SilkRoad technology Continues To Expand Globally With Senior Appointment, New Offices In France…from SilkRoad

February 24, 2011

 

Recent Funding Empowers Continued Market Growth

HRchitect featured SilkRoad in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems vendors that businesses should consider. SilkRoad competed in the HRchitect Beauty Pageant on Onboarding Systems in January 2009, and the HRchitect IRONMAN on Mid-Marketing Talent Acquisition Systems on June18, 2010, where they were crowned the winner of each. Brian Platz, EVP and COO of SilkRoad also appeared on the HRchitect WebMingle on March 20, 2009. Finally, HRchitect attended the SilkRoad user conference, SilkRoad Connections, in May 2010.

If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

SilkRoad technology, inc., the leading provider of talent management solutions, announced today it has expanded its global operations by opening a new corporate office in France. The new Paris-based office, which will be led by Didier Bichon, Vice President Western Europe, will support SilkRoad’s direct sales and marketing efforts throughout the region.  This announcement comes in the wake of the company’s announcement this past November that it secured a $40 million dollar investment round of capital from new investors Intel Capital, Tenaya Capital, West Summit, SunBridge and existing investors Foundation Capital, Azure Capital and SilkRoad Equity to build out operations that capitalize on the increasing global market demand for talent management solutions and for its recent opening of an office in Japan.

“SilkRoad’s new locations in France, England and Japan will enable us to continue delivering on our promise to investors to expand our operations to a new client base worldwide,” said Andrew J. “Flip”Filipowski, Executive Chairman and Chief Executive Officer of SilkRoad technology. “Didier and the rest of the new teams bring with them a wealth of knowledge and great market insight.  They are the best of the best and we are excited to welcome them to the SilkRoad team.”  

Bichon has a stellar track record in the talent management space and is a pioneer in developing software-as-a-service (SaaS) in France and Europe.  He most recently headed the French-based operations for MrTed, where he built the business and created brand awareness. Previously, Bichon was at Vurv Technology Southern Europe and successfully built the region from the bottom up for them. There are currently five employees at the new SilkRoad French office, which is continuing to expand staff in order to deliver first class service solutions to the local market.  SilkRoad solutions localized in French, Spanish and German are already available. 

The new SilkRoad offices will focus on new client acquisition, support for SilkRoad’s global clients, building brand awareness in the market, and developing the Human Capital Management space in the regions.   

For more information on SilkRoad, please visit www.silkroad.com
Matt Lafata, HRchitect


Kenexa Named a Major Player in IDC MarketScape Report on Talent Management…from Kenexa

February 22, 2011

 

Kenexa’s Strong Consulting Practice, Research and Development Cited in Vendor Analysis

HRchitect featured Kenexa in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems and top Talent Management Systems vendors that businesses should consider. Derek Bluestone, VP Product Marketing appeared on the HRchitect WebMingle on June 17, 2010. HRchitect’s Matt Lafata, one of the industry’s leading talent management systems analysts, attended the Kenexa Analyst Day in May, 2010 and the Kenexa World Conference in 2009 and 2010.

If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

Kenexa (NASDAQ:KNXA), a global provider of business solutions for human resources, announced today that it has been named a major player in IDC MarketScape: Worldwide Integrated Talent Management 2011 Vendor Analysis  for the third consecutive year. Kenexa was assessed and included in the report based on the strength of its global integrated talent management capabilities and strategies.

In the report, IDC identified Kenexa as a major player “with strengths in global reach, a force of hundreds of PhDs knowledgeable in talent and assessment, a strong consulting practice, and a large R&D organization that takes advantage of offshore resources.” The analysis highlighted Kenexa’s 2x™ release and discussed how the recent Salary.com acquisition may further differentiate the company in the future.

IDC’s 2011 MarketScape report evaluated the offerings and prospects of the worldwide integrated talent management market’s leading providers based on detailed criteria that IDC identifies as key factors contributing to vendor success. The results are based on both quantitative and qualitative characteristics that determine each service provider’s current capabilities and future strategies. IDC noted several key success factors for talent management—customer service, innovation and growth strategy—and placed greater weight on how well the companies execute than they have in past years.

“The vendors serving the market for integrated talent management have advanced their offerings in features and functions through both organic development and acquisition,” commented Lisa Rowan, program director, HR, Talent, and Learning Strategies for IDC. “Despite a number of acquisitions, the market is still crowded, so consolidations will likely continue. As the market continues to mature, differentiation will come from excellence in execution and superior customer service.”

Kenexa’s 2x Talent Management platform includes an integrated suite of Recruitment, Assessment, Onboarding, Mobile and Performance Management solutions that support the entire employee lifecycle from pre-hire to exit, with twenty percent of the Fortune 100 companies using the 2x platform to power their Talent Management business processes.

“We are pleased that IDC has once again recognized Kenexa’s strong presence in the global talent management market,” noted Eric Lochner, president, Global Talent Management at Kenexa. “Integrated Talent Management is a booming market, and Kenexa’s 2x Platform continues to be selected by marquee clients such as KPMG Australia and YUM! Brands China.”

For more information on Kenexa, please visit www.kenexa.com
Matt Lafata, HRchitect


Cornerstone OnDemand Named a Talent Management Market Leader in IDC MarketScape Report…from Cornerstone OnDemand

February 19, 2011

 

Cornerstone recognized for innovation, comprehensive functionality, platform integration and scalability

HRchitect featured Cornerstone OnDemand in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and top Learning Management Systems vendors that businesses should consider. Charles Coy participated in the HRchitect WebMingle on January 16, 2009. Cornerstone OnDemand participated in the Talent Management Systems Beauty Pageant in December 2008, where they were crowned the winner. If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

Learning and talent management software provider Cornerstone OnDemand today announced that the company has been named a “Leader” in IDC’s 2011 Integrated Talent Management MarketScape report.  The report’s evaluation is based on a comprehensive framework that assesses vendors relative to the criteria and one another and highlights the factors expected to be the most influential to success in the market, both short and long term. 

“Cornerstone OnDemand achieved leader status in this year’s analysis through market momentum, product innovation and integration of its software platforms,” Lisa Rowan, Program Director of HR, Learning and Talent Strategies at IDC, stated in the report. “Other strengths include strong functional capabilities, true multi-tenant SaaS for scalability and solid customer references.”   

IDC defines talent management as those functions that serve to attract, develop, reward and retain the workforce – such as learning management, employee performance management, and career and succession management, among other functionality.

“In a year marked by frenzied vendor consolidation in the talent management market, we are honored to be recognized for our organically developed talent management capabilities,” said Charles Coy, Director of Product Marketing for Cornerstone OnDemand.  “IDC also calls attention to our solid customer references, which reflects Cornerstone’s focus on ongoing client satisfaction through our Client Success Framework.  In this sense, we truly consider our success to be our clients’ success.”

For more information about Cornerstone OnDemand, visit www.cornerstoneondemand.com.
Matt Lafata, HRchitect


Synygy Partners With StepStone Solutions…from StepStone

February 17, 2011

 

Sales Performance Management and Talent Management Leaders to Co-Market SPM Solutions

HRchitect includes StepStone in our list of top Talent Acquisition Systems and Top Talent Management Systems vendors that businesses should consider. If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

Synygy Inc., the largest and most experienced provider of sales compensation management and other sales performance management (SPM) software and services, today announced a partnership with StepStone Solutions, a global provider of talent management solutions, to co-market SPM solutions focused on automation of sales force staffing processes.

Sales force staffing processes include the management of sales hiring, on-boarding, coaching, skills and competency assessment, training and certification, and other talent management functions. With increasingly higher expectations of sales force performance, companies that lack an integrated approach to managing processes related to sales force staffing run the risk of negatively impacting sales force productivity by ineffectively hiring and bringing on board salespeople with the desired skills, experience, and qualifications.

The combined solutions for managing sales compensation, sales performance, and sales talent that are provided by Synygy and StepStone Solutions help to drive sales force effectiveness and productivity.

“This agreement is the latest outcome of Synygy’s multi-faceted partnering strategy,” said Mark A. Stiffler, Synygy’s president and CEO. “StepStone Solutions is a leader in web-based talent acquisition and talent management solutions. Our joint solutions further expand our offerings the area of the sales staffing process component of Synygy’s set of a dozen SPM focus areas.”

With complementary geographic and subject matter footprints, the two organizations intend to leverage one another’s strengths to present comprehensive solutions to their clients.

“Companies are taking a holistic approach to their pay-for-performance initiatives,” said StepStone Solutions CEO, Matthew Parker. “Our partnership with Synygy, a world-recognized authority on sales compensation and sales performance management, positions us to address the entire scope of sales operations needs of our client base.”

For more information on Synygy’s sales compensation management, other SPM solutions, and partner programs visit www.synygy.com.

For more information please visit www.stepstonesolutions.com
Matt Lafata, HRchitect


SumTotal Rated Hot Vendor for Total Compensation Management According To Ventana Research…from SumTotal Systems

February 16, 2011

 

Latest In-Depth Research Ranks SumTotal as Top Ranked Hot Vendor in Product Capability and Customer Assurance Categories

HRchitect featured SumTotal Systems in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and top Learning Management Systems vendors that businesses should consider. SumTotal Systems appeared on the HRchitect WebMingle on May 1, 2009. SumTotal Systems also competed in the HRchitect Beauty Pageant on Employee Performance Management Systems in February 2009, where they were crowned the winner. Dave Watkins, Softscape’s CEO and Co-Founder appeared on the HRchitect WebMingle on June 19, 2009.

If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

SumTotal® Systems, Inc., the global leader in complete talent management solutions, today announced that the Ventana Research 2011 Value Index for Total Compensation Management identifies SumTotal as the top ranked supplier of total compensation management solutions providing the maximum overall value to the marketplace. Based on the weighted factoring of five product and two customer assurance categories, SumTotal was rated with the highest compliance and designated a “Hot Vendor” for compensation management software.

The Ventana Research 2011 Value Index for Total Compensation Management is the distillation of a year of market and product research efforts by Ventana Research, the premier benchmark research and advisory services firm. Built on a foundation of 10 years of business and technology research, this unbiased, fact-based index is the first such industry undertaking to assess the value of software designed specifically for enabling total compensation management.

According to Ventana Research, “In the 2011 Value Index for Total Compensation Management, the company delivering the highest value on an overall weighted-evaluation basis is SumTotal Systems, which earned the Hot Vendor rating.”

“The lack of vendor and product reviews offered in the market by IT analysts has misled the business and IT buyers on the importance of this category,” said Mark Smith, CEO & EVP Research, Ventana Research. “Ventana Research believes that an investment in total compensation management software, wisely done, is a strategic step toward improving workforce performance, and our benchmark research confirms this evaluation. SumTotal’s rating as overall ‘Hot Vendor’ places them as a key solution provider that organizations should evaluate for compensation processes.”

“Reducing the complexity of global compensation management should be the number one priority for all organizations,” said Nadeem Syed, Executive Vice President, Worldwide Product Management & Engineering at SumTotal. “Costs savings can be realized across the entire value chain, from plan definition, to decision support, integration, localization, and approvals. By focusing on a handful of key best practices, HR organizations better position themselves to optimize planning, modeling, budgeting, analysis, and execution of their enterprise-wide compensation plans.”

SumTotal’s compensation solution is comprised of two key elements to support the needs of complex global organizations: Compensation Planning and Incentive Compensation.

SumTotal Compensation automates and manages the planning, modeling, budgeting, analysis, and execution of enterprise- wide compensation plans. This solution enables organizations to develop and apply consistent compensation plans to all employees.

SumTotal Incentive Compensation motivates employees and manages financial rewards within an organization. This solution streamlines incentive policy administration and provides long-term planning for both market- and performance-based plans, as well as variable pay flexibility for individuals, teams, sales, or executives.

“We are extremely pleased to be again recognized for our advanced technology and capabilities in this area,” said John Borgerding, CEO of SumTotal Systems. “Ventana Research is leading the industry with comprehensive analysis in this critical market segment and has a clear perspective of what it takes for customers to succeed. This recognition is further testament to our momentum not only in compensation management, but also in the complete talent management software marketplace.”

For more information, visit the company’s website at www.sumtotalsystems.com. The executive summary of Ventana Research’s Value Index Research is available at: http://www.ventanaresearch.com/tcmvalueindex
For more information on SumTotal Systems, please visit  www.sumtotalsystems.com.
Matt Lafata, HRchitect


SilkRoad technology Named Finalist In Two Categories In 2011 Stevie Awards For Sales & Customer Service…from SilkRoad

February 11, 2011

 

5th Annual Awards will be Presented on February 21 in Miami Beach

HRchitect featured SilkRoad in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems vendors that businesses should consider. SilkRoad competed in the HRchitect Beauty Pageant on Onboarding Systems in January 2009, and the HRchitect IRONMAN on Mid-Marketing Talent Acquisition Systems on June18, 2010, where they were crowned the winner of each. Brian Platz, EVP and COO of SilkRoad also appeared on the HRchitect WebMingle on March 20, 2009. Finally, HRchitect attended the SilkRoad user conference, SilkRoad Connections, in May 2010.

If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

SilkRoad technology, inc., a leading provider of talent management solutions, announced today was named a Finalist in the “Customer Service Department of the Year” category, and the “Relationship Management Solution” category for its HeartBeat product in the fifth annual Stevie Awards for Sales & Customer Service.  

The awards are presented by the Stevie Awards, which organizes several of the world’s leading business awards shows including the prestigious American Business Awards. 

Nicknamed the Stevies for the Greek word “crowned,” winners will be announced during a gala banquet on Monday, February 21 at the Eden Roc Renaissance Hotel in Miami Beach, Florida.  Nominated customer service and sales executives from the U.S.A. and several other countries are expected to attend.   

More than 800 entries from organizations of all sizes and in virtually every industry were submitted to this year’s competition, an increase of more than 60 percent over 2010.  SilkRoad is a finalist in two categories.

“We are all extremely excited the Stevie’s recognized both our unparalleled customer service and our newest product, HeartBeat this year,” said Andrew J. “Flip” Filipowski, Executive Chairman and CEO of SilkRoad technology. “Our hardworking team goes above and beyond for our valued clients and it’s a great honor to have their tireless efforts recognized.”      

SilkRoad provides software as a service (SaaS) solutions that significantly improve talent management for more than 1,700 customers across the globe, cutting millions of dollars in human resources costs with integrated solutions that manage the entire employee life cycle. With its award-winning Life Suite, SilkRoad assists companies to attract best-fit talent, manage onboarding & employee transitions, maximize employee performance, provide a centralized learning management system, and deliver accurate information with employee intranets and content management systems. 

SilkRoad technology’s HeartBeat is an on-demand core HR system that allows workers and managers to access and act on HR information relevant to them. This information can be readily integrated with all SilkRoad’s Life Suite solutions or other HR-related third party applications, such as payroll, benefits, recruiting, performance, training & compensation, providing a unified front-end for all users.

“Being named a Finalist in the Stevie Awards for Sales & Customer Service is an important achievement,” said Michael Gallagher, president of the Stevie Awards.  ”It means that independent business executives have agreed that the nominee is worthy of international recognition.  We congratulate all of the Finalists on their achievement and wish them well in the competition.”

Details about the Stevie Awards for Sales & Customer Service and the list of Finalists in all categories are available at www.stevieawards.com/sales.  

For more information on SilkRoad, please visit www.silkroad.com
Matt Lafata, HRchitect


SuccessFactors Announces Record Fourth Quarter and Fiscal 2010 Results…from SuccessFactors

February 9, 2011

 

Non-GAAP revenue grows 46 percent
– Q410 billings hit an all-time high of $88.5 million, growing 41 percent year-over-year.
– 2010 cash generated from operations was approximately $43.4 million representing 182 percent growth over 2009.
– Deferred revenue increases to a record $234.4 million; including backlog, revenue visibility grows to $417.5 million.
– Initiates first quarter and full year fiscal 2011 guidance.

HRchitect featured SuccessFactors in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems vendors that businesses should consider. If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

SuccessFactors, Inc. (Nasdaq: SFSF) today announced results for its fourth quarter fiscal and fiscal year 2010 which ended December 31, 2010.

“SuccessFactors had an outstanding quarter and a great year in 2010. Once again the company achieved record quarterly results, highlighted by an all-time high in quarterly billings at $88.5 million, up 41 percent year-over-year,” said Lars Dalgaard, founder and CEO for SuccessFactors. “When we were at a $40 million revenue run rate we were growing more than 100 percent, and now at more than $200 million we are growing more than 40 percent. I’m proud that we continue to be one of the fastest growing public SaaS companies.”

Results for the fourth quarter fiscal 2010:  

  • Q4 FY10 Non-GAAP Revenue: For the quarter ended December 31, 2010, non-GAAP revenue was approximately $61.7 million, compared to the company’s prior guidance of $55.5 million to $56.5 million, and compared to $42.2 million in the quarter ended December 31, 2009, an increase of approximately 46 percent year-over-year and an increase of 15 percent sequentially from Q310.
  • Q4 FY10 Non-GAAP Operating Profit: For the quarter ended December 31, 2010, the Company recognized non-GAAP operating income of $372,000 and GAAP loss from operations of $5.4 million. The non-GAAP operating income excludes approximately $9.1 million in stock-based compensation expense, amortization of intangibles, future cash consideration of acquisitions and integration costs and a $4.8 million gain on revaluation of contingent consideration for the quarter ended December 31, 2010.
  • Q4 FY10 Total Deferred Revenue and Backlog: Total deferred revenue as of December 31, 2010 was $234.4 million, up approximately 14 percent sequentially from approximately $206.1 million at September 30, 2010 and up approximately 29 percent year-over-year from $181.6 million at December 31, 2009. Unbilled backlog as of December 31, 2010 totaled $183.1 million, up 28 percent from $143.1 million at December 31, 2009.
  • Q4 FY10 Cash Flow Generated from Operations: For the quarter ended December 31, 2010, cash flow generated from operating activities was approximately $13.9 million, up approximately 69 percent from the approximately $8.2 million for the quarter ended December 31, 2009.
  • Q4 FY10 Net Loss per Common Share: For the quarter ended December 31, 2010, on a GAAP basis, net loss per share was $0.05. On a non-GAAP basis, net income per share, basic and diluted, was $0.00. Non-GAAP net income per common share, both basic and diluted, excludes approximately $9.1 million in stock-based compensation expense, amortization of intangibles, future cash consideration of acquisitions and integration costs, a $4.8 million gain on revaluation of contingent consideration related to business combinations and $1.5 million unrealized foreign exchange gain on an intercompany acquisition loan related to Inform. This compares to non-GAAP net income per share of $0.01 in the third quarter of 2010 which excluded $8.5 million of stock-based compensation expense, amortization of intangibles, future cash consideration of acquisitions and integration costs, a $3.1 million gain on revaluation of contingent consideration related to business combinations and $3.5 million unrealized foreign exchange gain on an intercompany acquisition loan related to Inform, and non-GAAP net income per share of $0.01 in the fourth quarter of 2009 which excluded $3.0 million of stock-based compensation. For the fourth quarter of 2010, GAAP net loss per common share calculations assume a weighted share count of approximately 76.4 million. Non-GAAP net income per common share calculations assume average weighted basic and diluted share counts of approximately 76.4 million shares and 84.0 million shares, respectively.

SuccessFactors’ results for fiscal year 2010:  

  • FY 2010 Non-GAAP Revenue: Fiscal 2010 non-GAAP revenue was approximately $209.4 million, compared to prior guidance of $203.2 million to $203.7 million for the year. Compared to fiscal 2009 revenue of approximately $153.1 million, 2010 revenue increased 37 percent year over year.
  • FY 2010 Cash Flow Generated from Operations: For the fiscal year ended December 31, 2010, the company generated approximately $43.4 million of cash from its operating activities, compared to $15.4 million generated from operations in fiscal 2009. Total cash, cash equivalents and marketable securities at December 31, 2010 were approximately $356.5 million, up $33.2 million, or 10 percent, from the same date last year, and an increase of 7 percent sequentially from September 30, 2010.
  • FY 2010 Net Loss per Common Share: On a GAAP basis, for the year ended December 31, 2010, net loss per share was $0.17. Non-GAAP net income per common share, basic and diluted was $0.07 which excludes approximately $27.2 million in stock-based compensation expense, amortization of intangibles, future cash consideration of acquisitions and integration costs, an approximately $7.9 million gain on revaluation of contingent consideration related to business combinations and approximately $5.0 million unrealized foreign exchange gain on an intercompany acquisition loan related to Inform. This compares to a non-GAAP net loss per share of ($0.04) for the prior year which excluded $10.4 million of stock-based compensation expense. GAAP net loss per common share calculations assume average weighted basic share count of 73.9 million. Non-GAAP net income per common share calculations assume average weighted basic and diluted share counts of approximately 73.9 million shares and 80.9 million shares.

For more information on SuccessFactors, please visit www.successfactors.com
Matt Lafata, HRchitect


Taleo Announces Record Quarterly Revenues of $67.2 Million, up 33% Year-Over-Year; Application Revenue Growth of 24% to $55.2 Million…from Taleo

February 9, 2011

 

Record Quarterly Non-GAAP Revenue of $71.2 Million, up 41% Year-Over-Year; Non-GAAP Application Revenue of $57.8 Million, up 30% Year-Over-Year; Record Full Year GAAP Revenue of $237.3 Million, up 20% Year-Over-Year; Non-GAAP Revenue of $241.8 Million, up 21% Year-Over-Year

HRchitect featured Taleo in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems vendors that businesses should consider. Kevin Marasco, VP Brand Marketing with Taleo appeared on the HRchitect WebMingle on November 6, 2009. HRchitect attended the 2010 TaleoWorld conference and HRchitect’s Matt Lafata, one of the industry’s leading talent management systems analysts, attended Taleo’s annual Sales and Services meeting in 2010 & 2011.

If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

Taleo Corporation (NASDAQ: TLEO), the leading provider of on-demand Talent Management solutions, today announced record-setting results for its fiscal fourth quarter and the year ended December 31, 2010, completing a year of break-through performance.

“Taleo’s Talent Intelligence value proposition — providing insight for organizations to better know their people and grow their business — is putting talent management at the front of the business agenda,” said Michael Gregoire, Chairman and CEO of Taleo. “Our performance in 2010 reflects tremendous market adoption of our talent management suite of Recruiting, Performance, Compensation and Learning wrapped around powerful analytics.”

Taleo delivered the following results for the fourth quarter and full year 2010:

Fourth Quarter Revenue: Total revenue for the fourth quarter was $67.2 million, an increase of 33% on a year-over-year basis. Application revenue for the fourth quarter was $55.2 million, an increase of 24% on a year-over-year basis. Services revenue for the fourth quarter was $12.0 million, an increase of 101% on a year-over-year basis.

Total fourth quarter non-GAAP revenue was $71.2 million, an increase of 41% on a year-over-year basis. Non-GAAP application revenue for the fourth quarter was $57.8 million, an increase of 30% on a year-over-year basis. Non-GAAP services revenues for the fourth quarter was $13.4 million, an increase of 123% on a year-over-year basis.

2010 Revenue: Total revenue for the full year 2010 was $237.3 million, an increase of 20% on a year-over-year basis. Application revenue for the full year 2010 was $199.3 million, an increase of 15% on a year-over-year basis. Services revenue for the full year 2010 was $38.0 million, an increase of 52% on a year-over-year basis.

For the full year 2010, the company reported Non-GAAP revenue of $241.8 million, an increase of 21% from the prior year. Non-GAAP application revenue for the full year 2010 was $202.4 million, an increase of 16% on a year-over-year basis. Non-GAAP services revenue for the full year 2010 was $39.3 million, an increase of 58% on a year-over-year basis.

Fourth Quarter Earnings per Share: Fourth quarter loss per share was $(0.02), compared to net income per fully diluted share of $0.13 a year ago. Non-GAAP income per fully diluted share was flat year-over-year at $0.23. The company’s non-GAAP results include amounts excluded from GAAP revenue due to the write down of the deferred revenue associated with purchase accounting for Worldwide Compensation and Learn.com, and exclude the effects of $3.9 million in stock-based compensation expense, $5.3 million in amortization of acquired intangibles, and $3.8 million in acquisition related transaction costs. GAAP fourth quarter EPS calculations are based on 40.3 million basic weighted average shares outstanding, while non-GAAP fourth quarter EPS calculations are based on 43.4 million fully diluted weighted average shares outstanding. The fully diluted weighted average shares outstanding used to compute non-GAAP earnings per share have been calculated without giving consideration to the treasury stock method.

2010 Earnings per Share: For the full year 2010, net income per fully diluted share declined to $0.01 from $0.04 a year ago. Non-GAAP net income per fully diluted share for the full year 2010 rose to $0.78 compared to $0.77 a year ago. The company’s non-GAAP results include amounts excluded from GAAP revenue due to the write down of the deferred revenue associated with purchase accounting for Worldwide Compensation and Learn.com, and exclude the effects of $14.9 million in stock-based compensation expense, $14.5 million in amortization of acquired intangibles, and $6.8 million in acquisition related transaction costs. GAAP full year 2010 EPS calculations are based on 40.9 million fully diluted weighted average shares outstanding, while non-GAAP full year 2010 EPS calculations are based on 43.0 million fully diluted weighted average shares outstanding. The fully diluted weighted average shares outstanding used to compute non-GAAP earnings per share have been calculated without giving consideration to the treasury stock method.

Customers: In the fourth quarter, 304 new businesses chose Taleo’s Talent Management solutions for recruiting, performance, learning and/or compensation management, including: DHL Global, Panda Restaurant Group, Southern California Edison, St. Joseph Health systems and Universal City Studios. A record 16 new contracts in the fourth quarter were larger than $250,000 in first year application revenue, underscoring the market interest in larger, global deployments and in multiple component suite solutions. The performance management product line performed exceptionally well with a record 57 transactions in our fourth quarter and over 170 transactions in 2010.

Cash: Cash from operations for full year 2010 was $35.8 million, down 29% from $50.7 million in 2009. Cash flow from operations was down in 2010 due primarily to the impact of operating liabilities assumed in our 2010 acquisitions of Worldwide Compensation and Learn.com, and the timing of fourth quarter 2010 billings. Total cash and cash equivalents finished the year at $141.6 million, a decrease of $102.6 million from the prior year, which includes approximately $137.5 million in net outflow from the company’s acquisitions of Worldwide Compensation and Learn.com in 2010.

For more information on Taleo, please visit www.taleo.com
Matt Lafata, HRchitect


SmartSearch announces new integration with TweetMyJOBS®…by SmartSearch

February 9, 2011

 

Recruiting business solution enhances sourcing capabilities on popular social networking sites via largest Twitter job board in the world

HRchitect includes SmartSearch in our list of top Talent Acquisition Systems vendors that businesses should consider. Doug Coull, President & CEO, and LJ Morris, CTO with SmartSearch appeared on the HRchitect WebMingle on March 6, 2009. If you are looking for a new Talent Acquisition System, Talent Management System, or any HR system, talk to HRchitect first. HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

Advanced Personnel Systems, Inc. (APS), the maker of SmartSearch®, an industry leading talent acquisition system and recruitment business solution, adds capabilities for its users to leverage social media and engage candidates with new integration to TweetMyJOBS®, a comprehensive social media recruiting company and largest Twitter job board in the world.

With thousands of twitter accounts to choose from on TweetMyJOBS®, SmartSearch integration enables recruiters to select job category, geographic location, and other criteria to intelligently tweet job postings to a targeted audience of job seekers worldwide.

“We are excited to work with APS and enable the SmartSearch® applicant tracking system users to expand their social media reach with the new integration to our job posting management tools,” said Gary Zukowski, founder and president of TweetMyJOBS®.

“SmartSearch® has a long history of providing talent management software that centralizes sourcing, recruiting, applicant tracking, and hiring activities in an online database where all the pieces come together,” noted Doug Coull, CEO at APS. “We were an early adopter of social media integrations to our product, starting with RSS feeds and other Web 2.0 technology. SmartSearch leads the way in this hot industry trend.”

The new integration is part of SmartSearch Version 15 upgrade slated for release on in the first quarter of 2011, and is an addition to a number of social media resources already integrated to SmartSearch in 2010 such as ability to post jobs to user’s LinkedIn profile, Facebook page, or Twitter account, as well as share job postings to over 300 sites via AddThis.com.

SmartSearch® also supports networking and referral generation, by allowing employees and candidates to ‘share a job’ through links to their personal pages. In addition, the system incorporates powerful research tools such as the LinkedIn Company Insider that identifies people at a specified company, with a count of how many are already connected to the user’s LinkedIn account, and the ability to more easily capture and export information into the SmartSearch® database.

With the new integration to TweetMyJOBS®, SmartSearch® users can promote job openings on virtually any social media site. APS is hosting a free demo of TweetMyJOBS® for its customers on February 17, and welcomes prospective clients in the recruitment and staffing industry, vendor partners, and the media to attend. Details and registration information can be found at https://www2.gotomeeting.com/register/226638939

For more information on SmartSearch, please visit www.smartsearchonline.com

Matt Lafata, HRchitect


New Release of Hodes iQ 6 Fueled Client Growth with Companies Wanting a Best-of-Breed Talent Acquisition System…Hodes iQ

February 9, 2011

 

Best-in-class candidate experience, integrated social media tools and configurable workflows are driving factors for adoption

HRchitect includes Hodes iQ in our list of top Talent Acquisition Systems vendors that businesses should consider. Hodes iQ competed in the HRchitect Beauty Pageant on Talent Acquisition Systems in August 2009, where they were crowned the winner. Jeremy Shapiro, Senior VP with Hodes iQ appeared on the HRchitect WebMingle on September 18, 2009. If you are looking for a new Talent Acquisition System, Talent Management System, or any HR system, talk to HRchitect first. HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

Employers who need to recruit, retain and engage their workforce increasingly turned to Hodes iQ, Bernard Hodes Group’s award-winning talent acquisition and management solution. Hodes iQ continued to build on its success and closed out 2010 by adding top brand companies like AAA, Southeast Georgia Health System, Amsted Industries, University Hospitals, Carrington Mortgage and several others to its growing list of clientele.

Hodes iQ is ideally suited for companies who wish to have a best-of-breed solution that deeply focuses on the talent acquisition needs of their organization. The number of HR professionals choosing Hodes iQ is an endorsement that many are looking for an overall recruiting strategy partner—along with technology—that often goes beyond software tools to include employment branding, career site development and social media integration.

“Many customers select Hodes iQ for the depth of our HR expertise and the big picture thinking we bring to integrate all of their talent acquisition touch points together,” said Dwaine Maltais, senior vice president, E-Recruiting Solutions. “They weren’t looking for a software solution in a box, but a consultative partner to help them provide the best candidate experience while at the same time arming their recruitment teams with a world-class talent acquisition system.”

Hodes iQ focuses its development efforts on innovations that streamline and improve recruiters’ daily interactions with candidates as well as the reliance on resources a company may need to implement a system. In September, Hodes iQ launched its latest version, Hodes iQ 6, delivering clients a host of additional self-service configuration tools along with new features to further integrate Web 2.0 strategies into their recruitment initiatives.

“Our continued growth is a positive reflection that we are delivering the features and functionality that drive best-in-class talent acquisition processes,” adds Maltais. “Our jobs optimization capability is just one area that sets us apart from the competition by providing innovative ways to communicate with passive candidates in a multitude of channels.”

For more information on Hodes iQ, please visit www.hodesiq.com
Matt Lafata, HRchitect


Kenexa Announces Financial Results for Fourth Quarter and Full Year 2010…from Kenexa

February 9, 2011

 

HRchitect featured Kenexa in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems and top Talent Management Systems vendors that businesses should consider. Derek Bluestone, VP Product Marketing appeared on the HRchitect WebMingle on June 17, 2010. HRchitect’s Matt Lafata, one of the industry’s leading talent management systems analysts, attended the Kenexa Analyst Day in May, 2010 and the Kenexa World Conference in 2009 and 2010.

If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

Kenexa (Nasdaq: KNXA), a global provider of business solutions for human resources, today announced operating results for the fourth quarter and full year, ended December 31, 2010. 

For the fourth quarter of 2010, Kenexa reported total GAAP revenue of $61.0 million, with non-GAAP revenue of $64.1 million after eliminating the $3.1 million GAAP adjustment to Salary.com’s deferred revenue. Non-GAAP revenue increased 64% compared to $39.1 million for the fourth quarter of 2009. In 2009, all revenues are reported using GAAP. Within total non-GAAP revenue, subscription revenue was $48.6 million for the fourth quarter of 2010, an increase of 46% compared with $33.3 million in the fourth quarter of 2009. Professional services and other revenue was $15.5 million for the fourth quarter of 2010, an increase of 170% compared to $5.7 million for the fourth quarter of 2009. 

“We are pleased with the Company’s performance in the fourth quarter, which was highlighted by revenue and profitability that were better than our expectations,” said Rudy Karsan, Chief Executive Officer of Kenexa. “The fourth quarter represented a strong close to a successful year for Kenexa. In the face of a challenging economic environment, we returned the Company’s total revenue to solid organic growth, expanded our market opportunity and value proposition with the acquisition of Salary.com, and increased investments in sales, marketing and R&D to position Kenexa for continued market share gains as the economic environment improves.“

Karsan added, “We are still early in the new year, but we are more optimistic about the economic environment and jobs market for 2011 as compared to our view in recent quarters. We believe Kenexa is well positioned to benefit from the increased level of investment in our business, and our optimism is reflected by the solid increase in our revenue growth outlook for 2011.” 

Non-GAAP income from operations, which excludes share-based compensation expense, amortization of acquired intangibles, fees related to our acquisitions and the purchase accounting adjustment to Salary.com’s deferred revenue, was $7.4 million for the three months ended December 31, 2010. This was above the Company’s guidance of $6.0 million to $6.9 million and represented an increase of 123% compared to non-GAAP income from operations of $3.3 million for the three months ended December 31, 2009. 

Non-GAAP net income available to common shareholders, which excludes the items listed above as well as the accretion of the noncontrolling interest in our variable interest entity, was $5.4 million for the three months ended December 31, 2010, compared to $2.9 million for the three months ended December 31, 2009. Non-GAAP net income available to common shareholders was $0.23 per diluted share for the quarter ended December 31, 2010, above the Company’s guidance of $0.19 to $0.22 and up 77% compared to $0.13 per diluted share in the fourth quarter of 2009.  

Kenexa’s loss from operations for the three months ended December 31, 2010, determined in accordance with GAAP, was $3.6 million, compared to income from operations of $0.8 million for the same period of 2009. GAAP net loss available to common shareholders was approximately $6.9 million, or loss of $0.30 per basic share for the three months ended December 31, 2010, compared to net income of $0.3 million, or $0.01 per diluted share, in the same period of 2009.

A reconciliation of GAAP to non-GAAP results has been provided in the financial statement tables included at the end of this press release. An explanation of these measures is also included below under the heading “Non-GAAP Financial Measures.”

Kenexa had cash and cash equivalents of $52.5 million at December 31, 2010, a decrease from $90.4 million at the end of the prior quarter due to payments associated with the Salary.com acquisition. The Company generated cash from operations of $3.3 million during the fourth quarter of 2010 and $11.5 million excluding non-recurring payments and fees associated with the Salary.com acquisition. Deferred revenue was $76.1 million at December 31, 2010, an increase of 52% from December 31, 2009. 

Other Fourth Quarter and Recent Highlights  

  • More than 50 “preferred partner” customers were added during the quarter (defined as customers that spend more than $50,000 annually).
  • The average annual revenue from the Company’s top 80 customers was greater than $1.2 million, an increase from the $1.0 million level in the fourth quarter of 2009.
  • Kenexa joined with General Information Services (GIS) and Sterling Infosystems, leading providers of background screening services, to provide full-service background screenings for Kenexa’s Integrated Talent Management solutions, including Kenexa 2x BrassRing™ and Kenexa 2x Recruit™.

 Full Year 2010 Financial Results

For the full year 2010, Kenexa reported total GAAP revenue of $196.3 million, with non-GAAP revenue of $199.4 million after eliminating the $3.1 million GAAP adjustment to Salary.com’s deferred revenue. Non-GAAP revenue increased 26% compared to $157.7 million for the full year 2009. Subscription revenue was $157.7 million and professional services revenue was $41.7 million for the full year 2010, compared to $133.9 million and $23.8 million, respectively, in the year ago period.  

Non-GAAP income from operations, which excludes share-based compensation expense, amortization of acquired intangibles, expenses related to our acquisitions and the deferred revenue write-down related to the Salary.com acquisition, was $17.7 million for the year ended December 31, 2010, representing a 9% non-GAAP operating margin and compared to $15.9 million in the year ended December 31, 2009. Non-GAAP net income was $14.4 million, or $0.62 per diluted share, for the year ended December 31, 2010, compared to $0.62 in the year ago period. 

Kenexa’s loss from operations for the full year 2010, determined in accordance with GAAP, was $0.3 million compared with a loss from operations of $29.0 million for 2009. GAAP net loss was $5.8 million or loss of $0.25 per basic share for the full year 2010, compared to a net loss of $31.1 million or a loss of $1.38 per basic share for the full year 2009. GAAP loss from operations, net loss and loss per share included the impact of a non-cash goodwill impairment charge of $33.3 million for the full year 2009.

A reconciliation of GAAP to non-GAAP results has been provided in the financial statement tables included at the end of this press release. An explanation of these measures is also included below under the heading “Non-GAAP Financial Measures.”

Business Outlook

Based on information as of today, February 8, 2011, the Company is issuing financial guidance as follows: 

First Quarter 2011*: The Company expects GAAP revenue to be $57.0 million to $59.0 million. Excluding the GAAP adjustment to Salary.com’s deferred revenue, the Company expects non-GAAP revenue to be $60.0 million to $62.0 million, and non-GAAP operating income to be $4.4 million to $4.8 million. Assuming an effective tax rate for reporting purposes of approximately 20% and approximately 23.5 million shares outstanding, Kenexa expects its non-GAAP net income per diluted share to be $0.13 to $0.14. 

Full Year 2011*: The Company expects GAAP revenue to be $240 million to $248 million. Excluding the GAAP adjustment to Salary.com’s deferred revenue, the Company expects non-GAAP revenue to be $248 million to $256 million, and non-GAAP operating income to be $21.0 million to $27.0 million. Assuming an effective tax rate for reporting purposes of approximately 20% and approximately 24 million shares outstanding, Kenexa expects its non-GAAP net income per diluted share to be $0.62 to $0.82.

* Kenexa’s non-GAAP results will exclude stock based compensation expense, amortization of intangibles associated with acquisitions, fees related to closing the Salary.com acquisition and the purchase accounting reduction to Salary.com’s revenue.

For more information on Kenexa, please visit www.kenexa.com
Matt Lafata, HRchitect


PeopleAnswers Appoints Ira Grossman to Chief Operations Officer…by PeopleAnswers

February 9, 2011

 

If you are looking for a new Talent Acquisition System, Talent Management System, or any HR system, talk to HRchitect first. HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

PeopleAnswers recently announced its senior executive team has appointed Ira Grossman to chief operations officer (COO) responsible for the experience customers have using the PeopleAnswers pre-employment selection software. During his tenure as vice president of operations, Grossman helped lead the company to a 91 percent-plus client retention rate.

Grossman established the framework PeopleAnswers uses for world-class service delivery and will continue to maintain focus on client relations with operational execution to exceed client expectations. In the new role, Grossman will also assist in defining PeopleAnswers’ product development strategy.

“Companies depend on employing the right people who can effectively deliver products and services to their customers,” said Gabriel Goncalves, CEO and president, PeopleAnswers. “Since Ira joined PeopleAnswers seven years ago, he has helped the company grow, build a strong team and develop lasting client relationships by delivering world-class service to help companies assess and hire the right talent.”

Grossman brings 26 years of technology experience to this new role including founding two companies – an information technology services firm and a software company.

“I’m passionate about working with the talented PeopleAnswers team to provide clients with reliable, scalable and easy-to-use technology – surrounded by world-class service – to help them hire qualified employees who fit their culture and can be happy and productive team members. This is what takes human resources to a more strategic level at companies worldwide,” said Grossman. “We’ve built a strong culture at PeopleAnswers focused on business results. Both our employees and clients enjoy being part of the PeopleAnswers family.”

For more information on PeopleAnswers, please visit www.peopleanswers.com
Matt Lafata, HRchitect


SilkRoad technology Partners With ej4…from SilkRoad

February 8, 2011

 

Partnership Brings 40,000 “Off-the-Shelf” Training Videos to Market-Leading Learning Management System GreenLight

HRchitect featured SilkRoad in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems vendors that businesses should consider. SilkRoad competed in the HRchitect Beauty Pageant on Onboarding Systems in January 2009, and the HRchitect IRONMAN on Mid-Marketing Talent Acquisition Systems on June18, 2010, where they were crowned the winner of each. Brian Platz, EVP and COO of SilkRoad also appeared on the HRchitect WebMingle on March 20, 2009. Finally, HRchitect attended the SilkRoad user conference, SilkRoad Connections, in May 2010.

If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

SilkRoad technology, inc., a leading provider of talent management solutions, announced today it has partnered with training video producer ej4.  The new partnership gives customers of SilkRoad’s learning management system (LMS), GreenLight™, access to ej4’s videos for training and the option for customers to create custom training videos.

SilkRoad’s LMS customers can now access ej4’s customizable organizational training through GreenLight, and benefit from ej4’s Maxecution™ videos, a specialized type of “task-based” video, where training is broken into small, concentrated segments that teach repeatable skills and behaviors – not just theories and concepts.  With the Maxecution Software Training, GreenLight customers will have fully searchable, reportable, and assignable training resources covering a full breadth of career development and employee productivity.

GreenLight customers receive special pricing for both ej4’s library of off-the-shelf videos and customized videos, including training sessions for employee orientation, increasing technology proficiency, and lessons in leadership, negotiation, customer service, safety, supervision and much more. 

“We’re thrilled to work with SilkRoad to provide GreenLight customers the right videos for their organizations to increase productivity and reach their business goals,” said Dan Cooper, CEO, ej4.  “The integration of our videos into GreenLight will make it easier than ever for companies to access the e-learning they need.” 

Through a seamless integration between ej4 and GreenLight, SilkRoad customers can utilize the videos to reduce overall training costs through purchasing the exact support each company needs to enhance employee productivity and career development.   

ej4 has conducted over 6,000 classroom seminars, 10,000 leadership surveys, and helped hundreds of companies with custom and off-the-shelf training programs.  They currently have more than 40,000 online video tutorials available.

“With this partnership we are bringing our customers the most engaging video-based content on the market today,” said Brian Platz, COO, SilkRoad technology.  “ej4 are experts in this arena and we’re really excited to bring their knowledge to our customers.”

For more information on SilkRoad, please visit www.silkroad.com
Matt Lafata, HRchitect


Taleo Named a Talent Management Market Leader…from Taleo

February 8, 2011

 

IDC MarketScape Recognizes Taleo’s Market Momentum and Suite Offerings

HRchitect featured Taleo in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems vendors that businesses should consider. Kevin Marasco, VP Brand Marketing with Taleo appeared on the HRchitect WebMingle on November 6, 2009. HRchitect attended the 2010 TaleoWorld conference and HRchitect’s Matt Lafata, one of the industry’s leading talent management systems analysts, attended Taleo’s annual Sales and Services meeting in 2010 & 2011.

If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

Taleo Corporation (NASDAQ: TLEO), the leading provider of on-demand talent management software solutions, today announced that IDC has recognized Taleo as a market leader in Integrated Talent Management  in the 2011 MarketScape report.

Taleo maintained its leadership position in this year’s analysis with noted strengths in many areas including depth in capability of the individual talent functions, a robust partner ecosystem, strong brand recognition, global reach, and a track record of innovative research and development and integration.

The report is IDC’s annual analysis of software vendors that offer integrated solutions to help companies attract, develop and retain their workforces. These solutions include software for recruiting and staffing, learning and development, performance management, compensation management and career and succession planning, all supported by a base of competency management and assessment. Taleo is cited for vision and execution in providing organizations with a superior end-to-end solution capable of meeting the needs of the entire employee lifecycle. According to IDC, Taleo’s strengths also include the Talent Grid, which positions the Taleo talent management suite as the focal point in a talent-partner ecosystem that enables data exchange, seamless reporting, and tighter integration through published APIs, as well as Taleo’s analytics capabilities.

“Taleo is again a market leader in this year’s analysis with strengths in many areas including depth in capability of the individual talent functions, a robust partner ecosystem, and strong brand recognition,” said Lisa Rowan, Program Director for HR and Talent Management Services with IDC. “By adding learning capabilities through its recent acquisition of Learn.com Taleo has completed filling out the five pillars of talent management and continues to expand its range of talent management capabilities.”

“Businesses are turning to Taleo for talent intelligence, the key insights needed to help power their talent management strategies. These companies depend on Taleo’s complete offering of software solutions and access to the largest global community of talent management experts and partners to achieve growth,” said Shail Khiyara, Taleo’s Chief Marketing Officer. “We are pleased to see that our market momentum, suite offerings and proven record of successful acquisitions is reflected in IDC’s analysis.”

For more information on Taleo, please visit www.taleo.com
Matt Lafata, HRchitect


KPMG Australia Partners With Kenexa to Enhance Business Success Through Human Resource Strategy…from Kenexa

February 8, 2011

 

Leading Professional Services Firm to Benefit From Proven Integrated Talent Management Solutions

HRchitect featured Kenexa in our release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Acquisition Systems and top Talent Management Systems vendors that businesses should consider. Derek Bluestone, VP Product Marketing appeared on the HRchitect WebMingle on June 17, 2010. HRchitect’s Matt Lafata, one of the industry’s leading talent management systems analysts, attended the Kenexa Analyst Day in May, 2010 and the Kenexa World Conference in 2009 and 2010.

If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. HRchitect has unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation. Simply put, do not invest in any kind of HR technology without consulting with the experts first. HRchitect is always available to help!

Kenexa (NASDAQ:KNXANews), a global provider of business solutions for human resources, today announced that KPMG in Australia, one of the world’s leading professional services firms, has chosen to use Kenexa’s award-winning HR solutions to transform its talent management approach. The solution will include its global recruiting technology, Kenexa 2x BrassRing®. The Kenexa 2x BrassRing technology will enable KPMG in Australia to manage talent by improving recruitment, pre-hire assessment, on-boarding and succession planning capability.

“KPMG was looking for a system that could manage our talent recruitment process end to end, from application to the onboarding stage. Early testing showed that the Kenexa technology was adept at consolidating our processes,” said Jessica Harrison, KPMG. “Later down the track, we’d like to take it one step further and integrate the Kenexa technology into our succession planning strategy.”

With Kenexa 2x BrassRing, KPMG’s Australian firm will be able to create a strategic recruitment process that integrates all sources of talent and optimizes its workforce performance.

“Talent is the key differentiator in the marketplace and we take it very seriously. Our relationship with Kenexa will assist our strategy of being the best firm to work with and foster our talents’ development throughout their time at KPMG,” stated Harrison.

The Kenexa 2x Onboard™ solution, which provides a seamless bridge between the candidate experience and the employee experience, eliminates paper, cycle time and data-entry errors associated with new employee onboarding. The integrated HR solutions have been shown to reduce overall hiring costs and improve organizational performance.

Duke Daehling, EVP of Strategic Accounts at Kenexa, commented, “Ensuring that a high quality person is in the right position and has the right information to be effective at their job is a true science. For more than 20 years, we have made it our business to develop effective HR technology that enables companies to increase their performance and gain the competitive advantage. We are the only company that offers a comprehensive suite of unified products and services that support the entire employee lifecycle from pre-hire to exit. We are thrilled to welcome KPMG Australia to the Kenexa family of clients and to demonstrate to them our dedication to multiplying our clients’ successes.”

For more information on Kenexa, please visit www.kenexa.com
Matt Lafata, HRchitect


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