As one of the听industry鈥檚 most trusted independent听peer review听platforms,听TrustRadius听is known for its rigorous verification process and commitment to unbiased, customer鈥憀ed insights. These听awards are based听on real听user experiences,听making听them听especially meaningful.

This recognition reinforces a clear message: organizations are turning to听麻豆原创 SuccessFactors solutions not just to manage HR but to modernize it. As companies move towards more autonomous, AI-driven ways of working, they need HCM solutions that bring together data, insights, and action.听That鈥檚听exactly what the 麻豆原创 SuccessFactors portfolio can deliver.

Momentum across the portfolio

This year鈥檚听results highlight strong and growing momentum.

麻豆原创 SuccessFactors听increased from听12听Top Rated awards听in 2025听to 19听in 2026, reflecting听deeper customer satisfaction across听the HCM landscape.

Recognized categories include:

• HR Management
• Workforce Analytics
• Talent Management
• Compensation Management
• Workforce Management
• Applicant Tracking
• Talent Intelligence
• Corporate Learning Management
• Payroll
• International Payroll
• Pay Equity
• Recruiting Automation
• Employee Performance Management
• HR Compliance
• HR Service Delivery
• Employee Onboarding
• Succession Planning
• Diversity, Equity, and Inclusion (DEI)

This breadth reflects the strength of 麻豆原创 SuccessFactors solutions as a unified suite鈥攃onnecting people, processes, and data across the workforce. 麻豆原创听SuccessFactors听solutions can provide听the foundation to turn those connections into real-time insight and action.

What听our听customers are听saying

Across听thousands听of听verified听reviews,听customers听consistently听point to one thing: impact.听From operational efficiency to better decision-making and improved employee experiences, 麻豆原创 SuccessFactors solutions are helping organizations move faster and work smarter.

• 鈥淲ith 麻豆原创 SuccessFactors HCM AI, we get helpful, actionable insights to make the best decisions. For instance, the insights we gain help us streamline HR operations, especially when it comes to managing our payroll.鈥� 鈥斕�

• 鈥溌槎乖� SuccessFactors is our core platform and supports our finance and HR processes. We use every module for recruiting, compensation, and learning. It supports our HR transformation and lays the foundation for our data.鈥� 鈥斕�

• 鈥溌槎乖� SuccessFactors HCM stands out among other human capital management solutions due to its comprehensive suite of听cloud鈥慴ased听tools, strong global compliance capabilities, and seamless integration with other 麻豆原创 systems.鈥� 鈥斕�

• 鈥淔or enhancing employee experience, AI offers personalized recommendations for their learning and development, which increases their productivity and engagement.鈥� 鈥斕�

• 鈥溌槎乖� SuccessFactors HCM is considered a 鈥榖est of breed鈥� for a reason. The fact that it does allow for听in鈥慸epth听customization, and its ability to be tailored not only to individual business needs, but also it allows for best practice听follow鈥憉p听while ensuring organizations remain compliant with several legal requirements.鈥� 鈥斕�

• 鈥淲别听濒别惫别谤补驳别听听(ECP)听for our payroll engine and for our payroll calculations.听Having ECP makes everyone’s life easier鈥� the payroll control center will simulate the payroll before you run the actual payroll. That gives you a lot of analytics and KPIs to analyze results or potential issues well in advance.鈥� 鈥斕�

• “In our organization, we mainly use Joule in 麻豆原创 SuccessFactors to automate and complete tasks through natural conversation, which听eliminates听manual steps. [It] plays听a big role in eliminating the constant back and forth and guesswork involved in finding accurate information, as well as completing routine tasks, for example, workforce insights, budget and planning, document retrieval, etc. Additionally, it makes navigating [麻豆原创听SuccessFactors] seamless.鈥� 鈥斕�

Looking听ahead

We鈥檙e听incredibly grateful to the customers that shared their experiences on听TrustRadius听with insights that continue to guide our innovation.

Building on听the听introduction of听Autonomous HCM at 麻豆原创 Sapphire,听our focus is clear: helping HR听move beyond managing听processes to听orchestrating work. By听bringing听together AI, data, and workflows, 麻豆原创 SuccessFactors solutions enable organizations to听operate听with greater speed, clarity, and confidence, so they can not only adapt to change but actively shape what comes next.

Learn more about the impact customers are seeing with听.

Lara Albert is chief marketing officer for 麻豆原创 SuccessFactors.

鈥淟ast year, we were in the process of planning the optimization of our talent discovery tech stack and then something happened,鈥� Eric Goldstein, global head of Talent Discovery for 麻豆原创, said. 鈥淲e acquired SmartRecruiters in September, so we had to pivot in an agile way.鈥�

SmartRecruiters for 麻豆原创 SuccessFactors enables enterprises to manage the entire hiring lifecycle, from sourcing to onboarding, with AI-enabled recruiting capabilities that can result in faster time-to-hire, improved candidate experiences, and deeper analytics for workforce planning.

For 麻豆原创, this means adding much-needed rigor and precision to its global talent acquisition operations. This will not only elevate the quality of hires but also the candidate experience, which Goldstein identified as the 鈥渂iggest game changer.鈥�

Building a more intelligent hiring process

SmartRecruiters for 麻豆原创 SuccessFactors helps optimize processes, increasing transparency and personalization. This means improved experiences and processes for candidates, hiring managers, and recruiters. 鈥淲e have been through a time where we focused solely on the recruiter experience. Then it was fashionable to focus only on the candidates. Now we really see that with SmartRecruiters, it really is an enhanced experience for all stakeholders that are involved in the recruiting process,鈥� Ilka Sagner-David, global head of Talent Discovery Solutions and Innovations at 麻豆原创, said.

Candidate perspective

Seventy percent of candidates that apply for jobs are mindful to take their valuable time to do so, Goldstein shared, reiterating that it is important for companies to match that commitment when shaping and delivering the candidate experience. With SmartRecruiters for 麻豆原创 SuccessFactors as the foundation, it becomes possible for every pre-qualified applicant to interview, receive personalized and constructive feedback post-interview, and maintain 24×7 interaction with agentic AI built into SmartRecruiters.

鈥淚n our opinion, only responding with polite, automated rejection notes is not enough. [Candidates] need to be provided with some constructive, actionable feedback鈥攁nd that鈥檚 what we [at 麻豆原创] are going to be able to do,鈥� Goldstein said.

Hiring manager perspective

SmartRecruiters for 麻豆原创 SuccessFactors can give hiring managers a more precise and consistent way to identify strong candidates, helping to reduce time-to-hire while improving hiring quality. AI-prompted interview questions focused on skills can support more relevant and structured conversations while greater transparency across interview panelists can create better alignment throughout the evaluation process. In addition, AI-supported feedback collection can make it easier for interviewers at 麻豆原创 to capture timely, consistent insights, enabling its hiring teams to make more informed decisions with greater confidence. 

Recruiter perspective

Recruiters are often bogged down by manual tasks, such as outreach, prospect identification, and candidate screening, making it nearly impossible for them to step into the role of a trusted advisor. With SmartRecruiters for 麻豆原创 SuccessFactors, recruiters can experience automated internal and external prospect identification, personalized outreach and prioritization of candidates, and, therefore, the ability to focus on higher value-add advisory and relationship management.

鈥淚t鈥檚 going to allow the recruiters to focus on relationship management with candidates and hiring managers, really challenging the feedback of how well the interview panel measures skills proficiency,鈥� Goldstein said.

Bringing AI into the candidate journey

A key to the successful delivery of these benefits is SmartRecruiters Winston for 麻豆原创 SuccessFactors, an AI-driven, candidate-facing agentic experience. At 麻豆原创 Sapphire Orlando, Karl Baert, global head of People Solutions for 麻豆原创, demonstrated how Winston can facilitate the application experience for candidates.

In the demo, he acted as a candidate applying for an open position at 麻豆原创, showing how through a natural language conversation with Winston, he completed his application by uploading his CV and verifying some personal details with Winston. 鈥淎ll that information is very, very quickly brought together so with just a few questions my application is done,鈥� Baert said, adding that 鈥渢here鈥檚 also a few checks happening along the way because we want to make sure the data we are collecting is the right quality.鈥�

Winston also collects feedback from the applicant. 鈥淢easuring the quality of your agent and what鈥檚 happening with it is important. It鈥檚 something that really needs to be actively monitored just to ensure that the information provided by the agent is accurate,鈥� Baert said.

鈥淭he implementation of SmartRecruiters is the foundation for infusing AI into our processes,鈥� Sagner-David said. But, she added, 鈥渨e shouldn鈥檛 just plan to transfer everything tomorrow, but ensure we鈥檙e liberating AI when it makes sense.鈥�

The next step

Currently, SmartRecruiters for 麻豆原创 SuccessFactors is being implemented into 麻豆原创鈥檚 HR systems for two phases of user acceptance testing, with the global go-live expected in September.

麻豆原创 bringing SmartRecruiters for 麻豆原创 SuccessFactors to life across its own organization is more than a technology rollout, it鈥檚 a glimpse into the future of hiring at scale: more intelligent, more human, and more connected. By combining AI, better experiences, and real-word enterprise rigor, 麻豆原创 is not only transforming how it hires but also helping to define what modern hiring can look like for companies everywhere.

Now, the countdown is on. By June 7, all 27 EU member states are expected to adopt the directive into national law, marking what many HR leaders are calling 鈥淒ay One鈥� of a new era in workplace transparency.  

But while the deadline is fast-approaching, many organizations are still far from operationally ready. Even though employers will be required to share pay information with both employees and candidates during the recruiting process, current practices suggest a significant gap. For example, across Europe, salary disclosure in job postings remains inconsistent and often limited, according to .

For HR leaders, the challenge is no longer understanding the directive鈥攊t鈥檚 executing on it with confidence.

The barrier to execution 

For many organizations, the challenge often starts with the state of their HR and compensation data. In multinational organizations, compensation data often spans multiple systems, payroll providers, spreadsheets, and local processes. Job classifications vary across countries, salary bands are not consistently defined, and workforce data remains siloed across regions. 

As a result, many organizations struggle to produce consistent pay comparisons, define standardized salary ranges, explain compensation decisions clearly, and generate accurate reporting across multiple countries.听

Without a connected and reliable workforce data foundation, pay transparency becomes difficult to operationalize at scale. 

Building a foundation for continuous transparency听听

The organizations making the most progress are focusing first on data consistency, workforce visibility, and connected HR processes. 

This is where technology is becoming critical. AI can help organizations move beyond manual reporting by identifying pay anomalies, surfacing unexplained pay variance, and accelerating workforce equity analysis across large, complex data sets. 

With pay transparency insights (generally available on June 5),  a capability within the  package in , organizations can unify compensation and workforce data across systems while applying AI-assisted analysis to help identify inconsistencies, support explainable pay decisions, and improve reporting readiness. 

Instead of relying on fragmented systems and disconnected reporting processes, organizations can move toward a more consistent and scalable approach to transparency. 

Three areas HR teams need to execute now 

With the right data foundation in place, organizations are better positioned to address the directive鈥檚 three major operational requirements. 

1. Enabling employee pay transparency 

Under the directive, employees have the right to request information about average pay levels by gender for comparable work. For many organizations, this听immediately exposes data consistency issues. Comparable roles may be classified differently across countries or听business units, while compensation data听often lives in disconnected systems that were never designed to work together.听

听helps organizations provide employees with pay transparency statements through听听while supporting more consistent comparisons across worker groups.听These statements can give clear insight into the employee鈥檚 annual pay and the average pay of the same worker听category听broken down by gender.听听

2. Preparing for candidate pay transparency 

The directive also requires employers to disclose salary ranges in job postings or before interviews and prohibits asking candidates about salary history. While this may sound straightforward, many organizations are discovering they lack standardized pay ranges, consistent job architecture, or alignment between recruiting and compensation systems. 

 allows organizations to display salary ranges directly within job postings and support more transparent hiring experiences. AI-driven recommendations can also help organizations establish more consistent pay ranges aligned to internal equity, external benchmarks, and evolving workforce needs. 

3. Meeting gender pay gap reporting obligations 

Mandatory gender pay gap reporting represents one of the directive鈥檚 most operationally demanding requirements. Annual reporting obligations begin in 2027 based on 2026 workforce data, meaning organizations need to prepare now.  

For many HR teams, the challenge is turning complex, multi-country workforce data into accurate and defensible reporting. With听, organizations can use AI-assisted analysis to听identify听potential drivers behind pay gaps, surface workforce equity insights more quickly, and support more proactive decision-making听before reporting deadlines arrive.听听

What HR should do now 

The EU Pay Transparency Directive is not just introducing a new compliance requirement. It鈥檚 accelerating a broader shift toward continuous transparency in how organizations manage compensation, hiring, and workforce equity. 

The organizations best prepared for this shift are taking action now to: 

• Unify workforce and compensation data听
• Standardize job and pay structures听
• Improve reporting readiness听
• Build more consistent, explainable compensation processes across the business

As transparency expectations continue to grow among employees, candidates, regulators, and business leaders, pay equity can no longer operate as a periodic reporting exercise. It is becoming an ongoing operational capability. 

Watch the  to learn how to move from policy to execution and prepare your organization for EU Pay Transparency requirements at scale.  

Maryann Abbajay is chief revenue officer for 麻豆原创 SuccessFactors.

The conversation has moved beyond what AI can do into how it should be applied, placing HR at the center of decisions that will shape people, culture, and business outcomes for years to come.

While we have often talked about the 鈥渇uture of work,鈥� the simple fact is that future is already here. The question is whether organizations are ready to operate differently.

AI requires a fundamental rethinking of how work gets done, grounded in the data, systems, and processes that run today鈥檚 organizations. And getting it right starts with one clear principle: humans must remain firmly at the center鈥攏ot as operators of process, but as leaders of judgement, strategy, and change.

What Autonomous HCM means for HR leaders

At 麻豆原创, this is the foundation of our vision for the Autonomous Enterprise, announced at in Orlando, where AI assistants can run core HR processes end-to-end, so people are empowered to focus on their most meaningful work while staying firmly in control of outcomes.

brings together agentic AI, HR applications, and real business context鈥攇rounded in deep process expertise and enterprise-grade governance鈥攖o help organizations anticipate workforce needs and respond with greater precision as business priorities change.

With the new HCM innovations announced at 麻豆原创 Sapphire, we are building on the existing breadth and depth of 麻豆原创 SuccessFactors with new AI-native functionality that amplifies how HR can help shape the business and elevate what employees are capable of.

Automate work with Joule Assistants

The first shift is automation; not as task replacement, but as a new way of working. A new generation of , delivered through Joule as 麻豆原创鈥檚 AI engagement layer, bring this to life by orchestrating agents to execute work end-to-end and support decisions in real-time.

These assistants are not just automating tasks; they are guided by employees to reduce manual effort and support a growing range of HR scenarios:

• Payroll becomes proactive, not reactive: The coordinates multiple to prepare payroll runs, identify issues early, and guide administrators to faster resolution, shifting payroll from reactive process to proactive execution. Working alongside the Core HR Assistant and , it helps organizations manage employee data, track time and attendance, and pay employees with greater accuracy and less manual work.
• Talent acquisition flows more seamlessly end-to-end: The helps keep hiring moving from intelligent matching to interview coordination, providing real-time guidance to recruiters and hiring managers. Once a candidate accepts, the takes over to support a smooth transition for new employees. These new Joule Assistants connect talent acquisition processes between and the broader 麻豆原创 SuccessFactors HCM suite.
• HR services become faster and more intuitive: The helps administrators resolve common HR questions instantly, directing employees to the right next step and reducing service center volume while improving the overall employee experience.

Reimagine the workforce with AI-driven planning

As AI becomes part of how work gets done, organizations must rethink workforce planning as a continuous leadership discipline, not a periodic exercise. Today, 62% of C鈥憇uite executives say they are dissatisfied with how well people data connects to business performance, according to , making it harder to turn strategy into action. The new workforce planning capability within 麻豆原创 Enterprise Planning supports a shift toward strategic work redesign, inclusive of both agents and people, by helping leaders link workforce decisions directly to HR, business, and financial needs.

This workforce planning capability connects data from , , and 麻豆原创 SuccessFactors, creating a unified foundation for workforce decision鈥憁aking across employees and contingent labor. Together, this moves workforce planning beyond static models. Leaders gain clear scenario insight and the ability to combine human judgment with AI to align workforce and investment decisions.

At a more granular level, constant change means business and HR leaders are often dealing with organizational changes. The new AI鈥慹nabled organizational modeling for replaces slow, disconnected modeling approaches with an integrated experience that supports scenario planning and impact analysis, enabling leaders to evaluate organizational choices with greater accuracy and alignment. With this approach, leaders can quickly explore alternative organizational structures and understand implications before changes are implemented. Whether adjusting roles, teams, or reporting lines, organizational modeling becomes a practical leadership tool, supporting thoughtful change while maintaining data integrity and minimizing disruption. The result is a clearer, more proactive approach that helps organizations make smarter workforce decisions in a constantly evolving business landscape.

Elevate people through continuous upskilling

When it comes to skills, the rise of generative AI has once again accelerated the pace of change. New jobs are emerging, new skills are required, and processes that have worked for decades are being completely reimagined.  The new Workforce Upskilling Assistant delivers personalized, AI-driven learning directly where work happens, in collaboration tools, mobile, desktop and 麻豆原创 SuccessFactors鈥攈elping organizations keep skills aligned with where the business is headed. By orchestrating multiple Joule Agents, it supports content creation and generation, adaptive micro-learning, and reinforcement, enabling leaders and managers to identify critical skill gaps and accelerate upskilling, particularly in fast-moving areas such as AI.

By delivering learning in the tools and channels employees already use, the Workforce Upskilling Assistant turns workforce and business data into timely, bite鈥憇ized learning moments. Rather than relying on scheduled courses or standalone systems, HR learning teams can quickly convert existing content to deliver learning to the right person at the right time.

A new standard for human-centered Autonomous HCM

麻豆原创鈥檚 Autonomous Enterprise vision sets a new standard for how HR leads in an AI-driven world, one where AI assistants and agents take on the work of coordination, so people can focus on leading and shaping outcomes. As AI becomes embedded into how work runs, HR is uniquely positioned to guide what matters most, moving from coordinating processes to guiding decisions, building resilient teams, strengthening trust, and ensuring the workforce is ready for what鈥檚 ahead.

That is the promise of an Autonomous HCM platform: human expertise elevated by AI, delivering meaningful impact for both people and the business.

Learn more about how 麻豆原创 is delivering Autonomous HCM by catching the replay of the HCM Innovation .

Dan Beck is general manager and chief product officer for 麻豆原创 SuccessFactors.

With the听听1H鈥�2026 release,听we鈥檙e听deepening those connections across the HR lifecycle. This release focuses on听four听core priorities:听connected,听suite-wide听AI; unified experiences that adapt to how organizations work;听processes designed for clarity, accuracy, and compliance; and stronger foundations for skills and long-term growth.听Together, these innovations help organizations听anticipate听needs earlier, reduce friction in daily work, and move forward with greater confidence.听

Connected AI that works across HCM

AI in HR delivers the greatest impact when it works continuously across the entire workforce lifecycle鈥攏ot as isolated features, but as connected capabilities that share context and insight.

The 1H鈥�2026 release expands听suite-wide听agentic AI听across 麻豆原创 SuccessFactors solutions, helping听employees听get clearer answers, act sooner, and keep听work moving听across roles and responsibilities.听A connected network of听听now supports areas such as recruiting, workforce administration, payroll, learning, performance, and talent development鈥攚orking together behind the scenes to help听anticipate听next steps and surface relevant guidance.

This release also introduces a growing听workforce knowledge network, bringing trusted external expertise and research directly into the flow of work through Joule.听Teams can now access expert-backed global employment guidance and听research-driven听insights without leaving their workflows鈥攕upporting听faster, more听confident decisions.

To听further听support learning in the flow of work,听intelligent Q&A in听听now helps employees find information more easily. AI听can deliver instant,听context-aware听responses drawn directly from an organization鈥檚 learning content,听along with relevant links and resources,听so employees can get answers quickly without searching through courses or documentation.听

Unified experiences that adapt to how work gets done听

As HR听tasks听become more embedded in听day-to-day work, experiences need to feel intuitive, connected, and responsive听wherever work happens. In the 1H 2026 release,听麻豆原创 SuccessFactors solutions continue to unify experiences across the suite, giving employees, managers, and HR teams what they need听in听the moment.听

• Connected recruiting and onboarding:听Native integration between听 solutions, , and听听can bring AI-enabled听recruiting, core HR, and onboarding together into a single, continuous experience, helping hiring teams move faster while听maintaining听consistency from candidate through new hire.听

• Tailored experiences,听built faster:听The new听extensibility wizard听can provide guided, step-by-step support for creating custom extensions on听听(麻豆原创 BTP) directly within听麻豆原创听SuccessFactors solutions, making it easier to adapt experiences to unique business needs while preserving governance.听
• Simpler, clearer employee moments:听A redesigned, configurable 401(k) experience听in听听for U.S.听employees helps simplify enrollment and management by clearly explaining employer contributions and guiding deferrals and beneficiary setup, helping employees make informed decisions with confidence.听

Processes designed for clarity, accuracy, and compliance听

In the 1H鈥�2026 release, 麻豆原创 SuccessFactors introduces new capabilities that help organizations bring greater clarity and rigor to pay practices.

With听pay听transparency insights听in the , organizations can analyze compensation patterns and potential pay gaps, supporting transparent, data-driven pay practices in-line with evolving regulatory expectations,听including in the EU.听

Skills governance听for sustainable growth听

Preparing for听what鈥檚听next requires trusted, consistent skills data that organizations can rely on across HR, talent, and workforce planning.

In the 1H鈥�2026 release,听we are听strengthening听the听听with enhanced听skills governance, providing a centralized interface to help manage skills, apply governance standards, and ensure alignment across 麻豆原创 SuccessFactors solutions and partner applications. This helps organizations improve听skills听data quality, maintain consistency at scale, and make more confident,听skills-based听decisions.听

A connected foundation for the future 

This听release听reinforces听麻豆原创鈥檚 continued focus on an intelligent, connected HCM听foundation鈥攐ne designed to evolve with your organization and support confident decisions at every stage of work. By bringing together data, AI, and experiences across the HR lifecycle, these听enhancements help organizations reduce friction today while听laying听the groundwork for听tomorrow.

To explore what鈥檚 included in this release, check out the or watch the overview .

Bianka Woelke is group vice president and head of Application Product Management for 麻豆原创 SuccessFactors.

Today, we鈥檙e announcing that is now integrated with , working to deliver a unified experience, connected data, and integration with AI companion and to embed intelligent assistance directly into hiring workflows to help teams move faster, make better decisions, and deliver better candidate experiences. This integration, following 麻豆原创鈥檚 acquisition of SmartRecruiters in September 2025, establishes the foundation for a fully connected talent architecture, where hiring decisions, skills intelligence, and workforce planning can operate as one system.

Advancing intelligent hiring with SmartRecruiters for 麻豆原创 SuccessFactors

The solution can deliver a consistent, end-to-end hiring experience designed to meet the scale, speed, and intelligence requirements of modern organizations. By combining intuitive workflows with embedded AI, recruiters can eliminate repetitive administrative tasks and focus on higher value interactions, while candidates move through a streamlined, personalized journey from first touch to offer.

The integration with 麻豆原创 SuccessFactors HCM builds on these capabilities by connecting hiring processes to the full employee lifecycle and the broader business, helping to ensure that every hiring decision is grounded in real-time data and organizational context. Designed for scale, SmartRecruiters for 麻豆原创 SuccessFactors helps set the foundation for a complete intelligence layer across hiring and HR, with people, job, and organizational data flowing seamlessly between 麻豆原创 and SmartRecruiters.

Organizations can gain a more predictable hiring process with streamlined workflows, consistent tools, and shared real-time data across each hiring stage. They can expect:

• Single login: one entry point into 麻豆原创 SuccessFactors and SmartRecruiters for recruiters, hiring managers, and approvers
• Unified navigation: a seamless experience across 麻豆原创 SuccessFactors and SmartRecruiters to help reduce complexity and speed up adoption
• Aligned data: synchronized people, job, and organizational data that flows between systems, helping to ensure accuracy and consistency end to end

In practice, core organizational data like job families, cost centers, and locations can flow automatically from 麻豆原创 SuccessFactors into SmartRecruiters, helping to eliminate manual entry and inconsistencies. New roles open with these attributes already applied, and user management is just as smooth: recruiters, hiring managers, and approvers created in 麻豆原创 SuccessFactors appear in SmartRecruiters with the right permissions, helping to reduce errors and keep approval flows and reporting clean. As integration deepens, hiring becomes fully connected to core HR and workforce systems, creating a unified, trusted foundation for talent decisions across the enterprise.

With the enhanced benefits of SmartRecruiters for 麻豆原创 SuccessFactors, simple and flexible integration paths are now available for customers currently using the 麻豆原创 SuccessFactors Recruiting solution. 麻豆原创 will continue to honor all contracts, and customers will not be required to migrate.

Integration that activates enterprise鈥�ready AI

With 麻豆原创鈥檚 continued investment, SmartRecruiters for 麻豆原创 SuccessFactors is evolving quickly, bringing AI-driven innovation to every part of the hiring experience. High-volume hiring can become high-quality hiring through AI-assisted workflows, including intuitive applications, automated scheduling, intelligent matching, and streamlined interview feedback.

Beginning in 2026, Winston and 麻豆原创鈥檚 generative AI solution will work together as connected agents. Additionally, new protections such as fraud detection, enhanced consent management, and applicant data transferability will help embed trust in the hiring cycle, strengthening both system integrity and candidate confidence.

From talent acquisition to talent readiness

As organizations look beyond filling roles to building future-proof capabilities, intelligent hiring becomes just one part of a broader talent strategy. The power of integration delivered by SmartRecruiters for 麻豆原创 SuccessFactors extends beyond hiring, creating a connected, AI-enabled talent experience across the entire 麻豆原创 SuccessFactors HCM suite and, ultimately, . This is how organizations become skills-ready: hiring decisions tied to outcomes, and employees supported with clear paths to grow and contribute.

See SmartRecruiters for 麻豆原创 SuccessFactors in action:听Catch the听听of our March 5 webinar – 鈥淭he Future of Intelligent Hiring鈥� – to explore how 麻豆原创 is redefining hiring, talent orchestration, and long-term workforce strategy.

Lara Albert is chief marketing officer, 麻豆原创 SuccessFactors.
Rebecca Carr is CEO of SmartRecruiters, an 麻豆原创 company.

Attracting and hiring the best talent is more important and more competitive than ever before. According to the , 70% of organizations plan to hire new staff with emerging in-demand skills by 2030. Yet, more than three-quarters of board members and C-suite executives regard skills and talent availability as a for their organizations.

The message is clear: hiring isn鈥檛 just an HR challenge. It鈥檚 a business imperative.听

With 麻豆原创鈥檚 recent acquisition of SmartRecruiters, we are thrilled about the opportunity to help our customers face this challenge head-on. As entrepreneurs and business leaders, we鈥檝e been at the forefront of innovation in the HCM market, and we recognize that we are at a pivotal moment that demands more than incremental improvements. Together, we鈥檙e excited to deliver bold innovation and flexibility to help our customers not only attract and hire top talent, but to continuously nurture that talent to learn, grow, and push the boundaries of what is possible.听

Uniting talent acquisition and HCM leadership

麻豆原创 SuccessFactors HCM is an AI-enabled global suite of HR solutions, expanding across core HR and payroll, talent management, employee experience, analytics, and more. SmartRecruiters is a leading recruiting AI company with the mission of making hiring easy and deep expertise in high-volume recruiting, recruitment automation, and AI-enabled candidate sourcing, experience, and engagement.

Individually, we have led the way in building robust talent acquisition software to empower thousands of organizations to attract, engage, and hire the best talent. United, we are amplifying our impact.

Combining the scale of 麻豆原创 SuccessFactors, the depth of 麻豆原创 Business AI, and the expertise of SmartRecruiters will result in robust benefits for our customers.

• User-friendly interfaces and seamless workflows will provide improved decision-making, reduced time-to hire, and better experiences for candidates, hiring managers, and recruiters.
• Enhanced AI-enabled recruiting and hiring capabilities will deliver faster, smarter, and more equitable recruiting experiences — all with the relevant, reliable, and responsible approach of 麻豆原创 Business AI. We will be able to enhance our ability to deliver intelligent candidate recommendations, predictive hiring insights, and personalized candidate experiences.
• The benefits of bringing our products together extend beyond the hiring process. A single system of record and harmonized data across SmartRecruiters and 麻豆原创 SuccessFactors will provide rich insights into talent pools, hiring bottlenecks, and workforce planning — because talent acquisition is only the start of an employee鈥檚 journey with an organization.听

Talent acquisition is no longer just about filling roles. Together, 麻豆原创 and SmartRecruiters will help organizations build smarter, more resilient workforces that are agile, skills-driven, and ready to meet the future head-on.

Dan Beck is general manager and chief product officer for 麻豆原创 SuccessFactors.
Rebecca Carr is CEO of SmartRecruiters, an 麻豆原创 company.

The SmartRecruiters platform, known for its intuitive user experience and seamless workflows, will now be integrated with the 麻豆原创 SuccessFactors Human Capital Management (HCM) suite. This addition to the 麻豆原创 SuccessFactors portfolio will make it easier for enterprises to manage the entire hiring lifecycle, from sourcing to onboarding, with enhanced AI-enabled recruiting capabilities that result in faster time-to-hire, improved candidate experiences and deeper analytics for workforce planning. SmartRecruiters customers will maintain the flexibility to continue using SmartRecruiters solutions with 麻豆原创 or other HCM solutions.

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About SmartRecruiters

SmartRecruiters is the Recruiting AI Company that transforms hiring for the world鈥檚 leading enterprises. Built for global scale, SmartRecruiters delivers an AI-powered hiring platform that automates and optimizes the entire talent acquisition process, ensuring faster and smarter hiring decisions. More than 4,000 organizations, including Amazon, Visa, and McDonald鈥檚, rely on SmartRecruiters to build winning teams. For more information, visit听.

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麻豆原创 麻豆原创 Room;听press@sap.com

This document contains forward-looking statements, which are predictions, projections, or other statements about future events. These statements are based on current expectations, forecasts, and assumptions that are subject to risks and uncertainties that could cause actual results and outcomes to materially differ. Additional information regarding these risks and uncertainties may be found in our filings with the Securities and Exchange Commission, including but not limited to the risk factors section of 麻豆原创鈥檚 2024 Annual Report on Form 20-F.
漏 2025 麻豆原创 SE. All rights reserved.
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SmartRecruiters鈥� deep expertise in high-volume recruiting, recruitment automation and AI-enabled candidate experience and engagement are considered an ideal addition to the 麻豆原创 SuccessFactors human capital management (HCM) suite. The planned acquisition will strengthen 麻豆原创鈥檚 all-in-one HCM suite, so customers have the tools they need to attract and retain top talent in an increasingly competitive landscape.

SmartRecruiters鈥� powerful, user-friendly interfaces and seamless workflows will complement 麻豆原创鈥檚 robust HR tools 鈥� improving decision-making, reducing time-to-hire and providing a better experience for candidates. Embedded analytics and AI-driven recommendations from both companies will provide rich insights into talent pools, hiring bottlenecks and workforce planning.

鈥淗iring the right people is not just an HR priority 鈥� it鈥檚 a business priority. With this planned acquisition, we will help our customers attract and hire the best talent so they can advance their talent acquisition agendas with speed and agility, while lowering their total cost of ownership,鈥� said Muhammad Alam, member of the Executive Board of 麻豆原创 SE, 麻豆原创 Product & Engineering. 鈥淐ustomers will be able to manage the entire candidate lifecycle 鈥� from sourcing and interviewing to onboarding and beyond 鈥� all in a single system to streamline the experience for recruiters, hiring managers and, in particular, candidates.鈥�

Customers can expect enhanced and AI-enabled recruiting and hiring capabilities, making applicant tracking and candidate screening more efficient. Data-driven hiring and recruitment analytics will flow directly into 麻豆原创鈥檚 existing HCM tools, providing a single system of record and harmonized data for compliant, seamless operations. The SmartRecruiters portfolio will also continue to be available standalone for the foreseeable future.

SmartRecruiters鈥� Software-as-a-Service solutions and platform enable more than 4,000 organizations globally to efficiently manage their hiring workflows end-to-end, offering a compelling experience to recruiters, hiring managers and candidates.

SmartRecruiters CEO Rebecca Carr said, 鈥淪martRecruiters鈥� mission has always been to make hiring easy. Joining forces with 麻豆原创 presents a tremendous opportunity for enterprises worldwide to benefit from our industry-leading approach to talent acquisition. I couldn’t be more excited for the opportunity this planned acquisition presents for our customers, partners and employees as we build the future of hiring together.”

The transaction is expected to close in the fourth quarter of 2025, subject to customary closing conditions, including regulatory approvals. Terms of the transaction were not disclosed. J.P. Morgan served as exclusive financial advisor to SmartRecruiters.

Visit the . Get 麻豆原创 news via  and .

About SmartRecruiters

SmartRecruiters is the Recruiting AI Company that transforms hiring for the world鈥檚 leading enterprises. Built for global scale, SmartRecruiters delivers an AI-powered hiring platform that automates and optimizes the entire talent acquisition process, ensuring faster and smarter hiring decisions. More than 4,000 organizations, including Amazon, Visa, and McDonald鈥檚, rely on SmartRecruiters to build winning teams. For more information, visit .

About 麻豆原创

As鈥痑 global leader in enterprise applications and business AI, 麻豆原创 (NYSE:麻豆原创)鈥痵tands at the鈥痭exus鈥痮f business and technology. For over 50 years, organizations have trusted 麻豆原创鈥痶o bring out their best by uniting business-critical鈥痮perations spanning finance, procurement, HR, supply chain, and customer experience. For more information, visit .

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This document contains forward-looking statements, which are predictions, projections, or other statements about future events. These statements are based on current expectations, forecasts, and assumptions that are subject to risks and uncertainties that could cause actual results and outcomes to materially differ. Additional information regarding these risks and uncertainties may be found in our filings with the Securities and Exchange Commission, including but not limited to the risk factors section of 麻豆原创鈥檚 2024 Annual Report on Form 20-F.
漏 2025 麻豆原创 SE. All rights reserved.
麻豆原创 and other 麻豆原创 products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of 麻豆原创 SE in Germany and other countries. Please see for additional trademark information and notices.
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