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SAP SuccessFactors vs Teamtailor 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

SAP SuccessFactors
Ranking in Talent Acquisition
1st
Average Rating
7.8
Reviews Sentiment
6.7
Number of Reviews
93
Ranking in other categories
Talent Management (1st), Cloud HCM (1st), Global Payroll (2nd)
Teamtailor
Ranking in Talent Acquisition
17th
Average Rating
9.0
Reviews Sentiment
8.3
Number of Reviews
1
Ranking in other categories
Applicant Tracking and Recruiting Software (8th)
 

Mindshare comparison

As of March 2025, in the Talent Acquisition category, the mindshare of SAP SuccessFactors is 25.0%, up from 22.8% compared to the previous year. The mindshare of Teamtailor is 0.6%, up from 0.1% compared to the previous year. It is calculated based on PeerSpot user engagement data.
Talent Acquisition
 

Featured Reviews

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.
CS
Allows us to connect with, take care of, and nurture possible employees
The video function could be improved. Now that we do a lot of digital interviews, you can actually have your own video function. Still, I would prefer if it were more of a team function where you could change the background, for example. With everyone currently working from home offices due to lockdowns, some of the backgrounds look quite unprofessional. It would be nice if we could have our own unique background — for branding purposes during interviews. When we schedule an interview, in the message function, you can create a placeholder using a name, etc. I would like to have more generic placeholders and for them to be included in the message function when you schedule the interview.

Quotes from Members

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

Pros

"It is a very stable solution."
"It's brought to our organization a big big improvement. We would give it a good rating."
"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."
"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 tool's most valuable feature is its integration capabilities with on-premise ERPs and other systems."
"The overall functionality of the solution is very good."
"SAP SuccessFactors is one of the most robust platforms in the world today. For a unique global company, they need a platform that is compliant, such as GDP compliant in Europe. The solution delivers high quality in their core HR IS system which is called Employee Central. The system is one of the strongest and sturdiest modules that are in existence in the world."
"This solution can be used for reporting related to employee information and contacts"
"It's just an easy solution to connect with."
 

Cons

"Integration between Employee Central and Compensation in SAP SuccessFactors is one area of the solution that has room for improvement."
"The price could be lower."
"There are a few features that are missing. There are specific features on the HTM, such as telecom safety, that just isn't there. It's not a very detailed solution in that sense. However, it is maybe not expected to have those kinds of features on the surface level of the product."
"The price of the solution could improve, it is too high."
"One area of improvement is the time taken to configure changes, such as taxation rules, which can take several months."
"SuccessFactors could be improved by making it usable on mobile and making its features less rigid."
"The solution needs more localization, especially for the Middle East and Russia."
"The product doesn't have a modernized look and is not very user-friendly like other products."
"The video function could be improved. It would be nice if we could have our own unique background — for branding purposes during interviews."
 

Pricing and Cost Advice

"We have a yearly license. There are no additional costs."
"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 is not cheap, but it is reasonable."
"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."
"For SAP, the product is pricey, both CAPEX and the OPEX. It's something that could be improved."
"We don't utilize even half of the licenses because not everyone uses them. With SAP SuccessFactors, though, we're now conducting all our performance evaluations within the system, so I suppose we're making better use of those licenses. As for SAP for employee services and internal benefits processing, we do have licenses for those but don't utilize them."
"It is not expensive because it is a complete suite with a module-based cost."
"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."
"We pay a fixed amount that includes support. I think it's a very good deal actually."
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Top Industries

By visitors reading reviews
Educational Organization
51%
Computer Software Company
6%
Manufacturing Company
5%
Financial Services Firm
5%
Computer Software Company
14%
Real Estate/Law Firm
12%
Educational Organization
12%
Legal Firm
10%
 

Company Size

By reviewers
Large Enterprise
Midsize Enterprise
Small Business
No data available
 

Questions from the Community

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 ...
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Comparisons

 

Also Known As

SuccessFactors
No data available
 

Overview

 

Sample Customers

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
iZettle, Tenant & Partners, Fyndiq, Spendrups, Fillipa K, Cybercom group
Find out what your peers are saying about SAP, Workday, Oracle and others in Talent Acquisition. Updated: February 2025.
842,651 professionals have used our research since 2012.