List of SAP SuccessFactors Succession and Development Customers
SAP
Dietmar-Hopp-Allee 16,
Walldorf, 69190,
Germany
Walldorf, 69190,
Germany
49 6227-7-47474
Professional Services
26944
$23.2B
Since 2010, our global team of researchers has been studying SAP SuccessFactors Succession and Development customers around the world, aggregating massive amounts of data points that form the basis of our forecast assumptions and perhaps the rise and fall of certain vendors and their products on a quarterly basis.
Each quarter our research team identifies companies that have purchased SAP SuccessFactors Succession and Development for Succession and Leadership Planning from public (Press Releases, Customer References, Testimonials, Case Studies and Success Stories) and proprietary sources, including the customer size, industry, location, implementation status, partner involvement, LOB Key Stakeholders and related IT decision-makers contact details.
Companies using SAP SuccessFactors Succession and Development for Succession and Leadership Planning include: CVS Health, a United States based Healthcare organisation with 219000 employees and revenues of $372.81 billion, ExxonMobil, a United States based Oil, Gas and Chemicals organisation with 61000 employees and revenues of $339.25 billion, Microsoft, a United States based Professional Services organisation with 221000 employees and revenues of $243.00 billion, BMW, a Germany based Automotive organisation with 157457 employees and revenues of $165.84 billion, Electricity of France, a France based Utilities organisation with 171862 employees and revenues of $151.00 billion and many others.
Contact us if you need a completed and verified list of companies using SAP SuccessFactors Succession and Development, including the breakdown by industry (21 Verticals), Geography (Region, Country, State, City), Company Size (Revenue, Employees, Asset) and related IT Decision Makers, Key Stakeholders, business and technology executives responsible for the HCM software purchases.
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| Logo | Customer | Industry | Empl. | Revenue | Country | Vendor | Application | Category | When | SI | Insight | Insight Source |
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2 Sisters Food Group | Consumer Packaged Goods | 14000 | $4.1B | United Kingdom | SAP | SAP SuccessFactors Succession and Development | Succession and Leadership Planning | 2022 | Atos | In 2022, 2 Sisters Food Group deployed SAP SuccessFactors Succession and Development as a component of a suite-wide SAP SuccessFactors HR platform delivered in partnership with Atos. The program established a cloud-based core HR platform to consolidate people data and create a single view of the workforce for the group. The implementation centered on SAP SuccessFactors Succession and Development within the Succession and Leadership Planning category alongside a configured set of SuccessFactors modules, including Employee Central, Performance and Goals Management, Compensation Management and a Learning Management System. Configuration emphasized best-practice process templates, centralized talent profiles and skills inventories to support succession planning, talent calibration and ongoing development workflows. Atos integrated multiple SAP SuccessFactors modules into a unified cloud architecture supporting the group’s workforce across 35 sites and 23,000 employees in the United Kingdom, Netherlands and Poland. The deployment connected talent and learning workflows to employee master data in Employee Central, enabling role-based access, consolidated reporting and cross-module data consistency for people analytics and management reporting. Governance and process changes included consolidation and standardization of HR processes across the group, deployment of common data models and best-practice guidance from Atos to reduce local variation. Rollout activities moved 23,000 people onto the platform, standardized performance and compensation workflows, and embedded regular performance feedback and learning pathways to operationalize talent development and succession decisions. Explicit outcomes reported include employee access to more than 700 courses via the SAP SuccessFactors learning solution, improved clarity on goals and performance feedback, automation of the compensation process to support recognition, reduced manual workload for HR and faster consolidated reporting. The platform also served as a scalable acquisition integration engine, reducing the time required to integrate acquisitions from years to weeks and simplifying identification of emerging talent and internal successors. | |
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A. O. Smith Corporation | Manufacturing | 12000 | $3.8B | United States | SAP | SAP SuccessFactors Succession and Development | Succession and Leadership Planning | 2016 | n/a | In 2016, A. O. Smith Corporation implemented SAP SuccessFactors Succession and Development as its initial talent solution. The deployment established a foundation for the company’s Succession and Leadership Planning and served as the anchor for subsequent talent system rollouts. The implementation focused on core succession and development capabilities, including talent pool identification, development plan management, career pathing, and structured succession workflows. A. O. Smith went live with SAP SuccessFactors Succession and Development first and shortly thereafter deployed SAP SuccessFactors Performance & Goals, SAP SuccessFactors Learning, and SAP SuccessFactors Compensation, creating a contiguous talent management suite that spans performance management, goal setting, learning management, and compensation planning. Operational ownership was assigned to HR and talent management teams, which restructured talent review and calibration processes to leverage integrated module data. Governance emphasized centralized user roles and permissions across the SuccessFactors modules, enabling cross module orchestration of development plans, performance feedback, learning assignments, and compensation inputs. | |
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Abiomed | Life Sciences | 2003 | $1.0B | United States | SAP | SAP SuccessFactors Succession and Development | Succession and Leadership Planning | 2016 | n/a | In 2016, Abiomed implemented SAP SuccessFactors Succession and Development to establish a formal Succession and Leadership Planning capability supporting HR and adjacent business functions. The initiative was positioned as part of broader technology leadership for HR and service management tools that span IT, Facilities, Finance, Communications, and Legal. The deployment encompassed SuccessFactors Employee Central, Recruiting, Onboarding, Career Development and Succession, Goals, Performance and Compensation, with configuration focused on career profiles, succession pools, talent calibration workflows, goal hierarchies, and performance management processes. SAP SuccessFactors Succession and Development was configured to support talent reviews and role mapping consistent with standard Succession and Leadership Planning workflows. Integrations and operational coverage included a global service management transition from ServiceNow Express to ServiceNow Enterprise, with the SuccessFactors footprint integrated into HR, finance, and onboarding workflows. The program operated at a global scope across HR and service management domains, coordinating system tools and operational handoffs for IT, facilities, finance, communications, and legal teams. Governance centered on a steering committee model with directed stakeholder communications to review issues, risks, change control, and action items, and a program management approach to resolve competing demands on scope, schedule, cost, and quality while managing risk. The implementation owner oversaw vendor performance standards and concurrent implementations, led end user training delivery and communications, and partnered with Finance to conduct monthly invoice reconciliations to align program cost controls with operational delivery. | |
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Banking and Financial Services | 22267 | $10.4B | Netherlands | SAP | SAP SuccessFactors Succession and Development | Succession and Leadership Planning | 2016 | n/a |
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Manufacturing | 1500 | $200M | Australia | SAP | SAP SuccessFactors Succession and Development | Succession and Leadership Planning | 2014 | n/a |
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Manufacturing | 13200 | $3.8B | United States | SAP | SAP SuccessFactors Succession and Development | Succession and Leadership Planning | 2017 | n/a |
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Life Sciences | 1700 | $163M | Poland | SAP | SAP SuccessFactors Succession and Development | Succession and Leadership Planning | 2023 | n/a |
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Construction and Real Estate | 8684 | $3.2B | Canada | SAP | SAP SuccessFactors Succession and Development | Succession and Leadership Planning | 2018 | n/a |
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Insurance | 12785 | $18.8B | United States | SAP | SAP SuccessFactors Succession and Development | Succession and Leadership Planning | 2018 | n/a |
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Manufacturing | 27900 | $14.4B | United States | SAP | SAP SuccessFactors Succession and Development | Succession and Leadership Planning | 2014 | n/a |
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Showing 1 to 10 of 517 entries
Buyer Intent: Companies Evaluating SAP SuccessFactors Succession and Development
ARTW Buyer Intent uncovers actionable customer signals, identifying software buyers actively evaluating SAP SuccessFactors Succession and Development. Gain ongoing access to real-time prospects and uncover hidden opportunities. Companies Actively Evaluating SAP SuccessFactors Succession and Development for Succession and Leadership Planning include:
- Warehouse Storage Solutions United Kingdom, a United Kingdom based Distribution organization with 10 Employees
- University of Notre Dame, a United States based Education company with 1526 Employees
- B.A.D Gesundheitsvorsorge Und Sicherheitstechnik Germany, a Germany based Healthcare organization with 3700 Employees
Discover Software Buyers actively Evaluating Enterprise Applications
| Logo | Company | Industry | Employees | Revenue | Country | Evaluated | ||
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FAQ - APPS RUN THE WORLD SAP SuccessFactors Succession and Development Coverage
SAP SuccessFactors Succession and Development is a Succession and Leadership Planning solution from SAP.
Companies worldwide use SAP SuccessFactors Succession and Development, from small firms to large enterprises across 21+ industries.
Organizations such as CVS Health, ExxonMobil, Microsoft, BMW and Electricity of France are recorded users of
SAP SuccessFactors Succession and Development for Succession and Leadership Planning.
Companies using SAP SuccessFactors Succession and Development are most concentrated in Healthcare, Oil, Gas and Chemicals and Professional Services, with adoption spanning over 21 industries.
Companies using SAP SuccessFactors Succession and Development are most concentrated in United States, Germany and France, with adoption tracked across 195 countries worldwide. This global distribution highlights the popularity of SAP SuccessFactors Succession and Development across Americas, EMEA, and APAC.
Companies using SAP SuccessFactors Succession and Development range from small businesses with 0-100 employees - 1.74%, to mid-sized firms with 101-1,000 employees - 6.58%, large organizations with 1,001-10,000 employees - 43.91%, and global enterprises with 10,000+ employees - 47.78%.
Customers of SAP SuccessFactors Succession and Development include firms across all revenue levels — from $0-100M, to $101M-$1B, $1B-$10B, and $10B+ global corporations.
Contact APPS RUN THE WORLD to access the full verified SAP SuccessFactors Succession and Development customer database with detailed Firmographics such as industry, geography, revenue, and employee breakdowns as well as key decision makers in charge of Succession and Leadership Planning.