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Personeelsplanning.software | Exclusieve Promotie voor Personeelsplanningsoplossingen — 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
eitje.app ↗	64 match 2 shared topics	Eitje biedt online roosters, urenregistratie en kloksysteem. 28 dagen gratis proberen, geen opstartkosten.	nl	human-resources	robotsllmsaihumans	email phone	none
uitzendsoftware.com ↗	64 match 2 shared topics	Uitzendsoftware voor elk werkproces \| HelloFlex	nl	human-resources WordPress	robotsllmsaihumans	emailphone	none
eenvacaturebij.be ↗	62 match 2 shared topics	Online Recruitment Systeem - Job Promo	Belgium nl	human-resources	robotsllmsaihumans	emailphone	none
indii-pro.be ↗	62 match 2 shared topics	INDII \| Je slimme collega. Weg met die papierberg!	Belgium nl	human-resources WordPress	robotsllmsaihumans	email phone	none
forganiser.be ↗	35 match 1 shared topics	Personeel slim en efficiënt plannen - Forganiser	Belgium nl	human-resources Lightspeed	robotsllmsaihumans	emailphone	none
mijn-pulse.com ↗	35 match 1 shared topics	Pulse HRM software \| Pulse HRM	nl	human-resources Spree Commerce	robotsllmsaihumans	email phone	none
re-flex.io ↗	34 match 1 shared topics	Re-flex.io by Recrewtment \| Contracten, planning, uren en facturatie op een plek	Belgium~ nl	human-resources	robots llmsaihumans	emailphone	partial · 8
hrmvoorkmo.be ↗	34 match 1 shared topics	HRMvoorKMO - Personeelsbeleid op maat van uw KMO	Belgium nl	human-resources WordPress	robotsllmsaihumans	email phone	none
europeanworkforce.eu ↗	34 match 1 shared topics	European Workforce · Gekwalificeerd internationaal personeel voor al uw projecten	European Union nl	human-resources WordPress	robotsllmsaihumans	email phone	partial · 16
mijngroeiplan.com ↗	33 match 1 shared topics	MijnGroeiplan - competentiebeheer, ontwikkelings- en opleidingsplannen	nl	human-resources WordPress WooCommerce	robotsllmsaihumans	email phone	none
qhub360.com ↗	32 match 1 shared topics	Qhub360 \| Workforce Shift Management & Time Tracking Software	nl	human-resources	robotsllmsaihumans	email phone	none
gavoordiversiteit.be ↗	32 match 1 shared topics	Meer diversiteit op de werkvloer \| Ga voor diversiteit	Belgium nl	human-resources WordPress	robotsllmsaihumans	emailphone	none
cbpsy.com ↗	32 match 1 shared topics	CONSTRUCT bedrijfspsychologie: voor mensen en organisaties	nl	human-resources WordPress WooCommerce	robotsllmsaihumans	emailphone	none
qolumbus.org ↗	32 match 1 shared topics	Qolumbus : Hoe krijg je de juiste persoon op de juiste plek?	nl	human-resources	robotsllmsaihumans	emailphone	none
perspectief.eu ↗	32 match 1 shared topics	Arbodienst \| Perspectief	European Union nl	human-resources Spree Commerce	robotsllmsaihumans	email phone	none
hosveiligheidskundigen.com ↗	32 match 1 shared topics	HOS Veiligheidskundigen is uw partner voor veiligheidskundigen!	nl	human-resources WordPress Spree Commerce	robots llmsaihumans	email phone	none
grow-recruitment.com ↗	32 match 1 shared topics	Food recruitment - Grow Recruitment	nl	human-resources WordPress	robots llmsaihumans	email phone	none
mindelo.digital ↗	32 match 1 shared topics	Adex Recruitment \| Een toonaangevende rol in uw zoekopdracht	nl	human-resources	robotsllmsaihumans	emailphone	none

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.