Comparison

PeopleSpheres vs SAP SF

A synthetic comparison to help you choose the right HRIS for your organization and your needs.

Abstract

The verdict in 30 seconds

On one side an open base that connects your tools, on the other a closed suite. It’s up to you to judge.

Choose PeopleSpheres

Open platform logic allows access to a unique, custom-created ecosystem
Smooth user experience thanks to a simple, customizable tool that can be adapted to the operation of each organization
Avoids breakages for your employees through the use of connectors between software
All HR data (employees, administrative) are centralized in a secure, unified and compliant foundation

Choose SAP SuccessFactors (SAP SF)

A high heterogeneity between the modules
Complex settings that lead to a high dependence on IT or integrators
Heavier developments → more difficult changes in everyday life
A high reliance on the SAP ecosystem: can become a constraint for companies that want to connect SuccessFactors to non-SAP third-party tools
Very broad HR coverage
Localized payroll management in more than 200 countries

Table of Contents

Comparison Summary

Everything you need to know to compare, in a few minutes of reading.

Product

Product Positioning & Philosophy

Understand what fundamentally distinguishes the two models before we get into the details.

Approach: Modular HRIS / integration platform

Origin: France

Target: Mid-sized & Large Account FR/EU with +200 employees.

Approach: Integrated all-in-one HRIS suite

Origin: USA

Target: Large international groups +5000 employees.

Comparison

Detailed comparison based on 9 criteria

Review each criterion to compare the two solutions in depth.

Target

Mid-sized companies, large enterprises, multi-site or multi-entity organizations

Mid-sized companies, large companies, international corporations

Diversity of tools

Choice of modules that is fully customizable and adapted to your perimeter. Connection of your tools around a centralized HR core

HR Ecosystem

Freedom to compose your ecosystem and connect existing tools to reduce back-and-forth between systems

A powerful ecosystem that pushes the adoption of SAP bricks and leads to the multiplication of back and forth between the different modules

Invoicing

Single billing: single and more centralized contracting with PeopleSpheres depending on the scope chosen

Each module has its own licensing cost, plus the price of integration and associated services.

Implementation and deployment

Change management

Heavier and more expensive: it is necessary to adopt a new ecosystem that prioritizes the use of SAP modules, with many interlocutors to be integrated

Change management

Less disruptive: users can continue to use some already known business tools, with a central steering layer

More transformative: often requires stronger adoption of new modules, processes and uses

Scalability

Possibility of adding modules gradually thanks to PeopleSpheres connectors

Heavier changes make changes difficult to make on a daily basis

Customization

Strong

Limited in a standardized framework

Cost

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Caption:

Zoom

A closer look at 3 criteria that make all the difference

In-depth analysis beyond the table

Composable Approach

While SAP Success Factor seeks to replace existing tools with its own modules, PeopleSpheres adopts an opposite logic.

PeopleSpheres connects your current tools and unifies them on a common platform that supports administrative management.

This gives you more freedom and reduces disruption for your teams. For a company that has already invested in specialized tools, this is a huge advantage. You avoid resets, loss of historical data and abrupt change management.

Data hosted in France (GDPR compliant)

As a French publisher, PeopleSpheres ensures that all processed data is hosted in France.

PeopleSpheres thus takes into account local law and its specificities. You will not have to worry about compliance with the GDPR.

Although SAP SF remains efficient, the software may require additional settings and the intervention of local integrators to fully adapt to the requirements of the French Labor Code.

Simplicity and speed of implementation

By its architecture and concept, SuccessFactors mobilizes significant internal resources and almost always requires an external integrator.

On the other hand, PeopleSpheres, as a central platform, allows for much faster and less expensive deployment, without calling into question the existing HR organization.

PeopleSpheres thus appears to be a good alternative for companies that want to move quickly without tying their teams to a long and time-consuming project.

CONTEXTE

Quel SIRH pour quel DRH

3 scénarios type, reconnaissez-vous le votre ?

Scénario A : ETI 500-2000

“Nous avons déjà Silae et Cornerstone…”

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Nos Recommandations :

Scénario B : Groupe multi-pays

“15 pays, 1 process RH unifié…”

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Nos Recommandations :

Scénario C : Refonte complète

“On part de zéro, SIRH legacy obsolète…”

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Nos Recommandations :

testimonials

Already adopted by discerning HR directors

Philippe Vincent

Senior VP Technology

We needed a solution that was not only multilingual but also truly suited for an international audience: we’ve deployed it in 110 countries, so it had to be credible in that regard. From a technical standpoint, it was also essential to have connectors, which is what PeopleSpheres provides. The platform acts as a central hub and connects to all of our applications via SSO.

Soraya PAQUIRI LEPRINCE

HR Project Manager

On the HR side, we were facing classic yet fundamental challenges: rapid growth in multi-site organizations and, above all, highly varied processes—some of which were manual. Our priorities were to standardize our processes, ensure the reliability of HR data, and improve the employee experience while empowering managers and teams.

Nohella DEKHISSI

HRIS Project Manager

With PeopleSpheres, the first benefit was time savings. Previously, teams had to re-enter all employee data into various systems; now, employees enter their own personal information directly into the tool. The second benefit, which became apparent once the implementation was complete, relates to data: higher-quality data, which now allows us to produce more reliable and accurate reports.

Sandrine VASSAL

Data and HRIS Manager

PeopleSpheres has ultimately become the hub—the central point of access—for our employee data. This has then allowed us to integrate all of our internal tools into it, ensuring reliable data transmission and eliminating double, triple, or even quadruple data entry—which is a common source of errors when switching between tools.

Jenna PIGNEROL

HR Director

At launch, we decided to work with a publisher on the GTA component, but that didn’t work out. PeopleSpheres very quickly found a solution that worked well for both us, the client, and their service provider. New demos were launched very quickly with new partners. It offered an incredible amount of freedom and flexibility!

FAQ

Questions We Receive from HR Directors

Is it possible to migrate from SAP SuccessFactors to PeopleSpheres without losing your data?

Yes, it is possible to migrate from SAP SuccesFactors to PeopleSpheres without losing your data. However, it is necessary to carry out a work of preparation and cleaning of the data. These must be standardized and harmonized so that the migration goes smoothly. The PeopleSpheres teams can advise you on this matter. You can also use expert advice to conduct a comprehensive audit of your data.

Is PeopleSpheres suitable for companies already equipped with SAP ERP?

Yes, PeopleSpheres is suitable for companies that are already equipped with SAP. The platform has the advantage of integrating with your existing environment to centralize HR data, connect your different applications and enrich your ecosystem. However, The level of integration will depend on the version of SAP used (ERP HCM, SuccesFactors…) as well as your processes.

How long does PeopleSpheres deploy compared to SAP SuccessFactors?

To set up the PeopleSpheres solution, it is necessary to generally count between 14 and 34 daysFor the Complete deploymentt of the project (from A to Z, including parameterization), it can take between six months and a year and a half depending on the size of the company and the scope to be covered.

Can we deploy PeopleSpheres gradually, module by module?

Yes ! That’s the whole point of a modular SIRH. PeopleSpheres allows you to grow your ecosystem with you and gradually connect additional modules that meet your needs. You can start with basic modules and then connect additional applications as you evolve.

LET'S TALK ABOUT YOUR PROJECT

PeopleSpheres vs SAP SF

The verdict in 30 seconds

Choose PeopleSpheres

Choose SAP SuccessFactors (SAP SF)

Comparison Summary

Product Positioning & Philosophy

Detailed comparison based on 9 criteria

A closer look at 3 criteria that make all the difference

Quel SIRH pour quel DRH

Already adopted by discerning HR directors

Questions We Receive from HR Directors

Ready to see PeopleSpheres in action?