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Cegid vs SAP SuccessFactors comparison

 

Comparison Buyer's Guide

Executive SummaryUpdated on Nov 3, 2024

Review summaries and opinions

We asked business professionals to review the solutions they use. Here are some excerpts of what they said:
 

Categories and Ranking

Cegid
Ranking in Talent Management
21st
Ranking in Cloud HCM
18th
Average Rating
7.2
Reviews Sentiment
6.8
Number of Reviews
14
Ranking in other categories
No ranking in other categories
SAP SuccessFactors
Ranking in Talent Management
1st
Ranking in Cloud HCM
1st
Average Rating
7.8
Reviews Sentiment
6.6
Number of Reviews
95
Ranking in other categories
Talent Acquisition (2nd), Global Payroll (2nd)
 

Mindshare comparison

As of April 2025, in the Cloud HCM category, the mindshare of Cegid is 1.0%, up from 0.7% compared to the previous year. The mindshare of SAP SuccessFactors is 21.7%, down from 22.0% compared to the previous year. It is calculated based on PeerSpot user engagement data.
Cloud HCM
 

Featured Reviews

Valda Coelho - PeerSpot reviewer
Enhancing HR engagement with effective development but could benefit from AI-driven improvements
The primary feature I appreciate about the solution is the information connection, allowing us to have a full employee life cycle visibility over the platforms. It also enables the creation of interactions between employees, launching communication campaigns that raise engagement. From the HR side, the most valuable features are the Learning Management Systems (LMS) that allow providing a personalized service in terms of development, where each employee can choose and architect their development plans. The second valuable feature is the autonomy each employee has to update their personal data. In terms of talent management, it helps design development processes, backups, and clearly view the criteria for those backups being achieved.
Marissa Schwan - PeerSpot reviewer
Easy to deploy, stable, and scalable
SuccessFactors has a best practices model for HR across the board, but there are multiple industries. For example, the pharmaceutical, engineering, and professional services industries may have different processes based on their business requirements and operations. SAP and Workday have one approach across industries. As employee experience becomes increasingly important, the kind of employees appointed in an engineering environment, a pharmaceutical environment, and a professional service environment are very different, meaning their experience touchpoints may differ and require adjustments. SuccessFactors should consider building their best practices around critical industries to help companies become more differentiated in the markets they operate in. As a company, we have 118,000 followers on LinkedIn, and the unemployment rate in South Africa is quite high, at more than 30 percent. When we advertise a job, the number of CVs and applications we receive from people who want to work for us is overwhelming, we can get up to 600 CVs for a single vacancy. To make the process more efficient, we need to use artificial intelligence to identify the key elements of the job profile and match them to the CVs of the applicants. The pre-selection questions are helpful in reducing the number of applicants, but they don't measure the suitability of the CVs and profiles. This is something that needs to be built into the system, but it doesn't currently exist in the market. We have a good pre-selection program, but it doesn't take into account experience, qualifications, professional memberships, work experience, or critical performance indicators. We have enough information from CVs and LinkedIn profiles for the system to match the vacancy profile with the applicant's information and rank them from most suitable to least suitable.

Quotes from Members

We asked business professionals to review the solutions they use. Here are some excerpts of what they said:
 

Pros

"The tool provides a lot of options."
"Performance appraisal might be the most valuable feature for us."
"The most valuable feature of this solution is the payment engine."
"It helps to optimize some workflows and provides reporting capabilities."
"The solution is very helpful as it allows us to optimize and consolidate all the data for talent management."
"The performance appraisal is the most valuable feature."
"From the HR side, the most valuable features are the Learning Management Systems (LMS) that allow providing a personalized service in terms of development, where each employee can choose and architect their development plans."
"The most valuable feature is you can customize every type of payroll calculation that you have."
"The solution is stable."
"We have found objects like Foundation and MDF most valuable."
"SAP SuccessFactors is a stable solution."
"The overall functionality of the solution is very good."
"This solution has automatic linking and reporting features. Upgrades are hassle-free because you don't need to change everything from scratch, when compared to Meta4."
"They have succeeded in sustaining a powerful system supporting their philosophy."
"The performance goals and learning management solutions are the product's most valuable features."
"The self-service part is most valuable. Employees and managers can do a lot of things on their own, and they are not dependent on the HR organization."
 

Cons

"There are difficulties regarding the reporting part."
"The first response usually lacks depth, and if it were just an HR user submitting tickets, the outcome might be poor."
"The user interface could be improved and the maintenance is complex when it comes to upgrades."
"The solution is a little bit slow."
"In future releases, it would be useful to see reporting lines of all the team members in our business to understand who reports to whom."
"training and performance could be improved."
"The HR portal, training model, and the development career model all need improvement."
"The HR portal, training model, and development career model could all use improvement. Stability and scalability should be improved as well."
"User-friendliness is a major concern for me, which affects my overall experience."
"Some of the screens aren't that user-friendly, older employees especially have a hard time with it. They have some problems with it."
"They should work on a faster way of locating a proper documentation."
"The data management part can be improved in terms of how you can manage data from the HR admin's or HR team's perspective. It has some limitations in the reporting part in terms of how you can update the data and fetch the data. SAP HCM comparatively has a lot of capabilities in terms of backup loads, data management, data changes, etc. You can do these things easily, which is not the case with SAP SuccessFactors. Data management should be simplified in SAP SuccessFactors in terms of accessing the data, reporting, and then manipulating the data."
"There is not much scope for enhancements, personalization, or customization with the cloud-based variant of this solution, which could be improved."
"Analytics could use some work."
"They should be more user friendly and give us more tools to make it more flexible."
"he user interface could be improved."
 

Pricing and Cost Advice

"From a cost perspective, I think this is a well-balanced option."
"Meta4 requires annual maintenance that needs to be paid for."
"We have a yearly license. There are no additional costs."
"Due to the way in which we purchased SuccessFactors as a module along with other SAP modules, we were able to procure it at a slightly better price than usual. I would rate their pricing 5/5 stars."
"It is not expensive because it is a complete suite with a module-based cost."
"Probably, it is one of the priciest products, and is very costly to put up and maintain but because it is a good solution end to end, people take it."
"SAP SuccessFactors requires an annual subscription."
"So now, SAP charges me 300 Euros for 14,000 employees. I still have to pay 2,000 euros because I'm using SAP on-prem."
"It is not cheap, but it is reasonable."
"We are on an annual subscription to use SAP SuccessFactors. The pricing model is something that they could restructure a bit better. If it was based differently on the type of usage it would help."
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Top Industries

By visitors reading reviews
Retailer
17%
Financial Services Firm
13%
Comms Service Provider
13%
Computer Software Company
11%
Educational Organization
49%
Computer Software Company
6%
Manufacturing Company
6%
Financial Services Firm
5%
 

Company Size

By reviewers
Large Enterprise
Midsize Enterprise
Small Business
 

Questions from the Community

What advice do you have for others considering Cegid?
I would recommend Cegid for a small company. I rate the overall solution a six out of ten.
What do you like most about Cegid?
The tool provides a lot of options.
What are the biggest differences between Workday, Oracle Cloud and SAP SuccessFactors?
Differences between Workday, Oracle Cloud,w and SAP SuccessFactors:w Oracle: "simple interface and deep customization to suit the purpose." SAP: Multiple functionalities that increase process effi...
What is better, SAP HCM or SAP SuccessFactors?
When it comes to user experience, SuccessFactors is unquestionably superior, as it provides end users with a new experience and an advanced user interface. Additionally, the entire concept of SF is...
What do you like most about SAP SuccessFactors?
The tool is easy to use for performance management. We haven't experienced any issues with SAP SuccessFactors for performance management, which is great. However, since we're still learning to use ...
 

Comparisons

 

Also Known As

TalentSoft, Meta4
SuccessFactors
 

Overview

 

Sample Customers

Aeroports de Paris, Arkadin, Ingenico Payment Services, Bollor_ Group, Bull, FDJ, Limagrain
City of Cape Town, ADAMA Agricultural Solutions Ltd., TransAlta Corporation, Keolis, PT XL Axiata Tbk, National Football League (NFL), Plan International, Yoh, A Day & Zimmermann Company, China Talent Group (CTG TMO), Umicore S.A., Butterfield Bank, Skril
Find out what your peers are saying about Cegid vs. SAP SuccessFactors and other solutions. Updated: April 2025.
848,576 professionals have used our research since 2012.