Brief summary of SmartRecruiters, the SAP acquisition, and the replacement of SAP SuccessFactors Recruiting
SAP SmartRecruiters
Placing SmartRecruiters in the SAP ecosystem
SmartRecruiters is a modern e-recruiting software that helps companies map recruiting processes in a holistic, scalable, and data-driven way. The solution is positioned as a central recruiting platform and plays an important role in the future direction of SAP recruiting. The focus is on a consistent candidate journey, high user-friendliness, and the use of AI in recruiting to support processes such as pre-selection, matching, and decision-making. The goal is to make recruiting more efficient, reduce time-to-hire, and improve collaboration within the hiring team - even when dealing with high volumes of applicants.
Technically, SmartRecruiters is based on the SmartOS platform as the foundation for processes, data, and integrations. This is complemented by Winston, the integrated AI component, and the SmartRecruiters Marketplace, through which additional functions and extensions can be connected.
The following sections take a closer look at how SmartRecruiters can be integrated into existing system landscapes, what customization options are available, and what framework conditions are relevant for implementation and operation.
What integration models are possible?
SmartRecruiters can be flexibly integrated into existing system landscapes. Depending on the target vision, organization, and technical starting point, both stand-alone-scenarios and integrated operating models are possible.
In the standalone approach, SmartRecruiters is operated as an independent recruiting platform, while downstream processes such as onboarding or personnel administration remain in other systems. Alternatively, SmartRecruiters can be integrated into existing HR architectures to enable end-to-end processes and consistent data flows. Various integration mechanisms are used for the technical connection.
XML-based interfaces are still common in some existing recruiting setups, while SmartRecruiters increasingly relies on API-based integrations. These enable greater flexibility, better maintainability, and future-proof expansion of the system landscape, especially when connecting third-party systems, partner solutions, or individual extensions.
The type of integration that makes sense depends on factors such as process complexity, data volume, governance requirements, and the planned maturity level of the recruiting process.
When can SmartRecruiters be implemented?
Stand-alone: available immediately. Integrated into SuccessFactors: from around March 2026, when the pickable tenants are ready. Early adopter programs are planned.
How much effort is required for implementation?
SmartRecruiters requires approximately 80% less effort in the mid-market and around 60% less in the enterprise sector. Configuration is quick, and the focus shifts more towards change management (departmental and works council coordination).
What does the migration path look like?
Migration involves more than just data transfer. Standard migration packages are available for requisitions, candidates, and talent pools. Process and template migration represents the greatest effort. SuccessFactors workbooks can be partially translated, but not completely in special cases.
SmartRecruiters offers companies various options for specifically shaping the candidate experience and consistently reflecting their own employer branding in their recruiting. The focus is not on technical implementation, but rather on consciously shaping the applicant experience across all relevant touchpoints. In addition to the standard functions, recruiting processes and interfaces can be expanded and customized with add-ons and individual custom user interfaces (CUI). These make it possible to design application processes, communication logic, and interactions from the candidate's perspective and tailor them to different target groups - without unnecessarily complicating the underlying platform.
How are career sites technically connected?: SmartRecruiters offers APIs for postings, candidates, and requisitions. Custom career websites and CMS solutions are possible. Multilocation is mapped through additional publications. Translations are done via Excel or API.
Data protection and compliance are key requirements when introducing modern recruiting software. In Europe in particular, GDPR compliance, transparency in handling applicant data, and early involvement of the works council play a decisive role and influence both technical and organizational decisions.
SmartRecruiters has historically been strongly focused on the US market. With its strategic integration into the SAP portfolio, European data protection requirements, regulatory frameworks, and governance issues are becoming increasingly important. Accordingly, aspects such as data storage, access concepts, logging, and auditability are being further developed and given greater consideration. For companies, this means that issues such as data protection concepts, co-determination processes, clear role and authorization concepts, and the traceability of decisions in recruiting should be considered at an early stage.
Our consulting packages
p78 as a partner for SmartRecruiters
Every recruiting organization has different requirements - depending on company size, team structure, hiring volume, and the desired level of automation. That's why p78 offers various consulting packages for SmartRecruiters that are tailored to typical starting situations - from quickly setting up a functional recruiting base to scalable, data-driven recruiting transformation.
The following four packages show which scope of services makes sense depending on your needs and how p78 supports you in introducing SmartRecruiters in a structured manner, developing it further, and anchoring it sustainably in your everyday work.
| Essential (6–8 weeks) | Professional (8–12 weeks) | High Volume (12–24 weeks) | Complete (individual) | |
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| Target Group | Small and medium-sized companies with basic recruiting requirements and limited internal resources. | Growing companies with a focus on structured teams and scalability. | Companies with high hiring demand and high fluctuation (e.g. logistics, retail, production). | Large enterprises and corporations with complex, data-driven recruiting and high hiring volumes. |
| Consulting Objective | Fast and clean setup of a functional recruiting foundation with a focus on efficiency and transparency. | Professionalization of recruiting through process automation and improved candidate interaction. | Maximum scalability and speed while maintaining consistent quality. | Holistic transformation of recruiting into a strategic talent machine. |
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up to 5 short workshops
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up to 5 workshops
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up to 10 workshops
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up to 12–15 workshops
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p78 SmartRecruiters Starter Package
If you would first like to obtain a structured overview, the SmartRecruiters Starter Package is available to you. It provides a sound basis for decision-making by analyzing your initial situation, comparing relevant options, and creating transparency regarding costs, dependencies, and possible courses of action.
Request the SmartRecruiters Starter Package now
FAQ
How long will the transition period be? Will there be a hard cut?
There is no fixed deadline and no mandatory switch. SAP is planning a hybrid phase lasting several years, during which SuccessFactors Recruiting and SmartRecruiters will exist in parallel. SuccessFactors Recruiting will remain available as long as customers continue to use it. There are no plans for a “hard cut.” Internal discussions on the rules for switching are ongoing, but no final decision has been communicated yet.
Do customers have to switch to SmartRecruiters?
No. SAP pursues a coexistence strategy: SmartRecruiters standalone, integrated into SuccessFactors, or parallel to SuccessFactors Recruiting. There are no plans to force a change.
What do hybrid scenarios look like?
Regional hybrid models such as SmartRecruiters in the USA and SuccessFactors Recruiting in Europe are supported. Hybrid architectures already exist today.
Is there a change quota or internal change rules?
Internal coordination takes place weekly between Product, Engineering, and Commercial. Final publishable change rules are not yet available.
When will the integrated solution be available?
The integrated solution “SuccessFactors SmartRecruiters” is expected to be available for commissioning by March 2026 at the latest. This depends on tenant approvals, product design, and technical dependencies.
What will happen to existing p78 products?
p78 products will not be ported to SmartRecruiters, as many of these functions are already covered more natively in SR. Partner apps will continue to run, but some of their contract structures will change from 2026 onwards. Existing contracts will remain valid.
Sanctions lists
There are providers for SuccessFactors, and similar providers are expected to be available for SR in the Marketplace. There is no confirmed solution for EU-specific requirements.
How flexible is SAP when it comes to contracts?
SAP reviews switching options on a case-by-case basis (term, products, investments). The goal is maximum flexibility. There is no one-size-fits-all standard solution.
Is SmartRecruiters becoming more configurable?
Extensions are planned (templates, compliance, more complex scenarios). No concrete commitments have been made yet. Initial functional gaps (“blind spots”) have been identified and are being addressed.
SAP HCM On-Prem & SmartRecruiters
Technically possible via API connections. Official complete architectures are still in development. EC often acts as a central integration layer.
Support in hybrid scenarios
Hybrid scenarios are no more prone to errors than other interface scenarios. SR support will be more closely integrated into the SAP support world in the future.
What are the top 3 benefits of SmartRecruiters?
- Significantly lower implementation costs
- Modern, intuitive user experience
- Strong integration and marketplace ecosystem
When should you consider SR?
Depending on the individual situation: Stable processes & high satisfaction → later change makes sense. Dissatisfaction with candidate experience or interview planning → earlier use of SR makes sense.
Reporting
SR has its own reporting system. Upon integration, it is expected that data will also be available in SuccessFactors People Analytics. However, the technical details are not yet finalized.
Onboarding & EC
SmartRecruiters will be positioned between EC and Onboarding in the future. Preboarding functions will remain, as will SuccessFactors Onboarding 2.0.