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PageUp People vs SAP SuccessFactors comparison

 

Comparison Buyer's Guide

Executive SummaryUpdated on Nov 4, 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

PageUp People
Ranking in Talent Management
37th
Ranking in Talent Acquisition
16th
Average Rating
7.8
Reviews Sentiment
7.2
Number of Reviews
11
Ranking in other categories
No ranking in other categories
SAP SuccessFactors
Ranking in Talent Management
1st
Ranking in Talent Acquisition
1st
Average Rating
7.8
Reviews Sentiment
6.7
Number of Reviews
93
Ranking in other categories
Cloud HCM (1st), Global Payroll (2nd)
 

Mindshare comparison

As of February 2025, in the Talent Management category, the mindshare of PageUp People is 0.3%, down from 0.4% compared to the previous year. The mindshare of SAP SuccessFactors is 20.7%, up from 18.6% compared to the previous year. It is calculated based on PeerSpot user engagement data.
Talent Management
 

Featured Reviews

CG
Has all-inclusive pricing and good talent acquisition and onboarding components, and is an excellent product for mid-sized to large organizations
They could probably add surveying, as in engagement surveys, to their product. That would be something that would be valued by their customers. For instance, Culture Amp is a product that does a lot of the engagement stuff. They're diversifying into other aspects of talent management. It is not yet at the same scale as PageUp People, but it is an excellent product as well.
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 talent acquisition and the onboarding components of the system are most valuable."
"The overall functionality of the solution is very good."
"They have succeeded in sustaining a powerful system supporting their philosophy."
"We use the cloud version to maintain all the employee records, payroll, etc. We use everything that comes with the HR suite."
"The solution is very intuitive. Many of the things we need to do are easily accessible."
"The most valuable features of SAP SuccessFactors are onboarding, recruiting, marketing, and performance."
"It is a very stable solution."
"It has a global database, and it is globally accessible. By using this solution, we have moved away from paper, which is a big step for us."
"The most valuable feature of SAP SuccessFactors is that it is a full suite of applications to enable your employees. Additionally, it has good integration with S4 HANA. Our payroll solution is from SAP and the integration becomes much easier when using SAP SuccessFactors."
 

Cons

"They could probably add surveying, as in engagement surveys, to their product. That would be something that would be valued by their customers. For instance, Culture Amp is a product that does a lot of the engagement stuff. They're diversifying into other aspects of talent management. It is not yet at the same scale as PageUp People, but it is an excellent product as well."
"One area of improvement is the time taken to configure changes, such as taxation rules, which can take several months."
"The tool is not very nimble or customizable."
"They should improve the reports."
"The solution is quite expensive."
"The integration between the recruitment module and employee central is a big problem."
"The SAP SuccessFactors integration with old versions can improve. We are using an older finance module but we are having migration issues."
"I don't think SuccessFactors is quite fit for use as an employee database."
"The price could be lower."
 

Pricing and Cost Advice

"PageUp has a different model from other organizations. As part of their pricing structure, they tend to work with you very closely and not charge you for the setup. So, there is one price all inclusive of setup, and for that reason, they become an attractive provider to work with. Here in Australia, the education sector has gravitated very heavily towards PageUp."
"The cost of SAP SuccessFactors is reasonable."
"The licensing fees are based on the number of modules that are being used, and the number of users."
"It is not expensive because it is a complete suite with a module-based cost."
"It could be cheaper."
"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."
"For SAP, the product is pricey, both CAPEX and the OPEX. It's something that could be improved."
"The product is expensive. The product is worth the money you pay for it."
"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."
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Top Industries

By visitors reading reviews
Comms Service Provider
13%
Legal Firm
13%
University
11%
Government
9%
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

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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

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Also Known As

No data available
SuccessFactors
 

Overview

 

Sample Customers

MYER, Target, coles, Fujitsu, Michael Hill
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 PageUp People vs. SAP SuccessFactors and other solutions. Updated: January 2025.
837,501 professionals have used our research since 2012.