SAP Talent Intelligence Hub
SAP Talent Intelligence Hub is the skills record inside SuccessFactors. Employees, managers, review forms, courses and recruiting all add skills to one company-wide list. It costs nothing extra, so far, once you run SuccessFactors. Paid AI can suggest skills. It reads a CV, or notes an employee writes about their own work. That AI is billed separately, in AI units. It will not suggest a skill that is specific to your company. A level people give themselves can reach succession planning with no one confirming it.
The skills record inside SuccessFactors. Employees, managers, review forms and courses all fill it in. Paid AI can also suggest skills from what a person has already written.
You run SuccessFactors already. You want performance, learning, recruiting and career development to share one skills list. You want employees and managers to record skills and levels themselves. You can require approval for level changes.
You want skills worked out from the work people actually do. The AI does not do that. You expect the AI to suggest skills that are specific to your company. It will not. You need every skill level confirmed before it reaches succession planning. A self-rated level can get there with no one confirming it. If you do not run SuccessFactors, there is nothing here to buy. SAP does not sell this part alone.
Nothing extra, so far, once you run SuccessFactors. The AI that suggests skills is billed on its own, in units SAP calls AI units. Get the price of an AI unit in writing.
Skills come from people, forms, courses and paid AI
Talent Intelligence Hub works in two parts. One is a single skills library for the whole company. It holds skills, certificates and similar records. The other is a profile for each employee. SAP calls this profile a Growth Portfolio. The library fills that profile. New SuccessFactors systems now come with Talent Intelligence Hub switched on already.
How much you can trust a profile depends on how the skills got there. An employee can pick a skill and rate their own level. A manager can add a skill and set the level instead. Skills also come from a person’s job role and their development goals. They come from finished performance reviews and 360 reviews. They come from courses in SuccessFactors Learning, as the employee works through them. They come from whatever a new hire was assessed on during recruiting. When someone completes an internal assignment, SuccessFactors can email them to update their own profile with what they learned.
SAP also sells AI that suggests skills. Two features suggest skills for a person. One reads an uploaded CV. The other reads what the employee types into Continuous Performance Management, SAP’s tool for ongoing performance notes. The employee chooses which suggestions to keep. SAP’s app for Microsoft Teams also shows employees their suggestions on its home tab. A third AI feature builds the skills library itself, for jobs rather than people. It reads your job profile descriptions. It also reads the three most recent approved job openings for each role, from the past two years.
SAP also names outside skills partners, TechWolf among them. These partners can add skills and levels straight into profiles too. Talent Intelligence Hub has no skills test built in. A level is set by a person, a form, a course or a partner.
The hub comes with SuccessFactors, and its AI costs extra
SAP charges for Talent Intelligence Hub and its AI differently. Talent Intelligence Hub itself comes with every SuccessFactors subscription. You cannot buy it as a stand-alone product. The HR software packages that include it are priced by quote.
Suggesting skills with AI needs a separately purchased AI units licence. That paid tier covers the three AI features described above. You buy AI units once a year. They run out after 12 months if you do not use them. Matching your skills to SAP’s standard names uses no AI units. That match only works once you buy a licence for at least one paid feature.
SAP publishes its rates only in AI units, not money. Suggesting skills for one person costs 0.1 units. Building the skills library costs 2 units for each “object” it processes. You are billed only for what SAP calls “productive use.” Get a written quote for your own headcount before you promise this to employees.
Two things need SuccessFactors Learning, a separate subscription. They are skills that come from finished courses, and learning suggestions for a skill. See whether your contract already includes it. Some setup steps sit in a part of SuccessFactors you cannot reach yourself. SAP or an SAP partner has to do them instead. Budget time for that work.
Any minimum order applies to SAP’s HR packages, not to this product on its own. That minimum runs from one user on the smallest HR package to 500 users on the largest. SAP says its HR software is not only for large companies. Its named Talent Intelligence Hub customers include Norsk Hydro, with 33,000 employees, and Capgemini, with 340,000. Get a reference customer of a similar size from SAP, with it switched on for everyone.
If you leave SAP, your skills data can come with you. Every employee’s profile can be exported to your own secure file server. The first export is in full. After that, only the records that changed are exported. The product itself cannot leave with you, because it is part of SuccessFactors.
You could also build this on your own systems. We have mapped what that looks like. See it as an agent
Best for SuccessFactors customers building one skills list
One skills library serves performance, learning, recruiting and career development
SAP built its combined career and talent development product on this same data. You keep one list. You do not need a separate tool to buy, connect and keep in step with everything else.
People rate their own skills, with approvals you can turn on
A manager can add skills and set levels for their team. That view shows up to 30 people at once. It can highlight the gap between a person’s level and what their role expects. You can require approval before a level change goes through. An administrator can pull ratings from finished performance reviews into profiles. Employees can attach proof when they add a certificate.
Courses in SuccessFactors Learning feed skills straight into profiles
A finished course can raise a skill’s level, where an administrator allows it. The profile only suggests learning for a skill when SuccessFactors Learning is switched on. SAP also sells AI that suggests skills and levels for courses. It works out those suggestions from each course’s title and description. Test this AI feature first if pointing people to the right learning is your main reason for wanting skills data.
Norsk Hydro started with a 100-person pilot
In April 2024 Norsk Hydro ran a pilot with 100 employees. It planned to roll the product out to everyone once the pilot worked. It built its skills library from an outside provider’s ready-made list. It mapped about 4,000 skills to job families. It tagged its courses using a tool from TalenTeam, one of SAP’s partners. At Norsk Hydro, employees “generally may decide their proficiency levels for most skills.”
TechWolf and seven other partners can plug in later
SAP named eight partners for this product at launch. They are Beamery, Degreed, iMocha, Korn Ferry, Lightcast, Phenom, TalenTeam and TechWolf. TechWolf works out skills from the work people already do. It sends those skills straight into Talent Intelligence Hub, which stays the place they are kept. You can start with SAP’s own tools now. You can add software that works out skills from people’s actual work later, if you need it.
Ten settings and deadlines need a decision before launch
Make these decisions before employees see the product.
Reading Microsoft 365 for skills has no date
SAP built a feature that read Microsoft 365. It suggested skills from Outlook calendar invitations, from team names and descriptions in Microsoft Teams, and from distribution lists. In July 2024, SAP stopped maintaining it. SAP asked customers testing it not to roll it out. SAP plans to read Microsoft 365 and other outside systems “as soon as practical, after internal data sources are stable.” Customers who want that kind of outside skills data need a separate licence from a skills partner. Until SAP ships this, skills worked out from people’s actual work only come into SuccessFactors through a partner.
The AI skips skills you keep under your own name
SAP’s AI matches your skills library to its own standard list of skills. Any skill it does not recognise is marked “Unclassified.” Any skill you keep under your own name, what SAP calls “Custom,” is left out of every AI skill suggestion. If the skills that matter most to you carry your company’s own names, the paid AI will never suggest them. People will need to add those skills another way.
Job Description Manager retires on 12 November 2027
Job Description Manager is SAP’s older tool for job families and roles. If your job roles sit there, you must move off it. SAP deletes that tool on 12 November 2027. The move only goes one way. Your old data becomes read-only afterwards. Skills in Job Profile Builder, SAP’s tool for job profiles, cannot move into Talent Intelligence Hub yet. SAP blames technical issues. SAP says it plans to fix this soon. Get a date in writing before you plan around it.
Approval covers level changes, not new skills
You can require approval when an employee changes a level. You cannot require it when they add or remove a skill. The approval screens only appear in English. An employee can put any skill from the library on their profile without a manager agreeing first. Norsk Hydro notes that some skills may need confirming for legal reasons. Decide early which of your skills need confirming another way.
Self-rated levels travel into succession planning
Moving to Talent Intelligence Hub also changes succession planning. The Career Worksheet is a screen in SAP’s tool for succession and development. It takes skill ratings only from employee profiles. Where someone set their own level, that self-rated level is what the career view shows. Settle how levels get confirmed before succession conversations start to rely on them.
Direct connections are for SAP’s partners
Direct, automatic connections move data in or out of employee profiles. Only SAP’s named skills partners can use them. Your own team can still move profile data in and out, but only as files. Do not plan anything that depends on a direct connection.
AI features can send skill data abroad
The AI skills features may send your data abroad. Your SuccessFactors data centre sits in one country. SAP uses another company, called a sub-processor, for the AI. Its data centre may sit in a different country. Switching on any AI feature counts as acknowledging those transfers. Take this to your data protection officer, and to your works council if you have one. Do this before switching any AI on.
The five-point rating scale locks once profiles go live
Moving off Job Description Manager creates a five-point rating scale. You cannot change that scale once employee profiles are switched on. Changing any scale already in use means switching profiles off first. SAP advises against ever doing that on a live system. Data can end up out of step across SuccessFactors. Plan on keeping whatever scale you launch with. Agree it with everyone who will rely on the levels, before you switch profiles on.
Partners can rewrite ratings unless you stop them
By default, an outside skills partner can overwrite an employee’s existing rating. It can even lower that rating. Skills from any source you mark as trusted go straight into the library too. No administrator confirms them first. Decide both of these settings before any partner goes live.
Some languages only get partial AI support
The AI skills features fully support Dutch, English, French, German, Italian and Spanish. Other languages are only partly supported. These include Simplified Chinese, Japanese, Polish, Portuguese and Turkish. In those languages, the AI only translates common skills. It recognises fewer alternative words for the same skill. That matters when your people describe one skill in different ways. Confirm your own languages work well before you roll this out.
What to ask SAP
- Show us, inside our own system, every way a skill and its level can reach one employee’s profile today. Tell us which of those ways use AI units. Good answer: Every route named, with the ones that use AI units marked.
- What counts as one “object” in your library-building rate, a CV, an employee, or one suggested skill? Will you put an AI unit’s cost in writing for our headcount? Good answer: A clear definition of “object,” and a written cost per employee.
- Across all your customers, what share of employees rated at least one skill after twelve months? How many customers have profiles switched on for every member of staff? Good answer: A percentage for each question, not just a customer count.
- In July 2024 you told early customers not to roll out skill suggestions from Microsoft 365. Is reading Microsoft 365, or any other system where work happens, now on a plan with a date? Good answer: A date, or a clear no.
- Your guide says skills in Job Profile Builder cannot move across, because of technical issues. When will that be fixed, and what happens to our data until then? Good answer: A fix date, and a plan for our data until it ships.
- Which outside company handles our data for the AI skills features, and in which country? Good answer: A named company and country, in writing.
- Can our own IT team use the direct connections for loading and exporting profiles? Or are those reserved for your named skills partners? Good answer: A yes, or a clear no with the file-based alternative confirmed.
- By default, partner connections can overwrite an employee’s rating, or even lower it. What setting do your reference customers use, and why? Good answer: A named customer, their setting, and their reason for it.
Switch the hub on first, then add TechWolf if needed
If you already run SuccessFactors, you do not have to look outside it right away. TechWolf, one of SAP’s named partners, sends skills straight into Talent Intelligence Hub. Microsoft People Skills works if most of your people’s work happens in Microsoft 365. Buying nothing more is also a choice.
Switch Talent Intelligence Hub on before buying anything else. See whether the skills and levels people already record answer your real question. You may want to know where a team falls short of what its roles expect. A manager’s team view already shows this, 30 people at a time.
You may want skills worked out from people’s actual work, and plan to stay on SuccessFactors. Then look at TechWolf. It draws on systems such as Jira, Salesforce and Microsoft Teams. It keeps Talent Intelligence Hub as the place skills are stored. Its price is not published. You would need a second contract, directly with TechWolf. The smallest customer TechWolf names in a case study, Cotality, has about 5,000 people. If your company is smaller than that, confirm early whether TechWolf works with organisations your size.
If most of your people’s work happens in Microsoft 365, look at Microsoft People Skills instead. It works out skills from that work. If you already pay for Microsoft Copilot or Viva, it costs $0 extra, so far. Only skills an employee has confirmed by hand can be exported from People Skills. SuccessFactors can load profile data from files. Moving the confirmed skills across is a technical job, not a setting you switch on.
Our guide to skills intelligence software explains which decisions need skills worked out from people’s actual work. It also covers which decisions can run fine on what people report about themselves. Read it before you compare other products.
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