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HiBob vs SAP SuccessFactors comparison

 

Comparison Buyer's Guide

Executive Summary

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

HiBob
Ranking in Talent Management
17th
Ranking in Cloud HCM
15th
Average Rating
8.0
Reviews Sentiment
8.3
Number of Reviews
1
Ranking in other categories
Benefits Administration (12th)
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 HiBob is 1.0%, up from 1.0% 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

reviewer2380152 - PeerSpot reviewer
Integrates with various tools with flexible pricing model and easy setup
We conduct quarterly reviews throughout the year, using the system to manage the entire performance cycle. Employees and managers provide feedback, and one-on-one meetings can be scheduled directly through the platform. The system handles all records and notifications, syncing with Google Calendar and providing meeting preparation tools. Employees only need to complete their reviews, while the system takes care of the rest. After the reviews, we receive insights from all departments and regions, helping us analyze performance trends. HiBob can be configured to support hybrid and remote work, but its effectiveness will depend on how well it aligns with your company's needs and setup. While the system allows for customization, including features like tracking birthdays and anniversaries, its usefulness for remote work will vary. Compliance issues, such as GDPR, will also play a role in deciding which features to use. Ultimately, the value of these tools will depend on your company's specific requirements and location. HiBob requires one person for maintenance, though additional admins can be assigned as needed. The system offers various modules, such as the talent model, compensation hub, analytics hub, and hiring model, which may be utilized depending on your company's needs. For a company of around 200 employees, one person is typically sufficient for maintenance, but a second person might be needed if the company grows to around 250 employees. Overall, I rate the solution an eight-point five out of ten.
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

"HiBob integrates with various tools, such as Slack, Jira, and Google Calendar."
"It is a very stable solution."
"This solution offers good flexibility and configurability. It can handle different types of performance management."
"Compared to other on-premise solutions, the first advantage of SAP SuccessFactors is that it is a SaaS-based solution."
"SAP SuccessFactors, in my opinion, is the best cloud-based HR solution tool for any size business."
"Considering the flexibility of the system and its ability to accommodate complex business processes, the product is ready to be used in multiple industries."
"This solution provides up with an easy way to on/off-board staff, as well as actioning internal transfers."
"Scalability-wise, I rate the solution an eight out of ten...It is a stable solution."
"The tool's most valuable feature is its integration capabilities with on-premise ERPs and other systems."
 

Cons

"HiBob isn't as user-friendly for managing contractors, part-time employees, or consultants."
"We would like to see improvement in the initial launch of the product, as it is currently quite slow."
"They should work on a faster way of locating a proper documentation."
"The reporting tool is not as good as IBM Cognos which is very, very powerful."
"There is room for improvement in licensing model."
"SAP should also look into easily integrating with other applications or other tools. Technology has changed now, and it should be easier for any application to integrate with other apps. There needs to be more flexibility."
"Language settings in the solution need to be improved."
"There have been cases involving a lot of re-implementations and frustrations within clients where they have the workbook sessions, the workbook workshops and things like that. And I think that doesn't really go down well because the workbooks are very technical and, a lot of times, very confusing for the client."
"The price of the solution could improve, it is too high."
 

Pricing and Cost Advice

Information not available
"The price of the solution is highly expensive."
"The cost of SAP SuccessFactors is reasonable."
"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."
"The licensing fees are based on the number of modules that are being used, and the number of users."
"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."
"Our costs for the solution are subsidized by our parent company, I am not aware of the exact cost because of this. However, we pay $50,000 annually. If we move to another solution it will be more expensive."
"I think the pricing is a little better than most solutions out there. There are reasonable prices when it comes to some of the modules such as the Payroll module, and for the remaining modules I believe the pricing is fair in comparison to the rest of the market."
"It is not cheap, but it is reasonable."
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Top Industries

By visitors reading reviews
Computer Software Company
21%
Comms Service Provider
16%
University
11%
Manufacturing Company
6%
Educational Organization
52%
Computer Software Company
5%
Manufacturing Company
5%
Financial Services Firm
5%
 

Company Size

By reviewers
Large Enterprise
Midsize Enterprise
Small Business
No data available
 

Questions from the Community

What is your experience regarding pricing and costs for HiBob?
It offers a flexible pricing model, allowing you to choose and pay only for the features you need. The final cost adjusts based on your company's size and the specific features you use. It offers a...
What needs improvement with HiBob?
HiBob isn't as user-friendly for managing contractors, part-time employees, or consultants. While improvements may be in progress, the system is primarily designed for managing full-time employees.
What is your primary use case for HiBob?
We use the solution for talent management.
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

No data available
SuccessFactors
 

Overview

 

Sample Customers

Information Not Available
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 SAP, Workday, Oracle and others in Cloud HCM. Updated: January 2025.
837,501 professionals have used our research since 2012.