Built for merit-based selection at volume
Intake years, career-track procedures, promotion assessments: planned in structure, run fairly, documented in full.
Read morePublic sector & police
Merit-based selection you can evidence.
Selection under Article 33 of the German constitution demands documentation, standardisation and traceability. flynne delivers all three; for procurement and for the audit itself they are the basis, not a substitute.
Every selection decision has to withstand scrutiny
Challenges from unsuccessful candidates, staff councils, courts of audit: in the public sector every selection decision has to be demonstrable. flynne documents procedures without gaps, enforces standardisation through templates and supplies the evidence reviewers want to see.
Every decision on the record.
Ratings, participants and reasons stay retrievable years later.
Whole intakes at volume.
Thousands of applicants across fitness test, written tests and assessment, in a fixed order.
Reasonable adjustments on file.
Recorded per applicant, taken into account when planning and documented once granted.
Co-determination already done.
The papers and the argument for your Personalrat are ready to go.
Co-determination proven in practice
flynne has been through a full committee process: the reasoning and documentation for your staff council are included.
Read moreHow a selection decision is built to survive scrutiny
Here the order is not a convenience, it is part of the legal footing.
- 1
Requirement profile on file
Criteria and weighting are fixed before the procedure and are the same for every applicant.
- 2
The same exercises for everyone
One procedure type per career track, multiplied from the template rather than rebuilt each time.
- 3
Stages that exclude
Anyone who fails a stage does not sit the next one. flynne does not let it happen in the first place.
- 4
Participation documented
Personalrat, equality officer and disability representative, with date and outcome.
- 5
Retrievable for a Konkurrentenklage
Ratings and reasons stay fully available for as long as your retention rules require.
What gets examined in a dispute
Article 33(2) of the German constitution: merit-based selection
Access to public office according to aptitude, capability and professional achievement. That requires comparable procedures for every applicant and a decision that follows from the procedure. flynne enforces standardisation through templates and logs every step.
Challenges by unsuccessful applicants
Applicants who were not selected can have the decision reviewed in court, often years later. What counts then is what was documented. flynne holds ratings, participants, dates and reasons together in an audit-proof way, retrievable without searching through files.
Staff representation law
Staff councils and equal opportunity officers have to be involved, and selection procedures are partly subject to co-determination. flynne has been through a full committee process; we provide the documents for it.
AGG and SGB IX
Equal treatment during the procedure, plus the duty to invite severely disabled applicants and to provide reasonable adjustments. flynne records the adjustments per applicant and documents that they were granted.
Procurement and budget law
The purchase itself has to be procurable, and courts of audit examine value for money and process. flynne supplies workload and cost figures per procedure and site: the numbers reviewers ask for.
DIN 33430 and the EU AI Act
Standardised aptitude assessment and the exclusion of AI judgement: the decision is always made by a qualified person. For committees and supervisory bodies that is the decisive point.
Where selection on merit becomes concrete
Every role brings its own rules, its own participants and a bottleneck of its own.
Police service
Intake years with several thousand applicants, spread across a fitness test, a language test, cognitive testing, an assessment and the medical service. Each stage has its own examiners, rooms and exclusion criteria. Whoever fails a stage may not enter the next; the order is part of the legal soundness.
Administration and career-track applicants
Standardised procedures per career group, often with fixed date windows tied to the start of training. The requirements sit in career regulations, not in the discretion of the HR department. Comparability across all applicants of an intake is a duty, not a convenience.
Leadership selection and promotion
Assessments for promotion decisions, often with external assessors and staff council involvement. This is where most legal challenges arise; every rating has to remain traceable years later.
Fire and rescue services
A combination of physical fitness, stress tests and psychological assessment. Dates depend on sports facilities and medical capacity, not just rooms. One absence shifts the entire chain.
Career changers and specialists
Recognition of existing qualifications, often assessed case by case. Procedures have to stay flexible and still be documented comparably: the contradiction that costs HR departments the most time.
Common questions from this sector
Can flynne be procured through a public tender?
Yes. flynne is provided as software as a service and is established under a framework agreement in a large group. For public sector buyers we supply the documents for your procedure: the service description, the technical and organisational measures, the data processing agreement and security evidence.
What does our staff council need?
We have been through complete co-determination processes and know the questions that actually come up. On request you receive the documents for it, including the commitment that the data is not used to monitor the performance or behaviour of employees.
How long do selection records stay available?
According to your retention periods, which we configure per type of data. For legal challenges that is decisive: what has to be kept stays complete and demonstrable, and what has to be deleted is deleted.
Can we record reasonable adjustments?
Yes. Adjustments such as extra time on the task, accessible rooms or assistance can be recorded per applicant. They are taken into account when planning and their provision is documented.
We have many sites and authorities in one group. Can they be kept apart?
Yes. flynne is multi-tenant: several authorities can use the same installation without seeing each other’s data. Shared templates are possible while candidate data stays separate.
Ready for assessment days that simply run?
Tell us briefly how you run assessments today and we will show you in 30 minutes how flynne helps.
We reply within one working day.