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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
24th
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
6.7
Number of Reviews
93
Ranking in other categories
Talent Acquisition (1st), Global Payroll (2nd)
 

Mindshare comparison

As of February 2025, in the Cloud HCM category, the mindshare of Cegid is 0.9%, up from 0.8% compared to the previous year. The mindshare of SAP SuccessFactors is 22.4%, up from 22.1% 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 most valuable features of Meta4 are payroll and resource recruitment. However, all of the features in the human resource system are useful."
"The solution has a great payroll engine."
"The most valuable feature of this solution is the payment engine."
"The performance appraisal is the most valuable feature."
"The support team were friendly and work in a systematic way. When contacting support you are able to add a level of priority to your case which is always respected by their team."
"It helps to optimize some workflows and provides reporting capabilities."
"Performance appraisal might be the most valuable feature for us."
"The tool provides a lot of options."
"It has improved my organization by enabling us to efficiently manage our personnel."
"What I like most about SAP SuccessFactors are its recruiting and compensation features."
"This solution offers good flexibility and configurability. It can handle different types of performance management."
"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."
"The features of the solution that I found valuable for my business are its ability to create a dashboard, pie charts, and reporting functions, as well as advanced reporting capabilities."
"The most important feature is the ability to follow up on the yearly performance of the team. It's very good for management to understand how people are performing."
"The initial setup was pretty simple."
"Currently, we are using the performance and goals management functionality the most. It is connected with the enterprise solution, and it is seamless. It can be easily accessed because it is available via the net. It is readily available, provided you have an internet connection. Their technical support is also very good."
 

Cons

"The HR portal, training model, and the development career model all need improvement."
"The user interface could be improved and the maintenance is complex when it comes to upgrades."
"Meta4 could improve by allowing users to manage things by themself."
"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."
"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."
"There is room for improvements, such as including AI solutions for people management to improve job descriptions, recruitment reels, skills mapping, etc."
"Language settings in the solution need to be improved."
"One area of improvement is the time taken to configure changes, such as taxation rules, which can take several months."
"The integration between the recruitment module and employee central is a big problem."
"SAP SuccessFactors could improve the integration. It is not simple to integrate and it needs to be made easier."
"The tool is not very nimble or customizable."
"We have many interruptions and disconnection points into processes, which is why we are looking to another solution. We are not so happy with the system. We believe we have in the market better solution, so we are looking for alternatives but so far the system has been used a lot."
"The Reporting/Analytics and User Interface need improvement."
"There is room for improvement in licensing model."
 

Pricing and Cost Advice

"Meta4 requires annual maintenance that needs to be paid for."
"From a cost perspective, I think this is a well-balanced option."
"I don't want to comment on the license cost, to be honest. It could be about $1,000 approximately per customer. However, it's very flexible in terms of the licensing costs depending on the volume and depending on the deal of installation."
"It is not expensive because it is a complete suite with a module-based cost."
"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."
"If you go by best practices and do it right from the outset, the setup won't be a costly endeavor. In terms of setup, there is a lot of flexibility compared to three years ago."
"The pricing for SuccessFactors is ridiculously high, and there are costs in addition to the license fee for some features."
"I have raised change requests for some modules within SuccessFactors. For example, when you're using Recruiting Management, there's a feature called Interview Central you can use to reach the candidates you're interviewing. I wanted to add a writing assessment when I select the competency on that platform. It varies from consultant to consultant, depending on what module they use."
"It could be cheaper."
"For SAP, the product is pricey, both CAPEX and the OPEX. It's something that could be improved."
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Top Industries

By visitors reading reviews
Computer Software Company
17%
Retailer
14%
Financial Services Firm
11%
Comms Service Provider
10%
Educational Organization
52%
Computer Software Company
5%
Manufacturing Company
5%
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: February 2025.
837,501 professionals have used our research since 2012.