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OutMatch vs PeopleSoft 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

OutMatch
Ranking in Talent Acquisition
45th
Average Rating
7.0
Reviews Sentiment
7.2
Number of Reviews
1
Ranking in other categories
No ranking in other categories
PeopleSoft
Ranking in Talent Acquisition
4th
Average Rating
8.0
Reviews Sentiment
6.6
Number of Reviews
84
Ranking in other categories
ERP (8th), Activity Based Costing Software (4th), Benefits Administration (3rd), Talent Management (5th), Demand Management (1st)
 

Mindshare comparison

As of July 2025, in the Talent Acquisition category, the mindshare of OutMatch is 0.1%, up from 0.1% compared to the previous year. The mindshare of PeopleSoft is 7.3%, down from 13.4% compared to the previous year. It is calculated based on PeerSpot user engagement data.
Talent Acquisition
 

Featured Reviews

reviewer1242804 - PeerSpot reviewer
Good work-related personality survey, but it needs to be updated
When it comes to understanding personality, the models are not dynamic enough. They use old, obsolete or outdated terminology. In general, they need to be updated. They need to include more dimensions for analyzing personality. They do not have an option for Saudi norms, or Arab norms, so we utilize the US norms. The problem is that these are not right for people working in the Middle East because the market is different and the culture is different. The US norms do not, for example, take into account the problems associated with regions that are underdeveloped culturally. I would add a dimension that deals with how the person perceives the culture of their society or the culture of their organization. It would help to determine how honest they are in their understanding, as opposed to pretending or being a hypocrite. It is important to do this in a sophisticated way so that they people do not figure out the reasons underlying those items, otherwise, they may get defensive and only answer the questions in the same way that they would answer their employer. Another dimension they should add deals with personal lifestyle. I work in the area of human health, both physical and mental, and it is very important to understand the employee's lifestyle. It is something where people often do not tell the truth unless you know them pretty well. For example, sometimes people deny that they are smoking or drinking, yet the reality is that they have these habits. People who are overweight sometimes deny the fact. Psychological problems are the same. OutMatch is not competitive in the Middle East.
UshaKatyal - PeerSpot reviewer
A mature solution that needs right implementation
I think PeopleSoft HR is pretty good and very mature. The people who built PeopleSoft now work on Workday. Workday has asked me to join them as an employee a few times, but I don't take anyone's employment because Workday isn't very user-friendly. With PeopleSoft, you can do a lot. Oracle now bundles PeopleSoft and calls it Oracle Cloud, but the programs are the same. Recruiters often don't know this and say you're not qualified if you don't have Oracle Cloud experience. However, Oracle has just put PeopleSoft in the cloud and packaged it as Oracle Cloud. Overall, if the solution is implemented correctly, it runs very smoothly. I think people shouldn't customize it. They should use it as is and try to adapt to it. Many people didn't understand PeopleSoft at first. For example, during COVID, some companies hired offshore people who didn't know what they were doing and messed everything up. You need to know the rules and regulations of the country where you're implementing the tool because every country has different rules for HR, benefits, and payroll. Canadian payroll differs from US payroll, but they're on the same platform in the solution. It's a very mature system, but people prefer newer options like Oracle Cloud. I was also involved with SAP S/4HANA. I don't think it's good for the government sector because government workers are a bit lazy about technical things. I understand S/4HANA because I have a technical background. It has a different structure, while PeopleSoft has more of a file and table structure, which is easier. If the tables are set up wrong, things go wrong. But if you know how to set it up correctly, it runs smoothly, and you can adjust it if needed. The problem is that companies are hiring big consulting firms that want money. They hire offshore people who don't know the country's rules and do programming. If you buy a package and still have to do custom programming, why buy the package at all? These days, I'm doing a lot of business process reengineering for people because they don't know how to implement it correctly. If you implement it right, you can reduce manual work. However, it depends on change management and how senior management handles it. It works fine if you implement the tool on-site or hybrid, not cloud and do it correctly. But in a cloud situation, there are problems. Many countries change their payroll and benefits rules often. With the cloud, you can't easily change things. You have to ask the company to make changes, which costs much money. People who don't want an IT department go for the cloud. But I've seen many companies fail with the cloud. The cloud is just everything packaged together. Your data sits in someone else's cloud, and you must accept whatever they do. Payroll is very sensitive. If payroll is wrong, the whole company suffers. I've worked on the financial and school sides, too. I'm comfortable with the tool if it's implemented correctly. But many companies don't implement it right, which is why they might say it is too much. I did a big project for an oil and gas company. I was a program control manager with 51 people under me. We used Oracle, but Oracle isn't as good as PeopleSoft for payroll. If the solution is implemented correctly, it's fine. But you need the right implementer. Big consulting firms often give wrong information and use inexperienced people. For maintenance, PeopleSoft sends updated rules to new tables at year-end. You compile the new tables and start the new year. But you need to know which changes apply to your country. I talk to many senior PeopleSoft people and always get LinkedIn messages about business opportunities. I now help about 50 clients when they have problems, but I'm not traveling. If you know the HR and payroll business well, you can implement anything - PeopleSoft, Oracle, or S/4HANA. I've done all of these. S/4HANA is more complicated and technical. It's similar to an old software called IDMS. You have to be very technical, and if you don't do it right, it won't work. I rate the overall solution a seven out of ten.

Quotes from Members

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

Pros

"The most valuable feature is that they have several competency models."
"PeopleSoft is scalable."
"It's great for helping users deal with their supply chain."
"I would rate scalability a nine out of ten."
"PeopleSoft automatically generates code, making it easier to integrate with third-party or internal systems."
"PeopleSoft is mostly used for payroll and core HR functionality. Some customers use it for its finance module."
"The most valuable feature is ERP application information."
"Job data is a valuable feature."
"A valuable feature is FSCM."
 

Cons

"When it comes to understanding personality, the models are not dynamic enough. They use old, obsolete or outdated terminology. In general, they need to be updated."
"Initial setup can be complex without training or use of consultants."
"I would like to see it become available again in Mexico."
"On the other hand, the more recent push for standardization precludes customized approaches to certain industry requirements."
"My developers want to use more HTML instead of the specialized tool, PeopleTools because, they say, it's better from a user perspective."
"There can occasionally be complexity in the initial setup."
"The Work Center feature in PeopleSoft is a step in the right direction in consolidating someone's role-based interaction with the system. This enhanced functionality streamlines workflows and improves efficiency."
"Having applications which provide more enhanced features and user-friendly elements."
"Areas for improvement include implementing/upgrading tools and documentation. The Oracle support website can be difficult to navigate."
 

Pricing and Cost Advice

Information not available
"PeopleSoft has a yearly maintenance fee."
"Yearly payments are to be made toward the licensing costs of PeopleSoft. PeopleSoft is not very expensive, so I feel it is an affordable product."
"I don't know if they are still providing licenses or if they have suspending licenses."
"I would rate the pricing an eight out of ten, with ten being expensive."
"This solution offers annual licensing. We pay per user."
"The licensing cost for PeopleSoft is 3,500 per course and the annual subscription fee is 6,500."
"The product's cost depends on the number of people in your company or the number of paychecks processed. They charge based on these factors, plus a maintenance fee. I'm not sure about current pricing since Oracle took over."
"The tool is expensive."
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Top Industries

By visitors reading reviews
No data available
Government
9%
University
9%
Manufacturing Company
8%
Financial Services Firm
8%
 

Company Size

By reviewers
Large Enterprise
Midsize Enterprise
Small Business
No data available
 

Questions from the Community

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What are the differences between Oracle HCM Cloud and PeopleSoft?
Although both are solutions to manage HR, their differences make each one suitable for different companies. Oracle Cloud HCM is a platform for connecting all human resource processes in your organ...
What do you like most about PeopleSoft?
I use the reporting feature occasionally to check for potential improvements in timesheets. We have integrated it with Power BI.
 

Comparisons

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Overview

 

Sample Customers

Adidas, American Airlines, Delta, Caterpillar, The Children's Place, Circle K, Dollar General, Hard Rock Cafe
BMI Healthcare, Lone Star College System, Jefferson County Public Schools, Griffith University, Los Rios Community College District, Tervita Corporation, INFRA S.A. de C.V., ICF Habitat, Central Washington University, Tech Mahindra Limited, Cognizant Technology Solutions, Stanford Childrens Health
Find out what your peers are saying about Workday, SAP, Oracle and others in Talent Acquisition. Updated: July 2025.
861,481 professionals have used our research since 2012.