HR Path, the global human resources specialist, offers comprehensive services ranging from strategic thinking to the deployment of integrated tools in the field of human resources. HR Path’s vast experience allows it to anticipate your needs rather than react to them. This strength makes HR Path a true trusted advisor to its customers.

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With over 1000 employees and offices in 18 countries, we provide implementation services, application support, and specialized products for SuccessFactors and SAP® HCM. We utilize SAP model company based pre-configured SuccessFactors delivery approaches to drive faster implementation and a higher return on investment.

We have SAP SuccessFactors recognized expertise in Employee Central & Employee Central Payroll, Talent Solutions, Recruiting & Onboarding. This important designation is awarded to partners who have proven themselves through positive customer references, certified consultants and recent go-lives in each awarded area.

Our automated testing solution for SuccessFactors (4Deets) helps to radically reduce manual testing during implementation and post-go-live.

  • Glassdoor Revenue:Over $100 million (USD) per year
  • Glassdoor Ownership Type: Company - Private
  • Glassdoor Founded: 2004
  • Glassdoor Headquarters:Atlanta, GA
  • SAP Awards / Designation:SAP recognized expertise in Employee Central & Employee Central Payroll, Talent Solutions, Recruiting & On-boarding. This important designation is awarded to partners who have proven themselves through positive customer references, certified consultants and specialized knowledge.
  • SAP Successfactors Partner Since (Year):SAP partner since 2004, SuccessFactors since 2011
  • # of Successfactors Projects Completed:1000+
  • # of Certified Successfactors Consultants:350
  • Marquee Customers:Mohawk, Vistaprint, WABCO, Chart Industries, Banco Popular, Haworth, AGCO, BEKO
  • What sets us apart from other System Implementers?:SAP SuccessFactors Recognized Expertise, SuccessFactors Automated Testing solution, Global capabilities, Pre-configured modules
  • Countries Covered:NOAM, Western Europe, Rest of Europe, Middle East / Africa, LATAM, APJ
  • Number of HCM Certified Consultants (combined):350
  • Glassdoor Rating:4.0
  • Industry Verticals Served:Energy & Natural Resources, Financial & Professional Services (Banking/Insurance), Consumer Industries (Agribusiness / Consumer Products / Fashion/ Life Sciences / Retail), Discrete Industries (Aerospace / High Tech / Automotive), Government, Healthcare, Higher Education, Hospitality, Life Sciences, Manufacturing, Media, Non-profit, Services Industries (Airlines / Communications / Engineering / Sports / Sports / Entertainment / Travel), Public Services, Technology

    35 Reviews for HR Path

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    SAP SuccessFactors Payroll Implementation

    5/ 5

    ERP Area: HR/Human Capital Management
    Software:  SAP SuccessFactors
    Products Implemented:  Payroll
    Company Size:  1 – 5k Employees  /  Industry:  Other
    Regions in Scope:  North America
    Reviewer Role:  Project Leader

    Consultant Recognized:  Paul Bosker
    Project(s) in Scope:  Initial deployment (Phase 1)

    Systems Expertise  5 out of 5
    Implementation Process  5 out of 5
    Responsiveness  5 out of 5
    Quality of Consultants 5 out of 5
    Flexibility / Adaptability 5 out of 5

    SPEED & COST
    Speed vs. Expectations:  Right on schedule!
    Cost vs. Expectations: Exactly what we budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work well, but our needs changed during implementation

    Was the implementation team who actually performed the work the same team that was proposed?
    Slight change in team

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    As you are going into an implementation, it is critical to think about your people processes from end to end, and how the technology will impact the process and how to alleviate the impact with change management.
    Bring the business/stakeholder in all stages of the project.

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    SAP SuccessFactors HR Core, Talent Management, Recruiting, & Benefits Project

    5/ 5

    ERP Area: HR/Human Capital Management
    Software:  SAP SuccessFactors
    Products Implemented:  HCM (HR Core),Talent Management (Learning, Performance, Succession Planning, Social Collaboration),Recruiting / Onboarding,Benefits
    Company Size:  5 – 10k Employees  /  Industry:  Retail
    Regions in Scope:  Latin America
    Reviewer Role:  Project Leader

    Consultant Recognized:  Carlos Juárez
    Project(s) in Scope:  Optimization / Ongoing support services

    Systems Expertise  4 out of 5
    Implementation Process  4 out of 5
    Responsiveness  4 out of 5
    Quality of Consultants 4 out of 5
    Flexibility / Adaptability 4 out of 5

    SPEED & COST
    Speed vs. Expectations:  Right on schedule!
    Cost vs. Expectations: Exactly what we budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work precisely

    Was the implementation team who actually performed the work the same team that was proposed?
    No change

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    Excellent consultant and support.

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    SAP SuccessFactors HR Core, Talent Management, & Recruiting Implementation

    5/ 5

    ERP Area: HR/Human Capital Management
    Software:  SAP SuccessFactors
    Products Implemented:  HCM (HR Core),Talent Management (Learning, Performance, Succession Planning, Social Collaboration),Recruiting / Onboarding
    Company Size:  5 – 10k Employees  /  Industry:  Manufacturing
    Regions in Scope:  North America,Europe, Middle East & Africa,Asia Pacific & Japan,Latin America,South Asia
    Reviewer Role:  Project Leader

    Consultant Recognized:  David Friedlander
    Project(s) in Scope:  Initial deployment (Phase 1),Add-on deployment (Phase 2, and not in the original SOW),Optimization / Ongoing support services

    Systems Expertise  5 out of 5
    Implementation Process  5 out of 5
    Responsiveness  5 out of 5
    Quality of Consultants 5 out of 5
    Flexibility / Adaptability 5 out of 5

    SPEED & COST
    Speed vs. Expectations:  1.5x the time we expected
    Cost vs. Expectations: 1.5x cost budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work well, but our needs changed during implementation

    Was the implementation team who actually performed the work the same team that was proposed?
    Slight change in team

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    Aligned processes and procedures need to be completed prior to implementation.

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    SAP SuccessFactors HR Core, Recruiting Implementation

    4/ 5

    ERP Area: HR/Human Capital Management
    Software:  SAP SuccessFactors
    Products Implemented:  HCM (HR Core),Recruiting / Onboarding
    Company Size:  0 – 1,000 Employees  /  Industry:  Government / Military
    Regions in Scope:  North America
    Reviewer Role:  Project Team Member

    Project(s) in Scope:  Initial deployment (Phase 1),Add-on deployment (Phase 2, and not in the original SOW)

    Systems Expertise  3 out of 5
    Implementation Process  3 out of 5
    Responsiveness  3 out of 5
    Quality of Consultants 3 out of 5
    Flexibility / Adaptability 3 out of 5

    SPEED & COST
    Speed vs. Expectations:  2x time expected
    Cost vs. Expectations: 2x cost budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner did not identify issues that came up during implementation and we had some change orders

    Was the implementation team who actually performed the work the same team that was proposed?
    Slight change in team

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    If implementing the SAP HR System stick to the workbooks then the templates and if you are doing Employee Central do that module first then add the rest.

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    SAP SuccessFactors HR Core, Payroll, Financials, & AMS Project

    4/ 5

    ERP Area: HR/Human Capital Management
    Software:  SAP SuccessFactors
    Products Implemented:  HCM (HR Core),Payroll,Financials,AMS (Application Management Services)
    Company Size:  1 – 5k Employees  /  Industry:  Business Services (Hotels, Lodging Places)
    Regions in Scope:  Asia Pacific & Japan
    Reviewer Role:  Project Team Member

    Project(s) in Scope:  Optimization / Ongoing support services

    Systems Expertise  4 out of 5
    Implementation Process  4 out of 5
    Responsiveness  4 out of 5
    Quality of Consultants 4 out of 5
    Flexibility / Adaptability 4 out of 5

    SPEED & COST
    Speed vs. Expectations:  Right on schedule!
    Cost vs. Expectations: Exactly what we budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work well, but our needs changed during implementation

    Was the implementation team who actually performed the work the same team that was proposed?
    Slight change in team

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    I learn more technical and structure integration system from sharing

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    Cornerstone Talent Management Implementation

    5/ 5

    ERP Area: HR/Human Capital Management
    Software:  Cornerstone
    Products Implemented:  Talent Management (Learning, Performance, Succession Planning, Social Collaboration)
    Company Size:  1 – 5k Employees  /  Industry:  Other
    Regions in Scope:  North America,Latin America
    Reviewer Role:  Project Team Member

    Consultant Recognized:  Ana Laura Martinez
    Project(s) in Scope:  Initial deployment (Phase 1)

    Systems Expertise  4 out of 5
    Implementation Process  4 out of 5
    Responsiveness  4 out of 5
    Quality of Consultants 5 out of 5
    Flexibility / Adaptability 4 out of 5

    SPEED & COST
    Speed vs. Expectations:  Less than the time we expected!
    Cost vs. Expectations: Exactly what we budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work well, but our needs changed during implementation

    Was the implementation team who actually performed the work the same team that was proposed?
    No change

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    Have clear expectations from the very beginning.
    The training was excellent, and we had good customer service.

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    SAP SuccessFactors HR Core, Benefits, Payroll, & AMS Project

    5/ 5

    ERP Area: HR/Human Capital Management
    Software:  SAP SuccessFactors
    Products Implemented:  HCM (HR Core),Benefits,Payroll,AMS (Application Management Services)
    Company Size:  5 – 10k Employees  /  Industry:  Education
    Regions in Scope:  South Asia
    Reviewer Role:  Project Leader

    Consultant Recognized:  Su Zen Tan, Teck Seng LEE, Jacqueline YEOW, Arden TRISILO, Yvonne LIEW
    Project(s) in Scope:  Initial deployment (Phase 1),Optimization / Ongoing support services

    Systems Expertise  4 out of 5
    Implementation Process  3 out of 5
    Responsiveness  4 out of 5
    Quality of Consultants 4 out of 5
    Flexibility / Adaptability 5 out of 5

    SPEED & COST
    Speed vs. Expectations:  Less than the time we expected!
    Cost vs. Expectations: Exactly what we budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner under-quoted the project and we had multiple change orders

    Was the implementation team who actually performed the work the same team that was proposed?
    Team changed a lot

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    – choose an implementation partner who is stable (least movements in the project team), committed and aligned to deliver the same project goal
    – a project manager who listens and takes ownership of devising and executing a plan that delivers results
    – competent and knowledgeable consultants who know the software products and processes well to propose alternatives solutions beyond the product limitation

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     SAP SuccessFactors HR Core Implementation

    5/ 5

    ERP Area: HR/Human Capital Management
    Software:  SAP SuccessFactors
    Products Implemented:  HCM (HR Core)
    Company Size:  0 – 1,000 Employees  /  Industry:  Construction / Home Improvement
    Regions in Scope:  North America
    Reviewer Role:  Project Leader

    Consultant Recognized:  George Stroubakis
    Project(s) in Scope:  Initial deployment (Phase 1),Training

    Systems Expertise  5 out of 5
    Implementation Process  5 out of 5
    Responsiveness  5 out of 5
    Quality of Consultants 5 out of 5
    Flexibility / Adaptability 5 out of 5

    SPEED & COST
    Speed vs. Expectations:  Right on schedule!
    Cost vs. Expectations: Exactly what we budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work precisely

    Was the implementation team who actually performed the work the same team that was proposed?
    No change

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    Ensure that you schedule enough time to meet project deliverables to assist in the implementation.

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    SAP SuccessFactors HR Core, & Recruiting / Onboarding Implementation

    5/ 5

    ERP Area: HR/Human Capital Management
    Software:  SAP SuccessFactors
    Products Implemented:  HCM (HR Core),Recruiting / Onboarding
    Company Size:  1 – 5k Employees  /  Industry:  Computers (Hardware, Desktop Software)
    Regions in Scope:  North America,Europe, Middle East & Africa,Asia Pacific & Japan,Latin America
    Reviewer Role:  Decision Maker

    Consultant Recognized:  David Friedlander
    Project(s) in Scope:  Initial deployment (Phase 1)

    Systems Expertise  5 out of 5
    Implementation Process  5 out of 5
    Responsiveness  5 out of 5
    Quality of Consultants 5 out of 5
    Flexibility / Adaptability 5 out of 5

    SPEED & COST
    Speed vs. Expectations:  Right on schedule!
    Cost vs. Expectations: Exactly what we budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work precisely

    Was the implementation team who actually performed the work the same team that was proposed?
    No change

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    Great partnership between both teams for the successful implementation

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    SAP SuccessFactors HR Core, Recruiting, & Payroll Implementation

    4/ 5

    ERP Area: HR/Human Capital Management
    Software:  SAP SuccessFactors
    Products Implemented:  HCM (HR Core),Recruiting / Onboarding,Payroll
    Company Size:  0 – 1,000 Employees  /  Industry:  Media / Printing / Publishing
    Regions in Scope:  Europe, Middle East & Africa
    Reviewer Role:  Project Team Member

    Consultant Recognized:  THERE WERE A LOT…
    Project(s) in Scope:  Initial deployment (Phase 1),Add-on deployment (Phase 2, and not in the original SOW),Optimization / Ongoing support services,Training

    Systems Expertise  4 out of 5
    Implementation Process  3 out of 5
    Responsiveness  3 out of 5
    Quality of Consultants 3 out of 5
    Flexibility / Adaptability 4 out of 5

    SPEED & COST
    Speed vs. Expectations:  1.5x the time we expected
    Cost vs. Expectations: 1.25x cost budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner did not identify issues that came up during implementation and we had some change orders

    Was the implementation team who actually performed the work the same team that was proposed?
    Slight change in team

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    BEING A CLOUD SAAS, BE 100% SURE THIS COVERS YOUR NEEDS AND ADAPT TO THE STANDARD AS MUCH AS POSSIBLE

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    2414 Reviews

    SAP SuccessFactors HR Core, Talent Management, Recruiting, Benefits, & Payroll Implementation

    5/ 5

    ERP Area: HR/Human Capital Management
    Software:  SAP SuccessFactors
    Products Implemented:  HCM (HR Core),Talent Management (Learning, Performance, Succession Planning, Social Collaboration),Recruiting / Onboarding,Benefits,Payroll
    Company Size:  0 – 1,000 Employees  /  Industry:  Consulting
    Regions in Scope:  North America
    Reviewer Role:  Decision Maker

    Consultant Recognized:  Scott Landt
    Project(s) in Scope:  Initial deployment (Phase 1),Add-on deployment (Phase 2, and not in the original SOW),Optimization / Ongoing support services,Training

    Systems Expertise  5 out of 5
    Implementation Process  5 out of 5
    Responsiveness  5 out of 5
    Quality of Consultants 5 out of 5
    Flexibility / Adaptability 5 out of 5

    SPEED & COST
    Speed vs. Expectations:  Right on schedule!
    Cost vs. Expectations: Exactly what we budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work precisely

    Was the implementation team who actually performed the work the same team that was proposed?
    No change

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    Great partner for SAP projects, with talented consultants, very professional group of consultants. They know their subject matter and good client facing skills.

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    SAP SuccessFactors HR Core, Talent Management, Recruiting, & PPS Implementation

    5/ 5

    ERP Area: HR/Human Capital Management
    Software:  SAP SuccessFactors
    Products Implemented:  HCM (HR Core),Talent Management (Learning, Performance, Succession Planning, Social Collaboration),Recruiting / Onboarding,PPS (Post Production Support)
    Company Size:  1 – 5k Employees  /  Industry:  Manufacturing
    Regions in Scope:  North America
    Reviewer Role:  IT Manager

    Consultant Recognized:  David Frienlander; Malia Muxold
    Project(s) in Scope:  Initial deployment (Phase 1),Optimization / Ongoing support services

    Systems Expertise  5 out of 5
    Implementation Process  5 out of 5
    Responsiveness  5 out of 5
    Quality of Consultants 5 out of 5
    Flexibility / Adaptability 5 out of 5

    SPEED & COST
    Speed vs. Expectations:  Right on schedule!
    Cost vs. Expectations: 1.25x cost budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work precisely

    Was the implementation team who actually performed the work the same team that was proposed?
    No change

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    They are great, all very knowledgable people.

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    SAP SuccessFactors HR Core, Talent Management, Recruiting, & Payroll Implementation

    5/ 5

    ERP Area: HR/Human Capital Management
    Software:  SAP SuccessFactors
    Products Implemented:  HCM (HR Core),Talent Management (Learning, Performance, Succession Planning, Social Collaboration),Recruiting / Onboarding,Payroll
    Company Size:  1 – 5k Employees  /  Industry:  Retail
    Regions in Scope:  North America,Europe, Middle East & Africa,Asia Pacific & Japan
    Reviewer Role:  Project Leader

    Consultant Recognized:  Angelo Gallo
    Project(s) in Scope:  Initial deployment (Phase 1),Add-on deployment (Phase 2, and not in the original SOW),Training

    Systems Expertise  4 out of 5
    Implementation Process  4 out of 5
    Responsiveness  4 out of 5
    Quality of Consultants 4 out of 5
    Flexibility / Adaptability 4 out of 5

    SPEED & COST
    Speed vs. Expectations:  Right on schedule!
    Cost vs. Expectations: Exactly what we budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work well, but our needs changed during implementation

    Was the implementation team who actually performed the work the same team that was proposed?
    Slight change in team

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    Schedule more time and resources for preparation

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    SAP SuccessFactors HR Core, Talent Management Implementation

    5/ 5

    ERP Area: HR/Human Capital Management
    Software:  SAP SuccessFactors
    Products Implemented:  HCM (HR Core),Talent Management (Learning, Performance, Succession Planning, Social Collaboration)
    Company Size:  10 – 20k Employees  /  Industry:  Manufacturing
    Regions in Scope:  North America,Latin America
    Reviewer Role:  Project Leader

    Consultant Recognized:  Genesis Morales
    Project(s) in Scope:  Initial deployment (Phase 1)

    Systems Expertise  5 out of 5
    Implementation Process  5 out of 5
    Responsiveness  4 out of 5
    Quality of Consultants 4 out of 5
    Flexibility / Adaptability 5 out of 5

    SPEED & COST
    Speed vs. Expectations:  1.5x the time we expected
    Cost vs. Expectations: Exactly what we budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work well, but our needs changed during implementation

    Was the implementation team who actually performed the work the same team that was proposed?
    Slight change in team

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    It must be a specialized team that knows the tool, to give clarity in recommendations and best practices, that much customization can be done in the processes and that has the openness and security to deny a requirement that is not recommended or reliable along with the justification of why not Super important point is to follow up on the work plan and calculate the sessions with a range of deviation as little as possible.

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    Cornerstone Talent Management Implementation

    5/ 5

    ERP Area: HR/Human Capital Management
    Software:  Cornerstone
    Products Implemented:  Talent Management (Learning, Performance, Succession Planning, Social Collaboration)
    Company Size:  5 – 10k Employees  /  Industry:  Aerospace / Aviation / Automotive
    Regions in Scope:  North America,Latin America
    Reviewer Role:  Project Leader

    Consultant Recognized:  Eduardo González
    Project(s) in Scope:  Initial deployment (Phase 1)

    Systems Expertise  5 out of 5
    Implementation Process  5 out of 5
    Responsiveness  5 out of 5
    Quality of Consultants 5 out of 5
    Flexibility / Adaptability 5 out of 5

    SPEED & COST
    Speed vs. Expectations:  1.25x the time we expected
    Cost vs. Expectations: Exactly what we budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work well, but our needs changed during implementation

    Was the implementation team who actually performed the work the same team that was proposed?
    No change

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    Our project experience was great. HR Path was great. The lessons learned were on our side: Have all our processes well defined before starting a software implementation.

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    SAP SuccessFactors Talent Management Implementation

    5/ 5

    ERP Area: HR/Human Capital Management
    Software:  SAP SuccessFactors
    Products Implemented:  Talent Management (Learning, Performance, Succession Planning, Social Collaboration)
    Company Size:  5 – 10k Employees  /  Industry:  Manufacturing
    Regions in Scope:  Europe, Middle East & Africa
    Reviewer Role:  Decision Maker

    Consultant Recognized:  ALL THE INTEGRA TEAM
    Project(s) in Scope:  Initial deployment (Phase 1)

    Systems Expertise  5 out of 5
    Implementation Process  5 out of 5
    Responsiveness  5 out of 5
    Quality of Consultants 5 out of 5
    Flexibility / Adaptability 5 out of 5

    SPEED & COST
    Speed vs. Expectations:  Right on schedule!
    Cost vs. Expectations: Exactly what we budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work precisely

    Was the implementation team who actually performed the work the same team that was proposed?
    No change

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    – Choose the best partner, aligned with your company values
    – Detailed definition of the project scope before starting
    – Frequent steering committees with all the stakeholders
    – Business Team must be the owner & sponsor of the project

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    SAP SuccessFactors HR Core, Talent Management, Recruiting, Employee Case Management, & AMS Project

    5/ 5

    ERP Area: HR/Human Capital Management
    Software:  SAP SuccessFactors
    Products Implemented:  HCM (HR Core),Talent Management (Learning, Performance, Succession Planning, Social Collaboration),Recruiting / Onboarding,Employee Case Management,AMS (Application Management Services)
    Company Size:  5 – 10k Employees  /  Industry:  Business / Professional Services
    Regions in Scope:  North America,Europe, Middle East & Africa,Asia Pacific & Japan,Latin America,South Asia
    Reviewer Role:  Project Leader

    Consultant Recognized: 
    Project(s) in Scope:  Optimization / Ongoing support services

    Systems Expertise  4 out of 5
    Implementation Process  4 out of 5
    Responsiveness  5 out of 5
    Quality of Consultants 4 out of 5
    Flexibility / Adaptability 5 out of 5

    SPEED & COST
    Speed vs. Expectations:  Right on schedule!
    Cost vs. Expectations: Less than we budgeted!

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work well, but our needs changed during implementation

    Was the implementation team who actually performed the work the same team that was proposed?
    Slight change in team

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    HR Path excels in almost all SuccessFactors module as they have a deep pool of experienced consultants that know the product. A particular stumbling block was the Employee Central C4C which is a new and underdeveloped SAP product with limited expertise in the market. Tickets that were raised against this module took longer than usual time to complete.

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    2414 Reviews

    SAP SuccessFactors HR Core, Talent Management, & Compensation Module Implementation

    4/ 5

    ERP Area: HR/Human Capital Management
    Software:  SAP SuccessFactors
    Products Implemented:  HCM (HR Core),Talent Management (Learning, Performance, Succession Planning, Social Collaboration),Compensation Module
    Company Size:  0 – 1,000 Employees  /  Industry:  Pharmaceutical / Chemical
    Regions in Scope:  North America,Latin America
    Reviewer Role:  all of the above. We didn\’t have the resources internally to spread the work and 1 person had to make the decision for 11 countries.

    Consultant Recognized:  Natasha Lugonova; Gabriela Carrera
    Project(s) in Scope:  Initial deployment (Phase 1)

    Systems Expertise  5 out of 5
    Implementation Process  3 out of 5
    Responsiveness  4 out of 5
    Quality of Consultants 4 out of 5
    Flexibility / Adaptability 4 out of 5

    SPEED & COST
    Speed vs. Expectations:  2x time expected
    Cost vs. Expectations: Exactly what we budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work well, but our needs changed during implementation

    Was the implementation team who actually performed the work the same team that was proposed?
    Slight change in team

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    We (both ourselves and implementation partner) underestimated the time and complexity that was required by our small team to complete these 4 implementations (EC, Compensation, PMGM, LMS) across 11 countries, especially given the current state of ‘systems’ in all countries. Too much was run in parallel which just wasn’t possible from a time perspective. We should have catered better to spanish and portuguese members of the team during implementation as a lot of knowledge transfer wasn’t optimized.

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     SAP SuccessFactors Compensation Implementation

    4/ 5

    ERP Area: HR/Human Capital Management
    Software:  SAP SuccessFactors
    Products Implemented:  Compensation
    Company Size:  0 – 1,000 Employees  /  Industry:  Finance / Banking / Insurance
    Regions in Scope:  North America
    Reviewer Role:  Project Leader

    Consultant Recognized:  Frederic Botin
    Project(s) in Scope:  Add-on deployment (Phase 2, and not in the original SOW)

    Systems Expertise  4 out of 5
    Implementation Process  3 out of 5
    Responsiveness  4 out of 5
    Quality of Consultants 4 out of 5
    Flexibility / Adaptability 3 out of 5

    SPEED & COST
    Speed vs. Expectations:  Right on schedule!
    Cost vs. Expectations: Exactly what we budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work precisely

    Was the implementation team who actually performed the work the same team that was proposed?
    No change

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    SAP SuccessFactors® Recruiting / Onboarding Implementation

    4/ 5

    ERP Area: HR/Human Capital Management
    Software:  SAP SuccessFactors
    Products Implemented:  Recruiting / Onboarding
    Company Size:  0 – 1,000 Employees  /  Industry:  Utilities
    Regions in Scope:  North America
    Reviewer Role:  Project Leader

    Consultant Recognized: 
    Project(s) in Scope:  Initial deployment (Phase 1),Add-on deployment (Phase 2, and not in the original SOW),Optimization / Ongoing support services

    Systems Expertise  4 out of 5
    Implementation Process  4 out of 5
    Responsiveness  5 out of 5
    Quality of Consultants 5 out of 5
    Flexibility / Adaptability 5 out of 5

    SPEED & COST
    Speed vs. Expectations:  1.75x the time we expected
    Cost vs. Expectations: 1.5x cost budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work well, but our needs changed during implementation

    Was the implementation team who actually performed the work the same team that was proposed?
    Slight change in team

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    Nothing. They did a good job.

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    SAP SuccessFactors® HR Core, Talent Management, Recruiting, Compensation/Variable Pay Implementation

    5/ 5

    ERP Area: HR/Human Capital Management
    Software:  SAP SuccessFactors
    Products Implemented:  HCM (HR Core),Talent Management (Learning, Performance, Succession Planning, Social Collaboration),Recruiting / Onboarding,Compensation/Variable Pay
    Company Size:  0 – 1,000 Employees  /  Industry:  Transportation / Distribution
    Regions in Scope:  North America
    Reviewer Role:  Project Leader

    Consultant Recognized:  Andre Du Plessis
    Project(s) in Scope:  Add-on deployment (Phase 2, and not in the original SOW)

    Systems Expertise  4 out of 5
    Implementation Process  4 out of 5
    Responsiveness  5 out of 5
    Quality of Consultants 5 out of 5
    Flexibility / Adaptability 5 out of 5

    SPEED & COST
    Speed vs. Expectations:  Right on schedule!
    Cost vs. Expectations: Exactly what we budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work well, but our needs changed during implementation

    Was the implementation team who actually performed the work the same team that was proposed?
    No change

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    Business involvement and participation is key. Knowledgeable and available support/SI resources was very important.

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    SAP SuccessFactors HR Core, Talent Management, Recruiting, Compensation, PM/GM & Workforce Software Implementation

    5/ 5

    ERP Area: HR/Human Capital Management
    Software:  SAP SuccessFactors
    Products Implemented:  HCM (HR Core),Talent Management (Learning, Performance, Succession Planning, Social Collaboration),Recruiting / Onboarding,Compensation, PM/GM, WorkForce Software
    Company Size:  5 – 10k Employees  /  Industry:  Retail
    Regions in Scope:  North America
    Reviewer Role:  Decision Maker

    Consultant Recognized:  Michiel Jongsma
    Partner: Exaserv
    Project(s) in Scope:  Optimization / Ongoing support services,Automated testing and Managed Services

    Systems Expertise  4 out of 5
    Implementation Process  4 out of 5
    Responsiveness  5 out of 5
    Quality of Consultants 5 out of 5
    Flexibility / Adaptability 5 out of 5

    SPEED & COST
    Speed vs. Expectations:  Right on schedule!
    Cost vs. Expectations: Exactly what we budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work well, but our needs changed during implementation

    Was the implementation team who actually performed the work the same team that was proposed?
    Slight change in team

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    Do not rush through the planning phases of your project. Make sure you understand the conversion process. Trust your partner, they have done this before and are making recommendations designed for you.

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    SAP SuccessFactors HR Core, Talent Management, Recruiting & Payroll Implementation

    5/ 5

    ERP Area: HR/Human Capital Management
    Software:  SAP SuccessFactors
    Products Implemented:  HCM (HR Core),Talent Management (Learning, Performance, Succession Planning, Social Collaboration),Recruiting / Onboarding,Payroll
    Company Size:  20 – 50k Employees  /  Industry:  Agriculture / Forestry / Fishing
    Regions in Scope:  Asia Pacific & Japan,Europe, Middle East & Africa,North America,South Asia
    Reviewer Role:  Project Leader

    Consultant Recognized:  Yves van Gool
    Partner: Exaserv
    Project(s) in Scope:  Initial deployment (Phase 1)

    Systems Expertise  4 out of 5
    Implementation Process  5 out of 5
    Responsiveness  5 out of 5
    Quality of Consultants 4 out of 5
    Flexibility / Adaptability 5 out of 5

    SPEED & COST
    Speed vs. Expectations:  Right on schedule!
    Cost vs. Expectations: Exactly what we budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work well, but our needs changed during implementation

    Was the implementation team who actually performed the work the same team that was proposed?
    Slight change in team

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    Our major lessons learned were:
    – understand positions and data synchronization better before making a decision one way or another
    – if you build workflows, understand the effort level to maintain
    – don’t put every data set on the employee record if you can pull via a report
    – data loads take twice as long as you think!

    We actually had a very successful project. We had a great team, global group and dedication. This was THE core HR project of our global organization, thus lots of support and momentum. The consulting company was flexible and attentive, yet also spoke up when we tried to go around best practice (we encouraged them to keep us “in the best practice lane”).

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    SAP SuccessFactors HR Core & Talent Management Implementation

    4/ 5

    ERP Area: HR/Human Capital Management
    Software:  SAP SuccessFactors
    Products Implemented:  HCM (HR Core),Talent Management (Learning, Performance, Succession Planning, Social Collaboration)
    Company Size:  5 – 10k Employees  /  Industry:  Transportation / Distribution
    Regions in Scope:  North America
    Reviewer Role:  Project Team Member

    Consultant Recognized:  Marcel Belzile
    Partner: HR Path
    Project(s) in Scope:  Initial deployment (Phase 1),Add-on deployment (Phase 2, and not in the original SOW),Optimization / Ongoing support services,Training

    Systems Expertise  5 out of 5
    Implementation Process  3 out of 5
    Responsiveness  5 out of 5
    Quality of Consultants 5 out of 5
    Flexibility / Adaptability 4 out of 5

    SPEED & COST
    Speed vs. Expectations:  1.5x the time we expected

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?

    Was the implementation team who actually performed the work the same team that was proposed?
    Slight change in team

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    Budget more time than you think you will need. 3rd party consulting service is invaluable. As first time users of e-learning software, it is quite a steep learning curve.

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    SAP SuccessFactors HR Core, Talent Management & Recruiting Implementation

    5/ 5

    ERP Area: HR/Human Capital Management
    Software:  SAP SuccessFactors
    Products Implemented:  HCM (HR Core),Talent Management (Learning, Performance, Succession Planning, Social Collaboration),Recruiting / Onboarding
    Company Size:  1 – 5k Employees  /  Industry:  Healthcare / Medical
    Regions in Scope:  North America
    Reviewer Role:  Project Team Member

    Consultant Recognized:  Andre Duplessis
    Partner: HR Path
    Project(s) in Scope:  Optimization / Ongoing support services

    Systems Expertise  4 out of 5
    Implementation Process  5 out of 5
    Responsiveness  4 out of 5
    Quality of Consultants 3 out of 5
    Flexibility / Adaptability 4 out of 5

    SPEED & COST
    Speed vs. Expectations:  Right on schedule!
    Cost vs. Expectations: 1.25x cost budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work well, but our needs changed during implementation

    Was the implementation team who actually performed the work the same team that was proposed?
    Slight change in team

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    Always make sure you include time for Business Process Analysis and the impact and readiness on the business

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    SAP SuccessFactors Talent Management Implementation

    5/ 5

    ERP Area: HR/Human Capital Management
    Software:  SAP SuccessFactors
    Products Implemented:  Talent Management (Learning, Performance, Succession Planning, Social Collaboration)
    Company Size:  5 – 10k Employees  /  Industry:  Consulting
    Regions in Scope:  Asia Pacific & Japan,Europe, Middle East & Africa,Latin America,North America,South Asia
    Reviewer Role:  Decision Maker

    Consultant Recognized:  Jennifer Washburne, Max Harrison
    Partner: Exaserv
    Project(s) in Scope:  Initial deployment (Phase 1)

    Systems Expertise  5 out of 5
    Implementation Process  4 out of 5
    Responsiveness  5 out of 5
    Quality of Consultants 4 out of 5
    Flexibility / Adaptability 5 out of 5

    SPEED & COST
    Speed vs. Expectations:  Right on schedule!
    Cost vs. Expectations: Exactly what we budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work precisely

    Was the implementation team who actually performed the work the same team that was proposed?
    No change

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    I would highly recommend Exaserv to anyone who asked.

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    SAP SuccessFactors Talent Management Implementation

    4/ 5

    ERP Area: HR/Human Capital Management
    Software:  SAP SuccessFactors
    Products Implemented:  Talent Management (Learning, Performance, Succession Planning, Social Collaboration)
    Company Size:  5 – 10k Employees  /  Industry:  Finance / Banking / Insurance
    Regions in Scope:  Latin America
    Reviewer Role:  Project Leader

    Consultant Recognized: 
    Project(s) in Scope:  Add-on deployment (Phase 2, and not in the original SOW),Optimization / Ongoing support services,Training

    Systems Expertise  5 out of 5
    Implementation Process  4 out of 5
    Responsiveness  4 out of 5
    Quality of Consultants 4 out of 5
    Flexibility / Adaptability 4 out of 5

    SPEED & COST
    Speed vs. Expectations:  Right on schedule!
    Cost vs. Expectations: 1.25x cost budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work well, but our needs changed during implementation

    Was the implementation team who actually performed the work the same team that was proposed?
    Slight change in team

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    A well documented process is key.

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    SAP SuccessFactors HR Core, Talent Management & Recruiting Implementation

    4/ 5

    Software:  SAP SuccessFactors
    Products Implemented:  HCM (HR Core),Talent Management (Learning, Performance, Succession Planning, Social Collaboration),Recruiting / Onboarding
    Company Size:  1 – 5k Employees  /  Industry:  Wholesale
    Regions in Scope:  North America
    Reviewer Role:  Project Team Member

    Consultant Recognized:  Atif SIDDIQUI and Andre DU PLESSIS P
    Partner: HR Path
    Project(s) in Scope:  Initial deployment (Phase 1),Add-on deployment (Phase 2, and not in the original SOW),Optimization / Ongoing support services

    Systems Expertise  5 out of 5
    Implementation Process  4 out of 5
    Responsiveness  4 out of 5
    Quality of Consultants 3 out of 5
    Flexibility / Adaptability 4 out of 5

    SPEED & COST
    Speed vs. Expectations:  Right on schedule!
    Cost vs. Expectations: 1.25x cost budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner did not identify issues that came up during implementation and we had some change orders

    Was the implementation team who actually performed the work the same team that was proposed?
    Slight change in team

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    It is very beneficial having a consultant evolved who is very knowledgeable of not only the system but also the business aspect of the implementation. Simply having a configurations specialist sometimes does not help the client make the right long term decisions. The consultants should be able to help the client through reviewing policies and keeping the long term road map in mind.

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    SAP SuccessFactors Talent Management Implementation

    4/ 5

    HR Software:  SAP SuccessFactors
    Products Implemented:  Talent Management (Learning, Performance, Succession Planning, Social Collaboration)
    Company Size:  10 – 20k Employees  /  Industry:  Construction / Home Improvement
    Regions in Scope:  North America
    Level of Complexity:  5
    Reviewer Role:  Decision Maker

    Consultant Recognized:
    Partner:
    HR Path
    Project(s) in Scope: 
     Initial deployment (Phase 1)

    Systems Expertise  3 out of 5
    Implementation Process  4 out of 5
    Responsiveness  4 out of 5
    Quality of Consultants 3 out of 5
    Flexibility / Adaptability 5 out of 5

    SPEED & COST
    Speed vs. Expectations:  Right on schedule!
    Cost vs. Expectations: Exactly what we budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work well, but our needs changed during implementation

    Was the implementation team who actually performed the work the same team that was proposed?
    No change

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    The biggest learning experience we had was the need to clearly understand our processes, before implementing a system to enable these processes. Also we could have taken more time to understand the full, potential capabilities of the system so that we could ask specific, targeted questions to our SI partner.

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    SAP SuccessFactors HR Core, Talent Management & Recruiting Implementation

    5/ 5

    HR Software:  SAP SuccessFactors
    Products Implemented:  HCM (HR Core),Talent Management (Learning, Performance, Succession Planning, Social Collaboration),Recruiting / Onboarding
    Company Size:  0 – 1,000 Employees  /  Industry:  Non-Profit
    Regions in Scope:  North America
    Level of Complexity:  6
    Reviewer Role:  Project Leader

    Consultant Recognized:  Natalya Logunova
    Partner: HR Path
    Project(s) in Scope:  Optimization / Ongoing support services,Training

    Systems Expertise  4 out of 5
    Implementation Process  4 out of 5
    Responsiveness  4 out of 5
    Quality of Consultants 4 out of 5
    Flexibility / Adaptability 4 out of 5

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    Avenue HR are great to work with. Very responsive, and extremely knowledgeable in the modules of SuccessFactors that we use (EC, Recruiting, Performance). I would highly recommend using them as a partner with your implementation and ongoing support.

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    SAP SuccessFactors HR Core & Talent Management Implementation

    5/ 5

    HR Software:  SAP SuccessFactors
    Products Implemented:  HCM (HR Core),Talent Management (Learning, Performance, Succession Planning, Social Collaboration)
    Company Size:  0 – 1,000 Employees  /  Industry:  Manufacturing
    Regions in Scope:  North America
    Level of Complexity:  8
    Reviewer Role:  Project Team Member

    Consultant Recognized:  Alexandre Oberson
    Partner: HR Path
    Project(s) in Scope:  Initial deployment (Phase 1),Add-on deployment (Phase 2, and not in the original SOW),Optimization / Ongoing support services

    Systems Expertise  5 out of 5
    Implementation Process  5 out of 5
    Responsiveness  5 out of 5
    Quality of Consultants 5 out of 5
    Flexibility / Adaptability 5 out of 5

    SPEED & COST
    Speed vs. Expectations:  Right on schedule!
    Cost vs. Expectations: Exactly what we budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work precisely

    Was the implementation team who actually performed the work the same team that was proposed?
    No change

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    Make sure you have all your processes mapped out, both how they currently are and how you would like them to be in the new system.
    Make sure you’ve taken the time to clean up all your legacy data so you are not bringing bad data in to your new system.
    Work out any integrations with other legacy systems with your partner during implementation.

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    SAP SuccessFactors HR Core, Talent Management & Recruiting Implementation

    5/ 5

    HR Software:  SAP SuccessFactors
    Products Implemented:  HCM (HR Core),Talent Management (Learning, Performance, Succession Planning, Social Collaboration),Recruiting / Onboarding
    Company Size:  0 – 1,000 Employees  /  Industry:  Manufacturing
    Regions in Scope:  Latin America,North America
    Level of Complexity:  10
    Reviewer Role:  Project Leader

    Partner: Exaserv
    Project(s) in Scope: 
     Initial deployment (Phase 1),Add-on deployment (Phase 2, and not in the original SOW),Optimization / Ongoing support services,Training

    Systems Expertise  5 out of 5
    Implementation Process  5 out of 5
    Responsiveness  5 out of 5
    Quality of Consultants 5 out of 5
    Flexibility / Adaptability 5 out of 5

    SPEED & COST
    Speed vs. Expectations:  2x time expected
    Cost vs. Expectations: Exactly what we budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work precisely

    Was the implementation team who actually performed the work the same team that was proposed?
    No change

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    Exaserv was highly effective in helping to hone requirements and in ensuring that configuration of the relevant SuccessFactors modules was in alignment with those requirements. Exaserv also did a great job assisting with UAT, end-user documentation and training.

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    SAP SuccessFactors HR Core, Talent Management & Recruiting Implementation

    5/ 5

    HR Software:  SAP SuccessFactors
    Products Implemented:  HCM (HR Core),Talent Management (Learning, Performance, Succession Planning, Social Collaboration),Recruiting / Onboarding
    Company Size:  5 – 10k Employees  /  Industry:  Retail
    Regions in Scope:  Asia Pacific & Japan,Europe, Middle East & Africa,North America
    Level of Complexity:  8
    Reviewer Role:  Project Leader

    Consultant Recognized:  Chirag Gandhi
    Partner: Exaserv
    Project(s) in Scope:  Initial deployment (Phase 1),Add-on deployment (Phase 2, and not in the original SOW),Optimization / Ongoing support services,Automated testing

    Systems Expertise  5 out of 5
    Implementation Process  5 out of 5
    Responsiveness  5 out of 5
    Quality of Consultants 4 out of 5
    Flexibility / Adaptability 5 out of 5

    SPEED & COST
    Speed vs. Expectations:  Less than the time we expected!
    Cost vs. Expectations: Exactly what we budgeted

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work well, but our needs changed during implementation

    Was the implementation team who actually performed the work the same team that was proposed?
    No change

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    This software has a lot of features and the partners know them well. It’s important to have a strong vision for what you want to achieve and what success looks like to drive the work forward and be successful.

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    SAP SuccessFactors Talent Management & Compensation Implementation

    5/ 5

    HR Software:  SAP SuccessFactors
    Products Implemented:  Talent Management (Learning, Performance, Succession Planning, Social Collaboration),Compensation
    Company Size:  5 – 10k Employees  /  Industry:  Finance / Banking / Insurance
    Regions in Scope:  Latin America,North America
    Level of Complexity:  9
    Reviewer Role:  IT Project Manager/SAP Analyst

    Consultant Recognized:  Kate Cieplik
    Partner: Exaserv
    Project(s) in Scope:  Initial deployment (Phase 1),Optimization / Ongoing support services

    Systems Expertise  4 out of 5
    Implementation Process  4 out of 5
    Responsiveness  5 out of 5
    Quality of Consultants 5 out of 5
    Flexibility / Adaptability 5 out of 5

    SPEED & COST
    Speed vs. Expectations:  Right on schedule!
    Cost vs. Expectations: Less than we budgeted!

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work precisely

    Was the implementation team who actually performed the work the same team that was proposed?
    Slight change in team

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    1. Establish clear roles & responsibilities from the PM (internally/partner)
    2. Collocation
    3. Language barrier with consultant
    4. Make sure the consultant clearly understand the business needs/requirements
    5. Timeline flexibility
    6. Request the workbooks and documentation in advanced

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    SAP SuccessFactors Talent Management & Recruiting Implementation

    5/ 5

    “They took the time to scope out our project and help us streamline processes. They are a true partner in that they help implement best practice for industry standards.”

    HR Software:  SAP SuccessFactors
    Products Implemented:  Talent Management (Learning, Performance, Succession Planning, Social Collaboration),Recruiting / Onboarding
    Company Size:  5 – 10k Employees  /  Industry:  Manufacturing
    Regions in Scope:  Asia Pacific & Japan,Europe, Middle East & Africa,North America
    Level of Complexity:  8
    Reviewer Role:  Project Team Member

    Consultant Recognized:  Michiel Jongsma
    Partner: Exaserv
    Project(s) in Scope:  Initial deployment (Phase 1),Add-on deployment (Phase 2, and not in the original SOW),Optimization / Ongoing support services

    Systems Expertise  4 out of 5
    Implementation Process  5 out of 5
    Responsiveness  5 out of 5
    Quality of Consultants 4 out of 5
    Flexibility / Adaptability 5 out of 5

    SPEED & COST
    Speed vs. Expectations:  Less than the time we expected!
    Cost vs. Expectations: Less than we budgeted!

    SCOPING ACCURACY:
    How well did your implementation partner scope the work and understand your needs during the pre-sales process?
    Partner scoped and quoted the work precisely

    Was the implementation team who actually performed the work the same team that was proposed?
    Slight change in team

    What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
    Exaserv is an amazing implementation partner. We used them last year for our goals and performance module and it was an awesome experience. We are currently implementing recruiting and the project is going well. I would highly recommend Exaserv as an implementation partner, they really take the time to get to know your organization.

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    HR Path is a global human resources specialist offering comprehensive services ranging from strategic thinking to the deployment of integrated tools in the field of human resources. With over 1000 employees and offices in 18 countries, they provide implementation services, application support, and specialized products for SuccessFactors, SAP® HCM and Workday.

    This week, we had the pleasure of getting to know Franck Pinel, HR Path’s Director of Consulting. Franck has been with the organization since 2012, and prior to HR Path, worked in various different consulting roles that gives him broad experience in HR technologies.

    HR Path continues to outperform other SAP and Workday partners in overall customer satisfaction. So, what is HR Path doing differently?

    When asked what makes customers so happy with their overall relationship, the HR Path team attributes this high customer satisfaction to their in-depth relationship with their customers.  HR Path has an 8.92 average customer satisfaction score, as opposed to the industry standard of 7.7 out of 10. Learn more about how Raven Intel measures each consulting partner here.

    Another key factor here is HR Path’s scoping accuracy.

    “Change orders are the exception rather than the norm—we don’t look at change orders as part of our growth plan.  We accurately scope projects and typically present a fixed scope plan that we don’t deviate from,” says Franck.

    A few other key factors noted by Franck are the consultants, communication skills and technical expertise. “We specialize with integrations and we are the best at testing—we have our own testing system,” added Franck.

    Do not rush through the planning phases of your project. Make sure you understand the conversion process. Trust your partner, they have done this before and are making recommendations designed for you.
    – Retail company in North America with 5-10k employees

    What does the ideal HR Path customer look like?

    HR Path works with customers of all sizes and various industries. Their typical customer has a global footprint with multiple locations and languages are often a good fit to work with HR Path, as their 1,000+ consultants across the globe provide support in North America, Latin America EMEA, and Asia Pacific.

    Raven Intel’s customer reviews for HR Path include feedback from a wide variety of industries, such as:

    How does HR Path approach challenges during implementation?

    Franck said that each customer that comes to HR Path has a unique implementation and situation, so the challenges and solutions required are also unique to the customer. Each implementation is crafted to solve that customer’s problem.

    “We have the chance to develop a specific methodology to modernize and manage each customer’s project,” says Franck.

    This customized approach has allowed HR Path to be 23% more likely to deliver on-budget and 31% more likely to deliver on-time.

    HR Path offers “pre-packaged” solutions, where they offer both fixed-price implementations and have prepared packaged solutions to the common problems that are often experienced. This, Franck says, allows them to accelerate the implementation and continue pushing forward, despite challenges that may occur.

    “We had a great team, global group and dedication. This was THE core HR project of our global organization, thus lots of support and momentum. The consulting company was flexible and attentive, yet also spoke up when we tried to go around best practice (we encouraged them to keep us “in the best practice lane”). – Global Agriculture, forestry & fishing company with 20-50k employees

    How does HR Path recruit the “right” project managers and consultants?

    HR Path recruits for two very different skills in their project managers and consultants – HR experience (on the customer side) or technical skills.

    “It’s not easy to find consultants because we are doing HR and technology. It’s not something that you study at school, so we really look for two parts: we could take someone who is mostly technical, with a lot of functional skill but no language on the other side or on the other hand,” said Franck. “We are also looking for those who come from the HR or the business/customer side, or we were dealing with customer activities. I think that 90-95% of our employees on a project have HR technology experience before joining the team.”

    Finding the right team members also helps to keep HR Path’s customer satisfaction rates high and consulting teams consistent. According to data collected by Raven Intel, 46.2% of projects are reviewed having no change in team at all and 53.8% note a slight change. None of the Raven Intel verified reviews note a significant change, which is a big difference from the overall SAP and Workday peer partner industry.

    “It’s all about the people and the fact that our consultants are senior and experienced – truly the best in the industry. From a technical perspective, we have certifications in every module, but our people know HR and that’s what makes them stand out,” says Franck.

    Over 500+ of HR Path’s consultants are HCM certified.

    What should HCM customers know about HR Path?

    What some SAP SuccessFactors and Workday customers may not know about HR Path is that their team offers more than just specialized implementation support. HR Path provides various types of business consulting activities, communication support and change management support.

    “So, it’s not only doing the end-user training, but it’s also about working on the communication plan and how we can help transform the organization. We will support the HR team however they need and suggest some support activities.”

    Franck noted that most of their competitors don’t typically take the route of focusing on their smaller companies, so this focus and support from HR Path helps them stand out and provide the utmost customer service.

    “I think that’s where we could be of real interest for them and to become part of their support organization,” Pinel added.

    It is very beneficial having a consultant evolved who is very knowledgeable of not only the system but also the business aspect of the implementation. Simply having a configurations specialist sometimes does not help the client make the right long term decisions. The consultants should be able to help the client through reviewing policies and keeping the long term road map in mind. – Wholesale company in North America with 1-5k employees

    What does HR Path see as the future of implementation?

    Franck noted that future implementations and advanced cloud technologies will play a role in customized SAAS implementations.

    “Customers will either already have their implementations established in the cloud or will be ready to move onto it. We need to work on the integration, work in the integration on the cloud, or maybe to develop some specific application,” adds Franck.

    HR Path’s Future Goals

    Franck noted that HR Path is looking to further develop their service offering and continue expanding globally.

    Our strength does not only lie in the implementation of SAP SuccessFactors, but we want to promote our expertise with other vendors such as Oracle, Workday, Cornerstone or Talentsoft, and apply the “Advise to Run” strategy that we have successfully used in other markets. Our objective is to help companies for which human capital is essential in their digital transformation to contribute to the performance of their human resources,” said Franck.

    About Raven Intel

    Raven is an independent 3rd party providing candid project reviews.  Raven also provides at-a-glance information about certifications, firm profile data and keeps all information standard and consistent.  It gives Consulting partners the ability to manage their own listing information and consistently tracks Key Performance Indicators that are not published by software vendors.

    In addition, it provides a way for customers to endorse the work of their partner and share with others their tips for success.  Raven allows customers to see a more comprehensive list of options available, ask for references and get additional cost comparisons for project work. (See: “10 Questions You Should Ask a Potential Consulting Partner” for initial research findings.)

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