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.


No longer a large upfront investment to cover implementation and training. A simple fee per user per month covers subscription, implementation, customer care and continuous improvement. No more surprises.


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.

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Why Exaserv?

Exaserv is a Global SuccessFactors Solution Provider. Our main packaged solution “Exaserv One”, combines the reselling of SuccessFactors with deployment, customer care and continuous improvement. Exaserv One truly creates a “no-worry” full predictable scenario for our customers.

Exaserv’s clients range from small organizations (300 employees), to large global organizations, which include 10,000+ employees.  Our global teams located in North America, Europe and Asia, guarantee customer care from the initial transaction through the entire lifecycle of the SuccessFactors environment.

At Exaserv, we believe solving HCM challenges requires a flexible approach. While every organization is unique, our primary focus is to work together to enhance the best practice scenarios with your company culture, and guide you through the Talent Journey as One.


Top 5 Why

Experts       Pragmatic       HR Focus       International       Fixed Price

Talent Management
HR Core
Social and Analytics

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

When is the Right Time?

“Success is simple. Do what’s right, the right way, at the right time.” – Arnold H. Glasow. You’ve worked countless hours to become an entrepreneur and what you thought was a dream becomes reality, starting your own business.  As a startup company or even a company which has been running for many years now, an entrepreneur can wear several hats, becoming heavily involved in the entire company, rather human resources, marketing, payroll, sales, etc.

Read More

Attract and Engage using Recruiting Marketing

“If you engage people on a vital, important level, they will respond.” – Edward Bond.  Did you ever think using an Applicant Tracking System (ATS); your organization can mirror your current career site via implementing a SuccessFactors module? If that answer is no, guess what, your wrong.  SuccessFactors offers a module with extensive features and functionality which integrates with your current ATS system called, Recruiting Marketing (RMK).

Read More

10 Do’s and Don’ts for Vendor Reference Calls

When engaging with a new vendor for your HRIS system, calling references is arguably one of the most important steps of the process. Although it can be time consuming to coordinate calls and analyze the feedback, the comments of peers who have recently gone through the same process can be invaluable. Below the Do’s and Don’ts:

Read More

Experience isn’t everything – What HR looks for in an applicant

“No man ever steps in the same river twice, for it’s not the same river and he’s not the same man.” – Heraclitus. The process of hiring an applicant can at times be long and dreary, as Hiring Managers have several different components which they have to weigh.  What was the duration of their last position? What type of experience do they obtain and does it match their LinkedIn page? Why are they leaving their current position? How well will they work in our team environment? Is this cover letter more generic or more personable?  All questions, which needs answers!

Read More

Become a Mentor or Not?

“Mentoring is a brain to pick, an ear to listen, and a push in the right direction.” – John C. Crosby.   Mentoring or the act there of is simply the process of sharing knowledge and experience with an employee.  The art of mentoring is there is none, just do it; this act can be done informal or formal between a senior level employee and a junior level employee. A more formal session could involve more structure such as slide shows or presentations, while an informal session can just be a conversation about the tips and tricks.

Read More

Contact Info

Exaserv US Headquarters

3780 Mansell Road, Suite 350
ALpharetta, GA 30022


Exaserv Belgium

Kareelstraat 48 Bus 2
9300 Aalst

+32 479 96 55 92

Exaserv Netherlands

Hambakenwetering 5c
NL-5231 DD ‘s-Hertogenbosch
The Netherlands

+31 6 1373 7062