Workday vs SuccessFactors
Best for
Large and enterprise organizations consolidating HR and, often, finance onto a single cloud system of record.
Large and global enterprises needing a multi-country core HR, talent and payroll system of record.
Strong when
Global multi-country workforces need unified core HR, payroll/compliance, talent, planning and analytics with deep configurability.
Global localization and compliance are priorities, with country-specific compliance content across many countries.
Validate before buying
G2 reviewers cite complex navigation and a steeper learning curve; deployments are integration-heavy and better suited to larger organizations than small teams.
Reviewers cite a complex, less-intuitive UI and steep learning curve; deployment is typically implementation-partner dependent.
Pricing
Subscription-based and sold through Workday's direct sales organization; public list pricing is not disclosed.
Per-employee-per-month subscription, module-based and quote-only; no public list prices.
Implementation
Typically an enterprise-scale, integration-heavy program; scope, modules and connected systems drive timelines.
Typically partner-led enterprise deployments.
Employees
10000+
—
Headquarters
Pleasanton, California
Walldorf, Germany (SAP parent)
Founded
2005
2001
Categories
HCMTalent ManagementEmployee Experience
HCMPayrollSuccession Plan
Core capabilities
Core HR / HRISPayroll and complianceTime and absenceTalent acquisition and managementLearning and developmentCompensation managementSkills intelligenceWorkforce planning
Core HR / HRISGlobal payrollRecruiting and onboardingPerformance and goal managementCompensation managementLearning (LMS)Succession and career developmentInternal mobility / talent marketplace
Decision snapshots reflect verified profiles where available. Workday · SuccessFactors