PageUp People vs SAP SuccessFactors vs Workday comparison

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PageUp People

SAP SuccessFactors

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Executive Summary

We performed a comparison between PageUp People, SAP SuccessFactors, and Workday based on real PeerSpot user reviews.

Find out what your peers are saying about SAP, Workday, Oracle and others in Talent Management.

To learn more, read our detailed Talent Management Report (Updated: March 2026).

Talent Management

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Helped 885,789 peers since 2012

Review summaries and opinions

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

Mindshare comparison

As of April 2026, in the Talent Management category, the mindshare of PageUp People is 1.3%, up from 0.3% compared to the previous year. The mindshare of SAP SuccessFactors is 10.5%, down from 20.7% compared to the previous year. The mindshare of Workday is 9.9%, down from 18.0% compared to the previous year. It is calculated based on PeerSpot user engagement data.

Talent Management Mindshare Distribution
Product	Mindshare (%)
SAP SuccessFactors	10.5%
Workday	9.9%
PageUp People	1.3%
Other	78.3%

Talent Management

Featured Reviews

CarloGalati

Director at Edge HR

Has all-inclusive pricing and good talent acquisition and onboarding components, and is an excellent product for mid-sized to large organizations

They could probably add surveying, as in engagement surveys, to their product. That would be something that would be valued by their customers. For instance, Culture Amp is a product that does a lot of the engagement stuff. They're diversifying into other aspects of talent management. It is not yet at the same scale as PageUp People, but it is an excellent product as well.

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Saptak Samadder

Assistant Manager at Kashiv Biosciences

HR has gained clear analytics for attrition, goals, and appraisals and manages talent efficiently

SAP SuccessFactors has a low error rate. We had many ad hoc reports that we needed to generate, and it was very easy to do so in SAP SuccessFactors. We also created many in-house reports according to our specific requirements with the help of this tool, which was a really big game changer for us. We did not depend on advanced Excel in those cases. We generated a lot of detailed reports whenever we needed them during emergency cases or board meetings. A lot of usefulness and time were saved in those cases. I will also mention that we conducted a comparative study for some recruitment cases. We had a recruitment model where we were looking for a very niche profile. Since the job profile was really different and rare, we had to depend on analytics to understand and shortlist from a large pool of candidates that we already had in our database. Analytics was really helpful in this situation.

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Eslam Abo Elnaga

Senior people and systems analyst at B_labs & Mylo

Has improved HR process efficiency through intuitive workflows and responsive support

There is something that could be improved in Workday, specifically in the time tracking module. While I am not working on Workday now, I was a regional HRIS working for Egypt, Malta, India, and China. I mention these countries to relate to high population countries and companies. In our company, we use assigned work schedules for our teams. Because we work with the time tracking module, we need to assign shifts. In the manufacturing industry, we might need to change shifts every day or week. Manufacturing teams are huge, approximately 50 to 200 people in one team. If this team has one leader, the leader needs to assign a work schedule for each person individually. While there is mass upload functionality where we can load shifts for all people or specific groups, we need to select multiple people and assign them to a schedule from the interface itself. I have requested this functionality many times. When extracting business processes awaiting actions report, I can select different processes in one box, hit okay, and the report comes up. However, the same functionality does not work for work schedule assigning. If implemented, it would help many people in companies with high populations and big teams.

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Quotes from Members

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

Pros

"Once automated through the system, the approval timeframe decreased to two days."

"Most of features in PageUp are very useful."

"This product is user-friendly and great for reporting purposes."

"I loved that function, as it made it SO much easier to work out the logistics of those days, and allowing candidates to book their own time slot was a lifesaver as it would have been a nightmare trying to do it for them."

"The talent acquisition and the onboarding components of the system are most valuable."

"I have recommended PageUp to a lot of my networks due to the fact that it is one of the best systems on the market in terms of functionality, support, and reporting capability."

"PageUp has allowed us to integrate all HR systems and manage all processes associated with the employee lifecycle from recruitment through to managing performance, learning and development; also where applicable, departures from the organisation processes."

"PageUp has a different model from other organizations; as part of their pricing structure, they tend to work with you very closely and not charge you for the setup, so there is one price all inclusive of setup, and for that reason, they become an attractive provider to work with."

More PageUp People pros

"We have approximately 40,000 to 60,000 users using this solution, it was installed by our corporation; one can conclude it is a scalable solution, they have done a good job."

"We like that all the employee events, everything, can be managed on one single system and it is very user-friendly and very agile."

"Once we switched to SuccessFactors and started enjoying all of its features, it's really given us an edge and things have been going great."

"SuccessFactors' best features are talent management and HR Analytics."

"The interface is really useful and it's very easy to combine different information, for example, we can easily get reports that we need and it's very easy to create reports."

"The most important feature is the ability to follow up on the yearly performance of the team. It's very good for management to understand how people are performing."

"SAP SuccessFactors is stable, we have not found any bugs or glitches."

"It's brought to our organization a big big improvement."

More SAP SuccessFactors pros

"In the process of obtaining representative sites in NaviNet, it assists us in facilitating decision-making and taking action."

"I like its UI and UX. When we were using Oracle or SAP, the UI/UX wasn't very user-friendly for the employees."

"It is a one-stop solution for everything. You can look for information about other employees or you can track your information. There is a directory, so you can search for other employees. You can also see and track your personal details and salary details on the employee profile page."

"The reporting capability is perfectly adequate in 90% of cases, given the requisite training."

"Between risk reduction, audit reduction and knowing that in many ways we can stop thinking about HR as an issue to solve, we have seen great value."

"I like that it's easy to use and flexible."

"The most valuable feature of Workday is the ease of navigation to browse the application."

"This is a reliable solution."

More Workday pros

Cons

"The on-boarding process, with specific relation to the provisioning process, isn’t set up as well as other competitors, such as RedCarpet (SilkRoad)."

"They could probably add surveying, as in engagement surveys, to their product. That would be something that would be valued by their customers. For instance, Culture Amp is a product that does a lot of the engagement stuff. They're diversifying into other aspects of talent management. It is not yet at the same scale as PageUp People, but it is an excellent product as well."

"The ability to pull reports was limited for us."

"There are sometimes problems when loading the system; it can be very slow."

"Initially, we experienced issues with the stability of the learning management module as we migrated 50,000+ existing training records from our old system."

"In the Boolean search functions, I would like to be able to search CVs in regards to the skills using the AND/OR functions as well as keywords."

"In our experience, PageUp has not been as flexible as we would like or expect as a vendor."

"It is probably not as scalable as SAP SuccessFactors or other talent management systems that are available in the global marketplace."

More PageUp People cons

"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."

"Employee Central made an incredible improvement, but still is behind the SAP HCM On Prem solution."

"The price of the solution could improve, it is too high."

"SAP should also look into easily integrating with other applications or other tools. Technology has changed now, and it should be easier for any application to integrate with other apps."

"There are a few features that are missing. There are specific features on the HTM, such as telecom safety, that just isn't there."

"SuccessFactors' experience management is not so user-friendly."

"We encountered stability issues in integration of SuccessFactors with SAP ECC HCM via Dell Boomi middleware; still more standard integrations are expected from customers."

"Everything, including the provisioning dependency, should be moved to the instance, and coding should be kept to a minimum. Wherever possible, coding should be minimized, and everything should be a drag-and-drop."

More SAP SuccessFactors cons

"In a future release we could like to have access to asset, supply and treasury management functionalities."

"Workday does not support many Korean language features. So, it will be great if they have some development on the Korean language side – then it will be really powerful in our market."

"Workday has several helpful features. It has categorized payroll processes into sections, such as CTC separation and pay slips. It also provides detailed information on promotions and salary hikes, showing changes from the previous year to the current year. This includes a clear view of the new CTC and the monthly paycheck breakdown."

"It's possible that the way things are integrated could be improved"

"Workday could improve by adding other features, such as messaging to candidates and other recruiting capabilities that other new-age solutions have."

"It's great for operational / detailed reporting and some low-level analytics, but for heavy-duty analysis against large data sets, I find it's a bit lacking."

"For time management, it does not have a calendar generator. For example, if you want to have a shift calendar for an entire year, you need to push the entire year's calendar into the system instead of being able to generate it using a time management pattern."

"This solution could be made easier to use by continuing to release new improvements."

More Workday cons

Pricing and Cost Advice

"PageUp has a different model from other organizations. As part of their pricing structure, they tend to work with you very closely and not charge you for the setup. So, there is one price all inclusive of setup, and for that reason, they become an attractive provider to work with. Here in Australia, the education sector has gravitated very heavily towards PageUp."

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

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

"The solution is on the expensive side but is definitely worth the money."

"SAP SuccessFactors requires an annual subscription."

"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."

"Probably, it is one of the priciest products, and is very costly to put up and maintain but because it is a good solution end to end, people take it."

"I think the pricing is a little better than most solutions out there. There are reasonable prices when it comes to some of the modules such as the Payroll module, and for the remaining modules I believe the pricing is fair in comparison to the rest of the market."

"We 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."

More SAP SuccessFactors pricing and cost advice

"By and large, Workday is expensive. It is based on the headcount. I'd probably rate it a three or four out of five in terms of pricing. It'd be like buying a Mercedes or a high-end car. It's expensive, but there's a specific value that you're getting with additional features and things of that nature. Using that metaphor, Workday probably tends to be more of a luxury. There are others like ADP that can do your payroll, your time off, and other things, but they don't do it as well."

"The solution is flexible in terms of pricing."

"It is on a yearly basis."

"Its price is pretty high. It is more expensive than what is offered by other competitors in the market."

"You have the license fee per module, and then you have a kind of annual training fee, which is a kind of add-on. I wouldn't say it is exhaustive; it is minor. Licensing is pretty transparent for most of the part."

"The pricing is good from an HR perspective, although management gets upset after spending $500,000 a year, every year."

"It's very, very expensive."

"It has an annual subscription rate, but I'm not sure how it will work."

More Workday pricing and cost advice

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Top Industries

By visitors reading reviews

Construction Company

24%

Comms Service Provider

Outsourcing Company

Manufacturing Company

Comms Service Provider

15%

Manufacturing Company

10%

Financial Services Firm

Construction Company

Manufacturing Company

10%

Financial Services Firm

University

Healthcare Company

Company Size

By reviewers

Large Enterprise

Midsize Enterprise

Small Business

By reviewers
Company Size	Count
Small Business	3
Large Enterprise	6

By reviewers
Company Size	Count
Small Business	23
Midsize Enterprise	13
Large Enterprise	69

By reviewers
Company Size	Count
Small Business	16
Midsize Enterprise	6
Large Enterprise	42

Questions from the Community

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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 customizatio...

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 expe...

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 per...

What do you like most about Workday?

I like its UI and UX. When we were using Oracle or SAP, the UI/UX wasn't very user-friendly for the employees.

What is your experience regarding pricing and costs for Workday?

If you go with the launch implementation approach, the solution is generally not very expensive. If you want to add m...

What needs improvement with Workday?

Workday could improve its custom reporting for beginners. While it is very powerful, creating complex reports has a s...

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Product Reports

Talent Management

Download PageUp People product report

SAP SuccessFactors

Download SAP SuccessFactors product report

Download Workday product report

Also Known As

No data available

SuccessFactors

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Overview

SaaS tool that assists organizations in recruitment and on-boarding, performance management, leadership development, and succession planning.

PageUp People

SAP SuccessFactors is an AI-powered, cloud-based HR suite supporting over 100 countries, providing real-time insights and integrated solutions across core HR, payroll, talent, learning, analytics, and employee experience.

Trusted by over 10,000 organizations, SAP SuccessFactors elevates people processes, decisions, and experiences by empowering employees. It offers AI-driven tools enhancing self-service, learning, performance, and development, unifying people and skills data to align talents with business goals. The platform ensures compliance with legal updates and speeds up results using HR best practices and a robust partner network. Its modular design, seamless integration, and mobile access stand out, supporting global accessibility and talent management. Role-based permissions and automated compliance offer flexibility and security, catering to diverse industries.

What are the most important features of SAP SuccessFactors?

Performance and Goal Management: Facilitates setting and tracking employee objectives.
Employee Lifecycle Management: Streamlines employee processes from recruitment to exit.
Learning Management: Promotes continuous learning and development.
Real-Time Reporting: Provides instant insights into HR data.

What benefits should users look for in SAP SuccessFactors reviews?

Increased Productivity: AI-driven tools enhance workforce agility.
Talent Alignment: Unifying skills data aligns workforce with business priorities.
Compliance Assurance: Regular updates ensure legal and regulatory adherence.
Global Accessibility: Cloud-based platform supports cross-geography management.

Organizations implement SAP SuccessFactors for Performance Management, Talent Acquisition, Learning, and HR core functions, streamlining recruitment, onboarding, records management, goal setting, and performance evaluation. It extends to time management, compensation, and talent development, integrating across geographies for centralized data management, reporting, and analytics, enhancing HR operations and employee engagement.

SAP

The Workday Platform is an AI-powered platform that unifies HR, financial, and operational data, enabling seamless planning, execution, and analysis. It improves decision-making, streamlines cross-team processes, and leverages Workday Illuminate™ for advanced AI insights from vast HR and finance datasets. Workday empowers organizations of all sizes to innovate and optimize performance.