Strategy & Efficiency

Understand your data, keep your structure in view, connect your systems. This is the layer above the day-to-day, built for the larger DACH mid-market with 250 to 2,000 employees. Strategy & Efficiency is one of three solution areas at mana HR and answers the questions that leadership asks.

What holds Analytics, Organizational Structure and Integrations together?

All three modules work beyond the daily flow of incoming applications. They are the layer above it. Analytics shows what works and where your recruiting stalls. The organizational structure maps your company with all its teams, departments and locations visually, so you can see at any time how the organization is built and who is responsible for what. The integrations make sure your recruiting data doesn't sit as an island next to the rest of your IT.

The through-line is simple: understand, structure, connect. While recruiting and recruitment marketing do the work, this area answers the questions that come afterward. How long does a hire really take? Where do candidates drop off? How is the team spread across locations? And how does the data get to wherever else it's needed?

Which recruiting situation is this cluster especially relevant for?

For companies in the larger DACH mid-market that are past the operational basics. You have job postings, applicant management and onboarding under control. Now you want to know which channels actually bring in applications, how long your hires take and where candidates drop off.

A typical trigger: leadership asks for metrics, and the answer still comes together through an Excel export. Or your grown structure exists only in people's heads and in lists. Or mana HR runs as a recruiting specialist alongside an existing HR suite, and the recruiting data needs to land where HR administration happens. Typically: 250 to 2,000 employees, multiple locations, several departments involved in recruiting.

What does mana HR do differently in Strategy & Efficiency?

Three things.

First, reporting on three levels: standard dashboards for the day-to-day, custom reports for individual questions and a Power BI feed for your BI environment. No Excel export as a workaround, but data directly in mana HR.

Second, connected, not isolated. The Microsoft Outlook Calendar and single sign-on are included natively and only need to be approved once by your IT team. For everything else, such as HR administration, digital personnel files or payroll, there is an open REST API. The integrations themselves are part of the flat rate. Only when mana HR builds a custom connection for you do consulting and development costs apply. That is the only paid item at all, and we'd rather name it openly than present it later as a surprise.

Third, a personal customer success manager with a semi-annual review cycle. Your CSM knows your setup and helps you build out your reports, not just with the initial rollout. Product support with a four-hour response time runs independently.