SuccessFactors

  www.successfactors.com
  www.successfactors.com

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SuccessFactors Reviews

230 Reviews
3.3
230 Reviews
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SuccessFactors President, Cloud & On Premise HR Mike Ettling
Mike Ettling
10 Ratings
  1. 2 people found this helpful  

    A community divided..

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Customer Support Advocate in South San Francisco, CA
    Former Employee - Customer Support Advocate in South San Francisco, CA

    I worked at SuccessFactors full-time (more than 5 years)

    Pros

    Successfactors under the watch of Lars was an amazing, high energy atmosphere that had a vision. Let's say things haven't been the same since the SAP acquisition. There are a few people from the SF days who are still with the company but all seem to be leaving one by one. The South SF office is really nice with lots of space for one to function and there's free food and snacks most of the time. Comp and benefits are above average vs. the industry and most people are nice.

    Cons

    SAP management has taken over and they either 1) have no clue about what made Successfactors so successful or 2) have a clue but have their hands tied due to other quantitative initiatives or 3) fail to see any issues or problems within the organization. There are so many layers of management that nothing gets done or approved in a timely manner (ie: taking 6 mo - 1 yr to backfill a role. Which leads me to the next issue: teams are almost never properly staffed AND trained in a way where they understand the product. This holds true in areas such a customer support to product management. Just because you're adding headcount (coincidentally all from INDIA) doesn't mean that they are suitable to do the job as they lack the soft skills needed to deal with American customers. In addition, management expects that a mere 2 weeks of rag tag (non-existent) training programs will get these trainees up to speed and working on levels as a tier 3 support associate

    Advice to ManagementAdvice

    Properly staff your teams with qualified individuals and stop taking the cheap way out by hiring overseas. Issues hardly get resolved by them which leads to a disgruntled, dissatisfied customer. Train up and promote within. I've seen too much talent leave the organization within the last year. Metrics are cute, since they quantify goals, but how you react to those not so great metrics is indicative of your success. Be transparent and talk to your customer success teams, product managers, consultants and engineers and ask them what you can do to make their jobs easier.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

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