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Opushero alternatives & similar sites

Effizientes Personaldienstleister-Management | Festvermittlung & Zeitarbeit — 18 websites ranked by shared content topics, category and on-page relevance.

Each result shows its full tech stack, contacts and AI-policy — not just a name · Browse all sites in Human Resources →

Domain	Match	Title	Country/Lang	Category	AI files	Contact	AI-protection
opushero.dev ↗	100 match 2 shared topics	Effizientes Personaldienstleister-Management \| Festvermittlung & Zeitarbeit	de	human-resources Storyblok	robotsllmsaihumans	email phone	none
empiricit.de ↗	70 match 2 shared topics	Zeiterfassung & Personalmanagement Software \| EUROTIME	Germany de	human-resources	robotsllmsaihumans	emailphone	none
dyflexis.de ↗	68 match 2 shared topics	Dyflexis GmbH \| Personalplanung & Zeiterfassungssoftware	Germany de	human-resources WordPress	robotsllmsaihumans	emailphone	none
4future.ch ↗	67 match 2 shared topics	Treuhand- und Softwarelösungen für Stellenvermittlungsbüros	Switzerland de	human-resources WordPress	robots llmsaihumans	emailphone	none
ordio.com ↗	66 match 2 shared topics	Ordio – Personalsoftware für Schichtplanung, Zeiterfassung & Teams	Germany~ de	human-resources	robots llmsaihumans	emailphone	none
reise-kosten.de ↗	65 match 2 shared topics	Personalsoftware + Outsourcing \| Finanzbuchhaltung für den Mittelstand von Hansalog	Germany de	human-resources	robotsllmsaihumans	emailphone	none
referenzen-behoerden.de ↗	65 match 2 shared topics	Öffentlicher Dienst, Behörden - Bewerbermanagement und E-Recruiting	Germany de	human-resources	robotsllmsaihumans	emailphone	none
filitime.com ↗	64 match 2 shared topics	FiliTime \|Digitale Plantafel \| Mitarbeitereinteilung. Handwerk. App.	de	human-resources WordPress	robotsllmsaihumans	email phone	none
rescuevision.de ↗	64 match 2 shared topics	RescueTrack - Personalverwaltung	Germany de	human-resources	robotsllmsaihumans	emailphone	none
m-hub.ai ↗	64 match 2 shared topics	people.tools: Anerkennung internationaler Fachkräfte	de	human-resources WordPress	robotsllmsaihumans	emailphone	none
quaive.de ↗	63 match 2 shared topics	Quaive - Soziales Intranet und Digitaler Arbeitsplatz	Germany de	human-resources WordPress	robotsllmsaihumans	emailphone	none
reshaping-hr.de ↗	63 match 2 shared topics	GuideCom HR Suite: Mehr als eine HR Software	Germany de	human-resources TYPO3	robotsllmsaihumans	emailphone	none
easyhr.de ↗	63 match 2 shared topics	Bewerbermanagement Software - easyHR (Datenschutz nach DSVGO)	Germany de	human-resources	robotsllmsaihumans	emailphone	none
pre-match.de ↗	63 match 2 shared topics	HR-Software für Recruiting & Retention \| talentsconnect	Germany de	human-resources	robotsllmsaihumans	emailphone	none
recruiters-of-germany.de ↗	63 match 2 shared topics	HR-Software für Recruiting & Retention \| talentsconnect	Germany de	human-resources	robotsllmsaihumans	emailphone	none
onlearned.com ↗	63 match 2 shared topics	persomate® Die HR Software für Unternehmen und Schulen	de	human-resources Joomla	robotsllmsaihumans	emailphone	none
mitarbeiterverwaltung.com ↗	62 match 2 shared topics	Recruiting- & Onboarding-Software: Wir sind eure Experten \| d.vinci	de	human-resources WordPress	robotsllmsaihumans	email phone	partial · 1
dvinci-easy.de ↗	62 match 2 shared topics	Recruiting- & Onboarding-Software: Wir sind eure Experten \| d.vinci	Germany de	human-resources WordPress	robotsllmsaihumans	email phone	partial · 1

How the match score works

Each match is a 0–100 similarity score — the higher it is, the more two sites resemble one another. It’s computed automatically from our own crawl data (never from what a site says about itself) by combining several independent signals, so a high score means several of them point the same way:

shared topics how many of the same fine‑grained content topics (IAB sub‑categories) both sites cover — the main signal.
same category whether they sit in the same business / industry category.
content & title how closely their titles and page descriptions line up in wording and meaning.

No single signal decides the result — they’re blended together. Treat the score as a way to rank candidates rather than an absolute percentage; the chips on each result show which signals contributed.