Third-Party Support for PeopleSoft: A Long-Term Strategy for IT Procurement Leaders

PeopleSoft’s Ongoing Role in Enterprise IT: Oracle’s PeopleSoft suite – spanning Human Capital Management (HCM), Financials & Supply Chain (FSCM), Campus Solutions, and Customer Relationship Management (CRM) – remains mission-critical for thousands of organizations worldwide. Despite Oracle’s push toward cloud applications, PeopleSoft is still actively used across industries (from higher education to manufacturing). Oracle has pledged to continue Premier Support for PeopleSoft through at least 2036​. This longevity raises a key question for IT procurement teams: Should we keep paying Oracle’s hefty support fees or switch to a third-party support provider for our PeopleSoft maintenance? In this article, we’ll explore the pros and cons of third-party support as a long-term strategy, compare leading third-party vendors, and offer guidance on making the switch (or deciding not to). The tone here is casual but procurement-savvy – think of it as advice from a friendly sourcing expert who’s done their homework (with plenty of citations to back it up!). Let’s dive in.

Why Consider Third-Party Support for PeopleSoft?

The Status Quo with Oracle: Oracle’s standard Premier Support for PeopleSoft typically costs around 22% of the software license value per year in maintenance fees​. Many organizations feel they pay a premium for support but get limited value in return, especially if their PeopleSoft system is stable and does not need constant updates. Oracle releases updates (tax patches, regulatory fixes, etc.) on a quarterly cycle, and some customers find these updates “irrelevant or overly generic” to their needs​. Moreover, Oracle’s support model can come with strings attached, like forced upgrades or cloud migrations on Oracle’s timetable​. For example, Oracle might require moving to a newer PeopleSoft version or even to Oracle Cloud applications before you feel ready to stay fully supported​. These factors – high costs and low flexibility – have led many PeopleSoft users to explore third-party support alternatives.

What is Third-Party Support? Third-party support means outsourcing your PeopleSoft support and maintenance to an independent provider (not Oracle). These providers (like Rimini Street, Spinnaker Support, Support Revolution, etc.) offer to do everything Oracle Support would do – and often more – typically at a much lower cost. Companies have the legal right to choose an outside support firm for licensed software, as long as they remain within their license terms (more on the license considerations later). Instead of Oracle’s support staff, you’d have the third-party experts on call to troubleshoot issues, provide patches or workarounds, and deliver tax/regulatory updates to your PeopleSoft system. The big appeal is usually cost savings (often 50% or more off Oracle’s fees) and greater service customization.

Is this a growing trend? Yes – over the past decade, third-party support has moved from a niche idea to a common strategy for large enterprises. It’s especially popular for mature, stable applications like PeopleSoft that many organizations plan to run for years without major changes. According to industry analyses, third-party support has gained traction because of:

• Cost Pressure: CIOs face tight IT budgets and see Oracle’s support fees as an easy target for reduction. Third-party support is generally at least 50% cheaper than Oracle’s, freeing up funds for other projects.
• Extended Support Life: Oracle eventually reduces support levels for older releases (to “Sustaining Support” with no new fixes). Third-party providers fill this gap by offering ongoing support for legacy versions that Oracle no longer fully supports​ In PeopleSoft terms, even if you’re on an old release, a third-party can keep it running with necessary fixes well beyond Oracle’s timelines.
• Flexibility & Control: With a third-party, customers often feel more in control – no vendor telling you to upgrade or migrate. You can stay on your preferred PeopleSoft version indefinitely without pressure, focusing only on the needed updates.
• Personalized Service: Unlike Oracle’s one-size-fits-all support, independent providers tend to offer more personalized, high-touch support, including support for customizations (which Oracle refuses to do). We’ll detail these service differences in a moment.

In summary, third-party support has become attractive for organizations that view PeopleSoft as a stable, long-term asset and want to optimize costs and support quality during its remaining life.

Pros of Switching to Third-Party PeopleSoft Support

Third-party support can bring several benefits to PeopleSoft customers. Here are the key pros to consider:

• Dramatic Cost Savings: The most headline-grabbing benefit is cost. Third-party providers typically charge 50% of Oracle’s annual support fees (or even less)​ . For example, if you currently pay Oracle $1 million/year, a third party might charge around $500k for the same (or better) support coverage. Some providers advertise even greater total savings – Support Revolution claims “up to 90% on annual support fees” in certain cases​ . When all cost factors are considered. At minimum, you’re looking at a substantial reduction in yearly support spending, which can free the budget for strategic initiatives or much-needed IT upgrades elsewhere.
• Extended Product Lifespan (No Forced Upgrades): Third-party support lets you run your PeopleSoft as long as it works, without Oracle nudging you to upgrade or move to the cloud. Oracle’s policies often include mandatory upgrades/migrations to stay fully supported​, but a third-party will support even older PeopleSoft versions indefinitely. You can treat PeopleSoft as a stable platform and avoid disruptive upgrades. Many companies choose third-party support precisely to extend the life of a stable system – they might be happy with PeopleSoft 9.2 and want to stick with it for 5-10 more years rather than undertake a risky migration. Third-party support fills any support gaps during that extended lifespan, providing bug fixes and compliance updates long after Oracle’s updates might have stopped.
• Personalized, High-Touch Service: If you’ve ever logged an Oracle support ticket, you know it can sometimes feel like throwing it into a black box – you might get bounced between support tiers and wait ages for answers. Third-party providers pride themselves on more responsive and personalized support. Typically, you get direct access to senior engineers who have deep PeopleSoft expertise, instead of junior staff reading from scripts​. Issues often get resolved faster because the support team is more experienced and knows your environment. Many third-party vendors also guarantee 24/7 support with aggressive SLAs (service-level agreements) for critical issues​. The result can be faster issue resolution and less downtime – a big quality-of-service win. It’s not uncommon to have a dedicated account manager or a small assigned team who learn your PeopleSoft configuration intimately (Rimini Street was known for this model of a named primary support engineer for each client, for example). In short, you’re not just “Account #12345” in a giant Oracle queue; you’re a valued customer getting white-glove treatment.
• Support for Customizations: This is a huge plus for PeopleSoft customers because let’s face it, most PeopleSoft deployments have significant customizations or bolt-on extensions. Oracle’s support policy is “no custom code”. If you’ve modified the delivered code and run into an issue, Oracle can require you to reproduce it on an uncustomized system, or they won’t help with the custom part. Third-party providers, by contrast, will support your customizations as part of the standard contract​. They will troubleshoot custom code, propose fixes or workarounds, and take responsibility for the application environment, not just the vanilla Oracle-delivered code. This means fewer headaches for your internal team. Instead of being told “that’s custom, you’re on your own,” you get help even when the problem stems from tailored code or integrations. For heavily customized PeopleSoft environments, this benefit alone can justify the switch – it’s like getting an extension of your IT team that knows PeopleSoft inside-out (including the parts you built yourself).
• Tailored Updates (Tax, Legal, Regulatory): If your organization uses PeopleSoft HCM (Payroll) or Financials, you know staying current with tax and regulatory changes is critical. Oracle does provide regular compliance updates, but third-party firms have developed their processes to deliver these changes, often in a more customized, flexible way. For instance, third-party support teams monitor global tax and legal changes across dozens of countries and will craft update scripts specifically tuned to your PeopleSoft version and configurations​. Spinnaker Support, for example, notes that their experts track changes in 100+ jurisdictions worldwide and deliver personalized updates to each client. Instead of applying Oracle’s one-size-fits-all patch (which might include extraneous changes or require pre-requisites), third-party updates are typically “net change” scripts that apply just what you need for compliance​. This can reduce testing effort and avoid the regression risk of large patch bundles. In short, third-party support can keep you compliant globally, from U.S. payroll tax tables to EU VAT rules, as part of the service. (In Q3 2024, Rimini Street reported delivering 2,900+ tax, legal & regulatory updates across 20 countries in just that quarter for its clients​, illustrating the scale at which these providers handle compliance updates.)
• Predictable, Stable Support (No Surprises): With Oracle, customers sometimes feel at the mercy of Oracle’s product roadmap and support policy changes. (Will they raise fees again this year? Will they suddenly sunset a product?) By moving to third-party support, you largely decouple from Oracle’s timeline. You don’t have to worry about Oracle ending PeopleSoft support (unlikely before 2036, but still) or forcing you into a new licensing model. Third-party contracts often lock in multi-year support for your current system with no surprise changes. You can usually negotiate terms that fit your needs (e.g., the ability to drop support for a module you retire, or add something new if needed). Essentially, it brings a sense of stability – you know you can keep running PeopleSoft on your terms, and your support partner is incentivized to keep you happy since you could leave them (unlike Oracle, which assumes you’re captive). Many customers also appreciate that third-party providers won’t constantly try to upsell you new software – their business is just support, not selling licenses or cloud subscriptions.
• Potential Indirect Benefits: Some organizations find that switching to third-party support has side benefits. For example, it can free internal IT staff from routine support work because the third-party team takes on more heavy lifting (especially if you engage them in a co-sourcing model – more on that later). The cost savings might allow you to avoid headcount cuts or even reinvest in PeopleSoft enhancements (yes, even if Oracle isn’t delivering new features, you can use some saved budget to develop a few new reports or minor improvements in-house to keep users happy). Also, in many cases, the third-party support provider can act as a strategic advisor; they’ve seen many clients in your situation (e.g., running PeopleSoft while evaluating cloud options) and can share best practices or guidance. In short, you get a partner interested in extending the value of PeopleSoft for you, not one who sees your PeopleSoft as “legacy baggage” they wish you’d throw out in favor of the cloud.

Those are the bright sides. Now, no decision is without trade-offs – so let’s look at the cons and risks you need to weigh.

Cons and Risks of Third-Party PeopleSoft Support

Switching away from Oracle support is not a free lunch. Here are the main cons/risks that procurement leaders should consider:

• Loss of Oracle Updates & New Features: When you leave Oracle support, you forfeit access to Oracle’s official patches, upgrades, and new releases for PeopleSoft​. In practice, this means you’ll be locked on your current PeopleSoft version (plus whatever patches you’ve already applied) for the duration of third-party support. Your third-party provider will give you fixes for bugs and regulatory needs. Still, they cannot provide new Oracle-delivered features or upgrades, and you wouldn’t have the right to install them anyway, since you’re off Oracle maintenance. For many PeopleSoft customers, this is an acceptable trade-off (they weren’t planning to upgrade or get new features soon, and the system already meets their needs). But it’s a risk if your business says “we need X new capability” down the road – you might find that it’s only available in a newer PeopleSoft image or in Oracle Cloud, which you can’t easily get while on third-party support. Essentially, you are placing a bet that what PeopleSoft does today is good enough for the foreseeable future. If innovation in your HR/Finance systems is important, you’ll need an alternate plan (like developing custom enhancements or eventually planning a migration). In short, there are no new toys from Oracle while you’re on third-party. You’re in maintenance mode, not growth mode, for that product.
• Security Patch Considerations: One of the loudest concerns about third-party support is security. Oracle regularly issues Critical Patch Updates (CPUs) for PeopleSoft and the underlying PeopleTools and database. If you leave Oracle, you won’t get those vendor patches. So are you leaving yourself open to hackers? Third-party support firms anticipated this concern and have developed alternative approaches to security. They implement things like “virtual patching”, where they analyze Oracle’s security alerts and then create protective measures without altering Oracle code – for example, recommending firewall rules, configuration changes, or custom scripts to block known vulnerabilities​. Many also provide continuous monitoring and intrusion detection services as part of the package​. The goal is to mitigate security risks without having Oracle’s official patch. This approach can be effective – to date, there have been no public reports of a company on third-party support suffering a breach due to missed Oracle patches​, even among high-security clients like banks and government agencies. That’s reassuring but requires trust in your provider’s security expertise. Not all organizations are comfortable with third-party patching strategies, and some highly regulated entities might have policies requiring vendor patches. You’ll want to vet the provider’s security credentials (many boast ISO 27001 certifications, etc.​) and possibly add extra layers of your own (like stricter network controls or frequent vulnerability scans​). Bottom line: Security can be managed under third-party support, but it’s a shared responsibility. You can’t just “set it and forget it” – you and your provider must stay vigilant.
• Compliance with Oracle Licensing (Legal Risk): Going third-party is legal – courts have upheld customers’ rights to hire a third party for support​. But you must be squeaky clean on your Oracle license compliance. Oracle’s support contract and licensing rules have some gotchas. For instance, Oracle has a “matching service levels” clause that says you can’t drop support on a subset of licenses in a license set​. In plain English: if you have a bundle of PeopleSoft modules under one agreement, Oracle might contractually require that either all of them stay on Oracle support or none of them do. You can’t half-drop (Oracle does this to prevent partial switches). So you need to ensure that your plan to switch respects those rules – it might mean an all-or-nothing decision for PeopleSoft. Another example: if you have an unlimited license agreement (ULA) or any non-perpetual licensing, you likely need to certify or convert those to perpetual before leaving Oracle​ It’s critical to review your Oracle contracts and usage before switching​Many customers hire an independent Oracle licensing expert for a sanity check​If you discover you’re out of compliance (maybe using more users or modules than you paid for), fix that while you’re still an Oracle customer, otherwise you’re vulnerable to an audit and penalties. Oracle can still audit you even after you leave (they retain that right), and it can get ugly if they find you in violation. However, switching support by itself does not violate any contracts​if you do your homework. Stay within your licensed metrics, don’t use Oracle’s support intellectual property inappropriately (like don’t apply patches you’re not entitled to), and you’ll be on solid legal ground. The common mistakes to avoid here are: 1) Over-relying on the third-party provider’s word about license compliance – verify independently​ 2) failing to download and archive all Oracle documentation and patches you might need before your support lapses (you should build a library of the latest updates while you still have access) not addressing known compliance gaps (e.g. extra users, virtualization issues) in advance​ With proper preparation, companies have successfully navigated Oracle audits after switching​ Without it, you could face a nightmare. This is probably the #1 area where procurement needs to spend time – contract review and compliance checkups before signing with a third-party.
• Reinstatement and Future Flexibility: One often overlooked downside: if you leave Oracle support and later decide you need to go back (maybe to get a new version or because you’re migrating to Oracle Cloud and need interim support), Oracle will make you pay through the nose to reinstate. Oracle’s policy usually requires you to pay all back support fees for the period you were off support, plus a 50% penalty​. For example, a university left Oracle support on a database for two years; when they attempted to return to get an upgrade, Oracle demanded two years of fees plus 50% – a massive bill​. In many cases, this “reinstatement cost” is so exorbitant that it effectively locks customers from returning​. Oracle does this deliberately to discourage switching​. What it means for you: assume that leaving Oracle support is a one-way street for that product, at least for a while. You should plan not to rely on Oracle support again and have a long-term strategy with your third-party provider. It’s not that you can’t go back, but economically it often doesn’t make sense to. So, be very confident that third-party support will meet your needs in the long term. If there’s any reason you might need Oracle again (say, an Oracle-supplied upgrade or a new integration), factor that in and weigh the cost. Some organizations decide to stay with Oracle support precisely because they aren’t ready to make that long-term commitment and fear the lock-out. Others fully embrace it – they save so much money annually that even if a big reinstatement fee looms in 5 years, they’ve more than covered it by then. It’s a strategic gamble either way, and it should be acknowledged.
• Dependency on the Third-Party Provider: By leaving Oracle’s umbrella, you are trusting your chosen third-party vendor. You could be left in a lurch if that provider has business difficulties or legal problems or drops support for PeopleSoft. This isn’t a theoretical concern: the largest provider, Rimini Street, announced in late 2024 that it will be winding down and exiting PeopleSoft support services​. Rimini pioneered this space (supporting PeopleSoft for many years). Still, due to ongoing legal battles with Oracle and shifts in strategy, they decided to pull the plug on PeopleSoft support, leaving their customers scrambling for alternatives​. This example shows the risk if your third-party partner doesn’t stay the course. While there are other providers (like Spinnaker and Support Revolution) ready to take on those customers, a sudden vendor exit is the kind of disruption you were trying to avoid in the first place by going third-party!
  Additionally, smaller providers might be financially less stable or could get acquired, etc. Mitigate this by choosing a reputable, stable firm and possibly negotiating contract clauses about transition assistance if they discontinue service. (In Rimini’s case, the wind-down is phased​ , giving customers time to move – but it’s still a headache). Also, consider your internal capability: even with third-party support, maintain some in-house knowledge of PeopleSoft, so you’re not completely helpless if you have to switch providers or, worst-case, re-enroll with Oracle in the future.
• Relationship with Oracle: Finally, consider the softer aspect: how will this affect your overall relationship with Oracle as a vendor? If your company uses other Oracle products (databases, Oracle Cloud apps, etc.), moving PeopleSoft off Oracle support might irritate your Oracle account reps. Oracle won’t outright retaliate beyond the license enforcement we discussed (they’re not legally allowed to punish you aside from audit rights). Still, you may lose some “goodwill” or discounts on other dealings. On the other hand, some organizations report that Oracle, not wanting to lose all its business, might become more flexible with other products on a case-by-case basis. Oracle will try hard to prevent you from switching in the first place: they are known to use FUD (fear, uncertainty, doubt) tactics, and they threaten audits or other penalties informally to scare customers​. They may also dangle special discounts or cloud trial offers to entice you to stay​. Be prepared for a rough ride in negotiations. As long as you’re confident and have done your homework, you can withstand the pressure – after all, thousands of organizations have successfully switched to third-party support despite Oracle’s pushback​. Still, ensure your executive stakeholders are aware of this dynamic. You don’t want Oracle’s CEO calling your CEO about “why did you leave us?” without a prepared answer. Strategically, it might alter how you engage with Oracle in the future. Still, many find that saving millions and getting better support is worth a bit of awkwardness in the next sales meeting with Oracle.

Now that we’ve weighed the pros and cons, let’s examine who the major third-party support players are for PeopleSoft and how they stack up.

Leading Third-Party PeopleSoft Support Providers

Several third-party support companies specialize in Oracle products (including PeopleSoft). We’ll focus on three leading providers covering PeopleSoft globally: Rimini Street, Spinnaker Support, and Support Revolution. Each has a different profile regarding size, focus, and service model. Here’s an overview and comparison of these providers:

Rimini Street (Historical Leader, Now Exiting PeopleSoft)

Profile: Rimini Street is perhaps the most famous third-party enterprise software support name. Founded in 2005, it grew quickly by offering Oracle and SAP products support at half the cost. Rimini had an extensive global presence and a broad service portfolio for Oracle customers​. It supported PeopleSoft, Oracle E-Business Suite, JD Edwards, Oracle Database, and more, making it a one-stop shop for many Oracle ERP clients. Rimini emphasized a proactive support model with high customer satisfaction and dedicated engineers per account. For years, it was a popular choice for PeopleSoft customers, and it was known for “comprehensive support,” including custom code fixes and performance tuning.

Cost & Savings: Rimini’s pricing was typically 50% of your last Oracle support bill (that was their standard offer). They often touted the additional savings clients achieved by avoiding upgrades, etc. In terms of cost competitiveness, Rimini wasn’t the cheapest (they wouldn’t undercut the 50% too much), but they sold value – a premium third-party experience still far cheaper than Oracle’s support.

Service Quality: Rimini Street is known for its very high service quality. They claim a 4.9 out of 5.0 average client satisfaction rating in their support delivery​. Clients appreciated having very seasoned PeopleSoft experts on call. Rimini also developed capabilities to deliver tax and regulatory updates worldwide, boasting thousands of yearly updates​. They offered additional services like security monitoring (“Rimini Protect”) and even some managed services for applications. The company’s model was to assign a Primary Support Engineer to each client – someone with typically 15+ years of experience in the product, which gave clients confidence.

Global Coverage: Rimini operated globally, with clients in North America, EMEA, Asia-Pacific, and Latin America. They highlighted having support engineers and local experts in many countries to handle local regulations, languages, and time zones​. So, regarding global reach, Rimini was top-tier; few others matched their worldwide footprint in the third-party support realm.

Customer Satisfaction: Customer loyalty to Rimini was strong for many years, but recent events have shaken that. Generally, Rimini’s customers reported high satisfaction with quicker response times and more personalized attention than Oracle​. However, one consistent concern some clients had was the legal cloud hanging over Rimini.

Legal and Stability Concerns: Rimini Street spent much of the last decade in litigation with Oracle. Oracle sued Rimini, accusing it of intellectual property infringement in how it serviced Oracle products (this included allegations around how Rimini created development environments and delivered Oracle updates). The legal battle was high-profile and underwent several judgments and appeals. While the courts affirmed that third-party support is legal for customers, Rimini was found to have engaged in certain improper practices and was ordered to pay hefty damages​. This ongoing fight cast a shadow – some customers worried about Rimini’s long-term stability or whether Oracle might manage to curtail its services. Indeed, this culminated in Rimini’s announcement (Q3 2024) that it will wind down all PeopleSoft support services​. The legal pressure from Oracle (and possibly lower demand as more PeopleSoft users plan cloud moves) likely contributed to this decision. As of 2025, Rimini Street is transitioning out of the PeopleSoft support market​. This is a critical development: one of the previously “safe” options is no longer available, and PeopleSoft customers who went with Rimini are migrating to other providers or back to Oracle. Rimini continues to support other Oracle products (like EBS, JDE, etc.), but it’s the end of an era​for PeopleSoft.

Bottom Line on Rimini: Historically, Rimini Street has been a top choice with strong service and global reach. It has proved that third-party support can work at scale. However, due to Oracle’s legal onslaught and strategic shifts, Rimini is not a viable long-term option for PeopleSoft going forward (since they are exiting that service). If you’re evaluating options now, you’ll likely be looking at the remaining providers below. Still, it’s useful to know Rimini’s story, as it highlights the importance of legal compliance and the risk of a provider changing course.

Spinnaker Support (Leading Independent Provider)

Profile: Spinnaker Support is another major player, often seen as the chief alternative to Rimini in the Oracle third-party support space. Spinnaker is known for its strong focus on Oracle applications and databases, and it has been providing third-party support since around 2008. A key differentiator for Spinnaker is their emphasis on compliance and risk mitigation – they have avoided the legal issues plaguing Rimini by adopting different methodologies (for example, it avoids cross-customer sharing of Oracle environments). Spinnaker employs highly skilled staff, including many former Oracle engineers and developers​. This means the person helping you likely had a hand in building or supporting PeopleSoft in the past, bringing deep insider knowledge. Spinnaker’s service portfolio includes support for PeopleSoft, JD Edwards, Oracle E-Business Suite, Oracle Database, Oracle Fusion Middleware, and even some SAP products. They also have a growing managed services practice.

Cost & Flexibility: Spinnaker’s pricing is in line with the ~50% of Oracle support benchmark, though one advantage noted by clients is Spinnaker’s flexibility in contract negotiations. They are often willing to tailor terms, such as custom support scope or payment schedules, to meet a client’s needs. For instance, if you only want support on certain PeopleSoft modules or have a unique environment, Spinnaker is known to be accommodating. They can also bundle managed services if you want additional help beyond break-fix. Overall, Spinnaker is seen as reasonably priced and sometimes more commercially flexible than Rimini was (Rimini had a reputation for more rigid contracts and aggressive sales tactics​).

Service Quality: Spinnaker has built a strong reputation for quality and personalized service. Clients often highlight that Spinnaker’s team is very responsive, knowledgeable, and easy to work with​. Like Rimini, they provide 24/7 support and assign named primary engineers. Because they hire many ex-Oracle people, their ability to diagnose and fix issues in PeopleSoft is well-regarded. Spinnaker also focuses on license compliance guidance – they help customers ensure everything is above board to avoid Oracle legal issues. Another area in which Spinnaker excels is security and regulatory support: they have dedicated teams for global tax and regulatory updates, similar to Rimini. For example, they deliver tailored tax updates for PeopleSoft payroll and proactively inform clients of upcoming legal changes. Spinnaker even achieved an ISO 9001 certification for their tax/regulatory update process​, underscoring their commitment to process quality. Regarding customer satisfaction, Spinnaker enjoys a loyal client base and high renewal rates, indicating clients are happy (though exact survey metrics aren’t publicly touted as much as Rimini’s were). In independent reviews, Spinnaker often scores top marks for being “customer-centric” and having strong technical competency.

Global Coverage: Spinnaker Support is a global company as well. They are headquartered in the US but have offices and support centers in the UK, Europe, the Middle East, and Asia (including operations in India and elsewhere). Their tax and regulatory coverage spans North America, EMEA, LATAM, and APAC regions. Spinnaker’s global tax compliance service monitors changes in over 100 countries​ , which is critical for multinationals running PeopleSoft HCM or Financials. They provide support in multiple languages as needed. While perhaps slightly smaller in footprint than Rimini was, Spinnaker can still credibly support a global 24/7 operation. Many multinational clients (including Fortune 500 companies) use Spinnaker for Oracle and SAP support, so they have experience meeting the needs of large, geographically diverse organizations.

Notable Strengths: In summary, Spinnaker’s strengths include its expertise and reliability (no legal troubles, very compliant), its flexibility to tailor service, and a strong focus on high-quality support experience. It has often been recommended for companies nervous about Rimini’s legal issues – Spinnaker positions itself as the “safe pair of hands” third-party provider. For PeopleSoft customers now, Spinnaker is likely to be a top candidate, especially after Rimini’s exit.

Potential Drawbacks: On the flip side, Spinnaker is a bit smaller than Rimini in total revenue, so some might worry if they have the same scale. However, they’ve been steadily growing and are financially stable. They also may not have quite the same breadth of services (for example, Rimini branched into supporting Salesforce, SAP, etc., whereas Spinnaker sticks mostly to Oracle and SAP enterprise software). Another consideration is staff location – Spinnaker uses a mix of onshore and offshore resources, with a lot of engineering done from the US and UK (which is great for quality but means they might not always be the absolute cheapest if you are purely cost-driven). That said, they do leverage global offices to optimize costs where appropriate. Overall, there are a few red flags with Spinnaker; it has mostly positive reviews.

Bottom Line on Spinnaker: A leading third-party support provider with a strong track record, Spinnaker Support offers a compelling mix of cost savings (~50 %+), high service quality, and global coverage. They have become a safe, long-term option for PeopleSoft support, especially in a post-Rimini market. If you want an experienced partner that will take care of your PeopleSoft and keep you out of trouble with Oracle, Spinnaker should be on the shortlist.

Support Revolution (Challenger with Low-Cost Model)

Profile: Support Revolution is a UK-based third-party support provider that may not be as well-known globally as Rimini or Spinnaker but has been steadily growing. They focus on Oracle and SAP support and tout themselves as a cost-effective alternative. Being smaller, Support Revolution often highlights its personal touch, agile service, and aggressive pricing strategy. They have been in operation since 1998 (according to their site, though initially more as a consultancy and later moving into third-party support services). They cover Oracle E-Business Suite, PeopleSoft, JD Edwards, Oracle Database, and SAP ERP, among other systems​. In 2023-2024, Support Revolution actively targeted customers unhappy with Oracle or even those left stranded by Rimini’s exit from PeopleSoft, positioning itself as a capable replacement.

Cost & Savings: Support Revolution’s big selling point is even deeper cost savings. They are often willing to undercut the competition on price. According to one analysis, Support Revolution offers “highly competitive pricing” and uses a cost-effective staffing model, leveraging support engineers in India to keep costs low. This offshore-heavy model allows them to sometimes come in with quotes significantly below 50% of Oracle’s fees (depending on the deal). Support Revolution can be very attractive for organizations where budget is the #1 factor and every penny counts. They’ve been known to save customers well over 50% – indeed, as noted earlier, they claim up to 90% savings in some marketing materials​ (likely factoring in avoided upgrades and efficiency gains). At the very least, you can expect slightly better headline pricing from Support Revolution compared to Rimini or Spinnaker. They might also be more flexible with contract terms, since, as a smaller player, they want to win deals and build references.

Service Quality: What do you get at that lower price? Support Revolution says you still get high-quality support, and they have many successful case studies. They provide the same basic services: break/fix support, tax and regulatory patches, custom code support, etc. However, the service delivery model relies heavily on offshore contractors (as opposed to mostly full-time in-house experts). Many of their support staff are based in India and work as third-party contractors for Support Revolution. This has pros and cons: Cost is low, and there is a large talent pool in India for Oracle skills, but turnover and consistency might be challenging. It also means time zone differences – although India can cover a lot of US/Europe overlap, truly global 24/7 coverage might require some juggling. Clients of Support Revolution have noted that the service is generally solid. Still, you should do due diligence: ask about the experience level of the team assigned, their familiarity with the PeopleSoft modules you use, and how they handle complex issues. Support Revolution being smaller also means they might not have as many specialist teams (like a huge dedicated security research team or hundreds of tax analysts), but they certainly have capabilities in those areas; they wouldn’t survive if they didn’t deliver needed updates. One positive: as a nimble company, they often give clients direct access to their engineers and leadership. The CEO/founders are involved and have a hands-on approach to ensuring client success (especially for key accounts).
Regarding customer satisfaction, Support Revolution’s references are generally positive. They praise the cost savings and say the support is “reliable and responsive enough” for their needs. They may not have the luxury touches of a Rimini (no named dedicated engineer for each account, perhaps), but they cover the bases. If clients need something beyond their scope, they might be open about it and possibly partner with others or advise accordingly.

Global Coverage: Support Revolution began in the UK and has a strong presence in Europe. Through their offshore resources, they cover global support. Still, according to some reports, their physical offices are fewer (UK, and possibly a Middle East office, plus an operations center in India). They serve clients globally, including in the Americas. Still, if your organization is heavily US-based, you might be essentially dealt with remotely by UK/India teams (which is fine if the service is good). They are expanding, though, to chase the global market. One should verify how they handle local regulatory knowledge – for example, have experts in US payroll, European tax, APAC labor laws, etc. They likely do via hiring subject-matter experts, but it’s worth confirming. In summary, Support Revolution can support globally, but they are smaller and more centralized than the other two, so you’ll want to ensure their scale matches your requirements.

Notable Strengths: The obvious strength is affordability. Support Revolution is often the lowest-cost option among reputable providers​. They also market themselves as being free of the baggage larger firms have – no big legal issues (Oracle seems to have focused its legal fire on Rimini; Support Revolution hasn’t been in similar litigation, likely because of their careful approach and maybe smaller profile). They emphasize a customer-first mentality, and you might get very attentive service because they are hungry for business. Another strength is their focused expertise on Oracle/SAP – that’s their whole business, and they’ve been doing it for quite a long time in Europe, serving many public sector organizations and companies.

Potential Drawbacks: The heavy use of third-party contractors and offshore support could pose a risk to consistency​. If key people leave an outsourced team, knowledge transfer might suffer. Also, as a smaller provider, their financial resources are limited; however, they’ve been stable and growing, so not a fly-by-night by any means. It’s just something to consider if you value the comfort of a larger vendor. Finally, because they are less known, especially outside of Europe, you might have to explain who they are to internal stakeholders, and there might be fewer peer references in your network compared to Rimini/Spinnaker. Gartner and other analysts mention them, but usually after Rimini and Spinnaker. That said, in the post-Rimini landscape, Support Revolution has an opportunity to shine and likely will gain more global clients.

Bottom Line on Support Revolution: If your priority is maximizing cost savings while still getting competent PeopleSoft support, Support Revolution is a provider to consider. They cover all major PeopleSoft modules and have a track record, particularly in the EMEA market. Do your due diligence on their service approach (ask for client references, etc.), but don’t dismiss them due to their smaller size. They can often provide a level of service sufficient for a steady-state PeopleSoft environment, at a price point that might make your CFO very happy. For a global enterprise, ensure they have the necessary language and regulatory expertise for your footprint. Support Revolution is this space’s “value brand” – less frills, big savings, and generally reliable performance.

Comparing the Providers at a Glance

To summarize the comparison in procurement-friendly terms, here’s a quick rundown:

• Cost Savings: All third-party providers will save you a lot compared to Oracle. Rimini and Spinnaker traditionally aimed for around 50-60% savings, while Support Revolution often pushes beyond that (potentially 60-75% savings, depending on scope)​ . Support Revolution is likely the cheapest option of the three. Spinnaker might come in at a slightly higher price than Support Revolution, but with arguably some extra service quality. Rimini was in between (but moot now for PeopleSoft).
• Service Quality: Spinnaker and the historical Rimini model are top-notch in quality, senior experts, high customer satisfaction, and comprehensive support (including customizations, performance tuning, etc). Support Revolution provides good service but relies more on offshore teams; quality is generally good, but might vary depending on who you get. Spinnaker has a reputation for personalized, high-quality service​, and Rimini did too (though they are leaving PeopleSoft). If you need the absolute best support experience, Spinnaker would likely edge out Support Revolution. Support Revolution is fine for many, as it offers a solid support experience at the lowest cost.
• Global Coverage: Rimini (when it was in play) and Spinnaker have truly global operations and can support users in any region with local knowledge​. Support Revolution is globally capable but more centered in the UK/India—it can still be covered 24/7, but with a smaller footprint​. If you have major operations in Latin America or Asia, ask Support Revolution how they cover those time zones and regulations. Spinnaker likely has an easier answer (with staff on multiple continents).
• Customer Satisfaction & References: Rimini had a large client base (including many Fortune 500s) and reported 4.9/5 satisfaction ratings​. Spinnaker boasts high retention and many referenceable clients (they often cite having the highest rated support in peer reviews). Support Revolution also has fewer references, but they might not have the same volume of public reviews. According to Redress Compliance, Spinnaker’s focus on personalized service has “earned it a loyal client base”​, whereas Support Revolution’s clients choose it for being “budget-friendly…with decent service levels,”​ a slightly tempered endorsement, but still positive.
• Unique Considerations: Rimini’s situation (legal issues, exit from PeopleSoft) is a caution flag – it shows that bigger isn’t always stable if there are external risks​Spinnaker shines in compliance assurance (they actively help clients avoid license pitfalls), so if you’re worried about Oracle audits, that’s a plus. Support Revolution’s unique angle is cost, and also perhaps a more flexible support model due to their contractor network – for instance, they might scale resources up or down for you more flexibly.

In essence, Spinnaker Support and Support Revolution are the two primary choices for long-term PeopleSoft third-party support as of 2025, given Rimini’s phase-out. There are a couple of other niche providers (for example, some regional IT service firms also offer third-party support in specific countries, and larger integrators sometimes do it for select clients), but the above are the headliners globally. Most organizations evaluating this will at least talk to both Spinnaker and Support Revolution to compare proposals.

Next, let’s discuss how viable it is to stay on third-party support for the long haul, and what factors to consider if you plan to run PeopleSoft indefinitely under such support.

Long-Term Viability of Third-Party Support for PeopleSoft

A core question procurement and IT leaders ask is: “Can we rely on third-party support for years and years? What if we never plan to migrate off PeopleSoft – is third-party support sustainable as a permanent solution?” It’s a great question, and the answer involves considering PeopleSoft’s product trajectory and your organization’s strategy.

PeopleSoft’s Product Roadmap: Oracle has committed to continuous support and periodic enhancements for PeopleSoft 9.2 (the latest major release) for the foreseeable future – again, Premier Support until at least 2036 as per Oracle’s Applications Unlimited pledge​. This means Oracle isn’t discontinuing PeopleSoft anytime soon; they’ll keep issuing patches, tools updates, maybe minor features every quarter. So the product will remain technically up-to-date (certifying with new browsers, databases, etc.). If you stay with Oracle support, you benefit from that stream of updates. If you go third-party, you essentially freeze your PeopleSoft at whatever update level you leave off with. Is that viable long-term? It can be, if the system meets your needs and doesn’t need new capabilities. Many companies have run older ERP versions for decades without issue when their business processes don’t change much. PeopleSoft is a mature, robust system – in functions like HR, payroll, and financials, it does what it needs to do, and marginal improvements from Oracle might not be worth the cost of upgrades to you. Running PeopleSoft indefinitely on third-party support is a viable scenario for such companies.

Delaying Cloud Migration: A common situation is organizations saying, “We will move to a cloud SaaS ERP (or Oracle Cloud applications) eventually, but not yet.” Maybe you have 5-7 more years on PeopleSoft while you evaluate and prepare for a migration. In that case, third-party support can act as a bridge. You save money during those years (which can even help fund the future migration) and avoid sinking too much into a product you plan to sunset. Gartner and others have noted this as a smart interim strategy: “third-party support allows [companies] to maintain their current systems until new solutions are fully implemented.”​ In essence, you’re in a holding pattern on PeopleSoft, so why pay Oracle full price if you’re not taking advantage of their upgrades? Third-party support can keep the lights on and extend PeopleSoft’s life safely while you execute a long-term transition. This is viable as long as your third-party provider can supply needed regulatory updates and fixes throughout that period (which they can, given their track record). Many organizations have done this – used third-party support for, say, 5 years as they gradually rolled out a new cloud HR system, and then retired PeopleSoft. They saved millions in support fees in the meantime.

Running PeopleSoft “Forever”: What about those who have no concrete plans to migrate and might run PeopleSoft for the next 10+ years? Third-party support can also cater to them. Oracle’s support will eventually go into “Sustaining Support” mode (after 2036 unless extended, which will likely be extended incrementally). Sustaining Support from Oracle means you can call for help on existing issues, but get no new fixes or regulatory updates, which is useless if laws change. On the other hand, a third-party will continue providing updates and fixes as long as there is demand, effectively supporting PeopleSoft indefinitely. For example, even older releases like PeopleSoft 8.x (from the early 2000s) could theoretically be supported by third parties if someone needed it (Rimini initially supported extremely old versions). The viability here depends on the provider’s commitment and knowledge base. PeopleSoft expertise will be around for a long time (lots of experienced consultants in the market), so that’s not a problem. The bigger variable is the health of the third-party support industry. Since thousands of companies still rely on Oracle and SAP legacy systems, it’s reasonable to expect these providers (Spinnaker, Support Rev, etc.) to be around and profitable through the 2030s. They may evolve their services, but supporting PeopleSoft will remain part of their core business as long as customers need it. One wrinkle: as more companies eventually migrate off PeopleSoft (in favor of cloud solutions like Workday, Oracle Cloud, etc.), the total market will shrink, which could lead to consolidation or some providers exiting (like Rimini did, possibly seeing limited growth in the PeopleSoft segment). However, even if consolidation happens, there will likely always be at least one or two firms willing to support remaining PeopleSoft customers – they might charge more if it’s niche, or maybe not, hard to predict. However, since Oracle has guaranteed support to 2036, we know that at least until that time horizon, there will be a significant base of PeopleSoft users, and thus a third-party market.

Provider Stability Long-Term: The Rimini incident aside, Spinnaker and Support Revolution appear committed to long-term support services. Spinnaker, for instance, has diversified into supporting cloud migrations and other services, but third-party support is its bread and butter. Support Revolution has been around 25+ years and is still founder-led and focused on support. So, these companies are incentivized to keep supporting PeopleSoft as long as it’s generating revenue. It’s always good to periodically monitor your provider’s financial health (if they are private, get whatever info you can, or if they are public, like Rimini was, keep an eye on their filings). However, overall, the model is sustainable as long as customers remain.

Technological Viability: If you run PeopleSoft for 10+ more years, you might worry: will it still work on modern operating systems, databases, etc., if Oracle isn’t updating it? Third-party providers can help here, too. They often provide guidance on interoperability – e.g., making sure PeopleSoft will still run on new versions of Windows or support a new browser. They may not have Oracle’s source code to officially certify, but they will test and assist with such transitions. Moreover, Oracle’s continuous innovation model means if you left at PeopleSoft 9.2 Image 40 in 2025, that version is already pretty advanced and likely could run for a decade with minor adjustments. PeopleTools (the technical platform) might eventually age, but third parties can even support upgrades of PeopleTools in isolation if needed, or recommend security wrapper solutions. In any case, technically, running PeopleSoft indefinitely is feasible with the right support partner addressing any compatibility issues that come up.

Case Examples: Many government organizations (which tend to stick with systems for a long time) have used third-party support for years. Some banks, universities, and manufacturers have publicly shared that they’ve been on third-party support for 5+ years and feel confident continuing​. One reason is that if something were going to go wrong, it likely would have by now – and it hasn’t. Knowing that others have trodden this path can give you confidence. It’s not an unproven idea; it’s fairly well-worn and thus lower risk than it was 10 years ago when it was new.

When Long-Term May Not Work: It’s worth noting that third-party support as a long-term strategy works best if PeopleSoft remains functionally largely unchanged in your organization. If your business decides to transform HR or Finance processes significantly, you might need new software capabilities that PeopleSoft 9.2 (frozen at an older image) can’t provide. In that scenario, you’d either build custom solutions (which your third-party support could help you with up to a point) or reconsider getting back on Oracle support to get new releases, or more likely, advance your migration plans. Also, suppose Oracle were to do something dramatic like release a PeopleSoft 9.3 with amazing features (not planned as far as anyone knows). In that case, you’d miss out unless you rejoined Oracle support (paying back fees, etc.). But Oracle’s strategy is not to do big new releases – they’re just incrementally updating 9.2. So, the risk of missing a “big jump” is low; innovation action happens in Oracle Cloud apps, not PeopleSoft.

Oracle’s Stance: Oracle would prefer you stick with them, and they try to make the case that staying on Oracle support is the safest long-term bet (they promise continuous patches, etc.). They even explicitly warn about the “potential risks of third-party support” in their PeopleSoft support policy docs​. However, their main leverage to keep you is the promise of ongoing support through 2036 and beyond, which ironically reduces the pressure to leave, since you’re not forced off PeopleSoft. But it also reduces the pressure to stay, since if Oracle isn’t ending support, you’re not in a do-or-die situation; you have the luxury to consider alternatives calmly. In short, Oracle will be there with support if you want to return (at a high price), but third-party support can effectively run parallel for as long as needed.

Conclusion on Viability: Running PeopleSoft on third-party support for the long term (5, 10, even 15 years) is a viable strategy if it aligns with your IT roadmap. The key is ensuring you have a reliable partner and are truly okay with the trade-offs (no new Oracle features, reliance on a third party for security updates, etc.). Many organizations have taken this path to “maximize the ROI of the existing system”​ – essentially sweating the PeopleSoft asset for all it’s worth while avoiding costly changes. Suppose your PeopleSoft is stable and your users are satisfied with it. In that case, third-party support can keep it humming and buy you time until you move to a new platform or decide to keep PeopleSoft indefinitely as a strategic system of record.

Now, if you are seriously considering making the switch, how should you go about it? Let’s talk about guidance for IT sourcing teams on evaluating and executing a move to third-party support.

When and How to Consider Switching to Third-Party Support (Guidance for IT Sourcing)

Leaping to third-party support requires both technical and commercial due diligence. Here’s a guide for IT procurement and sourcing teams on when to switch and how to do it right. We’ll cover the decision criteria and the steps to execute a smooth transition, including contractual and operational considerations.

When is the Right Time to Switch?

• At Support Renewal Time: The most common timing is to align the switch with the end of your Oracle support contract period. Since you typically pay Oracle support annually in advance, you’d time it so that you do not renew Oracle support for the next period and instead start the third-party contract right after expiry. This avoids double-paying. It also gives you a natural project deadline to work toward. Start evaluating options at least 6 months before your Oracle support renewal date to have ample time. If your renewal is imminent and you’re not ready, you might sign one more year with Oracle (maybe try to negotiate a discount using the threat of leaving – more on that later) and then target the following cycle.
• Stable System / Post-Upgrade: A good time to switch is when your PeopleSoft system is stable, with no major changes on the horizon. For instance, if you just completed an upgrade to PeopleSoft 9.2 and things are running smoothly, that’s an ideal point – you can lock in on that version and let a third-party handle it from here. Conversely, if you’re in the middle of a big rollout or just about to implement a new module, you might hold off until that’s done (you don’t want to add vendor transition to an already complex project). Many organizations plan a switch to third-party support right after completing an upgrade or major update, essentially to “cash in” on that investment for the long term.
• When Oracle’s Value is Diminishing: If you look at the past year or two of Oracle support cases and updates and realize you’re hardly using Oracle’s help (or their help wasn’t very effective), it’s a signal that Oracle’s support value to you is low. Maybe you’ve skipped applying most of their patches, or your team is self-sufficient in handling issues. At that point, the 22% fee is just not worth it, and switching can be a smart move. Also, if Oracle has moved into mostly “sustaining support” mode for your PeopleSoft version (i.e., no new fixes), that’s a no-brainer – you’re paying for nothing new. Third-party would definitely be better since they’ll still create fixes for you. Keep an eye on Oracle’s support policy timelines; if they announce any reduction in support levels or increases in fees, that can trigger consideration to switch.
• Cloud Plans Are Far Off (or Nonexistent): If your organization has explicitly decided to stay on PeopleSoft for the long haul (or simply has no appetite/budget for a cloud migration in the foreseeable future), that’s a strong case for third-party support. Why keep paying a premium for Oracle’s forward development if you don’t intend to utilize it? On the other hand, if your org is gung-ho about moving to cloud in, say, 1-2 years, you might just stick with Oracle until then (unless that 1-2 years might slip, which it often does, in which case third-party could still save you money in the interim).
• Fit for Third-Party Profile: Experts noted that ideal third-party support candidates are organizations with mature, stable environments and little need for new features. If that describes your PeopleSoft, the time is probably right. Additionally, suppose you’re facing an expensive Oracle support renewal or an Oracle contract negotiation that isn’t going your way. In that case, it might be time to put a third-party option to either leverage or execute.

How to Evaluate and Execute the Switch

1. Do a License Health Check: Before getting into RFPs and vendor selection, review all your Oracle/PeopleSoft license agreements and deployments​. Ensure you understand exactly what products and modules you’re licensed for, how many users or what capacity, and check if you’re using any components that might not be fully licensed. If you have an Oracle Unlimited License Agreement (ULA) covering PeopleSoft or databases, plan to certify or end it properly before switching​. This might mean documenting usage and completing a certification process with Oracle to convert the ULA into perpetual licenses. If you find gaps (like using a PeopleSoft module you didn’t purchase, or more users than allowed), remediate that with Oracle while still a customer – buy additional licenses if needed, or adjust usage. Yes, it costs money to true-up, but that’s better than facing an audit out of compliance later. Also, check for any contractual clauses about third-party support – Oracle’s standard contracts don’t prohibit it, but ensure there’s no weird language in your specific contract that could be problematic. Most importantly, the matching service levels clause we discussed identifies the “license set” for PeopleSoft in your contract. If you own multiple Oracle products, note which you can drop support for and which you might keep. For instance, you may keep Oracle Database support but drop PeopleSoft app support. Oracle usually requires all licenses of a given PeopleSoft application to be under the same support level, but you can have different products on different support levels. So, plan accordingly (e.g., drop PeopleSoft, keep Database = allowed; drop half of PeopleSoft users = not allowed, typically). This license review step is crucial and often where a third-party support advisor or license expert can help. Document everything so you have a “license bible” ready.

2. Secretly Download Oracle Materials: While still on Oracle support, it’s wise to download and archive any relevant patches, updates, documentation, and software versions from Oracle’s support portal​. You are entitled to all of it up to the end of your support contract. Once you leave, your access is cut off. Providers like Spinnaker have an “Archiving Services” to assist with this onboarding step​. The idea is to have a repository of Oracle’s latest delivered fixes and knowledge base articles. If an issue arises, the third party can reference them (legally, since you obtained them while licensed). Note: This is not “stealing Oracle’s IP” – it’s considered a best practice and is allowed because you had legitimate access at the time. Oracle knows customers do this and generally can’t prevent it. That said, don’t share these downloads with other companies or do anything that violates intellectual property law; it should be for your internal use only, as a safety net.

3. Engage Potential Third-Party Providers (RFP or Direct): Contact the third-party support firms for proposals. You can do a formal RFP or a more informal evaluation with a few providers. Key things to ask and compare:

• Scope of Support: Confirm they cover all the PeopleSoft modules you use (HCM, Financials, Campus, etc.) and what specific services are included. For example, tax and regulatory updates (how many countries? how often?), customization support (is it fully included?), performance tuning, etc.
• Service Levels: What are their SLAs for response and resolution on different severity issues? Do they do 24/7 critical support? Can you call anytime and get someone, or is it follow-the-sun?
• Team Qualifications: Who will be supporting us? Ask about the team’s experience with PeopleSoft version X, how many years, are they former Oracle/PeopleSoft folks, etc. Will we have a dedicated primary engineer or a pool? Meet the proposed support manager if possible.
• Transition Plan: How will they onboard your system? Do they need VPN access, read-only access, etc.? (Usually, they will want a copy of your environment or access to it to familiarize themselves.) To minimize risk during cutover, check if they have a well-documented onboarding process – top providers do​.
• Security Approach: Inquire in detail about how they handle security updates. Have them give examples of vulnerabilities and how they addressed them without an Oracle patch. Look for mention of tools or processes (e.g., some have partnerships or in-house security research teams). Also, ask if they have certifications (ISO 27001 for security, ISO 9001 for process, etc.).
• Regulatory Updates: If applicable, ask how they monitor and deliver regulatory changes. E.g., “For our Canadian payroll and UK payroll, how do you get the updates when tax laws change?” The provider should explain their process (maybe they have subscriptions to government bulletins, etc., and how they test and deliver patches). Spinnaker, as noted, has a formal process and even ISO certification for this​ Support Revolution likely leverages their team in India (many of whom might have done this work at Oracle previously).
• References: Get references, ideally in your industry or region. Talk to existing customers of the provider, ask about their satisfaction, any hiccups in support quality, how the transition went, etc.
• Contract Terms: Discuss contract length (many third-party support contracts are one year with easy renewal or can be multi-year; see what discounts a multi-year contract might bring). Check termination clauses (you’d want flexibility, maybe a 90-day out after an initial term). Also, ensure there’s nothing that locks you in too hard in case your plans change (avoid auto-renew with long notice periods, for example).
• Customizations and Additional Services: If you have many custom bolt-ons or integrations, ask if supporting those is included or if it costs extra. Most will include it, but be clear. Also, if you think you might want them to do some managed services (like help with applying updates, database admin, or cloud hosting), see if they offer that and can bundle it. Some providers can become more like a full-service extension of your IT.
• Pricing: Of course, get a detailed price quote. Ensure it’s apples-to-apples – some might quote for strictly support, and offer things like managed services separately. Some could structure pricing based on size (e.g., number of employees for HCM, or an overall flat fee). Compare the bottom line and what’s included. And remember, their prices are negotiable too – the “50% of Oracle” is common, but as Redress noted, that can be just a starting point​. You might negotiate it down if you have a compelling case or if competition is fierce for your business.

4. Build an Internal Business Case: Build the case for leadership with the info from providers. Show the cost savings over 5 years versus staying with Oracle (include Oracle’s annual fee plus any expected increases vs. the third-party fees). Highlight the additional benefits (support for customizations, etc.) and how concerns will be mitigated. Often, procurement needs to reassure the CFO/CIO that “we won’t lose anything important by switching, and we gain a lot financially.” Having citations or references helps (“Company X in our industry did this and saved Y”). Address the risk of Oracle’s response head-on (explain that license compliance will be maintained, and note that many have done it successfully). If you have a cloud migration planned in 5 years, show how much you’d save in those 5 years that could go towards that project. The business case should also cover what happens if, at the end of 5 years, you still want PeopleSoft – basically, you can continue with a third-party indefinitely and still be fine. Once executives and stakeholders are convinced, get approval to proceed.

5. Negotiate the Contract: With your chosen provider, negotiate the final contract. Key points:

• Services Description: Make sure it clearly lists all included services (tax updates, regulatory compliance, break/fix, support for customizations, technical advisory, etc.). No ambiguity on what’s covered.
• SLA and Remedy: Ensure the SLA (e.g., critical issue response in 30 minutes, etc.) is attached. See if there are any penalties or remedies if they miss SLAs – some may offer service credits.
• Fee Caps: If it’s a multi-year deal, see if you can cap the annual increase (or lock the fee for X years). Many providers might agree to little or no uplift year-over-year since they save you so much anyway.
• Termination & Reinstatement: Try to have a convenient termination clause in case you need to exit (for example, if you decide to decommission PeopleSoft early). Typically, after an initial 12 months, you could terminate with 30-90 days’ notice. You likely won’t need to, but it’s good to have flexibility.
• Liability and IP Protection: The contract may have language to protect Oracle’s IP (ensuring the provider isn’t causing you to break any Oracle license terms). That’s good to have – it shows they take compliance seriously. Also, ensure they indemnify you if Oracle were to sue for something the provider does (this gets tricky; Rimini had indemnification clauses, but in practice, if Oracle sues the provider, as a client, you might just be a bystander anyway). At least have clarity that using them won’t be in breach of contract.
• Transition Assistance: Perhaps include a clause that if, for some reason, the relationship ends, the provider will assist in transitioning either to Oracle or another provider. It might not be heavily negotiated, but it’s good to have a spirit of partnership there.
• Hybrid Support Clauses: If you plan any hybrid approach (like you only want them to support certain instances or components), outline that. However, remember that Oracle’s contract likely forced you to drop support for the whole product, so hybrid would usually mean one product with them or another with Oracle. That is outside their contract, so just handle those separately.
• Payment terms: Some providers allow flexible payment schedules (maybe quarterly payments rather than full-year upfront)​. Oracle demands an upfront annual payment; a third-party might be more lenient with timing since they want your business. This could help cash flow.
• Optional Services: If you think you might use them for other services (managed services, cloud hosting, etc.), you could negotiate rates or at least include a framework in the contract.

6. Plan the Cutover: Work with Oracle to ensure a clean end to your support contract. You usually don’t renew, and your CSI (support ID) is deactivated at expiration. Oracle might reach out to confirm your decision – be prepared for one last sales pitch or scare tactic. They may also notify you that if you ever want to return, reinstatement fees apply, etc. Acknowledge and proceed as planned. Coordinate with the third-party provider to support the minute Oracle ends (often it’s a seamless overnight cutover on the contract end date). You might overlap by a day or so just in case, but it’s usually not necessary.

7. Communicate to Teams: Internally, ensure your IT staff and end-users know about the change. The difference should be mostly behind the scenes, but your helpdesk or IT operations should know, “We call Spinnaker now, not Oracle, when an issue arises.” Update any runbooks or support contact lists. Train the team on how to open tickets with the new provider (they will have their portal or hotline). Culturally, you want everyone to be comfortable with the fact that “we have support, it’s just a different company now.”

8. Onboarding with New Provider: At the contract’s start, the third-party provider will do an onboarding process. This usually includes knowledge transfer sessions, environment access setup, and perhaps a “kickoff meeting” with key stakeholders. Provide them with all the documentation of your PeopleSoft architecture, customizations, interfaces, etc. The more they know early, the better. Often, they’ll want to install a secure connection to your system to do diagnostics. Make sure to involve your security team in approving any remote access or VPN. Also, share your archive of Oracle patches/docs with them (since that’s legitimately yours to use). Essentially, treat them as part of the team from day one – be open and collaborative, and their ability to help you will pay off later.

9. Ongoing Management: Once live, manage the provider similarly to how you’d manage any support vendor. Monitor their SLA performance, have regular review calls (monthly service reviews, quarterly business reviews, etc.). Top providers will proactively review open issues and seek feedback. Keep an eye on the volume of issues and types – you may find they resolve things faster, resulting in fewer open cases than with Oracle, which is great. If there are any hiccups, address them early with the provider’s account manager. Given their smaller client base compared to Oracle, you’ll often find them very responsive to feedback and willing to adjust processes to keep you happy.

10. Maintain License Compliance Vigilance: Even after switching, continue to track your Oracle license usage carefully. If your business adds 100 new PeopleSoft users or deploys a new module, remember you’re not paying Oracle for that, but you’re also not legally allowed to exceed what you bought. So either restrict usage to what’s licensed or be prepared to purchase additional licenses from Oracle (yes, you can still buy licenses without support, that’s possible). Ideally, you won’t expand the PeopleSoft footprint too much if you switched (since it signals that you should have stayed and gotten new modules under support). But sometimes companies do add minor things. Just keep records so that if Oracle audits, you can demonstrate compliance.

11. Monitor Oracle Patches Publicly: One tip: Even off support, you can see Oracle’s Critical Patch Update advisories (they’re public). It’s good to monitor those quarterly and ensure your provider addresses any that impact PeopleSoft. Usually, they will do this automatically, but being informed yourself adds an extra layer of security. The Oracle Quest user community or other forums can also be sources of knowledge, even if you’re not on Oracle support.

12. Have a Reassessment Plan: Perhaps plan to formally reassess the support strategy every two years. This doesn’t mean you intend to return to Oracle (the reinstatement costs make that unlikely). Still, you can evaluate whether the provider meets expectations and your circumstances have changed. For instance, if Oracle suddenly offered a new ultra-cheap support tier (doubtful, but who knows) or if you acquired a company on Oracle Cloud, you’re rethinking application strategy. In other words, keep the dialogue open with stakeholders: “Is third-party support still serving us well? Yes? Great, continue. If not, what’s next?” This is just good governance.

13. Use Switching as Negotiation Leverage (Optional): Sometimes organizations consider third-party support not necessarily to switch, but to gain leverage over Oracle in negotiations. In recognizing the competitive threat, Oracle sometimes offers discounts or concessions if it senses a customer is about to leave. For example, a telecom company got Oracle to reduce a planned support fee increase by showing a third-party quote. You could use this tactic if you are in a position where you might stay with Oracle, given a better deal. However, be careful: only bluff leaving if you are prepared to do it. Oracle might call your bluff. That said, you get an alternative by getting a third-party proposal. It’s a win-win: either Oracle matches/does better (rare, but possible as seen in some 2025 cases​), or you go through with the switch and save money anyway. As a procurement professional, it’s always good to know your BATNA (Best Alternative to a Negotiated Agreement); third-party support is a strong BATNA when Oracle tries to hike your fees.

Following these steps, many organizations have managed smooth transitions to third-party support with minimal disruption and maximum benefits. The key is planning, communication, and holding the provider accountable just as you would Oracle (in fact, usually it’s easier to hold them accountable since you have a direct line to their team).

Addressing Common Concerns (Security, Updates, Oracle’s Reaction, Patching)

It’s normal for stakeholders – be it your CIO, security officer, or application owners – to have concerns about leaving Oracle support. Let’s address the most frequently raised concerns and how third-party providers mitigate them, in a straightforward Q&A style:

• Security Risks Without Oracle Patches: “How will we handle security vulnerabilities if we don’t get Oracle’s patches? Are we exposing ourselves to breaches?” – Third-party providers take security extremely seriously because they know it’s the top customer worry. They implement alternative security measures, often termed “virtual patches” or “security shields”. This might include monitoring for intrusion attempts and quickly applying configuration changes or network rules to block exploits. For example, suppose Oracle announces a PeopleSoft web server vulnerability. In that case, your provider will analyze it and could recommend a Web Application Firewall rule to filter malicious traffic that exploits that bug. They might also craft a script or binary patch if feasible.
  Additionally, providers often supply security advisories to clients, translating Oracle’s CPU release notes into actionable items for those not applying the CPU. Over time, providers have built a library of fixes and defensive measures for known vulnerabilities. And importantly, no major incident has been reported where a company on third-party support got breached because they lacked an Oracle patch​. Providers like Spinnaker and (formerly) Rimini tout strong security track records with banks, governments, etc., who have stringent security needs. Many also have ISO 27001 certification to demonstrate their security process maturity. To further mitigate risk, you should continue to use best practices: keep your database and OS patched (you might still have vendor support for those), use network security layers, and perhaps employ scanning tools to catch any vulnerabilities. In essence, security under third-party support is a managed risk, but has proven manageable with the right controls. It’s not inherently more risky than running software with vendor patches, as long as compensating controls are in place.
• Tax and Regulatory Updates: “Can a third party handle all our regulatory updates (tax changes, payroll, legal compliance)? Only Oracle used to do that.” – Yes, top third-party providers have teams devoted to Global Tax and Regulatory Compliance (GTRC) updates. They often argue they do it better than Oracle because they tailor the updates to your specific environment​For instance, Oracle might release a big year-end HR tax update for PeopleSoft covering all US states and federal changes in one bundle; a third-party might deliver you just the pieces you need for the states you operate in, already adapted to your PeopleSoft version with your customizations taken into account​. Providers stay informed of changes by monitoring government websites, subscribing to compliance feeds, and leveraging experts (sometimes ex-Oracle staff who wrote those updates in the past). They then develop the necessary code changes or data updates and test them thoroughly. Spinnaker Support’s approach, for example, is very methodical – they provide personalized documentation and test scripts for each customer for every regulatory update​. This ensures you know exactly what’s changed and how to test it. They also maintain an internal calendar of expected cyclical changes (like annual tax updates) and communicate proactively with customers to schedule applying them​ In short, third parties do keep up with regulatory changes across HCM (tax, benefits, labor laws), Financials (tax codes, accounting rules), Campus (financial aid regs, etc.), and so on. It’s in their wheelhouse. When evaluating a provider, you can ask for examples of recent updates they delivered – most will gladly show you sample documentation of a tax update, which can be reassuring. For compliance-sensitive orgs (public sector, etc.), third-party support is often used to keep legacy systems compliant when the vendor no longer provides updates. They have fulfilled that role effectively.
• Oracle Retaliation or License Cancellation: “Will Oracle penalize or cancel our license if we go third-party? I’ve heard scare stories.” – Oracle cannot cancel your perpetual license because you chose not to renew support. As the name implies, a perpetual license is yours to use forever (as long as you abide by the terms). Oracle can refuse to support you (which you’re opting out of anyway) and enforce its contractual rights. They might also increase scrutiny on your account. Oracle sales sometimes imply that leaving support is “not allowed” or that you’ll be audited immediately​. The reality: It is allowed – even Oracle’s top lawyers lost that battle in court; customers can use third-party support legally​ , and Oracle audits happen to many customers regardless of support status. They don’t have a formal policy of “audit everyone who leaves,” because audits are supposed to be based on usage data triggers. That said, anecdotally, some customers do feel Oracle targeted them after leaving. Whether that’s true or just perception, it’s manageable if you did your homework on licensing. The best defense is what we discussed: ensure you’re in full compliance and keep records. If Oracle audits you a year after you left, you should be able to show them “here’s what we have deployed, here’s our license proof.” If you’re clean, there’s no basis for Oracle to do anything. Oracle cannot sue you or revoke licenses simply for hiring a third-party support firm – they tried that argument, and it doesn’t hold water legally. They could try to sue the third-party provider (like they did with Rimini), but that’s not your fight, and the providers adjust their methods to stay within legal bounds (Spinnaker, for instance, has thus far avoided Oracle’s legal wrath by being very careful).
  Regarding softer retaliation: your Oracle account team might be unhappy, as mentioned, and you might lose any “good customer” perks. But Oracle still wants to sell to you – e.g., maybe you still buy Oracle database licenses or Oracle Cloud infra. They’re unlikely to burn bridges; rather, they’ll try to win you back eventually by highlighting new products or offering deals. Some companies worry, “If I need Oracle’s help on something, will they refuse since I left support?” Typically, Oracle’s support won’t assist once you’re out (that’s expected), but Oracle’s sales folks will still gladly talk if you want to buy something new. So no, Oracle won’t block you in some broad sense. You might get a stern letter or an audit notice, but as long as you’re prepared, that’s just noise. Thousands have done it and moved on​.
• Patching and Bug Fixes: “Who will fix bugs in the code? What if we hit a serious issue in PeopleSoft functionality?” – Third-party providers will troubleshoot and fix bugs in PeopleSoft even without access to Oracle source code. They have various techniques: they might provide you a SQL script to correct a data issue, a workaround to avoid the buggy code path, or even create a binary patch if necessary by reverse-engineering (some have tools to do this in memory or at the application server layer). Remember, many of their staff wrote or debugged this code when they worked at Oracle/PeopleSoft, so they often know the product’s quirks intimately. For example, if a certain Payroll process is miscalculating under a rare condition, Oracle might have eventually issued a patch in an Image update. If you encounter it, your third-party support will analyze the COBOL or PeopleCode involved and devise a fix or a functional workaround. They also maintain a knowledge base of known PeopleSoft issues. Rimini Street has historically advertised the delivery of thousands of custom code fixes to clients. Spinnaker and others do similarly. They cannot ship you Oracle’s copyrighted patch code (that would be illegal), but they can write their code to achieve the same fix outcome​. For instance, they can’t send you Oracle’s fixed version of a PeopleCode object, but they could send you instructions to modify a configuration or a small piece of code on your side to alleviate the problem. Often, fixes are achieved through configuration or data updates rather than binary changes, which is within legal use.
  Additionally, third-party support covers integration and interoperability issues: say you update your web browser, and PeopleSoft has a glitch. Oracle might not help if it’s not certified, but the third-party will try to make it work. Or if you want to integrate PeopleSoft with a new CRM, they can assist from a technical advisory perspective. Generally, patching bugs becomes a collaborative effort with the third party. Most clients report that after switching, they got every important issue resolved one way or another by the provider, often more quickly than waiting for Oracle’s next bundle release, since the third-party can do an immediate fix just for you.
• Upgrades and Future State: “If we ever do want to upgrade PeopleSoft or switch to Oracle Cloud, does being on third-party support hinder us?” – Being on third-party support usually means you are not receiving new updates so that an upgrade would be a significant project (you’d have to either rejoin Oracle support to get the latest code or obtain it otherwise, which likely means rejoining). Many treat third-party support as a quasi-end state for that system. However, if your long-term plan is to migrate to a different system (Oracle Cloud, Workday, etc.), being on third-party support is fine; it doesn’t hinder migration. You still have your PeopleSoft running as-is, and you’ll migrate data out when the time comes, like any other legacy system. For moving to Oracle Cloud, Oracle might require you to be current on support to use some automated migration tools, but more likely, they treat it as a new implementation anyway. One strategy some use is to stay on third-party support until just before the migration, then use part of the savings to fund any needed Oracle re-licensing or support for a brief period if required to transition. If moving to a non-Oracle system, Oracle support status is irrelevant. Also, note that if Oracle releases a PeopleSoft 9.2 update that you need while you’re on third-party (maybe a legislative change too big for provider to do, though that’s unlikely), you’d face a tough choice: either pay to reinstate Oracle support to get it, or find an alternative solution. So far, providers have been able to handle legislative changes independently (e.g., major tax reforms, new GDPR rules, etc.), so that scenario is rare.
• Support for Customizations (Concern perspective): “We have a lot of customizations – is an outside provider truly able to support them as well as our team or Oracle could?” – As mentioned in pros, Oracle wouldn’t support them at all, so you’re already better off with a provider there. However, will the third party know our custom code to address the implicit concern? Initially, they won’t know it intimately. Part of onboarding should involve you walking them through your major customizations. They will document those and possibly even draw on expertise from other clients with similar mods (for example, many universities heavily customize Campus Solutions; a provider that supports multiple universities might have seen similar mods). Over time, they will become as familiar as your internal team with the quirks. If a custom issue arises, they’ll debug it just like a standard issue. Some third-party providers also offer development services if you need enhancements to your custom code – essentially acting as your dev team for hire. It’s not free, but it’s available. The key reassurance here is that you’re not losing support for customizations – you’re gaining it by switching (since Oracle gave you none). If you have any left for PeopleSoft, your developers can collaborate with the provider’s experts to solve issues. This co-sourcing arrangement often leads to faster resolutions than either alone. So yes, customizations can be effectively supported.

The third-party support ecosystem has addressed each common concern over the years. Security is handled through creative patching and monitoring solutions, regulatory updates are delivered by in-house experts just as Oracle would (sometimes faster), legal rights and proper compliance neutralize Oracle’s potential reactions​, and patching/bug fixes are part of the core service using alternative method The experience of many customers shows that after an initial adjustment period, they feel as well-supported (or better) than they did with Oracle – and at a much lower cost. It becomes the new normal, and these concerns fade with time as the third-party provider proves their capability by keeping the system running smoothly.

Emerging Trends in PeopleSoft Support Models

The world of enterprise IT support isn’t standing still. A few emerging trends and models are worth noting, as they might influence how you approach PeopleSoft support in the coming years. IT procurement leaders should be aware of these, as they show how support strategies are evolving beyond the traditional binary choice of Oracle vs. third-party:

• Hybrid Support Approaches: It’s not always an all-or-nothing switch. Some organizations are adopting a hybrid support model, meaning they use a mix of Oracle support and third-party support across their IT landscape. For example, a company might keep Oracle Premier Support for a mission-critical database that they plan to upgrade frequently, but use third-party support for their stable PeopleSoft and JD Edwards systems in maintenance mode​ . This strategy allows cost savings where possible, while still getting Oracle’s direct help where needed. Within PeopleSoft, hybrid support is trickier due to Oracle’s contract rules (you generally can’t split support for one product). However, you could, for instance, keep Oracle support for PeopleTools (if you license it separately, it is usually not separate, though) or for certain bolt-ons. More practically, some companies do a phased transition: maybe move non-production environments or a subset of modules to a third party first as a trial, then the rest later. Oracle wouldn’t sanction splitting prod vs non-prod support (since licenses cover both), so usually it’s timing – e.g., let Oracle support lapse for dev/test first (if on separate contracts, which sometimes they are in large orgs), then prod next. Another “hybrid” scenario is using third-party support temporarily and then going to Oracle Cloud – a form of hybrid over time. As one guide said, the key is, “You don’t have to switch everything simultaneously.”​Tailor a support strategy that fits each component of your IT portfolio. Just be mindful of Oracle’s matching policy, which can constrain simultaneous hybrid for the same product line.
• Co-Sourcing and Managed Services: Third-party support providers are increasingly offering managed services on top of support. This blurs the line between pure support and outsourcing. For instance, a provider might handle break-fix issues and take on routine PeopleSoft operations: applying bundles (if you still apply any), managing servers, upgrading infrastructure, etc. Spinnaker Support, for example, has a “Spinnaker Manage” service line to augment client staff​. This is essentially co-sourcing – your internal team works alongside the provider’s team to jointly support the system. This can be very valuable for organizations with lean IT departments or upcoming retirements of PeopleSoft experts. This means that the third-party provider is not just on call for issues but also continuously helps run the application. We’re seeing this trend because many companies lost a lot of internal PeopleSoft knowledge over time and find value in having a partner who can fill those gaps beyond just break-fix. As procurement, you might negotiate packages that include some managed services hours per month, etc. It could also extend to development: e.g., you might co-source development of new reports or integrations with the provider’s help. This trend turns the support vendor into more of a strategic partner who helps keep the PeopleSoft system modern and tuned, not just fixed when broken.
• Focus on Security & Compliance Offerings: Given the heavy emphasis on security, third-party support firms are packaging more distinct security services. For example, Rimini Street launched “Rimini Protect,” a security suite, and Spinnaker has “Spinnaker Shield” for proactive security​. These may include continuous vulnerability scanning, threat intelligence specifically for Oracle apps, and even zero-day protection (for instance, blocking an exploit before Oracle releases a patch). Similarly, compliance support (like helping with audits or providing tooling to document license usage) is highlighted. This trend means that when you sign up for third-party support, you might also get add-ons that bolster your security posture more than with Oracle. Oracle just gives you patches; these providers give you a holistic security program around your ERP. Keep an eye out for providers bundling these offerings or including them in the standard service.
• Cloud and Hybrid Infrastructure Support: Many PeopleSoft customers are migrating their on-premise PeopleSoft instances onto cloud infrastructure (IaaS) like AWS, Azure, or Oracle Cloud Infrastructure. Third-party support providers are adapting to this by ensuring they can support PeopleSoft in cloud-hosted environments and even offering services to assist with those migrations. Sometimes, the provider might act as your managed hoster – you move PeopleSoft to their cloud environment and they run and support it. This effectively creates a PeopleSoft-as-a-Service model using third-party support. While not extremely common yet, it’s an emerging option for those who want to get out of the data center business but keep PeopleSoft for now. Providers are also ensuring they support “hybrid” setups – e.g., your PeopleSoft is integrated with some Oracle Cloud services or other SaaS apps, and they’ll support the overall ecosystem (except, of course, they can’t fix the SaaS app, but they can help make sure the integration with PeopleSoft works). So, the support model is evolving to span both legacy and new environments.
• Support for Customizations and Extensions: We already talked about customization support as a benefit, but as a trend, some third-party providers are going further, offering to maintain your custom code proactively. For example, if you have a custom PeopleSoft module (a homegrown module on the PeopleSoft platform), they might include periodic health checks of that code or suggest performance improvements. Essentially, they support not just what you have, but also help you optimize it. This is in contrast to Oracle, which ignores your custom code issues. Additionally, a trend is emerging around agile updates: a third-party provider might develop small feature enhancements for you as part of support if enough customers request a similar feature. It’s not mainstream yet (as third-party support is typically not about new features). Still, I have seen instances where a provider helped a customer implement a new regulatory report that wasn’t in base PeopleSoft, going beyond the typical scope. It hints at a future where third-party support providers might collectively create a mini-ecosystem of enhancements for an older product to keep it viable.
• Community Knowledge Sharing: As more organizations join the third-party support camp, there is a growing community of users outside Oracle’s official channels. Providers often host customer conferences, webinars, or forums to share experiences and tips. One emerging idea is that clients can benefit from shared innovations – for example, if one client’s custom fix (developed by the provider) could apply to others, the provider can (with permission) propagate that solution. This community effect can multiply the value of your support. Essentially, the provider becomes a hub of collective knowledge from many PeopleSoft customers, arguably more varied than Oracle’s support knowledge base because it includes custom scenarios. Over time, this might lead to faster problem solving and even some community-driven standardized improvements.
• Oracle’s Evolving Strategy: On the flip side, Oracle is aware of third-party support pressure and has maintained its stance of providing long-term support (to remove the fear that pushes people to third parties). Oracle has also occasionally offered special deals like extended support periods at reduced cost for certain products, or bring-back programs. One thing to watch is if Oracle ever introduces a lower-cost support tier to compete (for example, “Sustaining Support Plus” that provides regulatory updates only, at a lower fee). They’ve done something similar to this under names like Market Driven Support for some products. For PeopleSoft, not yet – because PeopleSoft is still in Premier Support. But if they ever did, it could impact the third-party landscape. So far, though, Oracle’s main counter-strategy emphasizes that you get continuous innovation (features) and full stack support with them. They also highlight that Oracle Cloud SaaS includes subscription support (so if you move, you pay nothing extra for support). For now, third-party support providers still have the advantage in terms of cost and often in terms of customer satisfaction. Oracle’s approach to fend them off is more about marketing and customer fear than matching price or flexibility. Still, procurement should stay tuned to Oracle announcements if something changes that calculus.

In essence, the support world is getting more flexible and creative. You aren’t limited to just “Oracle supports it, end of story.” You can craft a support solution involving multiple parties and new services. The trend is towards maximizing value and extending the useful life of software assets. Third-party support is a key part of that for many organizations and continues to mature.

Conclusion

For IT procurement leaders, evaluating third-party support for PeopleSoft requires balancing cost savings against risk, and as we’ve seen, the scales often tip in favor of third-party support being a viable or even superior long-term strategy under the right conditions. Let’s recap the major points and insights from our deep dive:

• Major Upside: Third-party support can slash annual support costs by 50% or more, freeing substantial budget​. It offers high-touch, personalized service (supporting customizations and providing faster responses) that many organizations find more aligned to their needs than Oracle’s standard support. With Oracle’s PeopleSoft support promised through 2036, there’s no immediate forced migration, so customers have the luxury to choose a support model purely on its merits, and third-party support has strong merits for those looking to maximize their PeopleSoft ROI over the long haul.
• Consider the Trade-offs: On the flip side, switching means no new Oracle-delivered features or patches​. You’re betting on stability and the prowess of your chosen provider to keep you running securely and compliantly. License diligence is mandatory – but entirely manageable with proper review and adherence to terms​Oracle may put up a fight to keep your support dollars, but armed with knowledge (and perhaps help from advisory experts or peers who have done it), you can navigate their tactics and still maintain a good standing as an Oracle licensee​.
• Players in the Market: We looked at the key providers – Rimini Street (historically dominant but exiting PeopleSoft support as of 2024, largely due to legal entanglements​), Spinnaker Support (a top choice with flexible contracts, expert staff, and a clean legal track record​), and Support Revolution (the cost leader, offering solid support with an offshore model at very attractive pricing​). Depending on your priorities (premium service vs. maximum savings), you have options. With Rimini out of the picture for PeopleSoft, Spinnaker and Support Revolution stand as leading global providers to compare, and many former Rimini clients are already transitioning to those. Both can cover all major PeopleSoft modules (HCM, FSCM, Campus, CRM) and have global updates and security solutions.
• Long-Term Feasibility: Running PeopleSoft on third-party support for the long haul is feasible and increasingly common. Whether you need a 5-year bridge before cloud or plan to run PeopleSoft indefinitely, third-party support can keep your system stable, secure, and compliant. Organizations ranging from government agencies to Fortune 500 companies have been on third-party support for years with positive outcomes – no support gap, no explosion of issues, and no regrets financially​It essentially allows you to dictate your own timeline for PeopleSoft’s lifespan in your enterprise, rather than being tethered to Oracle’s sales agenda.
• Procurement Tips: Start early and do your homework if you explore this route. Ensure all stakeholders understand the pros/cons, and address the typical fears (security, etc.) with evidence and references. Negotiate smartly – use competition to your advantage, and remember that Oracle might sharpen their pencil if they know you’re serious about leaving​(either way, you win – a better Oracle deal or moving to a cheaper alternative). Lock in favorable terms with the chosen provider and document everything. Treat this as you would any strategic sourcing decision: weigh options, check references, negotiate terms, and plan the transition carefully.
• Future Outlook: The ecosystem around third-party support is growing richer, with hybrid models, co-sourcing, and enhanced service offerings becoming available to suit various needs. This is not a fringe or risky venture; it’s a mainstream strategy for cost-effectively running mature ERP systems. Oracle’s continued support for PeopleSoft means you’re not abandoning a dying product – you’re simply choosing who best supports it. And should your strategy pivot (say, you accelerate a move to the cloud), the third-party support path typically leaves you with more savings and flexibility during the interim.

In closing, third-party support for PeopleSoft can be a viable long-term strategy – many would say a savvy one – especially for procurement leaders tasked with finding value and efficiency in IT contracts. By switching from Oracle’s Premier Support to a qualified third-party provider, organizations can save big money, avoid vendor lock-in, and keep their PeopleSoft applications running smoothly for as long as needed. The key is to go in with eyes open: pick the right partner, dot your i’s and cross your t’s on licensing, and foster a good working relationship with your support provider.

PeopleSoft has been a trusted workhorse ERP for decades, and with the right support model, it can continue to deliver value without draining budgets. Whether you’re delaying a move to the cloud or simply want to run PeopleSoft indefinitely on your terms, third-party support is a strategy well worth evaluating. As always, make the decision that aligns with your organization’s IT roadmap and risk profile – but know that you have credible, proven options beyond the traditional vendor support paradigm. Ultimately, success will be measured by a stable PeopleSoft environment, happy end-users, and a healthier IT budget – outcomes that third-party support has shown it can achieve for many organizations globally.

Sources: This article draws on numerous industry sources and case examples to provide a fact-based perspective. Key references include Oracle’s support policy documentation​ analysis from licensing experts at Redress Compliance​, insights from third-party support providers’ materials (Spinnaker Support, Support Revolution)​, and reported real-world outcomes such as Rimini Street’s announcement to exit PeopleSoft support and others. These sources are cited throughout the article to support accuracy and provide further reading for those interested in deepening their research.