Is there some specific, compelling feature of the solution that is driving this success?

Thanks,

Michael Krigsman

http://knowledgeinfusion.typepad.com/knowlege_infusion_blog/2007/06/another_perspec.html

I can tell you the number one reason why this company is so hot is…Lars! SuccessFactors CEO and Founder, Lars Dalgaard is the contemporary representation of what leadership should be today. I had the opportunity to meet with Lars and members of his team a few months ago and at the meeting I found him engaging, intuitive, thought provoking and generally “on his game”.

His style is “in your face” but not at all obnoxious. He truly believes that his company can help any organization that has employees; and he will tell you why. He quickly noted that SuccessFactors “is the fastest growing software company in the world.”

His message is infectious. While at SuccessFactors’ San Mateo headquarters, I had the chance to meet with members of the product team. They were passionate about what they were building and truly had an ear for what their clients were asking for…which is very refreshing.

The world of Talent Management solutions is competitive, and although I concur with the assessments Hypefree and Jim give above, look to SuccessFactors to eventually lead the space.

Lars has assembled a great cast of extremely talented and passionate people, but as he puts it…”no A–holes allowed!” There’s definitely more to come from SuccessFactors.

Dave Lewan
Thinking HR

My decision to buy a GM product has nothing to do with how awesome Jack Welch may or may not have been when he was running it. Marc Benioff is an awesome CRM leader but I wouldn’t buy his product because I think he’s got the right stuff — maybe I’d invest in an autographed poster instead.

Lets focus on tangible products and measurable results, not on who’s got the most charisma

Dave
ThinkingHR

Nice job stirring the passionate hornet’s nest associated with terms such as “hottest vendor”. I met Lars and SuccessFactors in the earliest days of his firm, and I believe it has been his passion (and good VC backing) which has kept the ship running straight and true. Who else has every accolade of their firm on both sides of a business card? *grin*

I wrote about one of the ways he’s running his firm here, which may shed some light on how he’s trying to differentiate the org.

My company has been following this same mantra for years now in the screening and assessment space. There are a lot of great companies out there, but just because they have good products and services does not mean they are a good fit for every situation.

In the end, a fair and unbiased evaluation based on key parameters that will define success is the best way to find a partner.

So while SF is one of many great companies; filter through the hype by being sure what your priorities are: Recruiting, Learning, Performance, Compensation, etc. Have a clear goal and full vision established with a plan for execution. W/o this it doesn’t matter which vendor you choose, the likelihood of failure is huge. Make sure you have full disclosure of your plans to key stake holders & buy-in before even looking at vendors. Have plenty of horror stories here…and been disqualified b/c we don’t have a specific capability.
Being in sales for years various capacities in the industry (currently at a direct competitor of SF), I’d say to any potential buyer, do you and your sales rep a favor - Take a step back and make sure your company is looking at vendors that can handle your top objectives and the rest should be nice to haves. We all have a different story and started from a different place. Maybe I’m one of a few, but I always ask -what started the search and what do you hope to gain. Buying from a performance vendor when your pain is learning is backwards and you have been bitten by the hype fairy.

bells and whistles might sell product, but don’t solve your problems

I’ve very sorry to hear that a customer, any customer, has complaints about our implementation of the product. Helping customers achieve success in Performance & Talent management is our only goal, and if we’re falling short in any part of that, we need to address it. Hypefree - I encourage you and the customers you’ve spoken with to reach out to me to discuss their implementations. I want to make sure not a single customer slips through the cracks.

As to the comment on methodology, I want to correct the record a bit. SuccessFactors’ Professional Services team follows an established methodology that has been successful with literally hundreds of clients. The implementation approach is tailored depending on the size and needs of the customer and is executed by consultants with HR domain expertise, project leadership skills and product knowledge that allows them to effectively bring clients live in weeks (versus months or years with many of our competitors).

Again, I want to make sure every single customer of ours achieves success and anything I can do to make that happen, I will. Please contact me at kpisha@successfactors.com or at 248-669-0953 if you have any comments, feedback or input that would help us reach this goal.

I’m sure SuccessFactors has a methodology. It does not appear that the methodology has been fully adopted by your services organization though. A methodology is only as good as the willingness and ability of the people using it.

This is nothing to be ashamed of. SuccessFactors is growing very quickly and all vendors seem to have these issues during rapid growth. Your organization is aware of the customers I am referring to. In fact, one customer, after receiving no response when escalating issues to your direct reports, escalated a major issue to you and received no response for a week.

I am sorry I have to post anonymously. But someone has to cut through the hype. Using my name would not allow me to post unfiltered, hype-free comments.

This “LM” has no clue and I heard from least 2 candidates but her lack of professionalism.

The products focus on xml but only a handful of tech are just started learning about it and the managers have clues.

Hope this post would help any potential candidates looking to work for this company.