SAP SuccessFactors Onboarding vs Workday comparison

SAP and Workday are both solutions in the Talent Acquisition category. SAP is ranked #12 with an average rating of 7.0, while Workday is ranked #2 with an average rating of 8.4. SAP holds a 0.9% mindshare in TA, compared to Workday’s 12.4% mindshare. Additionally, 100% of SAP users are willing to recommend the solution, compared to 92% of Workday users who would recommend it.

SAP SuccessFactors Onboarding

Read 1 SAP SuccessFactors Onboarding review

327 Views
327 Comparison Views

100% willing to recommend

Workday

Read 58 Workday reviews

13,513 Views
7,027 Comparison Views

92% willing to recommend

SAP SuccessFactors Onboarding

Workday

Comparison Buyer's Guide

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Executive SummaryUpdated on Feb 22, 2026

Workday and SAP SuccessFactors Onboarding are competing in the HR software space. Workday seems to have the upper hand due to its intuitive design and comprehensive toolset.

Features: Workday integrates HR functions into a cohesive suite that simplifies complex tasks with an intuitive design and comprehensive toolset. SAP SuccessFactors Onboarding stands out with robust onboarding capabilities, seamless integration within the SAP ecosystem, and advanced configuration options.

Ease of Deployment and Customer Service: SAP SuccessFactors Onboarding is known for its ease of deployment and detailed customer support, which fits well within existing SAP systems, enhancing user satisfaction. Workday offers agile deployment processes and efficient support teams tailored to meet client needs, though its setup can require a learning curve.

Pricing and ROI: SAP SuccessFactors Onboarding generally involves higher upfront costs due to its rich feature set but can offer significant ROI through improved onboarding processes. Workday provides competitive pricing with a focus on value through integrated solutions, often delivering fast ROI due to its holistic HR functionalities.

To learn more, read our detailed Talent Acquisition Report (Updated: May 2026).

Buyer's Guide

Talent Acquisition

May 2026

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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

SAP SuccessFactors Onboarding

Ranking in Talent Acquisition

12th

Average Rating

7.0

Reviews Sentiment

4.4

Number of Reviews

Ranking in other categories

No ranking in other categories

Workday

Ranking in Talent Acquisition

2nd

Average Rating

8.2

Reviews Sentiment

6.7

Number of Reviews

Ranking in other categories

Benefits Administration (1st), Talent Management (2nd), Cloud HCM (2nd)

Mindshare comparison

As of June 2026, in the Talent Acquisition category, the mindshare of SAP SuccessFactors Onboarding is 0.9%, up from 0.1% compared to the previous year. The mindshare of Workday is 12.4%, down from 21.1% compared to the previous year. It is calculated based on PeerSpot user engagement data.

Talent Acquisition Mindshare Distribution
Product	Mindshare (%)
Workday	12.4%
SAP SuccessFactors Onboarding	0.9%
Other	86.7%

Talent Acquisition

Featured Reviews

Mukul Hota

Consultant at In2IT EBS

Onboarding has streamlined hiring and document workflows but still needs a more intuitive interface

Onboarding is user-friendly, and we can map documents and forms based on the requirements of the clients. The recruit-to-hire data mapping is also quite good in Onboarding. I have worked with the Onboarding dashboard extensively. Based on the company culture and the processes they want to integrate within the Onboarding process, we gather those requirements and implement them in the system. The implementation capabilities are quite strong in this regard. SAP SuccessFactors Onboarding is open to experimentation and iteration. The candidate flow from RCM to Onboarding is quite seamless. Forming a candidate into an employee is accomplished within a few clicks, including sending the candidate from Onboarding to EC, which provides a good experience for the client. From version 1.0 to 2.0, things have changed considerably. DocuSign and other integrations have been added to Onboarding, and I believe things are progressing well. Electronic forms during Onboarding have helped us reduce time, and e-signatures and DocuSign have been particularly beneficial. Building forms within the system and uploading them has significantly reduced paperwork and manpower requirements, resulting in considerable time savings.

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Eslam Abo Elnaga

Senior people and systems analyst at B_labs & Mylo

Has improved HR process efficiency through intuitive workflows and responsive support

There is something that could be improved in Workday, specifically in the time tracking module. While I am not working on Workday now, I was a regional HRIS working for Egypt, Malta, India, and China. I mention these countries to relate to high population countries and companies. In our company, we use assigned work schedules for our teams. Because we work with the time tracking module, we need to assign shifts. In the manufacturing industry, we might need to change shifts every day or week. Manufacturing teams are huge, approximately 50 to 200 people in one team. If this team has one leader, the leader needs to assign a work schedule for each person individually. While there is mass upload functionality where we can load shifts for all people or specific groups, we need to select multiple people and assign them to a schedule from the interface itself. I have requested this functionality many times. When extracting business processes awaiting actions report, I can select different processes in one box, hit okay, and the report comes up. However, the same functionality does not work for work schedule assigning. If implemented, it would help many people in companies with high populations and big teams.

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Quotes from Members

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

Pros

"Onboarding is user-friendly, and we can map documents and forms based on the requirements of the clients."

"I like that it's easy to use and flexible."

"The product is useful for storing employee records."

"It helps the users to enroll for the benefits automatically and update their life events without the involvement of HR individuals or back-office staff. It enables a person to take action on their own. It reduces the administrative burden on HR and puts the ownership on the person that is going through the life event, whether it is having a child, taking a leave of absence, or something else. There are easy ways to integrate Workday with your common benefits. At least in the USA, it can be integrated with common benefits providers such as Fidelity, Blue Cross Blue Shield, Aetna, etc. It has got a connector that is able to connect with the vendor or the third party to which you are trying to send the eligibility file. It basically allows us to automate or set up the tool, and the integration with the provider is a lot quicker than competing tools. When it comes to reporting on just eligibility and SLSA, it is a lot more user-intuitive. Depending on the purpose of what you are doing, you can grant security rights or roles, for example, you can control whether someone is a benefits administrator doing an independent audit. Workday makes it very easy to do that. It significantly simplifies the reporting process."

"Between risk reduction, audit reduction and knowing that in many ways we can stop thinking about HR as an issue to solve, we have seen great value."

"The solution is extremely stable."

"With this solution, it's really nice; all of the learning content is there, it's much easier to consume, and I don't feel like I'm jumping around between different platforms."

"Everything is in Workday as far as personnel is concerned."

"The reporting feature is quite easy for a layman to use, and the look and feel of the application is good. Its security is robust. You will never find a use case that cannot be covered."

More Workday pros

Cons

"I observe that numerous support issues arise with clients, requiring frequent bug fixes."

"For time management, it does not have a calendar generator. For example, if you want to have a shift calendar for an entire year, you need to push the entire year's calendar into the system instead of being able to generate it using a time management pattern."

"I would be happy if it was faster. Currently, when I try to navigate within the solution itself, it is a bit slow in terms of the page load time. When I click on something, it usually takes time to load. When you click on different icons or areas on the website, it is slow. Even when you navigate between different models, it is a bit slow. I would like to see a bit faster performance and a better user experience."

"It is good that much of the development is based on community input but often that can lead to details being ignored and small, nagging issues are ignored."

"Reporting system should be improved. It is quite static based on historical data."

"Workday does not support many Korean language features. So, it will be great if they have some development on the Korean language side – then it will be really powerful in our market."

"My only suggestion might be to include a brief description of any new fields we introduce, making it easier for people to use them. Perhaps this is something they can consider implementing."

"The implementation time should be addressed, as it is too slow. Also, the solution should be more user-friendly."

"The expenses and reimbursements module could be improved. Creating expense reports is time consuming and inefficient compared to other expense solutions."

More Workday cons

Pricing and Cost Advice

Information not available

"It has an annual subscription rate, but I'm not sure how it will work."

"Workday is moderately priced - I'd rate its pricing three out of five."

"The pricing for this solution is fairly high. It is not affordable for small and mid-sized companies."

"I would rate the solution’s pricing a six out of ten."

"I need to pay for a license. It is expensive."

"The pricing is good from an HR perspective, although management gets upset after spending $500,000 a year, every year."

"The solution is flexible in terms of pricing."

"By and large, Workday is expensive. It is based on the headcount. I'd probably rate it a three or four out of five in terms of pricing. It'd be like buying a Mercedes or a high-end car. It's expensive, but there's a specific value that you're getting with additional features and things of that nature. Using that metaphor, Workday probably tends to be more of a luxury. There are others like ADP that can do your payroll, your time off, and other things, but they don't do it as well."

More Workday pricing and cost advice

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Top Industries

By visitors reading reviews

No data available

Manufacturing Company

11%

Financial Services Firm

University

Government

Company Size

By reviewers

Large Enterprise

Midsize Enterprise

Small Business

No data available

By reviewers
Company Size	Count
Small Business	17
Midsize Enterprise	6
Large Enterprise	43

Questions from the Community

What needs improvement with SAP SuccessFactors Onboarding?

I observe that numerous support issues arise with clients, requiring frequent bug fixes. The user interface could be more user-friendly. Based on these observations, I would rate the system at 7.5.

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What is your primary use case for SAP SuccessFactors Onboarding?

I am working with SAP SuccessFactors Onboarding for RCM and Onboarding purposes. I work with one of the implementation partners of SAP, and we implement the system for our customers. Primarily, we ...

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What are the biggest differences between Workday, Oracle Cloud and SAP SuccessFactors?

Differences between Workday, Oracle Cloud,w and SAP SuccessFactors:w Oracle: "simple interface and deep customization to suit the purpose." SAP: Multiple functionalities that increase process effi...

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How easy is to maintain Workday, Oracle Cloud, and SuccessFactors?

I implemented Workday in 2024 and without having previous Workday experience, it was very challenging. I spent most of 2025 putting out fires and cleaning up the business processes that came with l...

See all answers

What is your experience regarding pricing and costs for Workday?

If you go with the launch implementation approach, the solution is generally not very expensive. If you want to add more features to your subscription, Workday becomes expensive. The solution is fl...

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Comparisons

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SAP SuccessFactors Recruiting vs SAP SuccessFactors Onboarding

Compared 23% of the time

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SAP SuccessFactors vs Workday

Compared 22% of the time

UKG vs Workday

Compared 8% of the time

Oracle HCM Cloud vs Workday

Compared 6% of the time

SAP HCM vs Workday

Compared 6% of the time

BambooHR vs Workday

Compared 4% of the time

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Product Reports

Buyer's Guide

Talent Acquisition

May 2026

Download SAP SuccessFactors Onboarding product report

Buyer's Guide

Workday

May 2026

Download Workday product report

Overview

SAP SuccessFactors Onboarding offers a seamless digital experience, connecting people, processes, and systems. It's accessible anytime, on any device, making onboarding, cross-boarding, offboarding, and rehiring efficient through its unified system.

With SAP SuccessFactors Onboarding, organizations can manage all aspects of employee transitions in one solution. New hires benefit from guided workflows and intuitive dashboards, accelerating readiness. It ensures consistent and streamlined processes for new employees, internal movers, and those exiting. This approach promotes talent engagement and retention from day one.

What are the key features of SAP SuccessFactors Onboarding?

Personalized Onboarding Experience: Engage and retain talent from their first day with tailored onboarding.
Guided Workflows: Accelerate new-hire readiness with intuitive and automated processes.
Streamlined Processes: Simplify transitions for new hires, movers, and exiting employees to ensure smooth experiences.

What benefits should users look for when evaluating SAP SuccessFactors Onboarding?

Improved Engagement: Enhanced new-hire engagement from day one.
Increased Efficiency: Accelerates readiness with digital workflows and e-forms.
Consistency: Maintains smooth transitions across employee lifecycle phases.

Industries such as technology, healthcare, and finance implement SAP SuccessFactors Onboarding to enhance their talent management strategies. It enables seamless integration into their existing systems, facilitating smooth employee transition processes aligned with industry-specific needs.

SAP

Workday provides a cloud-based platform offering robust human capital management features, emphasizing security, user-friendliness, and operational efficiency through workflow automation.

Workday is utilized by organizations for human capital management, supporting everything from employee recruitment to retirement, payroll processing, and performance tracking. It centralizes HR operations to increase efficiency and manage employee data effectively. Its business process framework allows for drag-and-drop functionality, which along with real-time reporting, enriches the user experience. Workday's modules cover talent, compensation, benefits, and learning, enhancing the workforce management approach. Though integration with external systems can be complex, its usability and flexible configuration support adaptability. Users seek enhancements in customization, reporting, interface usability, and speed, particularly in financial, timekeeping, and payroll modules. Expanding automation, API connectors, language support, and introducing country and industry-specific modules would significantly boost its capabilities. Pricing remains a concern among users.

What are Workday's most important features?

Security: Ensures data protection with robust measures.
User-Friendliness: Intuitive design for ease of use.
Centralized Data Management: Consolidates employee information in one platform.
Real-Time Reporting: Delivers up-to-the-minute insights for decision-making.
Workflow Automation: Streamlines processes to reduce manual tasks.

What benefits should be evaluated when considering Workday?

Operational Efficiency: Automation streamlines HR processes and reduces redundancies.
Enhanced Usability: Integrated modules improve user interaction and efficiency.
Scalability: Adaptable configurations meet diverse business requirements.
Integration Capabilities: Connections with other systems bolster functionality.

Workday is implemented in a range of industries, including finance, healthcare, and technology, offering specialized HR management solutions tailored to each sector's unique requirements. These implementations improve workforce management and align HR strategies with organizational goals, showcasing its adaptability across different business landscapes.

Workday

Sample Customers

Information Not Available

AAA, Allied Global, Avago Technologies Limited, Aviva, Cardinal Health, CareFusion, Chiquita Brands International, Equifax, Flextronics, HP, Life Time Fitness, McKee Foods, MGM Resorts International, Sanofi, ServiceSource International, Symantec, TripAdvisor, Yahoo!

Find out what your peers are saying about SAP, Workday, Oracle and others in Talent Acquisition. Updated: May 2026.

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