Taleo Delivers Strong Third Quarter Results …from Taleo

October 29, 2009

 

Posts Record Revenue of $50.7 Million; Generates $13.6 Million in Cash Flow From Operations; Adds More Than 40 New Performance Management Customers; Increases Sales Across Enterprise Segment for Full Talent Management Suite of Solutions

HRchitect featured Taleo in our May 2008 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. Taleo participated in the Talent Management Systems panel and Talent Acquisition Systems panel on June 10, 2009 as part of theHRshow. Kevin Marasco, VP Brand Marketing with Taleo will appear on the HRchitect WebMingle on November 6, 2009. If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. We have unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation.

Taleo Corporation (NASDAQ: TLEO), the leading provider of on demand talent management solutions, today announced its financial results for the quarter ended September 30, 2009.

Summary quarterly highlights:

–  GAAP revenues of $50.7 million for the third quarter of 2009, an increase of 9% year-over-year.

–  GAAP application revenue increased to $44.9 million, growth of 20% year-over-year and 5% quarter-over-quarter.

–  GAAP net loss of $(1.1) million or $(0.04) per share.

–  Non-GAAP net income of $6.7 million, or $0.20 per fully diluted share.

–  Cash flow from operations of $13.6 million; total year-to-date cash flow from operations increases to $30.1 million.

–  Signed 167 new customers, including 17 new Taleo Enterprise customers and 150 new Taleo Business Edition customers.

–  Closed 7 large enterprise deals with annual contract values in excess of $250,000.

–  Signed more than 40 new performance management customers across both enterprise and SMB segments, increasing the company’s total performance management customer base to more than 160.

–  Announced an agreement to acquire the remaining shares of strategic partner Worldwide Compensation, Inc.

–  Launched the Talent Grid ‘cloud community’ set of online exchanges to the market, and announced plans to deliver Taleo 10 in the fourth quarter of 2009.

“Strategic talent management is driving innovation, growth and business success for companies of all sizes,” said Michael Gregoire, Taleo Chairman and CEO. “Those that are locking in their growth plans for 2010 are choosing Taleo to transform how they optimize their businesses by using the most advanced talent management system, Taleo. An example of this is Harris Teeter, the grocery store chain, which standardized their recruiting on Taleo in Q2 2008, and based on the positive impact on their business, expanded their use of Taleo this quarter.”

Significant achievements included:

–  Acquired 17 new enterprise customers, and closed 7 large enterprise deals with annual contract values in excess of $250,000. New enterprise customers include: Cognizant Technology Solutions, Shaw Industries, U.S. Cellular, Lifespan, Xcel Energy, Itron, Atmos Energy, and Centegra Health System.

–  Signed 150 new small and medium-sized customers. Taleo Business Edition, a talent management solution targeted at companies with less than 5,000 employees, now has more than 3,500 customers. New Taleo Business Edition customers include: Skymall, Medical Management Resource Group, Wesley Homes, vCustomer Corp., RQ Construction, Lakeside Schools, TIB Bank, Talyst and Communications Infrastructure Group.

–  Received Human Resource Executive magazine’s Product of the Year award for Taleo Perform, the company’s performance management solution for small-to-medium sized businesses.

–  Continued momentum in enterprise talent management suite sales. Sales this quarter included both new and existing customers, with several long-standing Taleo recruiting customers choosing to power their talent management initiatives with Taleo’s performance management solutions and new customer Penske Truck Leasing selecting Taleo to start with a unified offering.

–  Strong quarter in new performance management deals across both enterprise and SMB segments. Taleo now has more than 160 performance management customers, up from roughly 120 at the end of the second quarter of 2009. New enterprise performance management customers include: RSC Equipment Rental, SavaSeniorCare, Talisman Energy and a Fortune 500 customer closed through IBM.

–  Hosted its annual user conference, Taleo WORLD, in Las Vegas to its largest audience of customers, prospects, partners and industry influencers.

–  Announced plans to deliver to market a complete Talent Management suite of solutions for enterprise and small-to-medium sized businesses, called Taleo 10. The enterprise solution includes a unified interface across all components, and new capabilities in recruiting, development planning, and also mobile/social networking enablement. The SMB solution will add compensation management functionality. Taleo 10 is expected to be generally available in the fourth quarter of 2009.

–  Launched the Talent Grid to offer customers and partners online access to a broad collection of talent management domain expertise.  The Talent Grid is comprised of the Knowledge Exchange, providing an online customer community for best practices; the Solution Exchange, providing a wide range of partner solutions; and the Talent Exchange, providing a global network of candidates and careers.

–  Announced plans to acquire the remaining shares of strategic partner Worldwide Compensation, Inc., adding best-in-class compensation management functionality to our suite of unified talent management applications.

–  Continued to achieve Vurv customer conversions and commitments to convert to Taleo. Recent Vurv customers committing to Taleo include: Northrup Grumman, Perot Systems, Magellan Health Services, Adventist Health System, United Stationers, Harland Clarke and Total System Services.

Taleo delivered the following financial results:

Revenue: Total revenue for the third quarter was $50.7 million, representing an increase of 9% on a year-over-year basis. Application revenue for the third quarter was $44.9 million, an increase of 20% on a year-over-year basis.

Net Income (Loss) and Net Income (Loss) Per Share to Common Stockholders: Net loss was $(1.1) million for the third quarter, compared to a net loss of $(5.9) million for the same period last year. Net loss includes $3.6 million in amortization expense related to the acquisition of Vurv, stock-based compensation expense of $3.1 million and $1.1 million of other expense related to the write-off of the Worldwide Compensation purchase option. Net loss per share was $(0.04) for the third quarter of 2009 based on 30.9 million weighted average shares outstanding compared to a net loss per share of $(0.20) for the same period in 2008 based on 29.4 million weighted average shares outstanding.

Non-GAAP Net Income and Non-GAAP Net Income Per Share: Non-GAAP net income was $6.7 million for the third quarter of 2009, compared to non-GAAP net income of $5.1 million in the same period last year. Non-GAAP net income includes amounts excluded from GAAP revenue due to the write down of the deferred revenue associated with purchase accounting for the Vurv acquisition, and excludes stock-based compensation expense, amortization of acquired intangibles, restructuring and severance expense and the write-off of the Worldwide Compensation purchase option. Non-GAAP net income per fully diluted share was $0.20 for the third quarter of 2009 based on 33.9 million weighted average shares outstanding compared to non-GAAP net income per fully diluted share of $0.15 for the same period in 2008 based on 33.3 million weighted average shares outstanding.

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

 

Matt Lafata, HRchitect

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PageUp People Adds Spice to Performance Management Software …from PageUp People

July 30, 2009

 

If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. We have unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation.

Integrated Talent Management solutions provider PageUp People, has announced a significant upgrade to the Performance Management Solution, one that is set to revolutionize and energize the human capital process.

The innovative enhancement to the Software as a Service platform sees the process of setting objectives, gathering feedback and conducting an appraisal to no longer be a strictly linear process, a key differentiator to many other solutions on the market.

The enhancement also includes a revamped Facebook-like interface, designed for intuitive use of the platform for all stakeholders.

Web 2.0 features, including a dynamic 9 box grid and tag clouds are also included in the upgrade. The new features act to leverage commonly used technology to rejuvenate the process whilst drastically minimizing the gap between best practice and reality for clients.

Karen Cariss, CEO, is thrilled with the outcome, noting it as yet another significant step toward innovating the integrated talent management suite of web based products.

“The latest enhancement really has catapulted the product into a new league”.

The ability for employees and managers to continually add items to the Performance Management Solution, rather than waiting until their time of appraisal has significant positive ramifications on the accuracy of performance appraisals.

Furthermore, by having a more robust system and greater presence of performance management throughout an organization, HR really has the ability to shift the culture of an organization to more closely align with business objectives.

The Performance Management Solution integrates with PageUp People’s other web based products, including the Recruitment Management, Succession Management and 360 Review systems.

For further information on the PageUp People Performance Management solution, please visit www.pageuppeople.com

 
Matt Lafata, HRchitect

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SuccessFactors Announces Second Quarter Fiscal 2009 Results…from SuccessFactors

July 28, 2009

 

HRchitect featured SuccessFactors in our May 2008 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. We have unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation.

SuccessFactors, Inc. (Nasdaq: SFSF), the global leader in on-demand performance and talent management solutions, today announced results for its second fiscal quarter of 2009 which ended June 30, 2009.

“In a terrible environment, the quarter wasn’t,” said Lars Dalgaard, chief executive officer for SuccessFactors.

“We saw some small indicators of a recovery, but most importantly in this quarter the team in most segments and geographies has found a way to systematically get deals done in this market,” continued Dalgaard. “Most organizations are being very conservative about technology spending. And we don’t see that changing. With that said, we feel we proved we are the best positioned company in the industry to exploit our $16 billion market opportunity.”

SuccessFactors’ results for the second quarter fiscal year 2009:

– Q2 FY09 Revenue: Q209 revenue was $36.9 million, compared to prior company guidance of $35.5 million to $35.75 million, and compared to $25.7 million in the quarter ended June 30, 2008, an increase of 44% year-over-year, and an increase of 5% sequentially from Q109.

– Q2 FY09 Cash Flows Generated from Operations: For the quarter ended June 30, 2009, the company generated approximately $939,000 of cash from operating activities, compared to the ($6.4) million use in the quarter ended June 30, 2008. Total cash, cash equivalents and marketable securities at June 30, 2009 was $107.8 million.

– Q2 FY09 Net Loss per Share: On a GAAP basis, for the quarter ended June 30, 2009, the net loss per common share, basic and diluted, was $(0.04). The non-GAAP net income per common share, basic and diluted, was $0.00, which excludes approximately $2.4 million in stock-based compensation expense, compared to a non-GAAP net loss per share, basic and diluted, of $(0.10) in Q109 and $(0.33) in Q208. GAAP and non-GAAP net loss per common share calculations are based on 56.8 million weighted average shares outstanding during the second quarter of 2009.

Additional Second Quarter Fiscal 2009 Highlights:

– SuccessFactors signs the world’s largest enterprise cloud deployment with Siemens AG for 420,000 users. The electronics and electrical engineering giant has purchased a global enterprise subscription of virtually all of SuccessFactors’ modules to link strategy and executed business results with its worldwide corporate talent management vision, for 420,000 users across 80 countries in 20 different languages.
– SuccessFactors leads the way among enterprise cloud applications with more than 5.4 million users with one of the world’s largest-known enterprise cloud deployments of 300,000 users by one of the world’s largest retailers. SuccessFactors now has 4 customers with greater than 100,000 users, 12 customers with greater than 50,000 users, more than 35 customers with greater than 25,000 users, and more than 115 customers with greater than 10,000 users resulting in the most widely-deployed enterprise cloud application.
– SuccessFactors hosts over 1,000 customers and prospects over a two week period across the country for the first time bringing SuccessFactors’ annual user conference to them in the 2009 SuccessConnect Local events — keynotes from Vail Resorts in San Francisco, Ingersoll Rand in Chicago, and VWR International in New York City.
– SuccessFactors launches Employee Central, a revolutionary product for organizational insight and social collaboration for the enterprise. Employee Central is a new module on the SuccessFactors Performance and Talent Management Platform that allows companies to maintain centralized employee information with deeply integrated social networking and collaboration, giving employees, managers and executives a single, real-time hub to have a more complete picture of their people.
– SuccessFactors announces the general availability of SuccessFactors Express, a complete, automated performance management solution for companies with less than 50 employees. This on-demand solution helps emerging, high-growth companies to instantly create a performance review process, as well as track progress against critical company goals to ensure success of their small business.
– SuccessFactors partners with Ceridian to resell SuccessFactors Express as Ceridian Performance Management Express. Ceridian Corporation is a leading provider of managed human resource, employee benefits administration, tax filing, payroll outsourcing and talent management solutions.
– SuccessFactors continues to gain traction in Latin America with H-E-B of Mexico, an international supermarket retailer employing more than 6,000 people, using cloud computing and SuccessFactors’ Business Performance Suite to align goals, eliminate manual processes, prepare succession plans and leverage employee data to make better management decisions in order to save critical execution time and add value to the business success.
– SuccessFactors drives EMEA success moving Veolia Environmental Services to SuccessFactors’ Enterprise Cloud to drive business results from strategy to execution and manage growth, while facilitating mobility among company executives and leadership. With 2007 revenues of euro 9.2 billion, Veolia Environmental Services is the world leader in waste management with operations on every continent. Veolia Environmental deployed SuccessFactors to start with 3,000 executives and managers across five countries out of 100,000 employees.
– SuccessFactors opened registration for its inaugural 2009 SuccessConnect Local — Asia Pacific user conference to take place in Melbourne, Australia on August 13th to 14th, an event expected to bring together customers across many countries in the Asia Pacific region.

Guidance:

SuccessFactors is initiating guidance for its third quarter and is raising its full fiscal year 2009 EPS guidance.

– Q3 FY09: Revenue for the company’s third fiscal quarter is projected to be in the range of approximately $37.2 million to $37.5 million. Non-GAAP net income per common share, basic and diluted, is expected to be approximately breakeven. Non-GAAP net loss per common share estimates exclude the effects of estimated stock-based compensation expense and assume an average weighted share count of approximately 57.2 million shares.

– Full Year FY09: The company is raising guidance for full fiscal 2009 revenue from approximately $145 million to $146 million, or 30% annual growth, to approximately $147 million to $148 million or 32% annual growth. The company now expects the non-GAAP net loss per common share for fiscal 2009 to be in the range of ($0.06) to ($0.07); previous guidance had been in the range of ($0.18) to ($0.22). Non-GAAP net loss per common share estimates exclude the effects of estimated stock-based compensation expense and assume an average weighted share count of approximately 57 million shares.

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

 
Matt Lafata, HRchitect

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Halogen and SkillSoft Team…from Halogen

July 4, 2009

 

Halogen and SkillSoft Team to Deliver Seamless Performance Based Learning Experience

HRchitect featured Halogen Software in our 2008 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. We have unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation.

Market leader Halogen Software and e-learning provider SkillSoft (NASDAQ:SKIL) recently announced that they will deliver 10 SkillSoft e-learning courses as a standard component of Halogen eLearning Manager, providing outstanding value to corporate learning centers everywhere. In addition, organizations will benefit from the truly seamless user experience for performance-based e-learning.

“We know that for e-learning initiatives to be truly successful, they have to be easy to use and produce a measurable return in the areas they are targeting,” said David Mallon, senior analyst, Bersin & Associates. “The Halogen and SkillSoft partnership gives users an experience in which the whole process is completely seamless – the first we’ve seen of its kind. From assigning a development plan during the performance appraisal process, to registering for and completing courses, and signing off on learning activities, HR, learning leaders, managers and employees should find this closed loop experience to be extremely efficient and effective.”

The combination of Halogen’s performance-based approach to learning with SkillSoft’s targeted and effective courseware helps organizations of all sizes get up and running quickly with e-learning – with no additional work required. All courses are fully integrated and pre-mapped to competencies in the Halogen library, eliminating tedious and time consuming tasks for training administrators. The tight integration also means users can select an appropriate development activity to address a particular skill gap, and even launch an e-learning course right within the employee’s performance appraisal or development plan, without ever having to login to another system, or switch between user interfaces.

“We chose Halogen eLearning Manager because of the way it tightly links performance and developmental plans with learning,” said Michael Schott, Vice President Human Resources, Swank Audio Visuals. “This will make it much easier for managers and team members to address career progression during their mid-year and annual reviews. In addition, the accessibility of the appropriate training resources from within the team member’s appraisal section will be a viable tool for all. The SkillSoft courses will be a great addition to our learning portfolio.”

The SkillSoft courses included with Halogen eLearning Manager have been specially selected and vetted by business experts to help develop key competencies. Industry-specific e-learning bundles have also been created for healthcare, professional services and financial services organizations. Customers will also be able to purchase additional SkillSoft courses that will map seamlessly into the application.

“The Halogen-SkillSoft integration provides organizations with an immediate way to derive value from their e-learning investments,” said John Ambrose, Senior Vice President of Strategy, Corporate Development and Emerging Business, SkillSoft. “Learning is a critical component of any successful talent management strategy, and this combined offering levels many of the hurdles companies traditionally face.”

“We work very hard to deliver exceptional value to our customers,” said Donna Ronayne, Vice President of Marketing and Business Development, Halogen Software. “This partnership and the inclusion of valuable SkillSoft courseware with Halogen eLearning Manager is a perfect example of our commitment to deliver a world class customer experience.”

For more information on Halogen Software, please visit www.halogensoftware.com

 
Matt Lafata, HRchitect

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Cytiva Announces Record First Quarter Results…from Cytiva Software

June 15, 2009

 

Talent Management Vendor Reports 23% Year-Over Year Growth and 78% Increase in Cash Flow for Q1 09

HRchitect includes SonicRecruit in our list of top Talent Acquisition Systems vendors that businesses should consider. Ian Alexander, VP of Marketing with Cytiva appeared on the HRchitect WebMingle on April 10, 2009. If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. We have unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation.

Cytiva Software Inc. (CRX – TSX.V), a leading talent management software vendor, has released audited financial statements for the three-month period ended March 30, 2009.

First quarter highlights include:

  • 78% increase in cash flow provided by operations over the same period last year
  • 23% year over year increase in revenue
  • 64% year over year increase in deferred revenue
  • New partnership with PEO/HRO CoAdvantage
  • Announcement of SonicSummit, Cytiva’s first annual user conference

“Despite a highly challenging selling environment, Cytiva’s first quarter results show strong growth in our key success indicators: Revenue, deferred revenue and positive cash flow from operations,” said Jason Moreau, CEO of Cytiva Software. “This is due to continued sales, satisfied customers and Cytiva’s recurring revenue model.”

The quarter was highlighted by new customer wins with Texas A & M HSC College of Medicine, Development Alternatives, Inc. and Converteam, as well as contract extensions with major clients Oldcastle, Startek and Oakwood Worldwide, among others.

For more information on Cytiva Software, please visit www.sonicrecruit.com

 
Matt Lafata, HRchitect

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Workscape/HCI Survey Shows Room for Improvement When it Comes to Supporting Documentation for Compensation Decisions…from Workscape

June 3, 2009

 

Despite Good Communications About Bonuses, Many Companies Fall Short on Documentation

HRchitect featured Workscape in our May 2008 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. Workscape will participate in the Talent Management Systems panel on June 10, 2009 as part of theHRshow2009 event. Tim Clifford, Workscape’s President and CEO appeared on the HRchitect WebMingle on May 15, 2009. If you are looking for a new Talent Management System, or any HR system, talk to HRchitect first. We have unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation.

Workscape, Inc., a leading provider of outsourced benefits and talent management solutions, and the Human Capital Institute (HCI), a professional association and think-tank advancing the science of strategic talent management, today unveiled details from their follow-up research into what the future might hold for executive and high performer compensation, including gaining insight into organizations’ current methods for paying bonuses, managing bonus compensation and connecting pay to performance. 

Based on “virtual roundtable” interviews with 10 respected thought leaders from across the country as well as a survey of HR professionals from 129 organizations, the survey results were released at the WorldatWork Total Rewards 2009 Conference and Exhibition in Seattle this past week. The responses showed that many organizations are good at communicating how bonus awards are computed (65% of respondents’ companies share this information with employees). The majority of surveyed companies also actively share employees’ progress against their goals – only about 1 in 5 fails to communicate this information.

Yet, when it comes to the capabilities necessary to access and provide individual compensation plans and supporting documentation, the surveyed companies did not fare as well. Only half of the organizations stated that they have an “easily accessible history for all incentives and the decisions that were made to award them,” and 34% stated it would take days or weeks to put together documentation supporting each employee’s compensation plan. Tellingly, many (more than 40%) stated it would require at least some manual effort to put together this level of documentation.

“The results of our research are a bit disconcerting – while many companies know how to calculate bonuses based on performance, many cannot provide the corresponding documentation – at least not without considerable manual labor,” stated David Turetsky, Workscape’s Director of Talent Management Strategy. “In our experience, many of these reporting challenges can be addressed with a comprehensive, automated total rewards solution supported by a robust compensation planner that can track annual performance review-based salary increases and rewards as well as off-cycle compensation changes. With the appropriate programs in place, employers can more easily identify, reward and motivate top performers, drive higher performance, and strategically deal with unanticipated business fluctuations.”

Since the company’s inception, Workscape’s solutions have included a complete array of outsourced benefit administration solutions and services designed to improve engagement, simplify the enrollment and administration process for employees and employers alike and, ultimately, to help reduce overall benefits costs. With Workscape’s award-winning enterprise compensation planning solution, Workscape Compensation Planner, companies gain access to powerful, easy-to-use tools for making more informed and equitable compensation plan decisions — both during focal planning periods and throughout the year.

The full text of the Workscape/HCI survey is available for download from www.workscape.com/HCIsurvey.

 
Matt Lafata, HRchitect

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SilkRoad technology Honored with Network Product Guide 2009 Product Innovation Award…from SilkRoad

May 19, 2009

 

HRchitect featured SilkRoad in our May 2008 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. SilkRoad competed in the HRchitect Beauty Pageant on Onboarding Systems in January 2009, where they were crowned the winner. Brian Platz, EVP and COO of SilkRoad also participated in the HRchitect WebMingle on March 20, 2009. If you are looking for a new Talent Management or HR System, talk to HRchitect first. We have unparalleled knowledge of the HR and Talent Management vendor community and can save you time and money in selection and implementation.

SilkRoad technology, inc., a leading provider of talent management solutions, announced today that Network Products Guide, the industry’s leading publication on information technologies and solutions, has named their Life Suite a winner of the 2009 Product Innovation Award. This annually venerated award recognizes and honors vendors around the world that are responsible for innovative and ground-breaking products bringing essential and incremental changes setting the bar higher for others in all areas of information technology.

SilkRoad provides software as a service (SaaS) solutions that significantly improve talent management for more than 1,000 customers across the globe. They have helped their customers to cut millions of dollars in human resources costs by providing integrated solutions that manage the entire employee life cycle. Through the Life Suite, SilkRoad assists customers in attracting best-fit talent, managing onboarding & employee transitions, maximizing employee performance, providing a centralized learning management system, and delivering accurate information with employee intranets and content management systems.

SilkRoad’s most recent, large-scale product innovation was the addition of their Learning Management System, GreenLight. Introduced to the Life Suite in the fourth quarter of 2008, GreenLight allows organizations to centrally manage the entire process of creating, delivering, and tracking both online and offline training programs for a global workforce.

“Innovation is clearly an important factor for greater success and has the most impact on staying competitive,” said Rake Narang, editor-in-chief of Network Products Guide. “Innovative products such as SilkRoad’s Life Suite are bringing improvements in ease-of-use, and technical capabilities making it easier for organizations to recruit and keep the best talent.”

“Network Products Guide’s recognition of our Life Suite further validates the strength and value of our suite of products,” said Brian Platz, COO SilkRoad technology.  “Promoting innovation and ongoing development is an important way that we help our customers meet their business goals and maintain our status as an industry leader in the space.”  

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

 
Matt Lafata, HRchitect

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Cytiva Announces New Upgrade to SonicConnect…from Cytiva Software

May 13, 2009

 

SonicRecruit’s flexible toolset for HRIS interface gets new flexibility and capability

HRchitect includes SonicRecruit in our list of top Talent Acquisition Systems vendors that businesses should consider. Cytiva Software competed in the HRchitect Beauty Pageant on mid-market Talent Acquisition Systems in January 2009 and Ian Alexander, VP of Marketing with Cytiva Software also participated in the HRchitect WebMingle on April 10, 2009.

Cytiva Software, Inc. (CRX;TSX.V), a leading provider of on-demand talent acquisition software solutions, announced today the general availability of the newly upgraded SonicConnect HRIS interface toolset.

SonicConnect is a simple, application level toolset for mapping data in SonicRecruit to any HRIS, payroll or other employee record program. Built with a core feature set that includes mapping, scheduling, posting and monitoring employee exports triggered by hiring status changes, SonicConnect is the main vehicle by which SonicRecruit clients push newly hired employees into their master HR system or systems.

With this latest release, the SonicConnect toolset adds a number of enhancements that make it more powerful and flexible than ever. The new SonicConnect enhancements include:

 

  • Multiple export profiles for different systems like payroll, onboarding, AAP consultants, etc.
  • Support for auto re-exports of the same employee for seasonal workers
  • Support for stronger data encryption
  • Support for multiple delimiter schemes
  • Greater flexibility of export schedules
  • New preferences for auto assigning employee ID numbers
  • Increased ease of use

For clients who do not require the kind of customized 2-way interfaces that Cytiva routinely provides, SonicConnect is a cost effective way to ensure they can onboard new hires with ease.

“The SonicConnect toolset has evolved over many years of handling thousands of exports annually,” said Jason Moreau, CEO of Cytiva. “The latest version reflects the input of countless clients helping to make it more flexible and easy to use.”

As a true multi-tenant SaaS provider, Cytiva is able to make the newly enhanced SonicConnect toolset available immediately to all SonicRecruit clients.

For more information visit http://www.sonicrecruit.com.

 
Matt Lafata, HRchitect

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ADP Teams With Cornerstone OnDemand to Optimize Employer Talent Management Solutions Worldwide…from ADP

May 11, 2009

 

Offerings Enable Employers to Most Effectively Manage and Develop Their Workforce

HRchitect featured Cornerstone OnDemand in our May 2008 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. Cornerstone OnDemand competed in the HRchitect Beauty Pageant on Talent Management Systems in November 2008, where they were crowned the winner. Charles Coy from Cornerstone OnDemand also participated in the HRchitect WebMingle in January 2009.

ADP Employer Services, a leading provider of HR, payroll and benefits administration services, today announced the launch of a comprehensive suite of talent management solutions to the marketplace through its relationship with leading talent management software provider Cornerstone OnDemand. This marks the expansion of ADP’s global talent management solutions by offering best-in-class performance, succession management, learning, compensation and enterprise social networking, along with powerful reporting and analytics.

“The market is demanding a robust, global talent management solution set that complements and enhances employers’ current HR and payroll solutions,” said Regina Lee, President, ADP National Account Services and Employer Services International. “Our clients’ most valuable asset is their human capital. This relationship with Cornerstone OnDemand helps us significantly improve the HR experience and workforce programs for our clients and their employees.”

Cornerstone OnDemand’s Software-as-a-Service (SaaS)-based platform offers a scalable, cost-effective and easy-to-use talent management solution for enabling high-impact success around employee collaboration, development and performance. Employers operating around the world can take advantage of this comprehensive talent management solution immediately.

“We are elated to partner with ADP to expand the global delivery of our talent management software suite,” said Adam Miller, President and CEO, Cornerstone OnDemand. “Coupling the industry’s best talent management solutions with the industry leader in the space is a game-changer for the marketplace. Cornerstone’s unique approach, which integrates learning, performance and social networking solutions, will help ADP’s clients maximize business impact by providing those organizations with the tools they need to empower their people and foster a high-performing, engaged and productive workforce.”

Benefits of the new talent management solution include:

 

  • Performance management: enables employers to align individual goals with departmental objectives and organizational strategy to ensure that workforce activity is translated into positive business results.
  • Succession planning: handles workforce and employee succession management through automated career profiling, team building, internal recruiting and comprehensive succession planning capabilities, as well as identifying promising talent and critical roles within organizations to ensure that the right people are promoted to the right positions.
  • Learning management: allows businesses to strategically and cost-effectively create, manage, and deliver personalized training that brings together targeted, fully blended learning programs for all members of the organization.
  • Compensation management: provides the tools to allow organizations to reward the behaviors and outcomes they desire most.
  • Social networking: enables more effective on-boarding, workplace collaboration, improves employee performance, and drives innovation from customer and partner communities by fostering social (informal) learning, organizational memory, professional networking, and better communication across the organization’s employee base and the extended enterprise.

For more information, please contact ADP at 1-800-CALLADP.

For more information on Cornerstone OnDemand, please visit www.cornerstoneondemand.com

 
Matt Lafata, HRchitect

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SuccessFactors Announces Availability of EasyReviews, a Free, Web-Based Solution for Managers to Create Fast and Professional Performance Reviews…from SuccessFactors

April 27, 2009

 

SuccessFactors Continues to Innovate and Deliver Value Worldwide with Easy to Use Applications Available to Everyone via the Enterprise Cloud

 

HRchitect featured SuccessFactors in our May 2008 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.

 

SuccessFactors, Inc. (NASDAQ:SFSF), the global leader in on-demand performance and talent management solutions, announced today the availability of EasyReviews, an easy to use application for individual managers to create fast and professional performance reviews online.

 

Ideally suited for an individual manager conducting reviews on up to ten employees, EasyReviews is a highly useful and complimentary solution that gives users immediate access to the SuccessFactors on-demand platform and enables users to experience the value of SuccessFactors with zero investment.

 

With SuccessFactors EasyReviews, managers can write professional performance reviews on their direct reports quickly, painlessly and from anywhere. EasyReviews is designed for managers working at companies of all sizes and includes a simple 3-step guide to help managers get started, built-in performance review templates and a powerful “writing assistant” to help managers provide high quality feedback to their employees. EasyReviews, which is built on SuccessFactors’ on-demand platform, is available today and can be accessed at http://www.successfactors.com/easyreviews/.

 

“SuccessFactors continues to push the envelope on innovation and the social enterprise with highly intuitive, unique offerings that deliver powerful value,” said Lars Dalgaard, founder and CEO of SuccessFactors. “EasyReviews delivers ease of use and drop dead simplicity in line with today’s most popular consumer services. Ultimately, we want everyone in the world to benefit from our products, and this is the next step for us to spread SuccessFactors’ value across the globe and increase worldwide productivity by 50 percent.”

 

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

Matt Lafata, HRchitect

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SuccessFactors Announces Call for SuccessAwards 2009 Submissions…from SuccessFactors

April 18, 2009

 

Awards Recognize Organizations and Individual Leaders Who Execute Strategy to Drive Business Results Through SuccessFactors

 

HRchitect featured SuccessFactors in our May 2008 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.

 

SuccessFactors, Inc. (NASDAQ:SFSF), the global leader in on-demand performance and talent management solutions, today announced the call for SuccessAwards 2009 submissions, a program designed to recognize those organizations and leaders who execute strategy to drive business results using SuccessFactors.

 

SuccessAwards winners will be announced at the 2009 SuccessConnect Local, SuccessFactors’ annual customer gathering being held in three locations this year: San Francisco on June 8-9, Chicago on June 15-16 and New York on June 18-19.

 

Nominations are open for the following seven categories:

 

  • SuccessROI Award – Honors organizations with measurement of exceptional results working with SuccessFactors’ solutions.
  • SuccessAdoption Award – Honors organizations with the most creative, effective, or original deployment of SuccessFactors.
  • SuccessLeader – Honors individuals with unprecedented results or a unique achievement using SuccessFactors.
  • SuccessChampion Award – Honors executive-level sponsors who have championed the cause of performance and talent management.
  • SuccessInnovation Award – Honors organizations with innovative implementations of SuccessFactors.
  • Most Valuable Community Member – Honors the Community member who through active participation and meaningful contribution makes the SuccessFactors Customer Community a richer, more helpful and more rewarding environment for thousands of peers around the world.

 

The Pinnacle Performer Award for Small Business – Honors small businesses with unprecedented results or a unique achievement using SuccessFactors Professional Edition/SuccessPractices.

 

To submit nominations, please send an email to successawards@successfactors.com or visit http://www.successfactors.com/successconnect/2009/awards/. SuccessAwards nominations will be accepted through May 20, 2009.

Matt Lafata, HRchitect

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New Case Study Highlight’s E2open’s Success with Cytiva’s SonicPerform…from Cytiva Software

March 15, 2009

 

Leading demand – supply network solutions vendor saves time and provides goal transparency to employees using SonicPerform performance management software

 

HRchitect includes SonicRecruit in our list of top Talent Acquisition Systems vendors that businesses should consider. Ian Alexander from SonicRecruit will be on the HRchitect WebMingle on April 10, 2009. SonicRecruit also participated in the HRchitect Beauty Pageant on mid-market Talent Acquisition Systems in January, 2009.

 

Cytiva Software Inc. (CRX;TSX.V), a leading provider of on-demand performance management software solutions, announced today the release of a new case study detailing the successful implementation of Cytiva’s SonicPerform employee performance management software at E2open, Inc.

 

Over 75,000 businesses rely on E2open to help them achieve significant improvements in customer service and profitability using their demand and supply network management solutions. As a Software as a Service provider, E2open relies heavily on the talent and dedication of its 300 plus employees to ensure its clients continue to realize value from their E2open solutions year in and year out.

 

The new case study covers the first six months of usage of the solution and details E2open’s experience automating their performance management process.

 

Some of the highlights include:

 

  • Significant reduction in time spent by HR managing the process
  • SonicPerform’s value in supporting a globally dispersed matrix organization
  • E2open’s use of cascading goals to align their workforce
  • E2open’s experience with Cytiva’s service and support of the system

 

“The E2open case study shows how SonicPerform was able to drop right into this complex organization and provide value right away,” said Jason Moreau, CEO of Cytiva. “To have this manner of success with one of our initial implementations demonstrates the kind of industry experience that went into building the solution.”

 

E2open acquired SonicPerform and SonicRecruit, Cytiva’s robust talent acquisition system and rolled out both products simultaneously.

 

Of all the benefits they experienced with SonicPerform, E2open was most pleased with its ability to save time for the human resources department and the support of Cytiva’s client services team.

 

“The SonicPerform team was amazing, I can’t say enough about them. They went above and beyond to help us think through issues and configure the system to ensure we were successful,” said Amy Reichanadter, Senior Vice President of Human Resources. “I am confident we will have a successful long standing relationship, given the level of attention we received from Sonic.”

 

The E2open SonicPerform Case Study can be downloaded free at www.sonicrecruit.com/resources/overview.htm

Matt Lafata, HRchitect

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Salary.com Announces Third Quarter Financial Results…from Salary.com

February 6, 2009

 

Reports 31st Consecutive Quarter of Revenue Growth

 

HRchitect featured Salary.com in our May 2008 release of The Suite Life of Integrated Talent Management and also includes them in our list of top Talent Management Systems and top HRIS vendors that businesses should consider. Salary.com also participated in the HRchitect Beauty Pageant on Talent Management Systems on November 21, 2008, and will compete in the Beauty Pageants on Performance Management Systems on February 6, 2009 and HRIS on February 20, 2009.

 

Salary.com, Inc. (NASDAQ: SLRY), a leading provider of on-demand HRMS/payroll, compensation and talent management solutions, today announced financial results for its third quarter of fiscal 2009, which ended December 31, 2008. Revenue in the third quarter was $11.0 million, an increase of 20% over the third quarter of fiscal 2008. Bookings were $14.4 million, an increase of 21% over the third quarter of fiscal 2008.

 

Kent Plunkett, founder and chief executive officer stated, “Salary.com’s third quarter results were highlighted by our 31st quarter of consecutive revenue growth. During the quarter we made a significant strategic investment and broadened our product footprint with the acquisition of Genesys Software Systems, positioning us uniquely in the marketplace.” Plunkett continued, “Our recent cost reduction program demonstrates that we remain committed to achieving positive operating cash flow in fiscal 2010. We will continue to manage expenses aggressively against the difficult economic backdrop. We believe this discipline, combined with our solid financial position, recurring revenue model, and our best-in-breed transactional and strategic talent management solutions, enhances Salary.com’s long-term position as a leader in the on-demand HCM space.”

 

Third Quarter of Fiscal 2009 Financial Summary

  • Third quarter fiscal 2009 revenue was $11.0 million.
  • On a GAAP basis, for the third quarter of fiscal 2009, Salary.com reported a net loss of $5.2 million, or ($0.33) per diluted share, compared to a net loss of $3.1 million, or ($0.22) per diluted share, in the third quarter of fiscal 2008.
  • On a non-GAAP basis, excluding the impact of stock-based compensation expense and amortization of intangibles, for the third quarter of fiscal 2009, Salary.com reported a net loss of $2.6 million, or ($0.16) per diluted share, compared to a net loss of $848,000, or ($0.06) per diluted share, in the third quarter of fiscal 2008.
  • Cash and cash equivalents at the end of the third quarter of fiscal 2009 were $23.5 million, compared to $28.0 million at September 30, 2008.
  • Current deferred revenue grew to $25.3 million at the end of the third quarter of fiscal 2009, an increase from $22.2 million at the end of the second quarter. Total deferred revenue was $27.3 million at the end of the third quarter, an increase from $24.0 million at September 30, 2008 and $23.3 million at June 30, 2008.
  • Cash flow from operations was a net outflow of $3.7 million in the third quarter of fiscal 2009.

 

Business Highlights

  • Salary.com added over 250 new enterprise customers in the third quarter of fiscal 2009, bringing enterprise customer count to over 3,500 (including 29% of the Fortune 500).
  • New customer additions in the third quarter of fiscal 2009 included Burlington Coat Factory Warehouse Corporation, Live Nation, Inc., OfficeMax, Inc., PerkinElmer, Inc., and Xerox Corporation.
  • Lisa Rowan, Program Director of HR Learning & Talent Strategies at IDC highlighted Salary.com in her most recent IDC MarketScape: Worldwide Integrated Talent Management 2008 Vendor Analysis, saying “Salary.com’s strengths include deep compensation data and functionality, a strong competency framework and available libraries, affordability for partners and a broad partner base. Salary.com has the opportunity to present itself as an affordable alternative and will benefit from breadth of capability as it continues to fill out its suite.”
  • In December, Salary.com’s board of directors authorized a $2.5 million share repurchase program. During the third quarter, Salary.com repurchased approximately 25,000 shares at an average purchase price of $2.10. The company remains active in repurchasing shares.
  • In December, Salary.com acquired Genesys Software Systems, a leading provider of on-demand human resource management systems (HRMS), benefits and payroll services. The acquisition broadens Salary.com’s product suite to add transactional talent management solutions to the company’s strategic talent management products and services.

 

Business Outlook

Bryce Chicoyne, Salary.com’s chief financial officer said, “We are pleased with the company’s solid revenue growth in the third quarter and believe the steps we took to lower our cost structure will allow Salary.com to achieve positive operating cash flow in fiscal 2010. Salary.com’s growing leadership position in talent management and compensation management, broadening product lines, acquisition of Genesys, and prudent cost management provide us confidence that Salary.com will successfully execute through this difficult economic environment and emerge well positioned for long-term success.”

 

For the fourth quarter of fiscal 2009, Salary.com expects total revenue in the range of $11.0 million to $11.8 million. Non-GAAP net loss, which excludes non-cash stock-based compensation expenses of approximately $3.3 million, amortization of intangibles of approximately $1.2 million and severance charges of approximately $1.0 million, is expected to be in the range of $3.2 million to $4.0 million. GAAP net loss for the fourth quarter of fiscal 2009 is expected to be in the range of $8.7 million to $9.5 million. Weighted average diluted shares for the quarter are estimated to be approximately 16.1 million shares.

 

Salary.com expects full year revenue in fiscal 2009 to be in the range of $42.2 million to $43.0 million. Non-GAAP net loss, which excludes non-cash impact of stock-based compensation expense of approximately $9.4 million, amortization of intangibles of approximately $3.7 million and severance charges of approximately $1.0 million, is expected to be in the range of $12.2 million to $13.0 million. On a GAAP basis, net loss for fiscal 2009 is expected to be in the range of $26.3 million to $27.1 million. Weighted average diluted shares for the year are estimated to be approximately 15.5 million shares.

 

For more information on Salary.com, please visit www.salary.com

Matt Lafata, HRchitect

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SumTotal Systems Delivers Solid Fourth Quarter and Fiscal Year 2008 Results…from SumTotal Systems

February 5, 2009

 

HRchitect featured SumTotal Systems in our May 2008 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 participated in the HRchitect Beauty Pageant on Learning Management Systems on December 19, 2008 and will compete in the Performance Management Beauty Pageant on February 6, 2009.

 

SumTotal Systems (Nasdaq:SUMT), the market leader and a global provider of talent development solutions, today announced its financial results for the fourth quarter and year ended December 31, 2008.

 

Fiscal Year 2008 Results

On an unaudited Generally Accepted Accounting Principles (GAAP) basis, total revenue for the fiscal year 2008 was $126.6 million compared to $121.9 million for the fiscal year 2007. Unaudited GAAP net loss, before any potential charge for goodwill impairment, was $1.6 million, or $0.05 per share on a basic and diluted basis, compared to a net loss of $7.7 million, or $0.25 per share on a basic and diluted basis, for the fiscal year 2007.

 

Given the economy and a sustained decline in its market capitalization, the Company anticipates recording a non-cash goodwill impairment charge in the fourth quarter. The potential size of the charge is being calculated.

 

Non-GAAP revenue for the year was $126.9 million compared to $123.1 million for the fiscal year 2007. Non-GAAP net income for the year was $9.7 million, or $0.30 per share on a diluted basis, compared to non-GAAP net income of $7.1 million, or $0.23 per share on a diluted basis, for the prior year.

 

Non-GAAP results exclude the impact of certain charges primarily related to restructuring activities and non-cash charges related to acquisition accounting and stock-based compensation and any related income tax effects. Any goodwill impairment charge would be excluded from the non-GAAP results. A reconciliation to the GAAP results is provided in the attached statements.

 

For the fiscal year 2008, cash flows from operating activities were $12.2 million.

 

“2008 was a good year for SumTotal Systems especially in light of a tough economy. We improved non-GAAP profitability and generated over $12 million in cash from operating activities. We had significant growth in parts of the company including 50% growth in our SaaS business,” said Arun Chandra, chief executive officer of SumTotal Systems. “In 2009, we will continue to accelerate our SaaS business and win in the learning, performance, and talent development markets by offering best-of-breed solutions.”

 

2008 Business Highlights

– Doubled talent development customer base, adding customers such as Erie Insurance, Newmont Mining, and Heraeus Medical;

– Continued growth in performance management, adding customers such as H&R Block, the PGA TOUR – Golf Course Properties Division, the County of Los Angeles, and Genmab;

– Significant growth in SaaS business through the ResultsOnDemand offering, adding customers such as Chevron Products Company, Wendy’s International, and Mizuho Corporate Bank;

– Maintained leadership position in learning management with new deals including Kohl’s Department Stores, Citrix, and CareerBuilder;

– Continued growth in international markets, adding new deals with customers including Amcor, Dubai Holding, Nihon Chouzai Co., Ltd. and Scania;

– Recognized as a market leader in Performance Management by industry analyst Bersin & Associates in its study titled The Essential Guide to Performance Management Systems; and

– Positioned in the Leadership Quadrant by Gartner, Inc., in the 2008 “Magic Quadrant for Corporate Learning Systems.”

 

Fourth Quarter 2008 Results

On an unaudited GAAP basis, total revenue for the fourth quarter 2008 was $29.6 million compared to $33.3 million in the fourth quarter 2007. Unaudited GAAP net loss, before any potential charge for goodwill impairment, was $1.2 million, or $0.04 per share on a basic and diluted basis, compared to a net loss of $2.4 million, or $0.07 per share in the fourth quarter 2007.

 

Non-GAAP revenue for the fourth quarter 2008 was $29.6 million compared to $33.5 million in the fourth quarter 2007. Non-GAAP net income was $1.8 million, or $0.06 per share on a diluted basis, compared to non-GAAP net income of $1.7 million, or $0.05 per share on a diluted basis, a year ago.

 

Cash flows from operating activities were $3.7 million for the quarter.

 

Guidance

Due to economic uncertainties, the company is unable to provide guidance for the full year 2009. For the first quarter 2009, SumTotal estimates its revenue on both a GAAP and non-GAAP basis will be between $24.0 million and $26.0 million. GAAP net loss is estimated to be between $6.8 million and $5.8 million.

 

On a non-GAAP basis, net loss is estimated to be between $2.5 million and $1.5 million. The principal reconciling items between GAAP loss and non-GAAP income are estimated to be $1.1 million for amortization of intangibles, $1.7 million for stock-based compensation, and $1.5 million for restructuring charges.

 

For more information on SumTotal Systems, please visit www.sumtotalsystems.com

 
Matt Lafata, HRchitect

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