Simple day to day. Powerful where it counts.

Your hiring needs are growing. Keeping Excel up to date has become tedious, and applications are scattered across emails, inboxes and shared drives. Reporting happens manually, or not at all. Hiring managers keep asking for status updates. This is the moment where mana HR helps.

The first thing that kicks in with mana HR is the multiposting lever. One job posting is enough. mana HR spreads it across free reach like Google for Jobs and the BA plugin, across the established DACH job boards, and through fully automated social media ads for your jobs. Applications come in centrally, not scattered across email inboxes. And the reporting gives you time-to-hire, conversion and drop-off without any Excel export.

Day to day, that saves real time. Standard workflows like confirmation emails, status updates or looping in hiring managers run automatically. Your HR team no longer has to play messenger between candidates and departments.

A career page, a GDPR-compliant talent pool and onboarding come along too. They are not the reason you choose mana HR. But they are there when you need them.

mana HR is ready to use in 2 to 8 weeks, depending on setup complexity. Intuitive enough that HR and hiring managers can get started without training. A flat rate with no job or seat limits.

In the DACH mid-market, companies like Valeta Group (200 employees, hidden champion, three-week rollout) and Steuer & Service Wien (100 employees, Austria) trust us here. Both came from an Outlook workaround.

„Einfach effektiv und übersichtlich! Durch mana HR ist das Handling und die Organisation unseres Recruitings sehr effektiv geworden. Schnellere Reaktionszeiten sind endlich möglich. In alle Richtungen, intern wie extern.“

— Andrea Pfister, Assistant to Management, Concorde Reisemobile GmbH

When your current recruiting tool no longer carries the load day to day: the talent pool has become hard to keep track of, workflows can't be set up the way you actually work, and the reporting doesn't get you anywhere. And after go-live, things suddenly went quiet on the vendor's side. This is where mana HR comes in.

The typical switching situations we see come from Softgarden, Teamtailor or d.vinci. Well-known vendors that were the right choice at the time. And ones you are now hitting the limits of.

With mana HR, the talent pool works day to day without turning into a second piece of software. Your workflows are mapped to fit the way you work. Including the exceptions that break the mold. The reporting comes in three levels: standard dashboards for everyday use, custom analyses on request, and a Power BI connection for the BI world.

Your HR team maintains the career page and job postings itself, with ready-made templates, images and your corporate design. No detour through marketing or an agency. Application forms are fully customizable, including quick apply.

DACH compliance is included by default. A native BA plugin, an Austrian salary field, works-council-compliant. No workarounds.

Interfaces to your HR administration are cleanly built in. The Microsoft stack by default, other HR systems via an open REST API. No data silo.

During the switch, a dedicated customer-success manager stays with you. A real person who knows you through setup, rollout and everyday use. Also after go-live.

„Für meine Kollegen und mich ist mana HR völlig selbsterklärend und es macht echt Spaß mit der Software zu arbeiten.“

— Katrin Müller, Head of HR, BRANOfilter GmbH

You already run an HR suite. Personio, Infoniqa, rexx, Haufe Umantis or SAP SuccessFactors. HR administration works. But recruiting is where it gets stuck: you can't get hiring managers properly involved, reporting is thin, the career page underperforms, and posting jobs through multiposting is cumbersome. The suite can do a lot, just not recruiting as well as a specialist. That is exactly the role of mana HR.

We don't replace your HR suite. We complement it. mana HR runs alongside it, with clean interfaces for handing data over into the employee file. You don't have to sell management and departments on a new HR system. You keep what's already in use and add a recruiting specialist beside it.

In day-to-day recruiting, that means: hiring managers take part without another login or training investment. The reporting goes deep, with standard dashboards, custom analyses on request and a Power BI connection. The career page is more than just a job list with a header image. And DACH multiposting runs with a native BA plugin included, no workaround.

In the DACH mid-market, cases like APCOA Parking (1,400 employees, previously Infoniqa as their HR suite) show this. The FAQ puts it literally: "als Ergänzung gedacht … neben komplexeren Systemlandschaften" (in English: "meant as a complement … alongside more complex system landscapes"). BRANOfilter (200 employees, industry) has Alexandra Portzky as its voice: "perfekten Spezialanbieter als Ergänzung zu unserer Personalverwaltungssoftware" (in English: "the perfect specialist provider as a complement to our HR administration software"). Linnenbecker (800 employees) covers 25 locations and 175 hires per year with mana HR.

Marc-André Paul (APCOA, recruiting lead) puts it this way in the video interview: "Wenn ein Projekt Wochen dauert, bin ich raus." (in English: "If a project takes weeks, I'm out."). The concern is real. That is exactly why mana HR can be rolled out predictably, in 2 to 8 weeks depending on complexity.

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