Get your SuccessFactors subscription at Exaserv. We will help you determine what the ideal package is for you and provide you with extremely competitive pricing.



Exaserv will help you set up SuccessFactors according to your needs. Every company is different. We help you take full advantage of the best practices in SuccessFactors while maintaining your uniqueness and identity.



We at Exaserv want to make sure that you continue to take full advantage of SuccessFactors. Our support centers in the US and Belgium make sure of that.

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Why Exaserv?

Whether you are a company looking for a Cloud or On-Premise HCM solution; Exaserv can be your partner. Exaserv is a global consulting organization that provides Cloud solutions, implementation services, application support, and specialized products for SAP® HCM and SuccessFactors®.

At Exaserv, we believe solving SAP HCM challenges requires a flexible approach. We understand that every organization is unique. Putting the ideal solution together for our customers is what we proud ourselves with. That’s why we offer a broad range of services, including subscription, implementation and support.


Top 5 Why

Experts       Pragmatic       HR Focus       International       Fixed Price


SuccessFactors Solutions

5 Reasons why!



1.       Transform recruiting into a strategic part of your talent strategy.
2.       Utilize one end-to-end recruiting solution.
3.       Attract and engage more candidates.
4.       Select better employees.
5.       Continuously measure the results.



1.       Guide hiring managers to make onboarding a strategic process.
2.       Empower new hires by connecting onboarding to other key talent management activities.
3.       Improve job satisfaction.
4.       Improve time to productivity.
5.       Improve first year retention.

Employee Central

1.      One global system of record with seamless integration for on-premises and cloud solutions.
2.      Complete, comprehensive workforce profiles with combined HR and talent data.
3.      Optimize workforce productivity with social collaboration.
4.      Powerful analytics with actionable insights.
5.      Continuous innovation with quarterly enhancements.

Employee Central Payroll

1.      Global reach available in 30+ countries, supporting thousands of organizations.
2.      Proven solution based on the world’s leading-edge platform.
3.      Conveniently manage payroll in-house via a cloud-based solution.
4.      Delivers legal compliance and localization.
5.      Powerful with SAP’s payroll engine, but delivered with scalability and flexibility.



1.      Pay your people based on achievement.
2.      Establish a pay-for-performance culture.
3.      Retain top talent.
4.      Increase productivity across the organization.
5.      Drive better compensation decisions with calibration and objective ratings.


Performance and Goals

1.      Communicate corporate strategy.
2.      Create meaningful individual goals across the organization.
3.      Focus employees on what matters, while enabling executives to monitor goal
4.      progress in real-time.
5.      Reward, measure, and tie employee performance to business results.



1.      Develop a comprehensive learning strategy with a complete learning management solution (LMS).
2.      Enables you to manage, develop and deploy instructor-led training
3.      formal and social online training.
4.      Eliminates the need to manage the infrastructure, bandwidth & delivery, management, security and updates for all of your e-learning programs.
5. Integrate performance, career development and learning plans


Succession and Development

1.      Anticipate and plan for staffing changes.
2.      Assure the readiness of employee talent at all levels.
3.      Align learning activities with competency gaps.
4.      Arm your workforce for current and future needs.
5.      Improve motivation with continuous development and career planning.

WorkForce Planning

1.      Leverage in-depth workforce information and benchmarks.
2.      Assess readiness to execute strategies.
3.      Forecast the impact of business.
4.      Empower executives to make better decisions.
5.      Mitigate risk and prepare to take action.

Workforce Analytics

1.      Deliver actionable, quantitative insights to your business leaders.
2.      Utilize a powerful combination of talent and business data.
3.      Produces easy to understand and consume information.
4.      Creates a catalyst for positive change in the business.
5.      Get trends information right on your dashboard


1.      Improve employee productivity and teamwork.
2.      Combine collaboration, communication, and content-creation, internally and externally.
3.      Provide a private social network to increase thought-sharing.
4.      Empower all employees – even right from a mobile device.
5.      Enable employees to showcase their expertise in an open-forum.

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From the Blog

Using LinkedIn for both Candidate and Recruiter

“Networking is an investment in your business. It takes time and when done correctly can yield great results for years to come.” – Diane Helbig.  LinkedIn is one of the most popular networking applications in the social media world, advantageous for both employers and employees. Founded in 2002 and launched the following year, was designed for eager professionals to network, increase their social pool, post jobs, job seekers to post resumes, etc. 

Read More

Employee Development

The annual or bi-annual process of performance reviews identifies your top talent as well as your low performers.   Depending on the situation, a development plan can be considered for both.  Your top performers may be successors to key positions but not quite ready; therefore, a development plan can be used to bring up their readiness.  Low performers should have a development plan so that they can increase their productivity for the organization.  Getting these plans to stick is the key.

Read More

Hiring Process – Social Media Risks & Rewards

By: Brittany Boykin

“The power of social media is it forces necessary change.” – Erik Qualman. From cutting-edge to mainstream, social media is the new black, and cannot be ignored.  In today’s era, social media intersects with the HR world via the hiring process, bringing both great risk and reward. Organizations can choose to use social media in two ways: 1) recruiting candidates by posting job openings and 2) conducting background checks to confirm a candidates qualifications for an open position.

Read More

The Threat of Ransomware Campaigns on HR Groups

By: Nicole Cronin

Ransomware does exactly what the word describes. It is a software that blocks access to files until a ransom is paid.  We are all familiar with the typical easy to spot scam email.  Currently, the target is mainly German HR groups, but they can target anyone. The way these scams work is they are emails sent mimicking a job application and once the file is opened it begins encrypting all the files on a computer holding them hostage.

Read More

Best Practice Tips for Recruiting Processes

By: Brittany Boykin

“You need to have a collaborative hiring process.” – Steve Jobs. How can you ensure the highest quality talent within your company or organization? Well, great talent does not grow on trees but sometimes it can be right underneath your nose. Why do you feel as if hiring managers revealed that 40 percent of employers are struggling to fill positions for the new year, because it’s real out here, and the process in which it is conducted is all about the proper technique? 

Read More

Some Simple Best Practices to Include in Your Onboarding Process

Every year 25% of the US workforce changes jobs which means an effective and timely onboarding process is needed for that percentage.  New hires are an integral part of any organizations workforce and the better the onboarding process, the quicker the new hire becomes effective at their job and the more they contribute.  Here are some best practices for creating your onboarding process:

Read More

Contact Info

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ALpharetta, GA 30022


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9300 Aalst

+352 20 880 272

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The Netherlands