Companies Using SuccessFactors

We detect SuccessFactors on 1,484 domains, including Deloitte Touche Tohmatsu Limited, Capgemini Consulting, Bosch. A detection means the technology is present on that domain, which for large organisations is often a single storefront or subdomain rather than a company-wide deployment. Among domains we matched to a company with a resolved industry, the most common is Utilities (4.55%).

We detect 1,484 domains running SuccessFactors across our monthly crawl of live business domains. Company data could be matched for 1,384 of them (93.3%), and every company-size, industry and country breakdown on this page describes that matched subset rather than the full detected base. A further 16 domains carried a SuccessFactors detection previously and no longer do.

SuccessFactors holds 2.4% of the HR & Recruitment category, ranking #9. This is a share of the domains we detect running a platform in this category — not a share of all websites, and not a share of spending — so it is not directly comparable to figures published on other denominators.

At SuccessFactors' scale the genuine alternatives are Workday and Oracle HCM, both of which run behind authentication and leave almost no public web trace — so crawl data cannot size that contest, ours included. The products ranked near SuccessFactors in our category are not substitutes: WP Job Openings (19,192 domains) is a free WordPress plugin, and Rippling (7,983), Teamtailor (3,600) and Personio (2,330) serve companies where 69% of SuccessFactors' base would be far too large. Only 3.57% of SuccessFactors organisations have 1-10 employees.

Uniquely in the HR category, no single country dominates. The United States leads with 208 organisations but only 15% of the base, followed by Germany (185), Australia (111), Switzerland (89), the United Kingdom (64), Canada (60), India (48), Spain (40), Belgium (38) and Saudi Arabia (36). Every other HR platform we track is concentrated in one market — Rippling 78.3% US, Personio 76.3% German — because payroll compliance is jurisdictional. SAP's multinational customers need all jurisdictions at once.

This is the most enterprise-weighted distribution in our index: 34.79% employ 1,001-5,000, 20.42% employ 10,001 or more, 13.79% employ 5,001-10,000 and 13.71% employ 501-1,000 — so 82.7% have more than 500 staff and 69% more than 1,000. Only 3.57% have 1-10 employees. For contrast, Rippling has 0.19% above 10,000 and Personio under 1% above 1,000.

Remarkably old: 37.84% of organisations running SuccessFactors were founded before 1960, the highest pre-1960 share of any technology in our index, and 72.3% predate 2000. Only 2.24% were founded in the 2020s. That reflects the customer type — utilities, banks, hospitals, manufacturers and government bodies with decades of accumulated labour agreements and payroll complexity that modern SaaS HR tools do not attempt to handle.

The ideal SuccessFactors customer is: Company Size: 1,000+ employees (69% of customers), Primary Industries: Utilities, Financial Services, Healthcare, Manufacturing, Geographic Focus: Global — US 15%, Germany 13%, no single market dominant, Company Age: Established institutions (37.84% founded pre-1960), Tech Stack: Salesforce, Drupal, Adobe Experience Manager — based on our analysis of 1,384 enriched companies at TechnologyChecker.io.

Our August 2026 crawl detects SAP SuccessFactors on 1,484 domains, of which 1,384 match an organisation record — a 93.3% enrichment rate. The base is overwhelmingly large and institutional: 69% employ more than 1,000 people, 20.42% more than 10,000, and 37.84% were founded before 1960. By sector, utilities (4.55%), financial services (4.04%), healthcare (3.23%), motor vehicle manufacturing (3.16%) and government administration (3.16%) lead.

Yes, successFactors remains actively used in 2026, though adoption declined from 1,296 domains in November 2024 to 773 by July 2025. SAP continues shipping updates and claims 10,000+ global customers. The decline may reflect migrations to newer SAP modules or competing platforms rather than outright abandonment. The platform remains in demand for workforce analytics and talent management at enterprise scale.

SAP does not publish standard pricing; enterprise HCM is quoted per module, per employee, on multi-year contracts, and implementation typically costs more than the licence. The customer profile explains why list pricing is meaningless here — 69% of organisations running it employ more than 1,000 people and 20.42% more than 10,000, so every deal is negotiated at scale through procurement.

Yes, mcDonald's uses SAP SuccessFactors as its global HR platform. The company implemented SuccessFactors alongside its McDonald's+me employee portal and SAP BTP for integration. Our detection data confirms this at jobs.mcdonalds.com. McDonald's fits the typical SuccessFactors profile: 10,001+ employees with multinational operations needing standardized HR processes.

SAP HCM is an on-premise system focused on traditional HR functions like payroll and personnel administration. SuccessFactors is SAP's cloud-based suite covering talent management, recruiting, performance, and employee development. SAP acquired SuccessFactors in 2012, and the cloud platform is gradually replacing on-premise HCM installations as customers migrate to cloud infrastructure.

The profile is flat and industrial, with nothing above 4.6%. Utilities lead at 4.55%, followed by Financial Services (4.04%), IT Services (3.67%), Hospitals and Health Care (3.23%), Motor Vehicle Manufacturing (3.16%), Government Administration (3.16%), Construction (3.01%) and Manufacturing (2.86%). That combination — utilities, government and vehicle manufacturing together — appears on no other HR platform in our index.

Our data shows very little movement. Only 16 domains have dropped SuccessFactors, about 1.1% of the live base and tied for the lowest churn rate in our recent refresh work. No switching corridor beats the rate among organisations that stayed. Enterprise HCM carries the highest switching costs in business software — multi-year implementations holding payroll history and employment records across every operating jurisdiction — so replacement is normally triggered by a merger or platform end-of-life rather than by competitive pressure.

SuccessFactors is a cloud-based HCM suite covering talent management, recruiting, performance management, learning, onboarding, compensation, succession planning, and workforce analytics. It helps large enterprises standardize HR processes across global operations. Core modules include Employee Central, Recruiting, Performance & Goals, Learning, and Succession & Development. Many customers integrate it with existing SAP ERP systems.

No, and the data is unambiguous: only 3.57% of matched organisations have 1-10 employees and 2.04% have 11-50, while 69% employ more than 1,000. SuccessFactors is priced and architected for multinational employers with complex payroll, shift and works-council requirements. Small businesses in our data use Personio (39.07% at 11-50 employees), Rippling (35.67% at 11-50) or BambooHR instead.

We cannot verify any such corridor. Only 16 domains have dropped SuccessFactors in total, and no flow to any named competitor beats the rate among organisations that stayed. The two products also address different problems and different scales: SuccessFactors is a full HCM suite where 69% of customers exceed 1,000 employees, while Greenhouse is applicant tracking centred on 11-200 employee companies. Organisations at SuccessFactors scale that add a recruiting tool typically run it alongside, not instead.

Yes, our data shows strong Microsoft correlation among SuccessFactors customers: 48.7% run Azure infrastructure, 69.4% use Azure DNS, and 73.1% rely on Microsoft Exchange Online. This alignment makes sense, many SuccessFactors customers already run SAP ERP with Microsoft productivity suites, making Azure a natural cloud platform for their stack.