehalt. So funktioniert die Preisgestaltung bei flair flair kostet ab 2,50 € pro Mitarbeitendem und Monat. Ihr Paket stellen Sie aus den Modulen zusammen, die Sie brauchen. Nur die Module, die Sie nutzen Kombinieren Sie Personalverwaltung, Zeiterfassung, Recruiting, Performance, Payroll und Schichtplanung nach Bedarf. Add-ons bei Bedarf Erweitern Sie flair um Add-ons wie qualifizierte elektronische Signaturen, Advanced Recruiting und Ticketing. Nativ auf Salesforce HR-Daten liegen in derselben Salesforce-Org wie Ihr CRM. Ohne Salesforce richten wir eine Instanz ein, über die Sie flair nutzen. Factorial-Alternativen im Überblick Basierend auf den Websites der Anbieter, Stand Oktober 2026. Nach flair in alphabetischer Reihenfolge. HR- und Recruiting-Plattform, nativ auf Salesforce entwickelt. Passt zu Mittelstand, großen Unternehmen und Gruppen mit mehreren Gesellschaften, besonders wenn Salesforce schon im Einsatz ist. HR-Plattform, die laut HiBob für moderne, schnell wachsende Unternehmen jeder Größe gebaut ist; Preise per individuellem Angebot. Native Lohnabrechnung gibt es für die USA und das Vereinigte Königreich. HR-Software, die Personio als geeignet für Unternehmen mit 10 bis 10.000 Mitarbeitenden beschreibt. HR-Pläne ab 7,60 € pro Mitarbeitendem und Monat (ab 50 Mitarbeitenden); Apps kommen hinzu. rexx systems HR- und Recruiting-Software mit laut rexx über 3.000 Kunden in über 30 Ländern. Als Cloud-Service oder On-Premises, mit Anbindungen an DATEV, ADP / Paisy und SAP HR. Häufig gestellte Fragen Was kostet Factorial? Laut Preisseite (Stand 9. Oktober 2026) startet Factorial ab 8 € pro Monat und User. Der Endpreis hängt von den gewählten Produkten ab; Factorial stellt einen individuellen Plan zusammen. Alle Pakete enthalten Factorial Core. Wie rechnet Factorial ab, und kann ich kündigen? Factorial bietet Monats- und Jahrestarife. Bei Monatstarifen wird die Zahl der Mitarbeitenden zu Beginn jedes Monats berechnet; bei Jahrestarifen stellt Factorial nur dann eine separate Rechnung für einen Monat, wenn die aktiven Mitarbeitenden den Tarif übersteigen, ohne Gutschrift. Laut Factorial können Sie jederzeit kündigen: Das Abo verlängert sich nicht, und Sie nutzen Factorial bis zum Verlängerungsdatum. Welche Alternativen zu Factorial gibt es? Unternehmen vergleichen Factorial häufig mit Personio, HiBob, rexx systems und flair. Die Anbieter unterscheiden sich in Zielgröße, Lohnabrechnung, Preismodell und Plattform. Vergleichen Sie sie mit Ihren eigenen Anforderungen und lassen Sie sich eine Demo mit Ihren echten Anwendungsfällen zeigen. Factorial oder Personio: Was ist der Unterschied? Factorial wurde laut eigener Aussage mit kleinen und mittelständischen Unternehmen im Sinn entwickelt und startet laut Preisseite ab 8 € pro Monat und User. Personio beschreibt sich als geeignet für Unternehmen mit 10 bis 10.000 Mitarbeitenden; HR-Pläne starten ab 7,60 € pro Mitarbeitendem und Monat (ab 50 Mitarbeitenden), mit 12 Monaten Mindestlaufzeit und einmaliger Einrichtungsgebühr. Was kostet flair? flair kostet ab 2,50 € pro Mitarbeitendem und Monat. Ihr Paket stellen Sie aus Modulen zusammen, zum Beispiel Personalverwaltung, Zeiterfassung, Recruiting, Performance, Payroll und Schichtplanung, plus optionale Add-ons. Wie unterstützt flair beim Wechsel von Factorial? Wir starten mit einem Erstgespräch, um Ihre Anforderungen an den Datenimport zu verstehen. Anschließend übertragen unsere Experten Ihre Mitarbeiterdaten sicher, prüfen sie auf Richtigkeit und Vollständigkeit und integrieren sie in flair. Unser Team unterstützt Sie außerdem bei der Einrichtung und begleitet Sie laufend. flair und Factorial im Vergleich flair vs. Factorial Vergleichen Sie Factorial mit der Salesforce-nativen HR- und Recruiting-Plattform von flair. flair vs. Factorial HiBob Alternativen Worauf es bei einer HiBob-Alternative ankommt, und welcher Anbieter zu wem passt. HiBob Alternativen flair vs Personio Warum Ihnen der Wechsel zu flair Zugang zu einer flexibleren und besser anpassbaren HR-Lösung bietet. flair vs Personio Personio Kosten im Überblick Was Personio laut eigener Preisseite kostet und wie die Preisgestaltung bei flair funktioniert. Personio Kosten im Überblick --- ## flair vs. HiBob: HR-Software im Vergleich 2026 | flair URL: https://flair.hr/de/compare/hibob > HiBob vs. flair: Module, Lohnabrechnung in Deutschland, Performance, Hosting und Preise im Vergleich, laut Websites der Anbieter. HiBob vs. flair Die HiBob-Alternative, nativ auf Salesforce HiBob beschreibt Bob als All-in-one-HR-Plattform für schnell wachsende Unternehmen jeder Größe. flair ist eine HR- und Recruiting-Plattform, nativ auf Salesforce entwickelt, für Mittelstand, große Unternehmen und Gruppen mit mehreren Gesellschaften. Demo buchen HiBob im Überblick Quelle: Website von HiBob (hibob.com), Stand Oktober 2026. Für schnell wachsende Unternehmen Bob ist laut HiBob für moderne, schnell wachsende Unternehmen jeder Größe entwickelt, in den Stufen Growth, Scale und Enterprise. Der Hauptsitz ist in London. Core als Basis Core ist das erste Produkt, das Kunden kaufen, und nicht optional; Talent-, Payroll-, HR-Planning- und Finance-Suites bauen darauf auf. Native Payroll für USA und UK Native Lohnabrechnung gibt es laut HiBob für die USA und das Vereinigte Königreich. Für Deutschland bietet HiBob eine Integration mit DATEV LODAS. Performance im Modul Talent 360°-Leistungsbeurteilungen, Kalibrierung im 9-Box-Raster, Ziele, OKRs und 1:1s. Preise auf Anfrage HiBob bietet individuell zugeschnittene Preise statt eines Einheits-Preismodells. Hosting auf AWS HiBob nutzt AWS-Rechenzentren in Irland (Hauptstandort) und Deutschland (Backup) und ist nach ISO 27001 und SOC 2 Type 2 zertifiziert. flair im Überblick flair ist eine HR- und Recruiting-Plattform, die nativ auf Salesforce entwickelt ist. Nativ auf Salesforce HR-Daten liegen in derselben Salesforce-Org wie Ihr CRM. Ohne Salesforce richten wir eine Instanz ein, über die Sie flair nutzen. Gemacht für Unternehmensgruppen Sichtbarkeit je Gesellschaft einschränken, einen Employee Hub je Marke oder Gesellschaft betreiben und Payroll-Territorien mit eigener Währung einrichten. Lohnabrechnung mit DATEV flair bündelt die Daten für Abrechnungsläufe, erstellt Abrechnungsdokumente, stellt Gehaltsabrechnungen bereit und verbindet sich mit DATEV. Berechtigungen mit Salesforce Berechtigungssätze und Visibility Scopes schränken Datensätze nach Abteilung, Standort oder Gesellschaft ein. Vom Mitarbeitergespräch zur Lohnrunde Mitarbeitergespräche, Ziele als OKR oder MBO, Kalibrierungsrunden mit vollständiger Historie und Lohnrunden in einem System. Module nach Bedarf Ab 2,50 € pro Mitarbeitendem und Monat. Module nach Bedarf, plus Add-ons wie flair eSign. HR und CRM auf **einer Plattform** Nativ auf der Salesforce-Plattform entwickelt Nicht auf der Salesforce-Plattform entwickelt HR- und CRM-Daten HR-Daten in derselben Salesforce-Org wie Ihr CRM HR-Daten in einem von Ihrem Salesforce-CRM getrennten System Salesforce-Berechtigungssätze, Profile und Visibility Scopes Keine Salesforce-Berechtigungssätze oder -Profile Häufig gestellte Fragen Was sind die wichtigsten Unterschiede zwischen HiBob und flair? HiBob beschreibt Bob als All-in-one-HR-Plattform für moderne, schnell wachsende Unternehmen jeder Größe. Core ist das Pflichtmodul, darauf bauen Talent-, Payroll-, HR-Planning- und Finance-Suites auf. HiBob hostet auf AWS in Irland, mit Deutschland als Backup-Standort. Auch flair deckt den gesamten Mitarbeiterlebenszyklus ab, von Recruiting und Onboarding über Zeiterfassung, Abwesenheiten und Performance bis zur Vorbereitung der Lohnabrechnung. Der wichtigste Unterschied ist die Plattform: flair ist nativ auf Salesforce entwickelt. HR-Daten werden auf Salesforce gespeichert, durch Salesforce-Sicherheit geschützt und lassen sich für Reports mit anderen Daten in Ihrer Salesforce-Org kombinieren. Für welche Unternehmen eignet sich flair? flair ist für mittelständische und große Unternehmen gemacht, auch für Gruppen mit mehreren Gesellschaften, Standorten und Ländern. Ideal ist flair für Unternehmen, die Salesforce bereits nutzen. Unternehmen ohne Salesforce können flair trotzdem ohne Einschränkungen im Funktionsumfang nutzen: Wir richten eine Salesforce-Instanz ein, über die sie auf flair zugreifen. Mehr dazu auf der Seite HR-Software für den Mittelstand. Wie unterstützen HiBob und flair die Lohnabrechnung in Deutschland? Laut HiBob bietet Bob native Lohnabrechnung für die USA und das Vereinigte Königreich und bindet andere Anbieter über den Payroll Hub an; für Deutschland nennt HiBob eine Integration mit DATEV LODAS. flair bündelt die Mitarbeiterdaten für Abrechnungsläufe, erstellt Abrechnungsdokumente, stellt Gehaltsabrechnungen im Employee Hub bereit und verbindet sich für deutsche Payroll-Territorien mit DATEV. Wie unterscheiden sich die Preise? HiBob veröffentlicht keine Preise, sondern erstellt ein individuelles Angebot. flair kostet ab 2,50 € pro Mitarbeitendem und Monat. Ihr Paket stellen Sie aus Modulen zusammen, zum Beispiel Personalverwaltung, Zeiterfassung, Recruiting, Performance, Payroll und Schichtplanung, plus optionale Add-ons. Wie unterstützt flair beim Wechsel von HiBob? Wir starten mit einem Erstgespräch, um Ihre Anforderungen an den Datenimport zu verstehen. Anschließend übertragen unsere Experten Ihre Mitarbeiterdaten sicher, prüfen sie auf Richtigkeit und Vollständigkeit und integrieren sie in flair. Unser Team unterstützt Sie außerdem bei der Einrichtung und begleitet Sie laufend. Vergleichen Sie flair mit anderen HR-Lösungen HiBob Kosten im Überblick Was HiBob zur Preisgestaltung sagt, was die Gesamtkosten treibt und wie flair abrechnet. HiBob Kosten im Überblick HiBob Alternativen Worauf es bei einer HiBob-Alternative ankommt, und welcher Anbieter zu wem passt. HiBob Alternativen flair vs Factorial Vergleichen Sie Factorial mit der Salesforce-nativen HR- und Recruiting-Plattform von flair. flair vs Factorial flair vs Personio Warum Ihnen der Wechsel zu flair Zugang zu einer flexibleren und besser anpassbaren HR-Lösung bietet. flair vs Personio Worauf es beim Vergleich von HR-Software ankommt, mit einem Überblick über gängige Anbieter. Personio Kosten im Überblick Was Personio laut eigener Preisseite kostet und wie die Preisgestaltung bei flair funktioniert. Personio Kosten im Überblick --- ## HiBob Alternativen & Wettbewerber 2026 | flair URL: https://flair.hr/de/compare/hibob-alternativen > HiBob-Alternative gesucht? Worauf es ankommt, plus BambooHR, Factorial, Personio, Rippling und flair im neutralen Überblick, laut Websites der Anbieter. HiBob Alternativen HiBob-Alternativen und Wettbewerber Worauf Sie bei der Suche nach einer Alternative zu HiBob achten sollten, und ein neutraler Überblick über gängige Anbieter, darunter flair, die HR- und Recruiting-Plattform nativ auf Salesforce. Demo buchen Worauf es bei einer HiBob-Alternative ankommt Passend zur Unternehmensgröße Ist die Software für ein Unternehmen Ihrer Größe und Ihrer Wachstumspläne gebaut? Lohnabrechnung in Ihren Ländern Rechnet der Anbieter dort ab, wo Sie Mitarbeitende beschäftigen, oder bindet er Ihren Abrechnungsanbieter an, etwa DATEV? Sind Preise veröffentlicht oder gibt es nur Angebote? Fragen Sie, was enthalten ist und was extra kostet. Mehrere Gesellschaften und Länder Lassen sich mehrere Gesellschaften, Standorte und Länder mit getrennten Zugriffsrechten verwalten? Schnittstellen und CRM Arbeitet die Software mit den Systemen zusammen, die Ihre Teams schon nutzen, etwa dem CRM? Kann Ihr Team Felder, Workflows und Reports selbst anpassen? HiBob-Alternativen im Überblick Basierend auf den Websites der Anbieter, Stand Oktober 2026. Nach flair in alphabetischer Reihenfolge. HR- und Recruiting-Plattform, nativ auf Salesforce entwickelt. Passt zu Mittelstand, großen Unternehmen und Gruppen mit mehreren Gesellschaften, besonders wenn Salesforce schon im Einsatz ist. HR-Software, der laut BambooHR über 30.000 Unternehmen jeder Größe vertrauen; veröffentlichte Pläne ab 10 $ pro Mitarbeitendem und Monat. Das Payroll-Add-on gilt nur für Beschäftigte in den USA. HR-Software, die laut Factorial mit kleinen und mittelständischen Unternehmen im Sinn entwickelt wurde, ab 8 € pro Monat und User. Passt zu KMU, die HR, Zeit, Spesen und IT in einem Tool wollen. HR-Software, die Personio als geeignet für Unternehmen mit 10 bis 10.000 Mitarbeitenden beschreibt. HR-Pläne ab 7,60 € pro Mitarbeitendem und Monat (ab 50 Mitarbeitenden); Apps kommen hinzu. Plattform für HR, IT und Finanzen: eine verpflichtende Kernplattform plus separat gekaufte Produkte, meist pro Mitarbeitendem und Monat abgerechnet, Preise per individuellem Angebot. Häufig gestellte Fragen Wer sind die Wettbewerber von HiBob? Unternehmen vergleichen HiBob häufig mit BambooHR, Rippling, Personio, Factorial und flair, größere Unternehmen auch mit Workday. Die Anbieter unterscheiden sich in Zielgröße, Abdeckung der Lohnabrechnung, Preismodell und Plattform. Was ist die beste Alternative zu HiBob? Die eine beste HiBob-Alternative gibt es nicht. Die richtige Wahl hängt von Ihrer Unternehmensgröße, den Ländern Ihrer Lohnabrechnung, der Zahl Ihrer Gesellschaften und den Systemen ab, mit denen die Software zusammenarbeiten muss. Vergleichen Sie Anbieter mit Ihren eigenen Anforderungen und lassen Sie sich eine Demo mit Ihren echten Anwendungsfällen zeigen. HiBob oder BambooHR: Was ist der Unterschied? HiBob veröffentlicht keine Preise und erstellt ein individuelles Angebot; jedes Abo enthält Core HR, native Lohnabrechnung gibt es für die USA und das Vereinigte Königreich. BambooHR veröffentlicht Pläne ab 10 $ pro Mitarbeitendem und Monat, nennt über 30.000 Kunden jeder Größe und bietet Payroll als Add-on nur für Beschäftigte in den USA. HiBob oder Rippling: Was ist der Unterschied? Beide erstellen individuelle Angebote. HiBob konzentriert sich auf HR, mit Core HR in jedem Abo und Talent-, Payroll-, Planning- und Finance-Suites darauf. Rippling verkauft eine verpflichtende Kernplattform plus separat gekaufte Produkte für HR, IT und Finanzen, meist pro Mitarbeitendem und Monat abgerechnet. Was macht flair anders? flair ist nativ auf Salesforce entwickelt. HR-Daten liegen auf Salesforce, sind durch die Salesforce-Sicherheit geschützt und lassen sich in Ihrer Salesforce-Org mit anderen Daten für Reports kombinieren. Auch Unternehmen ohne Salesforce können flair nutzen: Wir richten eine Salesforce-Instanz ein, über die sie auf flair zugreifen. Was kostet flair? flair kostet ab 2,50 € pro Mitarbeitendem und Monat. Ihr Paket stellen Sie aus Modulen zusammen, zum Beispiel Personalverwaltung, Zeiterfassung, Recruiting, Performance, Payroll und Schichtplanung, plus optionale Add-ons. Wie unterstützt flair beim Wechsel von HiBob? Wir starten mit einem Erstgespräch, um Ihre Anforderungen an den Datenimport zu verstehen. Anschließend übertragen unsere Experten Ihre Mitarbeiterdaten sicher, prüfen sie auf Richtigkeit und Vollständigkeit und integrieren sie in flair. Unser Team unterstützt Sie außerdem bei der Einrichtung und begleitet Sie laufend. flair und HiBob im Vergleich flair vs. HiBob Vergleichen Sie HiBob mit der Salesforce-nativen HR- und Recruiting-Plattform von flair. flair vs. HiBob HiBob Kosten im Überblick Was HiBob zur Preisgestaltung sagt, was die Gesamtkosten treibt und wie flair abrechnet. HiBob Kosten im Überblick Factorial Alternativen und Preise Was Factorial laut Preisseite kostet, mit einem Überblick über Alternativen. Factorial Alternativen und Preise Worauf es beim Vergleich von HR-Software ankommt, mit einem Überblick über gängige Anbieter. --- ## HiBob Kosten & Preise 2026: Was Bob kostet | flair URL: https://flair.hr/de/compare/hibob-kosten > HiBob Kosten im Überblick: keine öffentlichen Preise, Angebot nach Mitarbeiterzahl, Modulen und Services, Core HR immer inklusive. Plus: so rechnet flair ab. HiBob Preise Was kostet HiBob? Was HiBob zur Preisgestaltung von Bob sagt, was die Gesamtkosten treibt und wie die Preisgestaltung bei flair funktioniert, der HR- und Recruiting-Plattform nativ auf Salesforce. Demo buchen HiBob Preise im Überblick Quelle: hibob.com, Stand Oktober 2026. HiBob veröffentlicht keine Listenpreise; der Preis-Link führt zu einer Demo-Anfrage. Preise auf Anfrage HiBob bietet individuelle Preise und ein maßgeschneidertes Angebot statt eines Einheits-Preismodells. Was den Preis bestimmt Laut HiBob hängt das Angebot vor allem von der Zahl der Mitarbeitenden, den gewählten Produkten und Modulen sowie Einführungs- und Support-Leistungen ab. Core HR immer inklusive Jedes HiBob-Abo enthält Core HR; weitere Produkte und Services lassen sich ergänzen. KI-Funktionen sind laut HiBob plattformweit enthalten. Growth, Scale und Enterprise HiBob richtet Bob auf drei Phasen aus: Growth (unter 200 Mitarbeitende), Scale (200 bis 1.000) und Enterprise (über 1.000). Native Payroll für USA und UK Native Lohnabrechnung gibt es laut HiBob für die USA und das Vereinigte Königreich. Für Deutschland bietet HiBob eine Integration mit DATEV LODAS. Was neben der Lizenz ins Budget gehört Fragen, die Sie jedem HR-Software-Anbieter stellen sollten, auch HiBob, bevor Sie Angebote vergleichen. Wachsende Mitarbeiterzahl Hängt der Preis an der Mitarbeiterzahl, rechnen Sie mit der Zahl im nächsten Jahr und fragen Sie, wie neue Mitarbeitende abgerechnet werden. Module über Core hinaus Listen Sie die Module auf, die Sie jetzt und später brauchen, etwa Talent, Payroll, Planung oder Vergütung, und lassen Sie jedes bepreisen. Einführung und Migration Fragen Sie, was Einführung, Datenmigration und Schulung kosten und wer die Arbeit übernimmt. Lohnabrechnung in Ihren Ländern Wo es keine native Lohnabrechnung gibt, bleibt ein Abrechnungsanbieter (z. B. DATEV) im Spiel. Rechnen Sie ihn und die Schnittstelle mit ein. Vergleichen Sie Mindestlaufzeit, Abrechnungsintervall und Verlängerungsbedingungen, nicht nur den Preis pro Mitarbeitendem. Interner Projektaufwand Die Zeit von HR, IT und Finance für Einrichtung, Tests und Change Management gehört zu den Gesamtkosten. So funktioniert die Preisgestaltung bei flair flair kostet ab 2,50 € pro Mitarbeitendem und Monat. Ihr Paket stellen Sie aus den Modulen zusammen, die Sie brauchen. Nur die Module, die Sie nutzen Kombinieren Sie Personalverwaltung, Zeiterfassung, Recruiting, Performance, Payroll und Schichtplanung nach Bedarf. Add-ons bei Bedarf Erweitern Sie flair um Add-ons wie qualifizierte elektronische Signaturen, Advanced Recruiting und Ticketing. Nativ auf Salesforce HR-Daten liegen in derselben Salesforce-Org wie Ihr CRM. Ohne Salesforce richten wir eine Instanz ein, über die Sie flair nutzen. Häufig gestellte Fragen Was kostet HiBob? HiBob veröffentlicht keine Listenpreise. Laut FAQ (Stand Oktober 2026) bietet HiBob individuelle Preise: Das Angebot hängt vor allem von der Zahl der Mitarbeitenden, den gewählten Produkten und Modulen sowie Einführungs- und Support-Leistungen ab. Preise auf Drittseiten sind Schätzungen, keine Angaben von HiBob. Was ist in jedem HiBob-Abo enthalten? Laut HiBob enthält jedes Abo Core HR; weitere Produkte und Services kommen mit dem Wachstum hinzu. KI-Funktionen sind laut HiBob plattformweit enthalten. Enthält HiBob eine Lohnabrechnung? Laut HiBob bietet Bob native Lohnabrechnung für die USA und das Vereinigte Königreich und bindet andere Anbieter über den Payroll Hub an; für Deutschland nennt HiBob eine Integration mit DATEV LODAS. In Deutschland bleibt also ein Abrechnungsanbieter zusätzlich im Budget. Was treibt die Gesamtkosten einer HR-Software? Neben der Lizenz zählen Einführung und Datenmigration, später ergänzte Module, Abrechnungsanbieter in Ländern ohne native Lohnabrechnung, Vertragsbedingungen und der interne Projektaufwand. Lassen Sie jeden Anbieter denselben Umfang bepreisen, damit die Angebote vergleichbar sind. Was kostet flair? flair kostet ab 2,50 € pro Mitarbeitendem und Monat. Ihr Paket stellen Sie aus Modulen zusammen, zum Beispiel Personalverwaltung, Zeiterfassung, Recruiting, Performance, Payroll und Schichtplanung, plus optionale Add-ons. Wie unterstützt flair beim Wechsel von HiBob? Wir starten mit einem Erstgespräch, um Ihre Anforderungen an den Datenimport zu verstehen. Anschließend übertragen unsere Experten Ihre Mitarbeiterdaten sicher, prüfen sie auf Richtigkeit und Vollständigkeit und integrieren sie in flair. Unser Team unterstützt Sie außerdem bei der Einrichtung und begleitet Sie laufend. flair und HiBob im Vergleich flair vs. HiBob Vergleichen Sie HiBob mit der Salesforce-nativen HR- und Recruiting-Plattform von flair. flair vs. HiBob HiBob Alternativen Worauf es bei einer HiBob-Alternative ankommt, und welcher Anbieter zu wem passt. HiBob Alternativen Worauf es beim Vergleich von HR-Software ankommt, mit einem Überblick über gängige Anbieter. --- ## flair vs. Kenjo: HR-Software im Vergleich 2026 | flair URL: https://flair.hr/de/compare/kenjo > Kenjo vs. flair: Zielgruppe, Preise, Lohnabrechnung mit DATEV, Zeiterfassungsterminal und Hosting im Vergleich, laut Websites der Anbieter. Kenjo vs. flair Die Kenjo-Alternative für Mittelstand und Unternehmensgruppen Kenjo beschreibt sich als Personalverwaltungssoftware für KMUs mit mobilen Teams. flair ist eine HR- und Recruiting-Plattform, nativ auf Salesforce, für Mittelstand, Großunternehmen und Gruppen. Demo buchen Kenjo im Überblick Quelle: Website von Kenjo (kenjo.io), Stand Oktober 2026. Für KMU mit mobilen Teams Kenjo beschreibt sich als Personalverwaltungssoftware für KMUs mit mobilen Teams, etwa in Fertigung, Dienstleistung und Handel. Über 1.000 Kunden, gegründet in Berlin Laut Kenjo nutzen über 1.000 Kunden die Software; gegründet 2017 in Berlin, aktiv in Spanien, Deutschland, der Schweiz, Österreich und Lateinamerika. Drei Pläne pro Mitarbeitendem Starter ab 6 € und Growth ab 10 € pro Mitarbeitendem und Monat; Connect über eine Demo. Recruiting ist ein Add-on. Vorbereitende Lohnbuchhaltung Kenjo unterstützt die vorbereitende Lohnabrechnung, die Sie dann Ihrem externen Buchhalter übergeben, mit Export für DATEV LODAS sowie Lohn und Gehalt. Terminal per QR- oder PIN-Code Mobile Mitarbeitende stempeln per QR- oder PIN-Code ohne eigenes Endgerät; das Zeiterfassungsterminal ist Teil des Growth-Plans. Hosting in Frankfurt Die Plattform wird laut Kenjo ausschließlich in Frankfurt am Main betrieben (MongoDB Atlas, Amazon Web Services). flair im Überblick flair ist eine HR- und Recruiting-Plattform, die nativ auf Salesforce entwickelt ist. Nativ auf Salesforce HR-Daten liegen in derselben Salesforce-Org wie Ihr CRM. Ohne Salesforce richten wir eine Instanz ein, über die Sie flair nutzen. Gemacht für Unternehmensgruppen Sichtbarkeit je Gesellschaft einschränken, einen Employee Hub je Marke oder Gesellschaft betreiben und Payroll-Territorien mit eigener Währung einrichten. Lohnabrechnung mit DATEV flair bündelt die Daten für Abrechnungsläufe, erstellt Abrechnungsdokumente, stellt Gehaltsabrechnungen bereit und verbindet sich mit DATEV. Berechtigungen mit Salesforce Berechtigungssätze und Visibility Scopes schränken Datensätze nach Abteilung, Standort oder Gesellschaft ein. Vom Mitarbeitergespräch zur Lohnrunde Mitarbeitergespräche, Ziele als OKR oder MBO, Kalibrierungsrunden mit vollständiger Historie und Lohnrunden in einem System. Module nach Bedarf Ab 2,50 € pro Mitarbeitendem und Monat. Module nach Bedarf, plus Add-ons wie flair eSign. Häufig gestellte Fragen Was sind die wichtigsten Unterschiede zwischen Kenjo und flair? Kenjo beschreibt sich als Personalverwaltungssoftware für KMUs mit mobilen Teams, mit Zeiterfassung, Schichtplanung, Abwesenheiten, Dokumenten und vorbereitender Lohnbuchhaltung. Die Plattform wird in Frankfurt gehostet. Auch flair deckt den gesamten Mitarbeiterlebenszyklus ab, von Recruiting und Onboarding über Zeiterfassung, Abwesenheiten und Performance bis zur Vorbereitung der Lohnabrechnung. Der wichtigste Unterschied ist die Plattform: flair ist nativ auf Salesforce entwickelt. HR-Daten sind durch Salesforce-Sicherheit geschützt und lassen sich mit anderen Daten in Ihrer Salesforce-Org kombinieren. flair ist für mittelständische und große Unternehmen gemacht, auch für Gruppen mit mehreren Gesellschaften. Für welche Unternehmen eignet sich flair? flair ist für mittelständische und große Unternehmen gemacht, auch für Gruppen mit mehreren Gesellschaften, Standorten und Ländern. Ideal ist flair für Unternehmen, die Salesforce bereits nutzen. Auch Unternehmen ohne Salesforce können flair nutzen: Wir richten eine Salesforce-Instanz ein, über die sie auf flair zugreifen. Mehr dazu auf der Seite HR-Software für den Mittelstand. Wie unterstützen Kenjo und flair die Lohnabrechnung in Deutschland? Kenjo unterstützt die vorbereitende Lohnabrechnung und exportiert Stamm- und variable Daten für DATEV LODAS sowie DATEV Lohn und Gehalt; die fertige Abrechnung geht an Ihren externen Buchhalter. flair bündelt die Mitarbeiterdaten für Abrechnungsläufe, erstellt Abrechnungsdokumente, stellt Gehaltsabrechnungen im Employee Hub bereit und verbindet sich für deutsche Payroll-Territorien mit DATEV. Wie unterscheiden sich die Preise? Laut Preisseite (Stand Oktober 2026) startet Kenjo im Starter-Plan ab 6 € und im Growth-Plan ab 10 € pro Mitarbeitendem und Monat; Connect gibt es nach einer Demo. flair kostet ab 2,50 € pro Mitarbeitendem und Monat. Ihr Paket stellen Sie aus Modulen zusammen, zum Beispiel Personalverwaltung, Zeiterfassung, Recruiting, Performance, Payroll und Schichtplanung, plus optionale Add-ons. Wie unterstützt flair beim Wechsel von Kenjo? Wir starten mit einem Erstgespräch, um Ihre Anforderungen an den Datenimport zu verstehen. Anschließend übertragen unsere Expert:innen Ihre Mitarbeiterdaten sicher, prüfen sie auf Richtigkeit und Vollständigkeit und integrieren sie in flair. Unser Team hilft außerdem bei der Einrichtung nach Ihren Vorstellungen und unterstützt Sie fortlaufend. Vergleichen Sie flair mit anderen HR-Lösungen flair vs Personio Warum Ihnen der Wechsel zu flair Zugang zu einer flexibleren und besser anpassbaren HR-Lösung bietet. flair vs Personio flair vs Factorial Vergleichen Sie Factorial mit der Salesforce-nativen HR- und Recruiting-Plattform von flair. flair vs Factorial Worauf es beim Vergleich von HR-Software ankommt, mit einem Überblick über gängige Anbieter. --- ## Personio Zeiterfassung im Vergleich mit flair (2026) | flair URL: https://flair.hr/de/compare/personio-zeiterfassung > Personio Zeiterfassung vs. flair: Stempeluhr, Terminals, Pausen, Überstunden und ArbZG im Vergleich, laut Angaben der Anbieter. Mit Arbeitszeitrechner. Personio Zeiterfassung Personio Zeiterfassung im Vergleich mit flair Was die Zeiterfassung von Personio laut Personio abdeckt, wie flair Arbeitszeiten erfasst und welche Regeln des Arbeitszeitgesetzes Ihr System abbilden sollte. Demo buchen Personio Zeiterfassung im Überblick Quellen: personio.de/funktionen/arbeitszeiterfassung, personio.de/preise und Hilfeartikel von Personio, Stand Oktober 2026. Desktop, App, Terminal oder Eingangs-App Zeiten lassen sich laut Personio am Desktop, per Mobile-App, über ein Terminal oder die Personio Eingangs-App erfassen. Tablet als Stempeluhr Mit der Eingangs-App (Entrance App) wird laut Personio jedes Tablet oder Laptop zur Stempeluhr; Mitarbeitende stempeln per QR-Code oder PIN. Hardware-Terminals über Partner Für Terminals mit RFID, Barcode oder Fingerabdruck verbindet laut Personio halion clock:it die Geräte mit Personio; die Einrichtung läuft über Rocon. Pausenregeln und Tageshöchstgrenze Bis zu zwei Pausenregelungen, automatisch ergänzte Pausen sowie maximale Tagesstunden mit Warnung oder Sperre bei Überschreitung. Überstundenkonten mit Obergrenze; Überstunden lassen sich laut Personio in eine Auszahlung oder eine Abwesenheit umwandeln. Teil des Core-Plans Zeiterfassung und Abwesenheiten gehören laut Preisseite zum Core-Plan; HR-Pläne starten ab 7,60 € pro Mitarbeitendem und Monat (ab 50 Mitarbeitenden). Zeiterfassung mit flair flair Time Tracking ist Teil der HR-Plattform von flair, nativ auf Salesforce. Per Klick, App oder Schlüsselanhänger Erfassung per Browser oder Desktop-App, mobil per App oder per Schlüsselanhänger; Pausen und Notizen zu Zeiteinträgen inklusive. Zeiterfassungsterminal auf dem Tablet flair Kiosk macht ein Android-Tablet zum Terminal: Einstempeln per PIN oder QR-Code, je Standort oder Team segmentiert. RFID- und Fingerabdruck-Terminals Ist physische Zeiterfassung Teil Ihres Plans, bindet flair auch RFID- und Fingerabdruck-Terminals an. Regeln für Pausen, Überstunden und Ruhezeit Regeln und Grenzen für Pausen und Überstunden nach Richtlinie und lokalem Recht; wer vor Ende der Mindestruhezeit einstempeln will, wird blockiert. Projektzeiten und Freigaben Zeiten für Projekte und Kunden erfassen, korrigierte Einträge prüfen und freigeben, auf Wunsch direkt über Slack. Mit Abwesenheiten und Payroll verknüpft Zeiten, Abwesenheiten und Lohnabrechnung in einem System, mit Reports und Dashboards in Salesforce, etwa zu Überstunden. Was das Arbeitszeitgesetz verlangt Diese Regeln sollte jede Zeiterfassung abbilden können. Stand Oktober 2026; eine Reform des ArbZG ist in Vorbereitung. Arbeitszeit erfassen Arbeitgeber müssen die Arbeitszeit ihrer Beschäftigten erfassen (BAG, Beschluss vom 13.09.2022, 1 ABR 22/21). Höchstens 8, maximal 10 Stunden Werktäglich höchstens acht Stunden; bis zu zehn, wenn im Schnitt von sechs Kalendermonaten oder 24 Wochen acht Stunden nicht überschritten werden (§ 3 ArbZG). Pausen ab sechs Stunden Mindestens 30 Minuten Pause bei mehr als sechs bis zu neun Stunden, 45 Minuten bei mehr als neun Stunden (§ 4 ArbZG). Elf Stunden Ruhezeit Nach Ende der täglichen Arbeitszeit mindestens elf Stunden ununterbrochene Ruhezeit, mit Ausnahmen für einzelne Branchen (§ 5 ArbZG). Häufig gestellte Fragen Ist die Zeiterfassung in Personio enthalten? Laut Preisseite von Personio (Stand Oktober 2026) gehören Zeiterfassung und Abwesenheiten zum Core-Plan. HR-Pläne starten ab 7,60 € pro Mitarbeitendem und Monat für Unternehmen ab 50 Mitarbeitenden. Mehr dazu in unserem Überblick Personio Kosten. Gibt es bei Personio eine Stempeluhr oder Terminals? Mit der Eingangs-App von Personio wird ein Tablet oder Laptop zur Stempeluhr, an der Mitarbeitende per QR-Code oder PIN stempeln. Für Hardware-Terminals mit RFID, Barcode oder Fingerabdruck verweist Personio auf die Partnerlösung halion clock:it, eingerichtet über Rocon. flair bietet mit flair Kiosk ein Zeiterfassungsterminal auf Android-Tablets und bindet auch RFID- und Fingerabdruck-Terminals an. Wie gehen Personio und flair mit Überstunden um? Personio bietet Überstundenkonten mit Obergrenze und kann Überstunden in eine Auszahlung oder Abwesenheit umwandeln. In flair legen Sie Regeln und Grenzen für Pausen und Überstunden nach Richtlinie und lokalem Recht fest und sehen Überstunden in Reports und Dashboards in Salesforce. Was Überstunden kosten, berechnen Sie mit dem Überstundenrechner. Ist Zeiterfassung in Deutschland Pflicht? Ja. Nach dem Beschluss des Bundesarbeitsgerichts vom 13.09.2022 (1 ABR 22/21) müssen Arbeitgeber die Arbeitszeit ihrer Beschäftigten erfassen. Das Arbeitszeitgesetz begrenzt zudem die tägliche Arbeitszeit (§ 3 ArbZG) und schreibt Ruhepausen (§ 4 ArbZG) und Ruhezeiten (§ 5 ArbZG) vor. Eine Reform des ArbZG ist in Vorbereitung; prüfen Sie deshalb den aktuellen Stand. Wie berechne ich Arbeitszeiten mit Pausen? Mit unserem kostenlosen Arbeitszeitrechner ermitteln Sie die Arbeitszeit aus Beginn, Ende und Pausen und sehen, ob die gesetzlichen Pausen nach § 4 ArbZG eingehalten sind. Was kostet flair? flair kostet ab 2,50 € pro Mitarbeitendem und Monat. Ihr Paket stellen Sie aus Modulen zusammen, zum Beispiel Personalverwaltung, Zeiterfassung, Recruiting, Performance, Payroll und Schichtplanung, plus optionale Add-ons. Wie unterstützt flair beim Wechsel von Personio? Wir starten mit einem Erstgespräch, um Ihre Anforderungen an den Datenimport zu verstehen. Anschließend übertragen unsere Expert:innen Ihre Mitarbeiterdaten sicher, prüfen sie auf Richtigkeit und Vollständigkeit und integrieren sie in flair. Unser Team hilft außerdem bei der Einrichtung nach Ihren Vorstellungen und unterstützt Sie fortlaufend. flair und Personio im Vergleich flair vs Personio Warum Ihnen der Wechsel zu flair Zugang zu einer flexibleren und besser anpassbaren HR-Lösung bietet. flair vs Personio Personio Kosten im Überblick Was Personio laut eigener Preisseite kostet und wie die Preisgestaltung bei flair funktioniert. Personio Kosten im Überblick Zeiterfassung mit flair Arbeitszeiten per Klick, App oder Terminal erfassen, mit Regeln für Pausen und Überstunden. Zeiterfassung mit flair --- ## flair vs. rexx systems: HR-Software im Vergleich 2026 | flair URL: https://flair.hr/de/compare/rexx > rexx systems vs. flair: Zielgruppe, Hosting, Payroll-Schnittstellen und Preise im Vergleich, laut Websites der Anbieter. Für Mittelstand und Gruppen. rexx systems vs. flair Die rexx-Alternative, nativ auf Salesforce rexx systems beschreibt seine HR- und Recruiting-Software als Lösung für Mittelstand und große Organisationen. flair ist eine HR- und Recruiting-Plattform, nativ auf Salesforce entwickelt, für Mittelstand, Konzerne und Gruppen. Demo buchen rexx systems im Überblick Quelle: Website von rexx systems (rexx-systems.com), Stand Oktober 2026. Mittelstand und große Organisationen Laut rexx ist die Software für mittelständische Unternehmen und große Organisationen mit 50 bis 50.000 Mitarbeitenden ausgelegt und in über 30 Ländern im Einsatz. HR, Recruiting und Talent rexx systems gliedert sich in Personalmanagement, Bewerbungsmanagement und Talent-Management, dazu kommt die Mitarbeiter-App rexx GO. Cloud oder On-Premises rexx läuft entweder in der rexx-eigenen Cloud mit Servern in Deutschland und der Schweiz oder auf den Servern des Kunden. rexx nennt Standard-Schnittstellen zu DATEV, ADP / Paisy und SAP sowie eine offene API für individuelle Anbindungen. Preise auf Anfrage, plus Einrichtung rexx kalkuliert individuelle Angebote nach Unternehmensgröße, Modulen und Funktionen und berechnet einmalige Einrichtungskosten. rexx ist laut eigenen Angaben nach ISO 27001:2022 zertifiziert und hat rund 3.000 Kunden. Der Hauptsitz ist in Hamburg. flair im Überblick flair ist eine HR- und Recruiting-Plattform, die nativ auf Salesforce entwickelt ist. Nativ auf Salesforce HR-Daten liegen in derselben Salesforce-Org wie Ihr CRM. Ohne Salesforce richten wir eine Instanz ein, über die Sie flair nutzen. Gemacht für Unternehmensgruppen Sichtbarkeit je Gesellschaft einschränken, einen Employee Hub je Marke oder Gesellschaft betreiben und Payroll-Territorien mit eigener Währung einrichten. Lohnabrechnung mit DATEV flair bündelt die Daten für Abrechnungsläufe, erstellt Abrechnungsdokumente, stellt Gehaltsabrechnungen bereit und verbindet sich mit DATEV. Berechtigungen mit Salesforce Berechtigungssätze und Visibility Scopes schränken Datensätze nach Abteilung, Standort oder Gesellschaft ein. Vom Mitarbeitergespräch zur Lohnrunde Mitarbeitergespräche, Ziele als OKR oder MBO, Kalibrierungsrunden mit vollständiger Historie und Lohnrunden in einem System. Module nach Bedarf Ab 2,50 € pro Mitarbeitendem und Monat. Module nach Bedarf, plus Add-ons wie flair eSign. HR und CRM auf **einer Plattform** Nativ auf der Salesforce-Plattform entwickelt Nicht auf der Salesforce-Plattform entwickelt HR- und CRM-Daten HR-Daten in derselben Salesforce-Org wie Ihr CRM HR-Daten in einem von Ihrem Salesforce-CRM getrennten System Salesforce-Berechtigungssätze, Profile und Visibility Scopes Keine Salesforce-Berechtigungssätze oder -Profile Häufig gestellte Fragen Was sind die wichtigsten Unterschiede zwischen rexx systems und flair? rexx systems beschreibt seine Software als Lösung für Personalmanagement, Recruiting und Talent-Management für mittelständische Unternehmen und große Organisationen mit 50 bis 50.000 Mitarbeitenden. Sie läuft in der rexx-eigenen Cloud mit Servern in Deutschland und der Schweiz oder auf den Servern des Kunden. Auch flair deckt den gesamten Mitarbeiterlebenszyklus ab, von Recruiting und Onboarding über Zeiterfassung, Abwesenheiten und Performance bis zur Vorbereitung der Lohnabrechnung. Der wichtigste Unterschied ist die Plattform: flair ist nativ auf Salesforce entwickelt. HR-Daten werden auf Salesforce gespeichert, durch Salesforce-Sicherheit geschützt und lassen sich für Reports mit anderen Daten in Ihrer Salesforce-Org kombinieren. Für welche Unternehmen eignet sich flair? flair ist für mittelständische und große Unternehmen gemacht, auch für Gruppen mit mehreren Gesellschaften, Standorten und Ländern. Ideal ist flair für Unternehmen, die Salesforce bereits nutzen. Unternehmen ohne Salesforce können flair trotzdem ohne Einschränkungen im Funktionsumfang nutzen: Wir richten eine Salesforce-Instanz ein, über die sie auf flair zugreifen. Mehr dazu auf der Seite HR-Software für den Mittelstand. Wie unterstützen rexx systems und flair die Lohnabrechnung in Deutschland? rexx bietet die vorbereitende Lohn- und Gehaltsabrechnung als optionales Modul an, mit Standard-Schnittstellen zu DATEV, ADP / Paisy und SAP. flair bündelt die Mitarbeiterdaten für Abrechnungsläufe, erstellt Abrechnungsdokumente, stellt Gehaltsabrechnungen im Employee Hub bereit und verbindet sich für deutsche Payroll-Territorien mit DATEV. Wie unterscheiden sich die Preise? rexx veröffentlicht keine Preise. Laut Preisseite kalkuliert rexx ein individuelles Angebot nach Unternehmensgröße, Modulen und gewünschten Funktionen und berechnet einmalige Einrichtungskosten; für kleinere Unternehmen gibt es Einstiegspakete mit 32 Beratungs- und acht Schulungsstunden. flair kostet ab 2,50 € pro Mitarbeitendem und Monat; Ihr Paket stellen Sie aus Modulen und optionalen Add-ons zusammen. Wie unterstützt flair beim Wechsel von rexx systems? Wir starten mit einem Erstgespräch, um Ihre Anforderungen an den Datenimport zu verstehen. Anschließend übertragen unsere Experten Ihre Mitarbeiterdaten sicher, prüfen sie auf Richtigkeit und Vollständigkeit und integrieren sie in flair. Unser Team unterstützt Sie außerdem bei der Einrichtung und begleitet Sie laufend. Vergleichen Sie flair mit anderen HR-Lösungen flair vs Personio Warum Ihnen der Wechsel zu flair Zugang zu einer flexibleren und besser anpassbaren HR-Lösung bietet. flair vs Personio flair vs Factorial Vergleichen Sie Factorial mit der Salesforce-nativen HR- und Recruiting-Plattform von flair. flair vs Factorial flair vs HiBob Vergleichen Sie HiBob mit der Salesforce-nativen HR- und Recruiting-Plattform von flair. flair vs HiBob Worauf es beim Vergleich von HR-Software ankommt, mit einem Überblick über gängige Anbieter. --- ## flair vs. Sage HR: HR-Software im Vergleich 2026 | flair URL: https://flair.hr/de/compare/sage-hr > Sage HR vs. flair: Zielgruppe, Module, Lohnabrechnung und Preise im Vergleich, laut Websites der Anbieter. Plus: Sage HR, Sage HR Suite und Sage People. Sage HR vs. flair Die Sage-HR-Alternative für Mittelstand und Unternehmensgruppen Sage beschreibt Sage HR als modulare Cloud-HR-Software, vor allem für kleine und mittelständische Unternehmen. flair ist eine HR- und Recruiting-Plattform, nativ auf Salesforce, für Mittelstand und Gruppen. Demo buchen Sage HR im Überblick Quelle: Website von Sage (sage.com/de-de/sage-business-cloud/hr), Stand Oktober 2026. Preise zzgl. MwSt. Modulare Cloud-HR-Software Sage HR ist laut Sage eine cloudbasierte, modulare HR-Software für Mitarbeiterdaten, Abwesenheiten, Zeiterfassung, Performance, Recruiting und Self Service, mit Smartphone-App. Für kleine und mittlere Unternehmen Sage HR eignet sich laut Sage in erster Linie für kleine und mittelständische Unternehmen. Ohne integrierte Lohnabrechnung Sage HR kommt ohne integrierte Lohnabrechnung. Dafür bietet Sage Sage HR & Payroll (ab 50 Mitarbeitenden) und die Desktop-Lösung Sage HR Suite. Basis ab 4,50 € Sage HR Basis kostet 4,50 € pro Mitarbeitendem und Monat; das Zeit-Paket 7,00 €, das Schicht-Paket 9,50 €. Module einzeln zubuchbar Arbeitszeittabellen, Performance und Schichtplanung je 2,50 €, Ausgaben 1,50 € pro Mitarbeitendem und Monat; Recruiting 175 € pro Monat. Jederzeit kündbar Laut Sage können Kund:innen jederzeit kündigen oder upgraden. flair im Überblick flair ist eine HR- und Recruiting-Plattform, die nativ auf Salesforce entwickelt ist. Nativ auf Salesforce HR-Daten liegen in derselben Salesforce-Org wie Ihr CRM. Ohne Salesforce richten wir eine Instanz ein, über die Sie flair nutzen. Gemacht für Unternehmensgruppen Sichtbarkeit je Gesellschaft einschränken, einen Employee Hub je Marke oder Gesellschaft betreiben und Payroll-Territorien mit eigener Währung einrichten. Lohnabrechnung mit DATEV flair bündelt die Daten für Abrechnungsläufe, erstellt Abrechnungsdokumente, stellt Gehaltsabrechnungen bereit und verbindet sich mit DATEV. Berechtigungen mit Salesforce Berechtigungssätze und Visibility Scopes schränken Datensätze nach Abteilung, Standort oder Gesellschaft ein. Vom Mitarbeitergespräch zur Lohnrunde Mitarbeitergespräche, Ziele als OKR oder MBO, Kalibrierungsrunden mit vollständiger Historie und Lohnrunden in einem System. Module nach Bedarf Ab 2,50 € pro Mitarbeitendem und Monat. Module nach Bedarf, plus Add-ons wie flair eSign. Häufig gestellte Fragen Was ist der Unterschied zwischen Sage HR, Sage HR Suite und Sage People? Es sind getrennte Produkte von Sage. Sage HR ist laut Sage eine modulare Cloud-HR-Software, vor allem für kleine und mittelständische Unternehmen, ohne integrierte Lohnabrechnung. Sage HR & Payroll ergänzt eine integrierte Lohn- und Gehaltsabrechnung und richtet sich an Unternehmen ab 50 Mitarbeitenden. Die Sage HR Suite ist eine Desktop-Lösung mit Personalabrechnung. Sage People ist ein eigenständiges Cloud-HR-System von Sage; mehr dazu in unserem Vergleich von Sage People und flair. Was sind die wichtigsten Unterschiede zwischen Sage HR und flair? Sage HR ist eine modulare Cloud-HR-Software für kleine und mittelständische Unternehmen; die Lohnabrechnung gibt es über separate Sage-Produkte. flair deckt den Mitarbeiterlebenszyklus von Recruiting bis zur Vorbereitung der Lohnabrechnung ab, verbindet sich mit DATEV und ist nativ auf Salesforce entwickelt, sodass HR-Daten in derselben Salesforce-Org wie Ihr CRM liegen. flair ist für mittelständische und große Unternehmen gemacht, auch für Gruppen mit mehreren Gesellschaften. Für welche Unternehmen eignet sich flair? flair ist für mittelständische und große Unternehmen gemacht, auch für Gruppen mit mehreren Gesellschaften, Standorten und Ländern. Ideal ist flair für Unternehmen, die Salesforce bereits nutzen. Auch Unternehmen ohne Salesforce können flair nutzen: Wir richten eine Salesforce-Instanz ein, über die sie auf flair zugreifen. Mehr dazu auf der Seite HR-Software für den Mittelstand. Wie unterscheiden sich die Preise? Laut Website von Sage (Stand Oktober 2026) kostet Sage HR Basis 4,50 € pro Mitarbeitendem und Monat zzgl. MwSt.; Module wie Arbeitszeittabellen oder Schichtplanung kommen hinzu. flair kostet ab 2,50 € pro Mitarbeitendem und Monat; Ihr Paket stellen Sie aus Modulen und optionalen Add-ons zusammen. Wie unterstützt flair beim Wechsel von Sage HR? Wir starten mit einem Erstgespräch, um Ihre Anforderungen an den Datenimport zu verstehen. Anschließend übertragen unsere Expert:innen Ihre Mitarbeiterdaten sicher, prüfen sie auf Richtigkeit und Vollständigkeit und integrieren sie in flair. Unser Team hilft außerdem bei der Einrichtung nach Ihren Vorstellungen und unterstützt Sie fortlaufend. Vergleichen Sie flair mit anderen HR-Lösungen flair vs Sage People Vergleichen Sie Sage People mit der Salesforce-nativen HR- und Recruiting-Plattform von flair. flair vs Sage People flair vs Personio Warum Ihnen der Wechsel zu flair Zugang zu einer flexibleren und besser anpassbaren HR-Lösung bietet. flair vs Personio Worauf es beim Vergleich von HR-Software ankommt, mit einem Überblick über gängige Anbieter. --- ## Workday Alternativen & Wettbewerber 2026 | flair URL: https://flair.hr/de/compare/workday-alternativen > Workday-Alternative gesucht? Die Kriterien für Mittelstand und Unternehmensgruppen, plus flair, Factorial, HiBob, Personio und SAP im Überblick. Workday Alternativen Workday-Alternativen für Mittelstand und Unternehmensgruppen Worauf Sie bei der Suche nach einer Alternative zu Workday HCM achten sollten, und ein neutraler Überblick über gängige Anbieter, darunter flair, die HR- und Recruiting-Plattform nativ auf Salesforce. Demo buchen Worauf es bei einer Workday-Alternative ankommt Passend zur Unternehmensgröße Ist die Software für ein Unternehmen Ihrer Größe gebaut, oder für eine deutlich größere oder kleinere Organisation? Vergleichen Sie Mindestlaufzeit, Kündigungsregeln und Abrechnungsintervalle, nicht nur den Preis pro Mitarbeitendem. Wer führt das System ein, wie lange dauert es, und braucht es einen externen Implementierungspartner? Mehrere Gesellschaften und Länder Lassen sich mehrere Gesellschaften, Standorte und Länder mit getrennten Zugriffsrechten verwalten? Lohnabrechnung und Schnittstellen Verbindet sich die Software mit Ihrem Lohnabrechnungsanbieter (z. B. DATEV) und den Systemen Ihrer Teams, etwa dem CRM? Kann Ihr Team Felder, Workflows und Reports selbst anpassen, oder braucht jede Änderung eine Beratung? Workday-Alternativen im Überblick Basierend auf den Websites der Anbieter, Stand Oktober 2026. Nach flair in alphabetischer Reihenfolge. HR- und Recruiting-Plattform, nativ auf Salesforce entwickelt, für mittelständische und große Unternehmen, auch für Gruppen mit mehreren Gesellschaften und Ländern. HR-Software, die laut Factorial mit kleinen und mittelständischen Unternehmen im Sinn entwickelt wurde. Laut Preisseite ab 8 € pro Monat und User. HR-Plattform, die laut HiBob für moderne, schnell wachsende Unternehmen jeder Größe entwickelt ist, in den Stufen Growth, Scale und Enterprise. Preise individuell. HR-Software, die Personio als geeignet für Unternehmen mit 10 bis 10.000 Mitarbeitenden beschreibt. HR-Pläne ab 7,60 € pro Mitarbeitendem und Monat (ab 50 Mitarbeitenden); Apps kommen hinzu. SAP SuccessFactors Portfolio von HCM-Anwendungen für Core HR und Payroll, Talentmanagement und Learning. Public-Cloud-SaaS, von SAP gehostet, mit SAP S/4HANA integrierbar. Häufig gestellte Fragen Was ist die beste Alternative zu Workday? Die eine beste Workday-Alternative gibt es nicht. Die richtige Wahl hängt von Ihrer Unternehmensgröße, den abzudeckenden Prozessen, Ihrer Lohnabrechnung, der Zahl Ihrer Gesellschaften und den Systemen ab, mit denen die Software zusammenarbeiten muss. Vergleichen Sie Anbieter mit Ihren eigenen Anforderungen und lassen Sie sich eine Demo mit Ihren echten Anwendungsfällen zeigen. Wer sind die Wettbewerber von Workday? Im HR-Bereich vergleichen Unternehmen Workday HCM häufig mit SAP SuccessFactors, HiBob, Personio, Factorial und flair. Die Anbieter unterscheiden sich in Zielgröße, Preismodell, Vertragsbedingungen und Art der Einführung. Was macht flair anders? flair ist nativ auf Salesforce entwickelt. HR-Daten liegen auf Salesforce, sind durch die Salesforce-Sicherheit geschützt und lassen sich in Ihrer Salesforce-Org mit anderen Daten für Reports kombinieren. Auch Unternehmen ohne Salesforce können flair nutzen: Wir richten eine Salesforce-Instanz ein, über die sie auf flair zugreifen. Was kostet flair? flair kostet ab 2,50 € pro Mitarbeitendem und Monat. Ihr Paket stellen Sie aus Modulen zusammen, zum Beispiel Personalverwaltung, Zeiterfassung, Recruiting, Performance, Payroll und Schichtplanung, plus optionale Add-ons. Wie unterstützt flair beim Wechsel von Workday? Wir starten mit einem Erstgespräch, um Ihre Anforderungen an den Datenimport zu verstehen. Anschließend übertragen unsere Expert:innen Ihre Mitarbeiterdaten sicher, prüfen sie auf Richtigkeit und Vollständigkeit und integrieren sie in flair. Unser Team hilft außerdem bei der Einrichtung nach Ihren Vorstellungen und unterstützt Sie fortlaufend. flair und Workday im Vergleich flair vs. Workday Vergleichen Sie Workday HCM mit der Salesforce-nativen HR-Plattform von flair. flair vs. Workday Workday Kosten im Überblick Wie Workday sein HCM-Abo laut eigenen Angaben bepreist und wie flair abrechnet. Workday Kosten im Überblick Workday vs. ADP Workday und ADP im Vergleich: Preismodell, Verträge und Umfang. Workday vs. ADP Workday vs. UKG Workday und UKG im Vergleich: Preismodell, Verträge und Umfang. Workday vs. UKG Workday vs. SAP SuccessFactors Workday und SAP SuccessFactors im Vergleich: Preismodell und Umfang. Workday vs. SAP SuccessFactors --- ## Workday HCM erklärt: Module, Zielgruppe, Alternativen | flair URL: https://flair.hr/de/compare/workday-hcm > Was ist Workday HCM? Module, Zielgruppe, Preis- und Vertragsmodell laut Workday sowie Alternativen für den Mittelstand im Überblick. Workday HCM Workday HCM: Umfang und Zielgruppe Ein Überblick über Workday Human Capital Management auf Basis der Angaben von Workday, und Alternativen für den Mittelstand, darunter flair, die HR-Plattform nativ auf Salesforce. Demo buchen Was Workday HCM umfasst Quelle: Übersichtsseite Human Capital Management auf workday.com, Stand Oktober 2026. Core HCM Das zentrale HR-System. Workday beschreibt einen einheitlichen, KI-gestützten Kern für seine HCM-Produkte. Workday Recruiting deckt laut Workday den gesamten Prozess der Talentgewinnung ab. Talentmanagement und Learning Talentmanagement und eine Lernlösung, mit der sich Mitarbeitende laut Workday ab dem ersten Tag entwickeln. Global Payroll Workday Payroll soll Beschäftigte weltweit korrekt, pünktlich und regelkonform bezahlen. Workforce Management Zeiterfassung, Abwesenheiten, Schichtplanung und Lohnabrechnung, von Workday unter Workforce Management gebündelt. HR-Analysen und Personalplanung Reports sowie Modellierung, Prognose und Budgetierung des Personals auf derselben Datenbasis. Für wen Workday HCM gebaut ist Quellen: Workday-Jahresbericht (Form 10-K, Geschäftsjahr 2026) und workday.com, Stand Oktober 2026. Über 11.500 Organisationen Laut Workday nutzen mehr als 11.500 Organisationen seine Cloud-Lösungen, darunter mehr als 65 % der Fortune 500. Fokus auf Großunternehmen Laut Jahresbericht richtet sich ein Großteil der Vertriebsaktivitäten von Workday an große Unternehmenskunden. HR und Finanzen auf einer Plattform Workday beschreibt sich als Plattform, die HR und Finanzen vereint; HCM wird daher oft zusammen mit Workday Financials eingesetzt. Workday GO für den Mittelstand Für mittelständische Unternehmen bietet Workday Workday-GO-Pakete für HR, globale Entgeltabrechnung und Finanzen an. Wie Workday HCM bepreist und verkauft wird Quellen: Workday-Jahresbericht (Form 10-K, Geschäftsjahr 2025) und workday.com, Stand Oktober 2026. Workday veröffentlicht keine Listenpreise. Keine öffentlichen Listenpreise Workday verkauft Pakete und verweist für Preisinformationen auf ein Gespräch mit seinen Expert:innen. Preis nach Mitarbeiterzahl Laut Jahresbericht richtet sich das Abo-Modell von Workday weitgehend nach der Zahl der Mitarbeitenden des Kunden. Laufzeit ab drei Jahren Laut Workday haben Abo-Verträge typischerweise eine Laufzeit von drei Jahren oder länger und sind in der Regel nicht kündbar. Jährliche Vorauszahlung Workday stellt Abo-Leistungen in der Regel jährlich im Voraus in Rechnung. Einführung über Partner Laut Workday erbringen Drittanbieter den Großteil der Einführungsleistungen; auch Workday selbst kann Beratungsleistungen übernehmen. Workday GO für den Mittelstand Für mittelständische Unternehmen bietet Workday Workday-GO-Pakete für HR, globale Entgeltabrechnung und Finanzen an. Alternativen zu Workday HCM für den Mittelstand Basierend auf den Websites der Anbieter, Stand Oktober 2026. Nach flair in alphabetischer Reihenfolge. HR- und Recruiting-Plattform, nativ auf Salesforce entwickelt, für mittelständische und große Unternehmen, auch für Gruppen mit mehreren Gesellschaften und Ländern. HR-Software, die laut Factorial mit kleinen und mittelständischen Unternehmen im Sinn entwickelt wurde. Laut Preisseite ab 8 € pro Monat und User. HR-Plattform, die laut HiBob für moderne, schnell wachsende Unternehmen jeder Größe entwickelt ist, in den Stufen Growth, Scale und Enterprise. Preise individuell. HR-Software, die Personio als geeignet für Unternehmen mit 10 bis 10.000 Mitarbeitenden beschreibt. HR-Pläne ab 7,60 € pro Mitarbeitendem und Monat (ab 50 Mitarbeitenden); Apps kommen hinzu. Häufig gestellte Fragen Was ist Workday HCM? Workday Human Capital Management (HCM) ist die Cloud-Suite von Workday für das Personalwesen. Laut Workday deckt sie den gesamten Mitarbeiterlebenszyklus ab: Core HR, Recruiting, Talentmanagement, Learning, Lohnabrechnung, Zeiterfassung, Abwesenheiten und Schichtplanung, Analysen und Personalplanung. Workday verkauft HCM zusammen mit Workday Financials als eine Plattform für HR und Finanzen. Was ist der Unterschied zwischen Workday HCM und Workday Financials? Workday HCM deckt Personalprozesse wie HR, Recruiting, Lohnabrechnung und Zeiterfassung ab. Workday Financials deckt Finanzprozesse wie Buchhaltung und Planung ab. Laut Workday laufen beide auf einer Plattform, die HR und Finanzen vereint. Was kostet Workday HCM? Workday veröffentlicht keine Listenpreise. Laut Jahresbericht richten sich die Abos weitgehend nach der Zahl der Mitarbeitenden, laufen typischerweise drei Jahre oder länger und werden jährlich im Voraus abgerechnet. Mehr dazu in unserem Überblick Workday Kosten. Eignet sich Workday HCM für den Mittelstand? Laut Workday richtet sich ein Großteil der Vertriebsaktivitäten an große Unternehmenskunden; für mittelständische Unternehmen gibt es Workday-GO-Pakete. Ob Workday passt, hängt von Mitarbeiterzahl, Budget, Einführungskapazität und Vertragsbedingungen ab. Viele Mittelständler vergleichen zusätzlich Anbieter, die für ihre Größe gebaut sind; siehe unseren Überblick Workday-Alternativen. Was macht flair anders? flair ist eine HR- und Recruiting-Plattform, nativ auf Salesforce entwickelt, für mittelständische und große Unternehmen, auch für Gruppen mit mehreren Gesellschaften und Ländern. HR-Daten liegen in derselben Salesforce-Org wie Ihr CRM; ohne Salesforce richten wir eine Instanz ein. Was kostet flair? flair kostet ab 2,50 € pro Mitarbeitendem und Monat. Ihr Paket stellen Sie aus Modulen zusammen, zum Beispiel Personalverwaltung, Zeiterfassung, Recruiting, Performance, Payroll und Schichtplanung, plus optionale Add-ons. Weitere Workday-Vergleiche flair vs. Workday Vergleichen Sie Workday HCM mit der Salesforce-nativen HR-Plattform von flair. flair vs. Workday Workday Alternativen Worauf es bei einer Workday-Alternative ankommt, mit einem Überblick über gängige Anbieter. Workday Alternativen Workday Kosten im Überblick Wie Workday sein HCM-Abo laut eigenen Angaben bepreist und wie flair abrechnet. Workday Kosten im Überblick Workday vs. Paylocity Wie sich Workday und Paylocity bei Preismodell, Vertrag und Umfang unterscheiden, laut Angaben der Anbieter. Workday vs. Paylocity --- ## Workday Kosten & Preise 2026: Lizenz, Laufzeit, Einführung | flair URL: https://flair.hr/de/compare/workday-kosten > Workday Kosten im Überblick: keine öffentlichen Preise, Abo nach Mitarbeiterzahl, 3+ Jahre Laufzeit, Einführung über Partner. Plus: so rechnet flair ab. Workday Preise Was kostet Workday? Wie Workday sein HCM-Abo, die Vertragslaufzeit und die Einführung laut eigenen Veröffentlichungen gestaltet, und wie die Preisgestaltung bei flair funktioniert, der HR- und Recruiting-Plattform nativ auf Salesforce. Demo buchen Workday Preise im Überblick Quellen: Workday-Jahresbericht (Form 10-K, Geschäftsjahr 2025) und workday.com, Stand Oktober 2026. Workday veröffentlicht keine Listenpreise. Keine öffentlichen Listenpreise Workday verkauft Pakete und verweist für Preisinformationen auf ein Gespräch mit seinen Expert:innen. Preis nach Mitarbeiterzahl Laut Jahresbericht richtet sich das Abo-Modell von Workday weitgehend nach der Zahl der Mitarbeitenden des Kunden. Laufzeit ab drei Jahren Laut Workday haben Abo-Verträge typischerweise eine Laufzeit von drei Jahren oder länger und sind in der Regel nicht kündbar. Jährliche Vorauszahlung Workday stellt Abo-Leistungen in der Regel jährlich im Voraus in Rechnung. Einführung über Partner Laut Workday erbringen Drittanbieter den Großteil der Einführungsleistungen; auch Workday selbst kann Beratungsleistungen übernehmen. Workday GO für den Mittelstand Für mittelständische Unternehmen bietet Workday Workday-GO-Pakete für HR, globale Entgeltabrechnung und Finanzen an. So funktioniert die Preisgestaltung bei flair flair kostet ab 2,50 € pro Mitarbeitendem und Monat. Ihr Paket stellen Sie aus den Modulen zusammen, die Sie brauchen. Nur die Module, die Sie nutzen Kombinieren Sie Personalverwaltung, Zeiterfassung, Recruiting, Performance, Payroll und Schichtplanung nach Bedarf. Add-ons bei Bedarf Erweitern Sie flair um Add-ons wie qualifizierte elektronische Signaturen, Advanced Recruiting und Ticketing. Nativ auf Salesforce HR-Daten liegen in derselben Salesforce-Org wie Ihr CRM. Ohne Salesforce richten wir eine Instanz ein, über die Sie flair nutzen. Häufig gestellte Fragen Was kostet Workday? Workday veröffentlicht keine Listenpreise für Workday HCM. Laut Jahresbericht (Form 10-K, Geschäftsjahr 2025) richtet sich das Abo-Modell weitgehend nach der Zahl der Mitarbeitenden des Kunden; für Preisinformationen verweist Workday auf ein Gespräch mit seinen Expert:innen. Rechnen Sie mit einem individuellen Angebot, abhängig von Mitarbeiterzahl und gewählten Produkten. Was kostet die Einführung von Workday? Die Einführung ist nicht Teil des Abos. Laut Workday erbringen Drittanbieter den Großteil der Einführungsleistungen, teils gemeinsam mit Workday. Holen Sie dafür ein separates Angebot Ihres Implementierungspartners ein und berücksichtigen Sie es zusammen mit dem internen Projektaufwand in Ihren Gesamtkosten. Wie lange laufen Workday-Verträge? Laut Workday haben Abo-Verträge typischerweise eine Laufzeit von drei Jahren oder länger, sind in der Regel nicht kündbar und werden in der Regel jährlich im Voraus abgerechnet. Lässt sich Workday mit Salesforce verbinden? Workday und Salesforce sind getrennte Systeme, die über Integrationen verbunden werden. flair geht einen anderen Weg: flair ist nativ auf Salesforce entwickelt, HR-Daten liegen also in derselben Salesforce-Org wie Ihr CRM, ohne separate Schnittstelle zwischen zwei Systemen. Was kostet flair? flair kostet ab 2,50 € pro Mitarbeitendem und Monat. Ihr Paket stellen Sie aus Modulen zusammen, zum Beispiel Personalverwaltung, Zeiterfassung, Recruiting, Performance, Payroll und Schichtplanung, plus optionale Add-ons. Wie unterstützt flair beim Wechsel von Workday? Wir starten mit einem Erstgespräch, um Ihre Anforderungen an den Datenimport zu verstehen. Anschließend übertragen unsere Expert:innen Ihre Mitarbeiterdaten sicher, prüfen sie auf Richtigkeit und Vollständigkeit und integrieren sie in flair. Unser Team hilft außerdem bei der Einrichtung nach Ihren Vorstellungen und unterstützt Sie fortlaufend. flair und Workday im Vergleich flair vs. Workday Vergleichen Sie Workday HCM mit der Salesforce-nativen HR-Plattform von flair. flair vs. Workday Workday Alternativen Worauf es bei einer Workday-Alternative ankommt, mit einem Überblick über gängige Anbieter. Workday Alternativen Worauf es beim Vergleich von HR-Software ankommt, mit einem Überblick über gängige Anbieter. --- ## Workday vs. ADP: Preise, Verträge, Umfang | flair URL: https://flair.hr/de/compare/workday-vs-adp > Workday vs. ADP: Preismodell, Vertragsbedingungen und Umfang laut Angaben der Anbieter. Plus flair, die Salesforce-native Alternative. Workday vs. ADP Workday vs. ADP im Vergleich Ein neutraler Vergleich von Workday und ADP auf Basis der Angaben beider Anbieter, und wo flair, die HR- und Recruiting-Plattform nativ auf Salesforce, ins Bild passt. Demo buchen Workday im Überblick Quellen: Workday-Jahresbericht (Form 10-K, Geschäftsjahr 2025) und workday.com, Stand Oktober 2026. Workday veröffentlicht keine Listenpreise. Keine öffentlichen Listenpreise Workday verkauft Pakete und verweist für Preisinformationen auf ein Gespräch mit seinen Expert:innen. Preis nach Mitarbeiterzahl Laut Jahresbericht richtet sich das Abo-Modell von Workday weitgehend nach der Zahl der Mitarbeitenden des Kunden. Laufzeit ab drei Jahren Laut Workday haben Abo-Verträge typischerweise eine Laufzeit von drei Jahren oder länger und sind in der Regel nicht kündbar. Jährliche Vorauszahlung Workday stellt Abo-Leistungen in der Regel jährlich im Voraus in Rechnung. Einführung über Partner Laut Workday erbringen Drittanbieter den Großteil der Einführungsleistungen; auch Workday selbst kann Beratungsleistungen übernehmen. Workday GO für den Mittelstand Für mittelständische Unternehmen bietet Workday Workday-GO-Pakete für HR, globale Entgeltabrechnung und Finanzen an. ADP im Überblick Quellen: ADP-Jahresbericht (Form 10-K, Geschäftsjahr 2026) und adp.com, Stand Oktober 2026. Mittlere und große Unternehmen ADP beschreibt Workforce Now als HCM-Lösung, die über 90.000 mittlere und große Unternehmen in Nordamerika nutzen. Payroll, HR, Zeit und Benefits Laut ADP vereint Workforce Now Lohnabrechnung, HR, Zeiterfassung, Benefits und Compliance auf einer Plattform. Drei Pakete Workforce Now gibt es in den Paketen Select, Plus und Premium; Premium ergänzt Time and Attendance. Preise auf Anfrage ADP veröffentlicht keine Preise für Workforce Now. Laut ADP kombinieren die Verträge Grundgebühren und Gebühren pro Mitarbeitendem. Über 140 Länder ADP betreut laut eigenen Angaben über 1,1 Millionen Kunden und zahlt Löhne an über 42 Millionen Beschäftigte in über 140 Ländern und Gebieten. flair im Überblick flair ist eine HR- und Recruiting-Plattform, die nativ auf Salesforce entwickelt ist. Nativ auf Salesforce HR-Daten liegen in derselben Salesforce-Org wie Ihr CRM. Ohne Salesforce richten wir eine Instanz ein, über die Sie flair nutzen. Gemacht für Unternehmensgruppen Sichtbarkeit je Gesellschaft einschränken, einen Employee Hub je Marke oder Gesellschaft betreiben und Payroll-Territorien mit eigener Währung einrichten. Lohnabrechnung mit DATEV flair bündelt die Daten für Abrechnungsläufe, erstellt Abrechnungsdokumente, stellt Gehaltsabrechnungen bereit und verbindet sich mit DATEV. Berechtigungen mit Salesforce Berechtigungssätze und Visibility Scopes schränken Datensätze nach Abteilung, Standort oder Gesellschaft ein. Vom Mitarbeitergespräch zur Lohnrunde Mitarbeitergespräche, Ziele als OKR oder MBO, Kalibrierungsrunden mit vollständiger Historie und Lohnrunden in einem System. Module nach Bedarf Ab 2,50 € pro Mitarbeitendem und Monat. Module nach Bedarf, plus Add-ons wie flair eSign. Häufig gestellte Fragen Was ist der Unterschied zwischen Workday und ADP? Beide verkaufen HR- und Payroll-Software ohne öffentliche Listenpreise. Laut Workday richten sich die Abos weitgehend nach der Mitarbeiterzahl und laufen typischerweise drei Jahre oder länger. ADP beschreibt Workforce Now als Plattform für Lohnabrechnung, HR, Zeiterfassung und Benefits für mittlere und große Unternehmen in Nordamerika, in drei Paketen mit Grund- und Pro-Kopf-Gebühren. Was ist besser, Workday oder ADP? Keiner der beiden ist für jedes Unternehmen besser. Vergleichen Sie beide mit Ihrer Unternehmensgröße, den Ländern Ihrer Lohnabrechnung, den akzeptablen Vertragsbedingungen und den Systemen, mit denen die Software zusammenarbeiten muss, und lassen Sie sich von beiden eine Demo mit Ihren echten Anwendungsfällen zeigen. Wo passt flair ins Bild? flair ist eine HR- und Recruiting-Plattform, nativ auf Salesforce entwickelt, für mittelständische und große Unternehmen, auch für Gruppen mit mehreren Gesellschaften und Ländern. HR-Daten liegen in derselben Salesforce-Org wie Ihr CRM; ohne Salesforce richten wir eine Instanz ein. Was kostet flair? flair kostet ab 2,50 € pro Mitarbeitendem und Monat. Ihr Paket stellen Sie aus Modulen zusammen, zum Beispiel Personalverwaltung, Zeiterfassung, Recruiting, Performance, Payroll und Schichtplanung, plus optionale Add-ons. Weitere Workday-Vergleiche Workday Alternativen Worauf es bei einer Workday-Alternative ankommt, mit einem Überblick über gängige Anbieter. Workday Alternativen Workday Kosten im Überblick Wie Workday sein HCM-Abo laut eigenen Angaben bepreist und wie flair abrechnet. Workday Kosten im Überblick flair vs. Workday Vergleichen Sie Workday HCM mit der Salesforce-nativen HR-Plattform von flair. flair vs. Workday --- ## Workday vs. Paylocity: Preise, Verträge, Umfang | flair URL: https://flair.hr/de/compare/workday-vs-paylocity > Workday vs. Paylocity: Preismodell, Vertragsbedingungen und Umfang laut Angaben der Anbieter. Plus flair, die Salesforce-native Alternative. Workday vs. Paylocity Workday vs. Paylocity im Vergleich Ein neutraler Vergleich von Workday und Paylocity auf Basis der Angaben beider Anbieter, und wo flair, die HR- und Recruiting-Plattform nativ auf Salesforce, ins Bild passt. Demo buchen Workday im Überblick Quellen: Workday-Jahresbericht (Form 10-K, Geschäftsjahr 2025) und workday.com, Stand Oktober 2026. Workday veröffentlicht keine Listenpreise. Keine öffentlichen Listenpreise Workday verkauft Pakete und verweist für Preisinformationen auf ein Gespräch mit seinen Expert:innen. Preis nach Mitarbeiterzahl Laut Jahresbericht richtet sich das Abo-Modell von Workday weitgehend nach der Zahl der Mitarbeitenden des Kunden. Laufzeit ab drei Jahren Laut Workday haben Abo-Verträge typischerweise eine Laufzeit von drei Jahren oder länger und sind in der Regel nicht kündbar. Jährliche Vorauszahlung Workday stellt Abo-Leistungen in der Regel jährlich im Voraus in Rechnung. Einführung über Partner Laut Workday erbringen Drittanbieter den Großteil der Einführungsleistungen; auch Workday selbst kann Beratungsleistungen übernehmen. Workday GO für den Mittelstand Für mittelständische Unternehmen bietet Workday Workday-GO-Pakete für HR, globale Entgeltabrechnung und Finanzen an. Paylocity im Überblick Quelle: Paylocity-Jahresbericht (Form 10-K, Geschäftsjahr bis 30. Juni 2026). HCM-, Finanz- und IT-Software Paylocity beschreibt sich als Cloud-Anbieter von HCM-, Finanz- und IT-Softwarelösungen. Rund 44.400 Kunden in den USA Zum 30. Juni 2026 betreute Paylocity rund 44.400 Kunden in den USA mit durchschnittlich über 150 Mitarbeitenden. 10 bis 5.000 Mitarbeitende Laut Paylocity haben seine Kunden typischerweise zwischen 10 und 5.000 Mitarbeitende. Payroll, HR, Zeit und mehr Zum Angebot gehören Lohnabrechnung und Steuerservices, HR, Zeiterfassung, Schichtplanung, Recruiting, Onboarding, Learning, Performance und Benefits. Global Payroll für US-Unternehmen Mit Global Payroll verwalten US-Unternehmen laut Paylocity die Lohnabrechnung für Beschäftigte außerhalb der USA in über 100 Ländern. Grundgebühr plus Pro-Kopf-Gebühren Die laufenden Gebühren bestehen in der Regel aus einer Grundgebühr und Gebühren je nach Zahl der Mitarbeitenden und genutzten Produkte. flair im Überblick flair ist eine HR- und Recruiting-Plattform, die nativ auf Salesforce entwickelt ist. Nativ auf Salesforce HR-Daten liegen in derselben Salesforce-Org wie Ihr CRM. Ohne Salesforce richten wir eine Instanz ein, über die Sie flair nutzen. Gemacht für Unternehmensgruppen Sichtbarkeit je Gesellschaft einschränken, einen Employee Hub je Marke oder Gesellschaft betreiben und Payroll-Territorien mit eigener Währung einrichten. Lohnabrechnung mit DATEV flair bündelt die Daten für Abrechnungsläufe, erstellt Abrechnungsdokumente, stellt Gehaltsabrechnungen bereit und verbindet sich mit DATEV. Berechtigungen mit Salesforce Berechtigungssätze und Visibility Scopes schränken Datensätze nach Abteilung, Standort oder Gesellschaft ein. Vom Mitarbeitergespräch zur Lohnrunde Mitarbeitergespräche, Ziele als OKR oder MBO, Kalibrierungsrunden mit vollständiger Historie und Lohnrunden in einem System. Module nach Bedarf Ab 2,50 € pro Mitarbeitendem und Monat. Module nach Bedarf, plus Add-ons wie flair eSign. Häufig gestellte Fragen Was ist der Unterschied zwischen Workday und Paylocity? Keiner der beiden veröffentlicht Listenpreise. Laut Workday richten sich die Abos weitgehend nach der Mitarbeiterzahl, laufen typischerweise drei Jahre oder länger, und ein Großteil des Vertriebs zielt auf Großunternehmen. Paylocity betreut rund 44.400 US-Kunden mit typischerweise 10 bis 5.000 Mitarbeitenden und berechnet eine Grundgebühr plus Gebühren je nach Mitarbeitenden und Produkten. Was ist besser, Workday oder Paylocity? Keiner der beiden ist für jedes Unternehmen besser. Vergleichen Sie beide mit Ihrer Unternehmensgröße, den Ländern Ihrer Lohnabrechnung, den akzeptablen Vertragsbedingungen und den Systemen, mit denen die Software zusammenarbeiten muss, und lassen Sie sich von beiden eine Demo mit Ihren echten Anwendungsfällen zeigen. Wo passt flair ins Bild? flair ist eine HR- und Recruiting-Plattform, nativ auf Salesforce entwickelt, für mittelständische und große Unternehmen, auch für Gruppen mit mehreren Gesellschaften und Ländern. HR-Daten liegen in derselben Salesforce-Org wie Ihr CRM; ohne Salesforce richten wir eine Instanz ein. Was kostet flair? flair kostet ab 2,50 € pro Mitarbeitendem und Monat. Ihr Paket stellen Sie aus Modulen zusammen, zum Beispiel Personalverwaltung, Zeiterfassung, Recruiting, Performance, Payroll und Schichtplanung, plus optionale Add-ons. Weitere Workday-Vergleiche Workday Alternativen Worauf es bei einer Workday-Alternative ankommt, mit einem Überblick über gängige Anbieter. Workday Alternativen Workday Kosten im Überblick Wie Workday sein HCM-Abo laut eigenen Angaben bepreist und wie flair abrechnet. Workday Kosten im Überblick flair vs. Workday Vergleichen Sie Workday HCM mit der Salesforce-nativen HR-Plattform von flair. flair vs. Workday --- ## Workday vs. SAP SuccessFactors: Preise, Verträge, Umfang | flair URL: https://flair.hr/de/compare/workday-vs-sap-successfactors > Workday vs. SAP SuccessFactors: Preismodell, Vertragsbedingungen und Umfang laut Angaben der Anbieter. Plus flair, die Salesforce-native Alternative. Workday vs. SAP SuccessFactors Workday vs. SAP SuccessFactors im Vergleich Ein neutraler Vergleich von Workday und SAP SuccessFactors auf Basis der Angaben beider Anbieter, und wo flair, die HR- und Recruiting-Plattform nativ auf Salesforce, ins Bild passt. Demo buchen Workday im Überblick Quellen: Workday-Jahresbericht (Form 10-K, Geschäftsjahr 2025) und workday.com, Stand Oktober 2026. Workday veröffentlicht keine Listenpreise. Keine öffentlichen Listenpreise Workday verkauft Pakete und verweist für Preisinformationen auf ein Gespräch mit seinen Expert:innen. Preis nach Mitarbeiterzahl Laut Jahresbericht richtet sich das Abo-Modell von Workday weitgehend nach der Zahl der Mitarbeitenden des Kunden. Laufzeit ab drei Jahren Laut Workday haben Abo-Verträge typischerweise eine Laufzeit von drei Jahren oder länger und sind in der Regel nicht kündbar. Jährliche Vorauszahlung Workday stellt Abo-Leistungen in der Regel jährlich im Voraus in Rechnung. Einführung über Partner Laut Workday erbringen Drittanbieter den Großteil der Einführungsleistungen; auch Workday selbst kann Beratungsleistungen übernehmen. Workday GO für den Mittelstand Für mittelständische Unternehmen bietet Workday Workday-GO-Pakete für HR, globale Entgeltabrechnung und Finanzen an. SAP SuccessFactors im Überblick Quelle: Website von SAP (sap.com), Stand Oktober 2026. Portfolio von HCM-Anwendungen SAP beschreibt SAP SuccessFactors als Portfolio von HCM-Anwendungen für Core HR und Payroll, Talentmanagement und Learning. SAP SuccessFactors ist eine Public-Cloud-SaaS-Lösung, die von SAP gehostet wird. Teil der SAP-Landschaft SAP SuccessFactors lässt sich mit SAP S/4HANA und weiteren Unternehmenslösungen integrieren. flair im Überblick flair ist eine HR- und Recruiting-Plattform, die nativ auf Salesforce entwickelt ist. Nativ auf Salesforce HR-Daten liegen in derselben Salesforce-Org wie Ihr CRM. Ohne Salesforce richten wir eine Instanz ein, über die Sie flair nutzen. Gemacht für Unternehmensgruppen Sichtbarkeit je Gesellschaft einschränken, einen Employee Hub je Marke oder Gesellschaft betreiben und Payroll-Territorien mit eigener Währung einrichten. Lohnabrechnung mit DATEV flair bündelt die Daten für Abrechnungsläufe, erstellt Abrechnungsdokumente, stellt Gehaltsabrechnungen bereit und verbindet sich mit DATEV. Berechtigungen mit Salesforce Berechtigungssätze und Visibility Scopes schränken Datensätze nach Abteilung, Standort oder Gesellschaft ein. Vom Mitarbeitergespräch zur Lohnrunde Mitarbeitergespräche, Ziele als OKR oder MBO, Kalibrierungsrunden mit vollständiger Historie und Lohnrunden in einem System. Module nach Bedarf Ab 2,50 € pro Mitarbeitendem und Monat. Module nach Bedarf, plus Add-ons wie flair eSign. Häufig gestellte Fragen Was ist der Unterschied zwischen Workday und SAP SuccessFactors? Beide sind Cloud-HCM-Suiten. Laut Workday richten sich die Abos weitgehend nach der Mitarbeiterzahl, laufen typischerweise drei Jahre oder länger und werden überwiegend von Partnern eingeführt. SAP beschreibt SAP SuccessFactors als Portfolio von HCM-Anwendungen, von SAP gehostet und mit SAP S/4HANA integrierbar, was vor allem für Unternehmen mit bestehender SAP-Landschaft relevant ist. Was ist besser, Workday oder SAP SuccessFactors? Keiner der beiden ist für jedes Unternehmen besser. Vergleichen Sie beide mit Ihrer Unternehmensgröße, den Ländern Ihrer Lohnabrechnung, den akzeptablen Vertragsbedingungen und den Systemen, mit denen die Software zusammenarbeiten muss, und lassen Sie sich von beiden eine Demo mit Ihren echten Anwendungsfällen zeigen. Wo passt flair ins Bild? flair ist eine HR- und Recruiting-Plattform, nativ auf Salesforce entwickelt, für mittelständische und große Unternehmen, auch für Gruppen mit mehreren Gesellschaften und Ländern. HR-Daten liegen in derselben Salesforce-Org wie Ihr CRM; ohne Salesforce richten wir eine Instanz ein. Was kostet flair? flair kostet ab 2,50 € pro Mitarbeitendem und Monat. Ihr Paket stellen Sie aus Modulen zusammen, zum Beispiel Personalverwaltung, Zeiterfassung, Recruiting, Performance, Payroll und Schichtplanung, plus optionale Add-ons. Weitere Workday-Vergleiche Workday Alternativen Worauf es bei einer Workday-Alternative ankommt, mit einem Überblick über gängige Anbieter. Workday Alternativen Workday Kosten im Überblick Wie Workday sein HCM-Abo laut eigenen Angaben bepreist und wie flair abrechnet. Workday Kosten im Überblick flair vs. Workday Vergleichen Sie Workday HCM mit der Salesforce-nativen HR-Plattform von flair. flair vs. Workday --- ## Workday vs. UKG: Preise, Verträge, Umfang | flair URL: https://flair.hr/de/compare/workday-vs-ukg > Workday vs. UKG: Preismodell, Vertragsbedingungen und Umfang laut Angaben der Anbieter. Plus flair, die Salesforce-native Alternative. Workday vs. UKG Workday vs. UKG im Vergleich Ein neutraler Vergleich von Workday und UKG auf Basis der Angaben beider Anbieter, und wo flair, die HR- und Recruiting-Plattform nativ auf Salesforce, ins Bild passt. Demo buchen Workday im Überblick Quellen: Workday-Jahresbericht (Form 10-K, Geschäftsjahr 2025) und workday.com, Stand Oktober 2026. Workday veröffentlicht keine Listenpreise. Keine öffentlichen Listenpreise Workday verkauft Pakete und verweist für Preisinformationen auf ein Gespräch mit seinen Expert:innen. Preis nach Mitarbeiterzahl Laut Jahresbericht richtet sich das Abo-Modell von Workday weitgehend nach der Zahl der Mitarbeitenden des Kunden. Laufzeit ab drei Jahren Laut Workday haben Abo-Verträge typischerweise eine Laufzeit von drei Jahren oder länger und sind in der Regel nicht kündbar. Jährliche Vorauszahlung Workday stellt Abo-Leistungen in der Regel jährlich im Voraus in Rechnung. Einführung über Partner Laut Workday erbringen Drittanbieter den Großteil der Einführungsleistungen; auch Workday selbst kann Beratungsleistungen übernehmen. Workday GO für den Mittelstand Für mittelständische Unternehmen bietet Workday Workday-GO-Pakete für HR, globale Entgeltabrechnung und Finanzen an. UKG im Überblick Quelle: Website von UKG (ukg.com), Stand Oktober 2026. UKG Pro Laut UKG vereint UKG Pro HR, Lohnabrechnung, Talentmanagement und Workforce Management auf einer Plattform. Payroll in über 160 Ländern Laut UKG unterstützt UKG Pro die Lohnabrechnung in über 160 Ländern. UKG Ready für kleinere Unternehmen UKG Ready ist für kleine und mittlere Organisationen gedacht; der Start-Plan richtet sich an Unternehmen mit weniger als 200 Mitarbeitenden. Preise auf Anfrage UKG veröffentlicht auf den Produktseiten von UKG Pro und UKG Ready keine Preise; die Pläne verweisen auf eine Preisanfrage. Über 80.000 Organisationen Laut UKG setzen mehr als 80.000 Organisationen auf UKG, in 150 Ländern. flair im Überblick flair ist eine HR- und Recruiting-Plattform, die nativ auf Salesforce entwickelt ist. Nativ auf Salesforce HR-Daten liegen in derselben Salesforce-Org wie Ihr CRM. Ohne Salesforce richten wir eine Instanz ein, über die Sie flair nutzen. Gemacht für Unternehmensgruppen Sichtbarkeit je Gesellschaft einschränken, einen Employee Hub je Marke oder Gesellschaft betreiben und Payroll-Territorien mit eigener Währung einrichten. Lohnabrechnung mit DATEV flair bündelt die Daten für Abrechnungsläufe, erstellt Abrechnungsdokumente, stellt Gehaltsabrechnungen bereit und verbindet sich mit DATEV. Berechtigungen mit Salesforce Berechtigungssätze und Visibility Scopes schränken Datensätze nach Abteilung, Standort oder Gesellschaft ein. Vom Mitarbeitergespräch zur Lohnrunde Mitarbeitergespräche, Ziele als OKR oder MBO, Kalibrierungsrunden mit vollständiger Historie und Lohnrunden in einem System. Module nach Bedarf Ab 2,50 € pro Mitarbeitendem und Monat. Module nach Bedarf, plus Add-ons wie flair eSign. Häufig gestellte Fragen Was ist der Unterschied zwischen Workday und UKG? Keiner der beiden veröffentlicht Listenpreise. Laut Workday richten sich die Abos weitgehend nach der Mitarbeiterzahl und laufen typischerweise drei Jahre oder länger; für den Mittelstand gibt es Workday-GO-Pakete. UKG bietet zwei Produktlinien: UKG Pro für HR, Payroll, Talent- und Workforce-Management und UKG Ready für kleine und mittlere Organisationen. Was ist besser, Workday oder UKG? Keiner der beiden ist für jedes Unternehmen besser. Vergleichen Sie beide mit Ihrer Unternehmensgröße, den Ländern Ihrer Lohnabrechnung, den akzeptablen Vertragsbedingungen und den Systemen, mit denen die Software zusammenarbeiten muss, und lassen Sie sich von beiden eine Demo mit Ihren echten Anwendungsfällen zeigen. Wo passt flair ins Bild? flair ist eine HR- und Recruiting-Plattform, nativ auf Salesforce entwickelt, für mittelständische und große Unternehmen, auch für Gruppen mit mehreren Gesellschaften und Ländern. HR-Daten liegen in derselben Salesforce-Org wie Ihr CRM; ohne Salesforce richten wir eine Instanz ein. Was kostet flair? flair kostet ab 2,50 € pro Mitarbeitendem und Monat. Ihr Paket stellen Sie aus Modulen zusammen, zum Beispiel Personalverwaltung, Zeiterfassung, Recruiting, Performance, Payroll und Schichtplanung, plus optionale Add-ons. Weitere Workday-Vergleiche Workday Alternativen Worauf es bei einer Workday-Alternative ankommt, mit einem Überblick über gängige Anbieter. Workday Alternativen Workday Kosten im Überblick Wie Workday sein HCM-Abo laut eigenen Angaben bepreist und wie flair abrechnet. Workday Kosten im Überblick flair vs. Workday Vergleichen Sie Workday HCM mit der Salesforce-nativen HR-Plattform von flair. flair vs. Workday --- ## Über flair: Die Salesforce-native HR-Plattform URL: https://flair.hr/de/uber-uns > Über flair: die HR- und Recruiting-Plattform auf Salesforce für Mittelstand und Unternehmensgruppen, gehostet in der EU. Lerne Team und Produkt kennen. Über flair All-in-One HR, direkt in Salesforce flair ist die HR- und Recruiting-Plattform, nativ auf Salesforce gebaut. Mittelständler und Gruppen mit mehreren Gesellschaften steuern Recruiting, Personalverwaltung, Zeiten, Lohn und Performance an einem Ort, gehostet in der EU. Demo anfragen Preise ansehen Diese Unternehmen setzen auf flair Alle HR-Themen effizient organisiert flair ist die Antwort auf den Wettbewerb um Talente, komplexe Unternehmensstrukturen und zu viel Verwaltungsaufwand. flair verschlankt und automatisiert HR und Recruiting über alle Gesellschaften, Standorte und Länder hinweg. flair passt sich mühelos an die Strukturen, Organisation und Abläufe deines Unternehmens an. Gehostet in Frankfurt auf Salesforce und AWS, SOC-2-konform und auf die DSGVO ausgelegt. Deine HR-Daten bleiben geschützt. flair wächst mit dir, vom ersten Standort bis zur Gruppe mit mehreren Gesellschaften und Ländern. flair AI schreibt Stellenanzeigen, findet passende Bewerbende, erkennt Compliance-Risiken und misst die Stimmung im Team. Wiederkehrende Aufgaben laufen automatisch. Die führende HR-App auf Salesforce Wir sind Teil der Salesforce-Community und regelmäßig auf Events und in Schulungen. So nutzen wir die neuesten Entwicklungen der Plattform direkt für flair. HR-Software, auf die du dich verlassen kannst Als zertifizierter Salesforce-Partner gelten für uns die höchsten Standards in Bezug auf Datenschutz, Sicherheit, Compliance und Performance. Nahtlose Integration von flair mit mehr als 100 Tools flair lässt sich mit einer Vielzahl von Salesforce- und anderen Anwendungen verbinden und sorgt so für reibungslose, effiziente Prozesse in deinem Unternehmen. Lerne unser Führungsteam kennen Unsere Führungskräfte teilen die Leidenschaft für Technologie, das Bestreben Organisationen durch HR-Lösungen zu verbessern, und über zwei Jahrzehnte Erfahrung im Salesforce-Ökosystem. Co-Founder & CEO Evgenii Pavlov Evgenii bringt mehr als 15 Jahre Erfahrung in der Softwareentwicklung und eine Leidenschaft für HR mit. Chief Revenue Officer Romain Le Quéré Romain bringt seine umfassenden Erfahrungen und profunde Expertise direkt von Salesforce zu flair mit. VP of Product Pierre Colson Pierre leitet die Produktentwicklung und das Produktdesign bei flair und treibt das Wachstum durch innovative Produktentwicklung voran. Top-bewertet auf G2 "Ich liebe die Konfigurationsmöglichkeit von flair und die Art und Weise, wie ich die Salesforce-Berichterstellung und -Automatisierung für meine HR-Aufgaben nutzen kann. Mir gefällt auch, dass das flair-Team das Produkt schnell weiterentwickelt und eine präzise Anleitung bereitstellt." Harald Meyer, Gründer und CEO von Hutte Hilfreiche Ressourcen für deinen HR-Erfolg Help Center Tipps und Anleitungen, damit du das Beste aus flair herausholst. Mehr erfahren Sieh, woran wir gerade arbeiten und was als Nächstes kommt. Mehr erfahren Developer Center Technische Dokumentation und Versionshinweise. Mehr erfahren Ausführliche HR-Leitfäden zum kostenlosen Download. Mehr erfahren Gemeinsam Potenziale entdecken Wir stehen dir jederzeit zur Verfügung, um deine Fragen zu beantworten und dir zu demonstrieren, wie flair zur Optimierung deines Unternehmens beitragen kann. Lerne die Funktionen und Integrationen von flair kennen Finde heraus, wie flair dir Zeit und Geld spart Erhalte ausführliche Antworten auf alle deine Fragen --- ## Flexible HR Software Pricing URL: https://flair.hr/de/pricing > HR-Software ab 2,50 € pro Mitarbeitendem und Monat: Stellen Sie bei flair aus Modulen für Recruiting, Onboarding, Payroll und mehr Ihr Paket zusammen. Flexible Preisgestaltung für HR-Software Ihr perfektes Angebot Ab 2,50 € pro Mitarbeitendem und Monat. Unsere Salesforce-native Komplettlösung für Recruiting, Onboarding, Verwaltung, Gehaltsabrechnung und Leistungsmanagement – wählen Sie genau die Module, die Ihr Unternehmen benötigt. Demo anfragen Unternehmen in Deutschland und der Schweiz entscheiden sich für uns. Stellen Sie die Module zusammen, die Ihren Bedürfnissen entsprechen Behalten Sie Arbeitszeiten und Abwesenheiten Ihrer Mitarbeiter im Blick. *Optionales Add-ons Demo anfragen Employee Hub Physische Zeiterfassungssysteme Mobile App HR Administration Vereinfachen Sie Personalverwaltungsaufgaben und gewinnen Sie Zeit. *Optionale Add-ons Demo anfragen Workflow Management (z.B. Onboarding) Reporting und Dashboards Organigramm und Intranet HR Help Desk und Ticketing Messen und verbessern Sie die Leistung der Mitarbeiter durch Unternehmens- und Teamziele. Individuelle Demo anfragen Performance Management 360° Feedback OKR Tracking Besetzen Sie offene Stellen schneller und optimieren Sie Recruiting Prozesse. *Optionale Erweiterungen Individuelle Demo anfragen Organisieren Sie Lohndaten zentral, verwalten Sie Kostenstellen und leiten Sie diese zur Lohnabrechnung weiter. Individuelle Demo anfragen Gehaltsabrechnung vorbereiten Kostenträger Management Integration mit lokalen Abrechnungsdiensten Lohn- und Gehaltsbericht Planen Sie Schichten effizient auf der Grundlage der Fähigkeiten und der Verfügbarkeit der Mitarbeiter. Individuelle Demo anfragen Kompetenzbasierte Planung Sehen Sie sich unsere Funktionen genauer an Effiziente Zeiterfassung und Anwesenheit Die zuverlässige Erfassung von Arbeitszeiten und Abwesenheiten ist eine zentrale Aufgabe im HR-Management. Mit dem intuitiven Zeit- und Abwesenheitsmanagement von flair sparen Sie Zeit, steigern Sie die Produktivität und erfüllen Sie arbeitsrechtliche Vorgaben. Intuitive Online-Zeiterfassung und Abwesenheitsanträge per Self-Service Vereinfachter, effizienter Genehmigungsworkflow für Zeiteinträge und Urlaubsanträge Anpassbare Richtlinien für Arbeitszeiten sowie bezahlten und unbezahlten Urlaub Integration mit physischen Zeiterfassungsgeräten für RFID- und Fingerabdruck-basierte Zeiterfassung Gewinnen Sie Zeit bei der Personalverwaltung Durch die Digitalisierung und Automatisierung Ihrer HR-Verwaltungsprozesse haben Sie mehr Zeit für wertschöpfende Aufgaben. flair bietet Ihnen eine sichere, zentrale Quelle für Ihre HR-Daten mit intelligenten Funktionen, die die Arbeitseffizienz verbessern. Digitale Mitarbeiterunterlagen an einem Ort für einfachen Zugriff gespeichert Positionsmanagement, Unternehmensstruktur und Organigramme in Echtzeit Sichere Dokumentenverwaltung mit E-Signatur und Genehmigungsworkflows Vollständig anpassbare, Salesforce-gestützte Berichte und Dashboards Mit klaren Zielen die Leistung steigern Richten Sie Ihre Teams an transparenten Zielen aus und fördern Sie kontinuierliches Feedback. Mit den Performance-Tools von flair verfolgen Sie Fortschritte, führen Sie Bewertungen durch und entwickeln Sie Talente skalierbar weiter. Unternehmens-, Team- und individuelle Ziele festlegen und verfolgen Strukturierte Leistungsbeurteilungszyklen durchführen 360°-Feedback von Kollegen und Vorgesetzten einholen OKRs und KPIs in Echtzeit verfolgen Optimieren Sie den gesamten Recruiting-Prozess Mehr anzeigenWeniger anzeigenVon der Stellenausschreibung bis zur Einarbeitung – mit flair können Sie schneller und smarter einstellen. Verwalten Sie Bewerber, planen Sie Vorstellungsgespräche und automatisieren Sie Angebotsschreiben – alles an einem Ort. Bewerberverwaltungssystem mit Pipeline-Management Anpassbares Karriereportal für die Gewinnung von Top-Talenten Automatisierte Onboarding-Abläufe Elektronische Signatur und Dokumentenerstellung für Angebotsschreiben Lohnbuchhaltung vereinfachen Behalten Sie alle Ihre Gehaltsdaten übersichtlich und regelkonform. flair integriert sich mit führenden Payroll-Anbietern und bietet Ihnen volle Transparenz über Ihre Kosten. Zentrale Verwaltung von Gehaltsdaten und Kostenstellen Export an externe Lohnbuchhaltungsdienstleister Umfassende Berichte und Analysen zur Lohn- und Gehaltsabrechnung Integration mit der Zeiterfassung für präzise Berechnungen Klare und intuitive Einsatzplanung Planen und verwalten Sie Schichten effizient – basierend auf Fähigkeiten, Verfügbarkeit und gesetzlichen Vorgaben. Mit flair wird die Schichtplanung ganz einfach. Kompetenzbasierte Schichtzuweisung Verwaltung der Mitarbeiterverfügbarkeit Self-Service Schichtanfragen und Schichttausch Einhaltung der arbeitsrechtlichen Vorschriften Was unsere Kunden mit flair erreicht haben Erfolgreich mit flair starten Die optimale Grundlage für eine reibungslose und erfolgreiche Implementierung. Demo anfragen Chris Claussen VP Professional Services Als VP Professional-Services unterstützt Chris Kunden dabei, ihre Personalabteilung zu optimieren, um die Produktivität und den Mehrwert zu steigern. Laura Futschik Implementation Manager Laura begleitet Kund:innen durch den gesamten Implementierungsprozess und sorgt für einen reibungslosen und effizienten Übergang zu flair. Lina Lobanova Growth & Success Manager Lina sorgt dafür, dass Kund:innen das Beste aus flair herausholen – von den ersten Schritten bis zur Erweiterung der Nutzung. Oleg Berkovich Implementation Architect Oleg konzipiert die technische Umsetzung jeder Implementierung, damit sich flair nahtlos in bestehende Systeme einfügt. Nhan Nguyenova Implementation Consultant Nhan unterstützt Kund:innen während der Implementierung, richtet flair passend zu ihren Prozessen ein und bereitet Teams auf den Go-live vor. Besnik Basha Implementation Manager Besnik begleitet Kund:innen durch ihr Implementierungsprojekt und behält jeden Schritt bis zum erfolgreichen Go-live im Blick. Ratgeber zu Kosten und Lohnabrechnung HR-Software Kosten 2026 Preismodelle, öffentliche Einstiegspreise, Nebenkosten und ein Rechenbeispiel für 80 Mitarbeitende. Zum Ratgeber HR-Software und Lohnabrechnung Was die HR-Software vorbereitet und was DATEV oder die Steuerkanzlei erledigt. Zum Ratgeber Was unterscheidet flair von anderen HR-Lösungen? Flexible, modulare All-in-One-HR-Lösung Mehrere Lösungen/Tools erforderlich Einfache Anpassung an länderübergreifende Anforderungen Begrenzte Möglichkeiten zur Anpassung an neue Standorte Über 4.000 Integrationen Begrenzte Integrationsmöglichkeiten Best-Practice-Unterstützung von HR-Experten Support in vielen Fällen nur per E-Mail Warum Unternehmen flair wählen Demo anfragen Alle Erfolgsgeschichten Blue Road "Mit flair können wir Abwesenheiten, Ziele, Einstellungen, Onboarding, Leistungsbewertungen und vieles mehr verwalten. Es ist super einfach zu bedienen und alles ist an einem Ort!" Leán Muller Marketing Director Deal Code "Von der Bewerberverfolgung über die Gehaltsabrechnung bis hin zur Messung von OKRs deckt flair eine breite Palette von Anwendungsfällen ab, für die wir bei unserer vorherigen Lösung mit vielen verschiedenen Programmen arbeiten mussten." Alexander Weltzsch CEO & Co-Founder "Wenn wir unser Unternehmen weiterentwickeln, neue Mitarbeitende einstellen und unsere HR-Prozesse ausbauen, skaliert flair mit uns und bietet die richtigen Funktionen zur richtigen Zeit an." Harald Mayer CPO & Co-Founder Häufige Fragen zu Preisen und Salesforce Was kostet flair? flair kostet ab 2,50 € pro Mitarbeitendem und Monat. Der genaue Preis hängt davon ab, welche Module Sie kombinieren (Zeiterfassung, HR-Administration, Performance, Recruiting, Gehaltsabrechnung, Schichtplanung) und welche Add-ons Sie hinzunehmen. Ein individuelles Angebot erhalten Sie in einer Demo. Brauchen wir Salesforce, um flair zu nutzen? Nein, nicht zwingend. flair ist nativ auf Salesforce entwickelt und eignet sich besonders für Unternehmen, die Salesforce bereits nutzen. Unternehmen ohne Salesforce können flair trotzdem ohne Einschränkungen im Funktionsumfang nutzen: Wir richten eine Salesforce-Instanz ein, über die sie auf flair zugreifen. Mehr dazu unter Salesforce HR. Brauchen Mitarbeitende eine Salesforce-Lizenz? Nein. Mitarbeitende brauchen keine Salesforce-Lizenz. Sie nutzen den webbasierten Employee Hub, die mobile App und Slack. Nur HR-Teams und Administratoren, die in den flair-Apps in Salesforce arbeiten, benötigen eine Salesforce-Lizenz. Rechnet flair die Löhne selbst ab? flair übernimmt die vorbereitende Lohn- und Gehaltsabrechnung: Lohndaten, Lohnarten und Kostenstellen liegen zentral in flair, Zeiterfassung und Abwesenheiten fließen direkt ein. Die Daten exportieren Sie an Ihre Lohnbuchhaltung oder Ihren Abrechnungsdienstleister, in Deutschland zum Beispiel über die DATEV-Schnittstelle (DATEV LODAS, DATEV Lohn & Gehalt). Die Entgeltabrechnung selbst läuft in Ihrer Lohnsoftware oder bei Ihrem Dienstleister. --- ## Lohnabrechnung Software für Unternehmen | flair URL: https://flair.hr/de/payroll > Lohnabrechnung vorbereiten mit flair: Lohndaten, Zeiten und Abwesenheiten zentral pflegen, per Export an DATEV oder Steuerkanzlei übergeben. Lohnabrechnung Software Lohnabrechnung Software: Lohnabrechnung smart und einfach vorbereiten Mit flair bereiten Sie die Lohnabrechnung vor: Lohndaten, Zeiten und Abwesenheiten liegen an einem Ort und gehen per Export an DATEV, Ihre Steuerkanzlei oder Ihren Abrechnungsdienstleister. Dort läuft die Abrechnung. Termin anfragen Effiziente Lohnabrechnung für pünktliche Zahlungen flair vereinfacht die vorbereitende Lohnabrechnung: HR-Teams pflegen Lohndaten zentral, übergeben sie an Lohnbüro oder Steuerkanzlei und stellen Gehaltsabrechnungen im Mitarbeiterportal bereit. Zentralisierte Lohn- und Gehaltsdaten Nutzen Sie unsere zentrale HR-Lösung, um alle Mitarbeiterdaten zu organisieren, die für die Durchführung der Lohnabrechnung erforderlich sind. Wiederkehrende Aufgaben in der Lohnabrechnung automatisiert Reduzieren Sie den Aufwand bei der Lohnabrechnung, indem Sie wiederverwendbare Vorlagen erstellen und die Zustellung von Gehaltsabrechnungen automatisieren. Mit der Zeiterfassung verknüpft Synchronisieren Sie die Lohnabrechnung mit Zeiterfassung und Kostenstellen für ein besseres Budgetmanagement. Individuell angepasste Lohnabrechnung für Compliance Passen Sie Ihr Lohnabrechnungssystem gezielt an gesetzliche Vorgaben an und stellen Sie sicher, dass Sie alle Verpflichtungen erfüllen. HR Dokumentenmanagement-Software Speichern, verwalten und teilen Sie wichtige Dokumente sicher Automatisierte Dokumentenerstellung HR Dokumentengenerator Erstellen Sie Dokumente in wenigen Sekunden Verwaltung von Lohnabrechnungsläufen Lohnabrechnungsdaten sicher speichern Verbinden Sie das Dokumentenmanagement mit der Lohnabrechnung, um wichtige Daten und Zahlungsdetails nachzuverfolgen und eine präzise Abwicklung der Lohnabrechnung sicherzustellen. Gesetzliche Vorschriften Planen Sie die Lohnabrechnung nach Regionen Erstellen Sie separate Lohnabrechnungsgruppen, die unterschiedlichen Standorten oder geografischen Regionen entsprechen. Konfigurieren Sie die Lohnabrechnung innerhalb jeder Region so, dass sie den lokalen gesetzlichen Vorgaben entspricht. Integration der Lohnabrechnung Integration mit intelligenten Buchhaltungs-Apps Verbinden Sie sich mühelos mit Ihrer bevorzugten Buchhaltungs-App über unser Netzwerk aus Salesforce- und Nicht-Salesforce-Partner-Apps und -Services. Integrieren Sie Ihre Lohnabrechnungsdaten nahtlos und profitieren Sie vom Know-how von Finanzexpert:innen. Was die HR-Software vorbereitet und was DATEV oder die Steuerkanzlei abrechnet, erklärt unser Ratgeber [HR-Software und Lohnabrechnung](/de/blog/hr-software-lohnabrechnung). Gehaltsabrechnungen im Mitarbeiterportal bereitstellen Automatisieren Sie die Zustellung von Gehaltsabrechnungen. Ermöglichen Sie Mitarbeitenden den sicheren Zugriff auf ihre Abrechnungsdaten – einschließlich Gehaltsabrechnungen, Steuerdokumenten und weiteren Details – über ihr persönliches Mitarbeiterportal. Gestalten Sie den Zahltag einfach und effizient Gestalten Sie Ihr Lohnabrechnungssystem so, dass alle einen reibungslosen und positiven Zahltag erleben. Self-Service-Gehaltsabrechnungen für vielbeschäftigtes Personal Mit unserem Self-Service-Mitarbeiterportal kann das medizinische Personal seine Abrechnungsdaten einsehen und den Status von Gehaltszahlungen überprüfen. Mehr Erfahren Projekte einfach in Kostenstellen unterteilen Beratungsunternehmen nutzen die Lohnabrechnung und Kostenstellen von flair, um Budgets besser zu verstehen und so ein effektiveres Finanzmanagement zu ermöglichen. Mehr Erfahren Sicherstellung der Compliance für globale Tech-Teams Behalten Sie die Compliance im Blick und gestalten Sie Ihre Lohnabrechnungsprozesse so, dass unterschiedliche Arbeitsgesetze und Vorschriften berücksichtigt werden. Mehr Erfahren Intelligentes Anwesenheitsmanagement Urlaubsanträge und Genehmigungen leicht gemacht Flexible Schichtplanungssoftware Optimieren Sie Ihre Personalplanung mit klaren Strukturen HR Dokumentenmanagement-Software Speichern, verwalten und teilen Sie wichtige Dokumente sicher flair im Vergleich flair vs Personio Warum Sie mit dem Wechsel zu flair eine flexiblere und individuell anpassbare HR-Lösung erhalten. flair vs Personio flair vs Sage People flair ist die Nr. 1 HR-Lösung auf dem Salesforce AppExchange – entdecken Sie, warum. flair vs Sage People flair vs Workday Stellen Sie das komplexe System von Workday der benutzerfreundlichen HR-Plattform von flair gegenüber. flair vs Workday --- ## Personio Kosten & Preise 2026: Pläne und Laufzeit | flair URL: https://flair.hr/de/compare/personio-kosten > Personio Kosten im Überblick: HR ab 7,60 €, Payroll ab 5 € pro Mitarbeitendem/Monat, 12 Monate Mindestlaufzeit, Einrichtungsgebühr. Plus: so rechnet flair ab. Personio Preise Was kostet Personio? Ein Überblick über die Pläne, Preise und Vertragsbedingungen von Personio, wie Personio sie veröffentlicht, und wie die Preisgestaltung bei flair funktioniert, der HR- und Recruiting-Plattform nativ auf Salesforce. Demo buchen Personio Preise im Überblick Quelle: personio.de/plaene, Stand Oktober 2026. Personio erstellt individuelle Angebote. HR ab 7,60 € Die HR-Pläne von Personio (Core, Core Pro) kosten für Unternehmen ab 50 Mitarbeitenden ab 7,60 € pro Mitarbeitendem und Monat. Payroll ab 5 € Personio Payroll kostet ab 5 € pro Mitarbeitendem und Monat und ist nur in Kombination mit einem HR-Abonnement erhältlich. Bis 49 Mitarbeitende Für Unternehmen mit bis zu 49 Mitarbeitenden gibt es die HR- und Payroll-Plattform von Personio ab 14 € pro Mitarbeitendem und Monat. Apps kosten extra Apps wie Recruiting, Performance & Entwicklung, Vergütungsmanagement und Umfragen ergänzen das Kernangebot. 12 Monate Mindestlaufzeit Das Jahresabo von Personio hat eine Mindestlaufzeit von 12 Monaten. Einmalige Einrichtungsgebühr Für die Ersteinrichtung des Accounts berechnet Personio eine einmalige Gebühr, deren Höhe von der Unternehmensgröße abhängt. So funktioniert die Preisgestaltung bei flair flair kostet ab 2,50 € pro Mitarbeitendem und Monat. Ihr Paket stellen Sie aus den Modulen zusammen, die Sie brauchen. Nur die Module, die Sie nutzen Kombinieren Sie Personalverwaltung, Zeiterfassung, Recruiting, Performance, Payroll und Schichtplanung nach Bedarf. Add-ons bei Bedarf Erweitern Sie flair um Add-ons wie qualifizierte elektronische Signaturen, Advanced Recruiting und Ticketing. Nativ auf Salesforce HR-Daten liegen in derselben Salesforce-Org wie Ihr CRM. Ohne Salesforce richten wir eine Instanz ein, über die Sie flair nutzen. Häufig gestellte Fragen Was kostet Personio? Laut der Preisseite von Personio (Stand Oktober 2026) kosten die HR-Pläne für Unternehmen ab 50 Mitarbeitenden ab 7,60 € und Payroll ab 5 € pro Mitarbeitendem und Monat. Für Unternehmen mit bis zu 49 Mitarbeitenden gibt es die HR- und Payroll-Plattform ab 14 € pro Mitarbeitendem und Monat. Der endgültige Preis hängt von der Unternehmensgröße und den gewählten Apps ab; Personio erstellt individuelle Angebote. Welche Zusatzkosten fallen bei Personio an? Personio gibt an, dass neben der Grundgebühr keine weiteren monatlichen Kosten anfallen, aber eine einmalige Gebühr für die Ersteinrichtung des Accounts, abhängig von der Unternehmensgröße. Apps wie Recruiting oder Performance & Entwicklung ergänzen das Kernangebot, und kostenpflichtige Stellenanzeigenportale lassen sich direkt im Tool buchen. Wie lange ist die Mindestlaufzeit bei Personio? Das Jahresabo von Personio hat laut Preisseite eine Mindestlaufzeit von 12 Monaten. Was kostet flair? flair kostet ab 2,50 € pro Mitarbeitendem und Monat. Ihr Paket stellen Sie aus Modulen zusammen, zum Beispiel Personalverwaltung, Zeiterfassung, Recruiting, Performance, Payroll und Schichtplanung, plus optionale Add-ons. Wie sich HR-Software-Kosten insgesamt zusammensetzen, zeigt unser Ratgeber HR-Software Kosten 2026. Wie unterstützt flair beim Wechsel von Personio? Wir starten mit einem Erstgespräch, um Ihre Anforderungen an den Datenimport zu verstehen. Anschließend übertragen unsere Experten Ihre Mitarbeiterdaten sicher, prüfen sie auf Richtigkeit und Vollständigkeit und integrieren sie in flair. Unser Team unterstützt Sie außerdem bei der Einrichtung und begleitet Sie laufend. Vergleichen Sie flair mit anderen HR-Lösungen flair vs Personio Warum Ihnen der Wechsel zu flair Zugang zu einer flexibleren und besser anpassbaren HR-Lösung bietet. flair vs Personio Worauf es beim Vergleich von HR-Software ankommt, mit einem Überblick über gängige Anbieter. flair vs SAP SuccessFactors Vergleichen Sie SAP SuccessFactors mit der Salesforce-nativen HR- und Recruiting-Plattform von flair. flair vs SAP SuccessFactors --- ## Kundenbewertungen URL: https://flair.hr/de/reviews > Kundenbewertungen zu flair: Erfahre, warum Unternehmen flair auf G2 und im Salesforce AppExchange als führende HR-Lösung auf Salesforce bewerten. Warum Unternehmen auf flair setzen flair unterstützt Unternehmen dabei, HR und Recruiting effizienter zu gestalten. Erfahre, warum Kund:innen uns als führende HR-Lösung auf Salesforce bewerten. Demo buchen Spitzenbewertungen auf Review-Plattformen Top-bewertet auf G2 Dank unserer hervorragenden Bewertungen auf G2 werden wir von der Software-Bewertungsplattform regelmäßig als High Performer in mehreren Kategorien ausgezeichnet. Führende HR-Plattform auf dem AppExchange Unsere Bewertungen im AppExchange zeichnen flair als eine der bestbewerteten HR-Apps auf Salesforce aus. Was unsere Kund:innen über uns sagen Mehr Bewertungen anzeigen Ich schätze besonders die einfache Bedienung und die benutzerfreundliche Oberfläche des Tools. Neue Stellenanzeigen lassen sich schnell erstellen und sehen auf unserer Website professionell aus. Einige HR-Prozesse sind automatisiert, was uns viel Zeit spart. Außerdem veröffentlicht flair regelmäßig Updates, die die Software kontinuierlich verbessern. Die Implementierung verlief schnell und professionell, und die Schulungen waren für unser Team äußerst hilfreich. Timur N. Managing Director flair ermöglicht es, sämtliche Mitarbeiterdaten direkt in Salesforce zu verwalten. So stehen alle relevanten Informationen zentral an einem Ort zur Verfügung und können für Analysen und Performance-Auswertungen optimal genutzt werden. Besonders hervorzuheben ist außerdem der hervorragende Support. Manuel I. Ayet Studios flair lässt sich perfekt in Salesforce integrieren und überzeugt mit umfangreichen Funktionen zu einem attraktiven Preis. Pascal L. Mit flair konnten wir viele Prozesse im Mitarbeitermanagement effizienter gestalten und automatisieren. Ob Recruiting, Zeiterfassung, Payroll oder OKR-Tracking – flair bietet Funktionen, die wir bei Personio nur über Umwege abbilden konnten. Alexander W. Die Geschichten hinter den großartigen Bewertungen Luke White Operations Director “flair hat uns definitiv geholfen, enorm viel Zeit zu sparen und den gesamten Prozess für alle deutlich benutzerfreundlicher zu gestalten – sowohl für Mitarbeitende als auch für Führungskräfte im gesamten Unternehmen.” Gegründet im Jahr 2017 Harald Mayer CPO & Co-Founder "Remote-Arbeit erhöht die Anforderungen an Benutzerfreundlichkeit deutlich. Sie sind auf hochwertige digitale Tools für alle Aspekte der Arbeit angewiesen – und flair hilft uns, dabei stets den Überblick zu behalten.“ Gegründet im Jahr 2022 Dennis Hilger COO & Co-Founder “Wir sind ein Remote-First-Unternehmen, daher ist es besonders wichtig, gute Leistungen wertzuschätzen. Mit flair können wir jetzt ganz einfach einen Cheer senden, um Meilensteine und Erfolge von Mitarbeitenden anzuerkennen.” HQ Hamburg Gaspar Rodriguez CEO & Co-Founder “Wir profitieren enorm davon, alle unsere HR-Daten in Salesforce zu haben. So können wir auf Daten zugreifen und sie analysieren, wie es zuvor nicht möglich war.” Gegründet im Jahr 2018 Helpful Resources for Your HR Success Alles für Ihren HR-Erfolg an einem Ort. Mehr Erfahren Sieh, woran wir gerade arbeiten und was als Nächstes kommt. Mehr Erfahren Technische Dokumentation und Versionshinweise. Mehr Erfahren Umfassende HR-Guides kostenlos herunterladen. Mehr Erfahren Individuelle Demo anfragen Entdecken Sie die Vorteile von flair HR! Lassen Sie sich von unseren Expert:innen in einer kostenlosen, unverbindlichen Demo durch die HR-Software führen und erfahren Sie, wie flair HR Ihre Personalprozesse optimieren kann. Demo anfragen Erleben Sie flair HR – zugeschnitten auf Ihre Prioritäten Wir begleiten Sie während des gesamten Prozesses --- ## Meldung von Sicherheitslücken URL: https://flair.hr/de/vulnerability-reporting > Sicherheitslücke gefunden? Melden Sie Schwachstellen in flair einfach über unser Formular und helfen Sie uns, die HR-Software noch sicherer zu machen. Meldung von Sicherheitslücken Lassen Sie uns gemeinsam daran arbeiten: Helfen Sie uns, flair zu verbessern, indem Sie Sicherheitslücken melden. Formular zur Fehlermeldung Ist Ihnen ein Fehler aufgefallen? Ihr Feedback ist uns wichtig. Was funktioniert nicht wie erwartet? Beschreiben Sie das Problem unten – wir kümmern uns darum. Helfen Sie uns, einen ersten Eindruck von dieser Sicherheitslücke zu erhalten. Was ist das Problem und welche Auswirkungen hat es? Beschreiben Sie, wie sich das Problem nachvollziehen lässt. Link zum Anhang einfügen Bitte geben Sie eine E-Mail-Adresse an, damit wir Sie kontaktieren können. Bestätigen Sie, dass Ihre Angaben korrekt sind und den Vorgaben entsprechen Ich stimme den Allgemeinen Geschäftsbedingungen zu. Vielen Dank. Ihr Bericht wurde erfolgreich übermittelt. flairs Allgemeine Geschäftsbedingungen Tauchen Sie ein in die Welt von HR Kontaktieren Sie uns und erhalten Sie eine individuelle Demo Demo buchen Video ansehen flair HR Blog Einblicke in die wichtigsten Themen und Trends im HR-Bereich Mehr Erfahren Sehen Sie, wie andere Unternehmen von der Nutzung von flair profitieren. Mehr Erfahren Kontaktieren Sie uns Ist Ihnen ein Fehler aufgefallen oder benötigen Sie Hilfe bei einem Problem? Wir sind für Sie da. Mehr Erfahren --- ## flair AI: KI-Agenten & KI-Assistent für HR | flair URL: https://flair.hr/de/flairai > flair AI bringt KI-Agent, KI-Assistent, KI-Schichtplanung, Compliance-Prüfung, Mitarbeiterstimmung und KI-Recruiting in Ihre HR-Software auf Salesforce. flair AI KI, die HR-Arbeit erledigt, statt nur darüber zu reden flair AI arbeitet in jedem HR-Prozess mit: ein Agent, der Ihr Unternehmen kennt, ein Assistent für alle Mitarbeitenden, KI-Schichtplanung, laufende Compliance-Prüfung, Mitarbeiterstimmung und KI-Recruiting. Auf Ihren HR-Daten, mit Ihren Berechtigungen. Demo buchen Eine KI-Ebene für die gesamte HR flair AI ist kein separater Chatbot. Die KI nutzt dieselben Daten, Berechtigungen und Workflows wie der Rest von flair, deshalb passen Antworten und Aktionen zu Ihrem Unternehmen. KI Company Agent Ein Agent, der Ihre Richtlinien, Menschen und Prozesse kennt und mehrstufige HR-Aufgaben für Sie erledigt, mit Freigaben, wo Sie sie wünschen. Mitarbeitende drücken ⌘K und fragen nach Salden, Schichten, Lohnabrechnungen oder Richtlinien. Antworten kommen aus ihren Daten, mit Quelle. Erstellt Schichtpläne aus Bedarf, Skills, Verfügbarkeit und Arbeitszeitregeln und findet Ersatz, wenn sich jemand krank meldet. Prüft laufend Arbeitszeit, Ruhezeiten, ablaufende Zertifikate, fehlende Dokumente und Entgeltlücken und meldet Risiken vor der Prüfung. Macht aus Umfrageantworten, Feedback und Pulse Checks Stimmungstrends pro Team, anonym und mit Frühwarnungen. AI Scores von 0 bis 100, KI-Stellenbeschreibungen und Interview-Aufzeichnung mit Zusammenfassung und Transkript. KI-Texte und Zusammenfassungen Texte umformulieren, kürzen, formeller machen oder übersetzen und jede abgeschlossene Beurteilung und Umfrageantwort zusammenfassen. Smart Search Beschreiben Sie in eigenen Worten, wen Sie suchen, und flair AI erstellt die Filter für Skills, Zertifikate, Standort und mehr. KI Company Agent Ein Agent, der Ihr Unternehmen kennt Der flair-AI-Agent kennt Ihre Richtlinien, Ihr Organigramm und Ihre Prozesse und erledigt die Arbeit, statt sie zu beschreiben. Bitten Sie ihn, ein Onboarding vorzubereiten, fehlende Dokumente einzusammeln oder offene Freigaben nachzuhalten: Er plant die Schritte, führt sie in flair aus und meldet sich mit dem Ergebnis. - Mehrstufige Aufgaben über Abwesenheiten, Dokumente, Onboarding und Freigaben - Handelt nur im Rahmen der Berechtigungen der fragenden Person - Freigabeschritte, bevor sich etwas Sensibles ändert Antworten für alle Mitarbeitenden, in Sekunden Mitarbeitende drücken ⌘K oder klicken im Employee Hub auf Assistant und fragen so, wie sie eine Kollegin fragen würden. Der Assistent antwortet aus ihren eigenen HR-Daten zu Abwesenheiten, Zeiterfassung, Ausgaben, Dokumenten, Schichten, Umfragen, Zielen und Tickets sowie aus Ihren Unternehmensrichtlinien, mit Quellenangabe. - Nutzt nur Dokumente, die die Person sehen darf - Antwortet in der Sprache des Employee Hubs - Verlinkt direkt auf die Seite für den nächsten Schritt Schichtpläne, die sich selbst erstellen Der KI-Schichtplanungsassistent entwirft den Schichtplan aus Personalbedarf, den Skills jeder Schicht, der Verfügbarkeit, Abwesenheiten und Arbeitszeitregeln. Meldet sich jemand krank, schlägt er qualifizierte Kolleg:innen vor, die verfügbar sind und ihre Stunden einhalten. Die Planung prüft den Plan und veröffentlicht ihn. - Skillbasierte Besetzung jeder Schicht - Berücksichtigt Ruhezeiten und Höchstarbeitszeiten - Ersatzvorschläge bei kurzfristigen Ausfällen Compliance-Risiken finden, bevor es die Prüfung tut KI-Compliance prüft Ihre HR-Daten rund um die Uhr gegen Arbeitszeitgesetz, Ihre Richtlinien und die EU-Entgelttransparenzrichtlinie. Sie meldet unterschrittene Ruhezeiten, zu viele Stunden, ablaufende Zertifikate und Schulungen, fehlende Vertragsdokumente und Entgeltlücken, erklärt jedes Risiko und schlägt die Lösung vor. - Eine Liste offener Risiken, nach Dringlichkeit sortiert - Arbeitszeit, Dokumente, Zertifikate und Entgeltgleichheit - Jeder Befund verlinkt die betroffenen Datensätze Früh wissen, wie es Ihren Teams geht KI-Mitarbeiterstimmung wertet Umfrageantworten, Feedback aus Beurteilungen und Pulse Checks aus und zeigt, wie sich die Stimmung pro Team, Standort und Thema entwickelt. Sie macht die Themen hinter einer Veränderung sichtbar und warnt, wenn ein Team abrutscht, damit Sie handeln, bevor Menschen kündigen. - Stimmungstrends und wiederkehrende Themen pro Team - Aggregiert und anonym, mit Mindestgruppengrößen - KI-Zusammenfassung jeder Beurteilung und Umfrageantwort Schneller einstellen mit KI in jedem Schritt Jede neue Bewerbung erhält einen AI Score von 0 bis 100, der Lebenslauf und Anschreiben mit den Anforderungen der Stelle abgleicht. Erzeugen Sie Stellenbeschreibungen aus einem Prompt und lassen Sie den flair AI Meeting Recorder an Online-Interviews teilnehmen, der Zusammenfassung und Transkript beim Kandidaten speichert. - AI Score mit Begründung je Anforderung - KI-Stellenbeschreibungen im Assistenten zum Anlegen einer Stelle - Interview-Zusammenfassungen, Transkripte und Knock-out-Kriterien KI für europäisches HR flair AI arbeitet vollständig in der EU mit Ihren HR-Daten in flair, unter denselben Rollen und Berechtigungen, und sieht nie mehr als die Person, die sie nutzt. Alle Daten werden in der EU verarbeitet und gespeichert Beachtet jede Rolle, Berechtigung und Dokumentsichtbarkeit Nennt ihre Quellen, damit Antworten überprüfbar sind Entscheidungen zu Einstellung, Gehalt und mehr treffen Menschen Funktioniert auf Deutsch und Englisch KI-Zusammenfassungen, Transkripte, AI Scores und Stellenbeschreibungen in flair Recruiting. Flexible Schichtplanungssoftware Optimieren Sie Ihre Personalplanung mit klaren Strukturen Arbeitszeitgesetz-konforme Zeiterfassung Ruhezeiten und gesetzliche Pausen durchsetzen, Zeiten einheitlich runden und Krankheit im Urlaub abbilden. Häufig gestellte Fragen Was ist flair AI? flair AI ist die KI-Ebene der HR-Plattform flair auf Salesforce. Dazu gehören der KI Company Agent, der KI-Assistent für Mitarbeitende, die KI-Schichtplanung, KI-Compliance, KI-Mitarbeiterstimmung, KI-Recruiting, KI-Texte und Zusammenfassungen sowie Smart Search. Alle arbeiten mit Ihren eigenen HR-Daten in flair. Was unterscheidet den KI-Assistenten vom KI Company Agent? Der KI-Assistent beantwortet Fragen: Mitarbeitende fragen nach ihrem Urlaubssaldo, der nächsten Schicht oder einer Richtlinie und erhalten eine Antwort mit Quelle. Der KI Company Agent erledigt Aufgaben: Er plant und führt mehrstufige Arbeit aus, etwa ein Onboarding vorzubereiten oder fehlende Dokumente einzusammeln, im Rahmen der Berechtigungen der fragenden Person. Welche Daten nutzt flair AI? flair AI nutzt die HR-Daten und Dokumente in Ihrer flair-Organisation und nur das, was die jeweilige Person sehen darf. Ein Dokument, dessen Sichtbarkeit auf eine Gruppe beschränkt ist, zu der die Person nicht gehört, fließt nie in ihre Antworten ein. Wo werden meine Daten verarbeitet? In der EU. flair AI verarbeitet und speichert alle Daten in der Europäischen Union, Ihre HR-Daten verlassen Europa also nicht. Trifft flair AI HR-Entscheidungen? Nein. flair AI bereitet vor, schlägt vor und weist hin, entscheiden tun Menschen. Der AI Score unterstützt die erste Vorauswahl, ersetzt aber nicht Ihre Prüfung, Schichtpläne veröffentlicht die Planung, und Compliance-Befunde löst Ihr Team. Welche Sprachen unterstützt flair AI? flair AI funktioniert auf Deutsch und Englisch. Der Assistent antwortet in der Sprache des Employee Hubs, und Zusammenfassungen entstehen in der Sprache der zusammengefassten Antworten. Wie erhalte ich flair AI? flair AI gibt es als zwei kostenpflichtige Module, flair AI for HR und flair AI for Recruiting, die ein HR-Admin für Ihre Organisation aktiviert. Buchen Sie eine Demo, um zu sehen, welches Modul zu Ihrem Team passt. --- ## Headless HR für Salesforce Headless 360 | flair URL: https://flair.hr/de/technology/headless-hr > flair bringt HR in Salesforce Headless 360: Mitarbeiterdaten und HR-Workflows als APIs, MCP-Tools und CLI-Befehle für Agenten, Slack, Teams und eigene Apps. Headless HR Headless HR für Salesforce Headless 360. Kein Browser nötig. flair läuft nativ auf Salesforce, damit sind Ihre HR-Daten und Workflows Teil von Headless 360. Agenten, Slack, Teams, ChatGPT, Claude und eigene Apps nutzen sie per API, MCP und CLI, mit Ihren bestehenden Berechtigungen. Demo buchen Die HR-Ebene des Agentic Enterprise Salesforce hat seine gesamte Plattform headless gemacht. flair bringt HR auf diese Plattform, damit Personaldaten und HR-Prozesse dort funktionieren, wo Ihre Teams und Agenten arbeiten. HR-Daten in Ihrer Org Mitarbeitende, Abwesenheiten, Zeiten, Schichten, Dokumente, Stellen und Kandidaten sind Salesforce-Objekte in Ihrer eigenen Org, keine separate HR-Datenbank. API-first von Grund auf flair-Datensätze lesen und schreiben Sie über die Salesforce REST-, GraphQL- und Bulk-APIs, dazu kommt die Recruiting API von flair für Stellen und Kandidaten. Bereit für MCP und CLI Salesforce-MCP-Tools und die Salesforce CLI funktionieren direkt mit flair-Objekten, damit Coding-Agenten und KI-Clients mit HR-Daten arbeiten können. Agenten, die HR-Arbeit erledigen Agentforce, flair AI und Ihre eigenen Agenten starten flair-Workflows wie Freigaben, Onboarding und Abwesenheitsanträge als Aktionen. Jede Oberfläche HR in Slack, Microsoft Teams, ChatGPT, Claude, mobil, per Sprache, im Employee Hub oder in einem Portal, das Sie selbst bauen. Überall dieselben Leitplanken Jede Anfrage läuft über Ihre Salesforce-Profile, Berechtigungssätze und Freigaberegeln, ein Agent sieht nur, was seine Person sehen darf. System of Work für HR Eine Personaldatenebene, direkt in Salesforce Headless funktioniert nur auf sauberen, verbundenen Daten. Mit flair liegen Personalakten, Verträge, Vergütung, Abwesenheiten, Zeiteinträge, Schichten, Skills, Dokumente und Recruiting-Daten als Salesforce-Objekte neben Ihren Kunden- und Finanzdaten. Es gibt kein HR-Silo, das synchronisiert werden muss, und jede Oberfläche liest dieselbe Datenquelle. - Native benutzerdefinierte Salesforce-Objekte, Felder und Beziehungen, keine synchronisierte Kopie - Reports, Flows und Apex funktionieren mit HR-Daten wie mit jedem anderen Objekt - Formulare und Tabellen mit eigenen Feldern über Extra Fields erweitern Was flair nativ auf Salesforce leistet, fasst unsere Seite zu Salesforce HR zusammen. Agent-ready HR Jeder Agent kann mit HR-Daten arbeiten Weil flair-Daten Salesforce-Daten sind, geben die MCP-Tools und APIs von Headless 360 KI-Agenten direkten, kontrollierten Zugriff darauf. Fragen Sie Claude, ChatGPT oder Agentforce, wer nächste Woche fehlt, welche Zertifikate diesen Monat ablaufen oder welche Kandidaten im Interview sind: Der Agent fragt flair-Objekte ab und kann flair-Workflows als Aktionen starten. - Funktioniert mit Salesforce-MCP-Servern und jedem MCP-fähigen Client - Flows und Invocable Actions machen HR-Prozesse zu Agenten-Tools - Antworten beachten die Berechtigungen der fragenden Person Experience Layer HR dort, wo ohnehin gearbeitet wird Die Oberfläche ist nicht mehr ein einziges HR-Portal. Mitarbeitende beantragen Urlaub in Slack oder Teams, Führungskräfte genehmigen am Handy, Mitarbeitende im Schichtbetrieb stempeln am Kiosk, und HR fragt einen Agenten, statt einen Report zu bauen. Jede Oberfläche sieht anders aus, Daten, Regeln und Freigaben dahinter bleiben dieselben. - Slack, Microsoft Teams, Mobile App, Kiosk und Sprache - ChatGPT, Claude und andere KI-Clients per MCP - Der Employee Hub für alles andere Composable HR Bauen Sie die HR-App, die Ihr Team braucht Sie brauchen ein Portal für neue Mitarbeitende in einem Land, ein Schichtboard für ein Lager oder ein Cockpit für Führungskräfte eines Geschäftsbereichs? Beschreiben Sie es einem Coding-Agenten mit Salesforce CLI und MCP-Tools und bauen Sie es auf flair-Objekten und -Workflows, statt ein neues HR-System einzuführen. flair hält die Logik, Sie gestalten die Oberfläche. - Salesforce CLI, Agentforce Vibes, Claude Code, Cursor und Codex - flair-Workflows, Validierungen und Freigaben bleiben an einem Ort - Ausliefern in Lightning, Experience Cloud, Slack oder Ihrem eigenen Frontend Headless, aber nicht regellos Agenten und eigene Apps arbeiten innerhalb derselben Leitplanken wie Ihr HR-Team, die Daten von flair werden in der EU verarbeitet und gespeichert. Salesforce-Profile, Berechtigungssätze und Freigaberegeln bei jedem Aufruf Feldebenensicherheit für Gehälter, Gesundheitsdaten und andere sensible Felder Freigaben und Audit-Trail für jede HR-Änderung HR-Daten werden in der EU verarbeitet und gespeichert Salesforce HR Die HR- und Recruiting-Suite nativ auf Salesforce – Personaldaten direkt neben Ihren Unternehmensdaten. flair AI KI-Agenten und Assistenten für HR: Company Agent, Schichtplanung, Compliance, Stimmung und Recruiting. Slack Integration Häufige Fragen zu Headless HR Was ist Headless HR? Headless HR trennt das HR-System of Record von den Oberflächen, die Menschen nutzen. Personaldaten, Berechtigungen und Workflows liegen auf einer kontrollierten Plattform, und jede Oberfläche, von Slack-Nachrichten über KI-Agenten bis zu eigenen Portalen, nutzt sie über APIs statt über ein festes HR-Portal. Was ist Salesforce Headless 360 und wie passt flair dazu? Salesforce Headless 360, vorgestellt auf der TrailblazerDX im April 2026, stellt die Salesforce-Plattform als APIs, MCP-Tools und CLI-Befehle bereit, damit Agenten und Apps sie ohne Browser nutzen können. flair ist HR-Software, die nativ auf Salesforce gebaut ist. Ihre HR-Daten und Workflows sind damit Teil der Plattform und über denselben Headless-Zugang verfügbar. Können ChatGPT, Claude oder Agentforce auf flair-Daten zugreifen? Ja. KI-Clients, die sich per MCP oder über die Salesforce-APIs mit Salesforce verbinden, können flair-Objekte abfragen und flair-Workflows ausführen, und Agentforce kann sie als Aktionen nutzen. Der Zugriff läuft immer als Salesforce-User, der Agent sieht und ändert also nur, was diese Person darf. Welche APIs bietet flair? Alle flair-Datensätze sind über die Salesforce REST-, GraphQL- und Bulk-APIs, Apex und Flow verfügbar. Zusätzlich bietet flair eine eigene Recruiting REST API für Stellen und Kandidaten. Mehr dazu in der Entwicklerdokumentation. Brauchen wir den Employee Hub noch? Der Employee Hub bleibt die vollständige Self-Service-Oberfläche für Mitarbeitende und Führungskräfte. Headless HR ergänzt weitere Zugänge: Sie entscheiden, welche HR-Aufgaben in Slack, Teams, einem KI-Client oder Ihrer eigenen App stattfinden, und alle bleiben synchron, weil sie dieselben Daten nutzen. Ist Headless HR sicher? Jede Headless-Anfrage ist als Salesforce-User authentifiziert und wird gegen Profile, Berechtigungssätze, Freigaberegeln und Feldebenensicherheit geprüft. Sensible Felder wie Gehälter oder Gesundheitsdaten bleiben für alle verborgen, Mensch oder Agent, die sie nicht sehen dürfen. --- ## Personio Alternativen 2026: 6 Anbieter im Vergleich | flair URL: https://flair.hr/de/compare/personio-alternativen > Personio-Alternativen im Vergleich: flair, Factorial, HiBob, HR WORKS, rexx und SAP SuccessFactors nach Preis, Hosting, DATEV und Größe. Stand Oktober 2026. Personio Alternativen Personio-Alternativen 2026 im Vergleich Sechs Alternativen zu Personio, verglichen nach Preismodell, Hosting, DATEV-Anbindung und Unternehmensgröße, auf Basis der Websites der Anbieter. Mit dabei: flair, die HR- und Recruiting-Plattform nativ auf Salesforce. Demo buchen ## Kurz gesagt Wer 2026 eine Alternative zu Personio sucht, vergleicht häufig flair, Factorial, HiBob, HR WORKS, rexx systems und SAP SuccessFactors. Die Anbieter unterscheiden sich vor allem beim Preismodell (veröffentlichte Preise pro Mitarbeitendem oder individuelles Angebot), beim Hosting, bei der Anbindung an DATEV und bei der Unternehmensgröße, auf die sie ausgerichtet sind. flair ist die Option für Unternehmen, die HR und Recruiting nativ auf Salesforce betreiben möchten; die Lohnabrechnung bereitet flair vor und übergibt sie an DATEV. ## Personio-Alternativen im Vergleich (Stand: Oktober 2026) | Anbieter | Preismodell | Hosting | Lohnabrechnung / DATEV | Größenfokus (laut Anbieter) | Quellen | |---|---|---|---|---|---| | **flair** | Ab 2,50 € pro Mitarbeitendem und Monat; Module nach Bedarf | Nativ auf Salesforce: HR-Daten liegen in Ihrer Salesforce-Org (ohne Salesforce richtet flair eine Instanz ein) | Bereitet die Abrechnungsdaten je Lauf vor und übergibt sie an das Lohnbüro; Import in DATEV LODAS oder ASCII-Datei für DATEV Lohn und Gehalt | Mittelständische und große Unternehmen, auch Gruppen mit mehreren Gesellschaften | flair.hr/de/pricing, flair.hr/de/hr-software-mittelstand, flair.hr/de/integrations/datev | | **Factorial** | Ab 8 € pro Monat und User | In der EU (laut Datenschutzerklärung) | Vorbereitende Lohnabrechnung; DATEV-Integration, DATEV-Marktplatz-Partner | Keine Größenangabe; laut Factorial über 17.000 Unternehmen als Kunden | factorialhr.de/preise, factorialhr.de/gehaltsabrechnung, factorialhr.de/datenschutz, factorialhr.de | | **HiBob** | Individuelles Angebot, vor allem nach Mitarbeiterzahl, Modulen und Services | AWS, Irland (Hauptstandort) und Deutschland (Backup) | Native Payroll für USA und UK; für Deutschland Integration mit DATEV LODAS | Stufen Growth (unter 200), Scale (200–1.000) und Enterprise (über 1.000 Mitarbeitende) | hibob.com/faq, hibob.com/privacy/security, hibob.com/integrations/datev-lodas | | **HR WORKS** | Pro Nutzer und Monat, mindestens 20 Nutzer; ohne Mindestlaufzeit; Angebot auf Anfrage | AWS-Cloud | Schnittstellen zu DATEV und ADDISON; DATEV-Partner | „Die HR-Software für den Mittelstand“ | hrworks.de/preise, hrworks.de | | **rexx systems** | Individuelles Angebot nach Unternehmensgröße, Modulen und Funktionen; Einmal- bzw. Einrichtungskosten | rexx-eigene Cloud mit Servern in Deutschland und der Schweiz oder On-Premises | Standard-Schnittstellen zu DATEV, ADP / Paisy und SAP; offene API | 100 bis 50.000 Mitarbeitende | rexx-systems.com/preise, rexx-systems.com/en | | **SAP SuccessFactors** | HCM-Base-Paket pro Anwender (ab 1 Anwender); Premium-Paket ab 500 Anwendern | Public-Cloud-SaaS, von SAP gehostet | Personalabrechnung im eigenen Portfolio; integrierbar mit SAP S/4HANA | SAP GROW for HCM für mittelständische und wachsende Unternehmen | sap.com/germany/products/hcm.html | | **Personio** | HR ab 7,60 € pro Mitarbeitendem/Monat (ab 50 MA), Payroll ab 5 €; 12 Monate Mindestlaufzeit, einmalige Einrichtungsgebühr | k. A. | Eigene Payroll (nur mit HR-Abo); DATEV-Integration für LODAS oder Lohn und Gehalt | 10 bis 10.000 Mitarbeitende | personio.de/plaene, personio.de/funktionen/datev | Alle Angaben laut Websites der Anbieter, geprüft am 13. Oktober 2026. k. A. = auf den geprüften Seiten des Anbieters keine Angabe gefunden. Preise und Pakete können sich ändern; maßgeblich ist das Angebot des jeweiligen Anbieters. Personio steht zum Vergleich in der letzten Zeile. ## Welche Personio-Alternative passt zu wem? - **HR und CRM auf einer Plattform:** flair ist nativ auf Salesforce entwickelt. HR-Daten liegen in derselben Salesforce-Org wie Ihr CRM. - **Betrieb auf eigenen Servern:** rexx systems bietet laut eigener Angabe neben der Cloud auch einen On-Premises-Betrieb an. - **Keine Mindestlaufzeit:** HR WORKS wirbt mit „ohne Mindestlaufzeit“ und rechnet monatlich nach Nutzerzahl ab. - **Native Lohnabrechnung in den USA und im Vereinigten Königreich:** HiBob bietet laut eigener Angabe native Payroll für beide Länder. - **Bestehende SAP-Landschaft:** SAP SuccessFactors lässt sich laut SAP in SAP S/4HANA integrieren. Den direkten Vergleich zweier Anbieter finden Sie unter flair vs. Personio, die Preise von Personio unter Personio Kosten und weitere Anbieter im HR-Software-Vergleich. Worauf es bei einer Personio-Alternative ankommt Passend zur Unternehmensgröße Ist die Software für ein Unternehmen Ihrer Größe gebaut, auch für die Größe, die Sie in drei Jahren erwarten? Preis und Vertrag Vergleichen Sie veröffentlichte Preise, Mindestlaufzeit, Einrichtungsgebühren und kostenpflichtige Add-ons, nicht nur den Preis pro Kopf. Lohnabrechnung und DATEV Rechnet der Anbieter selbst ab, oder bereitet er die Daten für Ihr Lohnbüro vor, etwa über DATEV? Hosting und Datenschutz Wo liegen die HR-Daten, wer betreibt die Infrastruktur, und welche Zertifizierungen nennt der Anbieter? Mehrere Gesellschaften Lassen sich mehrere Gesellschaften, Standorte und Länder mit getrennten Zugriffsrechten verwalten? Mit welchen Systemen muss die HR-Software zusammenarbeiten: CRM, ERP, Lohnabrechnung, Zeiterfassungsterminals, Slack? Häufig gestellte Fragen Was ist eine gute Alternative zu Personio? Das hängt von Ihrer Unternehmensgröße, Ihrer Lohnabrechnung und Ihren bestehenden Systemen ab. Häufig verglichen werden flair, Factorial, HiBob, HR WORKS, rexx systems und SAP SuccessFactors. flair passt zu Unternehmen, die HR und Recruiting nativ auf Salesforce betreiben möchten, auch zu Gruppen mit mehreren Gesellschaften. Laut den Anbietern bietet rexx systems zusätzlich On-Premises-Betrieb, HiBob native Payroll in den USA und im Vereinigten Königreich und SAP SuccessFactors die Integration in SAP S/4HANA. Welche Personio-Alternativen haben eine DATEV-Schnittstelle? Laut ihren Websites binden flair (Import in DATEV LODAS oder ASCII-Datei für Lohn und Gehalt), Factorial, HiBob (DATEV LODAS), HR WORKS und rexx systems DATEV an. Auch Personio selbst bietet eine DATEV-Integration für LODAS oder Lohn und Gehalt. Mehr zur Anbindung bei flair auf der Seite DATEV-Integration. Welche Personio-Alternativen veröffentlichen ihre Preise? Von den hier verglichenen Anbietern nennen flair (ab 2,50 € pro Mitarbeitendem und Monat) und Factorial (ab 8 € pro Monat und User) einen Einstiegspreis, Personio veröffentlicht Einstiegspreise für seine Pläne. HiBob, HR WORKS und rexx systems arbeiten mit individuellen Angeboten. Was kostet flair? flair kostet ab 2,50 € pro Mitarbeitendem und Monat. Ihr Paket stellen Sie aus Modulen zusammen, zum Beispiel Personalverwaltung, Zeiterfassung, Recruiting, Performance, Payroll und Schichtplanung, plus optionale Add-ons. Wie funktioniert der Wechsel von Personio zu flair? Wir starten mit einem Erstgespräch, um Ihre Anforderungen an den Datenimport zu verstehen. Anschließend übertragen unsere Experten Ihre Mitarbeiterdaten sicher, prüfen sie auf Richtigkeit und Vollständigkeit und integrieren sie in flair. Unser Team unterstützt Sie außerdem bei der Einrichtung und begleitet Sie laufend. Weitere Personio-Vergleiche flair vs Personio Warum Ihnen der Wechsel zu flair Zugang zu einer flexibleren und besser anpassbaren HR-Lösung bietet. flair vs Personio Personio Kosten im Überblick Was Personio laut eigener Preisseite kostet und wie die Preisgestaltung bei flair funktioniert. Personio Kosten im Überblick Worauf es beim Vergleich von HR-Software ankommt, mit einem Überblick über gängige Anbieter. HR-Software für den Mittelstand Auswahlkriterien für Unternehmen mit 50 bis 500 Mitarbeitenden. HR-Software für den Mittelstand --- ## Die bessere Alternative zu Personio URL: https://flair.hr/de/compare/personio > Personio vs. flair: Die Alternative auf Salesforce bietet mehr Anpassungsmöglichkeiten, damit Ihre HR-Prozesse optimal zu Ihren Anforderungen passen. Personio vs. flair Alle Funktionen. Maximale Flexibilität. Ihre HR-Prozesse sind so individuell wie Ihr Unternehmen – warum also Kompromisse mit Standardlösungen eingehen? flair ist die auf Salesforce basierende Alternative zu Personio und überzeugt durch maximale Flexibilität. Jetzt mehr erfahren Guide herunterladen Salesforce Appexchange Omr Reviews flair ist führend in wichtigen Kategorien Auf der Software-Plattform G2 schneidet flair in zahlreichen Schlüsselkategorien besser ab als Personio – insbesondere bei Supportqualität, Produktentwicklung und der Erfüllung von Anforderungen. DATEN VON G2 (STAND: OKTOBER 2026) Entspricht den Anforderungen Maximale Individualisierung flair bietet mehr Anpassungsmöglichkeiten als Personio, sodass Sie Ihre Prozesse optimal an Ihre individuellen Anforderungen anpassen können. Das führt zu weniger Umgehungslösungen, erleichtert die Einhaltung von Vorschriften und unterstützt das Wachstum international tätiger Organisationen. Profitieren Sie von einfacher No-Code-Anpassung, die Ihnen Zeit spart und effizienter macht Unterstützen Sie die Einhaltung lokaler Vorschriften, indem Sie Prozesse und Workflows in Salesforce individuell anpassen Wählen Sie aus Hunderten von Integrationen, um Ihre Prozesse zu automatisieren und die Effizienz zu steigern Erweiterte Reports Auf Basis der führenden Enterprise-Plattform Salesforce bietet flair vielseitige Standard- und individuelle Reporting-Möglichkeiten. Anders als bei Personio sind die Auswertungen in flair vollständig flexibel gestaltbar und durchgängig miteinander verknüpft. Replace silo systems and gain a single, reliable source of truth for your people data Verabschieden Sie sich von Insellösungen und nutzen Sie eine zentrale, zuverlässige Datenquelle für Ihre HR-Daten Verbinden Sie Ihre HR- und Recruiting-Daten mit anderen Unternehmensbereichen, um einen umfassenderen Überblick über Ihre Organisation zu erhalten und Datensilos zu beseitigen Effizienteres Recruiting flair hilft Ihnen, Top-Talente zu finden, einzustellen, erfolgreich zu onboarden und nachhaltig zu binden. Mit zusätzlichen Funktionen optimieren Sie Ihren Recruiting-Prozess und verkürzen die Besetzungszeit deutlich. Gestalte moderne Karriereportale, die deine Recruiting-Prozesse beschleunigen und Bewerbenden ein überzeugendes Erlebnis bieten. flair AI hilft dir dabei, die relevantesten Bewerber:innen automatisch zu erkennen und gezielt zu priorisieren. Erstelle im Handumdrehen übersichtliche, personalisierte Jobangebote und Arbeitsverträge mit unserem Dokumentengenerator. Verbesserte Performance Als native Salesforce-App nutzt flair leistungsstarke Enterprise-Technologie. So profitieren Nutzer:innen von einem schnellen, zuverlässigen und sicheren HR-System. Gewährleiste reibungslose HR-Abläufe mit einer Systemverfügbarkeit von 99,9 %. Steigere deine Effizienz durch schnelle Ladezeiten und automatisierte Abläufe. Nutze die leistungsstarken Sicherheitsmechanismen von Salesforce, darunter erweiterte Verschlüsselung, automatische Bedrohungserkennung und rollenbasierte Zugriffssteuerung. flair ist die anpassungsfähigere und skalierbare Lösung Zentrales HR-Management All-in-one-Lösung für HR und Recruiting Alles-in-einem-Lösung für HR und Recruiting Lässt sich einfach an spezifische lokale Anforderungen anpassen Nur begrenzt an lokale Anforderungen anpassbar KI-gestütztes Recruiting KI-gestütztes Kandidaten-Scoring, Screening und Generator für Stellenbeschreibungen KI-Vorauswahl von Bewerbenden (KI Talent-Screening Agent) Integrierte Schichtplanung mit intuitiver Bedienung Nur über Drittanbieter-Integrationen verfügbar Lohnabrechnung und DATEV: Personio und flair Angaben zu Personio laut personio.de und den Hilfeartikeln von Personio, Stand Oktober 2026. Personio Payroll Laut Personio eine ITSG-zertifizierte Lösung für HR und Lohnbuchhaltung, ab 5 € pro Mitarbeitendem und Monat und nur zusammen mit einem HR-Abo erhältlich. Personio Payroll: ausgenommene Branchen Personio Payroll wird laut Personio derzeit nicht für landwirtschaftliche Betriebe, den öffentlichen Dienst, das Baugewerbe und die Seefahrt angeboten. Personio und DATEV Personio bietet eine Integration für DATEV LODAS sowie DATEV Lohn und Gehalt, nicht für beide gleichzeitig; übertragen werden u. a. Stammdaten, Abwesenheiten und Vergütungen. flair: Lohnabrechnung mit DATEV flair bündelt die Daten für Abrechnungsläufe, erstellt Abrechnungsdokumente, stellt Gehaltsabrechnungen im Employee Hub bereit und verbindet sich mit DATEV. flair: DATEV schnell verbunden Für die DATEV-Anbindung von flair brauchen Sie Berater- und Mandantennummer sowie Ihre DATEV-Zugangsdaten; Mitarbeiterdaten senden Sie mit einem Klick. flair: Payroll-Territorien Für Gruppen mit mehreren Gesellschaften und Ländern richten Sie in flair Payroll-Territorien mit eigener Währung ein. Wie Kund:innen mit flair erfolgreich sind Vielseitige Zeiterfassungssoftware Time-Tracking Software Machen Sie jede Arbeitsstunde wertvoll. Gehaltsabrechnung einfach und übersichtlich organisiert Damit Gehaltszahlungen jedes Mal reibungslos laufen Flexible Software für Leistungsbeurteilungen Evaluieren Sie Ihre Top-Talente Frequently Asked Questions Häufig gestellte Fragen Personio ist eine HCM-Lösung (Human Capital Management) mit integrierten Recruiting-Funktionen. Die Software wird typischerweise genutzt, um HR-Management- und Recruiting-Prozesse entlang des gesamten Employee Lifecycles zu digitalisieren. ``` ``` Im Preismodell bietet Personio verschiedene Pakete für Core HR sowie zusätzliche Apps mit Funktionen wie Recruiting-Software, Stellenanzeigen-Bundles und Performance-Management-Features, darunter Mitarbeitendenbeurteilungen. Was die Pakete laut Personio kosten, haben wir in unserem [Überblick zu den Personio Kosten](/de/compare/personio-kosten) zusammengefasst. Die wichtigsten Unterschiede zwischen Personio und flair Personio und flair sind beides cloudbasierte Softwarelösungen für HR-Teams. Sowohl flair als auch Personio bieten den vollen Umfang an Core-HR-Funktionen, darunter Recruiting, Bewerbermanagement, Onboarding, Zeiterfassung, Dokumentenmanagement und Payroll-Management. Als SaaS-Lösungen (Software as a Service) können sowohl flair als auch Personio von überall mit einer Internetverbindung genutzt werden. ``` ``` Sowohl flair als auch Personio können als HRIS (Human Resources Information System) zur Speicherung und Verwaltung von Mitarbeiterdaten eingesetzt werden. Beide Lösungen verfügen außerdem über ein integriertes Applicant Tracking System (ATS), das für die Talentgewinnung besonders wichtig ist. Während beide Plattformen die Erstellung von Self-Service-Karriereseiten ermöglichen, erleichtert der Drag-and-Drop-Karriereportal-Builder von flair die Umsetzung des eigenen Corporate Designs, um Top-Talente gezielt anzusprechen. ``` ``` Ein wesentlicher Unterschied zwischen flair und Personio sowie anderen Alternativen wie BambooHR, Factorial und HiBob besteht darin, dass flair nativ auf Salesforce aufgebaut ist. Dadurch profitieren Unternehmen mit flair von den umfangreichen Sicherheitsstandards von Salesforce. Organisationen, die bereits Salesforce nutzen, können zudem ihre HR-Prozesse direkt mit dem CRM verbinden und bestehende Daten, Prozesse und Workflows weiterverwenden. ``` ``` Aber auch Unternehmen ohne bestehende Salesforce-Umgebung können flair problemlos nutzen und von den Vorteilen der Salesforce-Plattform profitieren. Für die Nutzung der Apps wird eine passende Salesforce-Instanz bereitgestellt. ``` ``` Darüber hinaus ist flair stärker anpassbar als Personio. Prozesse wie Workforce Management oder Abwesenheitsrichtlinien lassen sich flexibel an individuelle Arbeitsweisen sowie lokale Standards und gesetzliche Anforderungen anpassen. Dadurch eignet sich flair besonders für Unternehmen, die international tätig sind oder mehrere Standorte verwalten. Was bietet flair, das Personio nicht bietet? Im Vergleich zu Personio bietet flair zusätzliche Funktionen wie eine integrierte Schichtplanung und Skills Management. Zudem stärkt flair die Employee Experience mit Features wie Cheers zur Mitarbeiteranerkennung sowie integrierten Kollaborationstools, darunter Kommentare und Video-Integrationen. ``` ``` Darüber hinaus unterstützt flair HR-Teams mit KI-gestützten Funktionen wie Kandidaten-Scoring, um Recruiting- und HR-Prozesse effizienter und zielgerichteter zu gestalten. Warum sollte ich mich für flair statt für Personio entscheiden? flair ist die ideale Wahl für Unternehmen, die mehr Flexibilität als Lösungen wie Personio suchen – jedoch ohne die hohen Kosten und die Komplexität von HR-Management-Software wie Workday HCM oder SAP SuccessFactors. ``` ``` Als zertifizierter Salesforce-Partner bietet flair Enterprise-Level-Performance und Sicherheit sowie Integrationen mit Hunderten von Salesforce- und Non-Salesforce-Tools. Unternehmen profitieren von der Leistungsfähigkeit der weltweit führenden CRM-Plattform im Backend – kombiniert mit einer benutzerfreundlichen Self-Service-Erfahrung im Frontend. ``` ``` Unsere HR-Lösung enthält bereits standardmäßig einsatzbereite Vorlagen, Reports und Dashboards, die sich bei Bedarf einfach individuell anpassen oder erweitern lassen. Darüber hinaus können sämtliche Prozesse flexibel an lokale Arbeitsgesetze, Vorschriften und Standards angepasst werden. ``` ``` Unser Customer-Success-Team steht jederzeit bereit, um schnell auf Fragen und Anliegen zu reagieren. Auf Bewertungsplattformen wie G2 erzielt flair zudem bessere Bewertungen als Personio im Bereich Supportqualität. ``` ``` Auch bei der Benutzerfreundlichkeit bewerten Nutzer:innen auf G2 flair höher als Personio. Welche Lösung passt besser zu welchem Unternehmen – flair oder Personio? Personio beschreibt sich selbst als HR-Software für „Unternehmen mit 10 bis 10.000 Mitarbeitenden“. Zu den Kund:innen zählen Unternehmen aus unterschiedlichsten Branchen, darunter Einzelhandel, Software und Fertigung. Viele Funktionen von Personio sind speziell auf Unternehmen in Europa ausgerichtet. ``` ``` Auch flair eignet sich für eine Vielzahl von Unternehmen – von kleinen Unternehmen bis hin zu größeren Organisationen, typischerweise mit 200 bis 5.000 Mitarbeitenden. Zu unseren Kund:innen zählen Beratungsunternehmen, Gesundheitsorganisationen, Tech-Unternehmen, NGOs und viele weitere Branchen in unterschiedlichen Ländern. Unsere Salesforce-native Lösung lässt sich flexibel an die Anforderungen von Organisationen in Europa, Nord- und Südamerika, Afrika sowie Australien anpassen. ``` ``` flair ist besonders gut für Unternehmen geeignet, die international tätig sind oder in mehreren Ländern wachsen möchten. Auch wenn keine bestehende Salesforce-Umgebung erforderlich ist, eignet sich die Lösung besonders für Unternehmen, die ihre HR-Daten direkt auf die CRM-Plattform von Salesforce verlagern möchten. Lässt sich Personio mit DATEV verbinden? Ja. Laut Personio ist die DATEV-Integration für DATEV LODAS sowie DATEV Lohn und Gehalt verfügbar, allerdings nicht für beide Programme gleichzeitig. Übertragen werden unter anderem Stammdaten, Abwesenheiten, Fixgehälter, Stundenlöhne und Vergütungen. Auch flair verbindet sich mit DATEV: Sie geben Berater- und Mandantennummer sowie Ihre DATEV-Zugangsdaten ein und senden Mitarbeiterdaten mit einem Klick an DATEV. Mehr dazu auf der Seite [DATEV-Integration](/de/integrations/datev). Wie unterscheiden sich Personio und flair bei der Lohnabrechnung? Personio Payroll ist laut Personio eine ITSG-zertifizierte Lösung, die HR und Lohnbuchhaltung vereint. Sie kostet laut Preisseite ab 5 € pro Mitarbeitendem und Monat, ist nur zusammen mit einem HR-Abo erhältlich und wird derzeit nicht für landwirtschaftliche Betriebe, den öffentlichen Dienst, das Baugewerbe und die Seefahrt angeboten. flair bündelt die Daten für Abrechnungsläufe, erstellt Abrechnungsdokumente, stellt Gehaltsabrechnungen im Employee Hub bereit und verbindet sich für deutsche Payroll-Territorien mit DATEV. Mehr dazu auf der Seite [Payroll](/de/payroll). Wie begleitet flair Unternehmen beim Wechsel von Personio? Das Customer-Success-Team von flair unterstützt Unternehmen dabei, ihre HR-Daten von Personio zu flair zu migrieren und so einen reibungslosen Übergang zwischen den beiden Lösungen sicherzustellen. ``` ``` Zu Beginn erfolgt eine Erstberatung, um gemeinsam festzulegen, welche Funktionen und Module von flair benötigt werden und wie die aktuelle HR-Lösung genutzt wird. Während des Onboardings unterstützt das Team anschließend bei der Strukturierung und dem Import der Daten in Salesforce und flair. ``` ``` Darüber hinaus konfiguriert das Team flair individuell nach den Anforderungen des Unternehmens und stellt Schulungen sowie Dokumentationen bereit, um einen erfolgreichen und unkomplizierten Start zu ermöglichen. Vergleiche flair mit anderen HR-Lösungen. Personio Alternativen Sechs Alternativen zu Personio mit Preismodell, Hosting, DATEV und Größenfokus im Vergleich. Personio Alternativen Personio Zeiterfassung vs. flair Was die Zeiterfassung von Personio laut Personio abdeckt und wie flair Arbeitszeiten erfasst. Personio Zeiterfassung vs. flair flair vs Sage People Entdecke, warum flair die am besten bewertete HR-Lösung auf dem Salesforce AppExchange ist. flair vs Sage People flair vs Workday Vergleiche das komplexe System von Workday mit der benutzerfreundlichen HR-Plattform von flair. flair vs Workday flair vs Excel Versinkst du im Spreadsheet-Chaos? Modernisiere dein HR und Recruiting mit flair. flair vs Excel --- ## HR-Software-Vergleich 2026: Kriterien & Anbieter | flair URL: https://flair.hr/de/compare/hr-software-vergleich > HR-Software vergleichen: die wichtigsten Kriterien für Mittelstand und Gruppen, plus ein Überblick über flair, Personio, rexx systems und SAP SuccessFactors. HR-Software richtig vergleichen Die Kriterien, auf die es bei der Auswahl einer HR-Software für Mittelstand und Unternehmensgruppen ankommt, und ein neutraler Überblick über gängige Anbieter, flair eingeschlossen. Demo buchen Darauf kommt es an Module und Funktionsumfang Welche Prozesse soll die Software abdecken: Personalverwaltung, Zeiterfassung, Abwesenheiten, Recruiting, Performance, Payroll? Lohnabrechnung und Integrationen Lässt sich die Software an Ihre Lohnabrechnung (z. B. DATEV) und die Tools anbinden, die Ihr Team bereits nutzt? Mehrere Gesellschaften und Länder Können Sie mehrere Gesellschaften, Standorte und Länder mit getrennten Zugriffsrechten verwalten? Berechtigungen und Datenschutz Wie fein lassen sich Zugriffsrechte steuern, und wo und wie werden HR-Daten gespeichert und geschützt? Preismodell und Vertragslaufzeit Pro Mitarbeitendem oder pro Modul? Mindestlaufzeit, Einrichtungsgebühren und kostenpflichtige Add-ons gehören in jeden Vergleich. Einführung und Support Wer überträgt Ihre Daten, wie lange dauert die Einführung, und wer betreut Sie danach? HR-Software-Anbieter im Überblick Basierend auf den Websites der Anbieter, Stand Oktober 2026. Nach flair in alphabetischer Reihenfolge. HR- und Recruiting-Plattform, nativ auf Salesforce entwickelt, für mittelständische und große Unternehmen, auch für Gruppen mit mehreren Gesellschaften und Ländern. HR-Software, die Personio als geeignet für Unternehmen mit 10 bis 10.000 Mitarbeitenden beschreibt. HR-Pläne ab 7,60 € pro Mitarbeitendem und Monat (ab 50 Mitarbeitenden); Apps kommen hinzu. rexx systems HR- und Recruiting-Software mit laut rexx über 3.000 Kunden in über 30 Ländern. Als Cloud-Service oder On-Premises, mit Anbindungen an DATEV, ADP / Paisy und SAP HR. SAP SuccessFactors Portfolio von HCM-Anwendungen für Core HR und Payroll, Talentmanagement und Learning. Public-Cloud-SaaS, von SAP gehostet, mit SAP S/4HANA integrierbar. ## HR-Software-Anbieter im Vergleich (Stand: Oktober 2026) **Kurz gesagt:** Für Mittelstand und Unternehmensgruppen werden 2026 häufig flair, Factorial, HiBob, HR WORKS, Personio, rexx systems und SAP SuccessFactors verglichen. Die Tabelle zeigt pro Anbieter Preismodell, Hosting, Anbindung an Lohnabrechnung und DATEV sowie die Unternehmensgröße, auf die der Anbieter sich laut eigener Website ausrichtet, jeweils mit Quelle. | Anbieter | Preismodell | Hosting | Lohnabrechnung / DATEV | Größenfokus (laut Anbieter) | Quellen | |---|---|---|---|---|---| | **flair** | Ab 2,50 € pro Mitarbeitendem und Monat; Module nach Bedarf | Nativ auf Salesforce: HR-Daten liegen in Ihrer Salesforce-Org (ohne Salesforce richtet flair eine Instanz ein) | Bereitet die Abrechnungsdaten je Lauf vor und übergibt sie an das Lohnbüro; Import in DATEV LODAS oder ASCII-Datei für DATEV Lohn und Gehalt | Mittelständische und große Unternehmen, auch Gruppen mit mehreren Gesellschaften | flair.hr/de/pricing, flair.hr/de/hr-software-mittelstand, flair.hr/de/integrations/datev | | **Factorial** | Ab 8 € pro Monat und User | In der EU (laut Datenschutzerklärung) | Vorbereitende Lohnabrechnung; DATEV-Integration, DATEV-Marktplatz-Partner | Keine Größenangabe; laut Factorial über 17.000 Unternehmen als Kunden | factorialhr.de/preise, factorialhr.de/gehaltsabrechnung, factorialhr.de/datenschutz, factorialhr.de | | **HiBob** | Individuelles Angebot, vor allem nach Mitarbeiterzahl, Modulen und Services | AWS, Irland (Hauptstandort) und Deutschland (Backup) | Native Payroll für USA und UK; für Deutschland Integration mit DATEV LODAS | Stufen Growth (unter 200), Scale (200–1.000) und Enterprise (über 1.000 Mitarbeitende) | hibob.com/faq, hibob.com/privacy/security, hibob.com/integrations/datev-lodas | | **HR WORKS** | Pro Nutzer und Monat, mindestens 20 Nutzer; ohne Mindestlaufzeit; Angebot auf Anfrage | AWS-Cloud | Schnittstellen zu DATEV und ADDISON; DATEV-Partner | „Die HR-Software für den Mittelstand“ | hrworks.de/preise, hrworks.de | | **Personio** | HR ab 7,60 € pro Mitarbeitendem/Monat (ab 50 MA), Payroll ab 5 €; 12 Monate Mindestlaufzeit, einmalige Einrichtungsgebühr | k. A. | Eigene Payroll (nur mit HR-Abo); DATEV-Integration für LODAS oder Lohn und Gehalt | 10 bis 10.000 Mitarbeitende | personio.de/plaene, personio.de/funktionen/datev | | **rexx systems** | Individuelles Angebot nach Unternehmensgröße, Modulen und Funktionen; Einmal- bzw. Einrichtungskosten | rexx-eigene Cloud mit Servern in Deutschland und der Schweiz oder On-Premises | Standard-Schnittstellen zu DATEV, ADP / Paisy und SAP; offene API | 100 bis 50.000 Mitarbeitende | rexx-systems.com/preise, rexx-systems.com/en | | **SAP SuccessFactors** | HCM-Base-Paket pro Anwender (ab 1 Anwender); Premium-Paket ab 500 Anwendern | Public-Cloud-SaaS, von SAP gehostet | Personalabrechnung im eigenen Portfolio; integrierbar mit SAP S/4HANA | SAP GROW for HCM für mittelständische und wachsende Unternehmen | sap.com/germany/products/hcm.html | Alle Angaben laut Websites der Anbieter, geprüft am 13. Oktober 2026. k. A. = auf den geprüften Seiten des Anbieters keine Angabe gefunden. Preise und Pakete können sich ändern; maßgeblich ist das Angebot des jeweiligen Anbieters. Mehr dazu unter Personio Alternativen und HR-Software für den Mittelstand. Häufig gestellte Fragen Welche HR-Software ist die beste? Die eine beste HR-Software gibt es nicht. Die richtige Wahl hängt von Ihrer Unternehmensgröße ab, von den Prozessen, die Sie abdecken möchten, von Ihrer Lohnabrechnung, davon, ob Sie mehrere Gesellschaften führen, und davon, mit welchen Systemen die Software zusammenarbeiten muss. Vergleichen Sie Anbieter anhand Ihrer eigenen Anforderungen und lassen Sie sich Ihre konkreten Anwendungsfälle in einer Demo zeigen. Was kostet HR-Software? Die meisten Anbieter rechnen pro Mitarbeitendem und Monat ab, oft aufgeteilt in Module oder zusätzliche Apps. Personio etwa veröffentlicht Einstiegspreise auf seiner Website. Fragen Sie außerdem nach Mindestlaufzeit, einmaligen Einrichtungsgebühren und kostenpflichtigen Add-ons. flair kostet ab 2,50 € pro Mitarbeitendem und Monat; Ihr Paket stellen Sie aus Modulen und optionalen Add-ons zusammen. Preismodelle, öffentliche Einstiegspreise und ein Rechenbeispiel finden Sie in unserem Ratgeber HR-Software Kosten 2026. Was unterscheidet flair von anderen HR-Softwares? flair ist nativ auf Salesforce entwickelt. HR-Daten werden auf Salesforce gespeichert, durch Salesforce-Sicherheit geschützt und lassen sich für Reports mit anderen Daten in Ihrer Salesforce-Org kombinieren. Auch Unternehmen ohne Salesforce können flair nutzen: Wir richten eine Salesforce-Instanz ein, über die sie auf flair zugreifen. Wie funktioniert der Wechsel der HR-Software zu flair? Wir starten mit einem Erstgespräch, um Ihre Anforderungen an den Datenimport zu verstehen. Anschließend übertragen unsere Experten Ihre Mitarbeiterdaten sicher, prüfen sie auf Richtigkeit und Vollständigkeit und integrieren sie in flair. Unser Team unterstützt Sie außerdem bei der Einrichtung und begleitet Sie laufend. flair im Detail vergleichen flair vs Personio Warum Ihnen der Wechsel zu flair Zugang zu einer flexibleren und besser anpassbaren HR-Lösung bietet. flair vs Personio flair vs. rexx systems Vergleichen Sie rexx systems mit der Salesforce-nativen HR- und Recruiting-Plattform von flair. flair vs. rexx systems Personio Kosten im Überblick Was Personio laut eigener Preisseite kostet und wie die Preisgestaltung bei flair funktioniert. Personio Kosten im Überblick Personio Alternativen Sechs Alternativen zu Personio mit Preismodell, Hosting, DATEV und Größenfokus im Vergleich. Personio Alternativen flair vs SAP SuccessFactors Vergleichen Sie SAP SuccessFactors mit der Salesforce-nativen HR- und Recruiting-Plattform von flair. flair vs SAP SuccessFactors flair vs Workday Vergleichen Sie Workday HCM mit der Salesforce-nativen HR-Plattform von flair. flair vs Workday --- ## SAP SuccessFactors Alternative auf Salesforce | flair URL: https://flair.hr/de/compare/sap-successfactors > SAP SuccessFactors vs. flair: So bildet die Salesforce-native HR-Plattform flair Module, mehrere Gesellschaften und Berechtigungen ab. SAP SuccessFactors vs. flair Enterprise-HR, nativ auf Salesforce flair ist eine HR- und Recruiting-Plattform, die nativ auf Salesforce entwickelt ist. Für Unternehmen, die HR-Daten, Prozesse und Reports in derselben Salesforce-Org wie den Rest des Unternehmens führen möchten. Demo buchen HR im eigenen Tempo einführen Starten Sie mit den Modulen, die Sie brauchen, und erweitern Sie flair, wenn Sie wachsen. Anpassung und Administration erfolgen in Salesforce – mit Werkzeugen, die Ihr Team womöglich schon kennt. Implementierung & Anpassbarkeit Wählen Sie die Funktionen und Add-ons, die Sie benötigen, und implementieren Sie flair schrittweise entsprechend Ihren Prioritäten Profitieren Sie von der Unterstützung unserer Salesforce-erfahrenen Onboarding-Spezialisten und Partner Passen Sie HR- und Recruiting-Prozesse in Salesforce an die Anforderungen Ihres Unternehmens an Ein Employee Hub, den Mitarbeitende gerne nutzen Die moderne Benutzeroberfläche von flair ist für Führungskräfte, HR-Teams und Mitarbeitende gemacht – am Desktop und in der mobilen App. Benutzerfreundliche Lösung Personalisieren Sie den Self-Service Employee Hub, sodass nur die Funktionen angezeigt werden, die Sie benötigen Integrieren Sie flair mit Salesforce sowie mit Nicht-Salesforce-Tools und -Apps, die Ihrem Team vertraut sind Nutzen Sie Reports und Dashboards und eine mobile App für Mitarbeitende und Führungskräfte Mehrere Gesellschaften, eine Salesforce-Org flair führt alle Gesellschaften Ihrer Gruppe in einer flair-Salesforce-Org – mit Zugriffsrechten, Payroll-Territorien und Employee Hubs je Gesellschaft. Ordnen Sie Mitarbeitende, Stellen und Bewerbungen Gesellschaften zu und schränken Sie die Sichtbarkeit je Gesellschaft ein Richten Sie Payroll-Territorien je Land oder Region mit eigener Währung ein Betreiben Sie für jede Marke oder Gesellschaft einen eigenen Employee Hub mit eigener Domain und eigenem Logo HR und CRM auf **einer Plattform** Nativ auf der Salesforce-Plattform entwickelt Nicht auf der Salesforce-Plattform entwickelt HR- und CRM-Daten HR-Daten in derselben Salesforce-Org wie Ihr CRM HR-Daten in einem von Ihrem Salesforce-CRM getrennten System Salesforce-Berechtigungssätze, Profile und Visibility Scopes Keine Salesforce-Berechtigungssätze oder -Profile ## SAP SuccessFactors Alternative für den Mittelstand (Stand: Oktober 2026) **Kurz gesagt:** SAP richtet sich mit SAP GROW for HCM ausdrücklich an mittelständische und wachsende Unternehmen. flair ist eine Alternative für Mittelständler, die HR und Recruiting nicht in der SAP-Landschaft, sondern nativ auf Salesforce betreiben möchten, etwa weil Vertrieb und Service dort bereits arbeiten. | Kriterium | SAP SuccessFactors (laut SAP) | flair | |---|---|---| | Angebot für den Mittelstand | SAP GROW for HCM, laut SAP für mittelständische und wachsende Unternehmen mit schlanken HR-Teams | Für mittelständische und große Unternehmen, auch Gruppen mit mehreren Gesellschaften | | Plattform und Hosting | Public-Cloud-SaaS, von SAP gehostet; unabhängig von einem bestehenden SAP-System, integrierbar mit SAP S/4HANA | Nativ auf Salesforce; HR-Daten in Ihrer Salesforce-Org; ohne Salesforce richtet flair eine Instanz ein | | Lizenzmodell | HCM-Base-Paket pro Anwender, Mindestbestellmenge 1 Anwender; Premium-Paket ab 500 Anwendern | Ab 2,50 € pro Mitarbeitendem und Monat; Module nach Bedarf | | Lohnabrechnung | Personalabrechnung ist Teil des Portfolios | Bereitet die Abrechnungsdaten je Lauf vor; Import in DATEV LODAS oder ASCII-Datei für DATEV Lohn und Gehalt | | Recruiting | SmartRecruiters für SAP SuccessFactors, laut SAP KI-gestütztes Recruiting- und Bewerbermanagementsystem | flair Recruiting auf derselben Datenbasis wie flair HR und der Employee Hub | Quellen: sap.com/germany/products/hcm.html; flair laut HR-Software für den Mittelstand, DATEV-Integration und Preise. Geprüft am 13. Oktober 2026. Weitere Anbieter finden Sie im HR-Software-Vergleich. HR-Software für Unternehmensgruppen HR für Unternehmensgruppen HR für mehrere Gesellschaften, Standorte und Länder in einer Salesforce-Org. Software zur Bestandsverwaltung Personalplanung einfacher gestalten Gehaltsabrechnung einfach und übersichtlich organisiert Damit Gehaltszahlungen jedes Mal reibungslos laufen Häufig gestellte Fragen Was sind die wichtigsten Unterschiede zwischen SAP SuccessFactors und flair? SAP beschreibt SAP SuccessFactors als Portfolio von HCM-Anwendungen für Core HR und Payroll, Talentmanagement und Learning. Es ist eine Public-Cloud-SaaS-Lösung, die von SAP gehostet wird und sich mit SAP S/4HANA und anderen Unternehmenslösungen integrieren lässt. flair ist eine HR- und Recruiting-Plattform für den gesamten Mitarbeiterlebenszyklus – von Recruiting und Onboarding über Zeiterfassung, Abwesenheiten und Performance bis zur Vorbereitung der Lohnabrechnung, mit einem Self-Service Employee Hub für Mitarbeitende. Der wichtigste Unterschied ist die Plattform: flair ist nativ auf Salesforce entwickelt. HR-Daten in flair werden auf Salesforce gespeichert, durch Salesforce-Sicherheit geschützt und lassen sich für Reports mit anderen Daten in Ihrer Salesforce-Org kombinieren. Für welche Unternehmen eignet sich flair? flair ist für mittelständische und große Unternehmen gemacht, auch für Gruppen mit mehreren Gesellschaften, Standorten und Ländern. Ideal ist flair für Unternehmen, die Salesforce bereits nutzen. Unternehmen ohne Salesforce können flair trotzdem ohne Einschränkungen im Funktionsumfang nutzen: Wir richten eine Salesforce-Instanz ein, über die sie auf flair zugreifen. Unterstützt flair Unternehmen mit mehreren Gesellschaften und Ländern? Ja. Jede Gesellschaft Ihrer Gruppe ist in flair eine Entität. Sie können die Sichtbarkeit je Gesellschaft einschränken, für jede Marke oder Gesellschaft einen eigenen Employee Hub betreiben und Payroll-Territorien je Land oder Region mit eigener Währung einrichten. Wie unterstützt flair die Lohnabrechnung? flair bündelt die Mitarbeiterdaten für Abrechnungsläufe, erstellt Abrechnungsdokumente und stellt Gehaltsabrechnungen im Employee Hub bereit. Payroll-Territorien gruppieren Mitarbeitende nach Land oder Region, und flair verbindet sich mit Payroll- und Buchhaltungsanwendungen, zum Beispiel DATEV für deutsche Payroll-Territorien. Wie unterstützt das Customer-Success-Team von flair beim Wechsel? Wir starten mit einem Erstgespräch, um Ihre Anforderungen an den Datenimport zu verstehen. Anschließend übertragen unsere Experten Ihre Mitarbeiterdaten sicher, prüfen sie auf Richtigkeit und Vollständigkeit und integrieren sie in flair. Unser Team unterstützt Sie außerdem bei der Einrichtung nach Ihren Vorstellungen und begleitet Sie laufend, damit sich Ihr Team schnell auf der neuen Plattform zurechtfindet. Welche Alternative zu SAP SuccessFactors eignet sich für den Mittelstand? Das hängt davon ab, wo Ihre übrigen Prozesse laufen. SAP bietet mit SAP GROW for HCM selbst ein Paket für mittelständische und wachsende Unternehmen an. Wer Vertrieb und Service bereits auf Salesforce betreibt, kann mit flair HR und Recruiting in derselben Salesforce-Org abbilden; die Lohnabrechnung bereitet flair vor und übergibt sie an DATEV. Einen Überblick über weitere Anbieter finden Sie im HR-Software-Vergleich. Vergleichen Sie flair mit anderen HR-Lösungen flair vs Workday Vergleichen Sie Workday HCM mit der Salesforce-nativen HR-Plattform von flair. flair vs Workday flair vs Personio Warum Ihnen der Wechsel zu flair Zugang zu einer flexibleren und besser anpassbaren HR-Lösung bietet. flair vs Personio flair vs Sage People flair ist die führende HR-Lösung auf dem Salesforce AppExchange. Finden Sie heraus, warum. flair vs Sage People --- ## HR Software Mittelstand: All-in-One auf Salesforce | flair URL: https://flair.hr/de/hr-software-mittelstand > HR Software Mittelstand: Recruiting, Zeiterfassung, Abwesenheiten und DATEV-Export für mittelständische Unternehmen und Gruppen – nativ auf Salesforce. Für Mittelstand und Unternehmensgruppen HR Software Mittelstand: eine Plattform für wachsende Unternehmen Recruiting, Personalverwaltung, Zeiterfassung, Abwesenheiten, Payroll-Vorbereitung und Entwicklung in einer Plattform. flair läuft nativ auf Salesforce – Ihre Mitarbeitenden nutzen einfach den Employee Hub, die mobile App oder Slack. Demo buchen Alles, was HR braucht, in einer Plattform Ersetzen Sie einzelne HR-Tools durch eine Datenbasis, die mit Ihrem Unternehmen wächst. Alle HR-Prozesse an einem Ort flair HR, flair Recruiting und der Employee Hub teilen eine Datenbasis – von der ersten Bewerbung bis zur letzten Gehaltsabrechnung. Gemacht für deutsche Anforderungen Payroll-Daten gehen direkt an DATEV LODAS, eAUs werden bei der Krankenkasse abgerufen und Feiertage je Bundesland importiert. Wächst mit Ihrer Struktur Neue Standorte und Gesellschaften anlegen, Freigaben nach Gesellschaft oder Abteilung steuern und je Gesellschaft einen eigenen Employee Hub betreiben. Self-Service für alle Mitarbeitenden Mitarbeitende beantragen Urlaub, erfassen Zeiten, genehmigen Anträge und finden ihre Dokumente im Hub, in der App oder in Slack. ## HR-Software für 50 bis 500 Mitarbeitende: Auswahlkriterien **Kurz gesagt:** Mit Mittelstand meinen wir auf dieser Seite Unternehmen mit rund 50 bis 500 Mitarbeitenden. Das orientiert sich an der KMU-Abgrenzung des IfM Bonn (bis 499 Beschäftigte und weniger als 50 Mio. € Jahresumsatz). Die EU zählt Unternehmen mit weniger als 250 Beschäftigten zu den KMU (Empfehlung 2003/361/EG). In dieser Spanne braucht HR-Software vor allem eine saubere Personalakte, rechtssichere Zeiterfassung, Self-Service, eine Schnittstelle zur Lohnabrechnung und Berechtigungen, die mit Standorten und Gesellschaften mitwachsen. ### Was in welcher Größe wichtig wird | Größe | Typische Schwerpunkte | Fragen an den Anbieter | |---|---|---| | 50 bis 150 Mitarbeitende | Personalakte, Abwesenheiten, Zeiterfassung, Export an die Lohnabrechnung | Wie schnell ist die Einführung? Wer überträgt die Daten? | | 150 bis 300 Mitarbeitende | Mehrstufige Freigaben, Recruiting, Onboarding, Mitarbeitergespräche, Reporting | Lassen sich Workflows ohne Programmierung anpassen? | | 300 bis 500 Mitarbeitende | Mehrere Standorte oder Gesellschaften, fein abgestufte Berechtigungen, Integrationen mit CRM oder ERP | Wie werden Gesellschaften getrennt? Welche Schnittstellen gibt es? | ### Auswahlkriterien und wie flair sie abdeckt (Stand: Oktober 2026) | Kriterium | Worauf Sie achten sollten | flair | |---|---|---| | Personalverwaltung | Digitale Personalakte, Dokumente, Workflows für On- und Offboarding | Personalakten, Dokumentenmanagement und Workflow-Management | | Zeiterfassung | Erfassung per App, Browser oder Terminal; Regeln für Pausen und Überstunden. Arbeitgeber müssen Arbeitszeiten erfassen (BAG, Beschluss vom 13.09.2022, 1 ABR 22/21, zu § 3 Abs. 2 Nr. 1 ArbSchG). | Zeiterfassung per App, Terminal, RFID oder Fingerabdruck | | Abwesenheiten und Self-Service | Urlaubs- und Krankmeldungen ohne E-Mail-Pingpong; Freigaben dort, wo Führungskräfte arbeiten | Employee Hub, mobile App und Slack; Freigaben auch per E-Mail | | Lohnabrechnung | Welche Daten gehen wie an Lohnbüro oder Steuerberatung, etwa über DATEV LODAS oder Lohn und Gehalt? | Bereitet die Abrechnungsdaten je Lauf vor; Import in DATEV LODAS oder ASCII-Datei für DATEV Lohn und Gehalt | | Standorte und Gesellschaften | Getrennte Zugriffsrechte und Auswertungen je Standort oder Gesellschaft | Freigaben nach Gesellschaft, Abteilung oder Standort; eigener Employee Hub je Gesellschaft oder Marke | | Berechtigungen und Datenschutz | Wer sieht welche Daten? Lassen sich Rollen fein abstufen? Wo werden die Daten gespeichert? | Salesforce-Berechtigungssätze und Visibility Scopes; HR-Daten in Ihrer Salesforce-Org | | Betriebsrat | Bei technischen Einrichtungen, die Verhalten oder Leistung überwachen können, hat der Betriebsrat ein Mitbestimmungsrecht (§ 87 Abs. 1 Nr. 6 BetrVG). Lassen sich Auswertungen und Sichtbarkeiten passend zur Betriebsvereinbarung einschränken? | Sichtbarkeit über Berechtigungssätze und Visibility Scopes steuerbar | | Preis und Vertrag | Preis pro Mitarbeitendem oder pro Modul, Mindestlaufzeit, Einrichtungsgebühren | Ab 2,50 € pro Mitarbeitendem und Monat; Module nach Bedarf | Angaben zu flair laut dieser Seite, DATEV-Integration und Preise. Einen Überblick über weitere Anbieter finden Sie im HR-Software-Vergleich und unter Personio Alternativen. HR-Software für Unternehmensgruppen HR für Unternehmensgruppen HR für mehrere Gesellschaften, Standorte und Länder in einer Salesforce-Org. Personalverwaltung Software Mitarbeiterdaten, Dokumente, Workflows und Berechtigungen in einem Salesforce-nativen System. Eine Plattform Von der Bewerbung bis zur Gehaltsabrechnung flair deckt den gesamten Mitarbeiterlebenszyklus ab – mit zwei Salesforce-Apps, flair HR und flair Recruiting, und dem webbasierten Employee Hub. Alle drei arbeiten mit denselben Daten, nichts wird doppelt erfasst. - Recruiting sowie Onboarding- und Offboarding-Workflows - Zeiterfassung per App, Terminal, RFID oder Fingerabdruck - Abwesenheiten, Abrechnungsläufe, Mitarbeitergespräche, Ziele und Weiterbildung Abrechnung & lokale Regeln Bereit für deutsche Lohnabrechnung und Arbeitsrecht flair bereitet die Payroll-Daten je Abrechnungslauf vor und übergibt sie an Ihr Lohnbüro. Für deutsche Unternehmen importiert die DATEV-Integration die Abrechnungsdaten direkt in DATEV LODAS oder erstellt ASCII-Dateien für Lohn & Gehalt. - DATEV-Lohnabrechnungen landen in den Dokumenten der Mitarbeitenden - Elektronische Arbeitsunfähigkeitsbescheinigungen (eAU) direkt von der Krankenkasse - Feiertagskalender nach Land und Bundesland Employee Hub, App & Slack HR, das Ihre Mitarbeitenden wirklich nutzen Mitarbeitende brauchen kein Salesforce. Sie arbeiten im Employee Hub, in der mobilen App oder in Slack – und Freigaben erreichen Führungskräfte dort, wo sie gerade sind. - Profil, Dokumente, Abwesenheiten und Zeiterfassung im Hub - Freigaben im Hub, in Salesforce, Slack, der App und per E-Mail - Single Sign-on mit Google, Salesforce oder Microsoft Entra ID HR-Software für Unternehmensgruppen HR für Unternehmensgruppen HR für mehrere Gesellschaften, Standorte und Länder in einer Salesforce-Org. Gehaltsabrechnung einfach und übersichtlich organisiert Damit Gehaltszahlungen jedes Mal reibungslos laufen Mitarbeiter:innen Hub Vereinfachen Sie tägliche HR-Aufgaben mit dem Self-Service Employee Hub für Zeiterfassung, Abwesenheitsanträge, Dokumente, Mitarbeiterengagement und vieles mehr. Häufige Fragen zu HR-Software für den Mittelstand Was sollte eine HR-Software für den Mittelstand abdecken? Mittelständische Unternehmen wachsen meist gleichzeitig aus Excel-Listen und Einzellösungen heraus. Eine gute HR-Software vereint Personalverwaltung, Recruiting, Onboarding, Zeiterfassung, Abwesenheiten, Payroll-Vorbereitung und Entwicklung in einem System, ist an die Lohnabrechnung (etwa DATEV) angebunden und bietet Mitarbeitenden Self-Service. flair deckt all das in einer Plattform ab. Einen Überblick über alle Module und eine Checkliste für die Anbieterauswahl gibt unser Ratgeber zur HR-Software. Hat flair eine DATEV-Schnittstelle? Ja. flair importiert Abrechnungsdaten direkt in DATEV LODAS und erstellt ASCII-Dateien für DATEV Lohn & Gehalt. Mitarbeiter- und Abrechnungsdaten werden synchronisiert, DATEV-Lohnabrechnungen werden als Mitarbeiterdokumente in flair abgelegt. Was flair vorbereitet und was DATEV oder Ihre Steuerkanzlei abrechnet, erklärt unser Ratgeber HR-Software und Lohnabrechnung. Kann flair mehrere Standorte und Gesellschaften abbilden? Ja. Mitarbeitende werden Standorten und Gesellschaften zugeordnet, Freigaberichtlinien lassen sich nach Gesellschaft, Abteilung, Standort oder Position steuern, und mehrere Gesellschaften oder Marken können aus einer flair-Org jeweils einen eigenen Employee Hub mit eigener Domain, eigenem Logo und SSO betreiben. Müssen Mitarbeitende in Salesforce arbeiten? Mitarbeitende nutzen den webbasierten Employee Hub, die mobile App und Slack – dafür ist keine Salesforce-Erfahrung nötig. HR-Teams und Administratoren arbeiten in den flair-Apps in Salesforce. Brauchen wir Salesforce, um flair zu nutzen? flair ist nativ auf Salesforce entwickelt und eignet sich besonders für Unternehmen, die Salesforce bereits nutzen. Unternehmen ohne Salesforce können flair trotzdem ohne Einschränkungen im Funktionsumfang nutzen: Wir richten eine Salesforce-Instanz ein, über die sie auf flair zugreifen. Brauchen Mitarbeitende eine Salesforce-Lizenz? Nein. Mitarbeitende brauchen keine Salesforce-Lizenz. Sie nutzen den webbasierten Employee Hub, die mobile App und Slack. Nur HR-Teams und Administratoren, die in den flair-Apps in Salesforce arbeiten, benötigen eine Salesforce-Lizenz. --- ## flair im Vergleich ansehen URL: https://flair.hr/de/compare/overview > flair im Vergleich: Erfahren Sie, wie flexibles HR auf Salesforce Implementierungszeit und -kosten reduziert und HR- sowie Recruiting-Prozesse automatisiert. Flair vergleichen Mehr als nur HR – die Lösung mit dem Extra Wir heben uns vom Wettbewerb ab – mit flexiblem HR, das auf Salesforce basiert. Reduzieren Sie Implementierungszeit und -kosten und steigern Sie gleichzeitig die Effizienz am Arbeitsplatz. Demo buchen Leitfaden herunterladen Zuverlässige HR-Software für Unternehmen Als zertifizierter Partner von Salesforce erfüllen wir höchste Standards in den Bereichen Datenschutz, Sicherheit, Compliance und Performance. Mehr Power für Ihre HR-Prozesse flair ist die Antwort auf den wachsenden Wettbewerb um Talente, komplexe Unternehmensstrukturen und ineffiziente administrative Prozesse. Unsere Lösung optimiert, vereinfacht und automatisiert HR- und Recruiting-Prozesse. Keine HR von der Stange: flair passt sich flexibel an Ihre spezifischen Strukturen und Prozesse an. Als native Salesforce-Lösung bietet flair modernste Sicherheitsstandards zum Schutz Ihrer HR-Daten. Wächst mit Ihrem Unternehmen Wir unterstützen Ihr Wachstum: flair skaliert mit Ihnen, wenn Sie neue Standorte eröffnen und Ihre Mitarbeiterzahl erhöhen. Steigern Sie Ihre Effizienz auf ein neues Level – dank KI-gestützter Funktionen und automatisierter, wiederkehrender Prozesse. Einfache Einrichtung, niedrige Kosten und intelligentes Management Entdecken Sie eine HR-Lösung, die das Leben von Führungskräften und Mitarbeitenden erleichtert und zugleich schneller einsatzbereit ist sowie Kosten reduziert. Personalisieren Sie unseren Self-Service Employee Hub ganz einfach – und sehen Sie nur die Funktionen, die Sie brauchen. Verbinden Sie flair im Handumdrehen mit Salesforce und anderen Tools und Apps, die Ihr Team täglich nutzt. Nutzen Sie aussagekräftige Reports und Dashboards, eine intuitive UI und eine mobile App für Mitarbeitende und Führungskräfte. flair auf einen Blick vergleichen flair im Vergleich entdecken flair vs Personio Warum Sie mit dem Wechsel zu flair eine flexiblere und individuell anpassbare HR-Lösung erhalten. flair vs Personio Personio Kosten im Überblick Was Personio laut eigener Preisseite kostet und wie die Preisgestaltung bei flair funktioniert. Personio Kosten im Überblick Personio Zeiterfassung vs. flair Was die Zeiterfassung von Personio laut Personio abdeckt und wie flair Arbeitszeiten erfasst. Personio Zeiterfassung vs. flair Personio Alternativen Sechs Alternativen zu Personio mit Preismodell, Hosting, DATEV und Größenfokus im Vergleich. Personio Alternativen flair vs Workday Stellen Sie das komplexe System von Workday der benutzerfreundlichen HR-Plattform von flair gegenüber. flair vs Workday Workday Alternativen Worauf es bei einer Workday-Alternative ankommt, mit einem Überblick über gängige Anbieter. Workday Alternativen Workday Kosten im Überblick Wie Workday sein HCM-Abo laut eigenen Angaben bepreist und wie flair abrechnet. Workday Kosten im Überblick Workday vs. SAP SuccessFactors Wie sich Workday und SAP SuccessFactors bei Preismodell, Vertrag und Umfang unterscheiden, laut Angaben der Anbieter. Workday vs. SAP SuccessFactors Workday vs. ADP Wie sich Workday und ADP bei Preismodell, Vertrag und Umfang unterscheiden, laut Angaben der Anbieter. Workday vs. ADP Workday vs. UKG Wie sich Workday und UKG bei Preismodell, Vertrag und Umfang unterscheiden, laut Angaben der Anbieter. Workday vs. UKG Workday vs. Paylocity Wie sich Workday und Paylocity bei Preismodell, Vertrag und Umfang unterscheiden, laut Angaben der Anbieter. Workday vs. Paylocity Workday HCM erklärt Was Workday HCM umfasst, für wen es gebaut ist, und Alternativen für den Mittelstand. Workday HCM erklärt flair vs HiBob Vergleichen Sie HiBob mit der Salesforce-nativen HR- und Recruiting-Plattform von flair. flair vs HiBob HiBob Kosten im Überblick Was HiBob zur Preisgestaltung sagt, was die Gesamtkosten treibt und wie flair abrechnet. HiBob Kosten im Überblick HiBob Alternativen Worauf es bei einer HiBob-Alternative ankommt, und welcher Anbieter zu wem passt. HiBob Alternativen flair vs Factorial Vergleichen Sie Factorial mit der Salesforce-nativen HR- und Recruiting-Plattform von flair. flair vs Factorial Factorial Alternativen und Preise Was Factorial laut Preisseite kostet, mit einem Überblick über Alternativen. Factorial Alternativen und Preise flair vs. rexx systems Vergleichen Sie rexx systems mit der Salesforce-nativen HR- und Recruiting-Plattform von flair. flair vs. rexx systems BambooHR Alternativen Worauf es ankommt, wenn BambooHR nicht mehr passt, mit einem Überblick über gängige Anbieter. BambooHR Alternativen flair vs Kenjo Vergleichen Sie Kenjo mit der Salesforce-nativen HR- und Recruiting-Plattform von flair. flair vs Kenjo flair vs Sage HR Vergleichen Sie Sage HR mit der Salesforce-nativen HR- und Recruiting-Plattform von flair. Sage HR flair vs Sage HR flair vs SAP SuccessFactors Vergleichen Sie SAP SuccessFactors mit der Salesforce-nativen HR- und Recruiting-Plattform von flair. SAP SuccessFactors flair vs SAP SuccessFactors flair vs Sage People flair ist die Nr. 1 HR-Lösung auf dem Salesforce AppExchange – entdecken Sie, warum. Sage People flair vs Sage People flair vs Excel Zu viele Tabellen im Einsatz? Modernisieren Sie Ihr HR und Recruiting mit flair. flair vs Excel Worauf es beim Vergleich von HR-Software ankommt, mit einem Überblick über gängige Anbieter. Die Nr. 1 HR-App auf Salesforce Bringen Sie Ihr HR auf das nächste Level – mit der bestbewerteten HR-Lösung auf Salesforce. Als Partner unterstützen wir Sie dabei, Ihre Prozesse effizienter zu gestalten. Top-bewertet auf G2 „flair ermöglicht mir einen maßgeschneiderten und hochoptimierten Recruiting-Prozess. Außerdem schätze ich, wie schnell das Team innoviert, klare Dokumentation liefert und ständig neue Funktionen einführt.“ Harald Meyer, founder und CEO of Hutte Unser Success Team für Ihre Implementierung Gemeinsam mit unseren zertifizierten Success Architects – mit fundierter Branchen- und Salesforce-Expertise – setzen Sie Ihr Projekt effizient um. Unsere Implementierungen dauern im Schnitt 30–60 Tage und sind konsequent auf KPIs und Mehrwert ausgerichtet. Demo buchen Chris Claussen VP Professional Services Als VP Professional-Services unterstützt Chris Kunden dabei, ihre Personalabteilung zu optimieren, um die Produktivität und den Mehrwert zu steigern. Laura Futschik Implementation Manager Laura begleitet Kund:innen durch den gesamten Implementierungsprozess und sorgt für einen reibungslosen und effizienten Übergang zu flair. Lina Lobanova Growth & Success Manager Lina sorgt dafür, dass Kund:innen das Beste aus flair herausholen – von den ersten Schritten bis zur Erweiterung der Nutzung. Oleg Berkovich Implementation Architect Oleg konzipiert die technische Umsetzung jeder Implementierung, damit sich flair nahtlos in bestehende Systeme einfügt. Nhan Nguyenova Implementation Consultant Nhan unterstützt Kund:innen während der Implementierung, richtet flair passend zu ihren Prozessen ein und bereitet Teams auf den Go-live vor. Besnik Basha Implementation Manager Besnik begleitet Kund:innen durch ihr Implementierungsprojekt und behält jeden Schritt bis zum erfolgreichen Go-live im Blick. Smart Software für Top-Recruiting Recruitment Software Nutzen Sie KI für effizientes Recruiting Benutzerfreundliche Onboarding-Software für Mitarbeitende Onboarding Software Optimieren Sie Ihr Onboarding Flexible Software für Leistungsbeurteilungen Evaluieren Sie Ihre Top-Talente --- ## Internationalisierung von Unternehmen URL: https://flair.hr/de/blog/internationalisierung-von-unternehmen Bei der Internationalisierung geht es nicht nur um die Erweiterung der Tätigkeiten in verschiedene Länder, sondern auch um die Anpassung von Strategien für den Erfolg des Unternehmens. --- ## Was ist ein wilder Streik? Definition und Hintergründe URL: https://flair.hr/de/blog/wilder-streik Die Arbeitsniederlegung erfolgt bei dieser Form des Arbeitskampfes im Kollektiv und ohne Vereinbarung mit der Gewerkschaft. Deswegen wird er auch als „spontaner Streik” bezeichnet. --- ## Dynamisches Leadership: Was ist ein Situativer Führungsstil? URL: https://flair.hr/de/blog/situativer-fuhrungsstil Gerade in Zeiten ständiger Veränderungen innerhalb der Arbeitswelt erweist sich der Situative Führungsstil („Kontingenztheorie“ ) als ein kraftvolles Instrument für effektives Leadership. --- ## Micromanagement - Definition & Führungstipps URL: https://flair.hr/de/blog/micromanagement Micromanage ist ein Führungsverhalten, das sich durch starke Detailorientierung. Um langfristige negative Folgen zu vermeiden, solltest Du als Führungskraft einige Punkte beachten. --- ## Personenbezogene Daten - Eine Definition und Erklärung URL: https://flair.hr/de/blog/personenbezogene-daten Personenbezogene Daten sind Informationen, die sich auf bestimmte Person beziehen. Der Schutz dieser Daten ist besonders wichtig, um die Privatsphäre und das Persönlichkeitsrecht der betroffenen Personen zu wahren. --- ## Lohnsteuerabzug - Berechnung und Verfahren URL: https://flair.hr/de/blog/lohnsteuerabzug Lohnsteuer und Umsatzsteuer sind für den deutschen Staat zwei Haupteinnahmequellen. Was man als Unternehmen bei der Erstellung der Abrechnung zu beachten hat, haben wir hier aufgeschlüsselt. --- ## Kurzfristige Beschäftigung - alles Wichtige im Überblick URL: https://flair.hr/de/blog/kurzfristige-beschaeftigung Bei einer kurzfristigen Beschäftigungen gibt es einiges zu beachten, sowohl für Arbeitnehmer:innen als auch für Arbeitgeber:innen. --- ## Gesetzliche Feiertage in Österreich 2023 URL: https://flair.hr/de/blog/feiertage-at-2023 Wie fallen die Feiertage 2023 in Österreich? Wann wird gefeiert und was feiern wir überhaupt? Hier ist deine Übersicht (inklusive PDF zum download). --- ## Alles was Du über einen Aufhebungsvertrag wissen musst URL: https://flair.hr/de/blog/aufhebungsvertrag Von Zeit zu Zeit trennen sich die Wege einer Arbeitgeber:in und einer Arbeitnehmer:in. Dies geht entweder mit einer Kündigung oder einem Aufhebungsvertrag einher. --- ## Abfindung: Alles was man darüber wissen sollte URL: https://flair.hr/de/blog/abfindung Wenn es zur Beendigung des Arbeitsverhältnisses kommt, treten zahlreiche Folgen in Kraft. Darunter zählen unter anderem auch Abfindungszahlungen. Aber nicht jedes Ausscheiden aus einem Unternehmen zieht automatisch eine Abfindung mit sich. --- ## Was ist das Cultural Web Model und wo liegt sein Nutzen? URL: https://flair.hr/de/blog/cultural-web-model Das Cultural Web Modell ist ein Weg, wie wir die gegenwärtige Kultur eines Unternehmens verstehen, wie/welche Elemente helfen können, sie voranzubringen, und wie wir sie definieren. --- ## Die Wichtigkeit von Mitarbeiterbewertungen URL: https://flair.hr/de/blog/mitarbeiterbewertung Jede Organisation versucht, durch Leistungsmanagement das Beste aus der Arbeit ihrer Mitarbeiter:innen herauszuholen. Wir verraten Tipps und Tricks wie dies gelingt. --- ## Mitarbeiterbefragung: Muster für effektive Umsetzung URL: https://flair.hr/de/blog/mitarbeiterbefragung-muster Um dein Unternehmen zu bewerten und deine Mitarbeitenden langfristig zu binden, sollten regelmäßig Mitarbeiterumfragen gemacht werden. Hier liest Du, wie Du am besten vorgehen kannst. --- ## Mitarbeiter Wertschätzung: Der Schlüssel zum Erfolg URL: https://flair.hr/de/blog/wertschatzung-mitarbeiter Um Mitarbeitende in einem Unternehmen zu halten, sollte ihnen Wertschätzung entgegengebracht werden. Lese hier, wie dies funktionieren kann und welche Maßnahmen ergriffen werden können. --- ## Selbsteinschätzung im Feedbackprozess URL: https://flair.hr/de/blog/selbsteinschatzung Selbsteinschätzung ist ein wesentlicher Aspekt im Feedbackprozess und ermöglicht Arbeitnehmenden sich selbst zu reflektieren und Verbesserungspotentiale zu erkennen. Auch Unternehmen profitieren dadurch. --- ## Fachkräftemangel in Deutschland - Auswirkungen und Ansätze URL: https://flair.hr/de/blog/fachkraftemangel-deutschland Eine wirtschaftliche Herausforderung für Deutschland und jedes Unternehmen ist der Fachkräftemangel. Aber wie kann man diesem entgegenwirken und wieso ensteht dieser? Erfahre hier mehr! --- ## Lernkultur: Bildungserfolg im Unternehmen URL: https://flair.hr/de/blog/lernkultur Etablierte Lernkulturen helfen Unternehmen, die Mitarbeitenden zu fördern und ihnen Möglichkeiten aufzuzeigen, wie sie sich weiterentwickeln können. Davon profitieren nicht nur die Mitarbeitenden. --- ## Kompetenzmodell: Erklärung und Umsetzung in der Praxis URL: https://flair.hr/de/blog/kompetenzmodell Das Kompetenzmodell ist ein Instrument für die Personal- und Organisationsentwicklung. Die systematischen Strukturen vereinfachen Prozesse und gewährleisten einen Überblick über die Kompetenzen des Teams. --- ## Jahresgespräch: Erfolgreiche Tipps und Strategien URL: https://flair.hr/de/blog/jahresgespraech Jahresgespräche sind ein fester Bestandteil von Unternehmenskulturen und wichtig für die Entwicklung von Mitarbeitenden und Unternehmen. Wir beschreiben auf was du achten solltest. --- ## Einladung zum Vorstellungsgespräch URL: https://flair.hr/de/blog/vorstellungsgespraech-muster Bewerbende einladen zum Vorstellungsgespräch gehört zu einem reibungslosen Bewerbungsprozess. Finde hier eine Vorlage, um deine Arbeit effizienter zu gestalten. --- ## Bewerbermanagement: erfolgreiches Recruiting URL: https://flair.hr/de/blog/bewerbermanagement Bewerbermanagement umfasst den gesamten Prozess eines Kandidaten oder einer Kandidatin. Von der Stellenausschreibung bis zur Anstellung wird die Person begleitet. --- ## Kündigungsgespräche professionell vorbereiten URL: https://flair.hr/de/blog/kundigungsgesprache Zum Aufgabenbereich einer jeden Führungskraft gehört es auch, Kündigungsgespräche zu führen und Kritik zu üben. Gelegentlich müssen zudem schlechte Nachrichten überbracht werden. --- ## Candidate Experience - Praxisnahe Lösungen URL: https://flair.hr/de/blog/candidate-experience Eine positive Candidate Experience kann für Unternehmen von entscheidender Bedeutung sein, um die besten Talente auf dem Markt für sich zu gewinnen und somit ihre Konkurrenzfähigkeit zu verbessern. --- ## Geschlechtervielfalt im Arbeitsrecht: Das m/w/d Gesetz URL: https://flair.hr/de/blog/m-w-d-gesetz Durch die Verabschiedung des m/w/d Gesetz wurde ein weiterer Meilenstein erreicht, der die bisherigen Grenzen der Geschlechteridentifikation bricht. Hier erfährst Du mehr zu diesem Thema. --- ## Arbeitsplatzgestaltung 4.0: Kreative Konzepte URL: https://flair.hr/de/blog/arbeitsplatzgestaltung Bei der Arbeitsplatzgestaltung 4.0 handelt es sich um ein relativ neues und zukunftsorientiertes Konzept, bei dem Kreativität und Effizienz auf dynamische Art und Weise miteinander verschmelzen. --- ## HR Reporting durch Kennzahlen: Die wichtigsten KPIs URL: https://flair.hr/de/blog/hr-reporting Die HR-Reports stellen wichtige Tools für Führungskräfte dar. Das strukturierte Berichtswesen gibt dir die Möglichkeit, den IST-Zustand zu erkennen und Verbesserungspotenziale zu erschließen. --- ## Recruiting-Trends: Mit mehr Strategie zum Erfolg URL: https://flair.hr/de/blog/recruiting-trends Eine optimale Personalauswahl und die Schaffung geeigneter Rahmenbedingungen für langfristige Arbeitsbeziehungen stehen daher im Mittelpunkt einer erfolgreichen Recruiting-Strategie. --- ## Stundennachweis digital umsetzen: Was gehört dazu? URL: https://flair.hr/de/blog/stundennachweis Die Umsetzung von Stundennachweisen in digitaler Form stellt eine effiziente und zeitgemäße Möglichkeit dar, der aus dem 2019 resultierenden EuGH Urteil Pflicht der Arbeitszeiterfassung nachzukommen. --- ## Der Vorteil Gleitzeit: Wie profitieren Arbeitgebende? URL: https://flair.hr/de/blog/gleitzeit Gleitzeit bietet eine flexible Arbeitszeitenregelung und erfreut sich in der heutigen Arbeitswelt immer größerer Beliebtheit und bietet viele Vorteile für Arbeitnehmende und Arbeitgebende. --- ## Gekonnt motivieren mit Führungsinstrumenten URL: https://flair.hr/de/blog/fuehrungsinstrumente Führungsinstrumente sind hilfreich für die Mitarbeiterführung und sind entscheidend für Erfolg und Misserfolg. In unserem heutigen Artikel werfen wir einen Blick in den Werkzeugkasten der Mitarbeiterführung. --- ## Führen auf Distanz - Tipps fürs Home-Office Management URL: https://flair.hr/de/blog/fuhren-auf-distanz Führen auf Distanz ist eine Führungsmethode , die in den letzten Jahren durch die zunehmende Digitalisierung und insbesondere aufgrund der Corona-Pandemie immer wichtiger geworden ist. --- ## Retention Management: Wie Du dein Team langfristig bindest URL: https://flair.hr/de/blog/retention-management Beim Retention Management geht es darum, Mitarbeitende langfristig an das Unternehmen zu binden und somit die Fluktuation zu reduzieren. Finde mehr über die Bedeutung einer festen Belegschaft raus. --- ## Arbeitsplan richtig erstellen: Infos und Tipps URL: https://flair.hr/de/blog/arbeitsplan Ein Arbeitsplan ist ein wichtiges Instrument in verschiedenen Branchen, um Projekte effizient zu planen und durchzuführen. Unternehmen können so sicherstellen, dass Aufgaben organisiert und strukturiert sind. --- ## Verpflegungspauschale: Eine präzise Berechnung URL: https://flair.hr/de/blog/verpflegungspauschale Was genau fällt eigentlich alles unter den besagten Verpflegungsmehraufwand und was gehört in eine Reisekostenabrechnung alles rein? Wie berechne ich diese? Wir haben alles Wichtige einmal für dich zusammengefasst. --- ## Leitfaden zur Führungskräfteentwicklung URL: https://flair.hr/de/blog/fuhrungskrafteentwicklung Die Führungskräfteentwicklung spielt eine entscheidende Rolle für den Erfolg eines Unternehmens, da sie sich mit der gezielten Förderung von Führungskompetenzen beschäftigt. --- ## Gratifikationen: Definition, Ansprüche, Alternativen URL: https://flair.hr/de/blog/gratifikationen Gratifikation ist eine Sonderzahlung mit der die Betriebstreue und geleistete Arbeit anerkannt wird. Erfahre hier wann und weshalb ein Arbeitgeber Gratifikationen zahlt und was dabei beachtet werden muss. --- ## Personalvermittlung - Hilfe im Recruiting für Unternehmen URL: https://flair.hr/de/blog/personalvermittlung Die Personalvermittlung stellt eine Hilfe für den Recruitingprozess dar. So können effizient neue Mitarbeitende gefunden werden. Es gibt zahlreiche verschiedene Personalvermittlungen. --- ## Betriebliches Eingliederungsmanagement URL: https://flair.hr/de/blog/betriebliches-eingliederungsmanagement Betriebliches Eingliederungsmanagement soll dazu beitragen, die Beschäftigungsfähigkeit von Arbeitnehmenden zu erhalten und langsam zu steigern, wenn sie länger als sechs Wochen arbeitsunfähig sind. --- ## Die A1-Bescheinigung - Ein prägnanter Überblick URL: https://flair.hr/de/blog/a1-bescheinigung Die A1-Bescheinigung ist ein wichtiger Nachweis für Arbeitnehmer:innen und Selbstständige, die vorübergehend im europäischen Ausland tätig sind. Wir zeigen dir, was Du unbedingt beachten musst. --- ## Teamentwicklung - Strategien, Umsetzung und Ziele URL: https://flair.hr/de/blog/teamentwicklung Teamentwicklung ist ein wesentlicher Prozess, der darauf abzielt, die Effektivität und die Zusammenarbeit innerhalb eines Teams zu stärken. Wir geben Tipps, wie Du am besten bei der Entwicklung deines Teams vorgehst. --- ## Personal planen - Effiziente Methoden URL: https://flair.hr/de/blog/personal-planen Die Personalplanung ist ein essenzieller Bestandteil des Personalmanagements. Sie erfordert die Entwicklung einer angemessenen und kosteneffizienten Strategie für die Personalbeschaffung. --- ## Sachgrundlose Befristung: Fakten und Hintergründe URL: https://flair.hr/de/blog/sachgrundlose-befristung Sachgrundlose Befristung ist ein befristeter Arbeitsvertrag, bei dem kein sachlicher Grund für die zeitliche Begrenzung des Vertrags vorliegt. Diese Form der Befristung ist im Teilzeit- und Befristungsgesetz geregelt. --- ## Jobsharing: Modelle zur Arbeitsplatzgestaltung URL: https://flair.hr/de/blog/jobsharing Jobsharing ermöglicht berufliche und persönliche Bedürfnisse besser in Einklang zu bringen, und dennoch anspruchsvollen Führungspositionen gerecht werden können. Wir zeigen wie es funktioniert. --- ## Mitarbeiter werben Mitarbeiter: Erfolgsstrategien URL: https://flair.hr/de/blog/mitarbeiter-werben-mitarbeiter Mitarbeitende werben Mitarbeitende etabliert ist ein effektives Instrument des Personalmarketings. Das Konzept birgt jedoch auch manche Risiken, die zu beachten sind. --- ## Überblick zu Assessment Center Aufgaben URL: https://flair.hr/de/blog/assessment-center-aufgaben Das Assessment Center ist ein beliebtes Verfahren, das Arbeitgebende sowohl für die Personalauswahl als auch in der Personalentwicklung einsetzen. Wir haben eine Reihe von Beispielen zusammengestellt. --- ## Was sind Recruitment KPIs und was sagen sie aus? URL: https://flair.hr/de/blog/recruitment-kpis Recruiting KPIs können ein nützliches Instrument für Personaler:innen sein, um die Effektivität und Effizienz ihrer Bemühungen zu messen. Ziel ist es, den gesamten Ablauf der Personalbeschaffung zu optimieren. --- ## Prämienlohn - Ein Überblick über die Vergütungsform URL: https://flair.hr/de/blog/pramienlohn Der Prämienlohn ist eine Vergütungsform, die Arbeitnehmende zusätzlich zum Grundlohn finanzielle Anreize bietet, um deren Leistungsbereitschaft, Produktivität und Qualität zu fördern. --- ## Telearbeit - Definition, Beispiele und Vor- und Nachteile URL: https://flair.hr/de/blog/telearbeit Die Telerbeit ist eine Alternative zur traditionellen Büroarbeit und eröffnet sowohl für Arbeitgeber:innen als auch für Arbeitnehmer:innen neue Möglichkeiten, aber auch eine Vielzahl an Herausforderungen. --- ## Ausbildungszeugnis formulieren: Schritt-für-Schritt URL: https://flair.hr/de/blog/ausbildungszeugnis Das Ausbildungszeugnis ist ein wichtiges Dokument, das Azubis am Ende ihrer Ausbildung erhalten. Wir zeigen dir in diesem Beitrag, was Du als Arbeitgeber:in bei der Erstellung beachten solltest. --- ## ESOP: Ein Fahrplan zur Mitarbeiterbeteiligung URL: https://flair.hr/de/blog/esop ESOP (Employee Stock Ownership Plan) ist ein Vergütungsmodell, das es Mitarbeitenden ermöglicht, finanziell am Erfolg des Unternehmens teilzuhaben. Lese hier, was dies bedeutet. --- ## Vergütung der Bereitschaftszeit – wie ist was geregelt? URL: https://flair.hr/de/blog/vergutung-der-bereitschaftszeit Bereitschaftszeiten oder Bereitschaftsdienste sind ein Thema, welches rund 7 Prozent aller Arbeitnehmer:innen in Deutschland regelmäßig betrifft. Doch, welche Regelungen gelten im Detail? --- ## Monetäre Anreize - was motiviert die Mitarbeiter:innen? URL: https://flair.hr/de/blog/monetare-anreize Monetäre Anreize sind ein Instrument, um die Motivation von Mitarbeitenden zu steigern. Wie genau diese Anreizsysteme wirken, wollen wir in diesem Beitrag einmal näher beleuchten. --- ## Tipps zur Steigerung der Mitarbeitermotivation URL: https://flair.hr/de/blog/mitarbeitermotivation Mitarbeitermotivation ist entscheiden für den Unternehmenserfolg. Motivierte Mitarbeitende arbeiten produktiver und tragen zu einer positiven Arbeitsatmosphäre und Mitarbeiterbindung bei. --- ## Personalmarketing: Herausforderungen und Ziele URL: https://flair.hr/de/blog/personalmarketing Das Personalmarketing ist also gewissermaßen die Exekutive im Geschehen um ein positives Arbeitgeberimage. Wir zeigen, wie Du dich gut positionieren kannst, um Talente anzuziehen. --- ## Urlaubssperre: Handhabung und Umsetzung URL: https://flair.hr/de/blog/urlaubssperre Die Urlaubssperre impliziert ein Verbot für Arbeitnehmende, in einem bestimmten Zeitraum Urlaub zu nehmen. In Deutschland ist eine solche Sperre jedoch nur durch dringende betrieblich Gründe gerechtfertigt. --- ## Zusage nach Vorstellungsgespräch URL: https://flair.hr/de/blog/zusage-nach-vorstellungsgesprach Das Vorstellungsgespräch ist wichtig, wenn es um das Kennenlernen mit neuen Arbeitgebenden geht. Wie die Zusage gestaltet werden sollte, haben wir hier zusammengefasst. --- ## Arbeitszeitmodelle und ihre Umsetzung URL: https://flair.hr/de/blog/arbeitszeitmodelle Viele Arbeitgeber:innen sagen dem klassischen 9-to-5-Job mittlerweile den Kampf an. Starre Arbeitszeiten bei gleichzeitiger Bindung an den Arbeitsort waren gestern. --- ## Zusammensetzung und Kalkulation von Personalkosten URL: https://flair.hr/de/blog/personalkosten Die Zusammensetzung und Kalkulation von Personalkosten ist ein wichtiger Aspekt im internen Rechnungswesen eines Unternehmens, denn sie sind entscheidend, für die Effizienz und den finanziellen Erfolg. --- ## Personalplanung: Effektive Strategien URL: https://flair.hr/de/blog/personalplanung Ziel der Personalplanung ist es, die Mitarbeiter:innen dort einzusetzen, wo sie benötigt werden, um die Unternehmensziele optimal zu erreichen. Wir zeigen, wie dieses Ziel erreicht werden kann. --- ## Führungskompetenzen: Erfolgsgeheimnisse URL: https://flair.hr/de/blog/fuhrungskompetenzen Führungskompetenz ist ein wesentlicher Bestandteil um andere Menschen erfolgreich und effektiv zu leiten. Wir stellen euch die wichtigsten Eigenschaften vor und geben euch Best-Practices für gute Mitarbeiterführung an die Hand. --- ## Zwischenzeugnis korrekt erstellen: Ein Leitfaden URL: https://flair.hr/de/blog/zwischenzeugnis Vorlagen können helfen, der Forderung nach Erstellung eines Arbeitszeugnisses nachzukommen. Was hier unbedingt beachtet werden muss, haben wir in diesem Blog einmal zusammengestellt. --- ## Fahrtkostenzuschuss steuerfrei gewähren URL: https://flair.hr/de/blog/fahrtkostenzuschuss Ein Fahrtkostenzuschuss kann eine wirksame Unterstützung für die betreffenden Arbeitnehmer:innen sein und bewährt sich zudem oft auch als Instrument der Mitarbeiterbindung. --- ## Kernarbeitszeit - was wirklich zählt URL: https://flair.hr/de/blog/kernarbeitszeit Flexible Arbeitszeiten sind im War for Talents ein beliebter Faktor, um Bewerber:innen das eigene Unternehmen schmackhaft zu machen. Doch teilweise ist Kundenkontakt an bestimmte Kernzeiten geknüpft. --- ## Job Enrichment - ein kompakter Leitfaden URL: https://flair.hr/de/blog/job-enrichment Job Enrichment bezieht sich auf die Arbeitsgestaltung und zielt darauf ab, Mitarbeiter:innen durch anspruchsvollere Aufgaben und größere Entscheidungsfreiheit zu motivieren. --- ## Was sind die wichtigsten Schlüsselqualifikationen URL: https://flair.hr/de/blog/schlusselqualifikationen Schlüsselqualifikationen entscheiden in vielen Situation darüber, welchen Weg man einschlägt. Welche Schlüsselfähigkeiten auf dem Arbeitsmarkt besonders wichtig sind, haben wir zusammengefasst. --- ## Prozessoptimierung: Effiziente Methoden URL: https://flair.hr/de/blog/prozessoptimierung Prozessoptimierung ist ein wesentlicher Bestandteil der betrieblichen Abläufe und hat zum Ziel, die Effizienz und Effektivität von Arbeits- und Geschäftsprozessen kontinuierlich zu verbessern. --- ## Teambuilding Ideen: Effektive Methoden URL: https://flair.hr/de/blog/teambuilding Teambuilding ist ein entscheidender Faktor für den Erfolg eines Unternehmens, da es eine positive Arbeitsatmosphäre schafft und die Produktivität fördert. Wir zeigen die verschiedenen Aspekte auf. --- ## Effektiv die richtigen Mitarbeiter:innen finden URL: https://flair.hr/de/blog/mitarbeiter-finden Der Arbeitgebermarkt hat sich mittlerweile zu einem Arbeitnehmermarkt gewandelt. Die besten Talente zu finden und für sich zu begeistern ist zur Herausforderung für Unternehmen geworden. --- ## So erstellst Du den perfekten Einarbeitungsplan URL: https://flair.hr/de/blog/einarbeitungsplan Gewissenhaftes Onboarding ist essenziell, um neuen Kolleg:innen den Start am künftigen Arbeitsplatz zu erleichtern. Was einen guten Einarbeitungsprozess ausmacht erfährst Du in diesem Beitrag. --- ## Arbeitszeitbetrug: Beispiele und Konsequenzen URL: https://flair.hr/de/blog/arbeitszeitbetrug Arbeitszeitbetrug ist ein ernstes Thema, welches in Deutschland sowohl für den/die Arbeitsgeber:in als auch für den/die Arbeitnehmer:in weitreichende Konsequenzen haben kann. --- ## Unbefristeter Arbeitsvertrag – die wichtigsten Infos URL: https://flair.hr/de/blog/unbefristeter-arbeitsvertrag Für Beschäftigte geht ein Arbeitsverhältnis auf unbestimmte Zeit mit einem Gefühl der Sicherheit und Verlässlichkeit einher. Doch welche Vorteile bietet ein unbefristeter Arbeitsvertrag für Arbeitgeber:innen? --- ## Anspruch auf Arbeitszeugnis - Rechte und Pflichten URL: https://flair.hr/de/blog/anspruch-auf-arbeitszeugnis Spätestens wenn Arbeitnehmer:innen das Unternehmen verlassen, beantragen sie bei ihren aktuellen Arbeitgeber:innen ein Arbeitszeugnis. Wir zeigen dir, was hierbei zu beachten ist. --- ## Schichtsysteme - Wie man die Schichtplanung optimiert URL: https://flair.hr/de/blog/schichtsysteme Besonders in großen Unternehmen und Branchen, die über die normale Tagesarbeitszeit hinaus arbeiten, ist Schichtarbeit üblich. Wir zeigen dir, wie du diese am besten organisierst. --- ## Überstunden auszahlen? - Voraussetzung und Varianten URL: https://flair.hr/de/blog/uberstunden-auszahlen Personalengpass, Großaufträge oder existenzbedrohende Ereignisse – all diese Situationen können Überstunden rechtfertigen. Aber wie ist die Überstundenauszahlung geregelt? --- ## Überstunden korrekt berechnen - ein Leitfaden URL: https://flair.hr/de/blog/uberstunden-berechnen Überstunden treten in jedem Unternehmen von Zeit zu Zeit auf. Es gibt verschiedene Möglichkeiten für die Abgeltung und Berechnung von Überstunden. --- ## Reisekostenabrechnung - Definition und Tipps URL: https://flair.hr/de/blog/reisekostenabrechnung Die Abrechnung der Reisekosten ist für viele Arbeitnehmer:innen ein lästiger bürokratischer Akt. Wir zeigen dir, wie Du den Prozess digital, mit möglichst wenig Aufwand abbilden kannst. --- ## Alle Infos rund um das Thema Rufbereitschaft URL: https://flair.hr/de/blog/rufbereitschaft In einigen Berufsfeldern ist es nicht wegzudenken, dass Mitarbeiter:innen auch außerhalb der Arbeit bei Bedarf zur Verfügung stehen. Das nennt man Rufbereitschaft. --- ## Probearbeiten – das solltest Du darüber wissen URL: https://flair.hr/de/blog/probearbeiten Vor einer endgültigen Entscheidung und der Unterschrift des Arbeitsvertrages kann daher ein Probearbeitstag hilfreich sein, um auszutesten, ob Bewerber:in und Unternehmen zusammenpassen. --- ## Personalfragebogen - alle wichtigen Punkte im Überblick URL: https://flair.hr/de/blog/personalfragebogen Wir haben alle wichtigen Informationen zum Thema Personalfragebogen und seinen Inhalten für dich zusammengestellt, sowie die Vorteile herausgearbeitet. --- ## Das Bruttogehalt: Was Du als Arbeitgeber:in wissen musst URL: https://flair.hr/de/blog/bruttogehalt Für dich als Arbeitgeber:in ist eine solide Personal- und Lohnkostenplanung besonders wichtig, denn diese Kostenart macht einen Großteil deiner betrieblichen Aufwendungen aus. --- ## Freistellung - alles Wichtige im Überblick URL: https://flair.hr/de/blog/freistellung Die Freistellung entbindet Arbeitnehmer:innen von ihrer Pflicht zur Leistungserbringung. Wir klären auf, welche Voraussetzungen dafür gegeben sein müssen. --- ## Das Bewerbungsgespräch - Tipps und Tricks URL: https://flair.hr/de/blog/bewerbungsgesprach Das Bewerbungsgespräch ist ein entscheidender Schritt im Bewerbungsprozess, bei dem es von Personalerseite, sowie von Bewerberseite einiges zu beachten gibt. --- ## Digitale Zusammenarbeit: die Rolle von In-App-Kommentaren URL: https://flair.hr/de/blog/digitale-zusammenarbeit Zusammenarbeit ist die treibende Kraft hinter jedem erfolgreichen Unternehmen. Hier erfährst Du, wie wir den HR-Teams kollaborative Funktionen und In-App-Kommentare zur Verfügung stellst. --- ## Organisationsentwicklung: Optimiere Prozesse effektiv URL: https://flair.hr/de/blog/organisationsentwicklung Die Organisationsentwicklung ist ein wichtiger Teil jedes erfolgreichen Unternehmens. Wir erklären in diesem Beitrag, worauf es ankommt und was Du unbedingt beachten solltest. --- ## Warum Diversität im Team so wichtig ist URL: https://flair.hr/de/blog/diverse-teams Umso bunter das Team, desto bunter die Ergebnisse. Erfahre hier, welche Vorteile Diversität im Unternehmen bringt und wie du mehr Inklusion am Arbeitsplatz schaffen kannst. --- ## Führungsstile nach Daniel Goleman URL: https://flair.hr/de/blog/goleman-leadership-styles Wenn es eine Fähigkeit gibt, die ein Leader beherrschen soll, dann ist es Emotionale Intelligenz. In diesem Artikel findest du eine Erklärung für die Führungsstile nach Goleman. --- ## Zeiterfassung in Salesforce - wie geht das? URL: https://flair.hr/de/blog/salesforce-zeiterfassung Salesforce hilft dir dabei, die obligatorische Zeiterfassung in deinem Unternehmen vollumfänglich umzusetzen und auch für Remote Teams zu digitalisieren. --- ## Mitarbeiterengagement in 7 Schritten steigern URL: https://flair.hr/de/blog/mitarbeiterengagement-steigern Die wichtigen Faktoren, die bei jeder Strategie zur Mitarbeiterbindung berücksichtigt werden sollten, haben wir in diesem Beitrag auf einen Blick zusammengestellt. --- ## Asynchrone Arbeit: Verbessere die Produktivität Deines Remote-Teams URL: https://flair.hr/de/blog/asynchrones-arbeiten Homeoffice ist auf dem Vormarsch. Immer mehr Unternehmen gehen zu flexibleren Arbeitsmodellen über. Aber wie können Remote-Teams ihr volles Potenzial entfalten? Entdecke die Vorteile der asynchronen Arbeit. --- ## Mobiles Arbeiten als Trend im Zuge der Digitalisierung URL: https://flair.hr/de/blog/mobiles-arbeiten Neue Kommunikationswege erlauben das flexible Arbeiten von zu Hause aus. Während der Corona-Krise haben viele Beschäftigte ihren Arbeitsplatz in die heimischen vier Wände verlegen müssen. --- ## Bewerber:innen höflich absagen - ein praktischer Leitfaden URL: https://flair.hr/de/blog/absage-bewerbung Bei den meisten Unternehmen gehen regelmäßig Bewerbungen ein. Dabei solltest Du immer beachten, dass ein Mensch dahintersteckt, der diese einreicht. --- ## Virtuelle Führung im Remote Work Zeitalter URL: https://flair.hr/de/blog/virtuelle-fuehrung Teams sind die wesentlichen Bausteine eines jeden Unternehmens. Ohne ein funktionierendes, harmonisches und inspiriertes Team hat ein Unternehmen wenig bis gar keine Chance, seine Unternehmensziele zu erreichen. --- ## Was Du über Remote Work wissen musst URL: https://flair.hr/de/blog/remote-work Jüngste Untersuchungen haben ergeben, dass Remote-Mitarbeiter:innen tatsächlich produktiver sind als Mitarbeiter, die jeden Tag ins Büro gehen. --- ## Wie Unternehmen Employer Value Proposition (EVP) kreieren URL: https://flair.hr/de/blog/employer-value-proposition Ein Unternehmen zu gründen, zu leiten oder zu managen ist alles andere als ein leichtes Unterfangen. Jede erfolgreiche Führungskraft weiß, dass die Arbeitsumgebung und die Beziehungen untereinander maßgeblich für den Erfolg eines Unternehmens ist. --- ## Work Life Balance - Das Ziel aller Arbeitnehmer:innen? URL: https://flair.hr/de/blog/work-life-balance Jeder und jede hat den Begriff Work Life Balance schon mal gehört. Das Ziel die Arbeit und das Privatleben in Balance zu halten, scheint heutzutage sehr erstrebenswert. Die Ansprüche und sozialen Bedürfnisse von Menschen ändern sich. --- ## Die Arbeitswelt im Wandel: Change Management Modelle URL: https://flair.hr/de/blog/change-management Die Arbeitswelt verändert sich tagtäglich. Die Unvermeidbarkeit von Veränderungen in Unternehmen lassen sich nicht leugnen. Wenn Du bedenkst, wie schnell neue Technologien auftauchen, sich alte Muster auflösen und der Status Quo gechallenged wird, ist Wandel ein treuer Begleiter im 21. Jahrhundert. --- ## Sabbatical: So gelingt die perfekte Erholung URL: https://flair.hr/de/blog/sabbatical Eine längere Auszeit vom Beruf, die über die normalen Zeiten eines Erholungsurlaubs hinausgeht, wünschen sich immer mehr Menschen. Das Sabbatjahr als Arbeitszeitmodell gehört immer mehr zu der wichtigen Work-Life-Balance. --- ## Arbeitszeiterfassung: Alle Infos auf einen Blick URL: https://flair.hr/de/blog/arbeitszeiterfassung Du kennst das vielleicht: ein wichtiges Projekt steht an, ein Abgabetermin nähert sich oder das Angebot für den Kunden muss noch fertig werden. Schnell ist der Blick auf die Arbeitszeit verloren. Wird dies zum Dauerzustand, kann das zu einem Problem werden. --- ## Integrationen für Slack - Implementierung und Verwendung URL: https://flair.hr/de/blog/slack-integrationen Innovative Unternehmen nutzen Slack-Integrationen, um teamübergreifende Zusammenarbeit zu optimieren und alle Meldungen an einem Ort zu vereinen. --- ## Lohnsteuerbescheinigung: Definition, Funktionen und Tipps URL: https://flair.hr/de/blog/lohnsteuerbescheinigung Die Lohnsteuerbescheinigung ist eines der wichtigsten Dokumente, welches Du für Deine Einkommenssteuererklärung benötigst. Als Arbeitnehmer:in siehst Du auf Deiner Lohnsteuerbescheinigung, wie viel Lohn Du im vergangenen Kalenderjahr erhalten hast. --- ## Wie Unternehmen Slack für Personalarbeit nutzen URL: https://flair.hr/de/blog/slack-hr Slack ist eine Software für die Kommunikation am Arbeitsplatz, die es Unternehmen ermöglicht, auf möglichst einfache Weise Nachrichten, ganze Dateien und andere Informationen zu versenden. --- ## Employer Branding – Recruiting aus Marketingsicht URL: https://flair.hr/de/blog/employer-branding Selbstverwirklichung, Weiterentwicklung und Flexibilität gehören heutzutage ebenso dazu, wie das Gehalt selbst, um sich als attraktive:r Arbeitgeber:in zu positionieren. --- ## Schwerbehindertengesetz: Die relevanten Inhalte im Überblick URL: https://flair.hr/de/blog/schwerbehindertengesetz Damit auch schwerbehinderte Menschen in der Arbeitswelt gleichgestellt sind, gibt es in Deutschland das Schwerbehindertengesetz (SchwbG), was dafür sorgt, dass behinderte Menschen gleichwertige Chancen erhalten. --- ## Gehaltsabrechnung: Korrekt erstellen, richtig verstehen URL: https://flair.hr/de/blog/gehaltsabrechnung Die Lohnabrechnung und alle internen Prozesse die damit verbunden sind, können ab jetzt ganz einfach dank Softwarelösung optimiert und automatisiert werden. --- ## Diversity Management am Arbeitsplatz URL: https://flair.hr/de/blog/diversity-management Vielfalt am Arbeitsplatz zu erreichen ist ein entscheidendes Element für ein erfolgreiches Unternehmen im 21. Jahrhunderts. Aber zu viele Unternehmen geben nur Lippenbekenntnisse zu den Erwartungen an die Vielfalt am Arbeitsplatz ab. --- ## Was genau ist Unternehmenskultur und wie etabliert man sie? URL: https://flair.hr/de/blog/unternehmenskultur Die Kultur einer Organisation oder die Corporate Culture ist die Arbeitsweise und das Arbeitsklima dieses Kollektivs von Menschen. --- ## Effektives Personalmanagement für glücklichere Mitarbeiter:innen URL: https://flair.hr/de/blog/people-management Zufriedene Mitarbeiter:innen sind das wichtigste Gut eines jeden Unternehmens. Wir zeigen dir, wie strategisches Personalmanagement zu mehr Mitarbeiterzufriedenheit führen kann. --- ## Alles was man über Vergütungspakete wissen muss URL: https://flair.hr/de/blog/verguetungspakete Vergütungspakete können zusätzliche Anreize für Mitarbeiter:innen und potenzielle neue Talente darstellen, um sich als Arbeitgeber:in von der Konkurrenz abzuheben. --- ## Der Leitfaden zur effektiven Nachfolgeplanung URL: https://flair.hr/de/blog/nachfolgeplanung Etwas, das die meisten Menschen im letzten Jahr zwangsweise gelernt haben, ist, dass sich die Dinge innerhalb eines Wimpernschlags dramatisch ändern können. Das gilt auch für die meisten Unternehmen. --- ## Wie dein HR von informeller Kommunikation profitieren kann URL: https://flair.hr/de/blog/informelle-kommunikation Informelle Kommunikation ist sowohl in virtuellen Team, als auch im Büro gegeben. Diese kann positiv genutzt werden, um die Gemeinschaft zu stärken und Informationen schnell zu verbreiten. --- ## Warum E-Recruiting wichtig ist URL: https://flair.hr/de/blog/e-recruiting Remote-Recruiting ist beliebter denn je, da die COVID-19-Pandemie Unternehmen dazu zwingt, sich auf die vielen Herausforderungen einzustellen. Die Verwaltung von Personalverfahren und viele andere Prozesse sind für Unternehmen digital geworden. --- ## Entgelttransparenz: Der Schlüssel zu fairen Gehaltsentscheidungen URL: https://flair.hr/de/blog/entgelttransparenz Transparente Vergütung wird zum Wettbewerbsfaktor. Eine strukturierte Lohnrunde mit klaren Kriterien schafft Fairness, Vertrauen und Arbeitgeberattraktivität – inklusive Checkliste. --- ## Gehaltsbänder 2026/2027: Wie du eine faire Gehaltsmatrix aufbaust – bevor es Pflicht wird URL: https://flair.hr/de/blog/gehaltsbaender Die EU-Entgelttransparenzrichtlinie verlangt objektive, geschlechtsneutrale Vergütung – und der verschobene Zeitplan in Deutschland ist dein Zeitfenster, jetzt eine faire Gehaltsmatrix aufzubauen. Ein Leitfaden in 8 Schritten. --- ## Mitarbeiter Recruiting erfolgreich aufziehen URL: https://flair.hr/de/blog/mitarbeiter-recruiting Auf der Suche nach neuen Mitarbeiter:innen muss man heutzutage kreativ werden, um Talente für sich zu gewinnen und dem Fachkräftemangel entgegenzuwirken. --- ## Unbezahlter Urlaub - Alles was Du wissen musst URL: https://flair.hr/de/blog/unbezahlter-urlaub Wenn der Jahresurlaub nicht mehr reicht, triftige Gründe aber die Zeit des/der Arbeitnehmer:in erfordern, kann dies in Form von unbezahltem Urlaub beantragt werden. --- ## Remote Kultur - ein starkes Miteinander trotz Distanz URL: https://flair.hr/de/blog/remote-kultur Damit die Zusammenarbeit von Remote-Teams funktioniert und eine effiziente Arbeitskultur spürbar wird, sind einige Punkte von Arbeitgeberseite zu berücksichtigen. --- ## Mitarbeiterentwicklung individuell gestalten URL: https://flair.hr/de/blog/mitarbeiterentwicklung Mitarbeiterentwicklung ist ein wichtiger Faktor zur Mitarbeiterbindung und sollte deshalb eines der wichtigsten Ziele der Personalentwicklung sein. Wir haben alle wichtigen Punkte zusammengefasst. --- ## New Work - das Buzzwort für eine neue Arbeitswelt URL: https://flair.hr/de/blog/new-work Während der Corona Pandemie verabschiedeten sich viele Unternehmen im ersten Lockdown ins Homeoffice. Viele Arbeitgeber:innen wollen an einem agil gestalteten Arbeitsumfeld festhalten --- ## Social Media Recruiting: Tipps und Vorteile URL: https://flair.hr/de/blog/social-media-recruiting Auf der Suche nach spannenden Kandidat:innen für das eigene Unternehmen führt heutzutage kein Weg mehr an Social Media vorbei. Hier erfährst Du in einem praktischen Leitfaden Tipps zur Umsetzung Deiner Social Media Recruiting Strategie. --- ## Die 7 größten HR-Herausforderungen in der Fertigungsindustrie URL: https://flair.hr/de/blog/hr-herausforderungen-fertigungsindustrie Fachkräftemangel, Schichtplanung, Digitalisierung – die HR-Herausforderungen in der Fertigungsindustrie sind vielfältig. Erfahre, wie moderne HR-Software hilft, Prozesse zu optimieren, Talente zu binden und dein Unternehmen zukunftssicher zu machen. --- ## Fachkräftemangel im Gesundheitswesen: Mitarbeitergewinnung und -bindung URL: https://flair.hr/de/blog/fachkraeftemangel-gesundheitswesen Erfahre, wie Gesundheitsorganisationen mit HR-Software Talente gewinnen, binden und bessere Arbeitsbedingungen schaffen. --- ## Digitalisierung im Gesundheitswesen: Herausforderungen und Chancen für HR URL: https://flair.hr/de/blog/digitalisierung-im-gesundheitswesen Die Digitalisierung im Gesundheitswesen bietet enorme Chancen, stellt HR-Abteilungen aber auch vor große Herausforderungen. Wie kann eine HR-Software unterstützen? --- ## People Analytics für die Personalarbeit nutzen URL: https://flair.hr/de/blog/people-analytics People Analytics ist heutzutage wichtiger denn je für die Personalarbeit. Daten-gestütze Analysen ermöglichen der Personalabteilung die Entscheidungsfindung und Prozesse zu vereinfachen. --- ## Employee Advocacy: der Weg zum Erfolg für Unternehmen URL: https://flair.hr/de/blog/employee-advocacy Lasst uns über das Thema "Employee Advocacy" sprechen und darüber, wie Mitarbeiter:innen als Markenbotschafter:innen die Markenbekanntheit, den Umsatz und die Stimmung steigern. --- ## 5 HR-Strategien für die Energiebranche: Herausforderungen und Lösungen URL: https://flair.hr/de/blog/hr-strategien-energiebranche Erfahre, wie Unternehmen in der Energiebranche Fachkräfte gewinnen, binden und den digitalen Wandel mit effektiven HR-Strategien erfolgreich gestalten. --- ## Employee Experience als Erfolgsfaktor URL: https://flair.hr/de/blog/employee-experience Wir zeigen Dir, wie Du die Erfahrungen Deiner Mitarbeiter:innen im Unternehmen zu einem Erlebnis machen kannst und dadurch effektiv zur Mitarbeiterbindung und zum Unternehmenserfolg beiträgst. --- ## EU Pflicht zur Zeiterfassung - die neue Richtlinie URL: https://flair.hr/de/blog/pflicht-zur-zeiterfassung Im Mai 2019 hat der Europäische Gerichtshof ein neues Urteil gefällt, das erhebliche Veränderungen in der Geschäftswelt bewirkt hat. Dieses neue Urteil besagt, dass alle Arbeitgeber in der EU ein System einführen müssen, das die Arbeitszeiten ihrer Mitarbeiter erfasst. --- ## Spesenabrechnung: Effiziente Methoden URL: https://flair.hr/de/blog/spesenabrechnung Die Spesenabrechnung ist ein wichtiger Bestandteil in der Arbeitswelt, insbesondere für Beschäftigte, die aus geschäftlichen Gründen reisen müssen. Wie dies in Strukturen einfließen kann, zeigen wir in diesem Beitrag. --- ## Wiedereingliederung - ein Leitfaden für Unternehmen URL: https://flair.hr/de/blog/wiedereingliederung Nach längerem Aussetzen einfach wieder, ohne Vorbereitung, in den Job zu starten ist fast unmöglich. Wir zeigen dir, wie Du deine Mitarbeiter:innen wieder stufenweisen Eingliedern kannst. --- ## Steuerfreie Sachbezüge und ihre Anwendung URL: https://flair.hr/de/blog/steuerfreie-sachbezuege Steuerfreie Sachbezüge bieten Arbeitgebenden die Möglichkeit, ihren Mitarbeitenden zusätzliche Vorteile neben dem regulären Gehalt zu gewähren, ohne besondere Pflichten. --- ## Fokus schaffen mit der OKR-Methode URL: https://flair.hr/de/blog/okr-methode Mit OKRs kannst Du die Zielsetzung von Teams und Einzelpersonen auch in deinem Unternehmen etablieren. Setze Ziele, messe den Fortschritt und dokumentiere die Ergebnisse. Wir zeigen dir, wie es geht. --- ## Das Learning Hub - ein umfassender Leitfaden für flair URL: https://flair.hr/de/blog/learning-hub Das Learning Hub ist eine Online-Ressource, die von unserem Customer Success-Team erstellt wurde, um dir zu helfen, flair optimal zu nutzen. --- ## Das Workflow-Management-System URL: https://flair.hr/de/blog/workflow-management Workflow-Management-Systeme spielen eine entscheidende Rolle in der modernen Geschäftswelt. Sie helfen dabei, repetitive Prozesse und Aufgaben, die in einer bestimmten Reihenfolge ablaufen, effizient zu verwalten. --- ## Gesetzliche Feiertage in Deutschland 2023 URL: https://flair.hr/de/blog/feiertage-de-2023 Wie fallen die Feiertage 2023 und wann sind die Brückentage? Finde hier eine Übersicht starte direkt mit der Urlaubsplanung! --- ## 5 Wege, wie mobile HR-Apps das Mitarbeitererlebnis verbessern URL: https://flair.hr/de/blog/mobile-hr Smartphones sind an vielen Arbeitsplätzen fest etabliert und nicht mehr wegzudenken. Apps begleiten uns den ganzen Tag. Doch wie können mobile Apps den HR-Teams nützen und tragen sie zur Zufriedenheit bei? --- ## Mitarbeiterfluktuation stoppen - Mitarbeiterbindung stärken URL: https://flair.hr/de/blog/mitarbeiterfluktuation Unternehmen müssen das Mitarbeitererlebnis neu für sich definieren, da sonst ein massiver Fachkräfteverlust droht. Wir zeigen dir wie Du diesem effektiv entgegenwirken kannst. --- ## Was ist Employee Engagement? Ein kurzer Überblick für HR-Manager URL: https://flair.hr/de/blog/employee-engagement Menschen sind das wertvollstes Kapital eines Unternehmens. Und ein hohes Mitarbeiterengagement, trägt dazu bei, dieses Potenzial freizusetzen. --- ## Wenn Mitarbeitende nach Gehaltsunterschieden fragen: Ein Leitfaden für HR URL: https://flair.hr/de/blog/salary-difference Gehaltstransparenz verändert die Art, wie Unternehmen über Vergütung sprechen. Dieser Leitfaden zeigt, wie HR Gehaltsunterschiede verständlich erklärt, Vertrauen schafft und Mitarbeitende durch transparente Kommunikation überzeugt. --- ## Interkulturelle Kommunikation am Arbeitsplatz URL: https://flair.hr/de/blog/interkulturelle-kommunikation Das moderne Arbeitsumfeld hat sich in den letzten Jahren massiv verändert. Die Weltbevölkerung ist mobiler denn je, das Internet hat es den Unternehmen ermöglicht, Länder und Kontinente nahtlos zu überqueren. --- ## Effektives Führungsverhalten und Leadership-Styles URL: https://flair.hr/de/blog/fuehrungsverhalten Führungserfolg unterscheidet große Leader-Persönlichkeiten von mittelmäßigen Manager:innen. Wir haben alle Dos und Don'ts zusammengefasst. --- ## Stellenbeschreibung: So gelingt sie perfekt URL: https://flair.hr/de/blog/stellenbeschreibung "Stellenbeschreibung" ist ein häufig verwendetes Wort, auf dessen Wichtigkeit heutzutage fälschlicherweise nicht angemessen Wert gelegt wird. Dabei sind Stellenbeschreibungen ein essentielles Instrument im Personalwesen eines jeden Unternehmens. --- ## Wegeunfall: Definition, Meldung und Leistungen der Unfallversicherung URL: https://flair.hr/de/blog/wegeunfall Einen Unfall auf dem Weg zur Arbeit nennt man Wegeunfall. In welchen Fällen die gesetzliche Unfallversicherung greift und was hiervon die Ausnahme bildet, erfährst Du in diesem Beitrag. --- ## Urlaubsanspruch bei Krankheit - was ist zu beachten? URL: https://flair.hr/de/blog/urlaubsanspruch-bei-krankheit Haben Mitarbeiter:innen wenn sie krank werden einen Anspruch auf Urlaub? Unter welchen Voraussetzungen dies zutrifft und was zu beachten ist haben wir einmal für dich aufgedeckt. --- ## Entgeltbescheinigung - Erstellung und Funktion URL: https://flair.hr/de/blog/entgeltbescheinigung Eine Entgeltbescheinigung erhält jede:r Mitarbeiter:in am Ende eines Kalendermonats. Wir haben zusammengestellt, was diese enthalten muss und wie Du bei der Erstellung wichtige Punkte berücksichtigst. --- ## Sonderurlaub bei Todesfall: Wie viele Tage stehen Beschäftigten zu? URL: https://flair.hr/de/blog/sonderurlaub-todesfall Stirbt ein naher Angehöriger, haben Beschäftigte meist Anspruch auf bezahlte Freistellung. Wie viele Tage üblich sind, worauf sich der Anspruch stützt und was gilt, wenn der Arbeitsvertrag ihn ausschließt. --- ## Sonderurlaub bei Umzug: Gibt es einen Anspruch auf einen freien Tag? URL: https://flair.hr/de/blog/sonderurlaub-umzug Für einen privaten Umzug gibt es in der Regel keinen gesetzlichen Sonderurlaub. Wann trotzdem ein freier Tag drin ist, was bei dienstlich veranlassten Umzügen gilt und wie HR das regeln kann. --- ## Aufbewahrungspflicht von Personalakten URL: https://flair.hr/de/blog/personalakte Personalunterlagen und insbesondere Personalakten und die damit einhergehende Aufbewahrungspflicht spielen im Personalwesen und für Arbeitgeber:innen eine große Rolle. --- ## Wie Du von einer HR-Lösung auf Salesforce profitieren kannst URL: https://flair.hr/de/blog/warum-eine-salesforce-gestutzte-hr-losung-die-zukunft-ist Da sich die Arbeitsmodelle ständig weiterentwickeln, wird es für herkömmliche HR-Prozesse immer schwieriger, die Anforderungen von Arbeitnehmer:innen und Arbeitgeber:innen zu erfüllen. --- ## Die 10 wichtigsten HR-KPIs 2026 URL: https://flair.hr/de/blog/hr-kpis KPIs sind aus dem Unternehmensalltag vieler Unternehmen kaum mehr wegzudenken und helfen die Produktivität, Zufriedenheit oder weitere Faktoren zu messen. --- ## Corporate Benefits 2026: noch glücklichere Mitarbeiter:innen URL: https://flair.hr/de/blog/corporate-benefits Was in der Vergangenheit eine Rarität war, ist heutzutage weltweit in Unternehmen bereits weitverbreitet. Die Rede ist von Corporate Benefits. Darunter fallen zahlreiche Mitarbeiterangebote, die ein Arbeitgeber seinen Mitarbeiter:innen als Zusatzleistung anbietet. --- ## Mindestlohn 2026: Höhe, Ausnahmen und Pflichten für Arbeitgeber:innen URL: https://flair.hr/de/blog/mindestlohn Seit dem 1. Januar 2026 beträgt der gesetzliche Mindestlohn 13,90 Euro pro Stunde, ab 2027 steigt er auf 14,60 Euro. Was Arbeitgeber:innen jetzt beachten müssen. --- ## Schichtplan- und Dienstplan-Software 2026: Die besten Tools im Vergleich URL: https://flair.hr/de/blog/schichtplan-und-dienstplan-software Eine übersichtliche Möglichkeit, Schichten und Dienstpläne zentral zu verwalten kann dabei helfen, Ressourcen bestmöglich einzusetzen und den Überblick. Wir haben die besten Softwarelösungen zusammengestellt. --- ## Feiertage Österreich 2027 URL: https://flair.hr/de/blog/feiertage-oesterreich Wir haben für dich alle Fenstertage und gesetzlichen Feiertage 2027 in Österreich zusammengetragen. --- ## Feiertage Schweiz 2027 URL: https://flair.hr/de/blog/feiertage-schweiz Wir haben für dich alle gesetzlichen Feiertage 2027 in der Schweiz und deren Geltungsbereich in den einzelnen Kantonen zusammengetragen. --- ## Gesetzliche Kündigungsfrist - alles was wichtig ist auf einen Blick URL: https://flair.hr/de/blog/kuendigungsfrist In der Arbeitswelt gelten Beschäftigungsverhältnisse von Arbeitgeber und Arbeitnehmer als vertragliche Vereinbarung zwischen beiden Parteien. Wenn dieses Verhältnis endet, gibt es zahlreiche Aspekte, die beidseitig beachtet werden müssen. --- ## Kündigung in der Probezeit: Kündigungsfrist, Form und Sonderfälle URL: https://flair.hr/de/blog/kuendigung-probezeit In der Probezeit gilt eine Kündigungsfrist von zwei Wochen, ein Grund ist nicht nötig. Wie die Frist berechnet wird, was beim Zugang am letzten Probezeittag gilt und wo der Kündigungsschutz trotzdem greift. --- ## Krank im Urlaub: Bekommen Beschäftigte ihre Urlaubstage zurück? URL: https://flair.hr/de/blog/krank-im-urlaub Wer im Urlaub krank wird, verliert die Urlaubstage nicht, wenn ein ärztliches Attest vorliegt. Was § 9 BUrlG verlangt, welche Meldepflichten gelten (auch im Ausland), wer die Krankheitstage bezahlt und wie HR die Tage korrekt zurückbucht. --- ## Krank in der Probezeit: Wer zahlt, und darf gekündigt werden? URL: https://flair.hr/de/blog/krank-in-der-probezeit In den ersten vier Wochen zahlt die Krankenkasse, danach der Arbeitgeber. Eine Kündigung ist in der Probezeit auch während der Krankheit möglich, kann aber die Lohnfortzahlung verlängern. Was gilt, mit Zeitstrahl, Beispiel und FAQ. --- ## Kind krank: Was gilt gegenüber dem Arbeitgeber? URL: https://flair.hr/de/blog/kind-krank-arbeitgeber Ist das Kind krank, dürfen Eltern zu Hause bleiben. Ob der Arbeitgeber zahlt oder die Krankenkasse Kinderkrankengeld leistet, wie viele Tage es 2026 gibt und was HR prüfen darf. Mit Tabelle, Beispiel und FAQ. --- ## Minusstunden: Wann sie entstehen und was Arbeitgeber dürfen URL: https://flair.hr/de/blog/minusstunden Minusstunden entstehen, wenn Beschäftigte weniger arbeiten als vereinbart. Wann sie aufs Arbeitszeitkonto dürfen, warum fehlende Arbeit kein Minus ist, wie sie bei Kündigung verrechnet werden und was das BAG dazu sagt. --- ## Abwesenheitsnotiz: Vorlagen, Inhalte und typische Fehler URL: https://flair.hr/de/blog/abwesenheitsnotiz Was in eine gute Abwesenheitsnotiz gehört, was nicht hineingehört und wie man sie in Outlook und Gmail einrichtet. Mit Vorlagen für Urlaub, Krankheit, Elternzeit, Feiertage, Teilzeit, Ausscheiden und Englisch. --- ## Urlaub in der Probezeit: Wie viel steht zu und wann? URL: https://flair.hr/de/blog/urlaub-in-der-probezeit Urlaub in der Probezeit ist nicht verboten. Den vollen Anspruch gibt es aber erst nach sechs Monaten, vorher entsteht Teilurlaub. Was bei Eintritt in der zweiten Jahreshälfte und beim Ausscheiden gilt, mit drei Rechenbeispielen. --- ## Pflegezeit: Anspruch, Dauer und Finanzierung für Beschäftigte URL: https://flair.hr/de/blog/pflegezeit Bis zu sechs Monate Freistellung für die Pflege eines Angehörigen, zehn Tage bei akuten Pflegefällen, bis zu 24 Monate Familienpflegezeit: Was PflegeZG und FPfZG regeln, wer Anspruch hat, wie die Ankündigung läuft und wie das Einkommen abgesichert ist. --- ## Akkordlohn – Definition, Berechnung und Arten URL: https://flair.hr/de/blog/akkordlohn Der Akkordlohn richtet sich nach dem tatsächlich erzielten Arbeitsergebnis, auf Basis dessen der/die Mitarbeiter:in entlohnt wird. Welche Vor- und Nachteile das mit sich bringt, erfährst Du hier. --- ## Wie man die Arbeitsproduktivität berechnet URL: https://flair.hr/de/blog/arbeitsproduktivitat Die Arbeitsproduktivität gilt als wesentlicher Indikator für die Effizienz und Leistungsfähigkeit eines Unternehmens. Was in die Berechnung muteinbezogen wird haben wir einmal zusammengestellt. --- ## Arbeitszeitkonto und rechtliche Vorgaben URL: https://flair.hr/de/blog/arbeitszeitkonto Seit 2019 müssen Arbeitgeber:innen die Arbeitszeiten ihrer Mitarbeiter:innen erfassen. Ein Arbeitszeitkonto weist die geleisteten Arbeitsstunden aus und bieten Mitarbeiter:innen die notwendige Flexibilität. --- ## Betriebsbedingte Kündigung umsetzen URL: https://flair.hr/de/blog/betriebsbedingte-kundigung Betriebsbedingte Kündigungen stellen im Kündigungsrecht ein Sonderfall dar und treffen Arbeitnehmer:innen unverschuldet. Was man als Arbeitgeber:in zu beachten hat, haben wir einmal zusammengefasst. --- ## Betriebsvereinbarung - Inhalt und rechtliche Regelungen URL: https://flair.hr/de/blog/betriebsvereinbarung Die Ausarbeitung und der Abschluss von Betriebsvereinbarungen fallen in den Aufgabenbereich der Arbeitnehmervertretung im Betriebsrat. Was hierbei zu beachten ist, haben wir hier zusammengefasst. --- ## Bewerbungsprozess: Erfolgreiche Schritte und Tipps URL: https://flair.hr/de/blog/bewerbungsprozess Der Bewerbungsprozess gehört zur beruflichen Laufbahn. Es geht darum, die eigene Person und Fähigkeiten so darzustellen, dass potenzielle Arbeitgebende auf einen aufmerksam werden. --- ## Code of Conduct als Leitlinie für Mitarbeiter:innen URL: https://flair.hr/de/blog/code-of-conduct Der Code of Conduct impliziert Unternehmenswerte und Verhaltensanweisungen, die von Mitarbeiter:innen und Vorgesetzten im Unternehmensalltag gelebt werden sollen. --- ## Tipps für ein erfolgreiches E-Recruiting URL: https://flair.hr/de/blog/e-recruiting-2 In der schnelllebigen Geschäftswelt heutzutage ist das E-Recruiting ein entscheidender Faktor, um wettbewerbsfähig zu bleiben und qualifizierte Talente für das eigene Unternehmen zu gewinnen. --- ## Die elektronische Bescheinigung der Arbeitsunfähigkeit URL: https://flair.hr/de/blog/elektronische-arbeitsunfahigkeitsbescheinigung Mit der elektronischen Arbeitsunfähigkeitsbescheinigung gehören Krankmeldungen auf Papier und damit auch der „Gelbe Schein“ fast der Vergangenheit an. Doch was gibt es zu beachten? --- ## Equal Pay: Fakten und Strategien zur Gleichbehandlung URL: https://flair.hr/de/blog/equal-pay Der Grundsatz "gleicher Lohn für gleiche Arbeit" ist ein wichtiges Thema in der Arbeitswelt. Trotz vielfältigen Bemühungen verdienen Frauen im Durchschnitt weiterhin weniger als Männer. Das muss sich ändern. --- ## Was ist die Fluktuationsrate und warum ist sie so wichtig? URL: https://flair.hr/de/blog/fluktuationsrate Die Fluktuationsrate ist eine Messgröße, die ein Unternehmen immer im Blick haben und möglichst klein halten sollte. Wir haben alles Wichtige hierzu auf den Punkt gebracht. --- ## Was gehört zur Fürsorgepflicht von Arbeitgeber:innen? URL: https://flair.hr/de/blog/fuersorgepflicht Mit Vertragsabschluss verpflichtet sich der/die Arbeitgeber:in dem Mitarbeitenden gegenüber diesen zu unterstützen und vor Gefahren zu schützen. --- ## Führungsspannen: Effektive Management Methoden URL: https://flair.hr/de/blog/fuhrungsspannen-effektive-management-methoden Führungsspannen, auch als Leitungsspannen bezeichnet, sind ein wichtiger Aspekt der Organisationsstruktur und beziehen sich auf die Anzahl der direkt unterstellten Mitarbeitenden. --- ## High Potentials: Entfaltung von Talenten URL: https://flair.hr/de/blog/high-potentials In der heutigen Geschäftswelt ist es wichtig, Mitarbeiter:innen mit hohem Potenzial zu erkennen und zu fördern. Wir haben einmal aufgezeigt, wie das im Unternehmensalltag funktionieren kann. --- ## Human Resource Prozesse optimieren – so einfach geht’s URL: https://flair.hr/de/blog/human-resource-prozesse Der nun folgende Artikel nimmt dich – ob nun Arbeitgeber:in oder Arbeitnehmer:in – einmal mit auf eine Reise in die Welt der Personalarbeit und durchleuchtet die verschiedensten Personalprozesse. --- ## Human Resources - Definition, Aufgabenbereiche, Ziele URL: https://flair.hr/de/blog/human-resources Der Begriff Human Resources steht für das gesamte Personalwesen. Er umfasst dabei nicht lediglich die administrativen Aufgaben, sondern alle Tätigkeiten rund um das Personalmanagement. --- ## Dein Guide rundum Mitarbeiterhandbücher URL: https://flair.hr/de/blog/mitarbeiterhandbuch Viele Unternehmen übersehen die Bedeutung eines guten Mitarbeiterhandbuchs für ihre neuen Mitarbeiter. Der Start als Neuling in einem Unternehmen ist entmutigend. --- ## Nebenbeschäftigung: Was ist erlaubt? URL: https://flair.hr/de/blog/nebenbeschaftigung Es gibt einige wesentliche Fragen und Antworten im Zusammenhang mit Nebenjobs, die Arbeitnehmende wissen sollten, um ihre Rechte und Pflichten zu verstehen und anzuwenden. --- ## Personal Fluktuation: Faktoren und Auswirkungen URL: https://flair.hr/de/blog/personal-fluktuation Personalfluktuation ist ein wichtiges Thema in der heutigen Arbeitswelt. Wir erklären, welche Maßnahmen gegen Fluktuation ergriffen werden können und wie die Fluktuationsrate berechnet werden kann. --- ## Plane Weiterbildungen und profitiere von den Vorteilen URL: https://flair.hr/de/blog/plane-weiterbildung Die Mitarbeiterschulung ist für den Erfolg eines jeden Unternehmens entscheidend. Die Investition von Zeit und Geld in die Mitarbeiterschulung kann das ganze Unternehmen beflügeln. --- ## Talent Acquisition: Effektive Strategien URL: https://flair.hr/de/blog/talent-acquisition Talent Acquisition ist ein umfassender Ansatz, der über traditionelles Recruiting hinausgeht, indem es sich auf das Finden, Binden und langfristige Halten von Talenten konzentriert. Es ist eine Schlüsselkomponente. --- ## Talent Management der Zukunft - Challenge und Chance URL: https://flair.hr/de/blog/talent-management Wir gehen der Frage nach, warum Talentmanagement wichtig für Deine Employer Brand ist und welche Schritte unbedingt notwendig sind, um neue Talente für Dich zu gewinnen und langfristig im Unternehmen zu halten. --- ## Vor- und Nachteile von Zeitlohn: Ein fundierter Überblick URL: https://flair.hr/de/blog/zeitlohn Zeitlohn ist eine weit verbreitete Lohnform in Deutschland, bei der auf Grundlage der Arbeitszeit entlohnt wird. Wir haben die Vor- und Nachteile gesammelt und geben Tipps, worauf man achten sollte. --- ## Fristlose Kündigung: Gründe, Zwei-Wochen-Frist und Ablauf für Arbeitgeber URL: https://flair.hr/de/blog/fristlose-kuendigung Eine fristlose Kündigung beendet das Arbeitsverhältnis sofort. Welche Gründe tragen, warum die Zwei-Wochen-Frist so oft scheitern lässt, wann vorher abgemahnt werden muss und wie HR rechtssicher vorgeht. Mit Checkliste, Beispiel und FAQ. --- ## Kündigung während Krankheit: Was erlaubt ist und wann eine krankheitsbedingte Kündigung wirkt URL: https://flair.hr/de/blog/kuendigung-waehrend-krankheit Eine Krankschreibung schützt nicht vor einer Kündigung. Wann Arbeitgeber während einer Krankheit kündigen dürfen, wie die krankheitsbedingte Kündigung in drei Stufen geprüft wird, welche Rolle das BEM spielt und was mit der Entgeltfortzahlung passiert. --- ## Änderungskündigung: Ablauf, Fristen und die drei Reaktionsmöglichkeiten URL: https://flair.hr/de/blog/aenderungskuendigung Mit einer Änderungskündigung kündigt der Arbeitgeber und bietet zugleich neue Arbeitsbedingungen an. Wann sie nötig ist, welche Fristen gelten, wie Beschäftigte reagieren können und was HR beim Betriebsrat beachten muss. Mit Beispiel und FAQ. --- ## Sonderurlaub bei Hochzeit: Wie viele Tage gibt es für die eigene Trauung? URL: https://flair.hr/de/blog/sonderurlaub-hochzeit Für die eigene Hochzeit gibt es oft einen bezahlten freien Tag, einen ausdrücklichen gesetzlichen Anspruch aber nicht. Worauf sich Sonderurlaub zur Hochzeit stützt, warum der TVöD ihn nicht vorsieht und was bei Samstagshochzeit und Familienfeiern gilt. --- ## Sonderurlaub bei Geburt: Was Väter und Partnerinnen 2026 bekommen URL: https://flair.hr/de/blog/sonderurlaub-geburt Bei der Geburt des eigenen Kindes gibt es meist einen bezahlten Tag frei. Einen gesetzlichen Vaterschaftsurlaub gibt es in Deutschland bisher nicht. Was § 616 BGB und der TVöD regeln, wie Elternzeit und Elterngeld an die Geburt anschließen und was HR festlegen sollte. --- ## Sonderurlaub: Anspruch, Anlässe und wie viele Tage üblich sind URL: https://flair.hr/de/blog/sonderurlaub Hochzeit, Geburt, Todesfall, Umzug oder krankes Kind: Wann Beschäftigte bezahlt freigestellt werden, worauf sich der Anspruch stützt und wie viele Tage je Anlass üblich sind. Mit Übersichtstabelle, Beispiel und FAQ. --- ## Geldwerter Vorteil - Vorteile und Nutzen einfach erklärt URL: https://flair.hr/de/blog/geldwerter-vorteil Geldwerter Vorteil. Das klingt schon einigermaßen verlockend. Aber was steckt hinter diesen zwei Worten? Arbeitnehmer erhalten für ihre geleistete Arbeit, eine monatliche Vergütung - meistens in Form eines Gehalts oder Lohns. --- ## Arbeitserlaubnis - Voraussetzungen für den Arbeitsmarkt URL: https://flair.hr/de/blog/arbeitserlaubnis Der Fachkräftemangel in Deutschland ist allgegenwärtig und das Ende der Fahnenstange ist noch lange nicht erreicht. Um offene Stellen zu besetzen, müssen sie sich einer der Personalrekrutierung im Ausland öffnen. --- ## Praktikumsbescheinigung erstellen URL: https://flair.hr/de/blog/praktikumsbescheinigung Ein Praktikum geht zu Ende und es kommt zu Ausstellung einer Prakikumsbescheinigung? Hier findest du alles Wichtige im Überblick sowie eine Vorlage zum Download. --- ## Digitale Personalakte Software 2026: 6 Tools im Vergleich URL: https://flair.hr/de/blog/digitale-personalakte-software Welche Software eignet sich für die digitale Personalakte? Wir vergleichen HR-Suiten und Dokumentenmanagement-Systeme anhand von Zugriffsrechten, E-Signatur, Self-Service und Hosting: flair, Personio, Factorial, HiBob, d.velop und DocuWare. --- ## Performance Management Software 2026: 6 Tools im Vergleich URL: https://flair.hr/de/blog/performance-management-software Mitarbeitergespräche, 360-Grad-Feedback, OKRs und Kalibrierung: Wir vergleichen sechs Performance-Management-Tools für den deutschsprachigen Raum, von HR-Suiten wie flair, Personio, Factorial und HiBob bis zu Spezialisten wie Leapsome und Lattice. --- ## Betriebsurlaub - das gilt im Arbeitsrecht URL: https://flair.hr/de/blog/betriebsurlaub In welchen Fällen darf ein Betriebsurlaub überhaupt angeordnet werden? Wie schaut die arbeitsrechtliche Situation aus? Auf was müssen Arbeitgeber:innen achten, wenn ein Betriebsurlaub ansteht? --- ## Arbeitstage 2026 und 2027: alle Bundesländer und Monate im Überblick URL: https://flair.hr/de/blog/arbeitstage Wie viele Arbeitstage hat 2026, wie viele 2027? Tabellen für alle 16 Bundesländer und jeden Monat, der Unterschied zwischen Arbeitstagen und Werktagen und ein Rechenbeispiel für Sollstunden und Urlaub. --- ## Urlaubsantrag: Muster, Vorlage und Regeln für Arbeitgeber URL: https://flair.hr/de/blog/urlaubsantrag Ein Urlaubsantrag braucht keine bestimmte Form, aber klare Regeln. Muster zum Kopieren, was hinein gehört, wann Arbeitgeber ablehnen dürfen, warum genehmigter Urlaub verbindlich ist und wie Feiertage zählen. --- ## Urlaubsbescheinigung: Pflichtangaben, Muster und Beispiel URL: https://flair.hr/de/blog/urlaubsbescheinigung Bei jedem Austritt muss der Arbeitgeber eine Urlaubsbescheinigung aushändigen. Was drinstehen muss, wofür der neue Arbeitgeber sie braucht, ein Muster zum Kopieren und ein Rechenbeispiel zum Jobwechsel. --- ## EU AI Act in HR: Welche KI-Tools sind erlaubt – und welche nicht? URL: https://flair.hr/de/blog/eu-ai-act-in-hr Darf ChatGPT im Recruiting genutzt werden? Sind KI-gestützte Bewerberrankings noch erlaubt? Was der EU AI Act wirklich für HR bedeutet – und welche KI-Tools erlaubt bleiben. --- ## Corporate Social Responsibility: CSR Maßnahmen URL: https://flair.hr/de/blog/csr-massnahmen Corporate Social Responsibility beschreibt die Verantwortung von Unternehmen, eine wirtschaftlich, soziale und ökologische Nachhaltigkeit zu schaffen. --- ## Onboarding Software Vergleich: Effiziente Einarbeitung URL: https://flair.hr/de/blog/onboarding-software-vergleich Onboarding-Software erleichtert die Eingliederung von neuen Mitarbeitern und Mitarbeiterinnen in ihre Rollen, indem sie den Prozess vereinfacht und Papierkram beseitigt. --- ## Recruiting Software 2026: Die besten Tools im Vergleich URL: https://flair.hr/de/blog/recruiting-software Bewerber:innen finden und langfristig im Unternehmen halten: das ist das Ziel der meisten Unternehmen. Wir zeigen dir, wie eine Recruiting Software dabei helfen kann. --- ## Warum Salesforce die perfekte Plattform für HR ist URL: https://flair.hr/de/blog/salesforce-fur-hr Im Jahr 2019 bot sich den Mitgründern von flair eine Gelegenheit, die sie dazu veranlasste, eine komplett native HR-Plattform für Salesforce zu entwickeln. Bei den vielen großartigen HR-Tools, mag es verrückt klingen, sich auf diesem Markt zu bewegen. --- ## flair ist jetzt zertifizierter Partner von HR-Software-Vergleich.de URL: https://flair.hr/de/blog/hr-software-vergleich-certified-partner flair ist jetzt offiziell zertifizierter Partner von HR-Software-Vergleich.de, Deutschlands größtem Vergleichsportal für HR-Software. --- ## Wissenswertes zum Mutterschutz URL: https://flair.hr/de/blog/wissenswertes-zum-mutterschutz Wir haben alle wichtigen in Deutschland geltenden Vorschriften zum Thema Mutterschutz, sowie Fakten zu Urlaubsanspruch, Arbeitgeberpflichten & Co. zusammengestellt --- ## Urlaubsanspruch in der Elternzeit: Kürzung, Resturlaub und Abgeltung URL: https://flair.hr/de/blog/urlaubsanspruch-elternzeit Auch in der Elternzeit entsteht Urlaub. Der Arbeitgeber kann ihn um ein Zwölftel pro vollem Monat kürzen, muss das aber erklären, solange das Arbeitsverhältnis läuft. Was für Resturlaub, Teilzeit und Kündigung gilt, mit Rechenbeispiel. --- ## Urlaubsabgeltung berechnen: Formel, Beispiel und Sonderfälle URL: https://flair.hr/de/blog/urlaubsabgeltung Kann Resturlaub wegen des Austritts nicht mehr genommen werden, muss er ausgezahlt werden. So berechnest du die Urlaubsabgeltung nach § 7 Abs. 4 BUrlG, inklusive Teilurlaub, Steuern und Sonderfällen. --- ## Urlaubsanspruch bei Kündigung berechnen URL: https://flair.hr/de/blog/urlaubsanspruch-bei-kundigung Um die Personalressourcen vollständig im Blick zu haben, sollte man bei Beendigung des Arbeitsverhältnisses sicher im Umgang mit dem Thema Urlaubsanspruch sein. --- ## Arbeitsstunden pro Monat: Tabelle und Berechnung für 2026 und 2027 URL: https://flair.hr/de/blog/arbeitsstunden-pro-monat Wie viele Stunden hat ein Monat bei einer 40-Stunden-Woche? Formel, Umrechnungstabelle für Voll- und Teilzeit, die tatsächlichen Sollstunden je Monat 2026 und 2027 sowie Mindestlohn und Minijob-Grenze im Überblick. --- ## Lohnnebenkosten 2026: Alles was Du wissen solltest! URL: https://flair.hr/de/blog/lohnnebenkosten Hast Du dich bereits mit den Lohnnebenkosten 2026 auseinandergesetzt? Wir zeigen in diesem Beitrag, was alles unter die Lohnnebenkosten fällt und wie viel Du als Arbeitgeber:in tatsächlich zahlen musst. --- ## Steuerklassen 1 bis 6: Wer in welche Klasse gehört und was Arbeitgeber beachten müssen URL: https://flair.hr/de/blog/steuerklassen Die Steuerklasse bestimmt, wie viel Lohnsteuer monatlich einbehalten wird. Alle sechs Steuerklassen im Überblick, Wechsel nach Heirat, Faktorverfahren, die Rolle von ELStAM in der Lohnabrechnung und der aktuelle Stand zur Abschaffung von III/V. --- ## Kilometerpauschale 2026: 38 Cent ab dem ersten Kilometer URL: https://flair.hr/de/blog/kilometerpauschale-2026 Seit Januar 2026 gilt die Entfernungspauschale von 0,38 € ab dem ersten Kilometer. Was sich gegenüber 2025 ändert, wie du sie berechnest, wie sie sich von der Dienstreise-Pauschale unterscheidet und wie Arbeitgeber Fahrtkosten steuerlich günstig erstatten. --- ## Elterneigenschaft: Pflegeversicherung, Kinderlosenzuschlag und Nachweis für Arbeitgeber URL: https://flair.hr/de/blog/elterneigenschaft Die Elterneigenschaft entscheidet, ob Beschäftigte den Kinderlosenzuschlag in der Pflegeversicherung zahlen und ob sie Abschläge für weitere Kinder bekommen. Wer als Elternteil zählt, welche Beitragssätze 2026 gelten und wie das digitale Nachweisverfahren DaBPV funktioniert. --- ## Vaterschaftsurlaub in Deutschland: Stand 2026, Alternativen und Optionen für Arbeitgeber URL: https://flair.hr/de/blog/vaterschaftsurlaub Einen gesetzlichen bezahlten Vaterschaftsurlaub gibt es in Deutschland auch 2026 nicht. Was aus der Familienstartzeit wurde, was die EU-Richtlinie verlangt, welche Rechte Väter und zweite Elternteile heute haben und wie Arbeitgeber eine eigene Regelung aufsetzen. --- ## Ärztliches Attest im Job: Wann Arbeitgeber es verlangen dürfen, wer zahlt und was drinstehen muss URL: https://flair.hr/de/blog/aerztliches-attest Attest, AU-Bescheinigung, ärztliches Zeugnis: Im Arbeitsrecht gibt es mehrere ärztliche Nachweise mit unterschiedlichen Regeln. Wann ein Attest Pflicht ist, ob der Arbeitgeber es ab dem ersten Tag verlangen darf, wer die Kosten trägt und wie HR mit Gesundheitsdaten umgeht. --- ## Urlaubsanspruch im Mutterschutz: Kein Urlaubsverlust und was nach der Schutzfrist gilt URL: https://flair.hr/de/blog/urlaubsanspruch-mutterschutz Mutterschutz kürzt den Urlaub nicht. Die Schutzfristen und Beschäftigungsverbote zählen als Beschäftigungszeit, offener Urlaub kann danach noch im laufenden oder im nächsten Jahr genommen werden. Wie das mit Elternzeit zusammenspielt, mit Rechenbeispiel. --- ## Unterschied zwischen Arbeiter und Angestellter: Was heute noch gilt URL: https://flair.hr/de/blog/unterschied-arbeiter-angestellter Früher hatten Arbeiter und Angestellte unterschiedliche Kündigungsfristen, Rentenversicherungen und Regeln bei Krankheit. Heute sind sie rechtlich fast vollständig gleichgestellt. Wo die Begriffe herkommen, wann sie angeglichen wurden und wo die Unterscheidung in Tarifverträgen und im Alltag noch auftaucht. --- ## Arbeiten auf Honorarbasis: Bedeutung, Steuern, Sozialversicherung und Scheinselbstständigkeit URL: https://flair.hr/de/blog/honorarbasis Wer auf Honorarbasis arbeitet, ist selbstständig und kein Arbeitnehmer. Was das für Steuern und Sozialversicherung heißt, woran die Rentenversicherung Scheinselbstständigkeit erkennt, wie das Statusfeststellungsverfahren funktioniert und was Unternehmen bei der Zusammenarbeit mit Honorarkräften beachten müssen. --- ## Hospitation: Bedeutung, Ablauf und rechtliche Regeln für Unternehmen und Bewerber URL: https://flair.hr/de/blog/hospitation Bei einer Hospitation schaut jemand für kurze Zeit im Arbeitsalltag zu, ohne selbst mitzuarbeiten. Was eine Hospitation von Probearbeit und Praktikum unterscheidet, wann sie bezahlt werden muss, wie es mit Versicherung und Datenschutz aussieht und wie ein guter Hospitationstag abläuft. --- ## Betriebszugehörigkeit: Berechnung, Kündigungsfristen und was sonst davon abhängt URL: https://flair.hr/de/blog/betriebszugehoerigkeit Wie lange jemand im Unternehmen ist, bestimmt die Kündigungsfrist, den Kündigungsschutz, die Sozialauswahl und die Höhe einer Abfindung. Wie du die Betriebszugehörigkeit richtig berechnest, welche Zeiten mitzählen und was bei Unterbrechungen gilt. --- ## Arbeitsunfähigkeitsbescheinigung (AU-Bescheinigung): Wann sie fällig ist URL: https://flair.hr/de/blog/arbeitsunfahigkeitsbescheinigung Kranke Arbeitnehmer:innen gehören zum Unternehmensalltag dazu. Wir haben die wichtigsten Punkte einmal für dich zusammengefasst. --- ## Arbeitsvertrag - Inhalte und Ausgestaltung URL: https://flair.hr/de/blog/arbeitsvertrag Der Arbeitsvertrag ist die wesentliche Grundlage für die Zusammenarbeit. Er legt wesentliche Arbeits- und Vertragsbedingungen fest. Die inhaltliche Ausgestaltung kann verhandelt werden. --- ## Arbeitszeugnis - Alles Wichtige auf einen Blick URL: https://flair.hr/de/blog/arbeitszeugnis Das Arbeitszeugnis ist eine wichtige Urkunde, auf die jeder/r Arbeitnehmende Anspruch hat. Wir stellen die wichtigsten Details auf einem Blick für dich dar, damit Du gut vorbereitet sein kannst. --- ## Abmahnung: Alles Wissenswerte und Tipps URL: https://flair.hr/de/blog/abmahnung Die Abmahnung ist in Deutschland ein rechtliches Mittel im Rechtssystem, bei dem eine Person eine andere Person offiziell auffordert, ein bestimmtes Verhalten sofort einzustellen. --- ## Organigramme: Veranschaulichung deiner Unternehmensstruktur URL: https://flair.hr/de/blog/organigramm Welche Hierarchien und Verknüpfungen existieren in Deinem Unternehmen? Es mag noch einfach sein, den Überblick über ein kleines Start-up zu behalten. Doch was geschieht, wenn kontinuierlich weitere Mitarbeiter:innen eingestellt werden? --- ## Dienstplan erstellen: Anleitung, Vorlage und gesetzliche Regeln URL: https://flair.hr/de/blog/dienstplan-erstellen Einen Dienstplan erstellen in sechs Schritten: Bedarf, Verfügbarkeiten, Schichten, Rechtscheck, Veröffentlichung und Ist-Zeiten. Mit Wochenvorlage, den Regeln aus Arbeitszeitgesetz, TzBfG und BetrVG und dem häufigsten Fehler. --- ## Optimierte Onboarding Prozesse als Schlüssel zum Erfolg URL: https://flair.hr/de/blog/onboarding Der erste Eindruck ist entscheidend – das gilt wie in vielen Lebensbereichen auch am ersten Tag eines neuen Mitarbeiters. Onboarding findet allerdings schon vor dem ersten offiziellen Arbeitstag statt. --- ## Austrittsgespräch: Tipps erfolgreiche Umsetzung URL: https://flair.hr/de/blog/austrittsgespraech Ein Austrittsgespräch ist ein wichtiger Bestandteil des Trennungsprozesses. Wir haben einmal aufgeführt, was unbedingt Bestandteil dieses Gesprächs sein sollte und wie man es erfolgreich umsetzt. --- ## 9-Box-Grid: So nutzen Sie es für Talent Reviews (mit Vorlage) URL: https://flair.hr/de/blog/9-box-grid Das 9-Box-Grid ordnet Mitarbeitende nach Leistung und Potenzial ein. Was die neun Felder bedeuten, wie Sie damit eine Talentrunde führen und eine kostenlose Excel-Vorlage. --- ## Krankschreibung rückwirkend: Wie viele Tage sind erlaubt? URL: https://flair.hr/de/blog/ruckwirkende-krankschreibung Ein Arzt darf in der Regel bis zu drei Tage rückwirkend krankschreiben, und nur ausnahmsweise. Was die AU-Richtlinie erlaubt, was am Wochenende, per Telefon und bei der Folgebescheinigung gilt. --- ## Arbeiten trotz Krankmeldung: Ist das erlaubt? Regeln 2026 URL: https://flair.hr/de/blog/arbeiten-mit-krankmeldung In diesem Beitrag erfährst Du, wann und unter welchen Bedingungen das Arbeiten trotz Krankschreibung erlaubt ist und wie Du mithilfe unserer Software Krankmeldungen verwalten kannst. --- ## Arbeitsbescheinigung: Inhalt, Vorlage und BEA-Pflicht für Arbeitgeber URL: https://flair.hr/de/blog/arbeitsbescheinigung Die Arbeitsbescheinigung nach § 312 SGB III braucht die Arbeitsagentur fürs Arbeitslosengeld. Was hineingehört, warum es keine Papier-Vorlage mehr gibt, wie weit sie zurückreicht, mit Checkliste und FAQ. --- ## FTE: Bedeutung, Formel und Beispiel – Vollzeitäquivalent berechnen URL: https://flair.hr/de/blog/fte FTE (Full Time Equivalent) bzw. Vollzeitäquivalent rechnet Voll- und Teilzeit in Vollzeitstellen um. Bedeutung, Formel, Rechenbeispiel, Unterschied zum Headcount und FAQ. --- ## Feiertagszuschlag und Sonntagszuschlag: Anspruch, Höhe und Steuerfreiheit 2026 URL: https://flair.hr/de/blog/feiertagszuschlag Unter bestimmten Voraussetzungen dürfen/müssen Arbeitnehmer:innen auch an Feiertagen arbeiten. Woran man sich als Arbeitgeber:in hier genau halten muss, haben wir einmal zusammengefasst. --- ## Pausenregelung und gesetzliche Arbeitszeiten: Das gilt nach dem ArbZG URL: https://flair.hr/de/blog/gesetzliche-arbeitszeiten Bei der Vereinbarung von Arbeits- und Pausenzeiten müssen sich Arbeitgeber:innen und Arbeitnehmer:innen in Deutschland nach bestimmten gesetzlichen Vorschriften richten. Wir haben das Wichtigste zusammengefasst. --- ## Urlaubsanspruch in Teilzeit und bei der 4-Tage-Woche berechnen URL: https://flair.hr/de/blog/urlaubsanspruch-teilzeit Auch in Teilzeitarbeit gibt es einen Urlaubsanspruch für die Mitarbeiter:innen. Wonach sich dieser richtet, haben wir in diesem Beitrag einmal aufgeschlüsselt. --- ## Urlaubsanspruch berechnen 2026: Der ultimative Leitfaden URL: https://flair.hr/de/blog/urlaubsanspruch Wir widmen uns einem Thema, das bereits in Vertragsverhandlungen für neue Beschäftigungsverhältnisse für viel Tumult sorgen kann. Urlaubsanspruch - und wie er berechnet wird. --- ## Lohnsteuer-Jahresausgleich 2026: Pflicht des Arbeitgebers, Ablauf und Fristen URL: https://flair.hr/de/blog/lohnsteuerjahresausgleich Der Lohnsteuerjahresausgleich bezieht sich auf die Überprüfung der gezahlten Lohnsteuer eines/einer Arbeitnehmenden im Verlauf eines Kalenderjahres. Doch was muss dabei beachtet werden? --- ## Qualifizierte elektronische Signatur (QES): Definition, Beispiel und Einsatz im HR URL: https://flair.hr/de/blog/qualifizierte-elektronische-signatur Die qualifizierte elektronische Signatur (QES) ist eine spezielle Form der digitalen Signatur, die viel Vertrauen und Sicherheit für Online-Transaktionen bietet. Sie ist in dieser digitalen Welt kaum noch wegzudenken. --- ## Ablauforganisation: Definition, Ziele und Unterschied zur Aufbauorganisation URL: https://flair.hr/de/blog/ablauforganisation Was ist Ablauforganisation, welche Ziele verfolgt sie und wie unterscheiden sich Aufbau- und Ablauforganisation? Mit Vergleichstabelle und Beispiel aus dem Personalwesen. --- ## Mitarbeiterführung: Definition, Aufgaben, Führungsstile und Fehler URL: https://flair.hr/de/blog/mitarbeiterfuehrung Mitarbeiterführung (auch Personalführung) heißt, Mitarbeitende zielgerichtet zu leiten. Welche Aufgaben dazugehören, wie direkte und indirekte Führung wirken und welche Fehler Du vermeiden solltest. --- ## Personalführung - Effektive Strategien und Tipps URL: https://flair.hr/de/blog/personalfuhrung Personalführung ist die zielgerichtete Steuerung von Mitarbeiter:innen in einem Unternehmen oder einer Organisation. --- ## Aufbauorganisation: Grundlagen, Ziele und Arten URL: https://flair.hr/de/blog/aufbauorganisation Unternehmen brauchen Strukturen und diese bilden wiederum den Ausgangspunkt für eine Aufbauorganisation. Wir haben alles Wissenswerte zu diesem Thema für dich zusammengestellt. --- ## Führungsstile: Die wichtigsten Modelle im Überblick und wie du den passenden findest URL: https://flair.hr/de/blog/fuehrungsstile Autoritär, kooperativ, laissez-faire, situativ oder transformational: Welche Führungsstile es gibt, woher die Modelle kommen, was sie im Alltag bedeuten und wie Führungskräfte den passenden Stil für Team und Situation wählen. Mit Vergleichstabelle und FAQ. --- ## SMART-Ziele: Bedeutung, Formel und Beispiele für Mitarbeitende und Teams URL: https://flair.hr/de/blog/smart-ziele SMART-Ziele sind spezifisch, messbar, attraktiv, realistisch und terminiert. Was die fünf Buchstaben bedeuten, woher die Methode stammt, wie du Ziele Schritt für Schritt formulierst und wann OKR die bessere Wahl ist. Mit Beispielen, Vorlage und FAQ. --- ## Jour fixe: Bedeutung, Ablauf und Vorlage für die Agenda URL: https://flair.hr/de/blog/jour-fixe Ein Jour fixe ist ein regelmäßiger Termin mit festem Teilnehmerkreis. Was der Begriff bedeutet, wie er sich von Weekly und 1:1 unterscheidet, welcher Rhythmus passt und wie eine gute Agenda aussieht. Mit Vorlage, Beispiel und FAQ. --- ## Soft Skills: Definition, Beispiele und wie HR sie erkennt und fördert URL: https://flair.hr/de/blog/soft-skills Soft Skills sind überfachliche Fähigkeiten wie Kommunikation, Teamfähigkeit oder Selbstorganisation. Was sie von Hard Skills unterscheidet, welche im Job zählen, wie du sie im Recruiting prüfst und im Team entwickelst. Mit Liste, Interviewfragen und FAQ. --- ## Disziplinarische Führung: Aufgaben, Befugnisse und Unterschied zur fachlichen Führung URL: https://flair.hr/de/blog/disziplinarische-fuehrung Disziplinarische Vorgesetzte verantworten die Menschen, fachliche Vorgesetzte die Inhalte. Welche Aufgaben und Befugnisse dazugehören, was bei Abmahnung und Kündigung rechtlich gilt und wie Matrixorganisationen die Rollen sauber trennen. Mit Tabelle, Beispiel und FAQ. --- ## Bewirtungsbeleg: Pflichtangaben, 70-Prozent-Regel und was HR bei Geschäftsessen beachten muss URL: https://flair.hr/de/blog/bewirtungsbeleg Ohne korrekten Bewirtungsbeleg streicht das Finanzamt den Betriebsausgabenabzug fürs Geschäftsessen. Welche Angaben Pflicht sind, was das BMF-Schreiben von 2025 geändert hat, wann 70 und wann 100 Prozent gelten und wie Mitarbeitende ihre Belege richtig einreichen. --- ## Tantieme: Gewinnbeteiligung für Geschäftsführung und Führungskräfte richtig vereinbaren URL: https://flair.hr/de/blog/tantieme Die Tantieme beteiligt Vorstand, Geschäftsführung oder leitende Angestellte am Unternehmenserfolg. Wie sie berechnet und besteuert wird, wann sie fällig ist, worin sie sich vom Bonus unterscheidet und welche Grenzen bei Gesellschafter-Geschäftsführern gelten. --- ## Bonuszahlung: Anspruch, Zielvereinbarung, Steuern und Sozialversicherung URL: https://flair.hr/de/blog/bonuszahlung Wann Beschäftigte Anspruch auf einen Bonus haben, wie Zielvereinbarungen und Stichtagsklauseln rechtlich halten, wie Boni als sonstiger Bezug versteuert werden und wie die März-Klausel bei der Sozialversicherung wirkt. Mit Rechenbeispiel. --- ## Empfehlungsschreiben: Aufbau, Muster und Unterschied zum Arbeitszeugnis URL: https://flair.hr/de/blog/empfehlungsschreiben Ein Empfehlungsschreiben ist freiwillig, persönlich und oft überzeugender als jedes Zeugnis. Wie es aufgebaut ist, was hineingehört, worin es sich vom Arbeitszeugnis unterscheidet und ein Muster, das du als Arbeitgeber direkt anpassen kannst. --- ## Fortbildung vs. Weiterbildung: der Unterschied, wer zahlt und was im Vertrag stehen sollte URL: https://flair.hr/de/blog/fortbildung-weiterbildung Fortbildung, Weiterbildung, Umschulung: Im Alltag oft gleichgesetzt, rechtlich aber nicht dasselbe. Was das Berufsbildungsgesetz sagt, wer die Kosten trägt, wann Schulungen Arbeitszeit sind, wie Rückzahlungsklauseln wirksam bleiben und welche Förderung es gibt. --- ## Generation Z: Jahrgänge, Merkmale und was die Gen Z im Job erwartet URL: https://flair.hr/de/blog/generation-z Welche Jahrgänge zur Generation Z zählen, was sie prägt und was sie von Arbeitgebern erwartet: Sicherheit, Sinn, Flexibilität und viel Feedback. Mit Generationenvergleich, aktuellen Studien und konkreten Tipps für Recruiting, Onboarding und Führung. --- ## Generation Alpha: Jahrgänge, Merkmale und was sie für Arbeitgeber bedeutet URL: https://flair.hr/de/blog/generation-alpha Die Generation Alpha umfasst die ab 2010 Geborenen und ist mit Tablets, Sprachassistenten und KI aufgewachsen. Die Ältesten starten gerade in Ausbildung und Praktika. Was sie prägt und wie sich Arbeitgeber auf die Arbeitskräfte von morgen vorbereiten. --- ## Brückentage 2027: Die besten Termine für alle Bundesländer URL: https://flair.hr/de/blog/brueckentage-2027 2027 fallen viele Feiertage aufs Wochenende. Welche Brückentage sich trotzdem lohnen, wie du mit 8 Urlaubstagen 16 Tage frei bekommst und was HR bei der Verteilung im Team beachten muss. Mit Tabelle für alle 16 Bundesländer. --- ## Feiertage Deutschland 2027 URL: https://flair.hr/de/blog/feiertage-deutschland Alle gesetzlichen Feiertage 2027 in Deutschland, wo sie gelten und wie du mit wenigen Urlaubstagen möglichst viele freie Tage am Stück rausholst – inkl. Kalender als PDF. --- ## Lohnfortzahlung im Krankheitsfall: Dauer, Höhe und Voraussetzungen URL: https://flair.hr/de/blog/lohnfortzahlung-im-krankheitsfall Auch während einer längeren Krankheit, müssen Arbeitnehmer:innen ihren Lebensunterhalt bestreiten. Dieser Beitrag vermittelt dir einen Überblick über die wichtigsten Informationen rund um die Entgeltfortzahlung im Krankheitsfall. --- ## Krankmeldung: Pflichten, Fristen und eAU – der Leitfaden für Arbeitgeber und Beschäftigte URL: https://flair.hr/de/blog/krankmeldung Wer krank ist, muss sich unverzüglich beim Arbeitgeber melden und ab dem vierten Tag die Arbeitsunfähigkeit ärztlich feststellen lassen. Was in die Krankmeldung gehört, wie die eAU funktioniert, wann der Arbeitgeber früher ein Attest verlangen darf und was bei Zweifeln gilt. --- ## Krankengeld nach 6 Wochen: Höhe, Dauer und Übergang von der Lohnfortzahlung URL: https://flair.hr/de/blog/krankengeld-nach-6-wochen Nach sechs Wochen Entgeltfortzahlung zahlt die Krankenkasse Krankengeld. Wie hoch es ist (70 % brutto, höchstens 90 % netto), wie lange es läuft (78 Wochen), was eine Lücke in der Krankschreibung kostet und was HR beim Übergang beachten muss. --- ## Zeiterfassungssoftware 2026: Die besten Tools im Vergleich URL: https://flair.hr/de/blog/zeiterfassungssoftware Arbeitgeber:innen in Deutschland müssen die Arbeitszeit ihrer Beschäftigten erfassen. Wir stellen dir die besten Softwares zur Zeiterfassung und ihre Funktionen vor. --- ## Reisekosten Software 2026: 7 Tools im Vergleich URL: https://flair.hr/de/blog/reisekosten-software Belege per App erfassen, Verpflegungspauschalen automatisch berechnen, Dienstreisen freigeben und an DATEV übergeben: Wir vergleichen sieben Tools für die Reisekostenabrechnung, von HR-Suiten bis zu Spezialisten. --- ## HR-Software Kosten 2026: Preismodelle, Preise und Rechenbeispiel URL: https://flair.hr/de/blog/hr-software-kosten Was kostet HR-Software pro Mitarbeitendem und Monat? Wie Anbieter abrechnen, welche Einstiegspreise öffentlich sind, welche Kosten neben der Lizenz anfallen und ein Rechenbeispiel für ein Unternehmen mit 80 Mitarbeitenden. --- ## HR-Software und Lohnabrechnung: Was die Software vorbereitet und was DATEV erledigt URL: https://flair.hr/de/blog/hr-software-lohnabrechnung Rechnet eine HR-Software die Löhne ab? Meist bereitet sie die Abrechnung vor, gerechnet und gemeldet wird in DATEV LODAS, DATEV Lohn und Gehalt oder bei der Steuerkanzlei. Wer was macht, welche Modelle es gibt und was das kostet. --- ## Lohnbuchführung - Definition, Aufgaben und Umsetzung URL: https://flair.hr/de/blog/lohnbuchfuhrung Die Lohnbuchhaltung (engl. Payroll) ist ein zentraler Aspekt im Personalwesen eines Unternehmens und beinhaltet sämtliche Tätigkeiten rund um die Lohn- und Gehaltsabrechnung. --- ## Urlaubsgeld 2026: Anspruch, Höhe, Steuern und Unterschied zum Urlaubsentgelt URL: https://flair.hr/de/blog/urlaubsgeld Urlaubsgeld ist eine freiwillige Sonderzahlung, kein gesetzlicher Anspruch. Wann Beschäftigte trotzdem Anspruch haben, wie viel üblich ist, wie es versteuert wird und warum Urlaubsgeld nicht dasselbe ist wie Urlaubsentgelt. --- ## Weihnachtsgeld 2026: Anspruch, Höhe und Berechnung URL: https://flair.hr/de/blog/weihnachtsgeld Wer bekommt Weihnachtsgeld, wie viel ist üblich und wie wird es berechnet? Anspruch mit und ohne Tarifvertrag, Formel für anteiliges Weihnachtsgeld, Steuern, Minijob und Freiwilligkeitsvorbehalt. --- ## Weihnachtsgeld bei Kündigung: Wann es (anteilig) gezahlt werden muss URL: https://flair.hr/de/blog/weihnachtsgeld-bei-kuendigung Ob Weihnachtsgeld nach einer Kündigung gezahlt wird, hängt vom Zweck der Zahlung und von Stichtags- und Rückzahlungsklauseln ab. Die Regeln, eine Beispielrechnung und die wichtigsten BAG-Grundsätze. --- ## Urlaubsanspruch im Minijob 2026: So viel Urlaub steht Minijobbern zu URL: https://flair.hr/de/blog/urlaubsanspruch-minijob Minijobber sind wertvolle Ergänzungen zu Vollzeitmitarbeitern:innen. Ob und wie viel Urlaub ihnen zusteht, haben wir in diesem Blogbeitrag aufgeklärt. --- ## Bundesurlaubsgesetz (BUrlG): Alle Paragrafen einfach erklärt URL: https://flair.hr/de/blog/bundesurlaubsgesetz Das Bundesurlaubsgesetz regelt den gesetzlichen Mindesturlaub aller Arbeitnehmer in Deutschland. Hier gehen wir das BUrlG Paragraf für Paragraf durch: Mindesturlaub, Wartezeit, Teilurlaub, Übertragung, Abgeltung, Krankheit und Urlaubsentgelt, mit Beispiel und FAQ. --- ## Resturlaub: Wann er verfällt, wann er übertragen wird und was bei Kündigung gilt URL: https://flair.hr/de/blog/resturlaub Resturlaub sind Urlaubstage, die bis zum Jahresende nicht genommen wurden. Wann sie am 31. Dezember oder 31. März verfallen, warum ohne Hinweis des Arbeitgebers nichts verfällt, was bei Krankheit und Kündigung gilt, mit Mustertext für den Hinweis. --- ## Midijob 2026: Grenze 603,01–2.000 €, Rechner & Beispiel URL: https://flair.hr/de/blog/midijob Ein Midijob ist eine Beschäftigung im Übergangsbereich von 603,01 bis 2.000 € im Monat (2026). Grenzen, Faktor F, Formel, Rechenbeispiel, Arbeitgeberanteil und Pflichten für Arbeitgeber, mit Midijob-Rechner und FAQ. --- ## Minijob 2026: 603-Euro-Grenze, Stunden, Abgaben und Pflichten für Arbeitgeber URL: https://flair.hr/de/blog/minijob Seit Januar 2026 liegt die Minijob-Grenze bei 603 € im Monat. Wie viele Stunden das sind, welche Abgaben Arbeitgeber an die Minijob-Zentrale zahlen, welche Rechte Minijobber haben und was sich 2027 ändert. Mit Rechenbeispiel und FAQ. --- ## Elternzeit verlängern: Fristen, Zustimmung des Arbeitgebers und Muster URL: https://flair.hr/de/blog/elternzeit Elternzeit lässt sich bis auf drei Jahre pro Elternteil verlängern. Wann der Arbeitgeber zustimmen muss, welche Fristen gelten, was sich 2025 bei der Form geändert hat, mit Beispielen und Muster. --- ## Kündigung Minijob (Vorlage): Muster für Arbeitgeber und Arbeitnehmer URL: https://flair.hr/de/blog/kuendigung-minijob Kündigung Minijob Vorlage kostenlos als Word und PDF, für Arbeitgeber und Arbeitnehmer:innen. Was bei Schriftform, Kündigungsfrist und Abmeldung gilt. --- ## Industrieminuten-Rechner: Industriezeit umrechnen mit Tabelle URL: https://flair.hr/de/blog/industrieminuten Industrieminuten umrechnen: Rechner für Normalzeit ↔ Industriestunden, Tabelle für 1–60 Minuten, Formel, Excel-Tipp und FAQ. 1 Industrieminute = 36 Sekunden. --- ## Soziale Kompetenzen: Definition, Beispiele und warum sie im Job zählen URL: https://flair.hr/de/blog/soziale-kompetenzen Soziale Kompetenzen sind Fähigkeiten wie Empathie, Kommunikations-, Team- und Konfliktfähigkeit. Definition, Beispiele, Unterschied zu Soft Skills und wie man sie zeigt und fördert. --- ## Beurteilungsfehler: 11 typische Effekte und wie Du sie vermeidest URL: https://flair.hr/de/blog/beurteilungsfehler Beurteilungsfehler wie Halo-, Recency- oder Similar-to-me-Effekt verzerren Leistungsbeurteilungen. Die 11 typischen Fehler, ihre Ursachen und wie Du fair beurteilst. --- ## Personalwirtschaft: Definition, Aufgaben und Ziele URL: https://flair.hr/de/blog/personalwirtschaft Personalwirtschaft ist der Teil der BWL, der sich mit dem Personal befasst: Planung, Beschaffung, Einsatz, Vergütung, Entwicklung und Verwaltung. Definition, Aufgaben und rechtlicher Rahmen. --- ## Feedbackgespräch: Ablauf, Leitfaden und Tipps für Führungskräfte URL: https://flair.hr/de/blog/feedbackgespraech Ein Feedbackgespräch ist ein strukturiertes Gespräch über Leistung, Zusammenarbeit und Ziele. Ablauf in fünf Schritten, Tipps zur Vorbereitung, Häufigkeit und kostenlose Vorlage. --- ## Schmutzzulage 2026: Anspruch, Höhe im TVöD, Steuer und Sozialversicherung URL: https://flair.hr/de/blog/schmutzzulage Die Schmutzzulage bzw. Erschwerniszulage wird an Arbeitnehmende gezahlt, die sich während ihrer Arbeitszeit in besonders ungewöhnliche oder auch risikoreiche Situationen bringen. --- ## HR Business Partner: Aufgaben, Rollen und Gehalt URL: https://flair.hr/de/blog/hr-business-partner HR Business Partner sorgen für einen mitarbeiterorientierten und strategischen Ansatz im Unternehmen, um Mitarbeiterzufriedenheit zu stärken und Unternehmenskultur zu etablieren. --- ## Mitarbeitergespräch: So gelingt es als HR und Führungskraft URL: https://flair.hr/de/blog/mitarbeitergespraech Eines der wichtigsten Instrumente für die Mitarbeiterbindung ist das Personalgespräch. Wir haben hier die Dos und Dont's einmal zusammengefasst. --- ## Das Konzept von 360 Grad Feedback URL: https://flair.hr/de/blog/360-grad-feedback 360-Grad-Feedback ist eine Methode zur Bewertung der Kompetenzen und von Fach- und Führungskräften. Wir haben die wichtigsten Eckpfeiler einmal zusammengestellt. --- ## Personalauswahl effektiv gestalten URL: https://flair.hr/de/blog/personalauswahl Die Personalauswahl ist ein Prozess, bei dem aus einer Vielzahl an Bewerbenden die besten Kandidat:innen rausgefiltert werden. Eine Softwarelösung und KI können helfen, diesen Prozess zu optimieren. --- ## Feedback geben mit Feedbackregeln URL: https://flair.hr/de/blog/feedback-geben Anderen Menschen Feedback geben will gelernt sein, egal ob es sich um positives oder negatives Feedback handelt. Wir haben die wichtigsten Feedbackregeln für dich zusammengestellt. --- ## Konfliktmanagement in Unternehmen URL: https://flair.hr/de/blog/konfliktmanagement Das Konfliktmanagement in Unternehmen dient dazu, Konfliktsituationen zwischen Mitarbeiter:innen und Führungskräften genauso schnell aus der Welt zu schaffen, wie sie entstanden sind. --- ## Personalmanagement: Unsere Erfolgsstrategien URL: https://flair.hr/de/blog/personal-management Das Personalmanagement vereint vielfältige Strategien, Maßnahmen und Handlungsfelder, die notwendig sind, um die Unternehmensziele zu erreichen und das Potenzial der Belegschaft optimal zu nutzen. --- ## Personalverwaltung - Aufgaben, Funktion, Herausforderung URL: https://flair.hr/de/blog/personalverwaltung Die Personalverwaltung ist der Ort, an dem ein positives und vertrauensvolles Verhältnis zwischen Arbeitnehmer:in und Arbeitgeber:in begründet wird. Wir haben die Aufgaben und Herausforderungen einmal zusammengestellt. --- ## Human Resource Management: Mehr als nur Personalbeschaffung URL: https://flair.hr/de/blog/hrm Menschen sind der Mittelpunkt jeder Organisation. Ohne ihnen gibt es kein Geschäft. Human Resource Management, oder kurz, HRM, ist ein Unternehmensbereich, wo die Menschen im Vordergrund stehen. --- ## Personalabteilungen im Wandel der Zeit URL: https://flair.hr/de/blog/personalabteilung Im 21. Jahrhundert angekommen verändert sich unsere Arbeitswelt aufgrund zahlreicher Faktoren rasant. Getrieben von Digitalisierung und Globalisierung wandeln sich somit auch verschiedene Unternehmensabteilungen. --- ## Nachtzuschlag – rechtlich verpflichtend URL: https://flair.hr/de/blog/nachtzuschlag In diesem Beitrag findest Du einen Überblick über die wichtigsten Regelungen und Hintergrundinformationen, die Du im Zusammenhang mit dem Thema Nachtarbeit/Nachtzuschlag kennen solltest. --- ## Wochenendzuschlag: Samstags-, Sonntags- und Feiertagszuschläge 2026 URL: https://flair.hr/de/blog/wochenendzuschlag Der Wochenendzuschlag ist eine zusätzliche Vergütung, die Arbeitgeber:innen ihren Mitarbeiter:innen zahlen können oder müssen, wenn sie am Wochenende, an Feiertagen oder nachts arbeiten. --- ## Vertrauensarbeitszeit: Definition, Rechtslage nach dem BAG-Urteil und Zeiterfassung URL: https://flair.hr/de/blog/vertrauensarbeitszeit Vertrauensarbeitszeit bedeutet: Beschäftigte legen Beginn und Ende ihrer Arbeit selbst fest, der Arbeitgeber kontrolliert nicht. Seit dem BAG-Beschluss von 2022 muss die Arbeitszeit trotzdem erfasst werden. Was erlaubt ist, was gilt und wie du beides verbindest. --- ## Rüstzeit: Wann Umkleiden, Rüsten und Wege zur Arbeitszeit zählen URL: https://flair.hr/de/blog/ruestzeit Rüstzeit ist die Zeit, in der Beschäftigte sich und ihren Arbeitsplatz auf die Arbeit vorbereiten, etwa durch Umkleiden oder das Einrichten einer Maschine. Wann sie Arbeitszeit ist, wann sie bezahlt werden muss und was das BAG dazu entschieden hat. --- ## Arbeitswochen pro Jahr: Wie viele Arbeitswochen hat ein Jahr 2026 und 2027? URL: https://flair.hr/de/blog/arbeitswochen-pro-jahr Ein Jahr hat 52 Wochen und einen Tag. Nach Abzug von Urlaub und Feiertagen bleiben bei einer Fünf-Tage-Woche rund 45 bis 47 Arbeitswochen. So rechnest du Arbeitswochen und Jahresarbeitsstunden aus, mit Tabellen für 2026 und 2027. --- ## Entgeltersatzleistung: Arten, Progressionsvorbehalt und Pflichten für Arbeitgeber URL: https://flair.hr/de/blog/entgeltersatzleistung Entgeltersatzleistungen ersetzen den Lohn, wenn Beschäftigte wegen Krankheit, Mutterschaft, Kurzarbeit oder Arbeitslosigkeit kein Gehalt bekommen. Welche es gibt, warum sie steuerfrei sind und trotzdem den Steuersatz erhöhen und was Arbeitgeber dafür melden müssen. --- ## Aussteuerung: Was nach 78 Wochen Krankengeld passiert und was Arbeitgeber tun müssen URL: https://flair.hr/de/blog/aussteuerung Wegen derselben Krankheit zahlt die Krankenkasse höchstens 78 Wochen Krankengeld in drei Jahren. Danach folgt die Aussteuerung. Was das für Beschäftigte und Arbeitgeber bedeutet, wie die Nahtlosigkeitsregelung hilft und welche Meldungen anfallen. --- ## Intrinsische Motivation: Definition, Beispiele und wie du sie im Team förderst URL: https://flair.hr/de/blog/intrinsische-motivation Intrinsische Motivation ist der Antrieb, etwas um seiner selbst willen zu tun, weil die Tätigkeit interessant ist oder Freude macht. Was die Forschung dazu sagt, welche drei Bedürfnisse dahinterstehen, Beispiele aus dem Arbeitsalltag und was Führungskräfte konkret tun können. --- ## Extrinsische Motivation: Definition, Beispiele und Anreize, die wirklich wirken URL: https://flair.hr/de/blog/extrinsische-motivation Extrinsische Motivation entsteht durch Anreize von außen: Gehalt, Bonus, Lob, Beförderung oder die Vermeidung von Nachteilen. Welche Formen es gibt, wann Anreize wirken und wann sie schaden, mit Beispielen und Tipps für die Gestaltung von Bonus- und Benefit-Programmen. --- ## Hybrides Arbeiten: Modelle, Regeln, Arbeitsschutz und Zeiterfassung URL: https://flair.hr/de/blog/hybrides-arbeiten Hybrides Arbeiten verbindet Tage im Büro mit mobiler Arbeit oder Homeoffice. Welche Modelle es gibt, was rechtlich gilt (Arbeitsschutz, Zeiterfassung, Betriebsrat, Unfallversicherung) und welche Regeln in eine Hybrid-Richtlinie gehören. --- ## Agiles Arbeiten: Definition, Prinzipien, Methoden und Rolle von HR URL: https://flair.hr/de/blog/agiles-arbeiten Agiles Arbeiten heißt, in kurzen Zyklen zu planen, Ergebnisse früh zu zeigen und aus Feedback zu lernen. Woher der Ansatz kommt, welche Werte und Methoden dahinterstehen (Scrum, Kanban, OKR), wie HR agiles Arbeiten unterstützt und was arbeitsrechtlich zu beachten ist. --- ## Personalbedarfsplanung: Methoden, Berechnung und Beispiel URL: https://flair.hr/de/blog/personalbedarfsplanung Personalbedarfsplanung ermittelt, wie viele Beschäftigte mit welchen Qualifikationen ein Unternehmen wann und wo braucht. Quantitative und qualitative Methoden, die Formel für den Nettopersonalbedarf, ein Rechenbeispiel und die Rolle des Betriebsrats. --- ## Interne Bewerbung: Tipps, Muster und was rechtlich gilt URL: https://flair.hr/de/blog/interne-bewerbung Eine interne Bewerbung ist die Bewerbung auf eine andere Stelle beim eigenen Arbeitgeber. Wie du sie schreibst, ob du deine Führungskraft vorher informierst, ein kurzes Muster-Anschreiben und was HR beachten muss, von § 93 BetrVG bis zur Teilzeitausschreibung. --- ## Matrixorganisation: Definition, Formen, Beispiel sowie Vor- und Nachteile URL: https://flair.hr/de/blog/matrixorganisation Eine Matrixorganisation ist eine Organisationsform, in der Mitarbeitende zwei Leitungslinien zugleich unterstellt sind, meist einer Fachfunktion und einem Projekt, Produkt oder einer Region. Wie das Modell funktioniert, welche Formen es gibt, wo die Fallstricke liegen und wie du Zuständigkeiten sauber regelst. --- ## Konfliktarten: Welche Konflikte es im Unternehmen gibt und wie du sie löst URL: https://flair.hr/de/blog/konfliktarten Konfliktarten sind Kategorien, mit denen sich Konflikte nach ihrem Streitgegenstand, den Beteiligten oder ihrer Erscheinungsform einordnen lassen. Die wichtigsten Konfliktarten im Arbeitsalltag mit Beispielen, die Eskalationsstufen nach Glasl und passende Lösungsansätze für Führungskräfte und HR. --- ## Kommunikationsarten: Verbal, nonverbal, paraverbal und digital im Arbeitsalltag URL: https://flair.hr/de/blog/kommunikationsarten Kommunikationsarten beschreiben, auf welchem Weg und in welcher Form Menschen Informationen austauschen, etwa verbal, nonverbal, paraverbal oder schriftlich. Welche Arten es gibt, was hinter der 7-38-55-Regel wirklich steckt und welcher Kanal im Unternehmen für welche Botschaft passt. --- ## 4-Ohren-Modell nach Schulz von Thun: Erklärung, Beispiele und Tipps für den Job URL: https://flair.hr/de/blog/4-ohren-modell Das 4-Ohren-Modell von Friedemann Schulz von Thun beschreibt, dass jede Nachricht vier Seiten hat: Sachinhalt, Selbstkundgabe, Beziehung und Appell. Wie das Modell funktioniert, Beispiele aus dem Arbeitsalltag, wie du es im Feedbackgespräch nutzt und wo seine Grenzen liegen.