Solid software that continues to improve each year.
February 16, 2015

Solid software that continues to improve each year.

Anonymous | TrustRadius Reviewer
Score 7 out of 10
Vetted Review
Verified User

Software Version


Modules Used

  • Recruiting
  • Performance Management
  • Goal Management
  • Succession & CDP
  • Learning

Overall Satisfaction with SAP SuccessFactors Learning

Until purchasing SuccessFactors software, our company did not have a formalized process for performance reviews, succession planning, and recruiting. We now use it for salaried employees across the company. We have over 1600 employees setting goals and conducting performance reviews within the system. The system is managed and primarily used by our internal Talent Management team.
  • SuccessFactors has a variety of products covering the entire human capital suite. Their core strength lies in the consolidation of these into a single system which simplifies the experience for users.
  • The software is highly configurable for a SaaS product. While it varies between the modules, there is typically a lot room to configure both functionality and aesthetics.
  • Success Factors provides a great support system. We receive a lot of help from their support team, engineers, and sales reps. SF has also gone out of its way to create a robust customer community, resource guides, and in-depth trainings for administrators.
  • There is a high level of disparity between some of the products. Many were purchased later on and "bolted" to the existing software. Unfortunately, there are always parts of this purchased software that do not mesh well with the existing system. They sometimes require separate log ins, additional uploads/permission/management, and sometimes separate reporting. There hasn't been much of an effort by SuccessFactors to better align these products so that there is a fluid transition between the modules.
  • The system lags in several key areas. The latest software update (v12) adds a far more robust homepage, however, it slows the initial site load considerably. Navigation between the modules is also very slow.
  • Parts of the software are dated. They either lack functionality that most systems have today or simply look like older technology. The v12 update improves on this issue but is only available for some modules.
  • Much of the software feels like it was "designed" by programmers. The user interface is not the most intuitive and can be confusing for non tech-savvy users. Even more astute users struggle with over-complicated processes and layouts.
  • The software has greatly improved our recruiting process. We could not manage the amount of positions and candidates without it. The recruiting module handles every step for us in the process form submitting an application to the final offer stage.
  • We were able to institute a formal performance review process for the first time in the company's history because of this software. Participation in this program has grown from 300 employees to over 1600. SuccessFactors allows us to track and measure employee performance across the company and deliver those results to our key leaders.
  • Workday,Oracle PeopleSoft,Jibe,LinkedIn,Oracle,Cornerstone OnDemand
As a whole, SuccessFactors is tough to beat. It's at its best when all of the modules are working together. There are few competitors that offer the full talent suite.

Individually, the quality of the modules can vary. The performance and goal management modules perform well but the recruiting one significantly lags its competitors. The recruiting world has seen a lot of advances in technology over the last few years but these have yet to trickle down into the SuccessFactors module.
One of the big considerations is how your process can be supported by the software. You should clearly map out what you want to do and how you'd like the software to support it. That way, you can identify potential issues or software deficiencies up front.

SAP SuccessFactors Feature Ratings

Performance plans
Performance improvement plans
Review status tracking
Review reminders
Multiple review frequency
Create succession plans/pools
Candidate ranking
Candidate search
Candidate development
Corporate goal setting
Individual goal setting
Line-of sight-visibility
Performance tracking