As companies accelerate their digital HR transformation, SAP SuccessFactors has become one of the most widely used solutions to manage the entire employee lifecycle from recruitment and onboarding to talent management and training.
As an IT recruiter, understanding the fundamentals of SuccessFactors, its key modules, and the skills required from consultants is essential to identify the right profiles, ask the right questions, and effectively respond to your clients’ needs.
This article aims to provide you with a clear and practical overview, without technical jargon, to help you recruit more efficiently in the world of SAP SuccessFactors.
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The Main Modules of SuccessFactors:
SAP SuccessFactors is a cloud-based HR solution made up of several modules, each dedicated to a specific area of Human Resources or Talent Management:
► Employee Central (EC) is the core of the system. It manages all administrative HR data for employees: personal information, contracts, assignments, organizational structure, time management, etc. It serves as the foundation for all other modules.
► Recruiting covers the entire recruitment process, from job requisition to candidate onboarding. It includes sourcing, application tracking, interview management, and even automated job posting.
► Onboarding manages the integration of new employees. It centralizes documents, onboarding tasks, welcome training, and facilitates communication between HR, managers, and new hires.
► Learning is dedicated to employee training. It provides a complete platform to create, track, and evaluate training programs — both online and in-person. It’s widely used in companies that invest in employee skill development.
► Performance & Goals Management (PMGM) allows the evaluation of individual employee performance and the tracking of goal achievement. It structures annual reviews, continuous feedback, and recognition processes.
► Compensation handles all aspects related to compensation: bonuses, raises, incentives, and enables simulation and management of compensation campaigns based on performance or budget.
► Succession & Development helps identify high-potential talents and prepare succession plans for key positions. It is essential for anticipating internal mobility and retaining top performers.
Types of SuccessFactors Profiles to Recruit:
► Functional SuccessFactors Consultant: Has strong knowledge of HR modules and helps configure the system based on the company’s needs.
► Technical Consultant: Handles the integration of SuccessFactors with other systems (such as payroll or internal tools) using technical solutions.
► SuccessFactors Project Manager: Oversees the entire implementation, organizes meetings, and ensures deadlines are met.
► Module-Specific Expert: Sometimes companies seek specialists focused on a single module, such as Learning only.
► Support / AMS SuccessFactors Consultant: Maintains and evolves the system, fixes issues, implements small changes (rules, forms…), and responds to user requests.
Why is SuccessFactors in such high demand?
► Trending Cloud Solution: SuccessFactors is a highly sought-after cloud-based HR solution, widely adopted by companies.
► Comprehensive Offering: It covers all HR needs (recruitment, performance, learning, etc.).
► Strong SAP Ecosystem Presence: As part of the SAP ecosystem, it’s used by many large enterprises.
► Easily Integratable: It connects with other HR or ERP tools, increasing demand for technical profiles.
► Rare Profiles: Few consultants are certified or experienced, creating high market demand.
► Meets Modern HR Challenges: The tool is designed to support HR digital transformation.
► Ongoing Projects: Implementation and optimization projects are frequent.
► Valued Certifications: SuccessFactors certifications are a real asset in the job market.
As an IT recruiter, what should you keep in mind?
► Key Modules: Know the most in-demand modules (Recruiting, Learning, EC, etc.).
► Profile Types: Understand the differences between functional consultants, technical consultants, project managers, and support roles.
► CV Screening: Spot the SAP modules the candidate has actually worked on (SAP SD, MM, FI, CO, SuccessFactors…), identify the type of project (TMA/support, roll-out/deployment, migration, or greenfield/implementation from scratch), and note the technical and functional environment: SAP version used (ECC, S/4HANA, Cloud), system integrations (with FI, MM, CRM, etc.), and the client’s industry (retail, manufacturing, banking…). This helps assess the relevance of the profile for the project.
► Project Type: Clarify if the client need is for an implementation, support, or TMA, and check whether the consultant has experience with such missions.
► Technical Tools: Identify skills in CPI, Integration Center, API, etc.
► Technical Vocabulary: Understand key technical terms related to SuccessFactors modules.
► Certifications: Check if the consultant holds certifications for the targeted module.
► Languages: English is often required for international projects.
► Soft Skills: Focus on autonomy, communication, and the ability to work with HR teams.
► Daily Rate (TJM): Align expectations based on the consultant’s experience and seniority.
SuccessFactors is a comprehensive and powerful HR solution that’s rapidly expanding. Understanding its modules helps IT recruiters better qualify candidates, anticipate client needs, and propose highly relevant profiles.