All mana HR solutions at a glance

Most recruiting tools show you a list. 40 checkmarks, all the same size, no order. Afterward you know everything the tool can do. But not what you actually need on Monday morning.

mana HR is sorted differently. Not by features, but by what belongs together in your day-to-day recruiting. That turned into three areas.

Recruiting is the core. This is where the real work happens: post a role, review applications, decide, onboard. And keep an eye on the strong candidates who were not the right fit this time. If you use only one area, it is this one.

Recruitment Marketing makes sure people hear about your role in the first place. A career page, distribution to 60+ curated job boards, social media ads for your jobs, and your employer brand across every touchpoint.

Strategy & Efficiency is the layer above. It answers the questions leadership asks: How long does a hire take? Where do candidates drop off? How is the team spread across locations? And it makes sure your recruiting data does not sit on an island next to the rest of your IT.

The point of this sorting: the areas work into each other. A job posting from the recruiting core goes out through Recruitment Marketing. The application lands back in the core. Strategy & Efficiency measures what happened along the way and passes the data on to your systems. You do not have to connect anything or build an interface. It is one system.

Recruiting: from the job posting to onboarding

The Recruiting area covers the active process. It is the reason most customers come to mana HR.

A typical moment: hiring needs are growing, keeping Excel up to date has become tedious, applications are scattered across emails, inboxes, and shared drives. Reporting happens manually, or not at all. Hiring managers keep asking for the status.

This is where the recruiting core takes hold. You write a role in the editor with a live preview, including images and brand colors. Applications come into one central applicant management system with a Kanban and list view, not scattered across inboxes. Standard workflows like confirmation emails, status updates, and looping in the departments run automatically. Your HR team no longer has to play messenger between candidate and department. And once the offer is accepted, onboarding takes over with structured templates for each role.

Concorde Reisemobile describes exactly this effect: „Schnellere Reaktionszeiten sind endlich möglich. In alle Richtungen, intern wie extern.“ (English meaning: Faster response times are finally possible. In every direction, internally and externally.)

The process also includes what happens after a rejection. Candidates who were strong and simply did not fit this role move into the talent pool instead of being lost. When the next fitting role opens up, they are still there. The goal is a pool that works in everyday use and does not turn into a second piece of software itself. That is exactly where many pools fail.

Everything about the Recruiting area →

Recruitment Marketing: visibility for your open roles

A clean process does not help if too few applications come in. The Recruitment Marketing area provides the reach.

You build and maintain your career page yourself, in your corporate design, with an extensive block library and templates for one-pagers, career portals, and special pages. No detour through marketing or an agency. It embeds directly into your existing company website.

Multiposting distributes a job posting with a single click. The mix is deliberately varied: free reach through Google for Jobs and the BA plugin for the German Federal Employment Agency, plus the established DACH job boards. 60+ curated job boards are available to choose from. Curated means maintained and relevant, rather than the biggest possible number in a marketing line.

Social media campaigns reach the people who are not actively searching right now. The software handles targeting, campaign management, and real-time optimization. That is something classic recruiting software usually does not have at all.

Employer branding holds it all together. Career page, job postings, email templates, and application forms are aligned with your employer brand, instead of looking different at every touchpoint.

Applications from every channel land directly in applicant management. With no extra step.

Everything about the Recruitment Marketing area →

Strategy & Efficiency: steer recruiting, don't just work through it

This is the area you rarely look for at the start. And the one that makes the difference later.

Analytics reports capture time-to-hire, conversion, and drop-off automatically. Without an Excel export. The reporting comes in three levels: standard dashboards for everyday use, custom analyses on request, and a Power BI feed for the BI world. That lets you answer leadership's questions with numbers instead of gut feeling.

The organizational structure maps teams, departments, and locations visually. Across multiple locations and companies too. For a company like Linnenbecker, with 25 locations and 175 hires per year, that is not a nice-to-have.

Integrations make sure your recruiting data arrives where you need it. The Microsoft stack is included by default: Microsoft Outlook Calendar for scheduling with the departments and SSO for sign-in. The Power BI feed connects directly to the analytics reports. Additional systems can be connected through an open REST API. We support building such connections as a paid service, consulting and implementation included. We say this up front so there is no surprise later.

Everything about the Strategy & Efficiency area →

No. And that is not modesty, it is the honest answer.

The typical start runs through Phase 1: base setup, job postings, and applicant management. That takes the acute pain away. Phase 2 adds the finishing touches: analytics, career page, talent pool, onboarding, and the connection to HR administration. Together that takes 2 to 8 weeks, depending on setup complexity and availability on both sides.

The difference from a build-your-own kit with price tags: with mana HR, the second area costs nothing extra. All 11 modules are included in the flat-rate plan, with no job or seat limits. There is no module price list, no tier where the reporting suddenly costs more, and no feature that has to be sold to you when you need it.

In practice: you do not have to decide on day one whether you will need a talent pool in two years. When the moment comes, it is there.

You are supported by a dedicated customer success manager. A real person who knows your setup, walks with you through rollout and daily use, and reviews things with you in half-yearly business reviews. Even after go-live. The initial build of your career page and setup runs through them, and you handle ongoing maintenance yourself in the system afterward.

mana HR is built for the larger DACH mid-market, typically 250 to 2,000 employees. Its core sectors are industry and manufacturing, services, and healthcare.

Three situations come up again and again with our customers.

The most common: you are outgrowing Excel and Outlook. There was never a dedicated tool, and now the workaround no longer carries the load. Valeta Group (200 employees, a hidden champion) and Steuer & Service Wien (100 employees, Austria) both came from this corner.

The second: your current recruiting tool no longer carries more. 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, it went quiet on the vendor's side. Typical switches come from Softgarden, Teamtailor, or d.vinci.

The third: you have an HR suite in place, HR administration runs fine, but in recruiting you have outgrown it. Then mana HR runs alongside it as a specialist, with clean interfaces for the handover into the personnel file. We do not replace your suite. We complement it. APCOA Parking (1,400 employees) uses mana HR exactly this way. Before, they ran Infoniqa.