Rippling vs SAP SuccessFactors HXM Suite: Which is a better fit?

Shawn M.: Hello, my name is Shawn. I'm the owner and managing broker of X2 Mortgage. We focus primarily on residential and commercial mortgage lending. When it comes to Rippling, I would give it a three out of five stars. Prior to using Rippling, we were really just running everything off of QuickBooks Online. We are a very small company, so there isn't a great comparison between the two. However, QuickBooks was great for running a company with five or less employees. We were able to run payroll out of there and do everything from that, but it wasn't great for kind of onboarding, offboarding and doing multiple payroll runs maybe weekly. So we simplified everything from a company level when we were using QuickBooks. There was a switch to Rippling because we are a growing company, we are onboarding a lot of people very quickly. We are also offboarding a lot of people because we have a high turnover in our industry, and we needed something where we can offboard and onboard a lot easier. So we decided to go with Rippling, mainly because of the fact that it had a really great tech stack. It integrated with a lot of our existing services that we use. We're able to quickly send out an offer letter to a candidate, have them sign it, and immediately start the onboarding process where we could just have one person running HR. They could run all the payroll, they can do everything very streamlined and very efficiently. The onboarding and integrating with Rippling, it was pretty easy for the most part. They have phenomenal tech stack. When it came to onboarding someone, you really just went through the prompts, get it all kind of sent out to that person. In terms of the existing stuff that we worked with in terms of the integrations, we were using pretty much everything off of Google Workspace. So being able to create their accounts as soon as someone's onboarded or suspend their account as soon as someone's offboarded was really great, and Rippling does make that incredibly easy. Anyone considering going with Rippling, if you do have a high turnover rate or you're constantly hiring or firing people, I think it's phenomenal for offboarding and onboarding. It makes things extremely efficient. You don't need a huge HR development to handle all that. Our HR manager can onboard someone in a matter of 30 minutes, so it's really great for that reason. I will say that if you're looking for a little more hands-on, Rippling's probably not your option. They don't have the best support at all. So if you're not very tech savvy, you're not really going to be able to get your system set up perfectly, and you could schedule time with them, or you could reach out to their support or submit a ticket. But in terms of some of the other competitors in the space, their support is lacking tremendously. So I will say this is definitely for someone who is very tech savvy and who wants to kind of do everything on their own and have everything automated on their own. However, if you need more of that hand holding, I don't think Rippling is necessarily the route for you.

Justin: Hi, my name's Justin. I'm a Senior Manager II of talent acquisition for Capgemini Engineering, and I would rate SAP SuccessFactors HXM as a four out of five. So previous to SAP SuccessFactors, we were using a number of different applications. And that was the main issue and pain point, was that they didn't hand off to one another or talk to one another. So that was ADP Workforce Now, Taleo Oracle edition, and then also two homegrown proprietary systems that we were using for onboarding as well as workforce management. So the reason that we chose SAP SuccessFactors was, in a post-COVID world, you really have to have the ability to, in a remote manner, engineer and manage the whole employee lifecycle. And we thought that SAP SuccessFactors certainly allowed us to do that and configure the system to our needs and specs. So configuring SAP SuccessFactors was pretty painless. We had the help of both our internal team as well as our client success and implementation teams at SAP. The pain point that we had was the user adoption. It is something that allows you to have the full lifecycle view, so getting the team acclimated to being able to find what they needed at any given time, as well as make it muscle memory to really utilize it to all of its capacity was our main pain point. We've overcome that now. We just finished our first annual performance management lifecycle. And it went very smoothly, so it was a win in the end. The recommendation I would have for anyone considering SAP SuccessFactors for their business is to certainly put the due diligence and time in upfront, have an idea of what you want it to look and feel like, so that the usability is something that doesn't get in the way of what it's meant for, which is to have that full lifecycle view, and truly utilize it as a payroll performance management and applicant tracking system. If you think about that all upfront and you're prepared to do the due diligence and put some time in to configure the system, it really is a value add for your organization and, most importantly, for your employees.