Employee Data Is Sensitive. Prove You Treat It That Way
HR buyers, Works Councils, and procurement teams need to verify your security posture before trusting you with workforce data. A trust center makes that verification self-service.
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Trust Center
Certifications & Compliance
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The HR-Tech Trust Problem
Salaries, work hours, health records, performance reviews. Your customers aren't just buying software - they're handing you data that creates legal liability if mishandled. That means longer security reviews and more scrutiny.
Large employers involve IT security in every vendor evaluation. Let them self-serve ISO 27001 status, GDPR docs, and subprocessor details before the questionnaire arrives.
Betriebsrate want to know where data is hosted, who has access, and how long it's retained. A trust center answers these questions publicly and speeds up approval.
GDPR applies to employee data as strictly as customer data. Make DPAs, subprocessor lists, and retention policies immediately accessible.
Every customer asks the same questions: hosting location, ISO 27001 status, subprocessors. A trust center absorbs these automatically.
Built for HR-Tech Companies
Processing sensitive workforce data? Your buyers expect proof.
How a Trust Center Supports HR-Tech Growth
Turn compliance scrutiny into a competitive advantage.
Signal compliance maturity to procurement and IT security teams at large employers. Self-service beats back-and-forth emails.
Public documentation on data handling accelerates Betriebsrat reviews and reduces back-channel questions.
Each EU market has different employee data protection nuances. Present country-relevant compliance information clearly.
HRIS systems, payroll providers, and identity platforms assess your security before approving integrations. Streamline their review.
Customer vendor audits are increasingly common under NIS2. Your trust center provides the documentation baseline before any call.
See which prospects view your trust center and which documents they access. Turn compliance activity into sales signals.
What HR-Tech Companies Should Look For
Not every trust center fits HR-tech. Here's what matters when your customers process employee data.
EU Data Residency by Default
Employee data has strict GDPR requirements. EU hosting by default, not as an enterprise upsell. German customers expect this.
Clear Subprocessor Display
HR buyers need to know where employee data flows. Subprocessors visible upfront with locations and purposes.
GDPR-Native Structure
DPAs, TOMs, retention policies, and subprocessor lists as first-class content types - not afterthoughts in a SOC 2-first layout.
Tiered Access Controls
Public, password-gated, and NDA-restricted tiers. Share DPAs openly, protect pentest reports appropriately.
Works Council-Ready
Address Betriebsrat concerns directly: data access controls, monitoring capabilities, retention periods, deletion procedures.
Easy to Maintain
Update in minutes without IT involvement. If it's hard to maintain, it won't stay current.
Ready to Win Enterprise HR Deals?
Your customers trust you with their most sensitive data. A trust center shows you take that seriously.