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. When comparing SuccessFactors with other solutions with the same level of capabilities, the pricing is roughly on par.

When it comes to licensing, this depends on the users. Dealing with onboarding 100 to 200 users is a lot different than when you're dealing with 1,000 to 2,000 users. 

When you have an on-prem environment with payroll, people don't want to move the payroll from finance because, in South Africa, in many companies, payroll resides within the finance module. So now, SAP charges me 300 Euros for 14,000 employees. I still have to pay 2,000 euros because I'm using SAP on-prem. If SAP wants to be a game changer, SAP seriously has to look at its pricing. So people are also moving because of the pricing. If a person is on-prem, that person should not pay for the on-premises licenses but only for the SuccessFactors licenses. But then, it means all your people-only payroll is on-prem. So then you also get your money back because now you're forcing them to put all the people on EC because they don't need to pay the on-prem license since you're using it only for payroll. You see, so SAP also has to come to the table. I must tell you, many clients, and I know many European companies, are saying to SAP that if you force me to do that and I go to another product, SAP has to be very careful about this. I have colleagues that used to be pro-SAP that have gone into Workday, and they say to me, Workday is actually better than on-prem and SuccessFactors. How can I argue with them? I've never worked on Workday, but they have, and they're implementing it, and they say it's cheaper, better, quicker, and easier. SAP can only benefit from the CRM and finance modules. In the HR environment, HR is becoming null and void. There are too many free apps available that can handle HR tasks. In an ideal world, people will start to have a product for master data and an app for learning, an app for performance, and a different app for whatever they want to do. So you might end up in a situation where you actually have an HR system using different apps to manage HR, as it is still cheaper than SAP. SAP is killing us with its certification and all the related expenses. So many dedicated independent consultants are out there, and it's becoming so expensive. But for them, it's been enough to join a company like Workday or whatever and start working there and training there because you don't need to certify every year, and that's the problem. That is a killer, the certification, the certification. I've been on projects where we had certified consultants who knew absolutely nothing. But you have to pay them and pay them in hours, which is only a thousand per hour.

The product is expensive. The product is worth the money you pay for it.

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.

Our costs for the solution are subsidized by our parent company, I am not aware of the exact cost because of this. However, we pay $50,000 annually. If we move to another solution it will be more expensive.

I would say that it is more of a luxury product. The solution is on the expensive side but is definitely worth the money.

While I cannot speak to the exact cost, my understanding is that the solution is expensive. The contract is very transparent. 

I'm not aware of licensing details but I believe it's on the expensive side. 

The price of the solution depends on too many factors to provide an estimate. The solution is best suited for medium to large-sized businesses. However, the price of SAP SuccessFactors is competitive even for small enterprises now.

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.

SuccessFactors is expensive but it could be cheaper depending on the customer. My company is a large value-added reseller. We buy from SAP and sell to other clients. We also have the power to give clients discounts depending on the size of their budgets and how eager we are to win their business. 

The pricing for SuccessFactors is ridiculously high, and there are costs in addition to the license fee for some features.

Our clients used a yearly subscription model. I have not seen customers complaining about the price of SuccessFactors because of the benefits they are getting. It's more about the value than the cost, and the cost of SAP SuccessFactors is reasonable.

We are on an annual subscription to use SAP SuccessFactors. The pricing model is something that they could restructure a bit better. If it was based differently on the type of usage it would help.

We have a yearly license. There are no additional costs.

It's my understanding that the licensing is paid on a yearly basis, however, I cannot speak to the cost. The project manager handles that aspect of the product.

It's my understanding that SAP as a solution is quite expensive.

It is expensive. I would rate it a two out of ten. 

For SAP, the product is pricey, both CAPEX and the OPEX. It's something that could be improved.

We have a yearly license for this solution. Any additional costs we pay to the implementation partner, to the support partner, but not to SAP.

If you go by best practices and do it right from the outset, the setup won't be a costly endeavor. In terms of setup, there is a lot of flexibility compared to three years ago.

For any new process or for something already added to the SuccessFactors or SAP library, you can just go directly to the upgrade center, see the optional upgrade, and select it. Once you upgrade it, you have your setup, and you can work right away.

I don't have any knowledge about the licensing cost of SAP SuccessFactors.

The solution is subscription-based but companies do need to consider other ancillary costs, including upgrades, training, and general implementation costs.

I rate the tool's pricing a seven to eight out of ten. 

It is not cheap, but it is reasonable. I would rate it a five out of ten. 

The price of the solution is highly expensive.

It is not expensive because it is a complete suite with a module-based cost.

I am not sure about the pricing, but I understand it's a popular solution for mid-size, small-size, and large-size businesses. I don't see pricing as a challenge. I would rate their pricing a four out of five.

SAP SuccessFactors requires an annual subscription.

The licensing fees are based on the number of modules that are being used, and the number of users. There are no costs in addition to the standard licensing fees.

The amount of value we are getting out of the solution is less than the price. We pay an annual subscription. I can't speak to the exact amount we currently pay.

Consider cost of subscriptions and costs for implementation partners.

The pricing is a bit high for smaller to mid-sized companies. Larger organizations may find the solution reasonable. 

The licensing is based on the number of users. Therefore, the higher the number of users, the higher the cost to the company. If they could come down a bit on pricing, they may expand their market share as more companies could afford it.

There is room for negotiation with reference to pricing and licensing, which SAP supports.

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. 

If people don't really accept the discount, they've always got other businesses that will discount, so pricing is very fluid and flexible for companies.

You should go for the three-year contract.

This is a more costly solution than comparable products, and training is not available in the open-market, so this has to be purchased separately from the vendor.

Don’t go for the traditional implementation approach with remote/offshore consulting. Use an experienced implementation partner who has enough expertise in HR projects.

If you are deploying SuccessFactors for the first time, the first step is to get clarity from the implementation team on licensed features about any module. Do this before gathering requirements, or before doing iterations, to avoid last-minute chaos.

The most important is of course what systems you are able to implement (aggressive or less aggressive implementation) and then consider the implementation and license plan. It is also very important to find and select a partner that understands your company-specific complexity, are experts in implementation and not having extra costs (CRs). I think the partner selection is a key for keeping the costs in plan.

Pricing and subscriptions are very competitive and at the same time give clients a lot of flexibility to make their own decisions based on their roadmap and the budget in hand.

Be prepared for price surprises. It’s quite expensive. However, once you have maintained and started utilizing it correctly, it should be a great payback on your resource development.

It could be cheaper.

The solution is subscription based on employee count and modules implemented.

• WFA, WFP and Onboarding modules pricing and licensing to be very specific

I never do sales. I only do implementations.

a. Price is based on: Number of users and number of modules. Other companies like Oracle or Cornestone are very aggressive, but it’s only is a business practice that cannot go on forever. For instance, Cornestone is under pressure to be sold to investors.