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Cegid vs IBM Kenexa comparison

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Comparison Buyer's Guide

Executive SummaryUpdated on Nov 4, 2024

Review summaries and opinions

We asked business professionals to review the solutions they use. Here are some excerpts of what they said:
 

Categories and Ranking

Cegid
Ranking in Talent Management
14th
Average Rating
7.2
Reviews Sentiment
6.8
Number of Reviews
14
Ranking in other categories
Cloud HCM (14th)
IBM Kenexa
Ranking in Talent Management
17th
Average Rating
7.6
Reviews Sentiment
5.3
Number of Reviews
30
Ranking in other categories
Benefits Administration (12th), Applicant Tracking and Recruiting Software (6th)
 

Mindshare comparison

As of September 2026, in the Talent Management category, the mindshare of Cegid is 1.5%, up from 0.8% compared to the previous year. The mindshare of IBM Kenexa is 1.6%, up from 0.9% compared to the previous year. It is calculated based on PeerSpot user engagement data.
Talent Management Mindshare Distribution
ProductMindshare (%)
Cegid1.5%
IBM Kenexa1.6%
Other96.9%
Talent Management
 

Featured Reviews

HF
Project Manager, HRIS at a energy/utilities company with 1,001-5,000 employees
Optimize talent management with modular features but needs better reporting
There are difficulties regarding the reporting part. While we have some reporting functionalities, they are not powerful or deep. For instance, the coverage report on a specific effective date provides data effective on the day of the report, which is a significant limitation. Additionally, the available APIs, both inbound and outbound, are not well-developed, preventing the creation of accurate interfaces with other systems. There is also a need to review the reporting infrastructure to build a data lake that would allow customers to access data regardless of the effective date of the information. Moreover, the silos between the different modules need to be removed. Ideally, one would want a report that provides information at the same time from performance and compensation.
Karan Grover - PeerSpot reviewer
Senior Manager at a financial services firm with 1,001-5,000 employees
Suitable for larger-scale companies aiming to streamline and automate their processes digitally
The deployment of the solution took between six to eight months. When we introduced BrassRing at my company, we encountered several challenges. First, moving data from our old system to BrassRing was tough because it needed reformatting. Second, connecting BrassRing with our HR data was tricky due to manual processes for roles and departments. Third, setting up the workflow in BrassRing was complex. Fourth, configuring user access and approval levels was a detailed task. We also had to manage the change process, including running both old and new systems in parallel, communicating changes, and training users. Lastly, monitoring and reporting were needed to ensure data accuracy and proper system usage once everything was in place. We had a team of six to eight people managing the project from our side during the BrassRing deployment. I'm not sure about the size of the BrassRing team, and we also had our own technical team, which had three to four members. The solution required maintenance, particularly from my side as the administrator. Maintenance responsibilities were divided into two parts: some tasks we, as end-users, could control, while others were the responsibility of the BrassRing team. Payment-related tasks were a regular part of our responsibilities. I wasn't the only person maintaining the solution. There were three power users from Infosys, each responsible for a specific geography. My counterpart managed it in the US, and I, along with my colleague in India, managed it for other geographies.

Quotes from Members

We asked business professionals to review the solutions they use. Here are some excerpts of what they said:
 

Pros

"Performance appraisal might be the most valuable feature for us."
"Recently, support has been excellent."
"The most valuable feature is you can customize every type of payroll calculation that you have."
"Stability of this solution is very good, it's a good product."
"The performance appraisal is the most valuable feature."
"The solution has a great payroll engine."
"The solution is very helpful as it allows us to optimize and consolidate all the data for talent management."
"The most valuable features of Meta4 are payroll and resource recruitment. However, all of the features in the human resource system are useful."
"It is extremely user friendly. It is very flexible in managing recruitment, especially when you have thousands of applicants as we did. We easily had over 20,000 applicants within a year for some of our positions, so it made it very easy to manage a large application pool. It was very easy to customize by recruiter preference. When you open up someone's profile to see their experience, education, or other things, you can customize that for yourself. It was flexible in that, and each recruiter could set up their preferences. It didn't have to be set up so that everyone had to have the same landing platform, which was very helpful. As someone who trained other HR people on how to use the system, it was very easy to pick up and learn."
"Great value and flexibility in an ATS, mainly through the automation and the configuration through Workbench you can do to manipulate the candidate experience to really be something that candidates like and allows them to apply to your site easily and put them in a pipeline for recruiters to access and move through a process and get somebody hired."
"The most valuable features are that we can upload documents and download them on demand."
"Scalability is great, as we use the system for everything from a very low-volume, high-touch corporate recruiting model to our tax office, high-volume approach, which is 80-100,000 people each season."
"From everything I’ve seen and heard, I would think Kenxea is probably one of the top three, if not the best, in the business that they do and the things that we use them for."
"Without this solution, we would have more administrative functions and would need to hire more HR employees."
"Overall, from a recruiter's perspective, it is an excellent product and is probably one of the best recruitment products out there in terms of usability, ease of understanding, and management of large applicant pools."
"I would say the support that we get from the CSMs is the most valuable for me right now, because I'm still leaning on them pretty heavily to understand everything that I'm doing within the system."
 

Cons

"Their technical support is not so good."
"The solution is a little bit slow."
"In future releases, it would be useful to see reporting lines of all the team members in our business to understand who reports to whom."
"Their technical support isn't so good."
"Reporting (although it doesn't always work as intended)."
"Meta4 could improve by allowing users to manage things by themself."
"The first response usually lacks depth, and if it were just an HR user submitting tickets, the outcome might be poor."
"There are difficulties regarding the reporting part."
"I would say that it could likely be made slightly easier to consume and work with - less scientific or engineering oriented - but IBM Kenexa Talent Insights is about the most powerful and useful tool I've seen."
"The price can always be better. Right now, we can only do part of that, but not as much as I want to."
"Improvements can be made from the back end, with the workbench."
"Technical support was not always great. They tend to push you towards workbench admins or paid support."
"2xO was created by brain-damaged monkeys in front of keyboards."
"The downside is it's a system that was created many, many years ago and so it just evolves."
"Being in a silo of my own world, my wish would be that everything that's available in their legacy views would be moved into their new Talent Suite products, so we could move over to that."
"IBM Kenexa has a lot of room for improvement. The solution is not advancing anymore in terms of the user experience and in the workflows."
 

Pricing and Cost Advice

"Meta4 requires annual maintenance that needs to be paid for."
"From a cost perspective, I think this is a well-balanced option."
"Kenexa was fairly priced. However, in 2019, before I left my previous organization, they significantly increased their pricing. It can be affordable, but their pricing is going up. It is not just licensing; it is how many applicants you have in your system on the database side."
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Top Industries

By visitors reading reviews
Construction Company
16%
Financial Services Firm
12%
Retailer
10%
Comms Service Provider
10%
Outsourcing Company
16%
Construction Company
15%
Manufacturing Company
10%
Comms Service Provider
9%
 

Company Size

By reviewers
Large Enterprise
Midsize Enterprise
Small Business
By reviewers
Company SizeCount
Small Business3
Midsize Enterprise1
Large Enterprise11
By reviewers
Company SizeCount
Small Business3
Midsize Enterprise1
Large Enterprise28
 

Questions from the Community

What advice do you have for others considering Cegid?
I would recommend Cegid for a small company. I rate the overall solution a six out of ten.
What needs improvement with Cegid?
There are difficulties regarding the reporting part. While we have some reporting functionalities, they are not powerful or deep. For instance, the coverage report on a specific effective date prov...
Ask a question
Earn 20 points
 

Comparisons

 

Also Known As

TalentSoft, Meta4
IBM Smarter Workforce, Outstart
 

Overview

 

Sample Customers

Aeroports de Paris, Arkadin, Ingenico Payment Services, Bollor_ Group, Bull, FDJ, Limagrain
Sweet Spot International (SSI), Leo Burnett Worldwide (LBW), Sika AG, Legacy Health, Apollo Group Inc., Regeneron, Transurban Group, National Health Service, New Zealand Police, Overland Footwear, Yealands, Johnson Controls, Allscripts, Kerry Foods, Masterpet, AMD, Balfour Beatty
Find out what your peers are saying about Cegid vs. IBM Kenexa and other solutions. Updated: September 2026.
913,806 professionals have used our research since 2012.