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SAP SuccessFactors vs Sympa HR 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

SAP SuccessFactors
Ranking in Talent Management
2nd
Ranking in Cloud HCM
2nd
Average Rating
7.8
Reviews Sentiment
6.6
Number of Reviews
97
Ranking in other categories
Talent Acquisition (2nd), Global Payroll (2nd)
Sympa HR
Ranking in Talent Management
23rd
Ranking in Cloud HCM
21st
Average Rating
7.0
Reviews Sentiment
6.0
Number of Reviews
2
Ranking in other categories
No ranking in other categories
 

Mindshare comparison

As of June 2025, in the Cloud HCM category, the mindshare of SAP SuccessFactors is 20.8%, down from 22.3% compared to the previous year. The mindshare of Sympa HR is 0.3%, up from 0.2% compared to the previous year. It is calculated based on PeerSpot user engagement data.
Cloud HCM
 

Featured Reviews

SandeepKumar7 - PeerSpot reviewer
Useful to manage employee life cycle management but is not very easy to implement
There are quite a few things, like goal management, in terms of transferring goals from manager to subordinates, which is probably not one of the best ways to look at SAP SuccessFactors, making it an area that could have been done better. Route management and template management are pretty good areas. The reporting in the tool is not as great as I would want it to be from a PMGM internal management perspective. I just hope that SAP SuccessFactors comes up with a payroll tool that suits India. I don't see it as one of the best tools for the Indian scenario. I would love to see much better document management in the system, like onboarding. Onboarding has document management, but if I want to report through it, there is not much that I can do about it. DMS in SAP would be great since, in most places, DMS is maintained outside the system. I would have loved to see better DMS in SAP SuccessFactors. In terms of the reporting, I understand that since everything is moving to SAP SAC. Even without SAP SAC, it would be great if we could have better analytics within SAP SuccessFactors.
Henrik Aminoff - PeerSpot reviewer
A tool to manage HR master data in a single system that needs to improve on the API front
As a developer, I can say that some of Sympa HR's back-end functionalities, like the API systems, aren't fully fledged or modern enough, a downside of which Sympa is aware. My previous company had some kind of relationship with Sympa, and I used to attend meetings with Sympa's development teams regarding Sympa HR's API integrations in and out.

Quotes from Members

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

Pros

"It's brought to our organization a big big improvement. We would give it a good rating."
"The overall functionality of the solution is very good."
"It is a scalable solution. I would rate it a ten out of ten."
"The initial setup was pretty simple."
"Talent Acquisition and Learning features are best in class."
"HR and managers can use the onboarding tool to help new employees prepare for their first day on the job, which can help them acclimate to the company culture and reduce anxiety."
"They have succeeded in sustaining a powerful system supporting their philosophy."
"SAP SuccessFactors, in my opinion, is the best cloud-based HR solution tool for any size business."
"Sympa HR was helpful since it helped me manage HR master data in a single system."
"One of my favorite features of Sympa HR is its customization options. You can tailor it to meet your specific needs, which is really beneficial for HR processes."
 

Cons

"The price of the solution could improve, it is too high."
"SAP SuccessFactors is working on making beneficial changes but they are not fast enough. They can improve by making the improvements or updates quicker. Additionally, the user interface could improve, it is not something you want to return to when compared to a solution similar to Instagram."
"The SAP SuccessFactors integration with old versions can improve. We are using an older finance module but we are having migration issues."
"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 reporting and cloud integration could be done better in this solution."
"Its overall integration and user experience can be improved. SuccessFactors is a system that is built out of three different systems. The elements part was bought from Plateau, and the original performance dialogue was built by SuccessFactors itself. After that, SAP bought it, and it hasn't improved in the last few years. SuccessFactors is a perfect tool if you use it the way it is meant to be, but if you start building custom sessions and try to use it differently, then it is a total mess. It is not agile. It is like an old Mastodon truck or whatever. We don't have the Employee Central and Competence Management modules. Our company made the choice to not implement the Employee Central module. We also didn't implement the Competence Management module. We use the learning module to do some competence management, but I am not that fond of it. It would have been best to have the whole suite. SAP should never sell this without selling the whole suite because it just doesn't work. The biggest gain for me would be having the possibility of doing strategic personnel planning and managing internal mobility. If it could be used for social purposes, such as creating communities and connecting with media channels, that would be perfect. It should also have the possibilities for local admin and agile product development."
"The reporting tool is not as good as IBM Cognos which is very, very powerful."
"Also, it would be helpful if they could improve its ability to localize the product to Nigeria."
"Sympa HR has some fundamental issues like allowing multiple leave applications for the same dates. That needs improvement."
"As a developer, I can say that some of Sympa HR's back-end functionalities, like the API systems, aren't fully fledged or modern enough, a downside of which Sympa is aware."
 

Pricing and Cost Advice

"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."
"I rate the tool's pricing a seven to eight out of ten."
"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."
"The product is expensive. The product is worth the money you pay for it."
"The price of the solution depends on too many factors to provide an estimate. However, the price of SAP SuccessFactors is competitive."
"The price of the solution is highly expensive."
"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."
"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."
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Top Industries

By visitors reading reviews
Educational Organization
36%
Computer Software Company
7%
Manufacturing Company
7%
Comms Service Provider
6%
No data available
 

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 ...
What do you like most about Sympa HR?
Sympa HR was helpful since it helped me manage HR master data in a single system.
What needs improvement with Sympa HR?
Sympa HR has some fundamental issues like allowing multiple leave applications for the same dates. That needs improvement.
What is your primary use case for Sympa HR?
We're implementing Sympa for HR management across our global organization, which spans about seven countries with roughly two thousand employees. Our goal is to centralize all HR processes, includi...
 

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
Dustin group, VMS Group, Matrix Fitness, CTS Group, Lindex, Sabis, Napatech, Alandia Insurance, Inspecta, Technopolis
Find out what your peers are saying about SAP SuccessFactors vs. Sympa HR and other solutions. Updated: May 2025.
856,278 professionals have used our research since 2012.