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SAP SuccessFactors Review – PCMag.com

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Very full-featured HR suite from an enterprise-class vendor
SAP SuccessFactors is more focused on small business than you'd expect from software made by enterprise-oriented SAP. Nevertheless, the product works well, and carries an intuitive interface and enough features to garner it our Editors' Choice award.
SAP is an industry leading provider of enterprise resource planning (ERP) software and databases, but it also offers SAP SuccessFactors, an excellent cloud-based human resources (HR) software package geared towards small to midsize businesses (SMBs). Starting at $8 per user per month or as an annual subscription beginning at $85 per employee, it is well organized and with all the features any midsized and larger business will need.
We’ve reviewed SAP SuccessFactors as an overall HR management suite. However, as the name implies, SAP SucessFactors has outstanding performance management features, which is where the product began. So it’s important to note that the performance management category is where the product earns our Editors’ Choice award.
But while it did well as a performance management tool, SAP SuccessFactors did not win our Editors’ Choice award in our overall HR software and management system review roundup. That recognition instead goes to BambooHR, which also shares its Editors’ Choice award for performance management because it best exemplifies not only a SMB-oriented approach to HR, but also a more fluid paradigm in performance management. This new paradigm elevates job and goal appraisal from a stratified, annual process to an everyday work management tool.
SAP SuccessFactors was a known quantity in cloud-based corporate HR software a decade before launching “Perform and Reward” in 2011 (since rebranded as “SuccessFactors”). This service is the little sister to the company’s enterprise-level HR platform and uses the same software code. It targets businesses with five to 500 employees, and includes personnel files, organization chart, goal setting and performance management, and related Android and iPhone applications.
SAP SuccessFactors doesn’t include some of the people management tools competitors such as Zenefits and WebHR provide, most notably benefits administration (BA). But what it does have is top-notch, which is evident from the moment you create an account. The Setup wizard is a digital butler ready to act at your bidding, asking what task you want to perform and then offering video tutorials and other guides to get you started.
All SAP SuccessFactors users log onto the same home screen dashboard, though system administrators and manager-level users can access more functions than regular employees. The efficiently-laid-out dashboard is organized as a series of tiles representing the software’s main operations. There’s a to-do list, performance goals and reviews, a tile called “My Team” for tracking members of a workgroup or department, and links to other parts of the tool. Users at any level can customize their dashboard by using a Tile Browser to add or remove tiles.
While some HR software makes simple operations (such as adding a new hire) daunting, SAP SuccessFactors walks you through the process. I used the setup wizard and chose “Add a new employee” to watch a short video tutorial. From there, I clicked Add User to produce an employee form that I filled out with a new hire’s information. Anywhere I got stuck, I could hover the cursor over the box to read more instructions on what to do—a nice touch. If I needed to add a bunch of employees at once, I could use a handy tool for uploading the data from a spreadsheet. The system also gave me the option of adding custom fields and sending welcome notes to new hires.
New hire data is automatically added to the Organization Chart, which is reachable from the dashboard’s main navigation bar. The visually-oriented Organization Chart shows each employee’s photo, a convenient way for a manager to match a new hire’s name and face. On the Organization Chart, when I clicked on the employee I’d just added, it pulled up an employee card with their contact info, department, and manager.
The employee card also links to the person’s work goals for the year, performance review history, and skills and certifications. If I was logged on as a manager, from the Organization Chart I could send an employee a message from their employee card. Or I could give them a digital badge they could display in their profile for doing well on a project or meeting a goal.
SAP SuccessFactors includes an internal talent search feature, a helpful feature I didn’t come across in the other HR software solutions I reviewed. A company owner or HR director could use the talent search feature to do a keyword search of all personnel data for specific skills and competencies. Say you’re a retailer that’s opening a new store in San Antonio. You could do a keyword search and find all existing employees who speaks Spanish and English and then follow up accordingly.
Performance management has been SAP SuccessFactors’ longtime bread and butter. So it’s no surprise that it has one of the most thorough performance review modules I tested. This makes it ideal for companies that do rigorous employee evaluations—and the antithesis of pared-down review processes offered by competitors such as Editors’ Choice BambooHR.
SAP SuccessFactors divides reviews into two parts: Goals, which managers and employees use to create goals on which to work, and Performance, the actual review process that rates how well they did in achieving those goals. When logged into Goals as an admin or manager, I could pick an employee or team, and then create financial, training, or other goals for them. Or I could pick goals from a goal library that’s built into the software. For managers who want to directly link performance to training, SAP SuccessFactors does have a Learning module, though we didn’t test it for this review. The solution includes training dashboards for both users and their managers that link to a content network managed internally or through SAP.
To do reviews, I logged into Performance to rate employees on how well they’re doing, and rate all of the employees in my department against each other. If I was stuck on how to describe how someone was doing, I could copy and paste phrases from a library of common performance review verbiage—an example of the type of feature that makes this software stand out. Logged in as an employee, I could set goals for myself or complete a self-assessment for my performance review.
At any point in the software, clicking a Support tab on the far right-hand side of the page let me access the SAP SuccessFactors Community Search, a FAQ, and an archive of how-to information called the Knowledge Base. I could contact Support to report or follow up on a problem, chat online with a customer service rep, or dial a toll-free, 24/7 help line for non-technical questions.
SAP SuccessFactors now offers a career website builder as part of its SAP SuccessFactors Recruiting solution. Tying this to your HR platform lets you manage employee interactions from A-Z. The tool offers dynamic layouts, templates, real-time site updates, and basically anything you’d find on a consumer website builder. The goal is to make life easier for HR managers who are posting, tracking, and filling positions. When combined with the overall HR platform, this is a nifty integration for HR on every front.
As could be expected from software that pays so much attention to customer service, SAP SuccessFactors costs more than most. Tiered pricing for annual subscriptions starts at $85 per employee for companies with up to 100 employees (equivalent to approximately $8 per employee per month), and drops from there depending upon size of the user base. That puts the minimum cost at least two to three times more than Cezanne HR and premium plans from WebHR.
SAP improved the system’s overall functionality with two new features. Performance & Goals now provides in-depth goals management, performance assessments, and a continuous performance management dashboard that allows for routine check-ins between employees and managers. SAP has also added a mentoring feature that automatically pairs junior and senior employees to provide support for career-minded employees.
SuccessFactors has Android and iPhone apps that mirror the admin, manager, and employee access levels of the web-based tool. The mobile apps, which have similar functionality to apps offered by SAP’s competitors, offer limited number of functions, like recording work goals and activities.
SAP SuccessFactors has been in the HR software business for a long time and it shows. SAP SuccessFactors is a good-looking, well-organized HR tool that offers loads of help for getting started and performing routine functions. All of that comes at a cost that’s substantially higher than you would pay for rival software, making it one of the more expensive available options. The company’s experience is especially evident in SAP SuccessFactors’ Goals and Performance modules, which are extensive but could be overkill for companies that don’t put that much time and efforts into the review process.
The SAP SuccessFactors Performance & Goals solutions supports performance management in a number of ways. With Goals Management, managers and employees create, share, and track goals. When logged into Goals as an admin or manager, you can pick an employee or team, and then create financial, training, or other goals for them. Or you can pick goals from a built-in goal library. With Performance Assessments, managers can accurately and objectively assess employee performance relative to specific goals. Through the solution’s new Continuous Performance Management capabilities, employees and managers can engage in frequent check-ins and routine performance-oriented dialogue and feedback. With Continuous Performance Management, employees can create activities and capture and share achievements as they happen. Managers can provide simple feedback and coaching. Both managers and employees can capture what’s discussed in one-on-one meetings to drive more meaningful ongoing conversations.
SAP SuccessFactors is more focused on small business than you'd expect from software made by enterprise-oriented SAP. Nevertheless, the product works well, and carries an intuitive interface and enough features to garner it our Editors' Choice award.
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Michelle V. Rafter covers employment and workplace issues, Human Resources technology, and other business topics for consumer and B2B publications. She has lived in Portland, Oregon since way before it turned into Portlandia. She can be followed on Twitter @MichelleRafter and reached at [email protected]
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Centrical Names Former SAP SuccessFactors Executive, April Crichlow, as Chief Marketing Officer – Yahoo Finance

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April Crichlow joins Centrical in its next phase of expansion and hyper-growth as the global SaaS company helps customers apply AI and the "human touch" to unlock the full potential of employee engagement and performance at work.
NEW YORK and LONDON and TEL AVIV, Israel , Nov. 8, 2021 /CNW/ —
Key Details:
Centrical names April Crichlow, former SAP Executive with 20 years of technology marketing leadership, as Global Chief Marketing Officer
April will significantly scale the company's global brand awareness, demand generation, and customer success initiatives to accelerate Centrical's recognition as the leading employee-centric success platform provider.
The appointment comes at an ideal time given Centrical's hyper-growth and bold move to reimagine employee engagement and performance at levels of effectiveness not previously seen before.
Centrical, a global software as a service company and pioneer of a next-generation employee engagement and performance management platform, has named former SAP executive April Crichlow as Chief Marketing Officer.
As leader of Centrical's fast-growing, multi-discipline marketing team, April will define, oversee, and scale the company's global brand-building strategy, communications, demand generation, along with product, partner, and customer marketing initiatives to increase Centrical's recognition as the leading employee-centric success platform provider. Along with priming Centrical's rapid expansion into new markets, including geographies and industries, she will oversee digital marketing transformation and lead cross-functional marketing activities, sharing responsibility for customer acquisition, conversion, and retention.
"As part of our aggressive expansion strategy and a move reimagine work with our clients, we sought a world-class marketing leader with category-building experience and a proven track record in growth marketing – and that's precisely what April brings to Centrical," said Gal Rimon, Founder, and CEO, Centrical. "We are looking to broaden our influence and improve individual engagement, performance, and success much like we have done for Microsoft, British Telecom, Novartis, and many more customers, and April undoubtedly will help extend this success."
Brand recognition, category creation
Before joining Centrical, April served as Global Vice President and Head of Marketing for SAP SuccessFactors, a leading suite of human experience management (HXM) solutions, and a platform into which Centrical's solution integrates as an SAP-endorsed partner. In this role, April led strategic marketing plans to grow global brand recognition, revenue, customer success, and category creation of HXM, which – like Centrical's platform – is focused on technology innovations that put employees at the center of work.
April has more than 20 years of global marketing experience in technology with leadership roles across brand, demand generation, and customer growth at leading brands like SAP, SAP Ariba, and BusinessObjects. April is also a Board Member and leading thinker on diversity, equity, and inclusion and has been named a Top 100 Ethnic Minority Executive the last 4 years by EmPower, presented by the Financial Times and Yahoo Finance.
"This is an ideal and exciting time in the employee engagement and success space, and it's why I am thrilled to join Centrical, which harnesses the power of artificial intelligence to help people thrive at work with a level of effectiveness not seen before," said April. "Factors like rapid attrition, digitalization, and hybrid working models are converging around the world to disrupt the workplace and reset employee and employer expectations, so the time for a company like Centrical has never been better. I am looking forward to partnering with our customers, partners, and community around the world to unlock the full potential of employee engagement and performance at work."
For more information about Centrical, visit www.centrical.com.
About Centrical
Centrical's employee success platform blends artificial intelligence and advanced gamification with personalized microlearning, real-time employee performance management as well as adaptive coaching tools, and well-being strategies. An SAP-endorsed partner, Centrical technology integrates with SAP® SuccessFactors® Learning. The company has offices in New York, London, and Ra'anana, Israel. Customers include leading multinational enterprises, including British Telecom, Microsoft, Novartis, Synchrony Financial, and Teleperformance, and many others.
View original content:https://www.prnewswire.com/news-releases/centrical-names-former-sap-successfactors-executive-april-crichlow-as-chief-marketing-officer-301418082.html
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View original content: http://www.newswire.ca/en/releases/archive/November2021/08/c1531.html
Americans are wondering what's amiss with Wall Street after steep declines in stocks and a surge in bond yields in recent weeks. Here's how to think about it.
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The fall for electric vehicle charging stocks has been steep over the past year, and I don't think we're done with the sell-off yet. You can see below that ChargePoint Holdings (NYSE: CHPT), Blink Charging (NASDAQ: BLNK), and EVgo Inc (NASDAQ: EVGO) are all down over 30% in the past year and still declining.
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Dividend-paying stocks delivered an annualized return of 9.5%, which ran circles around the non-dividend payers, which trudged to an annualized gain of 1.6% over four decades. The biggest challenge for income investors is weighing yield and risk. In a perfect world, income investors would net the highest yield possible with the least amount of risk.
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In this article, we discuss the market crash predictions and 10 stocks to buy for bad times. If you want to skip our detailed analysis of these stocks, go directly to the Market Crash Predictions and 5 Stocks to Buy for Bad Times. It is no secret that the United States economy is in a […]
Berkshire Hathaway CEO Warren Buffett is one of the most successful value investors of all time. Although classic value stocks fell out of favor during the nearly decade-long bull market over the course of 2010 to 2020, and Berkshire's stock underperformed some major U.S. stock indexes as a result, these tried and true investing vehicles are making a furious comeback during this current bear market. The long and short of it is that the increasing likelihood of rising interest rates and stubbornly high levels of inflation ought to favor Buffett's value-oriented approach to investing over narrative-driven growth stocks in 2022.
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You knew it was going to happen — the stock market would fall. Because downturns are a natural outgrowth of the normal business and investment cycle, a pullback in the stock market crash is virtually inevitable. Smart investors, though, realize it's best to prepare for them, not by selling all their stocks and stashing the cash under the mattress, but by choosing investments carefully.
Markets are down significantly from record highs; in fact, the NASDAQ has entered correction territory, with a decline of 15% while the S&P 500’s decline is still at ~9%. These price declines come as the Federal Reserve signaled it will be raising rates this year. While higher interest rates will knock down inflation, stock markets are likely to take a tumble when the hikes come – and analysts are predicting anywhere from 2 to 4 rate hikes this year. The end of the central bank’s supportive poli
The FDA has issued a Complete Response Letter (CRL) to Pfizer Inc (NYSE: PFE) and OPKO Health Inc's (NASDAQ: OPK) somatrogon. Somatrogon is an investigational once-weekly long-acting recombinant human growth hormone for pediatric growth hormone deficiency (GHD). Pfizer is evaluating the FDA's comments. Earlier this week, Japan's Ministry of Health, Labour, and Welfare approved Ngenla (somatrogon) Injection 24 mg Pens and 60mg Pens for the long-term treatment of GHD pediatric patients. In 2021, H
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Former Global Head Of Vision And Customer Delivery At SAP Successfactors Joins HR Tech Startup As Chief Customer Officer – PRNewswire

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Tracey Tink joins Censia to lead exceptional customer experience
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SAN FRANCISCO, Oct. 19, 2021 /PRNewswire/ — Censia, a leading provider of Talent Intelligence technology, today announced the appointment of Tracey Tink as Chief Customer Officer. As a seasoned technology executive frequently at the forefront of HR transformation, Tink joins Censia following an explosive year of customer growth.
"We are thrilled to welcome Tracey to the Censia team in our goal of providing a world-class customer experience," said Joanna Riley, CEO and Cofounder at Censia. "Customer Success is one of the highest priorities for us and Tracey’s track record of driving top customer adoption and retention during her time as RVP of Customer Engagement at SAP SuccessFactors speaks for itself. I am incredibly proud that Censia customers will be able to leverage her expertise to bring our customer-first mentality to the next level."
Tink brings over 25 years of expertise at companies like BMO Financial Group, Ceridian, IBM, and more in customer and people experience to the Censia team. Most recently she has held various leadership roles within SAP SuccessFactors, a global Censia partner, where she focused on the continued evolution from HRIS and HCM to HXM. She also led strategies for managing scale and efficiencies across organizations. In addition to her leadership roles across enterprises, Tracey is passionate about making an impact within her community and providing opportunities for children, youth and adults with autism spectrum disorder and other intellectual disabilities as the President of the Board of Directors for Lake Ridge Community Support Services, a non-profit provider of Applied Behavioral Analysis (ABA) services.
"I’m so excited to join Censia and be a part of this amazing team and a company with such strong momentum in a time of great disruption in HCM." said Tink. "Censia is doing extraordinary things, and I look forward to building trusting, meaningful relationships with our customers and being considered an extension of their organization to help establish a thriving customer community as we change the way talent decisions are made."
Tracey Tink joins Censia during a time of rapid customer growth, the recent announcement of their Series A funding, and the launch of an API-first product offering. She will lead all customer operations including the customer success, onboarding, renewal, and customer support functions at Censia with a focus on building deep customer relationships and developing a thriving customer community.
About Censia
Censia’s mission is to create a more just and efficient global economy, liberating the global talent pool from unconscious bias and privilege by enabling data-driven talent decisions. Censia Talent IntelligenceTM is a comprehensive data platform that leverages advanced system intelligence powering the ability to make data-driven talent decisions with continuous, extensive and actionable insights across the entire talent management lifecycle. Leading enterprises like the American Heart Association, Tapestry, Gerdau and many more have chosen Censia to help them find, develop and retain a high quality, diverse workforce and forecast future talent needs to scale quickly, enable innovation and improve operational excellence for a fraction of the time and cost it takes today. For more information, visit www.censia.com.
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Olivia from Paradox Now an SAP Endorsed App Available on SAP® Store – PRNewswire

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Solution offers clients additional security for conversational recruiting software, improved cloud quality and results
SCOTTSDALE, Ariz., Dec. 22, 2021 /PRNewswire/ — Paradox announced today that its Olivia solution is now an SAP endorsed app, available for online purchase on SAP® Store. SAP Endorsed Apps are a category of solutions from SAP’s partner ecosystem that help customers become best-run, intelligent enterprises and are meant to deliver value with desired outcomes.
"Our partnership with SAP has always been about working together to help clients solve their biggest recruiting challenges," said Aaron Matos, Founder and CEO, Paradox. "Through our SAP partnership, we’ve been able to amplify our reach across a global client base. Achieving SAP endorsed app status is a testament to our longstanding partnership with SAP to provide clients with a fast, streamlined, mobile-first experience for candidates, hiring managers, and talent acquisition teams."
SAP Endorsed Apps are premium certified by SAP with added security, in-depth testing and measurements against benchmarks results.
In early 2019 Paradox’s AI assistant, Olivia, was accepted into the elite SAP.iO Foundries program in San Francisco, part of SAP’s global network of top-tier startup accelerators. Soon after, Olivia became available for digital purchase on SAP Store and Paradox joined the SAP PartnerEdge® program to integrate with SAP solutions in a faster, more connected way to support businesses using SAP SuccessFactors® solutions. Paradox’s solution quickly progressed through SAP’s partner solution progression path from validated to spotlight app status. Today, Olivia is the only digital recruiting assistant on SAP Store using AI/machine learning (ML) empowered natural language processing to support communications in SMS text, live chat and email.
"Ecosystem innovations are essential to SAP’s vision and delivery of the intelligent enterprise. We applaud Paradox on achieving endorsed app status for its conversational recruiting software," said Lori McNally, Global VP SAP SuccessFactors Business Development & Ecosystem at SAP. "Partners like Paradox are positioned to help us deliver on a vision and provide new innovations to our customers – quickly, easily and with solutions that have achieved premium certification and support of SAP."
Global employers that implement Olivia to enhance the SAP SuccessFactors Recruiting solution can elevate the applicant and candidate experience with personalized, timely communications to sustain engagement. Olivia’s intelligence communicates uniquely to candidates in various stages of the application process including passive candidates that might not be ready to apply. Olivia directly assists active applicants to auto-progress through a typical application workflow creating applicant and candidate efficiencies which can be very strategic in high-volume hiring scenarios. Olivia’s simple, conversational experiences are supported in more than 100 languages across the web, text messaging and messaging apps.
"Olivia has been an incredible enhancement to our SAP SuccessFactors Recruiting platform," says Gui Neves, Talent Acquisition Global Transformation Lead at Nestle. "Our ability to engage with candidates across 47 countries in 18 different languages 24/7 has been critical to achieving our hiring goals. We look forward to our continued partnership and success with SAP and Paradox."
With companies continuing to face significant hiring challenges into 2022, Paradox expects the partnership with SAP will continue to be critical as more clients discover how Olivia can help improve the candidate recruitment experience and automate recruiting work to reduce time-to-hire. SAP’s endorsement adds to a year of significant achievements for Paradox, including its Experience Assistant being named Top Product of 2021 by Human Resources Executive; acquiring Traitify — the world’s fastest, mobile-first assessment platform; debuting on the Inc. 5000 List of America’s Fastest-Growing Private Companies and being named one of Forbes’ Best Startup Employers.
Olivia is available for digital discovery and purchase at SAP Store, the digital marketplace for solutions from SAP and its partners. SAP Store provides customers with real-time access to more than 1,800 innovative solutions from SAP as well as partner solutions that complement and extend their SAP applications, enabling digital transformation of their business.
About Paradox
Paradox is building the world’s leading conversational recruiting software to drive automation with a human touch. Serving global clients with hiring needs across high-volume hourly and high-skilled professional roles, Paradox’s conversational assistant Olivia does the work talent teams don’t have time for — screening candidates, scheduling interviews, and more through fast, mobile-first interactions.
The Scottsdale-based startup has earned the trust of the world’s largest employers — including Unilever, McDonald’s, Nestle, CVS Health, and General Motors — and won numerous awards, including Human Resource Executive’s Best Product of 2019 and 2021, and consecutive honors in 2020 and 2021 as a Forbes Top Startup Employer. In late 2021, the company was ranked the fastest growing company in HR Tech by the Deloitte Fast 500 in 2021. To learn more about Paradox, visit www.paradox.ai. To explore career opportunities, visit careers.paradox.ai.
SAP Forward-looking Statement
Any statements contained in this document that are not historical facts are forward-looking statements as defined in the U.S. Private Securities Litigation Reform Act of 1995. Words such as "anticipate," "believe," "estimate," "expect," "forecast," "intend," "may," "plan," "project," "predict," "should" and "will" and similar expressions as they relate to SAP are intended to identify such forward-looking statements. SAP undertakes no obligation to publicly update or revise any forward-looking statements. All forward-looking statements are subject to various risks and uncertainties that could cause actual results to differ materially from expectations. The factors that could affect SAP’s future financial results are discussed more fully in SAP’s filings with the U.S. Securities and Exchange Commission ("SEC"), including SAP’s most recent Annual Report on Form 20-F filed with the SEC. Readers are cautioned not to place undue reliance on these forward-looking statements, which speak only as of their dates. © 2021 SAP SE. All rights reserved.
SAP and other SAP products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of SAP SE in Germany and other countries. Please see https://www.sap.com/copyright for additional trademark information and notices. All other product and service names mentioned are the trademarks of their respective companies.
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